Job interviews that surprise jobseekers: Avoid standard answers



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We are moved by the idea to make the world of work more human - without constant pressure for efficiency, stress and fear. As Publisher Best of HR - Berufebilder.de® with podcast, eLearning-on-demand offers and news service we share 15 years of experience with our customers (Samsung, Otto, state institutions). By the Top20 female blogger and consultant Simone Janson, referenced in ARD, ZEIT, Wikipedia .
Reprint: This text is from the book "ERFOLGSERPROBTE EINSTELLUNGSINTERVIEWS: Wie Sie mit professionellen Fragen die passenden Mitarbeiter finden (2016)" by Uta Rohrschneider, published at BusinessVillage Verlag, and was left to us for reprint.
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There are applicants who do not behave socially desirable but draw a very honest picture of themselves. However, it must be emphasized that this is not the rule, but the exception. Most applicants avoid reporting their weaknesses or potentially unfavorable ones about themselves.

Job interviews that surprise jobseekers: Avoid standard answers job interview005

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Here writes for you: Uta Rohrschneider is Managing Partner of grow.up. Management consulting. Profile

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How to avoid default answers

Overview

Of these applicants, you will receive only standard answers to many of your questions. To get a real impression of these applicants, you need to ask specific questions.

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Your goal is to really get to know the candidate in order to make a proper decision about his suitability. If applicants are not acting honestly and genuinely on their own, you should put them in a position to show themselves, at least for the first time. You can achieve this by surprising the candidate with your questions.

What happens when applicants have to react spontaneously?

Overview

Then he must spontaneously answer the questions. If people have to behave spontaneously, you can not fall back on something that has been tried or tested. Instead, you can access a response or behavioral repertoire that you already own. Therefore, spontaneous responses give a lot about an applicant.

They say something about how quick-witted, spontaneous or flexible their counterparts are when they have to act unprepared. They provide information about whether the candidate is at all without preparation sovereign can act and act.

Typical questions about the person - some examples

Overview

Does a candidate act on an answer and take a lot of time to answer or does he answer your question without hesitation? And what reaction does he show when he is surprised? Here are some sample questions to surprise applicants with.

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  • Do you prefer to drink beer or wine?
  • What is your favorite restaurant?
  • Who is your favorite sportsman?
  • Which Disney character would you like?
  • Why do you have short / long hair?
  • Have you ever planted a tree?
  • What did you want to become as a child?
  • What bores you?
  • How loud can you scream?
  • Do you have a good manuscript?
  • Would you choose your parents again, if you had the choice?
  • What do you do with gifts that you do not use?
  • What are you worse off than any other people you know?
  • Can you change a car tire?
  • Without what could not you live?
  • You probably like to play it safe ...
  • What are you thinking about?
  • How much would you pay for a liter of milk?
  • Which designer do you wear today?
  • What color are you good at?
  • Would you be so attracted to the customer?
  • Which food would you never try?
  • What would you prefer: dog or cat?
  • How do you find flamingos?
  • What would you be most likely to do: blind, deaf or dumb?
  • Do you think of five games of the year spontaneously? Which?
  • Tell me a joke.
  • Make me laugh.
  • If you were a cowboy, what would your horse be?
  • If you were one of the three kings, what would have brought you to the crib?
  • When do you get homesick?
  • They wake up in a dumpster. What is your first thought?
  • What can your mother do best?
  • What book would you have liked to write?
  • What superpower would you like to have?
  • With whom would you like to swap a day?
  • Where would you travel with a time machine?
  • How can you relax?
  • What is a temptation for you?
  • What would be your hangman's meal?
  • Where do you hang while zapping?
  • What do you spend too much money on?
  • What can you cook particularly well?


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  1. TMP Germany

    RT @SimoneJanson: Job interviews that surprise applicants - Part 2: Avoiding standard answers -

  2. Christoph Athanas

    The applicant interviews are intended to find out whether someone is suited to the appropriate position (professional and personal) and also give the candidate further insight into the company, in particular the job to be filled. Therefore, all interview questions should be meaningful and acceptable to the candidate and therefore acceptable (because the interview then has a total requirement reference). Many of the questions referred to above are, unfortunately, completely meaningless in this respect ("beer or wine?"). Such questions do not lead to the fact that you really learn more about your candidates, but that they perceive the interviews as incomprehensible, and then just close them and withdraw from the socially socially desirable behavior. Only to the loosening up and with good Anmoderation some of the questions above are to be used. Otherwise, I strongly need to advise against it, because without requirement and unprofessional. Candidates in the interview should be partners and not volunteers ...

    • Simone Janson

      Hallo,
      Thank you for the exciting objection. I agree: Ideally, applicants should be partners to be respected with respect. As it looks into the forest, so it echoes out.
      I am only afraid of what I have noticed, that in many companies is not so seen, that is just after a simple solution is sought, in the selection of candidates to separate the chaff from the wheat. Ms Rohrschneider's contributions actually hit a nerve here, and the extraorbitantly high numbers of her contributions show that the interest in this topic is great. This can certainly be regretted, but there must be much to do in the minds.

      What would your proposals for partnership issues look like?

      In addition, I am also not convinced that this is only to be worked with bad tricks. It is also a matter of stepping up the interview with creative questions. Recently, somebody told me a nice idea: the staff asks the applicant what he can do, which he himself can not - and then begs to teach him this.

      Looking forward to an exciting discussion - and ask for patience if I do not always answer immediately.

  3. Competencepartner

    Conversions of interviews that surprise applicants - Part 2: Avoid standard answers: There is ... #Professional # Education

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