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8 Misleading And Really Tough Questions You Could Be Asked In Job Interviews

8 Misleading And Really Tough Questions You Could Be Asked In Job Interviews

Knowing how to deal with tough interview questions properly can put you miles above other candidates. Your body language, voice and content of your answers are all factors that play into you getting hired.

This article will detail some tough and misleading questions that generally confuse potential employees and will help you get an insider view on what employers are looking for in your responses.

Remember in order to ensure your success you need to take the time to properly prepare your responses, practice them and always stay hungry for new information. This article will point you to the right direction for you to be successful in job interviews.

Tell me about yourself.

This is a very misleading question if you don’t approach it properly. Interviewers are looking for a lot more than just some information on what you do in your spare time. When you are asked this question it is important that you align your skills with what the interviewer is looking for. Don’t be afraid to play to their strengths and interests – in fact this is what they are looking for.

Start off by detailing your most recent and strongest accomplishments. Talk about the last position (or a position) that you held and what you made such a great fit for it. Discuss the skills and attributes that helped you and show how these skills will help you in the position that you are applying for. No interviewer really wants to hear about your personal life, instead only focus on the parts about your personality that make you a great employee.

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What can you do for us that someone else can’t?

Here employers are obviously looking for specific things that set you apart from the rest of the candidates. You have every right (and perhaps an obligation) to brag and emphasize your positive attributes.

Focus on your ability to get things done, give concrete examples when you faced deadlines and how you were able to meet them. Draw specific accomplishments from your resume and explain how you were able to achieve them. To wrap up this question talk about how your skills, attributes and record of getting things done makes you the perfect candidate to help advance the team.

What didn’t you like about your last job?

Trick question. While you are being asked what you didn’t like about your last position it is imperative that you do not focus on the negative. The interviewer is looking for signs that you might grow bored easily with the position and checking the strength of your commitment..

When answering this question be sure to preface your answer with a few things that you did enjoy about your previous position. For what you disliked keep it short and to point. Something along the lines of “looking for more responsibility” or “looking to expand my skill set” are answers that show your desire for growth. Make sure any answer you select shows off a positive skill of yours.

Are you a team player?

Everybody says yes to this question so it is important that you set yourself apart using concrete examples. Employers are looking for you to expand on your answer, a true team player will have a plethora of stories that show off skills related to teamwork.

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Center your answers around skills such as being empathetic, solving problems and sharing knowledge. Give concrete examples of a time you’ve had to resolve a conflict or a time you got people to work together.

If you were to win a million dollars what would you do?

When you get asked this question the employer is looking for where your priorities are and the type of person you are outside of work. Focus your answer on staying productive and maintaining your hard working qualities despite the fact you have money.

It is fine for you to say you would take a vacation for a little bit but employers don’t want to know the exact model of the car you would buy or how big your house would be. Stay away from material answers, focus on activities such as volunteering, passion projects and overall still being an active and productive person.

What is the main thing that gets you out of bed each morning?

This is a question to see what type of person you are by finding out what motivates you. Obviously answers like “I was hungry” or “I need money” are not what employers are looking for. Share with them an ambition of yours that you are working towards and how it inspires you to keep moving every morning.

Your ambition should be related to a skill needed for a job and once you have mentioned it you can mention other important parts of your life such as your family and friends. Show that you need little external motivation to perform your best each day.

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What are your weaknesses?

When answering this question be sure to stay away from typical answers. Answers like “I am too organized’ or “I am a perfectionist” are tired and cliched.

Instead focus your answers around improving specific skills of yours. The skills you choose should be related to the position your applying and should show your own desire for personal growth and growth in the work place.

Whatever weakness you choose slowly transform it into a strength with your explanation. Mention one or two things that you are doing to improve this weakness and show how the position you’re applying for will give you an adequate chance at improving on this.

Why do you want to work for us?

When you are asked this question employers are looking for you to show off what you know about them. Prior to any interview you should do research on the company, when you are asked this question you should play to the company’s needs.

Your answer should detail how your research has shown that this is a company that you would like to work for. List some reasons why you personally would like the position and how some of your skills align with what would be required of you. Emphasize that you chose them because you look to grow as an employee and that their environment seems like a place where you would have endless opportunities to improve your skills.

