What's a bad interview question?

A bad interview question is one that either fails to assess a candidate's relevant skills, experience, or cultural fit, or creates discomfort or bias. Here are some types of bad interview questions:

1. Irrelevant Questions

These are questions that don’t provide meaningful insight into a candidate’s ability to perform the job or their suitability for the company.

• Example: "If you were an animal, what kind of animal would you be?"
• Why it’s bad: While it may seem like a fun icebreaker, this question doesn’t help the interviewer understand the candidate's qualifications or job fit. It can come across as unprofessional and waste valuable interview time.

2. Overly Personal Questions

Asking about a candidate’s personal life, family plans, or lifestyle choices is inappropriate and can even be illegal in some places.

• Example: "Do you plan on having children soon?"
• Why it’s bad: This question is invasive and irrelevant to the candidate's ability to do the job. It can also lead to discrimination and violate equal employment opportunity laws.

3. Questions that Invite Bias

These questions introduce unnecessary bias by focusing on a candidate's background in a way that’s unrelated to their professional qualifications.

• Example: "Where are you from?" (when it pertains to nationality or ethnicity)
• Why it’s bad: This question can make candidates uncomfortable and may lead to discrimination based on race, nationality, or cultural background. It is illegal to ask about nationality or citizenship in many regions.

4. Questions with No Clear Purpose

These are questions that don’t provide the interviewer with actionable or relevant insights into the candidate's skills or experience.

• Example: "What’s your favorite color?"
• Why it’s bad: This question doesn’t offer any information about the candidate’s ability to perform the role and can make the interview seem unfocused.

5. Impossible or Unrealistic Questions

Some interview questions may be designed to put pressure on candidates, but unrealistic or overly difficult questions can frustrate and discourage candidates.

• Example: "How many tennis balls fit in an airplane?"
• Why it’s bad: While brainteasers were once popular in interviews, they’ve largely fallen out of favor because they don’t assess a candidate’s problem-solving skills or technical abilities in a meaningful way. They often create unnecessary stress without yielding useful insights.

6. Negative or Tricky Questions

These questions aim to trip up the candidate, making them feel like they’re walking into a trap.

• Example: "Why should we not hire you?"
• Why it’s bad: This type of question forces candidates into a negative mindset and often results in them feeling anxious. It’s not constructive and doesn’t encourage candidates to highlight their strengths.

7. Redundant Questions

These are questions that ask for information that is already available on the candidate's resume or application, wasting time.

• Example: "Can you walk me through your job at [Company]?" (if the candidate has already done so in a prior question)
• Why it’s bad: Repeatedly asking for the same information suggests the interviewer didn’t pay attention or hasn’t prepared well. It can also frustrate the candidate.

8. Hypothetical, Non-Specific Questions

Asking broad or hypothetical questions that aren’t directly related to the role can confuse candidates and make it hard to provide useful answers.

• Example: "What would you do if you were the CEO of this company?"
• Why it’s bad: This type of question is too vague and doesn’t provide insight into the candidate’s experience or specific skills. It’s better to focus on relevant, real-world scenarios that reflect the responsibilities of the role.

9. Illegal Questions

Certain questions are outright illegal because they relate to protected characteristics, such as race, gender, religion, marital status, and more.

• Example: "Are you married?"
• Why it’s bad: Asking about marital status or other personal details can lead to discrimination and is against employment laws in many regions.

10. Too Many "Gotcha" Questions

Questions that seem designed to catch the candidate off-guard or make them feel uncomfortable are counterproductive.

• Example: "Why did you leave your last job? Were you fired?"
• Why it’s bad: It forces the candidate to focus on negative aspects of their past. A better approach is to ask about what they learned from their previous experiences or how they have grown professionally.

How to Ask Good Interview Questions

• Focus on Job Relevance: Ask questions that help you understand how the candidate’s skills, experience, and personality align with the role.
• Assess Problem-Solving Skills: Use scenario-based questions to see how candidates would approach real-world problems.
• Encourage Self-Reflection: Ask questions that allow candidates to reflect on their experiences and growth.

Example of a Good Question: "Can you tell me about a time when you had to solve a difficult problem under pressure? How did you approach it, and what was the outcome?"

Conclusion

A bad interview question is one that is irrelevant, too personal, or designed to trip up or discriminate against the candidate. Good interview questions are clear, focused on relevant skills and experiences, and help the interviewer assess the candidate’s qualifications for the role. By avoiding these bad questions, you can create a fair and productive interview environment that brings out the best in candidates.