In the world of recruitment, it’s important to constantly adapt and improve our strategies to find the best candidates. One area where change is long overdue is in the interview process. Let’s shake things up and retire three common questions that no longer provide the insights we need. These questions not only lead to irrelevant answers but also cause unnecessary stress for candidates. It’s time to find alternative questions that delve deeper into the skills, motivations, and aspirations of potential hires.
Common Question 1: “Where do you see yourself in 5 years?”
One of the most common yet flawed questions is, “Where do you see yourself in 5 years?” While on the surface, it may seem like a reasonable inquiry, this question can take the interview anywhere, including places that aren’t necessarily related to the job’s relevant skills. Moreover, the question is stressful for many candidates who struggle to plan their career trajectory so far in advance.
Common Question 2: “Why do you want to work for our company?”
Another frequently asked question is “Why do you want to work for our company?” This question assumes that candidates have a specific aspiration to work exclusively for your organization. However, in reality, most candidates have a more nuanced approach to their career choices. All you’ll learn from this question is whether the candidates researched your company in advance, but nothing about their true motivation.
Alternative Question 1: “For what other positions are you applying?”
To truly understand a candidate’s motivation, we can ask a more insightful question such as “What other positions are you applying for?” This question allows candidates to reveal their broader career goals and the types of positions they envision for themselves. It provides valuable insights into their aspirations and the direction they desire for their career.
Alternative Question 2: “Which components of your current or previous job did you like and dislike?”
Another alternative question that sheds light on a candidate’s motivations and priorities is, “Which components of your current or previous job did you like and dislike?” By asking this question, hiring managers can gain a deeper understanding of the key components of the role that resonate with the candidate, as well as aspects they wish to avoid. This enables a more nuanced assessment of the candidate’s alignment with the job and the organization.
Considering the rapidly changing landscape of work, it’s challenging to predict where one will be in 5 years. These traditional interview questions no longer provide adequate insight and often cause unnecessary stress for candidates. Instead, let’s focus on job-relevant inquiries that reveal skills, motivations, and aspirations. By retiring common questions that have lost their effectiveness, we can improve the interview process, find better-suited candidates, and ultimately build stronger, more successful teams. It’s time to shake things up and embrace a more insightful approach to hiring.