50 Interview Questions And Answer
commonly asked in Job Interviews, why they are
asked, if they have any hidden motives and
exactly how to answer them!
This list of was sourced from several websites on
the internet and compiled for your convenience. I
know first hand how difficult it is to find such a
big list of questions, because having gone
through many of these lists, I found that the
majority of the questions were duplicates, and
after about 20-30 questions, it was all the same
questions given in different words.
Anyway without further ado, here it is!
1. Why Do You Want To Work For Us?
2. What interests you about this job?
3. What do you know about our company?
4. What challenges are you looking for in this
position?
5. Who was your best boss and who was the
worst?
6. Why did you choose this particular career
path?
7. What are your aspirations beyond this job?
8. Why do you think this industry would sustain
your interest in the long haul?
9. Tell me about yourself.
10. What has been the biggest disappointment in
your life?
11. What are your pet peeves?
12. If you could relive the last 10 years of your
life.
13. How has your education prepared you for
your career?
14. When was the last time you were angry and
what happened?
15. How do you evaluate success?
16. What are the major reasons for your
success?
17. Describe a typical work week for you.
18. How would you describe the pace at which
you work?
19. Give us an example of a situation where you
didn't meet your goals or objectives.
20. Give me proof of your persuasiveness.
21. Would your current boss describe you as the
type of person who goes that extra mile?
22. Give us an example of a situation where you
faced conflict or difficult communication
problems
23. Have you ever had a conflict with a boss or
professor? How was it resolved?
24. If you know your boss is 100% wrong about
something, how would you handle this?
25. Where do you see yourself in 3 / 5/ 10 years
time?
26. How do you plan to achieve those goals?
27. What drives you to achieve your objectives?
28. What are you looking for in your next job?
What is important to you?
29. What would your current manager say are
your strengths?
30. What would your current manager say are
your weaknesses?
31. Are you overqualified for this job?
32. Why should we give you this job?
33. We're considering two other candidates for
this position. Why should we hire you rather than
someone else?
34. What would you do if one of our competitors
offered you a position?
35. What are your biggest accomplishments?
36. What did you like/dislike about your last
job?
37. Can you work under pressure?"
38. What environments allow you to be
especially effective?
39. What do you find are the most difficult
decisions to make?
40. Give us an example of when you have
worked to an unreasonable deadline or been
faced with a huge challenge.
41. Tell me about a special contribution you
have made to your employer.
42. What is the most difficult situation you have
faced?
43. Tell me about a time when you had to deal
with an irate customer. How did you handle the
situation?
44. How do you take direction?
45. What colour is your brain?
46. Do you prefer working in a team or on your
own?
47. What do your work colleagues think of you?
48. Tell me about your salary expectations.
49. What will you do if you don't get this
position?
50. What is the first thing you would change, if
you were to start work here?
Question 1: Why Do You Want To Work For Us?
It’s rare for an interview not to include this
question.
The good news is that it’s an easy one to
prepare for.
Most companies want to recruit people who are
enthusiastic about the company and its products.
They don’t want people on the team who “ended
up there by accident”. So this is your chance to
show why working for the company is important
to you and why you think you will fit in.
They will be looking for evidence that you can
make a contribution and will be able to grow into
the role they are recruiting.
This question is designed to screen out
candidates who aren’t serious about the
company or may be using it as a stop-gap, while
they look for something better.
It’s also your chance to make the most of the
company research you have done. You can use
this opportunity to add comments that show you
understand the company’s position in the market
place; the role of its competitors and any
challenges it may be facing.
Sample Answer: “I'm not looking for just another
pay check. I enjoy my work and am proud of my
profession. Your company produces a superior
product/provides a superior service. I share the
values that make this possible, which should
enable me to fit in and complement the team."
Question 2: What interests you about this job?
When you're asked what interests you about the
position you are interviewing for, the best way to
respond is to describe the qualifications listed in
the job posting, then connect them to your skills
and experience. That way, the employer will see
that you know about the job you're interviewing
for (not everyone does) and that you have the
qualifications necessary to do the job.
For example, if you were interviewing for a
Human Resources Manager job where you would
be responsible for recruiting, orientation, and
training, you will want to discuss how you were
responsible for these functions in your past
positions, and why you are interested in
continuing to develop your expertise in Human
Resources management.
Another example would be if you were
interviewing for a Programmer / Analyst position.
In that case, you would mention your interest in
learning and excelling at new technologies, your
experience in programming both new
applications, and your interest in and your ability
to problem solve.
In all cases, you will want to convey your
enthusiasm for the opportunity to interview,
along with your solid ability to do the job.
Question 3: What do you know about Our
Company?
A typical job interview question, asked to find
out how much company research you have
conducted, is "What do you know about this
company?"
