Question quality
Which questions actually separate the people who go on to be hired from those who do not. Questions that everyone answers well tell you nothing.
Question performance
Spread is how much answers differ between candidates. Correlation is how well the rating predicts what happened at panel or placement.
“Walk me through a time a roster failed at short notice. What did you change afterwards?”
Separates candidates strongly and predicts panel success better than any other question in this family. Keep as a core question.
“Describe your approach to accreditation readiness.”
Almost everyone answers it acceptably and it does not distinguish those who go on to be placed. It rewards familiarity with the vocabulary rather than the work.
“What is the largest budget you have been responsible for?”
Needs a follow-up almost two times in three, because candidates answer with cost-centre size rather than personal delegation. Ask for the delegation directly.
“Tell me about yourself.”
Costs two minutes of interview time and produces no evidence against any requirement. Replace with a scoped opening tied to the role.
“A registrar reports a serious clinical incident to you at 6pm on a Friday. What happens next?”
High spread and strong correlation with hiring manager confidence at panel. The client-supplied wording outperforms our generated version.
“How do you handle conflict in a team?”
Answers are rehearsed and largely interchangeable. A specific incident prompt produces far more separation than the general version.