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Ending the interview

Practice these eight questions to get in the proper state of mind for your interview. Keep in mind interviewers may ask questions that seem normal and easy but there is always a hidden motive behind it.

Most importantly keep your ears open while being asked questions and take your time before responding. Do not think you are obligated to respond to every question instantly, giving thoughtful answers ensures that you are giving your best possible answers to the interviewer. Always stay learning to best prepare yourself for success!

Featured photo credit: https://www.flickr.com/photos/george-papaconstantinou/7120970251/ via farm8.staticflickr.com

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Published on December 17, 2018

15 Important Interview Questions to Ask Employees During an Interview

15 Important Interview Questions to Ask Employees During an Interview

The importance of asking great questions cannot be overstated. Great questions help you discover new things, diagnose existing problems, and explore how well solutions are working in your life or business. Whether you work with consultants, executives, or entry-level employees, you cannot skip questions.

Now imagine running a company where sustainability and profitability depends on your ability to determine the brightest minds and skills in the industry in a single conversation:

How do you know they’re the perfect fit for you? How do you assess their communication skills? How do you know they won’t cost your team in the long run?

You know it already; ask great questions!

The concept of asking questions isn’t new but there is a great chance that you’re not taking full advantage of it. A Harvard Business Review article refers to questioning as a powerful tool that unlocks value, fuels innovation and performance improvement.[1] As a hiring manager or recruiter, how to you get this information when you’re meeting a candidate for the first time?

Ask great questions, of course.

Without further ado, here are 15 interview questions to ask employees during an interview:

1. “What are your career goals?”

Another version of this question is “What types of problems do you see yourself solving in the future?”

This question is almost never asked and when it is asked, most questions are geared towards knowing how long the employees intends to stay in the company.

Instead of asking leading questions that would steer employees into declaring undying loyalty for the organization, ask what types of problems they hope to solve in the future.

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This does two things:

  1. It reveals the skills and interest in your employees.
  2. It lets you know what types of candidates you are attracting in the first place.

With this, you’re able to trend this data to improve how you market your job opening. And if employee retention is pertinent to you, you can use this information to improve the job function so that future employees can see their future selves in this role.

2. “Why do you think you’re a great fit?”

It is important to go beneath the surface to ask questions that make the candidates speak about themselves in their own words. However, a surprising benefit of asking this question is that you’re able to determine how well-versed a candidate really is with the company’s challenges and goals, in addition to their personal attributes.

Instead of listing off accomplishments, an exceptional employee is able to help you see how these previous accomplishment can translate into helping your organization solve its current business problems.

3. “What do you hope to learn from this role?”

The answers to this question can reveal if there is a job-skill match and if a linear career progression is expected.

As you listen carefully and mind these answers from candidates, you begin to see trends in responses that help you refine how you develop roles, responsibilities, how employees see themselves, and what they want their career to look like.

4. “How do you deal with conflict between colleagues?”

Almost every breakdown in relationship is caused by miscommunication or lack of effective interpersonal skills. But a solid indicator of how well a person communicates is how they manage interpersonal conflict.

Conflict management skills is no longer something required only for corporations who wish to settle million-dollar lawsuits. It’s an essential skill that every worker ought to possess and can make or break an organization.

Tip: Ask for a time when they didn’t get along with a co-worker and how they resolved the conflict.

5. “How did you learn about this position?”

Asking how they learned about the position reveals how the brand is perceived by the outside world. This way, you know if your current employees is your biggest source of referrals for qualified applicants.

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This also lets you know how effective your current staffing processes are and which channels are worth the effort.

6. “Why are you interested in this position?”

Again, another seemingly basic question. But when you field applications from candidates who are transferring their skills from a different department or industry, you want to know why the change was made.

What led to the aha moment? What was the internal struggle like for them? What stands out to them about this particular position? Very important.

7. “What excites you the MOST about this position?”

After establishing how passionate they are about this position, it’s not unusual that you would want to know what tasks and responsibilities excite them most. With this knowledge, not only are you aware of their sense of ownership, you help nurture these skills by encouraging and facilitating the discovery of hidden potential in your employees.