Prepare in advance, and in a word, research, so,
you can provide relevant and current information
about your prospective employer to the
interviewer. Start by researching the company
online. Review the "About Us" section of the
company web site. Google the company, read
blogs that mention it, and check Discussion
Boards and social networking sites.
Use the information you have gathered to create
a bulleted list of relevant information that you
can easily remember during the interview. Taking
the time to research will help you make a good
impression with how much you know about the
company.
Question 4: What challenges are you looking for
in this position?
A typical interview question to determine what
you are looking for your in next job, and whether
you would be a good fit for the position being
hired for, is "What challenges are you looking for
in a position?"
The best way to answer questions about the
challenges you are seeking is to discuss how you
would like to be able to effectively utilize your
skills and experience if you were hired for the
job.
You can also mention that you are motivated by
challenges, have the ability to effectively meet
challenges, and have the flexibility and skills
necessary to handle a challenging job.
You can continue by describing specific
examples of challenges you have met and goals
you have achieved in the past.
Question 5: Who was your best boss and who
was the worst?
I've learned from each boss I've had. From the
good ones I learnt what to do, from the
challenging ones - what not to do.
Early in my career, I had a mentor who helped
me a great deal, we still stay in touch. I've
honestly learned something from each boss I've
had.
Question 6: What have you been doing since your
last job?
If you have an employment gap on your resume,
the interviewer will probably ask you what you
have been doing while you were out of work.
The best way to answer this question is to be
honest, but do have an answer prepared. You will
want to let the interviewer know that you were
busy and active, regardless of whether you were
out of work by choice, or otherwise.
As I said, it doesn't really matter what you did,
as long as you have an explanation. Hiring
managers understand that people lose their job -
it can happen to anyone - and it's not always
easy to find a new job fast. Also, there are
legitimate non-employment reasons for being out
of the workforce.
Question 7: Why did you choose this particular
career path?
Sometimes in interviews, you will be asked
questions that lend themselves to be answered
vaguely or with lengthy explanations. Take this
opportunity to direct your answer in a way that
connects you with the position and company, be
succinct and support your answer with
appropriate specific examples.
Sample Answer: "I chose advertising because I
have always been a strong communicator with a
good eye for design. I have a particular interest
in creating dynamic eye-catching pieces that
support a new product being introduced to the
market. I also like the fast-paced high-energy
environment that seems to be commonplace in
the advertising industry."
Advice: Your answer needs to convince the
interviewers that your skills are exactly what
they want. They want to know if you have a
realistic view of what it is like to work in their
industry. Be specific; show them that their
industry and your career goals are in sync.
Question 8: What are your aspirations beyond
this job?
Again, don't fall into the trap of specifying job
titles. Stick to a natural progression you see as
plausible. How should this job grow for the good
of the organization? Then turn your attention
once again to the job at hand. If you seem too
interested in what lies beyond this job, the
interviewer will fear that you won't stick around
for long.
Sample Answer: Beyond this job as a marketing
assistant, I see myself moving up through
marketing analysis into brand management and
eventually running a category. I'm aware that
there are several skills I need to develop in the
interval, and I believe with your continuing-
education program and my own motivation for
self-improvement, I'll have those skills when the
opportunities arise for greater responsibility.
That's why I'm determined to learn from the
ground up, starting as a marketing assistant.
Question 9: Why do you think this industry would
sustain your interest in the long haul?
What expectations or projects do you have for
the business that would enable you to grow
without necessarily advancing? What excites you
about the business? What proof can you offer
that your interest has already come from a deep
curiosity-perhaps going back at least a few
years-rather than a current whim you'll outgrow?
Sample Answer: The technology in the industry is
changing so rapidly that I see lots of room for
job enhancement regardless of promotions. I'm
particularly interested in the many applications
for multimedia as a training tool.
Question 10: Tell me about yourself?
This is not an invitation to ramble on. If the
context isn't clear, you need to know more about
the question before giving an answer. In such a
situation, you could ask, "Is there a particular
aspect of my background that you would like
more information on?" This will enable the
interviewer to help you find the appropriate focus
and avoid discussing irrelevancies.
Whichever direction your answer ultimately takes,
be sure that it has some relevance to the world
of your professional endeavours. The tale you tell
should demonstrate, or refer to, one or more of
your key behavioural profiles in action--perhaps
honesty, integrity, being a team player, or
determination. If you choose "team
player" (maybe you're the star player on your
team tennis group), you can tell a story about
yourself outside of work that also speaks
volumes about you at work. In part, your answer
should make the connection between the two,
such as, "I put my heart into everything I do,
whether it be sports or work. I find that getting
along with teammates--or professional peers--
makes life more enjoyable and productive."
