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Dumb questions? Yes, there are because many interviewers are not as well-trained as we thought. Dumb questions are those that have obvious correct answers and those that are invented to just fill up the space in the silence. They are being asked because interviewer can’t think of anything perceptive to ask at that moment.

The following is a list of common dumb questions that most interviewers may have mistakenly let them sneaked in:-

1) Dumb question: This position requires someone who has good programming skills. Are you a good programmer?

Problem: What do you expect the candidate to answer? Naturally, he will say he possessed good programming skills. This type of question is directing the interviewee to answer according to what the interviewer wants but it does not project the true situation.

Better question: Tell us a time you completed a project using your programming skills (or better still, mention the specific programming language, i.e., VB, Java, Delphi) and what are the modules involved and to what extend you have used your skills?

2) Dumb question: We need a Secretary that can keep matters on confidential basis. We cannot afford to have trade secrets being leaked out from the CEO’s office. Do you think you can manage that?

Problem: Do you actually expect the candidate to say, “No, I can’t really do that. I screwed up the last time by informing my boyfriend about a company secret and when it got found out, my boss was really furious.” If you received such answer, I think she should be hired immediately!

Better question: Tell us a time when your work requires you to maintain confidentiality of important information.

3) Dumb question: Do you work well with people?

Problem: It is a question that has an obvious answer. No one in the right mind will say they can’t work with people.

Better question: Tell us a time whereby you have a challenging situation dealing with some people in the past and how you settle it.

The following is a scenario whereby questions were asked but they do not serve any purpose except to “buy time” to figure out the next question.

Interviewer: As you know, this is a managerial position.

Interviewee: Yes, I understand. I had 3 years of relevant experience.

Interviewer: So, managing staff will not be a problem for you?

Interviewee: No problem at all.

Interviewer: You are sure you can handle staffs in our company?

Interviewee: Of course.

Interviewer: So, you should not have any problem at all?

Interviewee: No, not at all.

The above questioning techniques will not take the Interviewer anywhere – no way is he able to assess whether the interviewee is the right person for the managerial position or not.

A better question is perhaps, “Tell us a time whereby you are required to manage a group of staffs from various departments. What are the challenges that you face and what kind of leadership style you adopt to resolve them?

If the above blunder sounds familiar because you had made them occasionally, do not lose heart. Some very experienced Interviewers did fall into this trap too sometimes. However, with proper preparation, these types of questions will not surface. Should you encounter such a situation in the future, it is always better to remain silent and regroup your thoughts before you construct your next question. Good luck!