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Job Interviews: The Best Questions to Ask

It wasn’t that long ago that Google asked extremely bizarre questions when interviewing job candidates. Two of the company’s most offbeat interview questions included the following:

“How many golf balls can fit into a school bus?”

“How many piano tuners are there in the entire world?”

And although some of the people being interviewed undoubtedly came up with rather sensible and brilliant answers, the overall effect that the answers had on these people’s abilities to perform their jobs was not impressive. In fact, this is why Google decided to stop asking such outlandish questions.

It was Google’s VP of people operations, Laszlo Bock, who made the comment “We found that brainteasers are a complete waste of time… They don’t predict anything. They serve primarily to make the interviewer feel smart.”

Why in the world would an interviewer need to feel smart? Why would he or she even need to prove anything? After all, the interviewer has already secured the position of being… well, an interviewer.

The New World of Google Interviews

Now that Google has moved away from brainteasers, the company is now using behavioral interview tactics. When using such tactics, the interviewers drill applicants with questions about their real-world experiences. Even if the experiences don’t directly relate to the job position that the person is applying to, the answers can still prove to be of the utmost value.

It should also be noted that Google is starting to steer clear of GPA requirements too. The company is recognizing that traditional educational training doesn’t mean what it used to mean.

With anyone and everyone holding a bachelor’s degree these days, it’s becoming harder to connect a value to such degrees, especially since the most of them are being earned through unheard of colleges. And even accreditation doesn’t matter anymore. There are lots of colleges and universities that are accredited, but yet at the same time never even require a student to step foot into a classroom or take supervised exams to earn a degree.

What Does This Mean to You?

As a hiring manager, you must pinpoint the exact requirements that need to be met for the jobs that you’re trying to fill. If certain educational standards need to be met, then this is fine, but you need to effectively separate your job applicants that meet these requirements from those that don’t.

The best way to see if a potential candidate can best fill your open positions is by interviewing them via behavioral interview tactics. And most importantly, keep in mind that sorting your through job applicants is remarkably simplified when using applicant tracking software.

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