I caught a discussion on LinkedIn about employers asking “what is your pet peeve” during interviews. This question does not help an employer evaluate a candidate’s skills, experience, or ability to do a job. In fact, it can derail an otherwise good interview by alienating candidates who feel like they’re being asked a trick question or causing the interviewer to interpret the candidate’s response as indicative of future “problems.” Conducting effective interviews can make the difference between securing top talent and missing out on high-quality candidates. By focusing on improving questioning techniques, recruitment firm owners and their clients can conduct better interviews and enhance the hiring process.
What Makes a Good Interview Question?
Good interview questions are designed to elicit detailed, informative responses that provide insights into a candidate’s skills, experience, and cultural fit. These questions are typically open-ended, allowing candidates to elaborate on their answers. Good questions are specific, relevant to the role, and structured to assess key competencies.
Good Question: “Can you describe a challenging project you worked on and how you managed it?”
- Why It’s Good: This question is open-ended and allows the candidate to showcase their problem-solving skills, project management abilities, and how they handle challenges. It provides valuable insights into their experience and work style.
Another example of a good question is: “How do you prioritize your tasks when faced with multiple deadlines?”
- Why It’s Good: This question assesses the candidate’s time management and prioritization skills, which are crucial for most roles. It also gives the interviewer a sense of the candidate’s organizational abilities and decision-making process.
What Makes a Bad Interview Question?
Bad interview questions are often closed-ended, leading to yes or no answers that don’t provide much insight. These questions can be vague, irrelevant, or even discriminatory, which can negatively impact the candidate’s experience and the overall effectiveness of the interview.
Bad Question: “Are you a team player?”
- Why It’s Bad: This question is too broad and likely to elicit a simple yes or no answer. It doesn’t provide any meaningful information about the candidate’s teamwork skills or experiences.
Another example of a bad question is: “What are your weaknesses?”
- Why It’s Bad: While this is a commonly used question, it can put candidates on the spot and lead to rehearsed or insincere answers. It doesn’t necessarily provide useful insights into how the candidate addresses their weaknesses or improves upon them.
Examples of Better Questions
To conduct better interviews, focus on questions that encourage candidates to provide detailed and thoughtful responses. Here are more examples of effective questions and why they work:
“Tell me about a time when you had to learn a new skill quickly. How did you approach it?”
- Why It’s Good: This question assesses the candidate’s ability to adapt and learn, which is crucial in a rapidly changing work environment. It provides insights into their initiative and learning process.
“Describe a situation where you disagreed with a colleague. How did you resolve it?”
- Why It’s Good: This question evaluates the candidate’s conflict resolution skills and their ability to work collaboratively. It reveals how they handle disagreements and maintain professional relationships.
Examples of Ineffective Questions
Avoid questions that are too general, leading, or irrelevant to the role. Here are more examples of ineffective questions and why they should be avoided:
“Where do you see yourself in five years?”
- Why It’s Bad: This question can be difficult for candidates to answer realistically and may not provide relevant information about their current fit for the role. It can also feel like a cliché question that doesn’t add much value to the interview. Another way to have this conversation is to focus on the candidate’s career goals.
“Do you have any questions for me?”
- Why It’s Bad: While it’s important to allow candidates to ask questions, this question is often too open-ended and can put candidates on the spot. Instead, try asking, “What questions do you have about the role or our company?” This variation is more inviting and specific.
To conduct better interviews, start by asking better questions. By focusing on open-ended, specific, and relevant questions, recruitment firm owners and their clients can gain deeper insights into a candidate’s skills and potential fit for the role. Avoiding vague or closed-ended questions can prevent uninformative or rehearsed answers, leading to a more effective and meaningful interview process. Implementing these techniques will enhance the interview experience and help secure top talent.
For more insights on effective interview techniques, check out this resource from LinkedIn.
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