Cult Classics
The following traditional interview questions received multiple mentions – in one form or another. Clearly, these oldie-but-goodies still do the trick for many of you:

1. Why do you want to work here? “I’m constantly amazed at how many applicants don’t know anything about the company they have applied to.”
2. Tell me about a disagreement you had with a colleague or a supervisor and how it was resolved. “The candidate’s response will demonstrate their honesty, problem solving ability, ability to work with others, and ability to handle conflict.”
3. If you could design your perfect job, what would it look like? “I want to know what motivates and excites people.”
4. If I asked a previous employer what you could improve upon, what would they tell me? “I hate the question, ‘What are your weaknesses?’  I’ve tweaked it to ask [this question instead]. It’s easier to step outside of your ‘perfection’ and think, ‘What do others perceive as a weakness?’” 
5. If you were me, why should I hire you for this position? “If the applicant can’t provide a positive comment about themselves it’s hard to believe they can be a team player.”
6. What is the best interviewing question you’ve ever been asked? “It’s a great variation on the tried and true ‘tell me about yourself’ – but with an unexpected twist.” (Editor’s note: check out even more variations on “tried and true” interview questions here.)

Power of Three
Three is a magic number for hiring managers, apparently. Here are just a few of the many responses where the number appeared.

1. If you were hiring for this position what would be the three key things you would be looking for in this person? Tell us why. “I have received some very revealing answers.”
2. Can you please share at least three of your pet peeves? “Typically provides a hint of what one might expect as far as temperament.”
3. Tell me three things you really liked about your previous job and three things that you would have changed to make it a better place to work? “I’m looking to see if there is a match in what they like and what they are looking for.”
4. What in your mind are the top three characteristics required for success in any career? “This question gives me an opportunity to learn more about the person I’m interviewing.”
5. Describe the three professional accomplishments you are most proud of and why. “I can start to recognize patterns in how they work, think, communicate with others, and what they are motivated by.”
6. What are the last three books you read? “People who read learn faster, contribute more ideas and make better employees!”

Surprise Contenders
Questions that “throw the candidate off guard,” make them “think on their feet,” or that they “never expect” were very popular. Take a look-see at some of the most, um, unique.

1. Can you milk a goat? Why or why not? “This is a way to get to know the candidate by discussing a “funny” challenge.”
2. If you were a cartoon character, who would you be and why? “More than likely, the candidate has not ’prepared’ for this question to be asked. Their answer should give you some insight as to their overall personality.”
3. If I asked you to paint a 10 x 10 room with squares 1″ by 1″ how would you begin? “This question will allow you to see how the applicant would approach a project, whether they are more executive level, management level or staff level thinkers.”
4. If you were a cucumber in a salad, and someone was about to eat you, what would you do? “This question catches people off guard and they let some of their personality show, and it lets you know something about their work ethic.”
5. Tell me three things you can do with a paper clip besides hold papers together. “Their reaction to this question often gives a good glimpse of their overall personality and not just their approach to rehearsed questions.”
6. If you were a performer in a circus, what would your role be and why? “It can throw the candidate off a bit, and you can read their reaction to something they didn’t expect. If they are able to go with the flow and answer, it shows adaptability and confidence.”

What are your favorites – or least favorites – from these lists? Any that you think we overlooked?

In the end, however, everyone came away a winner: Out of over 600 entries, we compiled for you a comprehensive list of the best of the best interview questions that readers swear by - from the old standbys, to some new classics, to the downright bizarre - in a two-part series. 

This first part of this series features the top 10 interview questions that stood out for us here on THS as both original and purposeful, followed by submitters’ comments.

1. What does a company owe its employees? “The interviewer learns more about what true expectations a candidate has for a company.”
2. What Web sites do you visit on a regular basis? “The answer to this question tells me if the applicant is aware of industry-related websites and keeps up with industry trends and news and is therefore more qualified for the position.”
3. If you were to be hired, what do you think would be a reason you may not stay in this position or with the company? “The answers to this question may really surprise you. I.e. ‘I’d leave for more money,’ or ‘If I didn’t like my co-worker,’ or ‘we’re trying to move back to my hometown.’ Red flags for sure.”
4. What risks did you take in your last position? “I like this question because it lets me know what I can expect from a candidate. Are they willing to step outside the box?”
5.  If an employee went about a task in a way which clearly contradicted your instruction, yet was highly successful. How would you handle it? “When hiring for a management position I like to ask a candidate [this question]. You can gauge a lot about their management style by how they handle the situation and what they focus on in this scenario.”
6. Tell me what your ‘ideal’ work day/week would consist of. “I want the candidate to convey what’s important in terms of applied work time; processing time; down time, if any.”
7. Things don’t always go the way we’d like; sometimes we cannot deliver on a promised deadline. What is the best way to deliver a negative message to your customer? “This can give you insight to how the candidate thinks, and their honesty and integrity.”
8. Tell me when you used your sense of humor to diffuse a situation. “Most large corporations and many small ones feel that a sense of humor is not needed and it is not encouraged. We firmly believe that a happy employee is a productive one.”
9. What was the most useful criticism you ever received, and who was it from? “You learn what kind of feedback the person is receiving so you can determine their performance. It gives you insight into their weaknesses that others view as well.”
10. What sorts of trends do you think affect our business?  “Good to see if they understand business influences and if they’ve spent time trying to learn about our industry.”

