Liz writes how the 50 year old key interview questions used time and time again are outdated in today’s employment market – and Engage couldn’t agree more! It’s time to stop asking the same old interview questions and start re-thinking the questions that need to be asked in order to really hone in on what makes a candidate really tick and even more importantly, the key questions which will help us identify if they will fit in with the culture and ethos of the company they are being considered for.
Read the 5 interview questions Liz says should be ditched and why, below.
What’s Your Greatest Weakness?
This idiotic question is defended by people who love the idea that an interviewer should be able to get inside the applicant’s mind and understand his or her greatest failings. That’s insulting. It’s none of your business what a person believes his or her weaknesses are.
Are you planning to share your own personal weaknesses, too? If not, why do you presume to ask the question? I don’t believe that people have weaknesses, anyway. The idea of weaknesses comes down to us from our Puritan forebears.
You don’t have any weaknesses — you came down to the planet perfectly equipped to do your work here!
Where Do You See Yourself in Five Years?
What’s so special about a five-year planning horizon? In this day and age, who knows where we’re going to be in five months? It’s arrogant to ask a job-seeker where s/he’s going to be in five years, considering that you’re not offering an employment contract for even five minutes. Get rid of this lame Mad-Men-era question and talk about the actual job you’re trying to fill.
With all the Talented Candidates, Why Should We Hire You?
You work for the company. You know what the job requires. You’re going to meet the other job candidates — your candidates are not going to meet one another. Asking this question is a way of asking the job applicants to grovel and beg for the job. “You should hire me because I’m smart and hard-working!” That’s insulting. Ask people their questions about the job opening, instead. Their questions will tell you a lot more about them than their answers to your unoriginal questions will.
What Would Your Past Managers Say About You?
Why would you care what somebody’s ex-bosses would say about them? Once again, this question asks a job-seeker to praise him- or herself. You can ask smarter questions that will make it easy for you to see whether the job-seeker in front of you understands what the company is trying to do and how this job fits into the bigger picture.
If You Were an Animal/A Can of Soup/Etc., Which One Would You Be?
You may have a fun and frolicsome work environment and I hope you do. Still, job interviewing is serious business. Some of the people interviewing for the job don’t have an income right now. Some of them are worried about how to feed their children, and you’re asking them to imagine themselves as a can of soup for your amusement?
Read Liz Ryan’s full article in Forbes Magazine here
At Engage Executive Jobs, we use a number of techniques in order to really get to know our candidates, including intensive 1-2-1 interviews and Motivational Maps. Call Sally on 01202 67 44 88 to discuss how we can help you. Whether you are looking for your next role or looking to recruit your next executive or senior level employee, Engage can help.