The interview remains a hiring manager’s most effective tool for evaluating job candidates. Unfortunately, managers too often rely on a list of standard interview questions for which most applicants have canned responses.
The message: Ask generic questions and you’ll get generic answers.
In business, you are who you hire! Make sure you’re hiring the right people for your company. Discover everything you need to know about this vital task in Great Hires — Every Time!
Here are five common questions to avoid, according to an OfficeTeam report, as well as suggestions for more productive queries that will help you make the correct hiring choice:
1. Don’t ask: “Can you tell me about yourself?”
This question will simply encourage job applicants to summarize their résumés, wasting precious time and preventing you from finding out any new information.
Instead, ask: “What professional accomplishments are you most proud of and why?”
Instead of asking for a laundry list, this question forces candidates to elaborate on the most pertinent aspects of their work history.
2. Don’t ask: “What are your strengths?”
This is such a common question posed by hiring managers that candidates usually trot out a prepared, vanilla response that teaches you nothing.
Instead, ask: “What is your greatest professional strength, and how have you used it to overcome a challenge in your career?”
This question compels candidates not only to describe a strength they possess but also to expand on how they’ve applied it in a real situation. It can be especially revealing when interviewing candidates for technical positions because it allows you to gauge whether they can explain their successes in terms anyone can understand.
The more great people you have working for you, the greater your success will be. But that’s not as easy as you think. Hiring the wrong person can be devastating to your team, result in lost productivity, bring down morale and shake your confidence as a manager. But you can master the art of hiring the best people with Great Hires – Every Time! Order your copy today!
3. Don’t ask: “What are your weaknesses?”
Candidates typically come prepared with weakness-turned-positives—“I work too hard” or “I’m sometimes too detail-oriented”—that disclose nothing about their true shortcomings.
Instead, ask: “Can you describe a time when you didn’t accomplish a goal and how you rectified the situation?”
Your goal is to find out how the candidate has dealt with adversity in the past. Did they solicit help from co-workers? Did they act right away? Did they take responsibility? This question can be especially helpful when interviewing management-level candidates.
4. Don’t ask: “Why do you want to work here?”
While this could help you find out how much the applicant knows about your organization, chances are you’ll also receive praise about the organization that borders on insincerity.
Instead, ask: “What specifically attracted you to our organization?”
This question forces applicants to articulate why they view your organization as “unique” and “a good place to work.” It allows you to assess not only their depth of knowledge about your organization, but also whether they truly want to work for the company.
5. Don’t ask: “Do you prefer to work alone or with a team?”
These days, employers need workers who can excel in team and individual roles, rendering this question obsolete.
Instead, ask: “Can you describe an example of when you worked with a colleague or group to solve a problem?”
Ideal candidates will be able to demonstrate that they can work effectively with people from different departments and at various levels in the organization.
Have You Made This Hiring Mistake?
Hiring good people is not easy. It’s often the most daunting task a manager can face. From writing the job description … to screening the résumés … conducting interviews … checking references … making an offer … and dotting the iii’s on the employment contract, you face countless challenges.
And making one mistake anywhere in the process can lead to the hassles of the wrong person getting hired … and then the agony of having to fire them.
But you can go through the entire hiring process smoothly and easily, with this handy and detailed roadmap to guide you. It’s called Great Hires – Every Time! And it certainly delivers on its promise.
You’ll receive step-by-step guidance through the hiring minefield so you emerge with a quality hire to enhance your company’s success. Never hire an incompetent or incompatible employee ever again – not with Great Hires – Every Time at your fingertips. With our 100% Money-Back Guarantee, you can confidently order your copy today.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/28860/what-to-ask-instead-the-5-worst-interview-questions "
- Diversity initiatives: Make sure your good intentions are lawful
- Beware reverse discrimination risk of overly aggressive minority recruiting
- How not to manage HR: Forget about formal hiring and promotions processes
- Hiring looks different as economy improves
- Climb over the hill of age discrimination claims