Stay tuned for Part II: The Best of the Rest…

Being overly skittish, however, does you a disservice – potentially letting otherwise good candidates slip through the cracks.  Consider the following ‘traditional’ warning signals, which may turn out to be false alarms:

1. They don’t have a lot of experience related to the specific job.  One of the few upsides to this recession is that the mass layoffs have encouraged some workers to pursue careers in industries for which they may have a particular passion for and knowledge of, but which they previously didn’t have the time to do. Just because a candidate doesn’t have experience in a particular role doesn’t mean that he or she doesn’t have transferrable skills that make him or her uniquely valuable to the company.
2. They have too much experience. You’re well within reason to be suspicious when someone seems overqualified for a position for which he or she is applying; however, this doesn’t necessarily mean you should write them off. As stated before, a lot of people are taking this time to reassess their career choices and genuinely want to try something different. And those with a wealth of knowledge and experience in one area can transfer their skills into a significant competitive advantage for employers, according to Rosemary Haefner, Vice President of Human Resources at CareerBuilder.
3. They can’t name a weakness.  Ah, the old Catch-22 question, “What is your greatest weakness?” which puts candidates in the unfortunate damned-if–you-do-damned-if-you-don’t-position… If you ask this question, you’re almost guaranteed to get a canned answer like “I’m a perfectionist,” or the equally-as-frustrating “I really can’t think of any.”  Take a cue from AskAManager and phrase the question this way: “What kind of feedback have you received from managers, both in terms of what they say you excel at and things you’ve been encouraged to do differently?”
4. They don’t know where they ‘see’ themselves in five years. Yet another cliché interview question that usually only generates responses that candidates think interviewers want to hear, rather than what they really think (if they even know).  A better question to ask: “What is the first thing you want to accomplish with this position?”
5. They show up late. Okay, yes, I know there’s the school of thinking that tardiness is never okay, barring a natural disaster…but sometimes, stuff happens – even on the mornings when there’s a superimportantjobinterviewthatyoureallywantandareperfectfor.  And in this case, tardiness may be less indicative of a candidate’s work ethic than how that person handles the situation. Was the candidate more than 10 minutes late? Did he/she call to warn you and give a legitimate reason for the delay? Was the candidate sincerely (but not overly) apologetic?

Not that you should ignore these things (and sometimes it is best just to walk away altogether), but they don’t necessarily have to be deal breakers.  If you’re already taking time out of your day to interview, isn’t it worth a little extra time to dig a little deeper? After all, if you called the candidate in, there must have been a good reason in the first place…

What do you think? Ever had an experience with a candidate who gave a bad first impression…and later redeemed him or herself?

As the economy stabilizes, you will likely need to increase headcount. To help ensure you find the best employees for your upcoming business needs, The Hiring Site is putting together a comprehensive list of great interview questions to ask.  And we want your input…

How to enter:

Simply tell us your favorite interview question to ask (or the best interview question you’ve ever heard someone else ask) – and why you like it – in the comments section below, and you’ll be entered to win a brand new flip video camera.

Contest details:
Entries will be accepted from 12 a.m. CST on Monday, October 5, 2009 until 11:59 p.m. CST on Friday, October 9, 2009.  Each account may only submit one answer for consideration; subsequent entries will not be considered. Spam responses will not be considered. The winner will be picked at random and notified via e-mail the week of October 12, 2009. Please read the full list of official contest rules and regulations.

Companies expect candidates to continuously advance their skills, be cognizant of industry news, and surpass expectations. It should come as no surprise, then, that candidates expect the same of the companies with which they’re interviewing. When is the last time you thought about the questions you ask candidates in an interview? Or changed them to stay current or reflect the changing attitudes and needs of the job seekers in today’s market? We’ve rounded up some of the most cliché interview questions, courtesy of the experts: job seekers themselves. Underneath each cliché, we’ve added a new twist on the old standard.

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1. Cliché: Tell me about yourself.

