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We were all there before: you have an important opening for a position on your team you want to fill up quickly. You have the budget you want. You have reduced candidates to a few highly sought after and deeply talented people who can help your business reachSuccess. When they arrive for a meeting, you want to challenge them with your interview questions - but not as long as you turn them off. Assuming you knowWhat Ask, what are the questions you have definitivelyshould not?

These 20 questions here here. We talked to more than ten of the brightest spirits of the Business-CEO, Human Resources Managers, entrepreneurs - to compile the greatest successes of the worst questions unnecessary. (Bonus! In most cases, we also included what you have questionsshould ask the place. Of nothing.) And for more tactics for the game of your boss, discoverThese strategies change play that each boss should know.

A terribly useless shot. "Companies change as candidates," says Sol Garger, Chief Product Manager toZip. "It is unfair to ask this question especially if there is no long-term hiring path for this position."

Geoff Scott, career advisor and reigns to an expert atResumecomcompanion.com, accept. "Most of us do not know what we want in five years, so the rate of rotation is so high nowadays," he says. "If an interviewee says they are seeing your business in the future (as a management or otherwise), it is impossible to say whether they are sincere or not. They simply tell you what they think hear . "

Instead, interviewers should get what they try to learn through other issues. Scott says you should opt for, "what areas of this area excite you?" Or "What does you intrigue on working for our business?"

"If the interviewee is sincerely interested in working for you, they will know about your products and the type of roles they would fill like your new rental," says Scott. "Measure their enthusiasm with such questions - the legitimate passion is a better indication that they will constitute a long-term employee than their answer to the five-year question." Now, if you are at the other end of the job interview table,Make sure you do not give one of these answers.

"This is not a good question because the candidate will usually give a false negative such that" I work too strong, "says Garger." The intention of this question is generally established to see if the candidate has self-awareness. "

This is one of the interview questions that makes it difficult for the candidate's response in any way, it's not a terrible cliché. "Think for a moment," said Jameson Slattery, Vice President of Global Marketing for the Health Sciences SocietyColorSecience. "If you had to talk openly and honestly on your greatest weakness, what are the chances that you are hired by this company? If a candidate has made a kind of interview preparation, they will have thought of their answer to this question, which will probably not quite truthful. "And for more advice, here isHow to be a better leader (and man).

"Of course, the interviewee is not going to say no to that," Fumes Jesse Harrison, Founder and CEO ofZeus Legal financing, which supervises the recruitment and hiring of society. Any question where it is obvious that the interviewer is looking for a specific answer will not allow you to better understand the candidate. For more good leadership tips, here'sWhat every first boss needs to know.

"Closed questions (yes / no) are practically not used in the interviews, because the candidates know what the" good "answer is," says Mikaela Kiner, founder ofEspecially HR. Even if the answer to some of them are not as obvious as "do you work under pressure ?," They always create a feeling that there is a good or a wrong answer and mitigate the possibility of obtaining a real overview of a candidate or his interests and capacities. And talking about business meetings, make sure yoursRun as well as possible with these secrets.

"If I ask you a question like" How about an unfortunate customer ... ", It's easy enough to make a perfect answer," says Kiner. Instead, she says that interviewers should focus on behavioral maintenance issues such as: "Tell me an hour when ...", which gives the candidate a chance to describe a real event in their professional life and how it has been treated. "The difference is not subtle," she adds. "The behavioral question tells you if the candidate has been in this situation before. Their feelings about the situation are required to go through too, and you can see if they were frustrated, irritated or patients when dealing with this client. " For more perspectacability to know how to be the best commercial manager possible, readThrough the wisdom of successful starters.

"Personal questions about the state of the family or matrimonial should be avoided because they are not relevant to work," says Kiner. If such details derive from the conversation organically, it is necessary to chat in a friendly way, but asking for personal personal questions is rarely a good idea. If you try to determine if family commitments could affect the candidate's availability, just ask if they are available to work overtime, do not put it in the context of their personal lives. Now, while you are considering questions to ask during your next interview, checkWhat is driving C.e.o. always asks his candidates.

"From my experience, I recommend always playing safely and keeping interview questions on a professional level," says Slattery. "If you bring out one of these topics, it could trigger an emotional response, or it could simply provide you with information that does not help to make a job order. You can always get to know the person after that You hire them. "And we compiled even moreFIRST PLAN BUSINESS AND LEADERSHIP TIPS C.E.O.S HERE.

"Of course, you want additional information about a candidate for getting an idea of ​​what they are like and what they have done in the past," says Steve Pritchard, HR Consultant forAnglo liners, A road marking company. "However, this question is not concentrated enough and opens the possibility of panicking, embossed and wasting time."

