Comments on: Candidates’ 5 worst interview questions

By: cathy

cathy — Mon, 19 Oct 2009 18:17:59 +0000

Re: Beth’s comment that the applicant wanted her job. In some companies, that type of response shows ambition and motivation, but the appliant could be disloyal, backstabbing and difficult to manage. HOw about a question, ie., how would you deal with an employee who is clawring to get your job?

By: Beth

Beth — Fri, 22 May 2009 19:03:15 +0000

I had a candidate applying for a recruiter position. Well into the interview she asked, “So how long do I have to wait to move up?” I asked her what position/area she would like to move to and she said, “I want *your* job.” True story. Sheesh.

By: Judy

Judy — Fri, 22 May 2009 15:29:20 +0000

I didn’t realize the percentage of smokers in Ohio was that high.

By: ll

ll — Wed, 29 Apr 2009 22:36:43 +0000

Absolutely wrong on #5! How about the person wants to protect their right to privacy? Again, you need to focus on more on the candidate’s point of view, as most books and studies are geared towards the ‘employer’.

#4 is also wrong. In Ohio, nearly all the employees smoke, as do the supervisors, so that was not a problem 90% of the time.

By: ReneeSPHR

ReneeSPHR — Tue, 07 Apr 2009 20:27:46 +0000

Irish, I actually experienced your #2 myself TWICE during my career. Both times I started interviewing with the companies about 8 weeks before my non-refundable vacation, and both times I was offered the job just a few weeks before the vacation. I explained the situation each time, and both were extremely understanding, and both allowed me not only the time off, but paid me as well (this was especially generous of the company where I worked only 4 days before taking my vacation). I definitely felt valued at both companies before I even started (and I continue to work for one of the companies today!)

Now granted, I think your candidate made the statement BEFORE he/she was made the offer which is probably a little early, but I also think when a company realizes that they have an experienced and talented individual (and if their hiring process is lengthy), it would be in their best interest to be willing to negotiate a vacation accomodation in order to score the candidate rather than allow it to be an impediment.

By: Irish

Irish — Tue, 31 Mar 2009 16:37:07 +0000

1. If I don’t take the drug test, will I still be considered for the job?

As I walk the perspective employee to the door he/she suddenly remembers something extremely important.

2. I can start working here, within two weeks, but I had already been approved for a vacation on my current job. Will I be able to go on the cruise one week after I start with your company, since I already paid for it?

By: Pat S

Pat S — Mon, 30 Mar 2009 21:57:15 +0000

My best one was – “I need 30 days before I can do the pre-employment drug test”.

By: Patty

Patty — Fri, 27 Mar 2009 23:30:10 +0000

This story is about a question asked by HR during an interview. Someone applying for an entry level accounting position when asked about the difference between accounts payable and accounts receivable, said, “I always get those two mixed up.”

By: HR in Ohio

HR in Ohio — Fri, 27 Mar 2009 20:37:50 +0000

I disagree with #3 in the article. I am a “department of one” and I wouldn’t feel right leaving my customers hanging because there would be no one to cover for me if I only gave a two week notice. I hope a prospective employer would value that level of customer focus.

Angel – I’m glad I’ve never been asked those!

I don’t have any weird questions from the interview, but I had a candidate request reimbursement for her pet’s day care expenses after the offer was extended.

By: Angel M

Angel M — Fri, 27 Mar 2009 20:14:50 +0000

“Is your drug and alcohol piplicy zero tolerance?”.
“If I need to go away to prison, will my job be protected, or do I have to reapply?”