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DOWNLOA 13 useless interview questions... and what you should ask instead

By JodyGilbert ·

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by compguy In reply to hiring for talent

> It is not an interview.

Precisely. We're trying to compare apples to oranges on this thread.

The original article was about in-person interview questions. Although you ask 318 questions, you're not doing an "interview" as the article describes it.

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Let me get this straight

by amcol In reply to hiring for talent

Sometimes I'm a little slow, so help me out here.

Are you saying your interview technique involves administering written tests, with little to no reliance on face to face interviews? That you make hiring decisions on the basis of the results of these tests, again with little to no input from a personal interview?

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by Bob Gately In reply to Let me get this straight

Hello amcol:

>Are you saying your interview technique involves administering written tests<


>with little to no reliance on face to face interviews?<

Not at all. Only qualified to be hired job applicants, i.e., the job finalists, are tested which means they have been through at least one face-to-face interview if not many more.

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Bob Gately

by amcol In reply to Let me get this straight

How long does your entire interview process take? I'm talking from the time you identify a candidate as a possible by reviewing their resume to the time you're ready to make an actual offer.

While you're at said you administer numerous face to face interviews. How many, and who do you include as interviewers?

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Background Checks, and other ...

by Too Old For IT In reply to hiring for talent

... wastes of time.

When looking at people in my age range, a background check usually only brings up events from a wayward youth that have no bearing on the position in question.

But since that question was changed on the TOPS employment application from "in the last 7 years" to "ever", HR can just shitcan perfectly good candidates based on that, and no one will be the wiser.

(Disclaimers about a "yes" answer not being an automatic bar to employment notwithstanding. It's a lie; we all know it's a lie.)

If the current president can get drunk in college, the last president can impotune women while governor, and the president of Russia can be a former communist and have tortured people in the KGB, does it really matter if a 40+ year old candidate for a sysadmin job had a little trouble with his checkbook in college?

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It's called 'age discrimination'-the kind that can fall through loopholes.

by btljooz In reply to Background Checks, and ot ...
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Official Age Discrimination

by Too Old For IT In reply to Background Checks, and ot ...

The bad part is, I have a copy of an official ruling from the EEOC that allows a local employer to discriminate against someone 50+ as long as they hire somene 35+

I gues the 50-something didn't axe the right questions.

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Had to move the reply.

by Bob Gately In reply to My apologies

Hello amcol:

>How long does your entire interview process take?<

I don't get involved in the interviews only the assessments.

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Do interviewers really ask these questions?

by amcol In reply to DOWNLOAD: 13 useless inte ...

Hard to believe that anyone in a position of authority and responsibility in any organization, someone charged with filling an open position, would be foolish enough to ask any of the questions on this list. Call me naive.

This document is OK as far as it goes but it once again demonstrates TR's negative bias. You're forever issuing missives on how NOT to do something, with only a smattering of the right way to do anything. I'd love to see a better balance.

Here's my contribution to how to do this right. Some useful interview questions I typically ask, which others have told me they don't generally hear at interviews:

1. What does "consultative mindset" mean to you? (I believe almost every technical professional needs to think and act like a consultant in order to be successful and I like to guage what candidates think that means.)

2. Are you a technologist or a business person? (Tells me a lot about how the candidate will you want to just play with toys or are you interested in participating in achieving strategic goals and objectives.)

3. Tell me about a time when you had to interface with someone difficult to work with. (I ask for specifics...tells me a lot about working style and how the candidate will fit in with established team dynamics.)

4. What?s your idea of the perfect job? (Indicates how much of a disconnect there might be between the candidate's expectations and the opportunity I'm offering.)

5. Tell me about an idea you had and how you sold it to your management. (Great guage of initiative and communication ability.)

6. What do you want to learn? (Most people flounder with this one because it's out of left field, but it says a lot about how entrenched people get in their own comfort zones...or not.)

7. Why do you want this job? (I want to know the candidate has done some research on my organization and wants to contribute to the mission, and isn't just looking for a paycheck or a stepping stone to something else.)

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Every Day

by Too Old For IT In reply to Do interviewers really as ...

In the last year: 3, 5, and 8. Number 3 seems to be a (Central Ohio) favorite.

There are worse. I had a phone interview mere days ago, where the "interviewer" (a) had called me and (b) had me on speakerphone in a room with an echo. His first question? "I have your resume. May I know who it is I am speaking to?"

Your number 2 is interesting, as your comments would seem to infer that unless you are a business person, you just want to spend the IT budget on "toys" (as opposed to the server that will actually deliver the most reliable performance per watt of electricity used). I think there is a place for both; however I would also keeping the technologists satisfied is a far more difficult task in a large organization, especially if the raises/promotions/respect tend to go to only to the business side. (This isn't new: The aerospace company I worked at right after the Marine Corps in `78 had the same problem. The only way you got a promotion was to go to another firm. Then they would hire you back for a more senior position. Crazy times.)

Number 4, the perfect job? Bill Gates job. I want to drive technology trends, and get paid billions to do it.

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