Final answer:
Open-ended questions are best for job interviews as they provide insight into a candidate's skills, experiences, and thought processes. Avoiding illegal questions about topics like national origin is crucial, and questions should be specific to the role's skill requirements. Mechanisms to reduce bias and assessments to measure job satisfaction are also integral to effective interviewing.
Step-by-step explanation:
In the context of a job interview, the most effective type of question to use is open-ended. These questions encourage candidates to provide comprehensive information about their skills, experiences, and thought processes, which can be instrumental in determining their suitability for a role. For example, rather than asking if a candidate has experience with a specific software, which would yield a simple yes or no, an interviewer might ask the candidate to describe a project where they utilized that software and the challenges they faced. This open-ended approach can provide a wealth of qualitative data and reveals much more about the candidate's capabilities and problem-solving abilities.
Illegal questions should be avoided during job interviews, as they can lead to discrimination. In the United States, an example of an illegal question is inquiring about the state where a candidate was born, as this can imply discrimination based on national origin.
Good interview questions should also be tailored to specific job roles and should elicit responses that indicate the candidate's proficiency in particular skills required for the position. For instance, if interviewing for a healthcare position that requires rotating shifts, one might ask, "How do you manage the challenges associated with working rotating shifts, and can you provide examples of how you handle the disruptions to your personal schedule?" This assesses the candidate's adaptability and time management skills.
Finally, mechanisms to avoid bias during employment interviews, the design of job satisfaction assessments, and understanding the impact of downsizing on productivity are all important considerations within the recruitment and human resources field.