Why it’s weak: With a question this vague, you’re opening yourself up to some potentially uncomfortable answers. And really, this question only serves to make job prospects squirm. Yes, you might hear something of value, but more than not, you’re going to get a rundown of a resume you can read yourself, or a blank stare and uncomfortable pause before a candidate blurts out, “Where should I start?” Why not just get to the point? What do you want to know, anyway? Ask.

New Twist: Think about what you want candidates to tell you about themselves.  Their volunteering habits? “You mention your affiliation with Habitat for Humanity. Can you tell me more about that experience?” The project written about in their cover letter that generated $500,000 in revenue? “What was one critical component in the creation of ABC project that  you had responsibility in bringing to fruition?” A candidate’s desire to switch from law to health care? “Can you describe the moment or point in time when you knew you wanted to become a hospital administrator?”

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2. Cliché: What is your biggest strength/weakness?

Why it’s weak: This question begs for fabrication. Often, candidates — and people in general — answer questions about themselves as they’d like to see themselves — not as they are (even if they don’t realize they’re doing it). Sally may say “I have superior attention to detail,” but her real strength may be more specifically attention to detail  in her ability to coordinate team strategy for marketing campaigns — or she may not even be aware of her flair for public speaking. Alternately, asking for a candidate’s biggest strength will likely result in an answer that’s twisted to make it appear as a strength, which doesn’t necessarily help you. Does “I’m a perfectionist” or “I’m sometimes too ambitious for my own good” ring a bell?

New Twist: Ask for a candidate’s strength/weakness, but also ask, “Can you give me an example of a situation in which you’ve displayed this strength/weakness? Biggest strength: How did it help you with this project? / Biggest weakness: What did you learn from this?

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3. Cliché: How would your last boss describe you in five words?

Why it’s weak: Any candidate worth his or her salt is probably not going to pick words like “lazy,” “unmotivated,” or “disappointing,” right? Think Facebook or online dating profile — when someone asks you to describe yourself, or to describe how others see you, the results are likely to be overwhelming positive — and inflated. Why waste a question? Ask a question that will give you a more genuine answer.

New Twist: This is a great question to ask a candidate’s references — you’ll be getting the essence of someone’s personality or work habits from an outside perspective. Alternately, ask a candidate a question that gives him or her opportunity to display growth. “If I asked you to describe yourself going into your last job, what would you say? How would that description be different now?”

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4. Cliché: Describe a situation in which you have overcome a challenge or seen a project to its conclusion.

Why it’s weak: This question gets the internal eye roll from prospective employees.  Again, it’s vague. You ask candidates to be specific in the achievements they describe on their resume, so why don’t you be more specific as well?

New Twist: What piqued your interest from the accomplishments listed on the candidate’s resume? Try rephrasing this question with “What are you most proud of from the X campaign, and why?” You could follow up with a question like, “What would you do differently next time to make the campaign more successful?” or “How did this success spark ideas for your next project?” This frames the question in a more positive light, and enables the candidate to talk in-depth about a project or accomplishment he or she is proud of and passionate about.

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5. Cliché: Where do you see yourself in five years?

Why it’s weak: Candidates barely know what they’re doing for tonight’s dinner these days, let alone five years. Many people move jobs often, and by pigeonholing them with this question, you could be missing out on a question that will really reveal their aspirations in the near-term future, which may be more valuable.

New Twist: Get a feel for where candidates’ heads are now, while still learning more about what they hope to achieve.  “What is the first thing you want to accomplish with this position?” Or  “What most excites you about this potential job role? How do you see this being different than your previous position?”

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6. Cliché: Why should we hire you?

Why it’s weak: The tables have turned, and Gen Y candidates in particular want different things from a job than in the past: flexibility, quality of life, and more. Yes, candidates must “sell” themselves and their qualifications for a position to you, but how can you sell yourself to them as well? Despite a tight job market, it’s not fair to assume candidates will take the first job that is offered to them. Rise above your competition and offer them something different.

New Twist: This is an excellent opportunity to tell candidates about you, or reiterate your company’s strengths (even though they’ve likely already researched your company), while giving the candidate a chance to talk about what’s most important to him or her. “We believe our flexible scheduling options, 401(k) matching, Diversity Awareness group, and casual dress code are a few things that set our company apart. What made you most interested in working for our company?” or “What is your ideal company environment?”

Cliché away

We know old habits die hard. If you love the “cliché” questions and want to continue using them, consider following up with a “new twist” question so you don’t miss out on any additional insight the interviewee might have to give. (Baby steps, right?)

And while we might have some ideas, you’re the ones in the trenches. What cliché are you willing to throw out — or have you heard that made you cringe? Any new twists on old questions you’ve come up with to reflect the changing job market? We’d love to hear ‘em.

