Interview questions
Discussion
TheExcession said:
swerni said:
TheExcession said:
Big Pants said:
What's 15% of 360? - Sit back and enjoy the panic stricken expression.
That's a cracker!I'd go 10% is 36, 5% is half that so 18, add those - 52!
(Do I win a job?)
To be honest it's as much about your reaction to the question as it is getting to the correct answer. But I always enjoy lobbing that one in at a random point. Reaction tells you so much about a candidate.
Sharted said:
Unlike you eh?
JAKESMITH:
Student job at chemical plant, the stupid ignorant oaf who managed the facilities office and was a small minded ignorant fool. He didn't like an up and coming student who knew he was going somewhere with his life. I had a better car than him and he was a fully grown man. Sacked me for being late and it was an utter relief, there was no work for me there & all I could do was read a book all day
Working in a marketing role for a prominent retailer, made a number of mistakes that lead to operational issues & was performace managed & rightly so. Had a terrible stupid manager who couldn't organise a round of tea and knew nothing about the market or had any commercial accumen. Pathetic bloke. Anyway I got out of the performance management as improved, but by the time they told me I had found another job with a competitor.
At least I got the jobs in the first place. I suppose you're going to try and say I had a bad attitude next?JAKESMITH:
Student job at chemical plant, the stupid ignorant oaf who managed the facilities office and was a small minded ignorant fool. He didn't like an up and coming student who knew he was going somewhere with his life. I had a better car than him and he was a fully grown man. Sacked me for being late and it was an utter relief, there was no work for me there & all I could do was read a book all day
Working in a marketing role for a prominent retailer, made a number of mistakes that lead to operational issues & was performace managed & rightly so. Had a terrible stupid manager who couldn't organise a round of tea and knew nothing about the market or had any commercial accumen. Pathetic bloke. Anyway I got out of the performance management as improved, but by the time they told me I had found another job with a competitor.
swerni said:
John D. said:
PugwasHDJ80 said:
Ho wmany speeding points do you have?
I also ask this one for sales roles
if they've never had any i always figure they aren't on the road enough
if the have 9- then i worried they couldn't control themselves
i was always happy with 3
This is a joke right? I also ask this one for sales roles
if they've never had any i always figure they aren't on the road enough
if the have 9- then i worried they couldn't control themselves
i was always happy with 3
It was actually an interview question i was asked and I didn't get the job because I didn't have any speeding points. I wondered if anyone else would thin it ridiculous
I'm sure by now that many will have spotted that this thread confirms that attempting to select a candidate through interview is very tricky and if the interview is your sole selection process then it's even trickier!
The majority of my candidates are those who have found themselves in an organisation or role that they don't fit (as opposed to a role they cannot do). When questioned, most were selected by interview only, with a smattering of 'personality profile assessments' thrown in as a token gesture. This is then compounded by the candidates themselves not putting the hiring organisation or manager through their own due diligence.
In summary; if you're hiring, robustly triangulate your recruitment process. If you're the candidate, put the hiring organisation and manager through your own due diligence. Only then may you improve the chances of a successful hire or find a role and organisation that fits you.
The majority of my candidates are those who have found themselves in an organisation or role that they don't fit (as opposed to a role they cannot do). When questioned, most were selected by interview only, with a smattering of 'personality profile assessments' thrown in as a token gesture. This is then compounded by the candidates themselves not putting the hiring organisation or manager through their own due diligence.
In summary; if you're hiring, robustly triangulate your recruitment process. If you're the candidate, put the hiring organisation and manager through your own due diligence. Only then may you improve the chances of a successful hire or find a role and organisation that fits you.
swerni said:
OP can you address this point?
What are you trying to ascertain from a question like that ?
Obviously whether the candidates are awkward socially and therefore likely to create disharmony in the team and affect overall productivity or just generally make the place unpleasant to work. If you can't handle a question like that in good humor then you need to be working in a very quiet, professional environment, where people rarely speak about non work matters, or doing a job where you are alone a lot. None of the blue chips I have worked in, where there have been ample progression opportunities, would meet those criteria as they require a good collaborative team approach, and the ability to have some fun with coworkers makes the job much more enjoyable for everyone and improves morale and atmosphere in the office. Maybe I have just been lucky though and worked for some really good companies (despite a shakey start back at the beginning!). And I'm not talking about David Brent trying to make friends with everyone in a cringy way, but working in a team where there is genuine chemistry and we look forward to going into the office.What are you trying to ascertain from a question like that ?
