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The Most Revealing Intervie
Questions & How to Ask ThCREATIVE FINANCIAL STAFFING
he staffing company managed by professional CPA firms.n affiliate of Bruner-Cox LLP
There are some questions you simply can't ask a can-
didate in an interview, even though you'd like to know
the answers. Questions such as "Are you pregnant?"or "What's your religion?" are not only rude, but illegal.
Because of potential discrimination issues, contract
issues, and privacy issues, there are several types of
questions employers may not and should not ask dur-
ing per-employment interviews.
However, a savvy interviewer can ask questions that
reveal a lot more about a candidate than what they're
willing to dish out. These questions will allow you to
obtain the most complete information possible, so that
you can make the best hiring decisions. Listed beloware a list of these taboo (read: prohibited) questions,
what you need to know, and what to ask instead.
One helpful tip: try to conduct the interviews in a pro-
fessional but informal manner. The more relaxed you
are, the more relaxed the applicant. Relaxed appli-
cants tend to talk more and you are able to obtain the
information you need.
www.CFStaffing.coAKRON CANTON INDEPENDENCE
Prohibited Questions What You’re HopingThey Will Reveal
Instead Ask
What is your maiden name? What other names were used for
reference checking.
Have you used other names?
Are you married? Do you have children? How old
are they? What does your spouse do? Are you
pregnant? Do you plan to have children?
If he/she will be able to work the
required hours.
Are you available to work the
hours needed? This is a demand
ing job and we want to know you
are reliable.
How old are you? When did you graduate from
high school? Birth date?
If he/she has the number of years
of experience you require.
How many years experience do
you have?
Where were you born? What nationality is your name? Where are you from?
If he/she can legally work in theU.S.
If hired, can you show proof of authorization to work in the U.S.?
What language do you speak? How did you
learn? What kind of accent is that?
If he/she speaks a foreign lange
that is required for the job.
This position is in our internation
office and we are seeking some-
one who speaks Japanese.
Male, Female, Mr., Ms., or Mrs.? Race? Color?---
No acceptable alternatives.
With whom do you live? Who to contact in the event of an
emergency.
You may need this after hire, not
before hire.
Are you in good health? What medical conditions
do you have? What’s wrong with your leg?
If he/she can perform the job, if
he/she is going to be absent or late.
The job requires..., can you do
that? The hours are..., can youwork those hours?
Do you go to church? What holiday’s do you
observe?
If he/she can work the days and
times needed
These are the days and hour of
work. Can you work them?
Do you own your own car? Will he/she be reliable and on
time?
Can you work these days and
hours? Can you work overtime?
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The Most Revealing Interview
Questions & How to Ask Them
www.CFStaffing.coAKRON CANTON INDEPENDENCE
For Openers, Say... What the Answer May Reveal
Why don't you begin by telling me about your
work experience over the past 10 or so years,
beginning with your current employer. Walk
me through each position, how you landed
the job, why you left and what you did while
you were there. I will probably interrupt you
and ask questions as we go along.
If the applicant can follow instructions, if the
applicant has an organized mind, if the appli-
cant can stay on track in a conversation.
Questions About Knowledge What the Answer May Reveal
Tell me about your computer experience.
What programs have you used? Would you
consider yourself to be proficient or are you
still in the learning phase?
What is the level of competence.
What are your technical strengths?
Technically, how would you like to improve?
Technical strengths and weaknesses.
How do you stay current in your area of
expertise? What steps have you taken recent-
ly to improve your technical abilities?
Whether the applicant has the most current
knowledge. Whether the applicant is dedicat-
ed to his or her profession.
Questions About Experience What the Answer May Reveal
What duties did you actually perform at XYZ
Company?
Duties actually performed as opposed to just
a job title
Have you ever had to deal with a...? How did
you handle it?
How the applicant thinks. How the applicant
deals with particular situations that will occur
in your organization.
It says here you were responsible for..., what
does that mean?
Clarify terms used in the application or
resume.terms used in the application or
resume.
Revealing Interview Questions
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The Most Revealing Interview
Questions & How to Ask Them
www.CFStaffing.coAKRON CANTON INDEPENDENCE
Questions About Personal Characteristics What the Answer May Reveal
If I had your former boss here, what would he
or she say about you? What would your co-
workers say about you?
Working relationship with boss/co-workers.
Comfort in talking strengths/weaknesses.
On a scale from one to ten, how detail orient-
ed are you? Can you give me an example?
Detail orientation. What detail orientation
means.
What is your management style? How would
you go about communicating your thoughtsand ideas to subordinates and upper level
management? How do you deal with objec-
tions to your ideas?
Interpersonal skills. Level of defensiveness.
Level of aggression.
Other Questions What the Answer May Reveal
Why are you leaving (thinking about leaving)
your current employer?
Any problems in the prior job. Ambition.
Assertion.
What would you liked to have changed about
your former place of employment.
Problems on the job. If the applicant has dif-
ficulty with conflict. Truthfulness
Paint a picture for me of the ideal job - what
would you be doing each day, what kind of office, etc.?
Work habits, preferences, whether the appli-
cant would fit in.
What did I forget to ask you? Anything else
you would like to add?
Additional information not solicited earlier.
What have you learned about yourself in the
past couple of years?
Maturity, honesty, growth, personal insight.
Revealing Interview Questions
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The Most Revealing Interview
Questions & How to Ask Them
www.CFStaffing.coAKRON CANTON INDEPENDENCE
Learn More About What They Say
When You Hear What to Say
I was involved in ... What does that mean? Did you actually pre-
pare the...or were you a part of the whole
process? Could you explain?
I was responsible for... Did you actually...or did you oversee others
who did the work? What was your role?
I have experience with... What does that mean? How often did you per-
form that work? Did you do the data entry or
did you run the system?
Vague Answers Tell me more about...Help me to understand
exactly what you did. Describe a typical day
- what you did - how much time did you
spend at each of these activities?
When an Applicant... You Should
Begins discussing something related to aprotected classification (children, religion,
national origin, etc.)
Steer the conversation back to job-relatedmatters.
Tells you he or she is disabled. Ask what accommodations are needed to
help the individual either apply for the job or
perform the job, if hired.
Refuses to answer a question. Tell them that you will be better able to evalu-
ate his or her qualifications if you have com-
plete information but that you understand if he
or she does not want to answer all of the
questions.
Continually gets off track in answering ques-tions.
Try to steer him or her back to the originalconversation but consider it a clue to future
performance.
And Just In case...
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The Most Revealing Interview
Questions & How to Ask Them
www.CFStaffing.coAKRON CANTON INDEPENDENCE
Based upon an article by:
Van A. Thaxton, MS, is a human resources consultant
in San Diego. She has over 16 years experience as a
human resources consultant, helping clients prepare
employee handbooks, performance appraisal pro-
grams, affirmative action plans, salary surveys, and
independent contractor agreements. Ms. Thaxton is
cofounder of the Associated General Contractors
(AGC) Emerging Business Task Force. She is a co-
author of Practitioners Publishing Company's Guide to
Personnel Management and has conducted numerous
seminars and published many articles regarding suc-
cessful employment practices.
This material should not be construed as accounting,
auditing, consulting, or legal advice on any specific facts
or circumstances. The contents are intended for general
information purposes only, and you are urged to consult a
CFS service provider at 330.490.2175 concerning your situation and any specific questions you may have.