How to Recognize That a Job Interview May be a “Trap Interview”

Recently, a friend of mine shared an experience during a job search & interview process that many of us might not recognize as a “trap interview.” He asked me to share some thoughts on this, and here’s my perspective: A “trap interview” occurs when an organization conducts an interview without a genuine intent to consider the candidate (you) for that position. Instead, process often serves ulterior motives, such as fulfilling legal, regulatory, internal requirements, or even gathering ‘competitive intelligence’. This scenario can be likened to the Rooney Rule in American football, which mandates that all NFL teams to interview minority candidates for coaching & senior operational roles. While well-intentioned, this rule has sometimes been criticized for being used superficially, with no real intent to hire the candidates they just interviewed. Very similarly, employers may have ‘ulterior motives’ for conducting this interview, such as simply ‘checking the box’ to meet legal requirements. Here’s my synopsis, (Please bear in mind, it’s not ‘carved in stone’, every situation is different, I would highly recommend that you must apply ‘common sense’ – follow your professional instincts ).

Characteristics of Trap Interviews

Predetermined Outcome – The organization already has a preferred candidate i.e. internal/external or even foreign worker – They are interviewing others just to meet a policy or appear thorough in their ‘legal process’.

Due Diligence Masking – The interview may serve as a formality to showcase compliance with fair hiring practices and or to “benchmark” other candidates against their preferred hire.

Extractive Questions – Interviewer may probe excessively into your current work, asking for insights or solutions without genuine interest in your candidacy. At times playing ‘devil’s advocate’ on the solutions you provided to their inquiry/question

Total Disconnect Behavior – Interviewers might appear distracted, ask generic or written questions, don’t discuss next steps meaningfully.

How to Handle a Potential Trap Interview

Recognize Red Flags – A rushed/overly broad job description – Lack of alignment between job description and questions asked.

Focus on Value – When you suspect that it’s a trap interview, showcase your expertise & professionalism. Consider this as a practice session for future opportunities elsewhere.

Ask Strategic Questions – Inquire about their decision-making process & timeline for this role.

Protect Your Information – Beware of oversharing proprietary details i.e. client lists, or strategies etc.

Seek Feedback: After an interview, politely follow up to understand where you stand & if there are any future interviews after this session