“What are the most frequently asked questions during a job interview?” This is one of the most popular topics related to the selection process. Do we know what the job seekers think?
What are the questions that job applicants don’t like?
There is no single answer to this question, as different candidates may have different preferences, expectations, and sensitivities during a job interview. But there are some common issues that can prove unpleasant, inappropriate, or even illegal for most applicants. We strongly hope that most of the examples presented below do not appear in modern practice, but here are some of them:
Questions such as “Do you have children?”, “What is your religion?”, “What is your sexual orientation?” or “When do you plan to become pregnant?” are not only irrelevant to the job, but also violate privacy and are discriminatory to candidates based on their personal choices or circumstances. Such matters are prohibited by law in many countries and may give rise to legal claims or fines.
Indirect salary questions
Questions such as “How much did you earn in your previous job?” are used by employers to set the budget for a position or negotiate a lower salary. But these questions can prove offensive or demotivating to candidates as they underestimate their skills, experience, and value for the organization. These questions can also contribute to financial inequality between different groups of workers. Simultaneously with such issues, employers should research market trends and offer a fair and competitive salary based on the role, responsibilities and qualifications of the candidate.
Questions about a candidate’s weaknesses
Questions such as “What is your biggest weakness?” or “Tell me about a failure in your career.” are often asked by employers to assess the candidates’ self-criticism, problem-solving skills, and readiness to develop. But these questions can prove stressful, difficult, or meaningless for candidates, as they have to balance honesty and positive performance. These questions can also be easily tampered with or avoided by candidates who use clichéd or disingenuous answers. Instead, employers should ask more behavioral or situational questions to illustrate how candidates have tackled specific challenges or used specific skills in the past.
In addition to the above, it is strongly recommended to avoid questions that would fall into the following categories:
- Questions relating to the candidate’s health that are not directly related to the abilities and requirements for the position, for example, diseases, physical disabilities or pregnancy.
- Questions that focus on the candidate’s political, or ideological beliefs.
- Questions that are unsubstantiated or focus on rumors about the candidate rather than facts and professional experience.