Hi Folks,
This is my very first post here. Recently, I have been asked a question by the interviewer: "Tell me the names of companies that have a 30-day notice period." I could not answer the question. Can somebody help me with that, please?
From India, Pune
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This is my very first post here. Recently, I have been asked a question by the interviewer: "Tell me the names of companies that have a 30-day notice period." I could not answer the question. Can somebody help me with that, please?
From India, Pune
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Dear Dipshikha,
Firstly, let me wish you good luck in your job search. I wish for a positive outcome from the interview.
Now coming to the question. Though you have sought a query, can you please provide us with a context of the question? Context means which were the preceding questions to this question.
Otherwise, from the candidate's assessment point of view, there is no significance to this question. India has a few million companies, and it is impossible to keep track of the companies that have a 30-day notice period. Even within the same industry segment, it may not be possible to track the information.
Nevertheless, the interviewer could be trying to get market information. Smart interviewers use the job interview as one of the means to do their market research. He might have done it. He might have expected that on a spur of the moment, an interviewee may reveal the names of 1-2 companies. He might want to target the candidates from those companies so that he can fill the vacancies earlier!
Of course, this is just a surmise, and it is difficult to assess or understand the logic of this question.
Thanks,
Dinesh Divekar
From India, Bangalore
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8220Firstly, let me wish you good luck in your job search. I wish for a positive outcome from the interview.
Now coming to the question. Though you have sought a query, can you please provide us with a context of the question? Context means which were the preceding questions to this question.
Otherwise, from the candidate's assessment point of view, there is no significance to this question. India has a few million companies, and it is impossible to keep track of the companies that have a 30-day notice period. Even within the same industry segment, it may not be possible to track the information.
Nevertheless, the interviewer could be trying to get market information. Smart interviewers use the job interview as one of the means to do their market research. He might have done it. He might have expected that on a spur of the moment, an interviewee may reveal the names of 1-2 companies. He might want to target the candidates from those companies so that he can fill the vacancies earlier!
Of course, this is just a surmise, and it is difficult to assess or understand the logic of this question.
Thanks,
Dinesh Divekar
From India, Bangalore
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You can't do anything with this type of situation when useless questions are asked by the interviewer. Sometimes the interviewer thinks they are the best, even I am surprised to see that when they asked about a candidate's job stability while he/she turned his/her own job frequently. So don't take it seriously; otherwise, you will feel mentally disturbed. Just keep growing your knowledge and don't get stuck with this stupid type of question.
From India, Rudarpur
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From India, Rudarpur
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Yet another example of why companies have so much trouble attracting and recruiting suitable candidates is due to a substandard recruitment and selection process.
Staff engaged in the task of interviewing job candidates need to be trained in interview techniques and to also follow a set list of questions designed to focus SOLELY on the skills and attributes required to do the particular job in question.
It has become "trendy" to ask these stupid sorts of questions in a misguided attempt to try and ascertain if the candidate can "think on their feet" as it were. Asking "gotcha" questions never ends well for anyone. In my case, when an interviewer asked me a question like that, I just terminated the interview and walked out, having told the person that I prefer to work with people with a higher intellectual capacity. Only one person ever apologized to me, proving I was right in rejecting such nonsense.
If you want to ascertain the ability of a candidate to "think on their feet," then ask a STAR question that gives them the opportunity to tell you about a situation where they had to do that.
From Australia, Melbourne
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Staff engaged in the task of interviewing job candidates need to be trained in interview techniques and to also follow a set list of questions designed to focus SOLELY on the skills and attributes required to do the particular job in question.
It has become "trendy" to ask these stupid sorts of questions in a misguided attempt to try and ascertain if the candidate can "think on their feet" as it were. Asking "gotcha" questions never ends well for anyone. In my case, when an interviewer asked me a question like that, I just terminated the interview and walked out, having told the person that I prefer to work with people with a higher intellectual capacity. Only one person ever apologized to me, proving I was right in rejecting such nonsense.
