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Hiring for Attitude

The pre-employment test is basically a series of tests whose general objective lies in the efficient and objective collection of information regarding the candidates taken into account by an organization during the hiring process, which is why it is possible to obtain detailed information on the capabilities and characteristics of selected candidates with the intention of estimating their performance in a given area of work.
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Commonly Used 3 Bad Interview Questions

The most common interview questions that are asked, unfortunately, at the final hiring decision process are:

  • Tell me about yourself.
  • What are your strengths?
  • What are your weaknesses?

These questions are bad because they are too vague and they allow you to get only nonsense answers. They are also so well known that almost every candidate has pre-prepared, empty answers. Lastly, as these vague answers sound the same, you cannot differentiate between possible high and low performers based on the answers. It is understandable to learn about the strengths and weaknesses of the candidates, but you should understand that these worthless questions would not provide you an understanding how a candidate will perform when working for you.

One of the most important goals of interview questions is to differentiate between high performers and low performers. Asking the candidates questions that provide you the same type of vague answers will fail to differentiate these people.

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Content Summary
Commonly Used 3 Bad Interview Questions
en/how-to/hiring-for-attitude/interview-questions-you-should-not-be-asking-in-hiring/most-frequently-widely-asked-bad-3-common-interview-questions
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