To increase your chances of receiving a job offer, you need to learn how to confidently and successfully respond to the questions you will be asked.
Here are 10 common questions with some comments as to the reasons they are asked and to the response expected. Remember, these questions are only suggestions, do not use them if you feel uncomfortable about them and try to individualise them as many candidates will receive the same suggestions!
Q. Tell me about yourself. The interviewer is really saying “I want to hear you talk.”
A. This is a loosened but is a common question so your response can stay the same. Write a script, rehearse it so it sounds impromptu. Spend a maximum of four minutes to describe your qualification, career history and your range of skills – emphasising those skills relevant to the job on offer.
Q. What have your achievements been to date? The interviewer is really asking: are you an achiever?
A. Again, this is a common question so be prepared. Select an achievement that is work related and fairly recent. Identify the skills you used in the achievement and quantify the benefit. For example, “my greatest achievement has been to design and implement a new sales ledger computer system - bring it in ahead of time and improve our debtors position, significantly, saving the company £50,000 in interest per month.”
Q. Are you happy with your career to date? The interviewer is really asking about your self-esteem and self-confidence, your career aspirations and whether you are a happy positive person.
A. The answer must be yes, but if you have hit a career plateau or you feel you are moving too slowly, then you must qualify the answer.
Q. What is the most difficult situation you have ever faced and how did you tackle it? The interviewer is really trying to find out what your definition of difficult is and whether you can show a logical approach to problem solving using your initiative.
A. This can be a trap! To avoid it, select a difficult work situation which was not caused by you and which can be quickly explained in a few sentences. Explain how you defined the problem, what the options were, why you selected the one you did and what the outcome was. Always end on a positive note.
Q. What do you like about your present job? The interviewer is really attempting to find out whether you will enjoy the things the job has to offer.
A. This is a straightforward question. All you have to do is make sure that your likes correspond to the skills etc. required in the job on offer. Be positive: describe your job as interesting and diverse but do not overdo it – after all, you’re leaving!
Q. What do you dislike about your present job? The interviewer is trying to find out whether the job on offer has responsibilities you will dislike or which will make you unsuitable.
A. Be careful with this one! Do not be too specific as you may draw attention to weaknesses which will leave you open to further problems. One approach is to choose a characteristic of your present company such as it’s size – it’s slow decision- making etc. Give your answer with the air of someone who takes problems and frustrations in your stride as part of the job.
Q What are your greatest strengths? The interviewer wants a straightforward answer as to what you are good at and how it will add value.
A. This is one question you know you are going to get so there is no excuse for being unprepared. Concentrate on discussing your main strengths. List three or four explanations as to how they might benefit your new employer. Strengths to consider include technical proficiency, ability to learn quickly, determination to succeed, positive attitude, your ability to relate to people and achieve a common goal. You may be asked to give examples so be prepared.
Q. What is your greatest weakness? The interviewer is asking about your self-perception and awareness.
A. This is another standard question from which you can be well prepared. Don’t say you have none – this will ensure further problems. You have two options – use a professed weakness such as lack of experience (not ability) on your part in an area that is not vital for the job. The second option is to describe a professional or personal weakness that could also be considered a strength and the steps you have taken to combat it. An example: “I know my team think I’m too demanding at times – I tend to drive them pretty hard but I’m getting much better at using the carrot and not the stick.” Do not use a personal weakness such as “ I’m not a morning person – I get much better as the day goes on.”
Q. What kind of decision do you find the most difficult? The interviewer is saying “I need someone who is strong and decisive but who has a human side.”
A. Your answer must not display weakness. Try to focus on decisions that have to be made without sufficient information. This will show your positive side. For example “I like to make decisions based on sufficient information and having alternatives. When you have to make quick decisions you have to rely on ‘gut feeling and experience.’
Q. Why do you want to leave your current employer? The interviewer is trying to understand and evaluate your motives for leaving.
A. This should be straightforward. State how you are looking for more challenge, responsibility, experience and a change of environment. NEVER be negative in your reasons for leaving, and it will rarely be appropriate to cite salary as the primary motivator.
Other questions to consider:
- How does your job fit into your department and company?
