Objective interviewing is a method of interviewing that focuses on obtaining specific, quantifiable information from a candidate. This approach is based on the idea that the interviewer should ask questions that are directly related to the skills, knowledge, and experience required for the job, and that the candidate's answers should be scored using a predetermined set of criteria. Objective interviewing seeks to remove as much subjectivity from the interview process as possible, in order to ensure that all candidates are evaluated fairly and consistently.

Subjective interviewing, on the other hand, is based more on the interviewer's impressions and opinions of the candidate. In this approach, the interviewer may ask more open-ended questions that allow the candidate to share their thoughts and experiences more freely. The interviewer may then use their own judgement to determine whether the candidate is a good fit for the role, based on factors such as personality, communication style, and overall impression.

While both approaches have their strengths and weaknesses, many employers prefer to use objective interviewing techniques in order to minimize bias and ensure a fair and consistent evaluation process. Objective interviewing is particularly useful when evaluating large numbers of candidates for the same role, as it allows for a more standardized comparison of each candidate's qualifications. However, subjective interviewing can also be valuable in situations where a more personalized approach is required, such as when hiring for leadership positions or roles that require strong communication and interpersonal skills.

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Here are some examples of objective and subjective interview questions:

Objective interview questions:

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1. What specific experience do you have in this field?
2. Can you provide examples of projects you've worked on that are similar to this role?
3. How do you handle conflict resolution in a team setting?
4. What are your top three technical skills?

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These questions are objective because they are focused on specific skills, experience, and knowledge that are required for the role. They are designed to elicit specific information from the candidate, and the interviewer can use a predetermined set of criteria to evaluate the candidate's responses.

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Subjective interview questions:

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1. How do you describe your work style?
2. What do you think sets you apart from other candidates for this role?
3. How do you handle stress and pressure in the workplace?
4. What motivates you to do your best work?

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These questions are more subjective because they are focused on the candidate's personal characteristics, opinions, and preferences. They are designed to allow the candidate to share their thoughts and experiences more freely, and the interviewer may use their own judgement to evaluate the candidate's responses based on factors such as fit, communication style, and overall impression.

While both types of questions have their strengths and weaknesses, using a combination of both objective and subjective questions can provide a more complete picture of the candidate and help ensure a fair and effective hiring process.

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