Or you might describe yourself as someone who
is able to communicate with a variety of people,
so give an example from your personal life that
indicates an ability to communicate also at work.
This isn't a question that you can answer
effectively off the cuff. Take some time in
advance to think about yourself and those
aspects of your personality and/or background
that you'd like to promote or feature for your
interviewer.
Question 11: What has been the biggest
disappointment in your life?
Your response to the question "What has been
the greatest disappointment in your life?" will
help the interviewer determine know how easily
you are discouraged.
Sample Answer: If possible, tell about a personal
disappointment i.e. the early death of a parent,
child, or school friend. Believe it or not, it is okay
to have not had a "greatest" disappointment.
Question 12: What are your pet peeves?
Your response to the question "What are your
pet peeves?" will help the interviewer determine
if you would be a good fit with the company
culture.
Sample Answer: I do not have a pet peeve. If
something is bothering me, I step back, analyse
"why", and find a good solution. If you asked my
teenage daughter she would tell you my pet
peeve is the volume on her radio!
Question 13: How has your education prepared
you for your career?
This is a broad question and you need to focus
on the behavioural examples in your educational
background which specifically align to the
required competencies for the career.
Sample Answer: My education has focused on
not only the learning the fundamentals, but also
on the practical application of the information
learned within those classes. For example, I
played a lead role in a class project where we
gathered and analysed best practice data from
this industry. Let me tell you more about the
results . . .
Focus on behavioural examples supporting the
key competencies for the career. Then ask if
they would like to hear more examples.
Question 14: When was the last time you were
angry and what happened?
When the interviewer asks "When Was the Last
Time You Were Angry? What Happened?" he or
she wants to know if you lose control. The real
meaning of the word "angry", to an interviewer,
is loss of control and it's important to know how
you handle situations when you're angry.
Sample Answer: Anger to me means loss of
control. I do not lose control. When I get
stressed, I step back, take a deep breath,
thoughtfully think through the situation and then
begin to formulate a plan of action.
Question 15: How do you evaluate success?
I evaluate success in different ways. At work, it
is meeting the goals set by my supervisors and
my fellow workers. It is my understanding, from
talking to other employees, that the GGR
Company is recognized for not only rewarding
success, but giving employees opportunity to
grow as well. After work, I enjoy playing softball,
so success on the field is catching the winning
pop-up.
Question 16: What are the major reasons for
your success?
This is not the time to become extremely self-
centred and arrogant. Keep in mind that
employers are often looking for team players
rather than Lone Rangers. A good response to
this question may relate to a mentor/and or
philosophy of work or the people you work with.
Also, use this question as an opportunity to
inquire about an appropriate "fit for success"
with this company.
Question 17: Describe a typical work week for
you.
Interviewers expect a candidate for employment
to discuss what they do while they are working
in detail. Before you answer, consider the
position you are applying for and how your
current or past positions relate to it. The more
you can connect your past experience with the
job opening, the more successful you will be at
answering the questions.
It should be obvious that it's not a good idea talk
about non-work related activities that you do on
company time, but, I've had applicants tell me
how they are often late because they have to
drive a child to school or like to take a long
lunch break to work at the gym.
Keep your answers focused on work and show
the interviewer that you're organized ("The first
thing I do on Monday morning is check my
voicemail and email, then I prioritize my activities
for the week.") and efficient.
Question 18: How would you describe the pace
at which you work?
When you're asked to describe the pace at
which you work, be careful how you respond.
This is another question where faster isn't
necessarily better. Most employers would rather
hire employees who work at a steady pace.
Someone who is too slow to get the job done in
a reasonable time frame isn't going to be a good
hire. Neither is a candidate who works
frenetically all day.
Options for answering this question include
saying that you work at a steady pace, but
usually complete work in advance of the
deadline. Discuss your ability to manage projects
and get them done on, or ahead, of schedule. If
you work at a job where you have set criteria
(i.e. number of calls made or responded to) that
measures accomplishments, discuss how you
have achieved or exceeded those goals.
Question 19: Give me proof of your
persuasiveness.
This is a question about leadership, but try not to
use an example in which you were the
designated leader. If possible, describe a time
when you didn't really have authority but instead
used your powers of persuasion to get people on
your side. Describe your goal and the outcome
of your efforts. Why did people trust or believe
you?
Sample Answer: During my summer internship I
was assigned the task of conducting a
benchmarking study for all the communication
expenditures for a major utility. I had to get the
consensus of employees in several different
departments. Unfortunately, they resented the
fact that I was just a summer intern, and they
refused to cooperate. I had to schedule
individual meetings with every employee and
persuade each one that I was doing what would
be ultimately to his or her own department and
to the company. After a frustrating month, I
finally got everyone's cooperation, the project
went flawlessly, and in the end I received a
bonus for my efforts.
