Well i’ve only done 4 or 5 interviews but i’ve already come across a few questions i don’t want to answer.
1. 1min/3min self introduction
2. what’s your biggest obstacle in your life so far and how to manage it? (or sth like that
3. suppose you’re a team leader, how would/did you deal with disagreements between you and team members?
here’s what i thought when i heard the above questions
1. oh come on… again? alrite just say anything and get through it as quickly as possible
2. what? right now my biggest obstacle is you! as for others, i always felt once i got through the toughest part, it was no longer tough any more. i can’t recall that much pain and anxiety.
3. what? why do you suppose such disagreement definitely exists? there was never any dramatic fight or disagreement when i worked within a team. moreover i wouldn’t call it disagreement, actually what happens all the time are different opinions which further encourages discussions and better solutions and then i forget about it. i don’t think there’s anything to show or proof by answering this question.
beyond these ‘braindead’ questions, i wonder why almost every employer wants someone to show quality of leadership. are you hiring everybody to be a leader? so no one works under a leader since everybody wants to be a leader? expecting an undergrad to lead in what ways? what aspects? besides, experience of leadership on campus from my point of view, doesn’t really mean much. student societies or unions work in a huge different way with real world companies. i don’t believe one who can’t even properly do his entry level job can be a good leader in the future. companies should be hiring people who can do the job, not some arrogant undergrad with lots of campus leadership experience wishing to jump to a high level asap.
HRs are doing their job the wrong way. check any recruiting forums, there are loads of answers to loads of leaked interview questions for job seekers to ‘fully prepare’ their answers in advance. HR gets little info from the person by asking questions, plus the authenticity of those answers are highly questionable. surprisingly HRs do love to ask the same questions again and again which i find it lack of creativity, personality and sincerity. they are doing it the wrong and lazy way.
the way i see it, i’d rather be given a real problem and solve it right the way. this way interviewer can observe and learn quite much more than just merely talks, for interviewees there’s much less chance to cheat. so get real. be true to the employer and be fair to interviewees.
longest interview i’ve been through is an almost whole day experience, summer sth by EY. i think it’s fair enough, given people lots of chances to get to know each other and show each other what they’ve got but, it’s really tiring for interviewees and costs a lot for companies.
anyway, if i had to do more interviews, i’d write down my response to those questions i mentioned before and recite them! however boring it might be, if dealing with stupid HRs is the only way to get a job, i’d do it the stupid way. oh there are so much more i hate about HRs, maybe i should narrow it down to HRs in canton, among business/finance industries.
don’t judge a book by its cover. how the hell can you judge a person from a piece of resume paper and a few minutes talk? i don’t think interview by talking is really helping anything. i always tend to observe longer before jumping into any conclusions about people, for respect and to avoid prejudice, HRs do exactly the opposite! this really amazes me.
hell of a kind of job.