I am surprised that this question would upset two posters to the point that they said they would verbally abuse the interviewer and walk out but I guess that's the strategy in motion. Maybe they missed the point and thought they were genuinely being appraised on how long they had played xbox or stayed in bed or had to drink? I don't think that was the intention of the person who asked that.
I wouldn't ask that in an interview as it is too personal but if I was asked it I wouldn't be offended in the slightest
jakesmith said:
swerni said:
OP can you address this point?
What are you trying to ascertain from a question like that ?
Obviously whether the candidates are awkward socially and therefore likely to create disharmony in the team and affect overall productivity or just generally make the place unpleasant to work. If you can't handle a question like that in good humor then you need to be working in a very quiet, professional environment, where people rarely speak about non work matters, or doing a job where you are alone a lot. None of the blue chips I have worked in, where there have been ample progression opportunities, would meet those criteria as they require a good collaborative team approach, and the ability to have some fun with coworkers makes the job much more enjoyable for everyone and improves morale and atmosphere in the office. Maybe I have just been lucky though and worked for some really good companies (despite a shakey start back at the beginning!). And I'm not talking about David Brent trying to make friends with everyone in a cringy way, but working in a team where there is genuine chemistry and we look forward to going into the office.What are you trying to ascertain from a question like that ?
I am surprised that this question would upset two posters to the point that they said they would verbally abuse the interviewer and walk out but I guess that's the strategy in motion. Maybe they missed the point and thought they were genuinely being appraised on how long they had played xbox or stayed in bed or had to drink? I don't think that was the intention of the person who asked that.
I wouldn't ask that in an interview as it is too personal but if I was asked it I wouldn't be offended in the slightest
).Whereas it used to be okay to ask any damn question you like in an interview, those days are long gone. Were I to ask either of those in an interview then I would potentially expose my Company to some form of discrimination legal action.
The point about the swearing is that I am very professional whilst at work. And yes I do have a chat with my colleagues about the football, car, etc as this is what keeps a team together. Also as a Manager I am keen to ensure that my team are as happy as possible (in a very non David Brent way
).However I consider, as some including yourself have already said / implied, that the OP's question was not quite so professional (completely in a David Brent way
). Hence at best I would have determined there and then to take the job application no further. At worst if I had taken a day off work and travelled a good distance/time to get there then I might just swear and walk out.Everyone is different. You wouldn't be offended and I and at least one other would be. But it would be a very sad world if were all alike. I suppose you could have thought that the OP was looking to see if your weekends were busy and if not then you would be free to pop over to his for a BBQ
. That may have avoided any swear words I would think.As I said if the OP wants to give such an insight into his personality to his prospective future employees so that they can decide if they would be happy to work for him then that is okay and it perfectly hits the spot. But he may get swear words occasionally.
I believe that the questions that you ask as an interviewer say as much about you as the interviewee's response say about them. It's a two way street.
Presumably the job is of interest in an industry you understand, with a pay rise & better location than current role, hence the application & traveling to the interview. Not sure what sort of work you do but surely you research the company, culture, brand etc in advance. Life is full of people who you have to manage one way or another, wouldn't it be easier to smile and say "Not a lot these days, went out to X film, had a Chinese Sat, bit of gardening, saw some friends, Formula 1 was rubbish as usual Sunday, Monday back to work!', show you're a human being and get the job, pay rise etc. It's not that intrusive really... I just can't fathom the walking out swearing thing.
I've come close to walking out, but curiosity and the want for interview 'experience' keeps me in there all the way, I dont like giving up at anything and I suck at interviews, so I am partly question farming. But having plenty of experience mainly means I now just need to gel with the interviewer and lets face it everyone is different so I know if I keep plugging away Ill get a job eventually.
swerni said:
edc said:
Tony Angelino said:
Pretty simple question, if you ever interview what questions do you ask? I don't mean technical questions or ones about experience and qualifications, I mean more to find out more about the applicant as a person and find out their mindset.
One I use is tell us about your last weekend from 5pm Friday to bed on Sunday and don't miss anything out (if you are did you cook, if you went to football who with? If you went shopping what shops and what did you buy? This works quite well but I wondered if anybody had any other suggestions apart from the old "where do you see yourself in 5 years time".
Thanks
What is the objective of asking such a question, and what are you looking to learn from the response? One I use is tell us about your last weekend from 5pm Friday to bed on Sunday and don't miss anything out (if you are did you cook, if you went to football who with? If you went shopping what shops and what did you buy? This works quite well but I wondered if anybody had any other suggestions apart from the old "where do you see yourself in 5 years time".