- What do you enjoy about the industry?
- How have you worked under pressure? (meaning – can you?)
- What kind of people do you like working with?
- Can you give me an example of when your work was criticised? (Be prepared for the next one of how you coped and the outcome)
- What is the worst situation you have faced outside work?(as above)
- Give me an example of when you have felt anger at work.
- What kind of people do you find it difficult to work with? (take care – you won’t know all the staff at the company at which you are being interviewed.)
- Tell me about the last time you disagreed with your boss.
- Give me an example of when you haven’t got on with others
- Give me an example of when you’ve had to face a conflict of interest at work.
- Do you prefer to work alone or in a group, and why
- This organisation is very different to your current employer, how do you think you’re going to fit in? (you may not be able to answer until you have established what he/she perceives as the differences.)
- What are you looking for in a company?
- How do you measure your own performance?
- What kind of pressure have you faced at work?
- Are you a self-starter? Give an example to demonstrate this.
- Describe the biggest problem you have faced recently and how you resolved it.
- What changes in the workplace caused you difficulty and why?
- How do you feel about working long hours and/or the weekend?
- Give me an example of when you have been out of your depth.
- What can you bring to this organisation:
- What area of your skills do you want to improve? (try to relate this to the role on offer.)
- Why do you think you would like this role?
- Why should I give this job to you instead of the other people on the shortlist? (strengths)
- What reservations should I have about you as an employee? (weaknesses)
- What do you do in your spare time?
- What five adjectives would you use that describe you (both in and out of the workplace?)
Example Competency Based Interview Questions
Employers use a variety of techniques for measuring suitability of applicants. Competency based interviews are one of the more sophisticated approaches to ensure the best match. Sometimes called behavioural interviews, the whole meeting will be structured and focused around a candidate’s past achievements. The interviewer will usually ask a very broad open question in a competency area and then funnel down the questions as follows:
- Situation = you will be asked an open question for an example
- Action = what actually happened in the circumstances
- Effect = the final result
With more and more interviews being organised in this way we have presented some typical questions so that you can understand the approach and start arranging your thoughts into answers based on your measurable achievements in a given competency. You will see that the first question is very broad and open and then the interviewer will continue to chip away and really find out what you did. Examples of some questions are:
Communication Questions
- Tell me how you ensure that there is a free flow of communication within your unit or team? Give me a specific example of when this has worked well? What was your role in this? What was your approach? What was the result?
- What ongoing communication processes have YOU personally instigated within your unit or team? Give me the specific example? Why was this necessary? How did those involved react? What happened?
Drive for results and business development questions
- Describe a time when you have removed an obstacle in order to achieve a specific objective or business need? What considerations did you make? What impact did this have? What resulted?
- Give me an example of how you have improved your unit or teams’ performance? What approach did you take? What were the results?
Developing and Coaching others questions
- Tell me about a time when you have helped a colleague to improve their performance at work? Why did you do this? What was your approach? What was the result?
- Describe a time when you made a personal change to your management style based on negative feedback from others? What was your reaction to the feedback?
- How did you decide what would be the most effective steps to take? What did you do and what was the outcome?
Team Working Questions
- Tell me about one of the most difficult groups of people you have had to work with? Why were they difficult? What did you do to overcome the situation? What happened?
- Tell me about a time when you needed to ensure that a team you were working with worked together constructively to find a solution?
- Why was this necessary?
- What was your approach?
- How successful were you and what was the overall result?
Other competencies might include….
Planning and Resourcing
- How do you schedule your time and set priorities?
- Tell me about an occasion when you have had to plan for contingencies?
Driving for Quality
- What examples can you give where you have had to continuously drive the quality of product or service?
- What examples can you quote where you have been dissatisfied with the quality of the services you or your team were delivering?
Thoroughness and Attention to Detail
- What parts of your work require absolute accuracy?
- How do you achieve this?
Influencing
- Tell me about an occasion during the last six months when you have managed to persuade someone else to your point of view
Creativity and Innovation
- How much opportunity is there for innovation in your current job?
- Describe a recent situation when you have solved a business problem with an unconventional solution
Analytical Thinking