The Strangest and Most Offensive Interview Questions

During job interviews, candidates often face a variety of questions that range from curious to outright offensive. These questions not only test the candidate’s suitability for the role but also the interviewer’s professionalism and respect for the individual’s privacy.

Unprofessional Questions in Interviews

While we may not all have personal experiences, many candidates can provide examples of questions that are best avoided. These can include:

Questions about Personal Life: For example, asking about marital status, plans for having children, or other personal life decisions that are not relevant to the job. Age-Related Questions: Asking about age or making assumptions based on age is often discriminatory. Questions about Religion or Political Beliefs: These can lead to bias and are generally considered inappropriate. Salary History: Some candidates find it offensive to be asked about previous salaries, especially if it could perpetuate wage disparities. Disability Status: Asking directly about a candidate’s health or disabilities is often viewed as invasive and discriminatory.

The goal of a job interview should be to assess a candidate’s qualifications and suitability for the role, rather than prying into personal matters.

The Strangest Question I've Ever Been Asked

One of the strangest questions occurred during my interview for a meat-packing firm. The interviewer asked if I had a fear of blood, a question that puzzled me. As it turned out, the job would require me to visit areas where meat was being processed a few times a year. I ultimately declined the offer.

The Most Offensive Interview Question

The most offensive question I have ever been asked was ldquo;Why should we hire you?rdquo; This question was asked near the end of the interview, after enough time had been spent evaluating my technical and behavioral experience. I was confused as to why I should have to prove my worth, as it was the interviewerrsquo;s responsibility to establish the criteria.

I ldquo;wastedrdquo; time by submitting my best efforts to meet whatever criteria the interviewer had in mind. My frustration was palpable, and it became clear that the interviewer was not well-prepared. My response to the question was: ldquo;I can always boast about how I am qualified for this position, but that doesn’t matter if I don’t meet your criteria. Would you be willing to share your criteria for which I can better target our discussion as to why I am a fit for this position?rdquo;

The interviewerrsquo;s response was not reassuring. I proceeded to brute force reasons why I would be a good fit, only to be met with what seemed to be psychological hazing on why I would not be a fit. Clearly, this was a waste of time for both of us.

Conclusion

It is crucial that job interviews focus on evaluating a candidate's skills and suitability for the role, rather than making the candidate prove their worth. Candidates who face offensive questions should choose to address them politely or withdraw if the interview becomes uncomfortable. It is also essential for interviewers to be well-prepared and professional in their conduct.