4 Questions You Shouldn’t Ask

Are you interviewing someone? Don’t ask these questions, you’ll thank us later.

1. What’s your favorite color?

What does this answer give you? Most job candidates in the interview will answer, probably in a bit of a confused manner, their favorite color. But now that you have it, what does it tell you about how they work well in a team? Nothing! Softball questions like these don’t tell the interviewer about the candidate’s skills or experiences, nor about their personality. It’s important to ask questions to delve deeper into their resume experience. It’s also important to learn more about their personality and how they will fit into the company culture, and this question just doesn’t cut it.

2. How many light bulbs can fit inside a taxi?

Okay, what? These brainteasers will get you nowhere. Of course your candidate won’t have an answer to that question, and neither will you. These are only meant to make the interviewer seem smart and to catch the interviewee off guard. Think those questions help you determine how quickly and creatively someone thinks on their feet? Instead, ask your candidate about a specific time in a previous work position that they had to solve a problem in an efficient manner. A specific event will give an interviewer so much more information about how the candidate works than an inane riddle.

3. What were your responsibilities at your previous job?

An interviewer should already know the answer. It’s printed on the candidate’s resume. Don’t ask questions that will just have the candidate recite their resume over again. Ask questions that dive deeper into their experience and skills. Ask about a specific time they had to problem-solve, communicate a difficult result, or a time they created and built something new for the team. You already have their duties and job descriptions, so ask questions that bring them deeper into their previous position.

4. What’s your biggest weakness?

No one will answer truthfully. It will be spun into a strength, it will be false, or the candidate won’t give you an answer at all. Everyone has weaknesses. No need to pick on your candidate’s during the interview. Offering a person a job is not about which weakness the person has or doesn’t have, it’s about which strengths they can bring to the team and the position.

Interviews are a chance to give you an inside look into a candidate. If you want to truly learn from him or her, avoid asking these questions.

What questions do you avoid/dislike an interviews? Disagree with a question we have? Join the conversation in the comments section below!

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