Hiring and Retaining Top Talent Blog

Careerbuilder.com recently listed the 14 top interviewing questions.

When I read the first few, I thought this was about ridicules questions too ask. Then I realized careerbuilder.com was serious.

Sorry, but we can’t disagree more. Some of the 14 are good and get to the ability of the candidate to actually do the job. But most are the standard fluff questions. Most candidates know the answer to these and spend time rehearsing them.

For example:

What circumstance brings you here today? They comment this is one of the best questions. My first thought was; “What does this mean? Maybe a car is the answer.” What candidate that has had more than one interview has not been asked this or something similar. Maybe like: “Why do you want to leave your current position?” A waste of time and has nothing to do with the candidate’s ability to do your job.

What would you say are your 2 greatest weaknesses? Wow, now instead of answering; “I work too hard.” I have to say; “I work too hard and I’m a perfectionist.” Every book, career coach and outplacement firm knows this is going to be asked and helps the candidate rehearse the answer.

And my personal favorite:

How do you alleviate stress? Not even sure this is legal? But what if they answered; “I prefer a beer and a massage. How about you?” What candidate is going to tell the truth and say; “I take it out on the people around me. Sometimes I yell, other times I slam the door and if I’m really stressed I simply swear like a drunken sailor.” Better questions might be; “Give me an example or situation where you worked in a stressful environment?” or “What would be an example of a project that caused you stress?” Bring it to the real job. PLEASE.

Click the link above to read the others. We decided not to waste anymore space.

Let’s start asking questions that deal with performing the job. Such as:

We need to improve cash flow by X%, can you give me a specific example of where you have done something similar in size and scope?

Give me an example where you demonstrated high initiative?

When you come on board as my new X, how would address this challenge_____  in our company and with our resources?

Let’s get away from these soft ball, feel good, emotionally analytical questions and start asking questions that get to whether the person can do the job. Because once they come on board that really all the hiring manager cares about.

If you enjoyed this post, make sure you subscribe to our RSS feed!