I feel sorry for anyone put through this
I pity anyone subjected to this nonsense, for it will surely screen out decent individuals who don't perform the "HR shuck and jive" properly.
Discussing candidates' weaknesses is ridiculous. Everyone knows how to field those questions, so making sure they answer by HR standards will only screen out the very stupid ones. Bravo.
You advise against hiring people who tell you what you want to hear, but in suggestion #4 you recommend the person who recites the impressive phrase of buzzwordsyou described. That makes them a human tape recorder, not necessarily a good worker.
You state that those seeking raises are somehow undesirable or greedy. As a new father whose wife is now a stay-at-home Mom, I understand the rationale for seeking more pay. I work to support my family, not for the sheer pleasure of serving others.
You feel employees must demonstrate why they want to work for THAT particular company. Interviewees want a job, not membership in a "exclusive clique" or country club. IT workers want to be network administrators, programmers, etc. This question will force a candidate to make up an elaborate fairy tale. Saying a candidate who does not memorize details about the company and its competitors merely "wants to work because she has bills to pay. She might be able to learn the ropes and perform well, but she?ll never be a superstar" is nonsense. I knew nothing about the company I work for when I was hired, but knew quite a bit about the JOB. I've been here two years and I strive to be a 'superstar' every day.
FYI, some companies can't describe former employees other than verifying dates of employment or salary. This is due to fear of lawsuits. Candidates shouldn't be discarded because their former manager can't quickly whisper a few compliments into the phone.
I'm glad to work in the world of IT, which deals in substance, not imagery.