Anyway, the list below aims to do for recruiters and hiring managers what these books do for conscientious eaters: Achieve the desired results by making better choices.  In order to achieve their goals of getting certain information out of candidates, recruiters and hiring managers need to be careful in the way they phrase certain interview questions; otherwise, they could face potential legal ramifications.   

Recruiters and hiring managers should already know that any question that asks a candidate to reveal information about his or her national origin, citizenship, age, marital status, disabilities, arrest record, military discharges, or personal information is a violation of Title VII of the Civil Rights Act of 1964. 

But while avoiding these subjects sounds easy enough, it’s not always glaringly obvious what questions might be construed as inappropriate – even when they seem harmless on the surface.  Below is a guideline to avoiding 10 potentially dangerous questions – while still getting the information you’re looking for.

1. Ask this: Are you legally authorized to work in the United States?  Not that: Are you a U.S. citizen? or Where were your parents born? Questions about national origin or ancestry are prohibited as they have no relevance to the job at hand or work status. The exception to this rule, of course, is if the position specifically requires one to be a U.S. citizen (and it should state so in the job posting).  
   
2. Ask this: What is your current address and phone number? or Do you have any alternative locations where you can be reached?  Not that: How long have you lived here? Like the question above, this one alludes to a candidate’s citizenship. Stay away.
   
3. Ask this: Are you able to perform the specific duties of this position?  Not that: Do you have any disabilities? or Have you had any recent or past illnesses and operations? You may want to know about a candidate’s ability to handle certain responsibilities or perform certain jobs, but asking about disabilities or illnesses of any sort is not the way find out (legally, at least).  
   
4. Ask this: Are you a member of any professional or trade groups that are relevant to our industry?  Not that: Do you belong to any clubs or social organizations? You might simply be trying to learn about a candidates interests and activities outside of work, but a general question about organizational membership could tap into a candidate’s political and religious affiliations or other personal matters.
   
5. Ask this: Have you ever been convicted of “x” [something that is substantially related to the job]?  Not that: Have you ever been arrested? Questions about arrests or pending charges for jobs that are NOT substantially related to the particular job are off-limits.
   
6. Ask this…What are your long-term career goals?  Not that… How much longer do you plan to work before you retire? While you may not want to hire an older worker who will retire in a few years, you can’t dismiss an applicant for this reason.
   
7. Ask this…Are you available to work overtime on occasion? Can you travel? Not that…Do you have children? or Can you get a babysitter on short notice for overtime or travel? You might be concerned that family obligations will get in the way of work, but you can’t ask or make assumptions about family situations. (You know what happens when you assume.) Cut to the chase by asking directly about the candidate’s availability.
   
8. Ask this…Are you available to work within our required schedule? Not that…What religion do you practice? or What religious holidays do you observe? Again, you might simply be trying to discern a candidate’s availability, but leave religion out of it.   
   
9. Ask this… Are you over the age of 18? Not that…How old are you? or When did you graduate from college? If you know a candidate’s age, you could find yourself facing discrimination charges at some point. Your only concern should be as to whether the candidate is legally old enough to work for your organization.
   
10. Ask this…Is additional information, such as a different name or nickname necessary in order to check job references? Not that…Is this your maiden name? or Do you prefer to be called “Ms.,” “Miss,” or “Mrs.?” Be sure to avoid any question that alludes to a woman’s marital status – as well as anything that could be construed as a question referring to national origin or ancestry (e.g. “Your name is interesting. What nationality is it?”).

When in doubt…keep it work-related.  According to the University of Wisconsin-Eau Claire, if employers can phrase questions so that they directly relate to specific occupational qualifications, then the questions may be legitimate ones.

This post has been updated to reflect the correction of a previous error. Thanks to everyone who caught – and helped to correct – the oversight.

Last week, my colleague Anthony Balderrama, a writer for our job seeker-focused blog, The Work Buzz, told me: 

“We often hear from job seekers who wonder why, when they apply – or even interview – for a position, they never hear back from the employer at all.”

So why is this, exactly?  Anyone can understand – especially if you’re getting up to 75 resumes for a single position – that you can’t always get back to every single applicant…but to never so much as e-mail or call someone back after an interview? Now, that just seems cold (not to mention that it’s also potentially damaging to your employment brand). 

But like the understanding best friend in a classic romantic comedy, we know there are two sides to every story.  That said…would you mind, dear readers, indulging us?  What would make you–or what has ever made you–not call a candidate back?

Is it simply that you don’t have the time? Or perhaps it’s the candidate’s responsibility to follow up with you? (Or are there are some things so awkward that even mustering a generic “Thanks, but no thanks” e-mail is impossible?)

Please share your ideas in the comments section below!