{"id":3633,"date":"2016-04-29T15:01:54","date_gmt":"2016-04-29T20:01:54","guid":{"rendered":"http:\/\/kbicblog.com\/blog\/pharmacy\/?p=3633"},"modified":"2022-05-03T15:55:07","modified_gmt":"2022-05-03T20:55:07","slug":"4-interview-questions-you-should-stop-asking-and-the-ones-you-should-ask-instead","status":"publish","type":"post","link":"https:\/\/kbicblog.com\/pharmacy\/client-employer-resources\/4-interview-questions-you-should-stop-asking-and-the-ones-you-should-ask-instead\/","title":{"rendered":"4 Interview Questions You Should Stop Asking (and the Ones You Should Ask Instead)"},"content":{"rendered":"

4 Interview Questions You Should Stop Asking (and the Ones You Should Ask Instead)<\/h2>\n

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By Ritika Puri<\/a><\/strong><\/p>\n

Dallas, TX\u00a0| Posted April 27<\/strong><\/p>\n

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When it comes to interviewing, many recruiters and hiring managers stick to the tested, tried, and true questions. You know what they are: \u201cwhat\u2019s your proudest accomplishment?\u201d and \u201cwhat\u2019s your biggest weakness?\u201d are just a few.<\/p>\n

The problem is, over time these questions have become old news with candidates and they\u2019ve started preparing their answers well in advance. And when you\u2019re deciding if you want a person to join your team, you don\u2019t want to be evaluating them based on staged responses: you want to hear genuine, human, and authentic answers to your questions.<\/p>\n

So, which are the interview questions you should shelve? We asked 5 recruiters to nominate the questions that they feel are most useless. Here\u2019s what they shared (bonus: they recommended some pointers for what to ask instead).<\/p>\n

Don\u2019t ask this: How would you tackle hypothetical scenario [X]?<\/h3>\n

What to ask instead: Tell me about an experience in which you achieved [X].<\/h3>\n

Nominated by: <\/b>Charlie Ginzburg<\/a>, Senior Recruitment Team Manager at\u00a0Huxley Banking & Financial Services<\/i><\/p>\n

Ever been to an interview where the hiring manager asked you to assess a hypothetical market or developing business line? While these questions may be helpful for illuminating thought process, they might be overlooking the candidate\u2019s ability to execute.<\/p>\n

\u201cIf the person happened to not come from an environment where they would do things the way your company does, they may get this question wrong. But is that really what you care about,\u201d says Ginzberg. \u201cInterviews should be about learning if someone meets the competencies and values of your firm. Hard work, respect, rapport building. If they have this, teaching them your internal business development strategy is easy.\u201d<\/p>\n

Ginzberg further elaborates that recruiters should give all interview questions, even any that might seem hypothetical, an experience-based twist.<\/p>\n

\u201cAsk questions that focus more on what a person has done vs. what they would do,\u201d says Ginzberg. \u201cThen you can dig into the specific scenario for details. Try to look out for connections back to your business, and build a mental map between the candidate\u2019s experiences and role for which you are hiring.\u201d<\/p>\n

The bottom line is to play a more active role in guiding the conversation and building the connection back to your business. Replace hypotheticals with more relatable experiences.<\/p>\n

Don\u2019t ask this: What\u2019s your biggest strength and greatest weakness?<\/h3>\n

What to ask instead: Can you walk me through your most significant career achievement?<\/h3>\n

Nominated by: <\/b>Erin Engstrom<\/a>, Content Marketing Strategist at Recruiterbox<\/i><\/p>\n

\u201cEveryone is prepared for these questions and has a stock answer,\u201d says Engstrom. \u201cCommon responses to \u2018What\u2019s your biggest weakness?\u2019 are \u2018I\u2019m a workaholic or I\u2019m a perfectionist.\u2019 Come ON. Candidates inevitably come up with a response that amounts to too much of a good thing.\u201d<\/p>\n

The key, says Engstrom, is to see what a candidate\u2019s strengths look like in action instead. How are interviewees learning from their mistakes and enabling their best strengths?<\/p>\n

\u201cAsk a candidate to walk you through a significant career achievement. Ask him or her to tell you about a time they came up short and what they learned throughout the experience. These answers require more reflective, in-depth responses that will give hiring managers more insight.\u201d<\/p>\n

The key to getting this question right is authenticity. Give candidates enough space to be transparent and open. Build trust, and make it clear that vulnerability is a welcome part of the interview experience.<\/p>\n

