Over the past couple of weeks there has been a plethora of articles commenting on interview questions, with comments ranging from “What’s the point of these wacky questions” to observers who say that if corporate giants such as Google, who are notorious for asking questions such as “you are shrunk to the height of a nickel and thrown in a blender. The blades start moving in 60 seconds. What do you do?” frequently base their interviews and hiring on the answers to such riddles, then there must be something in it?

So is there something in it?
Can any of you out there shed any light on the value of questions such as:

1. “What colour best represents your personality”
2. “If you were an animal, what type of animal would you be and why?”

Does this type of questioning identify potential talent?

What type of response would classify as genius, and what type of response would classify as ridiculous?

Can these questions really provide any insight into an individual’s creativity, can they help interviewers identify how the interviewee potentially responds to unexpected scenarios, are candidates likely to panic, express confusion or go with the flow?

Your views and experiences would be greatly appreciated and if you could share with us the most unusual interview question that you have either been asked or that you have asked, that would be great.

Look forward to hearing from you

Most companies will expect you to meet with their Human Resources department very early in the interview process. As a former HR professional, here are some tips that may help you make it to the next round of interviews.

Never badmouth anything or anyone. This applies to your former employer, coworkers, or Osama bin Laden. We’re trying to screen out whiners and troublemakers. I don’t care if your last supervisor was a tyrant. Be kind and magnanimous about everything and everyone.

Make sure your appearance is in order. We’ve covered this. Fair or not, you are judged based you based on how you look. Check your fly and make sure your eyebrows are smooth.

Don’t smoke on the day of the interview. We can smell it. We don’t like it. There is an unconscious bias against smokers, and let’s face it, you have a reputation for being lazy. Smokers are more expensive to insure, too. Why would we want you on the payroll? Help me help you. Don’t smoke.

Don’t be too aggressive and tell us how awesome you are. You’re here, aren’t you? A little humility, and some self-deprecating comments, will go along way with Human Resources professionals. Trust me.

Don’t tell us your life story. We hate it when you confuse Human Resources with your mother, your therapist, or your best friend.

Don’t expect us to have a timeline for the interview process. We have no idea how long it will take to fill the position. Ideally, we want to fill the opening tomorrow so we can get back to online shopping. Realistically, it will probably take a few months.

Be prepared to talk about your strengths and weaknesses. Don’t ever tell us that you struggle to delegate. You care too much. You take on too much responsibility. An interview is a conversation, not a bad eHarmony profile. Show some self-awareness.

When you take us through your resume, don’t gloss over the mistakes. We like it when you stop and tell us about an experience that taught you something. It shows character. Address your flaws outright and tell us how you learned something.

Compliment us. Seriously. We are human beings, too. Scan our offices and look for awards, photos, or something noteworthy. Make a connection. This is what salespeople do, and it works. We will remember your praise.

Make it easy for us to hire you. When you give us examples during the interview process, frame those examples in a way that relates to the job description, the issues in the industry, or the company’s mission. Be relevant and you will be remembered.

It doesn’t take a box of donuts or a pick-up line from a movie to charm the pants off your local HR professional. Be honest, tell a story, and try to relax. There’s no magic formula to acing your interview, but there are plenty of ways to put your foot in your mouth and sabotage your chances for success.

No pressure, but don’t blow it

By Laurie Ruettimann of Punk Rock HR

We ALL do it without exception when we are looking for a job and thus must remember to consider these same questions as a prospective employer and ask ourselves “why would someone want to work for us” and “what would they get our of it?”

A professional recruiter is tasked with promoting their employer, its values and the career opportunities it has the potential to provide to people, yet so many recruiters and especially hiring managers take it for granted that if a brand or company is big enough in its space (whether that is locally, nationally or globally) it will be a magnet for candidates. Well the coffee is on and if you can’t smell it then I might suggest that your head is in such a dark and unpleasant place that surgery might be needed. Seriously though it is a common mistake that so many people (companies) make, and it can be fatal as far as candidate engagement goes. If you are a recruiter or if you are a hiring manager and fail to provide a candidate with a compelling reason to join your company they just won’t!

A good indicator about how well you are “selling” the company or giving candidates the right level of information and incentive is to look at the number of rejected offers you get and the number of people who leave your organisation voluntarily within their first year of employment. Statistics will vary dept. by dept. and company to company, but if is higher than 10% I suggest that you need to look at how well you are selling yourself and your company.

There could be any number of points that candidates might find compelling and they’re likely to be different from candidate to candidate. Earnings Potential, Team, Challenge, Office Environment, Career Stability, Career Progression……..the list goes on. They are all very personal to the candidate and each will play a part in his or her decision process. Add to them the corporate employer brand, your place in the market and you have a big big story to create.

Unless the time and effort is invested to make the candidate feel important by finding out what is important to them you won’t be able to help them make the right choice. If you have found the right person, one you and others in the hiring process know will add value, you have an obligation to give them all of the information they want, as well as information you think they should know so that they can choose you.

There is no point in just assuming because you have a job to offer and a decent salary it will be enough to get a decision in your favour. Similarly, just because you have a great product or service doesn’t mean that you have a reputation of any kind, good or bad as an employer. You have to sell the benefit and value and what it could mean to each person. Do not take anything for granted.

By Gary Franklin, Passionate recruiter, keen networker, social media enthusiast and founder of The Forum for In-House Recruitment Managers (The FIRM)

Firstly, this isn’t about fashion. It’s not about stunning your potential employer with the latest AW10 handbag, an on-trend Bouclé jacket or shoulder pads that defy gravity. In 99% of cases they really won’t care. It’s more about finding a balance between dull conservatism and looking like you’ve been styled by a blind charity shop worker.

A brand consultant I spoke to talked about focusing on your ‘triangle of influence’ or the area between your forehead and shoulders. Remember, you might be wearing a fabulous skirt or shoes, but once you’ve sat down it is your outfit from the waist upwards that will be most visible. In other words, think like a newsreader.

Gender-permitting, ban the following from your triangle of influence:

Unbrushed hair
Excessive make-up
Clevage
Comedy ties
Exposed bra straps
Tatty or turned-up collars
Christmas tree / parrot earrings
Undone top buttons
Stains
Sweat patches
Hair gel
Chewing gum
Piercings beyond the ear lobe

Men: don’t skimp when you buy a suit, a top employer told me there’s nothing more off-putting than an ill-fitting one. This doesn’t mean you have to extend your overdraft five times over and head to Saville Row – M&S came most highly recommended. Invest in a decent pair of shoes too.

Women: you have more freedom, so don’t spend money on a suit if you can’t afford a nice one. If your bank account won’t stretch to a Vivienne Westwood or a Reiss (ie if you’re like most people) go for separates instead; a blouse and pencil skirt combination or dress teamed with a blazer. Go for those brilliant brands that look more expensive than they are, like Zara.

Interviews are horribly pressurised situations where you’re required to make the maximum impression in the minimum amount of time. If the employer is seeing a number of candidates that day, it’s always a good idea to have an extra weapon in your arsenal, even if you’re confident you’re perfect for the job. Remember that, to a certain extent, all people – even the fairest – will judge by appearances, it’s simply human nature. Your experience might speak volumes, but a tatty hem, too-short skirt or comedy tie will speak for you before you’ve opened your mouth.

By Lucy Pavia, Follow Lucy’s blog at www.girluninterrupted.co.uk/