Copywriteroffice

Serp data

Request Result

The request result help you to show your API requests results.

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                            [title] => unique interview questions and answers
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                            [title] => interview questions with answers
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                            [title] => unique interview questions to ask employer
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                            [title] => questions to ask at the end of an interview
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                            [title] => how to answer interview questions confidently
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                            [description] => 25 questions an interviewer can ask a candidate during the interview process including an explanation of why to ask the interviewee each question
                            [title] => 25 Top Questions To Ask An Interviewee (2022) | Best Sample Questions
                            [url] => https://www.apollotechnical.com/questions-to-ask-interviewee/
                            [source] => https://www.apollotechnical.com › questions-to-ask-interv...
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                                    [4] => What motivates you to work? ... 
                                    [5] => Name a work accomplishment that makes you proud?
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                            [serp_title] => 25 Top Questions To Ask An Interviewee (2022) - Apollo ...
                            [serp_description] => 25 Top Questions To Ask An Interviewee (2022)
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                            [hostname] => apollotechnical.com
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                                    [6] => 7. Why are you a fit for this opportunity?
                                    [7] => 8. Speak about some of your coworker relationships
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                                    [10] => 11. What are some weak points you can work on?
                                    [11] => 12. What are your greatest strengths to a company?
                                    [12] => 13. Talk about a critical work situation you solved
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                                    [14] => 15. Why do you plan on leaving your current employer?
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                                    [19] => 20. Outline the process on how you set goals
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                                    [21] => 22. What do you want to do differently at a new job?
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                                )

