{"id":999881843,"date":"2020-01-02T22:35:00","date_gmt":"2020-01-02T22:35:00","guid":{"rendered":"https:\/\/wpstage.dice.com\/?p=985645271"},"modified":"2020-01-02T22:35:00","modified_gmt":"2020-01-02T22:35:00","slug":"interview-questions-never-ask-job-candidate","status":"publish","type":"post","link":"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/interview-questions-never-ask-job-candidate","title":{"rendered":"Interview Questions to Never Ask a Job Candidate"},"content":{"rendered":" \n<p>Despite improvements to the interviewing process, a few cliched interview questions are still quite common. Not only do these interview questions reveal very little about your candidates, but they also have the potential to alienate you\u2019re the professionals in your hiring funnel. <\/p>   \n<h3 class=\"wp-block-heading\" id=\"h-who-s-really-in-the-hot-seat\"><strong>Who\u2019s Really in the Hot Seat?<\/strong><\/h3>   \n<p>As an interviewer, you are responsible for leaving candidates with a positive impression of your business \u2013 and how it treats those looking to join. This an important thing to remember, <a href=\"tech-low-unemployment-recruiting-issues\">especially during a tight labor market<\/a>. Yes, you have a job to offer\u2026 but so do many other companies. And while you are screening the candidates, they are also screening you.<\/p>   \n<p>Many interviewers ask questions that are designed to put the candidate in the hot seat. For example:<\/p>   \n<ul class=\"wp-block-list\">\n <li>Why are you leaving your current company?<\/li>\n <li>Why are you the best candidate for this job?<\/li>\n <li>What is your greatest strength and your greatest weakness?<\/li>\n <li>What are your salary requirements?<\/li>\n<\/ul>   \n<p>Yes, each of these interview questions has some merit, but it all comes down to how you ask, as well as  <em>when<\/em>  you ask. Phrased as an accusation, these questions come off as not only clich\u00e9d, but also a bit too \u201cgotcha.\u201d     <\/p>   \n<p>Your goal is to get as much <em>relevant <\/em>information as possible during your 30-minute conversation. This isn\u2019t accomplished by making candidates feel like they\u2019re on the defense with each question. Rather, it\u2019s the exact opposite: Make your candidates feel comfortable and encourage them to speak at length and really provide honest and thorough answers to each of your questions. In many ways, your interviews can be more like conversations. <\/p>   \n<h3 class=\"wp-block-heading\" id=\"h-the-problem-with-open-ended-questions\"><strong>The Problem with Open-Ended Questions<\/strong><\/h3>   \n<p>The good news: You asked an open-ended question in the interview. The not-so-good news: It wasn\u2019t specific enough, particularly to the job for which you are hiring.<\/p>   \n<p>Just because you ask an open-ended question doesn\u2019t mean you\u2019re getting what you need. Be specific. Link it to the <a href=\"employers-demanding-tech-skills-candidates\">skills needed for the position<\/a>. For example, don\u2019t ask: \u201cWhat has been your greatest success?\u201d (In life? In work? Yesterday?) Instead, ask: \u201cGive me an example of a successful project you led using  Agile. What was your role in the success? What did you do specifically? How would you go about this differently looking back?\u201d<\/p>   \n<p>Another popular open-ended interview question: \u201cWhat is your greatest strength and your greatest weakness?\u201d But think about it: Can you really trust the answer to this question? Most candidates know some variation of this question may come up, so they put together a well-rehearsed answer they think will please, instead of giving you something truly honest.   <\/p>   \n<p>Instead of asking for strengths and weaknesses, ask how your candidate has leveraged their strengths in past situations. Not only is this a more approachable way of phrasing the question, but it also allows your candidate to connect their strengths to a scenario they\u2019ve been in. And with every question, the more specific detail that you can get, the better. <\/p>   \n<h3 class=\"wp-block-heading\" id=\"h-what-are-your-salary-requirements\"><strong>What are Your Salary Requirements?<\/strong><\/h3>   \n<p>You have dozens of r\u00e9sum\u00e9s to sift through, and you settle on fifteen that you feel are promising. But you don\u2019t have eight hours in your schedule to interview all fifteen professionals. A common practice is to ask the candidates to state their salary requirements up-front. In this way, you figure, you can eliminate the ones who are well above your offering. <\/p>   \n<p>It\u2019s a reasonable step and if candidates do their homework and research the going rates for the position, they should be able to give you a number. But it\u2019s also a tricky situation when phrased as an interview question.<\/p>   \n<p>Simply put, the candidate doesn\u2019t want to go too low for fear of cheating themselves out of a good salary. But if they go too high, they might not make the cut.<\/p>   \n<p>Rather than create a situation where candidates feel like they either eliminate their candidacy or leave money on the table, provide applicants with a transparent snapshot of the budget for the position. This way, you can keep talented candidates engaged, and if you\u2019re below their target salary, you can make your offer more attractive by including unlimited PTO or remote work options. <\/p>   \n<p>Be careful, too, of your wording when inquiring about salary. Asking about salary  <em>expectations<\/em>  is acceptable, but in an effort to address pay equity, it is illegal to ask for a candidate\u2019s pay history in  <a href=\"https:\/\/www.aauw.org\/article\/state-local-salary-history-bans\/\">many states and cities<\/a>.<\/p>   \n<h3 class=\"wp-block-heading\" id=\"h-asking-good-interview-questions\"><strong>Asking Good Interview Questions<\/strong><\/h3>   \n<p>What are good interview questions? In short, those that gather information specific to the position. Develop interview questions that go to the skills and competencies you want; ask candidates to speak about past behaviors and situations where they exhibited that skill.<\/p>   \n<p>This method, known as behavior-based interviewing, gets you the best interview. If you can understand a candidate\u2019s competencies, working style and goals rather than a canned hypothetical, you\u2019re going to get a better sense of how they will or (won\u2019t) benefit your business. <\/p>   \n<p>But can\u2019t the candidate also fake their way through these questions? Maybe\u2026 if they are an exceptional storyteller. In the end, trust your gut. If it\u2019s telling you that something doesn\u2019t jive, go deeper and ask the candidate for more specifics. And at any point, feel free to ask more technical questions that only an experienced professional can comfortably answer.<\/p>   \n<p>You only have so many candidates to interview throughout the day. At the same time, you only get one opportunity to make a positive first impression of your business and hiring process. Rid your process of vague, clich\u00e9 and off-putting interview questions and replace them with conversation points and specific question that unearth competent professionals that are right for the role you\u2019re hiring for. <\/p>  ","protected":false},"excerpt":{"rendered":"<p>Despite improvements to the interviewing process, a few cliched interview questions are still quite common. Not only do these interview questions reveal very little about your candidates, but they also have the potential to alienate you\u2019re the professionals in your hiring funnel. Who\u2019s Really in the Hot Seat? As an interviewer, you are responsible for [&hellip;]<\/p>\n","protected":false},"author":132,"featured_media":985645271,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2155],"class_list":["post-999881843","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-candidates"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v23.2 (Yoast SEO v27.2) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Interview Questions to Never Ask a Job Candidate - Dice Hiring<\/title>\n<meta name=\"description\" content=\"Despite improvements to the interviewing process, a few cliched interview questions are still quite common. 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