Interviewing candidates is an integral part of the hiring process. As an interviewer, you want to gather as much relevant information as possible to determine if the candidate is the right fit for the role. One effective interview technique is the directive interview where the interviewer maintains control of the conversation. In this comprehensive guide we’ll explore what directive interviews are, the benefits and drawbacks, examples of directive questions to ask, and tips for conducting an effective directive interview.
What Are Directive Interviews?
A directive interview is a structured approach where the interviewer directs the flow of the conversation and lines of questioning. The interviewer maintains control over the process by asking a prepared set of job-relevant questions and guiding the discussion.
In a directive interview the focus is on the interviewer eliciting responses from the candidate through direct often closed-ended questions. Candidates have less control over the course of the interview compared to a non-directive format where open-ended questions allow candidates to guide the discussion.
Key aspects of the directive approach
- Interviewer plans questions ahead of time around required job skills and qualifications
- Questions are direct and specific
- Interviewer sticks to prepared questions and predetermined topics
- Follow-up questions probe for more detail or clarification
- Interview flow and pace is controlled by interviewer
Directive interviews aim to systematically collect standardized information from all candidates to allow easier comparison. They provide the interviewer greater control over ensuring important topics are covered.
Benefits of Directive Interviews
There are several advantages to the directive interview format:
Consistency and Standardization
By developing and asking the same core questions of all applicants, the directive approach allows for comparing candidates’ responses more objectively. This standardization helps reduce potential bias.
Controlled Flow
The interviewer gets to steer the conversation and determine which topics to cover. This prevents candidates from dominating the interview or straying off track.
Efficiency
Time is managed effectively by focusing on planned, relevant questions. The interviewer can allocate time to topics based on importance.
Reduced Subjectivity
Directive questions centered around job qualifications help interviewers stay objective and make decisions based on skills rather than subjective factors.
Obtains Necessary Information
The interviewer gets to directly ask about the knowledge, skills, and abilities required for the role. This increases the chances of eliciting the information needed to properly evaluate the candidate.
Drawbacks of Directive Interviews
However, directive interviews also come with a few limitations to consider:
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Less insight into candidates’ thought processes or communication styles since they have limited control over the conversation.
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Rigid structure may feel intimidating or impersonal to candidates.
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Overly narrow questions may fail to reveal important skills or experiences.
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Interviewer bias can still occur in evaluating responses.
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Prepared questions may not lead to follow-up questions tailored to the candidates’ unique background.
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May feel less like an engaging, reciprocal conversation and more like an interrogation.
Examples of Directive Interview Questions
Here are some examples of common directive questions to ask candidates:
About Their Background
- Walk me through your previous roles and responsibilities.
- What specific skills or experiences led you to apply for this position?
- What achievements are you most proud of in your career so far?
About Their Knowledge and Skills
- What is your experience with [required technology, system, etc.]?
- How would you rate your skills in [required skill]?
- What strategies do you use for [required ability]?
About Their Work Style
- How do you prioritize tasks when everything is high priority?
- Give an example of a time you had to motivate team members.
- Describe your approach to developing solid working relationships with colleagues.
About Their Fit
- Why are you interested in this role?
- How does this position fit with your career goals?
- What makes you a great fit for our organization and culture?
About Challenging Situations
- Tell me about a time you made a mistake at work. What was the situation and how did you handle it?
- When have you had to push back against an idea you disagreed with?
- Describe a stressful situation you’ve encountered and how you coped with it.
Tips for Conducting a Directive Interview
Here are some tips to effectively conduct a directive interview:
Prepare Questions in Advance
Determine the key skills, qualities and areas of knowledge you want to probe and develop specific questions around them. Organize question topics and sequence logically.
Set the Tone
Briefly explain the format of the interview so the candidate knows what to expect. Start with some introductory directives to help put them at ease.
Ask Direct Questions
Use clear, concise phrasing. Avoid rambling questions that meander or require clarification.
Stick to Your Structure
Resist the urge to stray off script, which can result in inconsistencies. Follow up probes should still target planned topics.
Listen Closely
Let candidates fully respond without interruptions. Take notes to help assess responses. Listen for when follow up questions are needed.
Manage Time Wisely
Keep the interview moving efficiently. If needed, politely interject if the candidate is off track or taking too long.
Close with Candidate Questions
After your prepared questions, allow time for the candidate to ask any questions about the role or company.
The directive interview style provides structure, standardization and control for interviewers. But it must be executed thoughtfully to avoid feeling too stiff or interrogative. With careful preparation and by allowing some latitude to dive deeper into the candidate’s unique background, the directive approach can help facilitate informative, productive interviews. The key is finding the right balance – covering necessary topics while still building rapport and allowing candidates to shine.
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The job interviewer is in charge of the whole process and leads the conversation to find out what they want to know. This is called a directive interview. This type of interview is similar, but the interviewer works from a written list of questions that will be asked of all candidates and writes down your answers.
A patterned interview is also called a structured interview. Although the structured interview has been around a long time, the format is finding new followers.
Structured interviews are thought to be more fair, help find better candidates, and get rid of the “cloning effect,” which happens when an interviewer hires someone because they think they’ll fit in because they share the same values.
In structured interviews, the interviewer may throw out a critical incident and ask you to respond. A critical incident is a specific problem or challenge that was successfully handled by employees of the company. Some critical incidents can be anticipated by researching industry trends and inferred by reading company press releases online.
People who are interviewing you will likely ask you both closed and open-ended questions, whether the interview is directive or structured.
A closed-end question can be answered yes or no:
An open-ended question usually asks how or why:
This interviewer has an agenda and is intent on seeing that itâs followed. Being too assertive in changing the topic is a mistake. The only safe way you can introduce one of your skills is to ask a question, such as:
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FAQ
What are directive interview questions?
What is one expected to do during a directive interview?
How is a non-directive interview different from a focused interview?
