Comments on: Why HR Should Consider Asking Oddball Interview Questions http://www.glassdoor.com/blog/hr-oddball-interview-questions/ Glassdoor - An Inside Look at Jobs and Companies Sun, 19 May 2013 09:26:04 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Yepi Kizihttp://www.glassdoor.com/blog/hr-oddball-interview-questions/comment-page-1/#comment-598888 Yepi Kizi Wed, 27 Feb 2013 08:56:00 +0000 http://www.glassdoor.com/blog/?p=13275#comment-598888 I can't understand something or some term in this article. So can U show me more clearly?thanks I can’t understand something or some term in this article. So can U show me more clearly?thanks

]]> By: PJhttp://www.glassdoor.com/blog/hr-oddball-interview-questions/comment-page-1/#comment-565259 PJ Fri, 25 Jan 2013 05:37:00 +0000 http://www.glassdoor.com/blog/?p=13275#comment-565259 "“The questions are designed to illicit atypical responses,”"Elicit. "Illicit" is a synonym to "illegal". ““The questions are designed to illicit atypical responses,””

Elicit. “Illicit” is a synonym to “illegal”.

]]> By: gk35http://www.glassdoor.com/blog/hr-oddball-interview-questions/comment-page-1/#comment-565257 gk35 Thu, 24 Jan 2013 19:08:00 +0000 http://www.glassdoor.com/blog/?p=13275#comment-565257 This is a silly fad that hopefully will die soon. Most interviewers aren't behavioral scientists or psychologists, hence aren't qualified to design or evaluate psychological tests. Even behavioral scientists and psychologists haven't been able to design a foolproof scientific process for hiring the right people. It seems arrogant on the part of hiring managers to assume a game show approach does anything but reveal your poor interviewing skills. If you're looking for creativity, ask job-related problem solving questions. This is a silly fad that hopefully will die soon. Most interviewers aren’t behavioral scientists or psychologists, hence aren’t qualified to design or evaluate psychological tests. Even behavioral scientists and psychologists haven’t been able to design a foolproof scientific process for hiring the right people. It seems arrogant on the part of hiring managers to assume a game show approach does anything but reveal your poor interviewing skills. If you’re looking for creativity, ask job-related problem solving questions.

]]> By: Bob Lovler, PhD.http://www.glassdoor.com/blog/hr-oddball-interview-questions/comment-page-1/#comment-563577 Bob Lovler, PhD. Wed, 23 Jan 2013 20:34:00 +0000 http://www.glassdoor.com/blog/?p=13275#comment-563577 Asking "oddball" questions is a questionable and potentially dangerous HR practice. Employment interviews legally are considered to be tests, as as such are subject to the same professional requirements. In the event that an interview process is challenged as having adverse impact on any protected class, the employer will have to demonstrate that the questions are reliable and valid predictors of job performance. It would be very difficult to demonstrate that these types of questions meet these criteria as well as those enumerated in other important selection documents such as the Uniform Guidelines for Employee Selection (EEOC). Therefore, an employer may be placing themselves in legal jeopardy by asking these kinds of questions. And, there are practical problems as well. How would you ensure that two different interviewers asking the same oddball question would evaluate even the same answers from two different job candidates the same way? Finally, interviews serve an important marketing function for organizations. So it is important to consider candidates impressions of the fairness of the process as well. If interview questions appear to be not related to the job being applied for, the applicant may come away with a very negative impression of the company -- an impression that they will be more than happy to share on social media. These issues are why most professionals recommend that organizations stick to some type of behavioral interviewing protocol in their hiring process and stay away from "oddball" questions. Asking “oddball” questions is a questionable and potentially dangerous HR practice. Employment interviews legally are considered to be tests, as as such are subject to the same professional requirements. In the event that an interview process is challenged as having adverse impact on any protected class, the employer will have to demonstrate that the questions are reliable and valid predictors of job performance. It would be very difficult to demonstrate that these types of questions meet these criteria as well as those enumerated in other important selection documents such as the Uniform Guidelines for Employee Selection (EEOC).
Therefore, an employer may be placing themselves in legal jeopardy by asking these kinds of questions. And, there are practical problems as well. How would you ensure that two different interviewers asking the same oddball question would evaluate even the same answers from two different job candidates the same way?
Finally, interviews serve an important marketing function for organizations. So it is important to consider candidates impressions of the fairness of the process as well. If interview questions appear to be not related to the job being applied for, the applicant may come away with a very negative impression of the company — an impression that they will be more than happy to share on social media. These issues are why most professionals recommend that organizations stick to some type of behavioral interviewing protocol in their hiring process and stay away from “oddball” questions.

]]> By: yepi2http://www.glassdoor.com/blog/hr-oddball-interview-questions/comment-page-1/#comment-554306 yepi2 Mon, 14 Jan 2013 08:47:00 +0000 http://www.glassdoor.com/blog/?p=13275#comment-554306 Is it a psychological method.I can see that it is interesting and unexpected.thank you! Is it a psychological method.I can see that it is interesting and unexpected.thank you!

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