Interview questions, meant to serve as criteria to judge a candidate’s character, work ethic and talent have long since stopped evolving and become generic standardized questions.

Recent research has compiled evidence that recruiters’ questions are becoming redundant, lacking complex thinking, and not adequate enough to measure performance levels.

According to Harvard Business Review, new criteria that recruiters should use to hire more unique and talented candidates are:

1. Get rid of the most commonly used interview questions

Candidates have mastered the art of the perfectly phrased answer by knowing precisely what companies want to hear. There are hundreds of sites with available interview questions and possible answers categorized by company.

2. Avoid questions that refer to past situational or behavioral experiences

Prior decision-making is used as a way to prove a good track record but ends up being extremely situational, dated or even embellished for a better story.

3. Test the candidate’s ability to find a solution

  • How to find an issue – what criteria they use

  • Solve it – who they would ask for help?, what information?, how they measure success

  • Ask them to find possible issues in how the position currently handles job duties

  1. Future of their career and industry outlined

  2. How they absorb knowledge, flexibility and produce new ideas

  3. Avoid questions available on their resume

  4. Show the candidate how great the job position is

Ultimately, to find the right employee for a company, recruiters need a more individualized set of interview questions to fit their needs as well.

-Karla Legorreta

Works Cited

Sullivan, J. (2016, February 10). 7 Rules for Job Interview Questions That Result in Great Hires. Retrieved February 27, 2016, from