General Forums >> Whine and Cheese >> I Hate Giving Interviews!!!
I Hate Giving Interviews!!!
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Posted 4 months ago I know it is part of the job but seeing candidate after candidate after candidate with the same answer to "Do you have any faults?" "Oh well I am a perfectionist" drives me nutso sometimes! |
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| Posted 4 months ago I used to not like giving interviews, but now I like it. I feel like I have a good set list of questions I ask that can weed out the good candidates from the bad. |
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| Posted 4 months ago I like them too...I actually like that answer because it shows people are intelligent. I think my favorite question is...."why this company???" Usually it trips people up if they aren't prepared. |
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| Posted 4 months ago Peace: A change in questions or change in phrasing of the interview questions might do the trick. Instead of "do you have any faults?", rephrase it to "Give me an example of a mistake you have made on the job.". If the candidate cannot provide an example, move on to the next question. Questions that begin with "do you..." tend to be close-ended, generating "no, I do not.." or "yes, I do..." type of answers. Questions that elicit description of work examples (behavioural) would allow you to gather more information out of that candidate. And on days I get really tired, we are humans, just take a break, and avoid scheduling too many interviews in one day. Good luck! LiChing Ooi
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| Posted 4 months ago Thats a great point. I think to when you ask the question in the context, "whats an example of a mistake you've made", it give people permission to admit faults since it assumes its a normal part of working to make mistakes. It puts people at ease to not have to put up a front that they are perfect. |
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| Posted 4 months ago I would also ask either / or questions. Are you more detail oriented or big picture? etc. I think it helps you get information and is less anxiety provoking than discussing mistakes. |
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| Posted 2 months ago I hate when the candidate just keeps yapping and yapping and yapping. It's like, c'mon...don't you realize that we are supposed to be having a conversation, or do you really feel that rambling for 8 minutes straight!The best candidates are the ones that know how to listen and come prepared to answer any curveballs you throw at them about the company. I guess I enjoy interviewing with solid candidates, and can't stand doing it with bad ones, but the problem is lately I've seen many more bad ones than good ones.... |
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| Posted 29 days ago I hate interviewing candidates with poor interviewing skills. But it can be fun! Always ask open ended and situational questions and avoid the yes / no, closed end questions. Don't give them choices for answers like the either/or scenario. Have them describe their own choices and elaborate. Interviewing should be 10% talking on the part of the interviewer and 90% talking on the part of the interviewee. If the interviewee starts to ramble or get off point or misunderstood the question tell them they are off point, rambling, and/or misunderstood the question. Treat them like you would if she/he was your employee and put them in a situationally stressful point. That'll get things on track or get them to shut up and realize the interview is over and they blew it. Cut a bad interviewee off and end the interview when you believe you have enough information to make a fair, balanced, and legally defensible decision. After all, who is in charge? Just because you scheduled an hour and a half for an interview it doesn't mean you can't cut it off after 10 minutes or so. Todd |
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| Posted 25 days ago I also believe that the interviewer is in charge. Remember it is a conversation. I enjoy asking for clarification or expansion on an answer that doesn't quite give me enough information about the candidate. I have interviewed alone and in a group. In a group we make a plan ahead to split the questions up. If the candidate drifts off on a tangent, you can bring them back around by jumping in when they take a breath. I have found that my normal interview partner has a way of letting me know when they have heard enough by jumping to the last question on their portion, then turns to me to asks if I have any questions. If I do, I ask, but if I don't I jump down to the question whether they have any questions for us. The interview is pretty much over at that point. I recently had an interviewee that we just couldn't get back on track. In fact, we ended the interview three times before we actually got them out of the conference room. There will always be that exception to every guide. |
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| Posted 22 days ago If it doesn't feel right end it. I have finished early - so to speak - with people. Why waste your time or theirs? I know you have to find candidates - change up the questions some, have some fun, but seriously if it isn't right, you are frustrating yourself more. You deserve better! |