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  • Stop Asking Candidates

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    Constantin Dumitrescu
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    The document recommends stopping asking candidates four common interview questions and instead asking three alternative questions. The four questions - "Why do you want to work here?", "What's your greatest weakness?", "What would your last boss say about you?", and "Why should we hire you?" - are criticized as putting candidates on the defensive, being irrelevant to assessing fit for the role, and implying the interviewer knows best what they are looking for. The recommended replacement questions are more open-ended and focus the discussion on the candidate's interests and qualifications for the specific job.

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    HR

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    STOP ASKING CANDIDATES

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    The document recommends stopping asking candidates four common interview questions and instead asking three alternative questions. The four questions - "Why do you want to work here?", "What's your greatest weakness?", "What would your last boss say about you?", and "Why should we hire you?" - are criticized as putting candidates on the defensive, being irrelevant to assessing fit for the role, and implying the interviewer knows best what they are looking for. The recommended replacement questions are more open-ended and focus the discussion on the candidate's interests and qualifications for the specific job.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
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    4 views1 page

    Stop Asking Candidates

    Uploaded by

    Constantin Dumitrescu
    The document recommends stopping asking candidates four common interview questions and instead asking three alternative questions. The four questions - "Why do you want to work here?", "What's your greatest weakness?", "What would your last boss say about you?", and "Why should we hire you?" - are criticized as putting candidates on the defensive, being irrelevant to assessing fit for the role, and implying the interviewer knows best what they are looking for. The recommended replacement questions are more open-ended and focus the discussion on the candidate's interests and qualifications for the specific job.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
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    STOP ASKING CANDIDATES:

    1. Why do you want to work here?


    2. What's your greatest weakness?
    3. What would your last boss say about you?
    4. Why should we hire you?

    WHY ARE THESE BAD QUESTIONS?

    1. The candidate doesn't know whether they want the job yet. They came to the interview to learn
    more; you invited them to learn more about them. You wouldn't like it if the candidate asked you,
    "Why do you want to hire me?" so don't ask "Why do you want the job?"

    2. It is just an opinion that people have "weaknesses;" it is not a scientific fact. Even if they do
    have weaknesses, why would it be any of your business what a candidate's weaknesses are? You
    are not about to share your failings, so don't ask for theirs. Ask what they bring to the job,
    instead.

    3. Some managers are amazing leaders and some are terrible at their jobs. Just because someone
    is a boss doesn't mean their opinion matters.

    4. The candidate isn't going to meet the other candidates for the job. YOU know what you're
    looking for; they don't.

    ASK THESE QUESTIONS INSTEAD:

    1. What interested you in the job? (By the way, here's what we liked about your resume.)

    2. How do you think your background & talents suit this job?

    3. What else would you like to know about the job?

     Liz Ryan
      2nd degree connection2nd
     Liz has a premium account

    Founder and CEO, Human Workplace; Author,


    "Reinvention Roadmap"

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