Caution trick questions! To counter clever in interview

Caution trick questions! To counter clever in interview

Applicants should respond honestly to application questions. But can behind seemingly simple questions hide in an interview trick questions.

To pursue human resource managers with one goal: the knowledge of applicants, their professional attitudes and / or behavior to test in uncomfortable situations. A candidate must therefore have no fear, as a professionally managed interview no “cross-examination” is. Because the candidates to be less out on the ice or placed on the lack of evidence, but rather have the opportunity to demonstrate his good preparation.

As a basic rule in the interview applies: stay with any questions as loosely as possible and above all honest, but not easy “losplaudern”.
In addition memorized standard phrases should be avoided and instead, individual responses are prepared.

Particular attention an applicant should respond with the following questions:

  • Why were unemployed in recent years?
  • Why does your education / her studies take so long?

These are the questions the recruiter wants to find out how motivated a candidate is, and identify any “weak points” in the CV. Mostly an applicant has reasonable grounds for career delays, but otherwise can often be called Positive (z. B. what has been done to end unemployment).

  • Why have you lost your last job?
  • Why do you want to leave your current company?

Questions like these are a HR frequently to “research” of any difficulties with superiors and colleagues. If so, a candidate should speak no means bad about the last employer, but instead indicate, rather, to want to use better professional development (which is actually the case).

  • Why are you the right person for this job?
  • What are your weaknesses?

Behind this FAQ does that the question of how the candidate with its strengths and weaknesses can handle and how this affects his work. Applicants should therefore mainly provide such positive and negative characteristics and skills necessary for the position offered (still) can be useful, and this way of examples prove.

  • Which companies have registerd?

This very outspoken trick question is designed to test the loyalty of the candidate. If so, an applicant should specify Although honestly that he has also advertised elsewhere, however, mention any names.

  • Where do you see yourself in a few years?

By this question, consider personnel managers, the tenacity with which tracked what career goals of the candidate. Here it is important to express a concrete idea as possible, which is oriented to the career opportunities in potential companies and shows that the candidate has dealt with it in advance.

  • How do you react to criticism?
  • What do you think about overtime?

Such questions are aimed at the credibility of the applicant. Even HR managers know that no one likes to hear criticism or working overtime. Preferably a candidate responds with an honest answer, at the same time signaled its willingness to compromise (z. B. Use of criticism as constructive feedback, willingness to work overtime in important works).

  • What salary you imagined?

This question is all about how realistic the candidate his “market value” estimates. An applicant should therefore first point out what qualifications he brings to the job. Then he should call a concrete content requirement, which is based on the industry-standard salary or final salary and the applicant still room for improvement leaves.

  • What you want to know about us?

At the end of the interview recruiters usually want to know how interested the candidate is really at the location. Applicants should especially ask questions that are relevant with respect to the site and the company (eg. As training, access to training) and not primarily on their livelihood targeted (eg. As leave arrangements, additional company benefits).

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