Interview experts warn employers not to ask candidates "anything personal" in case they "make then uncomfortable"
SWNS
2023-02-08
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Interview experts have warned employers not to ask candidates "anything personal" - including 'tell me more about yourself' - in case they "make them uncomfortable".
Lorna Erickson and Victoria Gates, both 38, own and run Expert Interviewers - and have interviewed more than 5,000 candidates as part of their job.
The pair say they noticed a trend in interviewees "feeling uncomfortable" when asked questions such as - 'how was your weekend?' and 'where did you study?'.
The pair suggest personal questions should be strictly off limits and the interview should be based solely on professional experience.
Lorna and Victoria say interviewees should not feel they have to answer - 'where are you from originally?' - and say it's wrong of employers to think they can ask such "intimate" questions.
Victoria, from Manoa Falls, Wisconsin, US said: "Candidates tell us that they feel uncomfortable because they are asked non-job related questions.
"This makes a candidate feel they weren't properly evaluated for the role.
"Questions like 'do you have any kids?' or 'where do you come from originally?' and 'what did you do on the weekend?' should be off limits.
"We shouldn't be making decisions on things like characteristics that people can't change, like, where they're from, for instance.
"Oftentimes, the interviewer won't come to the interview with a plan so they rely on conversational questions.
"Versus when you come with a plan, then you don't have to sort of rely on that."
The pair say it is essential interviewees come prepared with their own questions to make the process more of a two-way conversation.
Lorna, from Kansas City, Missouri, US, said: "This makes it a two-way street where the candidate asks questions that also the interviewer can follow up on.
"This is so they can give they know they have all the information they need to make a decision."
The interview experts also suggest bosses should not go into an interview with a trick to try and identify if the person is the right candidate for the job.
Victoria said: "Just start by asking the right questions to get the right answers.
"To start we say that interviewers should brainstorm some adjectives or some characteristics that you would want the person in this role to have.
"So then, if you are interviewing for a promotion at your job, then someone who has the position currently or has had it in the past, we would tell that manager to think about what characteristics they had that they like.
"Then, we would ask what actions they took that showed you that they have the skills for this job and then those become the answers."
Top tips for interviewers
- Avoid asking personal questions
- Allow candidates to ask questions
- Make the interview a two way discussion
- Make a list of characteristics you want for the role
- Don't judge candidates from little quirks like whether or not they accept a drink and take the cup back
Lorna Erickson and Victoria Gates, both 38, own and run Expert Interviewers - and have interviewed more than 5,000 candidates as part of their job.
The pair say they noticed a trend in interviewees "feeling uncomfortable" when asked questions such as - 'how was your weekend?' and 'where did you study?'.
The pair suggest personal questions should be strictly off limits and the interview should be based solely on professional experience.
Lorna and Victoria say interviewees should not feel they have to answer - 'where are you from originally?' - and say it's wrong of employers to think they can ask such "intimate" questions.
Victoria, from Manoa Falls, Wisconsin, US said: "Candidates tell us that they feel uncomfortable because they are asked non-job related questions.
"This makes a candidate feel they weren't properly evaluated for the role.
"Questions like 'do you have any kids?' or 'where do you come from originally?' and 'what did you do on the weekend?' should be off limits.
"We shouldn't be making decisions on things like characteristics that people can't change, like, where they're from, for instance.
"Oftentimes, the interviewer won't come to the interview with a plan so they rely on conversational questions.
"Versus when you come with a plan, then you don't have to sort of rely on that."
The pair say it is essential interviewees come prepared with their own questions to make the process more of a two-way conversation.
Lorna, from Kansas City, Missouri, US, said: "This makes it a two-way street where the candidate asks questions that also the interviewer can follow up on.
"This is so they can give they know they have all the information they need to make a decision."
The interview experts also suggest bosses should not go into an interview with a trick to try and identify if the person is the right candidate for the job.
Victoria said: "Just start by asking the right questions to get the right answers.
"To start we say that interviewers should brainstorm some adjectives or some characteristics that you would want the person in this role to have.
"So then, if you are interviewing for a promotion at your job, then someone who has the position currently or has had it in the past, we would tell that manager to think about what characteristics they had that they like.
"Then, we would ask what actions they took that showed you that they have the skills for this job and then those become the answers."
Top tips for interviewers
- Avoid asking personal questions
- Allow candidates to ask questions
- Make the interview a two way discussion
- Make a list of characteristics you want for the role
- Don't judge candidates from little quirks like whether or not they accept a drink and take the cup back
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