7 Bad Interview Questions You Should Stay Away From

If you ever had been in a position where you need to hire someone for the team, sometimes you may not know what questions to ask during the interview process. Sure, you can go around the usual competency-based questions - questions that will determine if they are capable to complete the job - or you can use something psychological-based (check out this post I did a while back to on how to find out if the person you're hiring has a victim- or victor-mindset.)

Today's post, however, I thought of going the other way around, and talk about what NOT to ask during an interview session. You may resonate with some of them as you recalled yourself being asked these questions, or worst, you have made the mistake of asking them before. Regardless, it's all about the learning, so at least you know what questions you should avoid asking a candidate during the interview process.

#1. How honest would you say you are?

For the inexperienced candidate, this will question that will stunt them for a while, mainly because they least expects it. Some terrible HR managers thought of using questions like this to try and get a micro-reaction from the candidate, which usually is just a stunned face, and see if they can be thrown off their balance.

Now, how would throwing someone off balance and putting them in an uncomfortable position be useful for you as the hiring party? As a matter of fact, some of them may even get defensive on the count that the question is irrelevant.

Truth is, most of the time people will just feel awkward and even lie, so why bother asking an answer that works better in a confrontation?

#2. What’s your background?

To the candidate and the panel of interviewers, this is a sign that as an interviewer, you’ve yet to read the candidate's resume or CV. And this also opens yourself up to be shot by the candidate when he or she asked if you had gone through the resume at all.

A better question could be, “During your tenure at ABC company, you mentioned that you’re in charge of lead generation. Can you elaborate more on that?"

#3. What’s your salary history?

An unfair question that will make most people uncomfortable, let alone when in an interview. Frankly, the candidate should be paid based on the value that he or she brings to the company, not based on their previous earnings.

Furthermore, in certain states in America, and probably around the world too, it's actually illegal to ask about their salary or history.

#4. If you are a bird, what bird would you be?

Or, "if can sing one song on American Idol, which would it be?"

Or, “if a movie is to be made of your life, who would you choose to play you and why?”

The list of brainteasers and unrelated if-then-why questions are a waste of time. Sure, it works to add humour to the session, but the answer you get from the questions are often unusable anyway.

That is because the questions are based on fantasy or hypothesis, so the answers given is probably going to humour you and the candidate at best. Not to mention, the types of unconventional question, though pushes the candidate to think out of the box, usually result in making them feel uncomfortable again, shifting the air of professionalism.

If indeed you want to ask question of such nature, at least go with something work related, such as, "If you had been accused of stealing company documents, what would the first thing you will do as a leader?" This question, at least, tests a person's capability to stand under pressure and how tactical his or her approach is in navigating through a tough situation.

#5. Do you think you can handle the workload?

Most candidates will just say YES to that hypothetical question, mainly because they want the job. Even though they may hold a similar role in a previous employment, your company’s processes, products, and procedures may be different, so the answer is probably inaccurate or even made up.

A better question is “In the past, had you had times when the workload was more than usual, and how did you manage that?"

#6. What does your spouse do? or Do you have kids?

Personal questions are great before and after the interview just for rapport building sake, and should not cloud your judgment on the candidate’s ability to do the job. As a matter of fact, in some countries, the HR laws may prohibit those questions because it may suggest discrimination.

Sometimes, the candidate will also get defensive and asked if by being a parent, will it affect their success at their jobs, which relies more on their ability and capability, and not family status.

and finally, I saved the best for last...

#7. If I offer you the job, would you accept it?

Frankly, very few candidates will say no, and most will ask you the question back “depends on how much is the offering.” Again, it’s a question that may not lead you to any solid information about your next hire, so why bother asking?

Ok, so you may chuckle at some of the questions, because seriously, after I pointed it out to you, it seemed rather stupid and inappropriate, right? So try to avoid asking them, and always have questions that reflects on their attitude and aptitude.

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Hi there! Thanks for stopping by. I mostly blog about Steemit Success Strategies, business, marketing, entrepreneurship, psychology, community and random thoughts.

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