I thought having a varied structure is better because it allows people to talk about whatever they want to talk about, however they want to talk about it. But when I watch or read good interviews (not job interviews), the interviewer asks good questions, listens a lot, and asks subtle (yet effective) follow-up questions that creates an engaging conversation because of the stories or details that you learn. Bad interviewers get in the way by not listening well, talking too much, or asking bad questions.
I'm just not yet sure if there are universal questions that can be applied across all job categories and functions, that will also get people to provide good anecdotes and details. For example, are there questions you ask a football coach that are equally applicable to asking a software engineer?
I thought having a varied structure is better because it allows people to talk about whatever they want to talk about, however they want to talk about it. But when I watch or read good interviews (not job interviews), the interviewer asks good questions, listens a lot, and asks subtle (yet effective) follow-up questions that creates an engaging conversation because of the stories or details that you learn. Bad interviewers get in the way by not listening well, talking too much, or asking bad questions.
I'm just not yet sure if there are universal questions that can be applied across all job categories and functions, that will also get people to provide good anecdotes and details. For example, are there questions you ask a football coach that are equally applicable to asking a software engineer?