July 27, 2006 at 18:25What to answer when the question “off topic” is asked at the interview
Sometimes personnel officers may ask questions during the interview that are completely unrelated to what would seem to be the topic of the interview. Naturally, this makes sense and has specific goals. And correctly answering such questions is no less important than the question of work experience and the size of the desired salary. Abstract interview questions can be divided into 4 types:
assessing the overall horizons of the applicant, the ability to speak on general topics (which is especially important for people in communicative professions). You may be asked about your ideas about happiness or asked to speculate on the role of the "phenomenon of cosmopolitanism in the framework of the general global trend towards globalization." With the help of such questions, it is quite easy to assess the degree of “inclusion” of the candidate in the dialogue, the role that he plays in communication (leader, slave), listening ability and, of course, general erudition.
"Near-professional." These include the following questions: “What periodicals do you read?”, “How do you imagine an ideal friend?”, “What would you assign from your professional career to your wife, friend, father?” etc. The answers will tell the employer (recruiter) what is the “true” attitude of the applicant to the profession, the degree of his involvement in the general work context. If the financial director regularly looks at the journal "Finance" or is subscribed to the RBC website newsletter, we can say with great certainty that we have a financier with a good professional "lining", most likely this is not just a contractor, but an initiative person and who is in the context of the situation .
personality-oriented. These questions are from the series: “Your main family tradition?”, “What are your preferences when choosing a place for dinner?”. Evaluation of answers will allow to draw conclusions about the personality characteristics of the applicant (a tendency to loneliness, aggressiveness, especially communication, including among colleagues, etc.).
assessment of claims. These questions are aimed at seeing the professional future candidate, including in the employing company. For example: “how do you see yourself in 10 years?”, “Your biggest career goal?”. According to the answers of the applicant, one can judge the level of professional self-esteem of a person, his aspirations and ambitions. For example, a sales manager claims that after 1 year, and not later, he sees himself as the head of the sales department. And the management of the employing company is not interested in the leading employees at the moment, so this answer will not play into the hands of the candidate. Although it could be the other way around.
How to answer them?
* The answer must be honestly, not trying to look as good as possible, sacrificing your own principles and beliefs.
* It would be nice to study the vacancy and, if possible, the company in detail, before the interview, to prepare for answers to all kinds of questions. During the meeting, you should carefully listen to the interlocutor in order to adjust your answers in time, because, for example, the lack of plans for the company to introduce a leadership position may go against your guidelines.
* Be active! Ask questions yourself, communicate with the interlocutor (resort to detailed answers, emotionally supported) - do not force to simulate the interrogation situation. Remember: not only the leader makes a choice, but you too!
assessing the overall horizons of the applicant, the ability to speak on general topics (which is especially important for people in communicative professions). You may be asked about your ideas about happiness or asked to speculate on the role of the "phenomenon of cosmopolitanism in the framework of the general global trend towards globalization." With the help of such questions, it is quite easy to assess the degree of “inclusion” of the candidate in the dialogue, the role that he plays in communication (leader, slave), listening ability and, of course, general erudition.
"Near-professional." These include the following questions: “What periodicals do you read?”, “How do you imagine an ideal friend?”, “What would you assign from your professional career to your wife, friend, father?” etc. The answers will tell the employer (recruiter) what is the “true” attitude of the applicant to the profession, the degree of his involvement in the general work context. If the financial director regularly looks at the journal "Finance" or is subscribed to the RBC website newsletter, we can say with great certainty that we have a financier with a good professional "lining", most likely this is not just a contractor, but an initiative person and who is in the context of the situation .
personality-oriented. These questions are from the series: “Your main family tradition?”, “What are your preferences when choosing a place for dinner?”. Evaluation of answers will allow to draw conclusions about the personality characteristics of the applicant (a tendency to loneliness, aggressiveness, especially communication, including among colleagues, etc.).
assessment of claims. These questions are aimed at seeing the professional future candidate, including in the employing company. For example: “how do you see yourself in 10 years?”, “Your biggest career goal?”. According to the answers of the applicant, one can judge the level of professional self-esteem of a person, his aspirations and ambitions. For example, a sales manager claims that after 1 year, and not later, he sees himself as the head of the sales department. And the management of the employing company is not interested in the leading employees at the moment, so this answer will not play into the hands of the candidate. Although it could be the other way around.
How to answer them?
* The answer must be honestly, not trying to look as good as possible, sacrificing your own principles and beliefs.
* It would be nice to study the vacancy and, if possible, the company in detail, before the interview, to prepare for answers to all kinds of questions. During the meeting, you should carefully listen to the interlocutor in order to adjust your answers in time, because, for example, the lack of plans for the company to introduce a leadership position may go against your guidelines.
* Be active! Ask questions yourself, communicate with the interlocutor (resort to detailed answers, emotionally supported) - do not force to simulate the interrogation situation. Remember: not only the leader makes a choice, but you too!