This question is more intended for Hiring Managers, but interested what everyone's thoughts are on the subject. I just read a chapter in "What the Dog Saw", it was basically describing why majority interviews are pointless, since a candidate can guess with fairly high certainty what questions will be asked and what the Hiring Manager is hoping the answer would be. And the interview will basically just confirm their prior thoughts on the candidate.
Examples of the typical questions asked are :
1) Past Experience: Example "Can you tell me a little about what you did a X company"
- I can go on the job description and talk about how I did everything they are looking for in a candidate
2)Behavior: "Describe a time where you failed/received criticism"
- I will always tell a story EARLY in my career how I failed on a project/lost a deal, then I received feedback, and was able to implement the feedback causing me to bring the deal back/win other deals
3) Asked Strength/Weakness question
- When asked about weaknesses, just always talk about a former weakness which is now a strength
4) How would a friend/co-worker/past manager describe you?
- I can basically list off all the soft skills in the job description. Hard worker, team player, organized etc
Whenever, I get asked these types of questions I feel like I almost need to pause and act like I am surprised by the question. I get why questions about past experience are needed , but as a Hiring Manager how do you rephrase these to find out if this candidate will actually be good in the position
16 comments