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Question 20: Would your current boss describe
you as the type of person who goes that extra
mile?
When interviewing with companies, you will often
be asked questions that seem straightforward to
answer. However more often than not - a ‘yes’
‘no’ answer is not good enough. Always try to
back up what you are saying with examples, as
this will validate what you are trying to say.
Sample Answer: "Absolutely. In fact, on my
annual evaluations, he writes that I am the most
dependable and flexible person on his staff. I
think this is mostly because of my ability to
prioritise."
Advice: Share an example or experience that
demonstrates your dependability or willingness to
tackle a tough project. If you describe "long
hours of work," make sure that you prove the
hours were productive, and not the result of poor
time management.
Question 21: What new skills or ideas do you
bring to the job that our internal candidates
don't offer?
Often in an interview, you will be asked to
separate yourself from other candidates who
may be more qualified or may be less of a risk-
factor.
Sample Answer: "Because I've worked with the
oldest player in this industry, I can help you avoid
some of the mistakes we made in our
established markets."
Advice: This question addresses your motivation
in adding "true value" to the job. Evaluate the job
carefully, considering current limitations or
weaknesses in the department and your unique
abilities. Your ability here to prove "I offer what
you need and then some" could land you the job.
Question 22: Give us an example of a situation
where you didn't meet your goals or objectives.
What they're looking for with this one is an
example of where objectives weren't met and
what you did to rectify the situation.
Better still, provide an example of where things
almost went wrong and what you did to prevent
it.
Beware: a common trap to fall into is to give one
of the following two answers:
Bad: "I can't think of such a situation."
This makes you either seem unbelievably perfect
(i.e. arrogant) or completely naïve and unable to
spot and avoid potential disaster.
Bad: Give an example of a situation that went
wrong, but not realise until you're half way
through the story that it doesn't have a happy
ending!
Try to make the examples relevant to the job for
which you are applying.
However, it's generally acceptable to offer non-
work related examples, if these are good
illustrations of transferable skills required for the
job.
Question 23: Give us an example of a situation
where you faced conflict or difficult
communication problems.
This is not the time to tell the interviewer how
much you hate your current boss or colleagues!
It’s also not the point to launch into a tirade
about how difficult people in your office are to
work with and how many arguments you have.
So what are they looking for? They’re looking for
someone who can rise above conflict and diffuse
the emotions, finding a win-win solution.
Basically, recruiters want to employ people who
will get on well with others, whilst still delivering
the company’s objectives.
This type of question is your chance to
demonstrate your interpersonal and team-working
skills.
The interviewer will be looking for maturity and
the ability to be able to keep your calm, whilst
others around you are losing theirs. Don’t feel
you have to provide an answer that gives you full
credit for the solution – it can often be more
powerful (if it’s true) to demonstrate how you
worked with others to find a fix.
Practise your answer to this question. It can
have many guises, but is almost guaranteed to
be asked in some form.
Question 24: Have you ever had a conflict with a
boss or professor? How was it resolved?
Note that if you say no, most interviewers will
keep drilling deeper to find a conflict. The key is
how you behaviourally reacted to conflict and
what you did to resolve it.
For example: “Yes, I have had conflicts in the
past. Never major ones, but there have been
disagreements that needed to be resolved. I've
found that when conflict occurs, it helps to fully
understand the other person’s perspective, so I
take time to listen to their point of view, and
then I seek to work out a collaborative solution.
For example . . .”
Focus your answer on the behavioural process
for resolving the conflict and working
collaboratively.
Question 25: If you know your boss is 100%
wrong about something, how would you handle
this?
An answer that works well is: "It depends on the
situation and the personality of the supervisor."
To elaborate, give examples:
My present supervisor does not like to have his
authority questioned. He's fairly new on the job
and almost all of the people he supervises have
been on the job longer than he has. He's never
bothered to learn the procedures, how things are
done or how the computer system works. But if
any of us tell him that how he wants something
done won't work, he gets extremely angry. So, I
never tell him he's wrong. Never. Whatever he
tells me to do, I smile and say "okay." Then if I
know a way to get it done that will work, I do it
that way, give him the results he wants and
never tell him I didn't do it the way he told me
to. He got the results and is happy. I saved
myself the stress of being yelled at and gave
him what he wanted, so I'm happy.
My prior supervisor was more easy-going and if I
told her "you know, I think it might work better if
I do what you asked in such and such a way,"
she say "okay, try it."
If I were a new hire on a job, I would probably
not question a supervisor because I might think I
didn't know enough. Except on the new job I'm
going to. The director has admitted that she's
new on the job and there are a lot of things that
a secretary does that she doesn't know how to
do, so she will be depending on me to know how
to keep the office running.
