A below par ratio of ‘Applicant Conversion’ for job openings is a matter of concern for companies. Recruiters have racked their brains to understand the issues behind low conversions. To get to the root of the problem, recruiters should take a step back and analyze the way interviews are being conducted in their companies.

1. QUESTIONS
RECRUITERS
SHOULD NOT
ASK THE
CANDIDATES
5

2. A below par ratio of ‘Applicant Conversion’ for job
openings is a matter of concern for companies. Recruiters
have racked their brains to understand the issues behind
low conversions.
To get to the root of the problem, recruiters should take a
step back and analyze the way interviews are being
conducted in their companies.
Irrelevant interview questions can not only take your
interview wildly off course, but may also show you in a
negative light in the minds of candidates.

3. 1. Tell me about yourself
• Recruiters treat this
as the quintessential
ice breaker question
to start an interview
• Candidates talk on
any topic they feel is
relevant to the
question
Can you
describe why
you have chosen
this career path?
Better question

4. • Honest answer –
‘Sitting on a beach,
Pina Colada’
• Framed answer –
‘To progress in the
and earn a
position’
In the next few
years how do you
expect to develop
your skills to
progress within
the company?
Better question
2. Where do you see
yourself in next 5 years?

5. 3. Why should we hire
you?
• How would
candidates know
their value relative to
the other contenders
for the job?
• Isn't that recruiters’
job to figure out?
What is your
most valuable
skill, that suits
the job
requirement of
our company?
Better question

6. • Based on policies, company
might have already decided
on salary ranges
• Candidates who don’t fit will
be at bay; ensuring better
conversion rates
It is always advisable
to straightaway
mention the salary
ranges.
Better Situation
4. What are your expectations
regarding compensation?

7. 5. What is your marital
status?
• Questions like –
marital status, race,
religion, gender, age,
sexuality or disability
• These trivial
questions are not only
ethical but considered
illegal in many
countries
Always evaluate
candidates on the
basis of their
skills.
Better Situation

8. Apart from relooking at the way interviews are being
conducted, using online recruitment management systems
is also a good way to filter relevant profiles and improving
conversion ratios.
It helps recruiters to manage and track applicants across
various job openings. Analytics generated through the
system can be used to get a bird’s eye view of the hiring
process in your company as well as identify gaps in your
recruitment process.
Click here to explore All Features

9. SIGN UP TODAY. IT’S FREE
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