Unfortunately, you’ve dealt with HR programs that don’t “get it”. HR can be very strategic, and I disagree with you here, but I understand why we disagree. Some of those bogus questions are asked by the hiring manager, and not HR. HR is the group that is learning to NOT ask those questions.

In most cases, these questions are a means of pre-screening, and not on the actual interview. HR usually handles a pre-screen interview and then passes onto the hiring manager for a more technical interview, although I don’t believe in HR pre-screens. I believe that managers should be trained on how to pre-screen to create an easier facilitated process.

I do agree with you on that a candidate may be able to BS a response, but in my training (as I’m sure yours) we are taught to probe until the cows come home. A great deal probing means a whole stuffing of lying from the candidate if they choose to BS an answer. Some people are wonderful liars and story tellers (maybe our friends in sales), but most candidates won’t last even 2 minutes of probing before coming up short.

Maybe I’ve been brain washed, but I’m very concerned with what someone has already done, as opposed to what they might do. But, I am very interested in this “manipulation check”, research concept. Maybe we could talk off line about it at some point so I can learn more.

Lazy is exactly how I’d describe it. Even if it HAS got them in minor trouble, people won’t work to change it until something radical happens. Great stuff, thanks for your reply.

The mention of these questions as “traditional” makes me puke. “Tradition” is just another word for “I’m too lazy to change” and “Well, it hasn’t gotten us in trouble yet, so…” You aren’t going to get the best talent asking them what they think about themselves (trust me, they think very highly).

The interviewer most likely knew you were a fit for the position as soon as he/she saw your resume or your previous work. They could have asked #3 as their formality.

You didn’t answer it wrong. You answered it in a way to get the position, and it worked. I just don’t like the question in terms of the company. The company has no idea if you are telling the truth in this situation. You’ll obviously say whatever you think will get you the job, and they know it.

Good work on the answer!

Obviously no one likes to admit their flaws, especially on an interview. But, I said I was a perfectionist and tried to spin it as a positive quality. In my line of work, perfectionism is crucial but time is also important. I had to walk a fine line while answering this but feel that my answer was well received.

I did get the job, after all.

When you ask “If this happened, how WOULD you….”, that does not belong on Behavioral Interviewing, that is called Situational Interviewing. It’s not as effective. In that scenario, someone can make up a GOOD answer. It doesn’t prove that’s how they would actually handle it. A key word is WOULD. Change the word WOULD to DID and it will make it behavioral.

In behavioral, all questions start off with…

Explain a time in detail when….
Tell me about a time when…..
How DID you handle…

Things like that.

Thanks for your comment and adding value to COTJ.

Glad you enjoyed behavioral. Do you remember any of the questions that were in the behavioral category?