Question 26: Where do you see yourself in 3 / 5/
10 years time?
Err...
Not a good response.
So what might an employer be looking for with
this question?
• Are you serious about the company? Is the
company part of your long-term plan, or are they
a stepping stone?
• Are you serious about your career?
• Do you know where you want to go?
• How does this job help you get there?
• Are you ambitious? This can be positive or
negative.
• How does this job fit within your longer-term
plans? Is this job just a stop-gap? If the job is
part of your strategy, how likely are you to want
to be promoted?
• Do you have any longer-term plans? They may
use this to judge how far you would plan ahead
in your new role.
This question is a good opportunity to show your
commitment to the role and knowledge of the
company’s structure and vision.
Beware of seeming to threaten your future
manager, if they’re interviewing you. A humorous
answer we have often heard to this question is
“doing your job”. This may be true and may even
get a laugh, but some managers are quite
insecure and may not want to hire someone who
they fear would undermine them.
Sample Answer: "In five years, I would like to
have progressed to the point where I have
bottom-line responsibility and the chance to lead
an operations unit."
Advice: Avoid the urge to describe job titles; this
makes you seem unbending and unrealistic, since
you do not know or control the system of
promotion. Describe new experiences or
responsibilities you'd like to add in the future
that build on the current job you are applying for.
Question 27: How do you plan to achieve those
goals?
As a follow-up to the above question the
interviewer will often ask how you plan on
achieving those goals. A good answer to this
question will speak specifically about what you
are going to accomplish and how you are going
to accomplish it. Examples of good responses
include:
I plan on gaining additional skills by taking
related classes and continuing my involvement
with a variety of professional associations.
I noticed that XYZ Company (the company you
are interviewing with) provides in-house training
for employees and I would certainly be interested
in taking classes that would be relevant.
I will continue my professional development my
participating in conferences, attending seminars,
and continuing my education.
Question 28: What drives you to achieve your
objectives?
An interviewer is looking to fulfil certain
competencies, in this case motivation and
commitment. “You might say ‘I like doing a job
well and perform best when stretched’,” says Tim
Forster, the head of UK experienced recruitment
at Pricewaterhouse Coopers.
Question 29: What are you looking for in your
next job? What is important to you?
You can begin your answer with this question:
Tell me, Mr./Ms. Interviewer, what is a typical
career path at OPL for someone with my skills
and experience?
(Based on the answer you can then respond to
the original question using the phrases from the
answer to frame your response).
What is important to you? Two things are very
important to me. One is my professionalism at
work; the second is my family life.
Question 30: What would your current manager
say are your strengths?
We often find it hard to tell people what we’re
good at.
Selling yourself, without appearing arrogant, is
one of the most common interview worries.
Many people simply don’t sell themselves, for
fear of seeming big-headed.
Do you know what your strengths are? You’d be
surprised how few do.
One place to start is your recent performance
appraisals. What did they highlight as your
strengths? Can you supply evidence (provide
examples)? Can you relate the strengths to the
position you’re being interviewed for?
Still stuck for answers to this question?
• You could try asking someone. Ask a trusted
friend or work colleague. Make sure they give
you examples of where you have demonstrated
the strengths, so you can quickly use these, if
asked.
• It’s also worth revisiting the job information, to
look for which competencies they are looking
for. You will make a more favourable impression
if you can cover some of these in your answer.
Question 31: What would your current manager
say are your weaknesses?
This is not the place to admit your biggest flaws.
It’s also not the time to pretend you don’t have
any development areas – it would make you look
either conceited or as though you can’t evaluate
your own performance.
So how should you handle this type of question?
The main thing is to admit that you have areas
to develop, whilst showing that you are already
working on them and giving examples of the
progress you have made.
If possible, choose a development area that
doesn’t affect your ability to do the job for which
you are being interviewed.
It’s usually a good idea to make the “weakness”
something small. Avoid topics such as
“organisational skills” or “time management”! Be
ready to turn it into a positive.
What happens if one of your development areas
is one of the key strengths required for the role?
Make sure you can demonstrate why it won’t be
a problem.
Question 32: Are you overqualified for this job?
Overqualified? Some would say that I'm not
overqualified but fully qualified. With due respect,
could you explain the problem with someone
doing the job better than expected?
I'm flattered that you think I'm headhunter bait
and will leap to another job when an offer
appears. Not really. This job is so attractive to
me that I'm willing to sign a contract committing
to stay for a minimum of 12 months. There's no
obligation on your part. How else can I convince
you that I'm the best person for this position?
