I was asked whether a group of interviewers should all use “the best interview question,” if they were interviewing the same candidate on the same day.
I would recommend against such a course of action. This specific line of questioning is an excellent tool. Using it multiple times with the same candidate, however, will not get your all the information you want, and may create a poor impression with the candidate.
If you have the time and capability, I would suggest a coordinated approach to an interview day, directing each executive to pursue a different line of questioning. This will give you more information and create the impression that you have a team that communicates and executes effectively.
Some suggestions for topics:
1. A case study. This does not need to be formalized like you might expect of a recent MBA grad, but it may be theoretical. You could take one of your own client problems, for example, to test critical thinking in a real life setting.
2. Allow the candidate to ask you questions. The types of questions he asks will tell you about his values.
3. A casual conversation, or fit interview. A discussion of topics outside of work will give you information you can use to attract the candidate, and you will begin to get a feeling for how he interacts on a more personal level.
4. Standard career progression. This is very basic but I use it very often as an orienting interview. I simply start from a candidate's degree and work forward. I look for the person's career trajectory and extrapolate what his next step might be. I find this very useful as a recruiter, since it provides me a lot of information that my clients will ask about.
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