Comments on: 60 Interview Questions

By: Sylvain Dorget

Sylvain Dorget — Fri, 13 Jul 2012 15:45:46 +0000

Despying your potential clients may not help…
As long as there is no entry test for this kind of advisors, there will be no standard. Good and poor so-called experts will coexist in a world where the best could not deliver for everyone and not everyone could afford the best.

By: Executive Recruiter

Executive Recruiter — Fri, 13 Jul 2012 12:34:34 +0000

Are these supposed to be good questions? More importantly, who are all these self-described counselors and coaches? Are companies actually paying people to talk about this stuff? If so, I’d like to see some articles on how I can persuade some HR moron to “engage” my services to talk about “human capital” management and “skill workshops”. This seems like easy work…like the Dire Straits tune talked about.

By: 60 Interview Questions « angelamalagon

60 Interview Questions « angelamalagon — Thu, 12 Jul 2012 12:52:08 +0000

[...] 60 Interview Questions. [...]

By: Sylvain Dorget

Sylvain Dorget — Mon, 29 Aug 2011 12:27:07 +0000

I agree with Paul.

By: 5 Recruitment Marketing Articles of the Week 8.20.11 to 8.26.11 « Recruitment Marketing Innovation, Technology and Ideas

Fri, 26 Aug 2011 15:57:22 +0000

[...] 60 Interview Questions by Ellyn Enisman (@collegetojob) [...]

By: Ross Clennett

Ross Clennett — Thu, 25 Aug 2011 00:56:53 +0000

The purpose of an interviewer is to seek EVIDENCE of a candidate’s skills, competencies and motivation. Job performance is a function of these three components.

A number of these 60 questions are asking for opinions or knowledge eg Q34 ‘What motivates you?’ Q35 ’35.Give me 10 adjectives to describe yourself’. As candidates are not being directed to provide specific behavioural examples from the past the real risk is that the candidate tells the interviewer what they think the interviewer wants to hear or information that is literally made up on the spot.

The link between opinions and theoretical knowledge and on-the-job performance is, at best, weak.

By: Paul Fetterplace

Paul Fetterplace — Wed, 24 Aug 2011 13:04:15 +0000

Is this the best we can do? This is the sort of stuff that gives recruitment a bad name. It is just so predictable, easy to prepare for and delivers very little insight to the whole person – I hate it and hardly ever use any of it, but still hold down a job after 12 years in recruitment. It’s time we moved on from such dogmatic adherence to behavioural interviewing. At least Lou has given us a competency model to work with – has anyone else got something new to offer?

By: How to ace an interview… Lots of preparation. | CML Blog – Financial Services & Legal News – Hong Kong, Cayman Islands, Asia Pacific, Bermuda, BVI

Wed, 24 Aug 2011 10:25:57 +0000

[...] are 60 great interview questions from Job Interview Skills 101, the Course You Forgot to Take For New Grads and College Students for you to practice, practice, [...]

By: Richard Hom

Richard Hom — Tue, 23 Aug 2011 17:49:42 +0000

Claudia,

These questions are not necessarily explicitly related to a particular task but attempts to predict how you might behave with a particular kind of situations.

By: 6o Great Interview Questions You Probably Ought to Be Asking

6o Great Interview Questions You Probably Ought to Be Asking — Tue, 23 Aug 2011 15:59:47 +0000

[...] why this post over on our sister website ERE.net is so interesting. It’s about 60 Interview Questions but it could easily be called 60 GREAT Interview Questions because these are some of the things YOU [...]

By: Claudia Toner

Claudia Toner — Tue, 23 Aug 2011 15:11:09 +0000

Would like to know the meaning of the answers and how they relate to being eliminated or considered for a specific job. Example 20. It’s five o’clock on Friday and your supervisor gives you an assignment that needs to be finished by 8:00 AM Monday morning. you have plans to be away for the weekend. What do you do?