The questions you ask in interview do more than gather information. They shape the emotional tone, cognitive load and direction of the response. Using two real professional interview moments as contrast, this article explores how framing influences what you hear and how it affects the quality of your hiring decisions.
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Recently, two very different questions were asked of Olympian Eileen Gu in high profile professional settings.
After winning two silver medals, she was asked: “Do you see these as two silvers gained or two golds lost?”
In a separate press moment, she was asked: “You answer questions so quickly and so comprehensively, whether it's about geopolitics or your sport or aerodynamics. Can you take us into your brain?”
The first question was asked by John Weaver of Agence Press-France during a post competition press conference. The second was asked by Charlotte Harpur, a women’s sports writer for The Athletic UK.
No, these were not hiring interviews. But they were professional, prepared conversations asked in professional settings about significant moments in someone’s career.
And the contrast in framing and impact is striking.
One question subtly defines achievement as loss before the answer even begins.
The other assumes intelligence and curiosity, and invites insight.
If you watch the clips below, you can see the difference immediately. The starting position created by the question shapes the emotional tone, the direction of thought and the energy of the response.
The question does not just collect information. It shapes it.
Framing Shapes Thinking
In hiring interviews, we often focus on what we are asking.
We spend less time considering how we are asking it.
- “Why did you leave?”
- “Where did it go wrong?”
- “What would your manager say you struggle with?”
These are common questions. They are not inherently wrong.
But framing influences:
- Emotional state
- Cognitive load
- Direction of response
- What the candidate chooses to emphasise
A negatively framed question requires the respondent to first process the implied criticism before they can answer the substance.
That extra cognitive step matters.
If your goal is to understand judgement, decision making, technical ability or leadership thinking, the way you frame the question can either make that clearer or cloud it.
And it is worth asking: Would you still get the information you need without the negative framing?
For example:
- “Why did you leave?” v “What prompted you to start exploring new opportunities?”
- “Where did it go wrong?” v “What did you learn from that period?”
- “What would your manager say you struggle with?” v “If your previous manager was asked where you’ve grown most professionally, what would they say?”
You are still exploring motivation, self awareness and development.
But the starting point is different.
One begins from defence. The other begins from reflection.
Are You Testing Resilience or Gathering Insight?
Some interview questions are intentionally sharp. They are designed to see how someone performs under pressure. There are roles where composure under scrutiny genuinely matters. But in many interviews, pressure is created unintentionally and unnecessarily.
When a question subtly positions the candidate in defence, part of their energy shifts from explanation to self protection.
You may think you are assessing capability. You may actually be assessing:
- Confidence in confrontation
- Speed of reframing
- How well someone performs while managing unnecessary stress
Those are not always the core competencies required for the role.
Turning a negatively framed question into a strong, composed answer requires a high level of skill. Not everyone can do that instantly. And in most interviews, that is not the skill you are trying to measure.
The Impact on the Respondent
Watch the two clips of Eileen Gu carefully.
You can see the difference in posture, tone and starting point created by the question itself.
Eileen Gu laughs at one question before shutting the premise of the question down, and the other, she begins by thanking the interviewer for the question before going on to give a full and detailed answer.
The respondent is not neutral to y our question, they are reacting to framing.
In hiring interviews, candidates are doing the same.
Your questions influence:
- How safe they feel
- How open they are
- How much depth they offer
- Whether they feel understood
Interviews are not performance traps. They are decision making conversations.
And candidates are forming an impression of you at the same time.
Your tone. Your intent. How you use your power.
In competitive talent markets, that impression affects offer acceptance more than many organisations realise.
A Simple Audit for Your Interview Questions
If you want to sense check your interview approach, start here.
Before asking your next interview question, pause and ask yourself:
- What decision will this answer help me make?
- What exactly am I trying to learn?
- Does the framing push the candidate towards defence?
- Am I testing capability, or composure under pressure?
- Would I be comfortable being asked this myself?
These five questions are a starting point, not a full framework.
If you would like a more structured way to review your interview questions before you go to market, you can download our Interview Question Audit Checklist here.
The quality of your hiring decision is often shaped long before the answer begins.
If you would like support clarifying what you are really trying to assess before you begin the hiring process, we are always happy to talk.