What is it about recruitment that allows managers to do stupid things that would probably get them fired if they tried it in any other part of the business?
A recruitment website has recently been touting the “Top 10 toughest interview questions” it has come across, suggesting that “job candidates … should be ready to answer any question” in an interview.
Really? Such as How many people born in 2013 were named Gary? (No. 8 on the list). Which of course might be a relevant question if a knowledge of useless trivia is a key requirement of the job. (Anyone who works for BT, who used the question, may be able to confirm if it is essential to know this to work there)
Or how about How many hours would it take to clean every single window in London? (No.4) I suppose this is possibly relevant if you’re running a commercial window cleaning business with the objective of creating a monopoly in the capital. Less so, I would suggest, for tech people in IBM.
Or this one If you were a fruit, what kind would you be and why? (No.2) I can’t even begin to suggest how this might be relevant to any job, let alone a Trip Leader with a Travel company.
Recruitment is a two-way process. Not only are you assessing whether a candidate is right for you but they are deciding whether your business is the right one for them. Idiotic questions like this tell candidates one of three things:
- Your managers don’t know what they are doing
- Your managers enjoy humiliating and tricking their staff (and your company culture condones this)
- The decision making processes within your company are fundamentally flawed if you have appointed such people to positions of authority
(Oh, and similar “clever” recruitment tricks like this one are just as bad for your reputation)
By all means ask tough and challenging questions that are relevant to the job. But unless you want your managers and your organisation to look completely ridiculous and laughable, drop the smart-alec questions, tricks and tests from your recruitment process.