5 Questions Recruiters Should Not Ask The Candidates

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QUESTIONS RECRUITERS SHOULD
NOT ASK THE CANDIDATES
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A below par ratio of Applicant Conversion for
 job openings is a matter of concern for
companies. Recruiters have racked their brains to
understand the issues behind low conversions.
To get to the root of the problem, recruiters
should take a step back and analyze the way
interviews are being conducted in their
companies. Irrelevant interview questions can
not only take your interview wildly off course,
but may also show you in a negative light in the
minds of candidates.
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1. Tell me about yourself

• Recruiters treat this as the quintessential ice
  breaker question to start an interview
• Candidates talk on any topic they feel is
  relevant to the question

Better question
Can you describe why you have chosen this career
path?
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2. Where do you seeyourself in next 5 years?

• Honest answer Sitting on a beach, sipping
  Pina Colada
• Framed answer To progress in the company and
  earn a management position

Better question
In the next few years how do you expect to
develop your skills to progress within the
company?
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3. Why should we hire you?

• How would candidates know their value relative
  to the other contenders for the job?
• Isn't that recruiters job to figure out?

Better question
What is your most valuable skill, that suits the
job requirement of our company?
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4. What are your expectations regarding
compensation?

• Based on policies, company might have already
  decided on salary ranges
• Candidates who dont fit will be at bay ensuring
  better conversion rates

Better Situation
It is always advisable to straightaway mention
the salary ranges.
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5. What is your marital status?

• Questions like marital status, race, religion,
  gender, age, sexuality or disability
• These trivial questions are not only ethical but
  considered illegal in many countries

Better Situation
Always evaluate candidates on the basis of their
skills.
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Apart from relooking at the way interviews are
being conducted, using online recruitment
management systems is also a good way to filter
relevant profiles and improving conversion
ratios. It helps recruiters to manage and track
applicants across various job openings. Analytics
generated through the system can be used to get a
birds eye view of the hiring process in your
company as well as identify gaps in your
recruitment process.   Click here to explore All
Features
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