STYLETHREAD -- LET'S TALK SHOP!

Metric · Gucci

HR/supervisors...interview ?

Becca · Kate Spade

One of my favorite interview questions to ask is: What is your weakest point? People will tell you all the good things about themself, but it's also good to know what they consider they're weak at. From my experience, it's a question that catches a lot of people off guard, so you're getting a more geniune answer, than something they have practiced in their head.

travelgirl · Kate Spade

aclassicbeauty wrote:

One of my favorite interview questions to ask is: What is your weakest point? People will tell you all the good things about themself, but it's also good to know what they consider they're weak at. From my experience, it's a question that catches a lot of people off guard, so you're getting a more geniune answer, than something they have practiced in their head.

I also ask this question, then I follow it up with, "What are you doing to improve yourself"? Many people are also caught off guard by this question.

Also, I ask, "If I were to talk to your last boss, what would he/she say about you?''. Also, the standard, "What makes you better than candidate "A", etc.".

mirbear · BCBG

Please don't ask the one (which my bosses ask everyone) which is pick 3 adjectives to describe yourself. Do you seriously think anyone isn't just making up whatever. I say responsible, independent, and etc...but it really is stupid.

I would ask them where they see themselves in a few years? I wonder what most would say...ugh!?

Make them feel comfy. My bosses always look ticked off.

NCshopper · Hermes

I just had to interview two people this week, actually.

I always start off with a little chit-chat, show them around the office, and then talk about the company and what we do and what the position is all about. I ask them if they have any questions and I always think it's a better sign when someone has questions and sounds genuinely interested in the position. Then I'll ask them what their best quality is, as it relates to their job, and their worst. I like the idea of the follow up question "What are you doing to improve that?"

I think getting recommendations from candidates is a really important thing to do. I'll ask about their skills and most importantly, if they'd hire the person again. The last one is the most important, because if they're at all hesitant, you can just say "Thank you very much. That's all I need to know." If they have to think about it at all, then I'd usually say that's not a good sign.