As you note, I've worked at a higher level but
this position is exactly what I'm looking for. You
offer opportunity to achieve the magic word:
balance. I'm scouting for something challenging
but a little less intense so I can spend more time
with my family.
Salary is not my top priority. Not that I have a
trust fund but I will work for less money, will take
direction from managers of any age, will continue
to stay current on technology and will not leave
you in the lurch if Hollywood calls to make me a
star. And I don't insist that it's my way or the
highway.
Question 33: Why should we give you this job?
This is the time to give them your USP - Unique
Selling Proposition - or what makes you different
from all the other applicants.
It's really worth working out and practising your
answer to this before the interview.
Some businesses use the phrase "30 second
elevator speech".
Imagine you have just bumped into the CEO of
the company you want to work for, getting into a
lift. He or she asks you "Why should we give you
the job?". You have the time it takes for the lift
to reach its destination (about 30 seconds) to
give a compelling answer.
The key is to highlight your strengths and the
benefits you can bring to the company. Make
sure you avoid sounding desperate!
As preparation, you should refer back to the job
advert and also listen carefully during the
interview, to make sure your answer meets the
needs of the "buyer" (the interviewer).
You are giving your answer from the perspective
of the buyer's needs, rather than your own.
Finish your answer with: "I have the
qualifications you need [itemize them], I'm a
team player, I take direction, and I have the
desire to make a thorough success."
Question 34: We're considering two other
candidates for this position. Why should we hire
you rather than someone else?
Do not be distracted by the mention of two other
candidates, you don't know anything about them
and they could be fictitious. Focus on what
strengths you bring to the table. These should be
consistent with the four things most employers
are looking for in candidates during the job
interview: competence, professionalism,
enthusiasm, and likability. Remember, they are
looking for chemistry between you and them. Be
prepared to summarize in 60 seconds why you
are the best candidate for the job. Also, let the
employer know you want the job and you will
enjoy working with them. A lack of interest in the
job may indicate a lack of enthusiasm for the job
and them.
chensta
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08-09-2005 18:12
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Question 35: What would you do if one of our
competitors offered you a position?
The interviewer is trying to determine whether
the candidate is truly interested in the industry
and company, or whether he or she has chosen
the company randomly. Contrast your
perceptions of the company with its competitors,
and talk about the company's products or
services that you've encountered. In the long
run, which players do you believe are most viable
and why? This is also a good place to ask the
interviewer for his or her opinion.
Sample Answer: I'd say no. I'm not interested in
other players in this industry. I want to work for
Nike because I won a number of races wearing
the Nike brand. Because of my positive
experience with Nike, I know I'd be convincing
selling your product to retailers.
Question 36: What are your biggest
accomplishments?
Keep your answers job related. You might begin
your reply with: "Although I feel my biggest
achievements are still ahead of me, I am proud
of my involvement with . . . I made my
contribution as a part of that team and learned a
lot in the process. We did it with hard work,
concentration, and an eye for the bottom line."
Question 37: What did you like/dislike about
your last job?
The interviewer is looking for incompatibilities. If
a trial lawyer says he or she dislikes arguing a
point with colleagues, such a statement will only
weaken--if not immediately destroy--his or her
candidacy.
Most interviews start with a preamble by the
interviewer about the company. Pay attention:
That information will help you answer the
question. In fact, any statement the interviewers
make about the job or corporation can be used
to your advantage.
So, in answer, you liked everything about your
last job. You might even say your company
taught you the importance of certain keys from
the business, achievement, or professional
profile. Criticising a prior employer is a warning
flag that you could be a problem employee. No
one intentionally hires trouble, and that's what's
behind the question. Keep your answer short and
positive. You are allowed only one negative
about past employers, and only then if your
interviewer has a "hot button" about his or her
department or company; if so, you will have
written it down on your notepad. For example,
the only thing your past employer could not offer
might be something like "the ability to contribute
more in different areas"
You might continue with, "I really liked everything
about the job. The reason I want to leave it is to
find a position where I can make a greater
contribution. You see, I worked for a large
company that encourages specialisation of skills.
The smaller environment you have here will,
allow me to contribute far more in different
areas." Tell them what they want to hear--replay
the hot button.
Of course, if you interview with a large company,
turn it around. "I work for a small company and
don't get the time to specialise in one or two
major areas."
Question 38: Can you work under pressure?
You might be tempted to give a simple "yes" or
"no" answer, but don't. It reveals nothing, and
you lose the opportunity to sell your skills and
value profiles. Actually, this common question
often comes from an unskilled interviewer,
because it is closed-ended. As such, the
question does not give you the chance to
elaborate. Whenever you are asked a closed-
ended question, mentally add: "Please give me a
brief yet comprehensive answer." Do this, and
you will give the information requested and seize
an opportunity to sell yourself. For example, you
could say: "Yes, I usually find it stimulating.
