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Interviews: what to ask... and how not to act. Discuss...

Steve Bridger

It's Friday... so two articles I read this week which I thought I'd share. While I've picked out the bullet points, you will find the 'meat on the bones' behind the two links.

10 Qualities Recruiters Never Want to See in Candidates

1. Vagueness
2. A Lack of Loyalty
3. Indifference
4. Excessive Agreeability
5. Disorganisation
6. Abrasiveness
7. Arrogance
8. Verbosity
9. Ignorance About the Company
10. A Lack of Professionalism

...and

5 Questions You Should Ask at Your Next Job Interview

1. “How will you measure the success of the person in this position?”

2. “What are some of the challenges you expect the person in this position to face?”

3. “Thinking back to people you’ve seen do this work previously, what differentiated the ones who were good from the ones who were really great at it?”

4. Ask the question you really care about.

5. “What’s your timeline for next steps?”

Do you have anything to add?

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  • Hi Steve,

    My pet hate with interview candidates is when they refuse to admit to any mistakes or weaknesses at all. Everyone has made mistakes, everyone has weaknesses. Admit to them and then talk about what you learned from the mistake or how you overcome a weakness - that it what I am interested in.

    In regard to the questions candidates should ask, I think these will really depend. Some candidates will ask questions (similar to the ones above) at the end of the interview just because they had read somewhere that that is what you should do. They can come off sounding forced and sometimes the candidate shows no real interest in the answer - eg asking about the challenges and then not going any deeper or asking follow up questions etc.

    If they sound natural and the candidate is engaging with the answer then that is great and they are good questions to ask - just don't ask them because an internet article told you to!
  • in reply to Jeny Parsons
    In my view, candidates aspiring for mid-to-senior positions, may ask what support will be provided by the management. Further the candidates can try to find out what are the expected deliverables in next 3 months and 6 months' duration.
    This may set up the tone and organization's expectations in the mind of the candidate. In case hiring manager is lesser prepared for these questions, she or he should respond to the candidate later.
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  • in reply to Jeny Parsons
    In my view, candidates aspiring for mid-to-senior positions, may ask what support will be provided by the management. Further the candidates can try to find out what are the expected deliverables in next 3 months and 6 months' duration.
    This may set up the tone and organization's expectations in the mind of the candidate. In case hiring manager is lesser prepared for these questions, she or he should respond to the candidate later.
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