Hiring the right candidate requires careful planning, ranging from ascertaining job requirements to advertisements to asking the right questions from the shortlisted candidates. In a competitive recruitment landscape driven by candidates, finding the right fit for the role with minimum time to hire is of the essence. This, in turn, compounds an organizations footprint in terms of brand image and sustainability in the market.
The questions form the basis on which you gauge the candidate’s capabilities and juxtapose it against the company’s goals and visions. The right list of questions allows the employees to separate the wheat from the chaff and clear any misunderstandings beforehand and not deep into the hiring process. Having said that, there have been times when the HR or a recruitment agency has been guilty of asking inappropriate questions, far from being relevant to the job at hand.
Apart from awkwardness, irrelevant questions can be quite detrimental to the image of an organization and can put it in a legal soup, if not timely addressed. Let’s scour through some of the off the cuff questions which shouldn’t be asked to a candidate.
There is no place for outlandish questions which don’t commensurate with the job requirements and only trigger awkwardness and are a killjoy. Any impertinent questions are liable for legal scrutiny along with the unwarranted propaganda on social media platforms, powerful enough to destroy the reputation of an organization. To top it off, it’s a complete waste of time, a hurdle to the foundation of an interview process.
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