What to ask in an interview

To some, the biggest challenge is getting the interview. Great, you got it! Now what? How do you prepare? What questions matter and which ones really don’t? Anyone that has ever applied for a job has been asked a multitude of questions. Most of the questions carry a legitimate purpose, but some of them are simply there to “ween you out” and a waste of both the interviewers time and the candidates.

I am not saying this is not fair, but, there are some great candidates out there who get looked over because they couldn’t answer the “psychological question” correctly. These are questions like “Tell me about a time”, “If this happened how would you”, “Are you a team player?” <{–This question is used wrong by at least 80% of professionals as they never follow up with the right one after. IE. “Please give me an example.”

Some of the best ones:

“Why do people climb mountains?” I thought of this one in 2011 and started using it almost exclusively. Why? The answer is simple. The answer from this question will tell you almost anything you need to know about the candidate. For example: One candidate might say: “To get to the top.” Ok? but what about the other reasons? My opinion: next candidate. Then you get answers like this: “To prove to themselves they could do it and to see what is on the other side. For the challenge, the adventure, and the thrill. To prove nothing is impossible.” These are the people I enjoyed talking to as it showed instantly they are open-minded and driven versus not taking the answer seriously. These people also think outside the box and are not afraid of change or new challenges. I challenge anyone reading this to try it in your next interview.

“Tell me why you love your current job.” This question brings out the best in their current job and why they enjoy it. It also give you a look into how they think. IE: “It is never the same thing twice, always changing.” Perfect, now I know you are a person who does not enjoy redundant/routine work. You would rather be constantly challenged as perhaps you are bored easy.

“What are some of the biggest obstacles in your current role?” Speaking to management, understanding all of the processes, getting funding for tools or projects, etc. What frustrates them that your organization holds?

“Why should I hire you?” You would be amazed at the answers you get. The answer to this question really does tell you exactly why you should or should not.

“Where do you see yourself in 5 years?” A good question indeed, especially for a growing organization. After all, the world needs people who want to grow. Not necessarily into leadership or management, but in their current role grow to be the best.

“What kind of salary are you expecting?” A very important question: you can get a real feel for people if they are money or value driven. However, there are some people out there with extensive experience in that field who only want to be compensated fairly. After all, most candidates have done the research and have found out via the Bureau of Labor Statistics what is appropriate for that field and experience.

“If you had a problem with your current boss, how would you handle it?” Is this person a professional or not? How do they handle conflict?

Any question related to the position, especially those of technical nature. This is extremely important.

“Are you willing to relocate?” An interviewer needs to know should the business model change, will the candidate come along for the ride.

Pointless Questions:

“What do you like least about your job?” A pointless question as they are obviously looking for your weak spot. Focus on the Positives, not the negatives. Bring out people’s strengths, always. Not the weaknesses. Besides, most people are afraid to tell you the real reason. It could be their boss or that their goals do not align with their current organization.

“What do you think about your current boss?” More times than not you will get lied to anyway.

“How much do you currently make?” You can be asked this question, but, most employers make you sign a non-disclosure. Candidates should always answer “I am not allowed to say due to my non-disclosure agreement with this employer and my last one.” Question over.

“How do you handle conflict?” Too broad, focus deeper and ask a more relevant question.

For the candidate to ask the interviewer:

• Have you ever been asked question where you thought “What is the point of that?” There are plenty of these questions and the best way to handle them: “Can you please clarify for me how this question pertains to the job I am interviewing for?”
• “What are the opportunities to help me grow as a professional?” After all, you do not want to be stuck in a dead-end career right?

The interview is for both the company and the candidate. Therefore, it is critical that the company ask the right questions, and the candidate as well. It is unfortunate when the company ends up hiring the wrong individual or the person ends up in a job they do not like. However, even the best Managers and Human Resource Professionals hire bad candidates at times. It is because we are human and we all make mistakes. As Thomas Edison said “If you want to be successful, make mistakes.” I would add “but never make the same one twice.”

Many people will agree with this post, many will disagree. Take this post with a grain of salt and make your own decisions accordingly. After all, I am not a know-it-all and am only trying to save face for both companies and candidates alike. Companies need to ask deeper questions to avoid bad candidates and candidates need to be tougher to avoid career mistakes.

Published in collaboration with LinkedIn

Author: Stephan Tjaden is a Power Generation Professional and Leader.

Image: An unemployed man answers questions during a simulated job interview which is recorded to help him get feedback, Brussels July 2, 2013. REUTERS.