Bad interview questions not only fail to provide valuable information about a candidate but can also reflect poorly on you as an employer. In today’s competitive job market, you need to be strategic with the questions you ask applicants, as time is limited during interviews. By avoiding the following 18 worst interview questions, you can streamline your hiring process and gain deeper insights into your candidates.
1. Where do you see yourself in five years?
While this question may seem like an opportunity to gauge a candidate’s career aspirations, it often doesn’t reveal their ability to perform the job. Instead, ask: “Where does this position fit along your long-term career path?”
2. What is your biggest weakness?
This clichéd question rarely yields genuine insights. Instead, ask an open-ended question that allows candidates to showcase self-awareness about their potential for growth: “If you encountered X situation, what steps would you take to resolve the issue?”
3. Why should I hire you?
This question puts candidates on the spot and rarely provides meaningful answers. Instead, ask a variation that assesses their understanding of the job requirements: “How does your previous job align with the duties for this position?”
4. Where did you live?
Avoid this question, as it can border on illegal and discriminatory territory. Instead, ask: “Are you comfortable with the work location?”
5. How has your childhood shaped your personal life?
Asking about a candidate’s childhood can be seen as discriminatory and unhelpful in evaluating their job suitability. Instead, focus on their relevant experience: “How does your experience prepare you for this role?”
6. Describe yourself.
Rather than asking candidates to describe themselves, inquire about skills related to the job: “Tell me something not on your resume that aligns with this job.”
7. How will your arch-nemesis describe you?
This theoretical question tends to lead to vague or exaggerated answers. Instead, ask about areas of professional growth: “What are the areas of professional growth you recognize you need to improve?”
8. Why do you like this job?
Candidates pursue jobs for various reasons, making this question unhelpful. Instead, inquire about their specific interest in the position: “As you understand this job, what is the biggest attraction to it for you?”
9. What did you like least about your last job?
Avoid encouraging negative discussions about previous employers. Instead, focus on professional challenges: “What aspects of your previous position did you find most professionally challenging?”
10. What would your former manager say about you?
Asking candidates to speculate on their previous manager’s opinion can lead to insincere responses. Instead, discuss their teamwork experience: “Tell me about a time when you were required to work on a project as part of a team and how you handled the situation.”
11. If you could choose a different career, what would it be?
This question often yields unrelated or unrealistic answers. Instead, inquire about challenging work experiences: “Tell me about a challenging project or work experience you had to overcome.”
12. What three items would you bring to a deserted island?
While this question may seem like a fun icebreaker, it offers no job-related insights. Instead, ask about their approach to knowledge transfer: “On your last day of your current job, what three things would you tell your replacement?”
13. If you were a superhero, what would your superpower be?
Avoid theoretical questions like this that don’t provide valuable information. Instead, focus on skills relevant to the job: “If you could have one additional skill to do this job better, what would it be, and why do you think it would be beneficial?”
14. Imagine you’ve been pulled over for speeding. How do you try to get out of a ticket?
This question has little relevance to most job roles and can invite dishonesty. Instead, explore ethical dilemmas: “Have you ever been asked to do something unethical? How did you handle the situation?”
15. What was the worst trait of your previous manager?
Avoid encouraging negative comments about past supervisors. Instead, assess their preferred management style: “Do you prefer to be told what needs to be done and figure out how to do it, or do you like to follow an established process? Please give me an example.”
16. Batman or Robin: Which one are you?
This question is unrelated to job performance and may result in canned responses. Instead, discuss their experiences as both a leader and a team contributor: “Tell me about a time when you had to be both a leader but also a supportive contributor to get a project done on time.”
17. Are you interviewing with other companies?
Assume that candidates are interviewing elsewhere, and avoid this potentially uncomfortable question. Instead, focus on their availability: “If hired, how soon would you be able to begin?”
18. Of your former co-workers, who do you admire the most and why?
This question doesn’t provide insight into how candidates will interact with your team or perform in the role. Instead, inquire about their accomplishments and teamwork: “Tell me about your biggest accomplishment at work and how you used your colleagues’ skills and expertise to achieve success.”
By steering clear of these bad interview questions and replacing them with more meaningful inquiries, you can efficiently assess candidates, make informed hiring decisions, and create a positive candidate experience. Remember, effective interviewing is about gaining insights that help you find the right fit for your organization.
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