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What are your strengths and weaknesses? Where do you see yourself in five years? How would your co-workers describe you? These questions and many more like these are absolute garbage interview questions. These questions provide no value, and candidates expect and prepare for them.

These types of questions are certainly not suitable when interviewing leaders. They are an embarrassment. Leaders worth interviewing will be prepared for these questions and give the optimal response, giving the interviewer misleading information.

Interviewers should ask situational questions to assess how the prospective worker will do their job. When interviewing a candidate for a leadership role, the questions should be, what is your plan for our organisation? In your previous role, did you increase or maintain profitability through innovation or cost-cutting? What will you do in the event of a workplace fatality?

When interviewing candidates for front-line roles, the same strategy applies. How will you respond to a customer complaint? How will you respond to a dispute with a co-worker? What will you do if you are instructed to serve a defective product?

When asking a question such as, do you pay attention to detail? Follow-up with, give me an example. Everyone pays attention to detail until asked to provide an example.

# Corporate Policy