What makes the worst interview questions so ineffective?

Before looking at examples of the worst interview questions and offering alternatives, let’s examine why certain questions are problematic:

• Irrelevance. Questions that don’t pertain to the job can confuse candidates and waste valuable interview time.
• Bias. Some questions can introduce bias.
• Limited insight. Certain questions may not provide the depth of information needed to make a well-informed hiring decision.
• Negative candidate experience . Poor questions can make candidates uncomfortable, leading to a negative impression of your company.

Now, let’s look at some commonly asked interview questions that fall short, with better alternatives for each.

The 14 worst questions to ask in an interview

Often, the worst interview questions are either poorly worded, irrelevant or don’t give the candidate enough space to provide a valuable answer. An interview is a critical first impression of your employer brand—for both successful and unsuccessful candidates. Be sure to honor your company’s reputation by asking meaningful and relevant, interview questions.

1. “What’s your greatest weakness?”

Why it can be ineffective:

It often prompts insincere answers where candidates either mask strengths as weaknesses (for example, “I work too hard”) or give responses that offer little real insight into how successful they’d be in the role.

What to ask instead:

“Tell me about a challenge you faced at work and how you overcame it.”

This alternative encourages candidates to provide concrete examples of their problem-solving abilities and resilience on the job. It’s specific, relevant and offers a deeper glimpse into their work ethic and approach to challenges.

2. “Where do you see yourself in five years?”

Why it can be ineffective:

This question can be off-putting because career paths are not always defined with upward mobility.

What to ask instead:

“What are your career goals, and how can this role help you achieve them?”

It’s more relevant to the candidate and your business. It helps you understand their motivation and how they see this role fitting into their career trajectory.

3. “Why should we hire you?”

Why it can be ineffective:

Questions like this can lead to generic answers. It doesn’t necessarily help you learn anything new about their qualifications or fit for the role.

What to ask instead:

“What unique skills or experiences do you bring to this role that others might not?”

Encouraging candidates to reflect on their actual strengths and how they add value to your company leads to more detailed and thoughtful responses.

4. “If you were an animal, what would you be and why?”

Why it can be ineffective:

While this question might be intended to gauge creativity or personality, it often feels irrelevant and can catch candidates off guard, leading to an uncomfortable experience.

What to ask instead:

“Can you describe a time when you had to adapt to a significant change at work?”

It’s still open-ended but directly related to the workplace, providing insight into how candidates handle change and adapt to new situations.

5. “How do you handle stress?”

Why it can be ineffective:

This question is too vague and can result in generic answers. It also doesn’t provide much actionable information about the candidate’s actual coping mechanisms.

What to ask instead:

“Can you give an example of a particularly stressful situation at work and how you managed it?”

Asking for a specific instance helps you understand the applicant’s practical strategies for managing stress and effectiveness in high-pressure situations.

6. “What’s your salary history?”

Why it can be ineffective:

This question can make candidates uncomfortable and is irrelevant.

What to ask instead:

“What are your salary expectations for this role?”

It’s more direct and relevant, allowing for a transparent discussion about compensation without delving into potentially discriminatory territory.

7. “Tell me about yourself.”

Why it can be ineffective:

This question is often too broad and can lead to unfocused responses that don’t highlight the candidate’s relevant experience or skills.

What to ask instead:

“Can you walk me through your resume and explain how your experience relates to this position?”

Narrowing the spotlight to professional experience and how it aligns with the role makes it easier to gauge the candidate’s suitability.

8. “What would your last boss say about you?”

Why it can be ineffective:

It can be uncomfortable for candidates and may lead them to provide a generic or vague response. You may not be able to get specific or detailed insights into their skills, experiences, or achievements.

What to ask instead:

“Can you provide a reference from a previous employer who can speak to your work performance?”

This is a more straightforward way to get the information you need while allowing candidates to choose a reference they’re comfortable with.

9. “What’s your greatest achievement?”

Why it can be ineffective:

This question can be too open-ended and lead to answers that may not be relevant to the job.

What to ask instead:

“Describe a professional accomplishment you’re particularly proud of and how it relates to this role.”

This focuses the candidate’s response on relevant achievements, providing insights into their capabilities and fit for the position.

10. “Describe a time when you failed.”

Why it can be ineffective:

Using harsh terms such as “fail” can make candidates uncomfortable and and might give the impression that your company lacks a growth mindset.

What to ask instead:

“Can you tell me about a time when you learned from a mistake at work?”

This phrasing focuses on learning and growth, encouraging candidates to share valuable lessons without the negative connotation of failure.

11. “How many golf balls can fit in a school bus?”

Why it can be ineffective:

Brainteaser questions typically feel irrelevant and can be stressful, potentially alienating candidates.

What to ask instead:

“Can you describe a complex problem you solved at work and the steps you took to solve it?”

It’s practical and job-related, giving insight into the candidate’s problem-solving abilities without putting them on the spot.

12. “Are you a team player?”

Why it can be ineffective:

This question is too generic and almost always results in a “yes” answer without providing meaningful insight into how the candidate works within a team.

What to ask instead:

“Can you give an example of a successful team project you were involved in and what your role was?”

Digging deeper into the candidate’s teamwork skills and contributions offers a clearer picture of their collaborative abilities.

13. “Why do you want to leave your current job?”

Why it can be ineffective:

Directly asking why they’re leaving can lead to negative responses that don’t necessarily reflect on the candidate’s suitability for the new role.

What to ask instead:

“What excites you about this opportunity and our company?”

Positive framing helps you understand the candidate’s motivations and enthusiasm for the role and your organization.

14. “What’s your management style?”

Why it can be ineffective:

This question is often too broad and can result in vague, non-specific answers that may not provide insight into the candidate’s leadership abilities.

What to ask instead:

“Can you describe a time you had to manage a difficult situation or employee and how you handled it?”

Exploring real-world examples gives you a better understanding of the candidate’s management skills and approach to difficult situations.

Boost your employer brand

By avoiding these bad interview questions and opting for more thoughtful, relevant questions, you create a better interview experience for you and the candidates. This approach helps you gather more useful information and leaves candidates with a positive view of your company.

Effective interviews are the first impression of your business. They’re the starting point for a relationship with a potential employee and position your company as a place they can thrive in.