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This topic comprises 3 pages: 1 2 3
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Author
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Topic: Interview Questions
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Joe Elliott
Master Film Handler
Posts: 497
From: Port Orange, Fl USA
Registered: Oct 2006
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posted 10-22-2008 10:45 PM
Back when I had to worry about that, I checked out a book at the library (pre-internet), called 101 interview questions. It had questions separated out by experience, hobbies, etc. Even had a "last resort questions". My favorite last resort question, which I only used when confronted with those who would give me only one word answers was "If you were a tree, what kind of tree would you be".
You have to collect a broad array of questions, and tailor it to the applicant. If they have experience, use more experience based questions. If they have lots of education, and after school activities, have questions based on that. Always be ready to see what kind of "wood" they are made of. You are trying to find out what kind of character and work ethics they have, and as such there is no end-all beat-all set of questions.
And watch out for those who seem to have all the "right" answers ready. The ones who have canned answers that is what they think you want to hear. Be ready to give them the off the wall questions to see through the crap they have practiced.
Remember Google is your friend. A quick search reveiled several good sites.
Questions you should not ask:
http://www.jobinterviewquestions.org/questions/illegal-questions-interviewer.asp
100 questions to ask:
http://career-advice.monster.com/job-interview-practice/100-Potential-Interview-Questions/home.aspx
Categorized list:
http://www.csc.uvic.ca/~csmacoop/studentprep/interviews/intquestions.html
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Monte L Fullmer
Film God
Posts: 8367
From: Nampa, Idaho, USA
Registered: Nov 2004
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posted 10-23-2008 03:14 AM
quote: John Wilson
Why should experience be thrown out the door like that
I ran into that as well when I was a "Presentation MGR" for a 21 screen complex.
Coming from the "old school" days where experience was valuable, these days experience means competition and the new candidates are planning on getting what they want even if it means to take your title away from you.
I hired a college kid that had booth experience for a member of one of my crew and he began to complain to the boss that my "old school" methods were not acceptable to his liking and I should be running the booths in his manner of fashion.
Then, I had another fellow that, though with being on an actual movie set as part of the production team, it would carry him into areas of the booth to gain importance with the main boss of the theatre - even to get me in trouble if I was late for my shift since he was already there and could watch the place, but just had to make a point.
In short, all of this competition really overwhelmed me since I've never had this sort of confrontation in the past.
Now, if one want's to learn booth, my main question is that, "are you doing it for the interest and to learn a new skill, or are you doing it just to get away from the tasks downstairs?" If the latter, then I'll keep them downstairs.
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Scott Norwood
Film God
Posts: 8146
From: Boston, MA. USA (1774.21 miles northeast of Dallas)
Registered: Jun 99
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posted 10-23-2008 05:44 AM
quote: Joe Elliott
"If you were a tree, what kind of tree would you be"
So, um, how is a question like this supposed to be helpful in deciding whether or not to hire someone? Would you want an oak tree to work for you, or would the birch tree be a better choice?
I hate hate hate interview questions like this (as well as "tell me about yourself"), since they make the interviewer seem lazy and dumb, even if he is not.
I don't interview people for minimum-wage positions and I don't consider myself to be a particularly good interviewer, but even I can do better than this. I generally try to ask questions about what the candidate has done (specifically) in his last position, what problems he has solved (and how and why a particular solution was chosen), and the like. This generally provides a good indication of whether the candidate is intelligent and has the experience that is indicated on his resume. I also try to ask about hobbies and interests as a way of getting the candidate to talk and, hopefully, provide some indication of whether he can work with me and the others in the organization.
For someone in a customer-service position, it is also important to see if the candidate has a pleasant manner and would be a good representative of the company to the general public.
I take the position that someone who is smart and interested can learn how to do any job, and that the most important function of an interview is to determine this and also to make sure that the candidate's personality and demeanor will allow him to fit in with the other employees.
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Mike Blakesley
Film God
Posts: 12767
From: Forsyth, Montana
Registered: Jun 99
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posted 11-22-2008 11:33 PM
quote: Dominic Espinosa
I find kids that think it's acceptable to tell YOU how they should do their job. Heaven forbid they do exactly what you pay them for.
I always make a point of telling the kids WHY they are to do something a certain way. Then they're more likely to do it. Also, we encourage the employees* to tell us if they think of a better/faster/easier way to do something; we either tell them why that won't work, or we adopt the idea. Making feel like they're part of the operation, as opposed to just slogging along following the manual, helps get them onto our side.
* Employees = people who work here. I hate the way everyone's now gotta be an associate, teammate, customer care specialist, barista, "lead," etc. We've had 'employees' for 79 years and it's gonna stay that way, dammit. (Yeah, Redifer, I know, I'm getting old.)
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