It seems over the years that the interview process has become more sterile, and there are 5 questions that get asked by almost every company during the candidate interview:
1. Tell me about yourself
2. Where do you see yourself in 5 years
3. Tell me about a problem you solved in the past at work (or some similar question about work related conflict)
4. What are your strengths & weaknesses (areas you need room for improvement)
5. Why are you looking for a new job
On the surface those seem like good questions, but the truth is, a savvy candidate is going to answer them with canned and prepared answers that may or may not be the truth. Most candidates that truly want a job are going to say what they believe is going to land them the position.
"Tell me about yourself" - is such an open ended question that you could spend 30 minutes listening to the person's life story. While that would turn any interviewer off, the truth is, just because someone wants to carry on about their history, doesn't mean they'd be a poor employee.
"Where do you see yourself in 5 years" - is supposed to provide an indication of the candidate's goals in life and business, but the truth is, we all change our minds. What a person's vision is today could be radically different a month from now. People get diagnosed with illnesses, get married, start families, get laid off, find new passions - any amount of things. This question is so expected nowadays that the candidate likely has a canned answer that they know will represent them well. In essence, this is a waste of time.
"Tell me about a conflict or problem you solved in your last position" - I've heard a number of variations on this question. What I've found is that it often leaves the candidate stimied. Off the top of one's head, it is difficult coming up with conflict related experiences in the workplace, unless you work in a industry where conflict is a daily occurrence. The candidate may have solved all sorts of issues, but doesn't feel like they stand out because they where typical occurrences on the job. Additionally, once one gets accustomed to being asked this question, you're going to get a canned answer which may or may not be true or elaborated on.
"What are your strengths and weaknesses" - No one is going to tell you their true weaknesses. If this person sits at their desk and instead of focusing on work, spends 1/2 the day on social media, they aren't going to tell you that. Typically you'll hear something like "I tend to run a little late" or some other idiom that is far from the truth.
"Why are you looking for a new job" - 9 times out of 10 if this person was fired from their last job you are not getting a true answer. Very rarely is someone going to say something like: "Well, I didn't really get along with my last manager, and I got tired of her always bothering me about the way I did things, so I told her off and got fired".
What to ask in place of those 5 questions:
Eliminate "Tell me about yourself" altogether. Instead of asking that question, take a few minutes at the end or beginning of the interview to just chat with the person. If they're on a Video interview where you can see photos or books or sports related items in their home - ask them a related question about those items, open them up and learn more about their personality, passions and past. You will not get to know the person without taking some time to create a good rapport. If its not a video call, or you don't have a window into the person's life, try to have a more friendly conversation to gain better insight into who they are before you end the interview.
Instead of "Where do you see yourself in 5 years" - ask "If your career went exactly the way you wanted it to, what would be your ultimate position / responsibilities" or just a simple "Why is this opportunity interesting to you".
Instead of a version of "tell me about a conflict or problem you resolved in your last position" - "What do you feel one of your greatest accomplishments in [whatever industry you're in] has been" People remember the things they're most proud of. Everyone should be able to tell you about a time they did something they felt pride in.
Instead of "tell me about your strengths & weaknesses" try "what do you enjoy the most about your current job" and "what responsibility do you enjoy the least" These questions take a person away from having to feel something is a strength or a weakness, and are more likely to provide more insightful answers.
In honesty, I often do ask someone why they're seeking a new position, understanding that I may not get a reliable answer. If you ask this question, you must be prepared to dig a bit further and ask follow up questions pertaining to their resume. "I noticed you've only been at your last 2 jobs for less than 2 years, can you explain why you didn't stay longer".
If you interview candidates on a regular basis, no two interviews should look/sound the same. Each interview should reflect not only the job you're hiring for, but the individual you are hiring. Prior to interviewing the candidate, review their social media (LinkedIn, Facebook etc) and their resume. Jot down some questions you want to ask that directly pertain to the information you've gained. People want to be treated like individuals. When someone feels you are truly interested in who they are, they are more likely to open up to you.
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