Thanks
When I worked in manufacturing, one manager would ask interviewees to describe an approach and process to some basic DIY such as fitting a lightbulb. The objective was to understand their approach to risk assessment, how methodical they are in their approach, what issues they foresee and how they address them.
What are you trying to ascertain from a question like that ?
We also make some assumptions, if for example a guy who goes to Leeds Utd with their dad and grandad we would probably look on them more favourably than if they went with the service crew after meeting in town at 9am.
Secondly we like to see if they have a bit of personality and can talk a bit, it's a telesales role primarily so ideally you need to be able to strike up a conversation with people on the phone. We've had people who say basically 'nowt much' when asked, when the sales team on a Monday are encouraged to speak about their weekend to customers in an effort to build relationships.
I think when I said 'don't leave anything out' it may have come across a bit David Brent as some have said, but it wasn't meant I perverted way,
Tony Angelino said:
Couple of things really, first and foremost to see if they appear to have their head screwed on for want of a better phrase. One lad we interviewed told us how from basically 6pm on a Friday night right through to 2am on a Sunday he was constantly on the lash, then to work on a Monday morning. Booze was the central point in his life, even midweek sessions weren't uncommon. That made us reluctant to go much further with him as it gives the suggestion that he wasnt always going to be fighting fit first thing on a morning. Contrast that to another lad we interviewed who told us he liked to cook for the family on Friday night, spent Saturday morning taking the kids to football, played rugby on a Saturday afternoon before an evening on the ale and went to the coast on Sunday letting his Mrs drive just in case before settling down in front of the telly cos he wanted to be ready for work the next morning. We like to know if people play team sport, we find that those who have played football or rugby fit in our organisation a lot better than those who haven't or don't.
We also make some assumptions, if for example a guy who goes to Leeds Utd with their dad and grandad we would probably look on them more favourably than if they went with the service crew after meeting in town at 9am.
Secondly we like to see if they have a bit of personality and can talk a bit, it's a telesales role primarily so ideally you need to be able to strike up a conversation with people on the phone. We've had people who say basically 'nowt much' when asked, when the sales team on a Monday are encouraged to speak about their weekend to customers in an effort to build relationships.
I think when I said 'don't leave anything out' it may have come across a bit David Brent as some have said, but it wasn't meant I perverted way,
As I thought really, makes sense & sounds like a good strategy for the roles you recruit for. Out of interest, if someone called you a (unt and walked out, how would you assess that person with a view to their potential employment with you?We also make some assumptions, if for example a guy who goes to Leeds Utd with their dad and grandad we would probably look on them more favourably than if they went with the service crew after meeting in town at 9am.
Secondly we like to see if they have a bit of personality and can talk a bit, it's a telesales role primarily so ideally you need to be able to strike up a conversation with people on the phone. We've had people who say basically 'nowt much' when asked, when the sales team on a Monday are encouraged to speak about their weekend to customers in an effort to build relationships.
I think when I said 'don't leave anything out' it may have come across a bit David Brent as some have said, but it wasn't meant I perverted way,
jakesmith said:
As I thought really, makes sense & sounds like a good strategy for the roles you recruit for. Out of interest, if someone called you a (unt and walked out, how would you assess that person with a view to their potential employment with you?
If it was me, their CV would go in the "maybe" pile. 
I recruit mechanical engineers for my department in the automotive industry. No matter if it's experienced candidates or graduates, I want to see if they are a) well prepared for the interview, b) have the right attitude, c) fit the team and d) willing and able to do the job advertised.
All candidates have individual obstacles to some of these points; so there is no standard questions in every interview. The only interviews I cut short are those where I can't get the interviewee to feel comfortable to give something about them away. A pity, since you'd never know if they were the right person for the job - usually for the designer roles, where they wouldn't need to adapt quickly to interpersonal communication in their day-to-day work.
All candidates have individual obstacles to some of these points; so there is no standard questions in every interview. The only interviews I cut short are those where I can't get the interviewee to feel comfortable to give something about them away. A pity, since you'd never know if they were the right person for the job - usually for the designer roles, where they wouldn't need to adapt quickly to interpersonal communication in their day-to-day work.
Countdown said:
AW111 said:
What was the worst thing about your previous job?
The continual lectures about "Sexual harassment & Dignity at Work"AW111 said:
What was the best?
Danielle, Natalie, and Linzie, especially during hot summer days.Did they dock it from your wages, or coukd you put it on your expense account?
More seriously, the answers to my first 2 questions give some insight into how prospective employees see their role in the company.
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