Originally Posted by mani333
In my experience most interviewers ask us to do a SWOT analysis of ourselves . By answering these questions I think we'll have a fairly good understanding of what we want, and what we are good at.
What are your career preferences?
How much salary you are expecting?
What is your plan regarding continuing your education?
Tell us about your hobbies?
What are your strengths & weaknesses?
Are you ready to work in a team?
I think regardless of technique or style, when interviewing someone ultimately there are two goals. 1. Is this person smart. 2. Can they get things done.
With that said, trivia questions are horrible interview questions. I once got asked what's the difference between varchar and varchar2 for a senior developer position. Ugh. I didn't take that job.
I will also say, the questions in this thread are worse. The questions in this thread accomplish squat for determining if a person is smart and can they get things done.
1. You ask salary as a part of your general questions? Wow. I can tell you nothing would irritate me more than hearing that right away. Besides, in a professional organization, the recruiter or HR should have already gotten an idea before the in-person interview. My standard answer to such a question, before we're talking offer letter, is "negotiable" -- you've learned nothing.
2. What are your strengths and weaknesses? Seriously. Is this the 80s? I guess you want candidates to blow sunshine up your backside and say something corny like "I've been accused by my colleagues of working too hard"... again, a savvy candidate (and that can be good or bad) sees right through this and it does nothing for determining if a person is smart and can they get things done.
3. Hobbies? There are better ways to determining if the candidates fit into your organizational culture.
4. Are you ready to work in a team? What's the answer here? Yes? Of course... even the biggest d-bag in the world isn't going to answer this one wrong and you've done nothing in determining if a person is smart and can they get things done with this question. Considering the vast majority of work is done in teams these days, what exactly are you trying to determine? Is there a goal for this question (or any of these questions) or does your org regularly waste candidate's time?