Maybe I’m full of repressed anger or just irked by trickery, but psychological job interview questions make me mad. Designed to reveal whether a candidate can handle job challenges, many of these questions produce answers with very little predictive value. And besides, why should some company whose own management may be nuts judge me?
A story by John Parrish in a recent Southwest Airlines’ Spirit magazine set me off this time. It reveals 12 “killer questions” devised by British occupational psychologist Peter Gerstmann to “help employers tune into what job applicants are really saying.”.
1) What’s your greatest weakness? Don’t answer “none.” Gerstmann says that’s a fear response indicating you might not be able to cope under pressure. Instead, mention something you’re good at that needs improvement.
2) What are your greatest strengths? Don’t say you’re strong across the board. That supposedly indicates you’re unfocused or that you approached the interview lazily. Instead, pick a strength that directly benefits the company that’s interviewing you.
3) What would you like to avoid in your next job? Watch out. If you say you want more strategic input, that could be read as saying you don’t want to be accountable for specifics.
4) What can you tell me in five minutes that would persuade me to hire you? They’re trying to get you to drop your guard and deviate from your prepared responses. If you aren’t prepared for this “spontaneous” question you’ll appear rattled and unable to cope under pressure.
5) How competitive are you? Of course, you always play to win and display the spunk of a Roman gladiator. But you must present this “fight-to-the-death” instinct in the context of being a dedicated team player. Exhibiting too much personal ambition is a no- no.
6) What has been your biggest business failure? Admit you goofed. But explain how you learned from the error and prove (by citing hard numbers) that you turned negative into positive.
7) What frustrated you in your last job? The questioner doesn’t care about the source of the frustration. She wants to know how you worked around it. Show that can-do spirit.
8) Have you ever been fired? Be honest. And even if the guy or gal who fired you was the boss from hell, don’t blame them. It was your fault whether it was or not.
9) What recent achievement are you most proud of? Pick a specific business achievement, explain how you did it, and back it up with numbers.
10) What mistakes have you made in handling a difficult staff situation? Admit to one. Explain what went wrong, and how you’d handle it better now.
11) If I called your last boss, what would he say about you? Say, “He’d hire me tomorrow.” Any conflict or negativity is your fault and a sign you run away from responsibility.
12) What motivates you? “Challenge” is a good answer. That may signal a desire to prove yourself to authority figures. Remember, companies don’t mind when your psychological imbalances work in their favor.
Article – Copyright 2000 Evan Cooper. Syndicated by ParadigmTSA
The material contained in this article is for information purposes only. You should consult with a human resources specialist to make sure that your policies and interview questions comply with local laws.
