What are your strengths and weaknesses? Where do you see yourself in five years? Why should we choose you for this position? Job interviews are peppered with a number of clichés and hackneyed phrases, from which most applicants get their hair on their heads. With horror.
What answer to these questions is the right one? What to answer so that the applicant does not reduce the likelihood of admission to the given job position? That's the question. However, questions that can often be heard in an interview can be even trickier.
Discriminatory questions that should never be raised in an interview
Where do you come from?
Do you smoke?
Do you have a disease?
Are you involved in politics?
Who will be home with the children if they are sick?
According to the Labor Code, employer can only ask questions that are directly related to the conclusion of an employment contract. Therefore, the applicant does not have to answer these questions. In most cases, they don't even respond. He can even defend himself at the State Labor Inspection Office, so it is good to avoid similarly inappropriate questions with an arc. Not only does the employer keep his name in the eyes of the applicant, but also avoids a possible fine, which can go up to CZK 1,000,000 for discrimination and unequal treatment.
How long before you plan to start a family?
Another question of an intimate nature, which is asked mainly to young applicants of reproductive age. She will not be missed both by a graduate and by now childless thirties. However, a woman who already has children can hear it in a similar way: “Are you planning to have more children?”.
This question really rings true. And many women are more than uncomfortable. If the topic is not pleasant for the applicant, she may not answer the question. Questions of this type are inappropriate and discriminatory. At the same time, it spoils the applicant's impression of the company.
Generally speaking, no personal question should be raised in any selection process. Whether it is marital status, race, religion or sexual orientation, these queries should be taboo in the selection process.
How honest are you?
The question is, what is the intention of the interviewer if he utters this question? Which nominee, would he admit to being insincere and who would confirm that he is sincere in all respects? You will not believe a word of an insincere candidate. For a very honest person, you will be afraid of what his communication in the work environment would look like if the person said everything he has to say? Even what he shouldn't say.
This question can damage the existing relationship between the recruiter and the applicant. If you really want to know the answer to this question, a better option is to invite the candidate to tell you about the moment when he had to make a difficult choice. Although, is this question really necessary?
What would your greatest enemy say about you?
The question is, “What are your weaknesses?” in a different coat, only with the challenge of a little more peppery information. Again, the question arises — what is the correct answer? What do HR professionals want to hear? This already betters the old familiar (bothersome) question on a candidate's weaknesses.
How much are you worth for this job?
Sure the job seeker stands when he sent a resume and showed up for an interview. Of course, the personnel specialist wants to test the candidate's argumentative abilities with this question. However, no one wants to hear an overly ignorant or overly enthusiastic response. Or does it? What is the right response or answer to this question? Rather, ask what the applicant expects from the job and what attracts him to it the most.
Interview Questions That Don't Offend, Don't Inspire
What kind of animal would you like to be and why?
What conflict have you dealt with recently and how have you resolved it?
How would you describe yellow to a blind person?
Questions that are more fun for recruiters than for applicants. Some resemble the questions that fall at assessment centers or other non-traditional types of tenders. Recruiters always ask them for a reason, most often to check the applicant's argumentative abilities.
On the other hand, you will often hear questions that do not offend, do not inspire, but still do not know why someone is asking you about them. Is it just a curiosity of the recruiter or is this information really crucial for the job position in question?
Why should we accept you?
Why don't you have Instagram?
What sign are you?
How you conduct the next selection process in the company is purely up to you. In any case, it will be better if you avoid the above phrases after all.
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