When preparing for a job interview, we need to look closely at the questions we will ask candidates, since we cannot extend the interviews indefinitely, it is important to be clear and concecised, so that we can focus only on what we need. and you want to know why it’s critical to know what not to ask during a personal interview.
Most people consider job interviews to be the most predictive assessment method, so we need to plan problems well to get as much information as possible as quickly as possible.
- Here are some examples of what not to ask for in a personal interview.
- If we avoid these kinds of questions.
- We may be able to conduct a clearer interview.
- With which we will get more and quality of information about the candidates Let’s go a little further.
It is a very common way to start an interview and break the ice, however, this is the first example of what not to ask for in a personal interview, if we are honest, it would not make sense to fire a talented candidate because the person in question did not do any research on the company.
Also, the most common response from respondents is usually something like “I did a little research, but I couldn’t get that far. “With this, candidates are only intended to please those they evaluate, but it’s probably not a mistake when they risk talking a lot about a company they only know from outside.
It’s a completely empty and meaningless question, no candidate will answer that they want to have an authoritarian or incompetent boss, so we’ll only get answers like this: I’d like to have a boss who feels identified, cares about employees and is an inspiration, someone to learn from. In short, a boss who values his subordinates and who is demanding, but sensibly. Of course, every employee wants to have a good leader as boss.
This question only serves to give the candidate a few seconds to congratulate, the problem is that respondents usually prepare this type of answer, then they will only say what we want to hear, therefore the candidate will give an answer involving teamwork, responsibility, punctuality or perfectionism, among other characteristics and qualities.
It is a clearer example than not asking during a personal interview, applicants are aware that recognizing a dismissal can be negative when they try to get a new position, so, as far as possible, they will try to cover up the situation so as not to feel guilty about losing their previous job.
Of course, this does not mean that candidates are always responsible for what happened, there are many factors that can lead to this situation.
Questions about fitness or intimate and personal matters are not recommended and in some cases are considered illegal, trying to obtain personal information creates discomfort and even moments of tension, because no one should judge others by their religious, political, sexual beliefs or simply on family perspectives.
As in the previous ones, in this case, the candidate will have prepared a response of the type “I like the projects you develop and I think it would fit perfectly”, adding some qualities related to yourself. Therefore, this question does not give us much information about the person in question and the types of skills that improve it.
However, it is also true that if the person is sincere we cannot ignore this answer, there are really people interested in working for a particular company, the problem is that it is very difficult to identify them, so we can answer with a few more questions about what the person is telling us.
It has already become clear that, above all, we must try to avoid the questions to which candidates can have ready answers, this is a final example of what should not be asked in a personal interview, since the most common answer will be related to excessive perfectionism or many work demands, that is, we will only give the candidate another chance to congratulate , even if it is in a more subtle way.