3 Questions Dream Dinners Franchisees Should

Avoid Asking in Interviews

3 Questions Dream Dinners Franchisees Should Avoid Asking in InterviewsThe significance of hiring the right team of individuals to run and operate your Dream Dinners franchise shouldn’t be overlooked by Dream Dinners franchisees. Hiring doesn’t have to be a trial-and-error process, which in the long-run can cost your business extra money, time and other resources. Looking for candidates with a well-rounded perspective, that have the ability to admit fault and the possession of effective self-monitoring skills is a great start in terms of skills to look for in a new hire, but what else can a franchisee do to better produce a functional team?

Assembling the right team for your Dream Dinners franchise should start during the interview process. When a franchisee is able to focus on the interview and craft the interview questions strategically, they will better enable themselves to understand the aspiring candidate’s potential.

You may think that you know what questions to ask your potential hire, but are your interview questions actually doing your hiring process more harm than good? Today, Dream Dinners franchise reviews three questions to avoid asking your job candidates in an interview and why.

1. “Tell me about yourself”

2. “Tell me about your family”

3. What’s your biggest strength/weakness?

3 Interview Questions to Avoid

In any standard interview, this is typically the first question asked, so most people would assume that it’s a strong question. However, the contrary is actually true.

In theory, asking this wide, open-ended question can tell you a lot about an individual. However, many candidates simply regurgitate what they said in their cover letter, resume or application because they think that this is the information that you’d like to hear. As a result, you truly aren’t learning anything new about a candidate.

Instead, try asking a candidate more detailed questions, using their resume or application as a reference. Does their resume say that the candidate studied a certain subject in college? Ask them why they chose that subject and how they can see it relating to the open position. Asking more tailored questions that are based off a candidate’s resume can be a lot more telling of that individual’s potential at your Dream Dinners franchise location than the simple “tell me about yourself” inquiry.

1. “Tell me about yourself”

Most people enjoy talking about their family and doing so can give you greater insight into an individual. However, what most people don’t know is that this type of interview questions is on the verge of illegality.

More specifically, asking if a candidate is married or has kids are both illegal questions to ask during an interview. It is unlawful to deny someone employment if they have children, if they are pregnant or if they are planning on having children in the future. Similarly, asking if a candidate is married can imply that you’re looking to inquire more about his or her marital status or their sexual orientation.

Asking a perhaps innocent question about a candidate’s family can be viewed by some potential employees as a roundabout way to gaining insight into personal information. To avoid potential lawsuits, avoid asking this question at all costs.

2. “Tell me about your family”

We all have strengths and weaknesses and they help shape the people that we are, but asking an individual directly what his or her strengths or weaknesses are oftentimes gets a more rehearsed than honest answer. This question shouldn’t be asked by the interviewer because simply, most candidates have mastered the art of answering it strategically.

When posed with the question, “what’s your biggest strength,” candidates oftentimes just list qualities that make for a good employee, such as honesty, communication and teamwork, without really elaborating. Similarly, when asking “what’s your biggest weakness,” many candidates choose a “theoretical” weakness and transform it into a strength – making the question virtually ineffective.

For example, “My biggest weakness is that I tend to lose track of time because I get so absorbed in my work. I should be more aware of the clock, but I just get so excited and engaged in my work the time flies by.” Can you see how that individual turned a strength – hardworking – into a negative?

Instead of asking these potentially unproductive questions, try asking situation-based interview questions. Try asking a candidate how they have responded to constructive criticism in a past position or a situation in which they effectively communicated with a team. Probing a candidate for situations in which he or she excelled or failed can give you great insight into their strengths and weaknesses without asking them outright.

3. What’s your biggest strength/weakness?

Conclusion

Hiring the right candidates to help run your Dream Dinners franchise is essential to helping your franchise excel to its maximum potential. By eliminating the three questions outlined above from your interview process and replacing those with suggested alternatives can help you learn more about a candidate and better gauge if they would be a good fit for your team.

For more information about how you can purchase a Dream Dinners franchise for sale or bring a new Dream Dinners franchise location to your community, visit the Dream Dinners franchise information page today.

http://dreamdinnersfranchise.com/

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