For example, a hospital nurse might detest inserting intravenous catheters in patients but jump at the task of motivating colleagues and initiating stress-reduction activities on hospital units. An office employee might cringe at the thought of public speaking but excel at creating world-class presentations.

While you can’t exempt your employee from every task in the role because they favor one thing over another, you are more aware of how rich your existing talent pool is in your organization and can utilize your talents effectively.

8. “What do you consider your weakness?”

Why should you ask a candidate what his or her weakness is when all you want is someone perfect?

Admitting a weakness shouldn’t automatically disqualify a candidate. Rather, it reveals to you how self-aware the candidate is.

Self-awareness is essential to personal and professional development, and this is sometimes a precursor to how self-directed a person is regarding their career goals.

There are arguments about the need to abolish the weakness question from interviews because it reduces candidates’ accomplishments. I disagree.

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Asking employees about weaknesses lets you understand your employees better so you can not only create a work environment that is smart, you’re able to design professional development programs that can strengthen these weaknesses.

9. “What will you find challenging about this position?”

Maybe you don’t want to ask the ”weakness question.” Maybe you’re more concerned about the capacity to perform in the current job rather than their job history.

Still, you want to know if you have a creative problem solver and how they feel about potential problems when they arise. You also want to anticipate how your employees will adjust to their roles once they are successfully hired. Self-awareness about one’s ability and limits can be observed by asking this question during an interview.

Note: This question should never be asked with a malicious intent. Exceptional employees come with flaws and this should be expected. They key is knowing whether the successful candidate is willing to be a problem solver.

10. “What additional support will you need during your transition?”

This is a very important question during the interview question because not only is the labor market diverse, the response to this question can be used to develop the orientation process and additional training materials.

As a mentor to newer nurses, this is a question I repeat more than 50 percent of the time during the orientation period. The responses I get provide me with insights into what employees really consider as constraints so that I can make their transition as smooth as possible.

11. “What qualities do you desire in a leader or manager?”

Not everyone desires a manager who provides direction while giving you free rein to make your job your own. At the same time, some employees might prefer a manager who is detail-oriented and provides all the answers.

Knowing this before a candidate is hired can prevent conflict arising from differences in communication or management styles.

12. “What do you do if you don’t agree with your manager’s decisions?”

Conflict not only happens between employees. According to a study of conflict in the Canadian workforce,[2] about 81 percent of people leave the organization as a result of conflict.

The purpose of this question is to determine how adaptable an employee is to different communication styles, what they consider deal breakers, and how they model desired behavior when conflict arises.

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The responses to this question allows you to manage expectations and an indication for leaders to continuously work on their communication and conflict management skills.

13. “What would make this company an amazing place to work?”

Maybe you can’t provide free lunches or paid hours of free time at work like bigger companies. But answers to this question can reveal a lot about what employees think is crucial to well-being.

In a study of nearly 17,000 employees,[3] it was noted that an increase in stress level is directly correlated to workplace injury. While this interview won’t eradicate organizational constraints or stressors, feedback from candidates and employees on what makes a company a great place to work is the perfect place to start.

14. “What other questions do you have for me?”

Although this is a conversation to determine the best fit for your team, company, or organization, the interview goes both ways. Yes, you are also being scrutinized by your interviewee.

The purpose of this question is to create space to answer the candidate’s questions about your organization. You also get to provide insight on processes, expectations, team culture, and information that isn’t readily available on the company website.

15. “Tell me about yourself”

If everything else seems too much, lead with this timeless question. You simply cannot go wrong here.

Sometimes, the best answers come from open-ended queries. This is your best chance to know the candidate’s history, career accomplishments, and get a feel for their career goals all at the same time.

It is less intrusive and leading with this question makes it easier to approach other questions––depending on how sensitive the position is.

The Bottom Line

Conversation is a two-way street. Good questions can give you great insights into the value an employee can bring to your company. But there is an art and science to asking questions.

While you won’t become an expert right off the bat, these questions provide a good foundation to start from if you want to attract and retain top talent in your organization.

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Featured photo credit: Drew Beamer via unsplash.com

Reference

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