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Questionnaires and interviews are essential tools in the recruitment and selection process. They allow employers to gather information from candidates to assess their suitability for a position. Here’s a breakdown of both:


  1. Definition:
    • A questionnaire is a structured set of questions designed to gather specific information from individuals. It is typically filled out by the candidate and can be administered online or on paper.
  2. Purposes:
    • Assessing candidate qualifications, skills, experiences, and preferences.
    • Gathering standardized information from candidates for easy comparison.
    • Initial screening to shortlist candidates for further evaluation.
  3. Advantages:
    • Standardization: Ensures that all candidates are asked the same questions, leading to fairer evaluations.
    • Efficiency: Allows for a large number of candidates to be assessed quickly and objectively.
    • Easy Comparison: Responses can be easily compared to identify top candidates.
  4. Types:
    • Structured Questionnaires: Contain closed-ended questions (e.g., multiple choice, rating scales) with predefined response options.
    • Situational Judgment Tests (SJT): Present candidates with hypothetical scenarios and ask them to choose the most appropriate response.
    • Behavioral Assessments: Ask candidates about specific past experiences and how they handled certain situations.
  5. Design Considerations:
    • Clear and Specific Questions: Questions should be clear, concise, and directly related to the job requirements.
    • Avoid Leading Questions: Questions should not imply a preferred response.
    • Balance of Types of Questions: Include a mix of multiple-choice, rating scale, and open-ended questions.


  1. Definition:
    • An interview is a face-to-face or virtual meeting between a candidate and one or more interviewers. It’s a dynamic exchange of information designed to assess a candidate’s suitability for a position.
  2. Purposes:
    • Evaluating candidate’s qualifications, skills, knowledge, and fit with the organization.
    • Providing candidates with information about the job, team, and company culture.
    • Assessing communication skills, problem-solving abilities, and cultural fit.
  3. Advantages:
    • In-Depth Assessment: Allows for a deeper exploration of a candidate’s background, experiences, and thought processes.
    • Interactive and Dynamic: Provides an opportunity to observe non-verbal cues and interpersonal skills.
    • Opportunity for Clarification: Allows candidates to ask questions and seek clarification.
  4. Types:
    • Structured Interviews: Follow a predetermined set of questions for all candidates, providing consistency in evaluation.
    • Unstructured Interviews: Allow for a more open-ended conversation, allowing interviewers to explore different topics.
    • Behavioral Interviews: Focus on past behavior to predict future performance, asking candidates to provide specific examples.
  5. Design Considerations:
    • Prepare in Advance: Review the candidate’s resume and job application thoroughly. Develop questions that address specific qualifications and experiences.
    • Use Behavioral Questions: Ask candidates to provide specific examples of how they’ve handled situations in the past.
    • Active Listening: Pay close attention to the candidate’s responses, and ask follow-up questions to clarify or gather more information.

Remember, a combination of questionnaires and interviews, along with other assessment methods, provides a more comprehensive evaluation of candidates. Tailor the approach to the specific needs and requirements of the job and organization.