A block of very useful questions, despite their unexpectedness. It reveals a person's character and values well. Let's look at some examples:
How would you explain the benefits of social media to someone on a desert island?
What is the most difficult problem you have ever had to solve?
How would you describe this job to a young child?
Who would you cast as the lead in a movie about your life?
If your life were music, what piece would it be?
If you were offered to lead one of the world powers, which one would you choose?
In which literary british student data package character do you recognize yourself?
What is the main quality that people don't understand about you?
If you could turn into a car, which one would you choose?
If you had a one-trip time machine, which era would you choose?
Of course, such a questionnaire gives an idea of the personality, attitude to people, level of creativity. However, the HR manager who asks such questions risks appearing strange, unprofessional, and frivolous. Therefore, resorting to such questions in most cases is inappropriate.
At the very least, ask just one question from this series. If you continue, you will probably lose the candidate.
Download a useful document on the topic:
Checklist: How to Achieve Your Goals in Negotiations with Clients
Common Mistakes in Using Interview Questions
How can a human resources representative fail an interview and show unprofessionalism? Here are typical mistakes:
Desire to suggest answers
The candidate is obliged to independently think over and express his opinion.
Use closed questions
The risk of not receiving feedback, not collecting the necessary information. Inexperienced HR professionals fall into this trap because they are afraid that they will not be able to cope with an in-depth dialogue.
Avoid awkward questions
Sometimes, having found a candidate's weak spot, a specialist tries to avoid the problem so that the person does not feel awkward. However, by omitting uncomfortable questions, the recruiter deprives himself of valuable information.
Mistakes in interview questions
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For example, when a candidate says that he was laid off due to a change in management, the HR manager should clarify: does the new management not need good specialists? What is the real reason for the layoff?
Visible negative reaction to candidate's answers
You can often read from the face of an HR specialist, even an experienced one, that he does not like the candidate. In fact, this can harm not only the applicant, but also the company.