Don\u2019t ask this: Can you walk me through your resume?<\/h3>\n

What to ask instead: Can you tell me about interesting point in time [x] in your career?<\/h3>\n

Nominated by: <\/b>Paul Dionne<\/a>, Business Development at MEIRxRS<\/i><\/p>\n

At first glance, you may perceive this innocent question as a great way to get a conversation started and break the ice. But you might be raising some unexpected red flags, too.<\/p>\n

\u201cIt demonstrates you don\u2019t take time to prepare for your meetings,\u201d says Dionne. \u201cA good\u00a0candidate prepped for hours for an interview with your company \u2013 reviewing your website, looking your team up on LinkedIn and making a list of intelligent questions. Meanwhile, you probably printed the resume 5 minutes before the interview and are going to ask the same 5 questions you ask every candidate. Instead you should ask questions that separate candidates who prepared from those that didn\u2019t.\u201d<\/p>\n

Even worse, according to Dionne, the question punishes those who have more experience.<\/p>\n

\u201cAttention spans are shorter and shorter and there are fewer ways to bore everyone else in the room then make a candidate talk about what they\u2019ve done for the past 20 years.\u201d<\/p>\n

If you\u2019re looking for a quick way to break the ice with the candidate you\u2019re interviewing, aim to ask a thoughtful question. The simplest way to achieve this goal? Focus on an aspect of the candidate\u2019s resume. Ask for specifics and stories rather than an overview.<\/p>\n

Don\u2019t ask this: Where do you see yourself in 10 years?<\/h3>\n

What to ask instead: What professional milestones are you hoping to achieve at our company?<\/h3>\n

Nominated by: <\/b>Bill Fish<\/a>, President at ReputationManagement.com<\/p>\n

This question, for candidates, is a catch 22: it\u2019s impossible to come up with the \u2018right\u2019 answer.<\/p>\n

\u201cPeople are changing jobs more than ever,\u201d says Fish. \u201cTechnology is evolving on a monthly basis. Some of the biggest corporations in the world were barely on the map ten years ago. I\u2019m not even sure what would be the perfect answer. \u2018I plan on staying in this same role and growing old with this company.\u2019 That looks like you have no aspirations.\u201d<\/p>\n

For a truly authentic answer, interviewers should focus on the position at hand and whether the candidate will enjoy it.<\/p>\n

\u201cNot to mention, you are interviewing someone for a job today, not for ten years from now,\u201d says Fish.<\/p>\n

Caveat: If you want to get a sense of your candidate\u2019s career aspirations, ask about his or her high-level professional goals. This subtle shift in perspective will tell you how a high-achieving candidate perceives a \u2018tour of duty\u2019 with your company. Figure out how you can support your candidates and understand their motivations.<\/p>\n

Don\u2019t be afraid to catch your candidates off-guard<\/h3>\n

Give a new twist to established questions to help candidates think on their feet and speak authentically. Create a safe space that allows for laughter, vulnerability, and true human bonds. The teammates you hire today will be your business partners and supporters. Don\u2019t resort to scripted questions and answers for your first conversations.<\/p>\n

Written by\u00a0Ritika Puri<\/a><\/em><\/div>\n

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4 Interview Questions You Should Stop Asking (and the Ones You Should Ask Instead)               By Ritika Puri Dallas, TX\u00a0| Posted April 27   When it comes to interviewing, many recruiters and hiring managers stick to the tested, tried, and true questions. You know …<\/p>\n","protected":false},"author":26,"featured_media":3634,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"ngg_post_thumbnail":0,"footnotes":""},"categories":[71,219],"tags":[72,73,75,78,77,74,9,8,6,25,7,17,16,76],"class_list":["post-3633","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-client-employer-resources","category-hiring","tag-4-interview-questions-you-should-stop-asking-and-the-ones-you-should-ask-instead","tag-client-resources","tag-hiring-managers","tag-interview-questions","tag-interview-tips","tag-interviewing","tag-kayebassman","tag-kayebassman-international-corp","tag-pharmacy","tag-pharmacy-news","tag-pharmacy-recruiting-practice","tag-pharmacy-team","tag-recruiting","tag-tips","column","threecol","has-thumbnail"],"yoast_head":"\nPharmacy Recruiting<\/title>\n<meta name=\"description\" content=\"4 Interview Questions You Should Stop Asking (and the Ones You Should Ask Instead). 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