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Interviewers: Stop asking these 3 questions

 

Here are a few common interview questions you should probably stop asking.
Here are a few common interview questions you should probably stop asking.

Interviewing candidates can be nerve-racking. Consequently, many human resources professionals rely on standardized queries to get them through rough spots. While some of these questions yield usable information, most add little to no value to the interaction. With this in mind, consider clearing out some of this conversational filler.

Not sure where to start? Here are a few common interview questions you should probably stop asking:

‘What is your biggest weakness?’
Many interviewers trot out this question hoping for honest self-reflection. This rarely occurs, according to U.S. News and World Report. Instead, most candidates thrust HR representatives into the spin zone and launch into unhelpful diatribes about how they work too much.

“Most candidates thrust HR representatives into the spin zone when asked questions that call for self-reflection.”

‘Why do you want to work here?’
This question is normally used to assess motivation. However, all it really does is prompt potential employees to unfurl rehearsed flattery, according to the Society for Human Resource Management. In most cases, candidates are simply looking for new opportunities or more robust compensation.

Additionally, this question typically applies to active candidates who applied on their own. Those who are not looking for or applying to jobs – prospective hires coming from search firms, for instance – are completely different to begin with. These candidates need to be actively courted for the opening and, as a result, may find this particular question insulting.

‘Where do you see yourself years down the line?’
Employers ask this question to gauge commitment. In reality, this is an unfair ask, as few organizations can say, with certainty, that candidates will have long-term job security once they come aboard, Forbes contributor and former HR executive Liz Ryan explained.

Now that you’ve cleaned up your candidate questionnaire, it’s time bring in the talent. An executive search firm like YES Partners can help. You can partner with our seasoned executive search consultants to source world-class business leaders with bona fide executive experience and robust technical skill sets.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

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