If you want to ascertain the ability of a candidate to "think on their feet," then ask a STAR question that gives them the opportunity to tell you about a situation where they had to do that.
From Australia, Melbourne
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I appreciate Mr. Dinesh. I do not know why others are objecting to such questions. Mr. Dinesh stated that it is a kind of trick to understand the market conditions, and there is nothing wrong with it. However, candidates need not lose heart if they could not answer. It could be a trick by the interviewer to understand how the candidate reacts in such situations. There could be something in the interviewer's mind that may not be known to the interviewee.
From India, Hyderabad
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From India, Hyderabad
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Sitaramsn,
The process of sitting for a job interview is difficult and stressful for many candidates. At the very least, candidates should expect to be treated with courtesy. They should also expect to be treated fairly and equally with all other candidates applying for the same position. The purpose of a job interview is to establish how each candidate meets the requirements of the position. In other words, can they do the job or not. That is all there is to it.
Interviewers who want to indulge in pop psychology to big note themselves have no place in the process. Almost every one of us here on CiteHR can give you examples of how hard it is to get a job. When we succeed in getting the all-important interview, none of us wants to be treated like this. You say a candidate should not lose heart, but sadly many do. It is devastating to walk into an interview knowing you are a very good fit for the job and that you have the skills and attributes needed to succeed - but you get shot down by an idiot asking stupid irrelevant questions.
So my questions to you are:
1. Are you one of those types of interviewers, and what is your justification for such behavior?
2. If not, have you been a victim of such interviewing tactics, and how did you deal with it?
From Australia, Melbourne
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The process of sitting for a job interview is difficult and stressful for many candidates. At the very least, candidates should expect to be treated with courtesy. They should also expect to be treated fairly and equally with all other candidates applying for the same position. The purpose of a job interview is to establish how each candidate meets the requirements of the position. In other words, can they do the job or not. That is all there is to it.
Interviewers who want to indulge in pop psychology to big note themselves have no place in the process. Almost every one of us here on CiteHR can give you examples of how hard it is to get a job. When we succeed in getting the all-important interview, none of us wants to be treated like this. You say a candidate should not lose heart, but sadly many do. It is devastating to walk into an interview knowing you are a very good fit for the job and that you have the skills and attributes needed to succeed - but you get shot down by an idiot asking stupid irrelevant questions.
So my questions to you are:
1. Are you one of those types of interviewers, and what is your justification for such behavior?
2. If not, have you been a victim of such interviewing tactics, and how did you deal with it?
From Australia, Melbourne
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Dear Mr. John,
I can understand your aggression. Please understand that I am not supporting either the interviewer or the interviewee.
What I suggested is that if the candidate could not answer an irrelevant question, he need not lose heart. This is because one answer will not decide your knowledge or skill. There will be several other questions to assess your knowledge and skill.
Another point I made is that a candidate may not know why such a question is asked. That is why I referred to Mr. Dinesh's answer. It may seem like a stupid question to the candidate but could serve a purpose for the interviewer, which may not be immediately known.
During interviews, there will be some psychological questions based on the positions to be handled.
Regarding your questions, I am in both places.
From India, Hyderabad
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I can understand your aggression. Please understand that I am not supporting either the interviewer or the interviewee.
What I suggested is that if the candidate could not answer an irrelevant question, he need not lose heart. This is because one answer will not decide your knowledge or skill. There will be several other questions to assess your knowledge and skill.
Another point I made is that a candidate may not know why such a question is asked. That is why I referred to Mr. Dinesh's answer. It may seem like a stupid question to the candidate but could serve a purpose for the interviewer, which may not be immediately known.
During interviews, there will be some psychological questions based on the positions to be handled.
Regarding your questions, I am in both places.
