Crafting the Perfect Interview: Balancing Standardization and Personalization

In today's competitive job market, the interview process is a critical component for any organization looking to hire the right candidate. One of the most common questions that arise is whether to strictly adhere to a set of standardized questions or to allow for some flexibility based on the individual candidate's background and experiences.

Standardized Questions for Fairness and Consistency

It's generally beneficial to ask a core set of standardized questions during an interview to ensure fairness and consistency across all applicants. This standardized approach helps in evaluating candidates on the same criteria and makes it easier to compare their responses. For example, questions about work experience, educational background, and professional achievements provide a solid base for assessing whether a candidate meets the necessary qualifications.

Personalized Questions for Depth and Insight

While standardization is essential, it's equally important to tailor some questions based on an applicant's resume or background. This allows for a more in-depth exploration of their specific experiences and skills. By engaging candidates in discussions about their previous projects, challenges, and unique solutions, interviewers can gain valuable insights into their critical thinking skills, problem-solving abilities, and how they handle extreme stress.

Striking the Right Balance

As an interviewer, I make a reasonable attempt at standardization with some leeway to tailor the questions for the situation. I have a set of standard interview questions that we try to give all applicants and aim to stick to the script. However, I don't fight it if the natural course of the interview causes me to deviate. There are a few common reasons for this flexibility, such as when a candidate is clearly beyond the difficulty level of the question, making it a waste of time to continue with a suboptimal interview. In such cases, I try to turn the interview into a learning opportunity, drawing from my background as a tutor to guide the candidate towards a solution.

Another reason for deviating from the standard questions is when a candidate brings up an interesting problem or solution, effectively 'taking the interview off the beaten path.' In such scenarios, I adjust the remaining interview questions to make the most of the opportunity. For instance, I once interviewed a bootcamp candidate who presented a genuinely interesting and well-crafted project in their portfolio. My coworker and I spent a significant portion of the interview discussing their project, and we had to adjust the remaining questions to fit the time. Everyone involved was impressed, leading to a positive outcome for the candidate.

Lastly, sometimes a red flag becomes apparent during the interview process. In such cases, it's wise to ask follow-up questions to verify suspicions and ensure the candidate is a suitable fit for the role.

Conclusion

By combining standardized and personalized questions, interviewers can create a more comprehensive and insightful interview process. This approach not only ensures fairness and consistency but also allows for a deeper understanding of each candidate's unique qualifications and fit for the role. Standardization provides a solid base, while personalization adds depth and relevance to the interview experience.