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In recruitment, using effective questioning techniques plays a pivotal role in uncovering a candidate’s true potential. Two powerful approaches, prompting and probing questions, play distinct but complementary roles in guiding the conversation during an interview. Understanding the difference between prompting and probing questions helps recruiters make more informed and impactful hiring decisions. Here’s a closer look at both types of questioning techniques, including how to use them and the best times to deploy them in the interview process.
An interviewer may use a prompting question when they’re looking for a specific answer but can tell that the applicant doesn’t quite understand the question. This type of question can nudge the applicant in the right direction. A prompting question might start with, “Could you expand on…” or “Tell me more about…” It may also include helpful information that steers the candidate in the right direction. For instance, the interviewer might ask, “Given that we primarily use Java for coding our projects, can you walk me through your approach to handling exceptions in Java?”
Prompting is an especially useful technique where the candidate is nervous, as it creates a supportive environment and can foster more thoughtful responses. However, it’s important that interviewers record any prompting questions they use during an interview in the notes so that they have full context when reviewing the candidate’s answers.
The intent of probing questions is to draw out deeper insights from the candidate. These questions challenge the applicant’s initial responses and encourage them to explore their thoughts further. Unlike prompting questions, which can gently guide a candidate during the interview, probing questions are more open-ended and reach to uncover specific skills, attitudes or thought processes.
Examples of probing questions are “Can you explain why…?” or “What led you to make that decision?” By using a probing question, the interviewer can gain more insights into a candidate’s history and abilities. This is especially useful if the initial answer to the question was ambiguous or incomplete. When offering a follow-up probing question, the hiring manager gives the candidate a second opportunity to showcase their suitability for the role. Interviewers should write down when a candidate answers a probing question particularly well so that it stands out in the follow-up review.
There are a few scenarios when it’s a good idea to use prompting questions. Interviewers should consider using them during the initial round of interviews, as these typically involve less complex questions. With prompting questions, the interviewer can determine whether a candidate is suitable to move on to the next round of interviews.
Interviewers can mix in prompting questions when the candidate seems nervous or has trouble articulating their thoughts. Interviews can be high-pressure situations, and some people simply don’t perform well in them. But this doesn’t mean that they wouldn’t be a good fit for the job. A prompting question can help them relax and give the interviewer a better sense of the candidate’s suitability.
Prompting questions are also useful in interviews for customer-facing roles. Through a prompting question, the interviewer can learn more about the candidate’s communication style and ability to express ideas. These are useful skills to assess for any role that requires strong communication.
An effective way to implement probing questions is to ask them following a candidate’s initial answer. For example, an interviewer may ask about a recent project listed on the candidate’s resume. After the candidate describes the project, the interviewer can follow up with, “What specific challenges did you face during that project, and how did you overcome them?” These probing questions give the candidate another opportunity to discuss their history and provide greater insight into their problem-solving and decision-making abilities.
Another excellent probing question is “What would you do differently next time?” This question allows the candidate to reflect on their past experiences and demonstrate what they learned from them. Implementing probing questions can reveal more details about a candidate and allow the interviewer to assess person’s critical thinking abilities.
Prompting and probing are both effective questioning strategies that have their places in interviews. Incorporating both types of questions strikes a balance that helps interviewers gain the most insight into each candidate. An easy way to do this is by transitioning from a prompting question to a probing one.
For example, during a software engineer interview, a hiring manager might ask, “Can you tell me about a recent project where you used Java?” Once the candidate shares their project experience, the interviewer can follow up with, “What specific challenges did you face during that project, and how did you address them?” This approach helps put the candidate at ease first, then transitions into exploring more in-depth information.
Effective interview questions require carefully considering phrasing, timing and delivery. When formulating questions, interviewers should avoid overly complex language to ensure clarity. Open-ended phrasing for prompting questions encourages fuller responses, while probing questions should target specific details for deeper insights. Asking prompting questions early helps build rapport and confidence, encouraging the candidate to expand on key points when answering probing questions.
Active listening is crucial — pay attention to responses to identify when to dig deeper or pivot. Here are some best practices to improve your interview style:
Mastering both prompting and probing questions transforms interviews into insightful conversations that reveal true candidate potential. Prompting builds comfort and context, while probing uncovers depth and critical skills. Start practicing these techniques when hiring tech talent to make interviews more productive. This will lead to better-informed hiring decisions and stronger teams.
Key Takeaways
Dice Staff