From India, Hyderabad
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Dear All,
Having gone through all the replies, the first question is not stupid; it is only a way to understand the IQ of a person. Nowadays, every job aspirant creates very fancy resumes, and interviewers try to ask questions relevant to the job. However, in practical working, IQ is more important. I am sharing this based on my experience.
In response to the question about how many companies have a 30-day policy, a simple reply would be, "I am not aware of all the companies' HR policies. I can only provide information about the ones where I have worked."
During a job interview for a position as an account executive in a very large organization, I was asked why we walk/drive on the left side of the road. This question had no relevance to the job, but I answered that it is just a traffic rule in our country to manage traffic. It hardly matters to walk/drive on the right side because in many countries, the rule is to walk/drive on the right side of the road. I was selected, although I did not join the organization due to the low salary they offered me.
If you don't know the answer, simply say you don't know. Unfortunately, nowadays, youngsters don't pay attention to IQ.
Thanks
From India, New Delhi
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Having gone through all the replies, the first question is not stupid; it is only a way to understand the IQ of a person. Nowadays, every job aspirant creates very fancy resumes, and interviewers try to ask questions relevant to the job. However, in practical working, IQ is more important. I am sharing this based on my experience.
In response to the question about how many companies have a 30-day policy, a simple reply would be, "I am not aware of all the companies' HR policies. I can only provide information about the ones where I have worked."
During a job interview for a position as an account executive in a very large organization, I was asked why we walk/drive on the left side of the road. This question had no relevance to the job, but I answered that it is just a traffic rule in our country to manage traffic. It hardly matters to walk/drive on the right side because in many countries, the rule is to walk/drive on the right side of the road. I was selected, although I did not join the organization due to the low salary they offered me.
If you don't know the answer, simply say you don't know. Unfortunately, nowadays, youngsters don't pay attention to IQ.
Thanks
From India, New Delhi
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A couple more points here:
Firstly, I am not being aggressive about this, merely stating my view of this situation and why I think it is bad. Nothing more.
Secondly, candidates are conditioned to believe that they must answer every question they are asked. But yes, it is permissible to just say "I'm sorry I don't know." However, many candidates are too scared to say that.
The question of psychological questions is one for another discussion, but in brief, if there is a job that requires this sort of questioning, then that part of the interview/candidate assessment should be outsourced to a suitably qualified psychologist who can handle that in a professional manner.
I can give you an example of that. Many years ago I was interviewed for a particular job that ultimately would require the highest security clearance. Therefore, the recruitment process was very involved and took many months. Part of that involved a psychological assessment, and I was sent to a psychologist where I spent an afternoon doing tests. After a break while the tests were scored, I was then interviewed by the psychologist. I can tell you it was a very grueling session, and I was mentally exhausted at the end of it.
Asking a question as detailed by the OP has nothing whatsoever to do with psychology. It tells us nothing about understanding a person's mental processes, brain functions, and behavior.
From Australia, Melbourne
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Firstly, I am not being aggressive about this, merely stating my view of this situation and why I think it is bad. Nothing more.
Secondly, candidates are conditioned to believe that they must answer every question they are asked. But yes, it is permissible to just say "I'm sorry I don't know." However, many candidates are too scared to say that.
The question of psychological questions is one for another discussion, but in brief, if there is a job that requires this sort of questioning, then that part of the interview/candidate assessment should be outsourced to a suitably qualified psychologist who can handle that in a professional manner.
I can give you an example of that. Many years ago I was interviewed for a particular job that ultimately would require the highest security clearance. Therefore, the recruitment process was very involved and took many months. Part of that involved a psychological assessment, and I was sent to a psychologist where I spent an afternoon doing tests. After a break while the tests were scored, I was then interviewed by the psychologist. I can tell you it was a very grueling session, and I was mentally exhausted at the end of it.
Asking a question as detailed by the OP has nothing whatsoever to do with psychology. It tells us nothing about understanding a person's mental processes, brain functions, and behavior.
From Australia, Melbourne
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