Many interviewers and candidates are keenly interested in ‘tough’ questions. However, from the interviewer’s perspective asking ‘tough’ questions is not usually helpful. It is advisable not to place undue pressure on candidates because people tend to withdraw and become defensive when they are under pressure. We learn more about people when they are relaxed.
It’s better therefore to focus on ‘good’ interview questions rather than ‘tough’ ones. These questions encourage candidates to think about themselves and to give the interviewer clear revealing information as to their needs, capabilities, experience, personality and suitability for the job. The best interview questions can therefore be the ones which most help candidates to reveal their past experiences, skills, knowledge and attitude.
It is beneficial to highlight to the candidate that the interview is about them and their chance to sell themselves.
Interview questions not to ask
Asking questions about the following subjects is a breach of one or more legislative Acts that are in place to safeguard against discrimination.
Avoid questions such as:
Types of interviews
Occasionally interviews are carried out over the telephone, before inviting candidates to a face to face meeting. This process can be used to screen and make sure applicants meet the requirements. A telephone interview can be a cost-effective way to screen candidates.
Often called a personal interview, this will enable the employer to ask questions about the candidate’s experience, skills, work history and availability.
These interviews involve a number of people sitting on a panel with one acting as Chairperson.
Designed to enable the interviewer to elicit meaningful and compete answers to questions asking for examples. Using the acronym STAR: Situation, Task, Action, Result
Task Oriented or Testing
Problem-solving or short test interview, this will evaluate a candidate’s technical knowledge and skill. Sometimes a presentation to a group is necessary to determine communication ability.
Before you fill out our registration form, we feel it necessary to pass on some important information.
After completing our registration process your details are checked over by our Validation Team. Their task is to upload suitable submissions or delete.
Registrations that pass validation automatically produce an online CV Profile. Due to the popularity of our website profiles are widely seen by prospective employers. On a daily basis we receive many Profile enquiries.
By following our guidelines your profile will pass our validation process.
Key points to note
Your aim should be to produce a fantastic online CV Profile.
Our task is to find you meaningful employment.