You've prepared for your interview; you know what your strengths and weakness are, you can describe a time you failed and how you turned it into a success, and you know exactly where you see yourself in five years. But then the hiring manager or recruiter asks you, "Why shouldn't I hire you?"
At least, that's what Jay Gould, CEO of Yashi asks every potential candidate that comes through his doors. As the last step in the interview process, he's generally trying to find out if the potential employee will be a good fit for the culture of the company. In his years of interviewing, he's found this question often takes candidates off guard, and to him, that's a good thing.
"What I'm really trying to figure out is why I should or shouldn't hire them," says Gould, pointing out the main aspect of the interview process is to figure out if someone is a good fit and whether or not the company wants to extend an offer. "So I just started asking people why shouldn't I hire you, and it was amazing the types of responses I got." It's the last question he asks at the end of a 45-minute interview and what he's really trying to identify is a candidate's level of self-awareness and transparency.
He wants to know how candidates think on their feet and how honest they can be in answering that question. And he doesn't want a canned response, like when candidates turn a weakness into a strength, he wants an honest answer from the candidate. He feels it helps assess whether or not they will fit in with the company culture and what they will bring to the company.
Gould isn't the only person who likes to ask potential candidates questions that catch them off guard. Here are seven other questions you probably didn't prepare for before your interview.