Instead, an interviewer is better to focus on a specific topic. Pritchard gives the example of asking the interviewees to describe a challenge they faced and surmounted, or simply a favorite brand and what they like about it. "Remember that candidates should feel relaxed at any time during an interview because it is at that time that you see the right side of their personality," he says. And if you want to project power, buyone of these office chairs that leaders swear to.

"Candidates believe they have already answered these questions before, and then tell their brains for more information, which can be turned off and irrelevant for the available role," says Pritchard.

It is better to better be specific during an interview, requesting things like: "What's about this role that interests you?" Or ask them if there was a campaign or a particular product of the company they admire. "These types of questions are a subtle way to test a true enthusiasm of a candidate for the role, as a plaintiff who really wants the position to have carefully sought to your business," he adds. And here is a top c.e.o.How to manage a business that people will want to work for.

This variation on "what is your greatest weakness" that has become one of the most popular interview questions in recent years establishes a negative tone in an interview that should be concentrated squarely on the forces of society and the individual. "From my experience, companies that capitalize on the strengths of their employees, instead of trying to change their" biggest weakness ", have the greatest success," says Slattery. "Instead of asking what their worst enemy would say about them, ask "How does your best friend describe you?" And do not miss more advice on howrun a positive workplace here.

A bit of pressure and healthy competition can bring out better performance of workers. But transforming an interview into the apprentice apprentice episode, it is unlikely to give you a glimpse of how a potential employee actually perform in his work. "Not only do you ask the respondent to compare to the people they do not know, but you put them in a position where it's hard to look good," says Slattery.

Instead of creating a zero sum situation, he says it's better to supervise the question like ", based on what you know about society and what we discussed today, how do you think you Could we help? "

"Do not ask for any behavioral question that presides over with a statement of how things are around here," says Fletcher Wimbush, CEO ofThe rental talent, a job evaluation company. "By saying to the candidate what is the situation and what you like or do not like to give you the right answer, then unless the candidate did not listen, they will know exactly how to react in the way you will like them . "

Instead, it is better to ask them for slightly more open questions, such as "What is a project of work you are particularly proud of?"

"This question is a failure because 90% of respondents will answer that their children to the family are their motivator," said Danielle Kunkle, Vice-President of the insurance supplement companyBenefits of boomer. "I suggest changing the verbiage to" What motivates you to do your best at work? "This wording will generally lead to a response closer to what the interviewer is looking for: money, recognition, chances of advancement."

Similar to the previous one, this interview question tends to create comforting responses about its children or family, but do not tell you much about how the candidate would be like an employee. Kunkle suggests rather to change the answer to speak specifically to the history of employment: "Tell me about the only thing you are most proud of your work story?"

"Non-traditional maintenance issues can be a fun way to break the monotony of an interview and learn something interesting about a candidate," says Scott Scott of innovompanion.com. But "this worn interview survived its usefulness."

Originally designed to obtain creative thinking topics, this has become a question like cliché and predictable as "what do you expect to do in five years?" Do not hesitate to ask more creative questions, but make sure they are relevant to the position of the applicant applicant and that it is a creative question.

Whatever the winning candidate to his last job has nothing to do with this current position. Their anterior organization can pay them much more than they expect in this new position or maybe even less. Any wage question should focus on the current position, what they expect and what your organization can afford. Anything else is a distraction. In addition, if you have to negotiate salary details,Make sure to know how to negotiate something and win.

"Your team can like cocktails Thursday night together, but you can not ask a candidate if they intend to participate," said Francine E. Love, founder and principal lawyer of Lovers' Cabinet, PLLC. "This can run legislation on disabilities. A type of question similar to avoid is" Do you do drugs? "This can go to disabilities and other protected health information (that is, the applicant takes daily drugs for a chronic disease). EEOC (which applies the statutes of the fight against federal discrimination ) considers that prior alcohol and addiction are protected handicaps. "If you are currently working in a place that loves the HULE HOURS company,Make sure to know how to drink with your boss.

This is another of these yes-or not interview questions that will give you a canned response. Instead, ask the candidate to talk to you about an hour when they had to collaborate with some colleagues to solve a problem.

You prefer to ask them for questions about the interviews on the work aspects interest them most or where they noted the greatest successes.

Any interview questions on the physical appearance marches of the candidate on a dangerous territory.

"This may seem just a continuation of the March excitation of March, but it can lend themselves to disability-type answers," says love. "For example, someone can be big or short on a genetic condition. This line of questioning should also avoid weight or other appearance requests."

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