Part 1 of this is More Interview Questions Not to Ask, Part 1.
There are more questions from Interview Questions: Hiring Experts Reveal Their Favorites.
I had mixed feelings about these questions. You need to be a savvy interviewer to pull these off:
• Describe an environment in which you would not thrive.
• So you’re a Yankees fan. If you were their owner, how would make the team better?
They are hypothetical questions. Hypothetical questions beg the candidate to tell you what makes the candidate perfect, not what makes the candidate real. I would love to be perfect. I bet you would, too. However, I am real and human.
Don’t start with a hypothetical negative, when you can turn this into a behavior-description question so easily and make it great:
Tell me about a time when you thrived in an environment/project/team.
Now, does that tell you about a candidate? Even better, shorten it:
Give me a recent example about a time when you thrived.
Now, if you have been practicing your interview skills, after you ask that question, so a candidate is grounded in reality, you can ask,
Now, contrast that with a time when things weren’t so hot. Tell me about that. What were the differences?
You, the interviewer are asking the candidate to reflect in real time, about real life events. No hypothetical what-if, la-la land required. See how this is better?
By the way, there were some gems. The ones I liked were:
• You’re a project manager? Tell me about a time you had a delayed project.
• Describe a project in which you could not thrive.
These are both behavior-description questions.
I’m an experienced interview. I practice interviewing all the time. I never ask hypothetical questions. Never. Why? Because it’s too easy to fake an answer. But I always ask behavior-description questions. Because they are grounded in reality.
What do you do?
Look for Part 3, which is what do when you are interviewing and you encounter these questions. If you’re hiring, read Hiring Geeks That Fit, to learn how to ask questions.