By Selipha Kihagi
The interview stage is what recruiters use to determine which candidate is most suitable for a position in addition to their CVs and Cover Letters. For this reason, recruiters and employers usually have a set of interview questions that they use to differentiate what they consider the best candidates for the position. But are recruiters asking the wrong interview questions?
If you do your search on interview questions to expect, you will almost always find similar questions. And while they are common and every recruiter has used them one time or the other, there are questions that recruiters should stop asking if they want to hire the best candidates. The right hire would be someone who will be able to perform in the job at hand for a certain period of time without there being any need for going back to the drawing board.
So, if you are a recruiter and have previously had a problem finding the right candidate for a position, it might be time to abandon these questions.
Interview Questions Recruiters should Stop Asking
1. Where do you see yourself in 5 years?
Some have already abandoned this question after realizing it doesn’t do much in discovering who the right candidate for a job is. Just think about it; most job seekers today can’t tell where they want to be in the next one year leave alone the 5 that you’ll be asking about. However, these same job seekers know they want to work their best in the jobs they get so they can gain experience and have the opportunity to identify their best career direction.
If you made a decision based on this question, then you are not being fair in your judgment and will probably end up with a bad hire who just rehearsed the answer for the purpose of the interview.
2. What is your greatest weakness?
This is one of the other most common questions you will find and in all honesty, it doesn’t add value when choosing the right candidate. While we have tackled this question before and outlined what employers and recruiters want to know by asking this, the answers given would be too vague and too rehearsed to act as a deciding factor.
They would also be too generic and similar among job candidates that settling on the right candidate would be almost by luck. In a job market that is getting competitive day by day, this question would not be the most ideal.
3. Why should we hire you?
This question is the other version of ‘Tell me about yourself’” and while most job interviews will start with the latter, answers are always vague and rehearsed like the weakness and strengths questions. Once a recruiter asks “Why should we hire you”, what they expect to hear is what the candidate thinks is the best skill they will be offering the company.
They also want to hear how much research the candidate has done on their company and use that to gauge how impressed they are about the candidate. While there is nothing wrong with trying to identify the best skill or trait that a candidate has, this question doesn’t always provide value to the job at hand. Any answer would be in praise to the company and how badly the candidate wants the job, but is what the candidate wants enough to attribute performance in the job once filled? The answer you are looking for is no.
Instead of asking the common interview questions that every recruiter and employer is asking, recruiters should formulate questions that are specific to the role at hand. How about forgetting about the “tell me about yourself” and related questions for a minute and do research on the candidate for a change? What has the candidate been up to lately? How are their social media profiles? Does their timeline translate to the ideal person for the job? Would the company culture handle a person of that nature?
The job market is changing and recruiters should also change and adapt accordingly.
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