Questions to Avoid
1) What’s your favorite
color?
Many folks believe asking
off-topic questions reveals a candidate's personality and creativity. Don’t
waste time with such nonsense. If you want to know about someone's
personality, ask them about their hobbies and how they spend their leisure
time.
2) If you had my job, what
would you do differently?
We heard this before.
It’s ludicrous to expect candidates to understand the intricacies of your
position if they haven’t had an opportunity to immerse themselves in your
corporate culture, work within your budget constraints, and manage the
dynamic relationships of your staff. Instead, ask a candidate which
management styles they feel are most effective or ask them to describe the
best manager they’ve worked for and which traits made that individual so
effective.
3) What are your greatest
weaknesses?
If you haven’t weeded out
candidates by this stage of the game, you’re not going to do it with such
lame attempts at confession as this. Inquire as to whether a potential hire
has found any self-improvement techniques helpful in furthering their
career.
4) What’s the most negative
thing you’ve heard about our company?
Another gem to avoid. If
you’re with a smaller firm, you’re going to come across as self-indulgent
and arrogant. Honest candidates will think, “What makes you assume
anyone’s even heard of your company, much less thought something
negative of it?” Instead, ask why a potential hire is interested in
working for your firm.
5) Anything beginning with,
“If I speak with your present employer …”
A candidate knows this
isn’t going happen. The liability is much too great. Besides, even if you
were sufficiently brazen to place such a call, candidates are well aware
that their current employer will only verify employment dates and title.
Target their references as the subject of the question, instead.
6) Can you work under
pressure?
What are employers
thinking when they ask this? What do they expect? A candidate’s not going to
say, “Well, actually, I prefer to work at my own pace, unaffected by
other department’s needs, crises, or objectives.” If you're worried
about whether a potential hire could work effectively within your hectic,
sometimes disorganized organization, say so.
7) What was the last book
you read?
Who cares? So the
candidate’s a Stephen King fan. So what? If they tell you they just read
One Minute Manager, they’re probably lying and telling you what they
think you want to hear. I’ve flown on a lot of planes, spent significant
amounts of time in airports, and I’ve never seen people reading “business”
texts. It’s always USA Today, sports and fashion magazines, and
novels. Unless you’re a publishing house, skip this line of inquiry.
8) Have you ever been
arrested/how’s your health?
They’re both illegal and
in violation of federal law, according to Job Interviews For Dummies.
Don’t go there.
9) What was your grade
point average?
10) Would you like to sit
in my chair one day?
This loser was found in
The 101 Toughest Interview Questions … And Answers That Win The Job.
Even intellectually challenged candidates understand that you're asking
whether they’re motivated. Why march the combative route where they have to
behead you to climb the ladder? Ask them their aspirations straight up.
11) How do you manage to
live on an entry-level salary?
This question comes from
the Idiot’s Guide to the Perfect Interview. Stick to questions that
help you gauge your potential hire’s ability to perform the tasks you need
completed.
12) How would you evaluate
me as an interviewer?
This is a
question for an HR consultant, not your candidate. Besides, you don't want
to make yourself the centerpiece. Those who always make themselves the
subject of discussion run the risk of being labeled egocentric. Ask
candidates questions about themselves that you want honest answers to; not
drivel that makes you look like a poor host.
