Comments on: 10 dumb ways managers drive job applicants away

By: Judy

Judy — Mon, 19 Oct 2009 13:19:16 +0000

While I was interviewing for a position, the interviewer told me that I would receive 1 week of vacation after a year of service. When I asked how long it takes to get two weeks, she replied that no one had ever worked there long enough.

By: me

me — Sat, 17 Oct 2009 12:35:17 +0000

As one who was hiring an HR generalist, you’d be surprised the number of people who applied with a large number of years in HR who had no clue what an I-9 was or basic HR law/forms. You’d be surprised the lack of knowledge in our field. I have to admit I was surprised, too.

I, too, ask an offbeat question or two. My goal is to find out if someone could comfortably say, “I don’t know” and want to see if they will try to find out the answer. For me, that question is all about how someone would react to the unknown. If they try to “snow me”, I know they’ll try to come up with answers that could be wrong when under pressure and get the Company in some legal hot water. I try to avoid that.

By: Samantha

Samantha — Sat, 17 Oct 2009 04:53:23 +0000

I’ve had some very interesting interviews for HR positions.

During a phone interview, a guy asked me what year I graduated from college. They said I didn’t get the job because I didn’t have enough excel experience. How could he tell by a phone interview?

Another interview, the HR manager was so busy, she was 10-15 mins. late for the interview. Once in the interview, she kept checking her email and took a phone call. I wasn’t impressed with how she treated a future employee.

Another interview, the future co-worker was asked to sit in on the interview. She was rude to the HR person. That should have been a BIG RED FLAG. I got the job, and the co-worker treated me the same. Good thing it was a temporary position!

The worst was sitting thru a three hour interview with different people asking the SAME QUESTIONS!

Wake up HR professionals. The candidates are interviewing the company and you too!!!

By: Tom in California

Tom in California — Fri, 16 Oct 2009 22:31:48 +0000

Item #7 hit home with me. 20+ years ago when I was still in the public sector I interviewed for a trainer position at a large non-profit social services organization in Los Angeles. The first question the interviewer asked me was, “What position are you here to interview for?”. It went downhill from there. He hadn’t read my resume, and asked me questions that he was clearly making up as he went along. The kicker, though, was at the end. A question I always ask the person to whom I’d be reporting, this gentleman in this case, is “What do you think you’re like to work for?”.

His answer? “I’m sorry, I don’t understand the question”. I tried it 3 more times, asking different ways in an attempt to get him to describe what it would be like for me to be working for him. Each time he replied with how he couldn’t understand the question I was asking him. The best he was able to muster was a rambling dissertation about his own work schedule and hours, etc. What this told me was that he was unable to put himself in someone else’s shoes and do any kind of objective self-evaluation. An odd characteristic in a director of clinical services with a PhD in Clinical Pychology!

By: HR in Ohio

HR in Ohio — Fri, 16 Oct 2009 21:09:58 +0000

The worst interview I had was for an HR Manager position. I was there for close to an hour. The HR Director kept me waiting for 15 minutes and when she came in, she spent most of the interview telling me about all of the problems in the company. She did squeeze in a couple of questions about my prior jobs and why I left. Then told me I was over-qualified because she needed someone more entry-level to just handle the personnel files. I took 1/2 of a vacation day for this! UGH!@!

By: Lucy

Lucy — Fri, 16 Oct 2009 17:45:46 +0000

The worst interview I ever had was for an HR Mgr. position with a small company. I interviewed initially with the recruiter, which went fine. 2nd interview was with the current HR Mgr who was leaving the position. She asked the most ridiculous questions — like “what does FMLA stand for?” After nearly 20 years in HR, that question was almost offensive. The 3rd interview was with the HR Director who grilled me to the point that I expected to be arrested on a trumped up charge afterwards. I was called back for a 4th interview with a Regional Mgr., who seemed offended and/or irritated that I was even there. By this time, I was so disinterested in working for this company that I cut the interview short, apologized for bothering him and asked to be removed from the list of possibilities. The recruiter I initially interviewed with called me the following day to tell me how unprofessional I was. Gee, really?! If this is how they treat a candidate and potential employee, what happens to me once I’m hired?!

By: Mimi

Mimi — Fri, 16 Oct 2009 17:05:58 +0000

Asking irrelevant questions (30%) — Some interviewers like asking off-beat, unexpected questions to keep candidates on their toes (for example, “If you were a fruit, what kind would you be?”). But most experts recommend sticking to job-related topics.

See this blog if you want some fun!!! Be sure to read to the bottom!!!!

http://www.hrrecruitingalert.com/whos-asking-these-silly-interview-questions/#comments

By: cINDY

cINDY — Fri, 16 Oct 2009 16:58:20 +0000

I was interviewed one time by a guy who was more nervous than I was. He could barely talk and was sweating like crazy.

Another guy ask me to tell him a joke which I’m REALLY bad at. What did THAT have to do with the job??

I prefer behavioral interviewing…you can get a lot more information about an applicant’s past employment history.

By: Maggie

Maggie — Fri, 16 Oct 2009 16:50:01 +0000

I agree for the most part on the points except for the “off-beat” questions. Throwing one in there allows you get the feel for how the applicant processes the questions and based on their answer, will tell you if they are creative, analytical, think w/in the box or outside the box, and even how they handle something unexpected. It’s a psychological thing that if you pay attention, can give you a good insight on whether the applicant is a fit for the specific position or not. But for some positions, this is not necessary. You shouldn’t just throw out an “off-beat” question just for the sake of rattling the applicant or filling the silence.

By: John

John — Fri, 16 Oct 2009 16:48:39 +0000

I remembering interviewing for a HR Generalist position with a regional well known manufacturing company. I was to interview with the HR Director first and then the management team. The HR Director was drilling me with all sorts of accusatory questions. Even criticized me for applying and showing up for the interview! Worst interview I ever had. Since then, I’ve never purchased their products and I don’t recommend their products or jobs to anyone…………….