"The Interview Questions" are what matters when it comes to hiring. Yet, they are a "weakness" point for most employers as they don't recognize what they really should ask and fall victims to the "Wrong interview questions."
Yeah, that's right! Experts agreed that several questions should never be asked during the job interview because they may cost you hiring the best candidate.
Check your questions to ensure that they do not discourage a job applicant while conducting an interview.
Note: It is possible that as a business owner, you may refrain from asking some questions because of legal concerns or because they will not help you in selecting the most qualified candidate for the job.
1- “How old are you?”
Because of the magic of mathematics, you may bring up this subject without expressly bringing up the topic itself.
Having the capacity to identify whether or not the person you're interviewing is 18 years old or older limits your legal responsibilities in this situation.
The practice of age discrimination in employment is mainly outlawed in many countries; therefore, attempting to uncover the answer may get you in legal trouble.
2- “Can you convince me to buy this pen within one minute?”
One can hardly imagine a more stressful situation than an interview process.
In this case, the question is fair to throw someone a curveball and put them under pressure to "perform" without giving them any prior notice.
The reasoning is self-evident. A well-informed interviewee could be able to withstand such a test with ease. The opposite is true for talented persons who may feel unprepared and thrown off track when confronted with adversity.
With this approach, you will not discover the most qualified new employee. As a result, stress levels are only going to rise.
If you ask a creative problem-solving question, make an effort to describe what you're doing.
Since they will be well-informed and encouraged, they will be able to shine, benefit them and promote a favorable image of your organization.
3- “You have a cool accent; where are you from?”
First and foremost, one should go at the individual's resume and qualifications.
Legal protections exist for people's national origins, as a general rule.
Many people find cool accents to be quite appealing. There is no discrimination in the question in any manner whatsoever.
If you don't hire the person, though, that question may be interpreted as a kind of prejudice.
4- “What do you want to be doing in five years?”
According to a study's findings, various candidates are given multiple questions. Unconscious prejudice may creep into the interview process if you're not paying attention
Although it may seem familiar to inquire about someone's plans, this sort of question may make many feel uncomfortable.
Preconceived notions about "acceptable" career paths may cause applicants to be hesitant to communicate their long-term ambitions because of these prejudices.
Also, females are asked about their long-term goals and intentions more frequently than males for not fully understood reasons.
Unfair questions such as these may force bright employees to leave your company because they are concerned about being excluded.
It would help if you double-checked your interview strategy to ensure it is fair and equal to avoid making this mistake.
5- “Do you have kids?”
That is a common question you'll be asked during an interview if you're taking a candidate out to lunch.
It is common for the interviewee to bring up the issue of children at various points throughout the talk. If they come upon a photograph of your children on your desk, you should respectfully ask them the same question they did previously.
Unless, of course, you're interviewing for a position. The questions you ask should be focused on the candidate's ability to perform the tasks of the advertised job.
Consider the following statement: "This position does not provide for enough flexibility." We have a rigorous work schedule that we must stick to.
"Does it seem like something you'd be interested in doing?" Because pregnancy discrimination is against the law, you should avoid discussing your plans with anybody.
6- “Do You Have Any Medical Conditions?”
On the surface, there are some impairments. Persons with wheelchairs will be prominent in the community.
On the other hand, many disabilities are hidden in plain sight during a job application or interview.
Discrimination against persons with disabilities should be avoided since everyone has the right to equal employment opportunities.
A candidate's qualifications may be determined by asking them a few questions. After you have extended an offer of employment to a candidate, they should notify you of their disability.
7- “Why should we employ you?”
One of the most nerve-wracking aspects of the interview process is being asked directly to demonstrate your worth to a potential employer in front of them.
According to research, men were more likely than women to be asked about their strengths, weaknesses, and suitability for a position, suggesting that men felt less confident in women's talents and credentials.
If a potential candidate is aware that not everyone is being asked the same question, this form of the query may be viewed as intimidating by the applicant.
8- “How did you deal with a situation when you failed?”
This question is tough to respond to truthfully without revealing undesired flaws since people want to portray their best selves in an interview.
Candidates with many personalities can use this question to their advantage, which the interviewer wants to see. That might be a problem since clichés can make you come out as hollow or dishonest.
Asking individuals to see themselves as failures isn't helpful. Instead, consider eliciting information on people's successes and failures, as well as how they've developed and improved as a result of their prior experiences.
9- “What Were You Dissatisfied With At Your Last Job?”
Is that a good question to start with? Indeed, if you're using it to create a situation in which you're promoting your point of view, you could think that's true.
Candidates attempt, though, to maintain a positive attitude. If they didn't dislike their present employment, they'd be seeking a new one right away. Instead, attempt to discover more about what they expect to find in new jobs by asking them questions. "Can you tell me what you want to gain from your new job?" is a more hopeful question to pose.
10- “Why are you interested in this position?”
Even when it comes to a reasonably specific topic like this, many people feel uncomfortable.
People don't like it when their motivations are called into question." Despite the reality that everyone has expenditures to cover, this response may not be particularly appealing to a prospective employer.
A recent survey showed that female job candidates are far less likely than their male counterparts to be asked this question.
If you ask all candidates the same questions, you can reduce the likelihood of accidental bias entering your interview process. It is essential not to ask unduly personal or intrusive questions and ensure that your questions are relevant to the position for which persons are seeking.
11- “Are You a Member of Any Particular Religious Organization?”
This issue should be avoided at all costs, except hiring for a religious organization. As a result, you cannot discriminate based on religion unless relevant to the job in question.
Demanding that a Lutheran church pastor be Lutheran is permissible; nevertheless, requiring that a cashier at a supermarket be Lutheran is not acceptable.
In a secular interview, it is the interviewee's responsibility to bring up the subject of religious accommodation only after you have offered to accommodate their beliefs. Finally, you will be able to assess whether or not housing can be made for you.
When it comes to job interviews, it's ideal to stay focused on what you're looking for in a new employee and avoid becoming sidetracked by what you don't want in a candidate during the process.
Finally, you may prevent dismissing qualified candidates by refraining from asking the wrong job interview questions mentioned.
Wishing you the best of success in finding the ideal future employees!