BALANCE AT WORK BLOG

Should you be asking THAT question?

Print Friendly, PDF & Email

When interviewing job candidates, we all have favourite questions we always like to ask.  The effectiveness of some of these questions is questionable, to say the least.  

As candidates, I’m sure we’ve all heard some screamers. I thought asking a person what car they drive was pretty poor, until someone told me they’d been asked “If you were a car, what sort of car would you be?”.  This question would give a good indication of the person’s imaginative powers, but little or no information about their ability to do the job.  

Another favourite is “Where do you want to be in five years’ time?”.  If you have heard that one before (who hasn’t?) you can imagine how common it is and how easy for a candidate to prepare an impressive answer for when you ask them!  

The ability to do the job, along with attitude, are the key things you’re looking for in your intervew questions. Any question that does not give you more information on ability or attitude is a distraction from the main game and may even land you in hot water.  

Here are some examples of interview questions which may be asked with the best of intentions but may be inappropriate:  

1. Where did you grow up?

2. How old are your children?

3. When did you finish high school?

4. What does your wife/husband do for a living?

5. How long do you plan to work before you retire?

If you have asked any of these, or similar, questions in the past, my advice is to consider a new approach to how you interview. We will be talking about the traps to avoid in our next webinar on 25 August. Register here to learn more: https://www1.gotomeeting.com/register/917745616

Share Button

Leave a Reply

Your email address will not be published. Required fields are marked *

"The last couple of years at batyr has seen incredible growth and the Balance at Work team has supported us along the way. They have helped us improve leadership skills across the team by helping us source and manage mentors, and even engaging as mentors themselves. As a young and fresh CEO Susan has also supported me personally with genuine feedback and fearless advice to achieve great things. "
By Sam Refshauge, CEO, batyr
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
By Jessica Hill, Head of People and Culture, Choice
"Balance at Work are the ideal external partners for us as they completely get what we are trying achieve in the People and Culture space. Their flexibility and responsiveness to our needs has seen the entire 360 approach being a complete success. The online tool and the follow up coaching sessions have been game changers for our business. The buzz in the organisation is outstanding. Love it! Thanks again for being such a great support crew on this key project."
By Chris Bulmer, National GM Learning and Development, ISS Australia
"We use Harrison Assessments with our clients to support their recruitment processes. We especially value the comprehensive customisable features that allow us to ensure the best possible fit within a company, team and position. Balance at Work is always one phone call away. We appreciate their valuable input and their coaching solutions have also given great support to our clients."
By Benoit Ribe, HR Solutions Manager, Polyglot Group
"The leadership team at Insurance Advisernet engaged Susan from Balance at Work to run our leadership development survey and learning sessions. Susan was very professional in delivering the team and individual strengths and opportunities for growth. Susan's approach was very "non corporate" in style which was refreshing to see. I can't recommend Balance at Work more highly to lead, employee and team development sessions."
By Shaun Stanfield, Managing Director, Insurance Advisernet

SUBSCRIBE