However, I believe in planning and proper
management of my time to reduce panic
deadlines within my area of responsibility."
Question 39: What environments allow you to be
especially effective?
Emphasize your flexibility and your ability to work
in many different types of environments. Your
answer should not consist of a laundry list of
requirements (private office, few interruptions,
and so on) or the interviewer may conclude that
you will be difficult to satisfy.
Sample Answer: Although I can work effectively
in most environments, I prefer environments
where people are their own bosses, within
reason. I like to have a goal but be able to draw
my own map to get there. To accomplish goals, I
rely on asking questions and finding people
receptive, so cooperation and access are
important to me in a work group.
Question 40: What do you find are the most
difficult decisions to make?
These are behavioural interview questions
designed to discover how you handled certain
situations. The logic behind these types of
questions is that how you behaved in the past is
a predictor of what you will do in the future.
Give concrete examples of difficult situations
that actually happened at work. Then discuss
what you did to solve the problem. Keep your
answers positive ("Even though it was difficult
when Jane Doe quit without notice, we were able
to rearrange the department workload to cover
the position until a replacement was hired.") and
be specific. Itemize what you did and how you
did it.
The best way to prepare for questions where you
will need to recall events and actions, is to
refresh your memory and consider some special
situations you have dealt with or projects you
have worked on. You can use them to help frame
responses. Prepare stories that illustrate times
when you have successfully solved a difficult
situation.
Question 41: Give us an example of when you
have worked to an unreasonable deadline or
been faced with a huge challenge.
What is an interviewer looking for with this
question? Most interviews will contain a question
like this, to see how you cope under stress.
They may be checking for integrity – one of the
most highly valued skills for a recruiter. They
may also want you to demonstrate your
commitment to delivering results.
This is a really useful question to prepare some
examples for, before an interview.
Choose examples that show how you went the
extra mile, but didn’t do anything illegal, immoral
or unethical.
The interviewer will want to see how you rise to
a challenge and how you react when put under
pressure.
Think about the positive things you did, to
achieve the “unachievable”.
Depending on your career history, this is another
question where it’s acceptable to use an
example from outside work, as long as the skills
are clearly transferable to your new role.
You might not have had the experience in your
career so far, so most interviewers will accept
an extra-curricular illustration that shows how
you would add value to their company.
Question 42: What is the most difficult situation
you have faced?
The question looks for information on two fronts:
How do you define difficult? What was your
handling of the situation? You must have a story,
one in which the situation was tough and one
which will allow you to show yourself in a good
light. Avoid talking about problems that have to
do with co-workers. You can talk about the
difficult decision to fire someone, but emphasise
that once you had examined the problem and
reached a conclusion you acted quickly and
professionally, with the best interests of the
company at heart.
"What are some of the things that bother you?"
"What are your pet hates?" "Tell me about the
last time you felt anger on the job."
These questions are so similar that they can be
treated as one. It is tremendously important that
you show you can remain calm. Most of us have
seen a co-worker lose his or her cool on
occasion--not a pretty sight and one that every
sensible employer wants to avoid. This question
comes up more and more often the higher up the
corporate ladder you climb, and the more
frequent your contact with clients and the
general public. To answer it, find something that
angers conscientious workers. "I enjoy my work
and believe in giving value to my employer."
Question 42: Tell me about a special
contribution you have made to your employer.
Before an employer makes his/her decision to
hire you, they will need to know how you have
performed in the past and any other special
contributions that you can bring to the company
"In my last job, I ran the fund raiser campaign for
three consecutive years. I believed it was an
important cause, and I knew it was difficult for
the company to find volunteers."
Advice: Don’t give long boring answers, instead
focus you answers on the actions you took and
the positive results that you obtained.
Question 43: Tell me about a time when you had
to deal with an irate customer. How did you
handle the situation?
How you react when others lose their temper or
become upset is very important in most
positions, especially those in service industries.
The interviewer will be looking for evidence of
your aptitude for work that involves a great deal
of contact with the public. Give an example of a
time when you were faced with a difficult person
and how you handled it. Your answer should
illustrate your maturity, diplomacy, and
awareness of the needs and feelings of others.
Sample Answer: My customer service position at
the telephone company involved dealing
occasionally with irate customers. When that
happened, I'd try to talk in a calm, even voice, in
order to get the person to respond in a
businesslike manner and focus on trying to
resolve the situation. Most times I was able to
rectify the problem and pacify the customer, but
I remember one incident in particular in which
the caller became verbally abusive. I tried to
remain calm and professional and not to let my
personal feelings enter into the situation. I didn't
respond to the abuse, I just made a knot of it
and continued to help he customer as best I
could. When the abuse persisted, however, I
politely asked him to call back and ask for my
manager, because at that point I knew I
shouldn't resolve the problem.
