Over the past couple of months, we have focused on what prospective job candidates should say or how they should act.
Today we are taking a break from that and talking to interviewers: Here are five common interview questions you should ditch and replace with conversation starters.
Avoid: Why are you interested in working for our company?
Ask: I would love to hear about what you would like to do here.
Candidates are expecting the first question and have probably prepared a list of reasons that neatly align with the company goals you have on your website. Conversely, an open-ended prompt gets candidates talking about what they want to do for your company. This gives insight into their passion and the value they will add. Your first interview ‘question’ doesn’t have to be a question at all.
Avoid: Tell me about your past positions. What did you do?
Ask: We have a project right now that we need to speed up by a month. How would you tackle this?
Starting a professional relationship by asking about past jobs is like starting a romantic relationship by asking about exes. (Definitely kills the mood, no?) Leave the past on the resume. Focus on the person in front of you. This is your time to “work” together on a theoretical project, spitball ideas, and see if you blend.
Avoid: What are your biggest strengths and weaknesses?
Ask: Tell me about a time you approached a challenge at work and how you solved it successfully.
The predictable “strengths and weaknesses” question has a few ready-made answers, including multi-tasking, perfectionism, and working too hard, as a few favorites. If you want to get to the heart of candidates’ problem-solving skills, temperament, and work ethic, you should dig into their real-life experiences which, by the way, reveal their strengths and weaknesses.
Avoid: What motivates you to succeed?
Ask: If you get this job, what would you need from the company, your manager, and your immediate team to be successful?
The second question reveals more information about not only what motivates candidates, but also the specific tools they need for success—be it flex time, an executive assistant, or a standing desk. Nail down details about what fuels the candidate’s productivity, quality of work, and happiness to identify what you will need to provide to drive a productive partnership.
Avoid: What are your hobbies?
Ask: What are you enjoying in your life right now?
Asking about hobbies often leads to candidates rattling off a curated list of impressive, but mostly false, extracurriculars. Instead, ask what they did for fun recently. This framework creates a safe zone that lets candidates feel more open about sharing their true passions—whether that be Xbox tournaments or babysitting.
You are going to have some conversations that inspire you, some that you’d rather forget, and some that make you tear up a business card. As long as they are conversations and not interviews, you will gain more clarity on what you and the candidate are offering each other and whether you should work together. So, talk.
