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It’s the end of the interview and you ask the infamous question, “Do you have any questions for me?” This is the chance you have to really understand the candidate you are interviewing and get a glimpse into how they might problem solve within your company. If they choose to not ask any questions, they could either feel really informed or could not have prepared any questions to ask.

 

Here are 10 questions that a candidate should never ask in an interview (hint, you should probably pass over these candidates):

 

What does your company do?

A candidate should never show up to an interview not knowing what you do. That shows the person has not researched your location and probably wouldn’t take the time to research questions they were to ask you in the future.

 

Do you have any other job openings?

If a candidate is asking this question, chances are that they not interested in the job they are interviewing for. Unless you mentioned that you do not feel this is a good position for them, this candidate is probably not someone to consider.

 

Where does the train drop off for your location?

This is a better question for HR once the candidate has the job. If they cannot figure out public transportation and whether or not it would work for them PRIOR to the interview, then consider passing. They should be doing their homework before they waste both your time.

 

Do you use XX software?

Chances are, you included which software you wanted the candidate to be proficient in in the job description and also during the interview. If this is a question during the interview process while you are discussing software, then that is acceptable, but at the end it is inappropriate.

 

Do you drug test?

This question should be avoided by candidates. If a candidate asks, politely answer, but avoid bringing them back for another interview. The question itself is a red flag.

 

Are you interviewing anyone else for the position?

They should assume you are always interviewing other candidates for the position. If a person asks this question, they could have low self-esteem or be wondering where you are at in the interview process. If that is the case, they could have worded the question better.

 

How long do I have to wait to reapply if I don’t get the position?

If the candidate is asking this question, chances are they have been in this situation before. You might want to consider as well that they are already thinking they won’t get the position.

 

Are you going to call my current or previous employer?

This makes it seem like they are afraid of you calling for some reason. If they asked you to not call a current employer, that makes sense, but concern about calling a previous employer creates a red flag.

 

What are your benefits exactly and when would they be available to use?

Anything on the HR benefits range of questions is unacceptable. Yes, while a person would like to know these specifics, an interview is NOT the place to ask them. It would be more acceptable for them to request a copy of the benefits and again, do their homework and read them when they get home.

 

How long is the employee probation period?

Again, they should be requesting a copy of the company handbook to read. A question like this makes you wonder why they are so anxious to get through the probation period.

 

If you have any concerns about the questions a candidate asks, feel free to follow up with questions of your own. It is okay to learn motive before jumping to a conclusion.

 

Interesting in hiring a candidate? Here is a list of our hot candidates for this month! Get in touch with us today.

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