Question 44: How do you take direction?
The interviewer wants to know whether you are
open - minded and can be a team player. Can
you follow directions or are you a difficult, high-
maintenance employee? Hopefully, you are a
low-maintenance professional who is motivated
to ask clarifying questions about a project before
beginning, and who then gets on with the job at
hand, coming back to initiate requests for
direction as circumstances dictate.
This particular question can also be defined as
"How do you take direction?" and "How do you
accept criticism?" Your answer should cover both
points: "I take direction well and recognise that it
can come in two varieties, depending on the
circumstances. There is carefully explained
direction, when my boss has time to lay things
out for me in detail; then there are those times
when, as a result of deadlines and other
pressures, the direction might be brief and to the
point. While I have seen some people get upset
with that, personally I've always understood that
there are probably other considerations I am not
aware of. As such, I take the direction and get
on with the job without taking offense, so my
boss can get on with their job. It's the only
way."
Question 45: What colour is your brain?
Be aware that you'll probably be asked zany
questions. The point is not to stump you, but to
find out what makes you tick. When the standard
interview questions are asked, people are
prepared, and it's harder for the recruiter to get
to know the real person. An advertising recruiter,
for example, tries to avoid this. There is no right
or wrong answer to this type of question. In fact,
the recruiter won't even really care what your
answer is. He or she just doesn't want to hear
something like, "I don't know, I guess it's blue
because that's the way I imagine it." The point
is to see how creative you are and how you
think. Be sure to explain why you answered the
way you did.
Sample Answer: My brain is red because I'm
always hot. I'm always on fire with new plans
and ideas."
Question 46: Do you prefer working in a team or
on your own?
Think about this one before you answer.
Think about the position for which you are
applying. It is likely to require flexibility of
working styles, but will probably fall into one of
the following 3 categories:
1. Group /Team
You don’t have personal responsibility for the
outcome, but are part of a group that achieves
it. Often everyone has the same role, e.g. in a
call centre.
2. Team / Solo
Most professional roles require a mixture: you
have a defined role and responsibilities, but tend
to do much of your work in a team environment.
3. Mainly solo
you are responsible for your own outcomes and
may be required to spend a considerable amount
of time working independently. You will probably
still work as part of a team.
The best bet with this question is to try to tailor
your answer to the company’s needs, whilst
remaining honest. If you say you are a great
team player, they’ll soon spot you’re not, once
you start the job…
Question 47: What do your work colleagues think
of you?
I like to ask people to consider the third person
perspective; they have to think on their feet, and
it allows me to assess their self-awareness. I’d
also ask what their work colleagues would
consider were their strengths and areas for
development,” says Geoff Hall, the head of
human resources for World Duty Free.
Question 48: Tell me about your salary
expectations.
Everyone wants to make a lot of money working
the job they love. You should be honest here.
Saying that you will be ok working for $30,000
when you think you are worth $40,000 is not a
very smart idea. Experience will show that you
will lose interest in the job pretty quickly.
Sample Answer: "Current salary information
published by our State Association indicates a
range of $30,000 to $40,000 a year. While I'm
not certain how your salaries compare to this
industry, my feeling is that my value would
certainly be in the upper half of this national
range."
Advice: You should answer this question in
general terms. Mention the market value for
yourself.
Question 49: What will you do if you don't get
this position?
When you're interviewing for an internal position
within your company, you may be asked what
you will do if you don't get the job. The
interviewer wants to know whether you are
concerned about just the advancement
opportunity or the company.
Sample Answer: I am committed to this company
and its advancement so, should I not be
selected, I will work with and support whoever
might get selected. However, I do feel that my
experience in the department and with the team
would make me the best candidate.
Question 50: What is the first thing you would
change, if you were to start work here?
Your answer to this depends on how much you
know about the job.
Why are they recruiting?
Are they looking for an “agent of change” or
someone to maintain stability? Would you be in a
position to change anything?
A good strategy for this question is to precede
your answer with a brief explanation of how you
would get to know the business, the people, the
challenges and your role, before you considered
changing anything.
Unless you’ve been specifically recruited to make
fast, radical change, few people will appreciate a
“bull in a China shop” approach.
It’s important that you illustrate empathy for
change that will be acceptable within the
corporate culture. However, for management
positions, you may be required to make changes
that will be unpopular.
It is perfectly acceptable to answer this question
with a question; asking them what they would
expect from you.
This is quite a sensitive topic and you may find
an interview coaching session useful, if you'd like
to practise answering it.
Thanks for your message,I shall get back to you soon