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                                    [lastUpdate] => 
                                    [dateFormatted] => 11o January 2022
                                    [dateISO] => 2022-01-11T20:00:46+00:00
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                                    [dateFormatted] => 11o January 2022
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                            [type] => article
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                                                    [text] => Like us on Facebook
                                                    [href] => https://www.facebook.com/ApolloTechnical
                                                    [hrefDomain] => facebook.com
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                                                    [text] => Follow us on Twitter
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                                                    [text] => Connect with us on LinkedIn
                                                    [href] => https://www.linkedin.com/company/apollo-technical
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                                                    [text] => Check us out on Pinterest
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                                                    [text] => Learn how your comment data is processed
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                                                    [rel] => nofollow noopener
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                                                            [name] => Leave a Reply Cancel reply. 
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                            [body] => 25 Top Questions To Ask An Interviewee (2022)Posted January 11th, 2022When conducting interviews to fill critical job vacancies it’s important to ask the right questions of the interviewee and reveal the best answers ensuring a more informed hiring decision.These 25 interview questions for interviewees will help the interviewer get to know a candidate better before making a decision to bring them aboard their company.1. What attracted you to apply for this position?By asking this question you, as the interviewer, should be able to gauge if job seeker has an enthusiasm for the job opening or if they just applied blindly to the position.You could also review the experience in their resume with the job opening and ask them how they would react to specific situations.2. What steps do you take when making decisions?This question will give you insight into the interviewee’s critical thinking skills and organizational processes they apply to decision-making situations.Is their process well thought out and organized or is it merely done on the fly?3. What has your typical role on a team been?This question will give you insight into how previous employers viewed the interviewee as well as how the candidate may interact with fellow employees.Were they ever given charge of projects, or were they all ways in more of a supportive role?4. How would your colleagues describe you?Asking this will give you a better idea of how they view themselves in the eyes of others and should reveal clues on their ability to work within a team environment.Are they known as the quiet one, the goofball, the communicator, the workaholic, or something else?5. What motivates you to work?It is a simple question but requires the interviewee to exhibit a great amount of thought and often unlocks valuable discussions from a candidate looking internally for what truly motivates them.If they only answer at the surface level with something like “I relish a challenge”, this can convey that they are a less-than exceptional candidate.You may need to probe further do extract a deeper understanding of their motivations.6. Name a work accomplishment that makes you proud?With this line of interview questioning, you will learn about the job seeker in more depth and get a better idea of the types of work they have achieved from their previous and current company.This also gives the interviewee an opportunity to showcase some of their strongest qualities and any leadership skills they may have.7. Why are you a fit for this opportunity?This interview question will help you get a feel on if the applicants have done serious preparation in getting to know your company.You don’t want your organization to be a random job they applied for to get a paycheck, only to leave your company for a different opportunity in a few months.8. Speak about some of your coworker relationships. Personalities on teams are different. This line of interview questioning sheds light on how they interact with others and will help you determine if the interviewee has the potential to be a happy productive member of your business. 9. How do you define hard work in the workplace?Organizations move at different speeds from one another.If an interviewee is comfortable working in a laidback environment where hard deadlines are rare then they may not be a good fit for a position in which they have to constantly produce work in a fast-paced deadline-driven environment.10. Do you like working with a team or working alone?This really depends on what opening the job seekers are applying for. Is it a desk job that only requires them to be by themselves self or is it work that demands coordination and communication with others? If you analyze that the applicants are people who are flexible, willing to do multi-tasking, and wouldn’t be bothered if at times they work alone or with a team, these could be the best professionals to hire. This question has more importance at this time due to the current remote working environment.11. What are some weak points you can work on?All job applicants have weaknesses in their character or qualifications, and immediately admitting them during the interview can actually be a sign of strength. 12. What are your greatest strengths to a company?The ability of a candidate to talk about their strengths and still maintain their humility is a strong indicator of a winning personality. This also gives the interviewee a chance to explain and align their strengths with the position they are interviewing for demonstrating attributes that will contribute to the company’s goals.13. Talk about a critical work situation you solved. It is often in the pressure-filled and stressful situations where professionals and real leaders emerge victoriously and experience their greatest growth gains.14. When conflict arises at work how do you handle it?By asking questions related to conflict you will get a better understanding of the interviewee’s interpersonal skills and personality.The interviewee’s response may also give you a sense of their ability to resolve and deal with conflict at work.15. Why do you plan on leaving your current employer?Listen closely to how the candidates show their respect for their current boss and company.Having this type of scrutiny will give you a better idea of how these candidates will treat their supervisors and colleagues if they are hired into your organization. 16. Reveal something about yourself not on your resume. Sometimes there are quirks about prospective employees that you simply can’t see on a resume.They may be a good fit on paper, but when you interview them, you may get a sense from their answers that hint at possible trouble for the organization down the road.17. How do you deal with tight deadlines?For interviewees, their most ideal answer should be a version of this: “I review a list of tasks and analyze what are the most urgent and critical matters. I put the most urgent ones on top of the list.Next, I focus on each task with complete concentration until I finish it before moving on to the next urgent task. 18. Describe your ideal workspace. Since this is an open-ended question and not answerable with yes or no, let the applicants take their time to describe to you how their ideal work environment would be and see if it matches your current office environment.19. How would your current boss describe you?This question will hopefully give you a better idea of how the interviewee interacts with their current and past managers.20. Outline the process on how you set goals. Your best employees are generally driven and goal-oriented. This question will help ensure they have the ability to not only reach goals you would set for them but set their own goals to achieve as well.The top candidates will be able to explain their goal-setting process in detail, how they set up their goals, break goals into smaller tasks, and measure their success once completing them.21. Where do you see yourself in the next 5 years?An ambitious professional with a clear set of goals for the short, medium, and long term, is an invaluable asset to the company. This is true especially if they parallel their career growth with the company they are interviewing at. As they grow professionally and financially, the company grows and expands too.During the interview, confident job seekers will discuss that they seek a company with upward mobility as they help the company prosper.22. What do you want to do differently at a new job?The type of answer here will let you know their line of thinking.Do they launch into a negative conversation about their current or former boss? Or do they look towards the future excited about the potential in your company?23. Have you applied for any other positions?If the interviewee has been applying for other positions, is a good idea to see what types of positions they have applied for. Are the positions similar to your opening or totally different?If you speak to a candidate who is applying for many different types of positions in many different fields it may give you an indication that the candidate does not really know what kind of job they want and are just seeing what’s out there.24. Have you had any other interviews recently?A great question if the interview has been going great and you want to know the type of competition your up against.By probing for where they have interviewed recently it will give you a better timeline on if you should act quickly and extend a job offer.25. Do you have any questions for me?If you pose this question to interviewees, the more interesting and more passionate ones will most likely have a wide variety of questions they wish to ask. The ones who are more thoughtful and are interested in the job will be the most likely ones to ask intelligent, informative questions which will enrich the interview process.Interested in additional interview questions? Check our post link for a list of behavioral interview questions.If you are about to have a second interview with a candidate, we list some significant questions you can ask during a second interview hereStrategic interview questions are also important when speaking with potential candidates.As one of the leading engineering staffing agencies, we help employers recruit engineering, design, and IT Talent. Contact us about our Engineering recruiting services or IT staffing servicesReady To Hire?    Contact UsLeave a Reply Cancel reply. This site uses Akismet to reduce spam. Learn how your comment data is processed.Categories. Business AdviceEmployer AdviceJob Seeker AdviceNewsSearch All JobsReady to Hire?Contact UsIndustries we serve. •Aerospace & Aviation •Architectural firms •Automation & Robotics •Automotive •Civil & Structural engineering firms •Chemical •Construction •Consumer Products•Data Centers •Electronics/IoT •Energy & Utilities •Finance •Healthcare IT/Network Systems •Industrial Products •Internet/E-Commerce •Instrumentation & Controls•Manufacturing •Material Handling •Medical Device •MEP Engineering Firms •OEMs •Oil/Gas/Petrochemical •Pharmaceutical •Wireless TelecomAdvice from Apollo. The Complete Guide to ChatBots and How They Will Revolutionize Customer Service Jan 11 - What is a ChatBot and Why Are They the Future of Customer Service? A chatbot is a computer program designed… Read More »25 Top Questions To Ask An Interviewee (2022) Jan 11 - When conducting interviews to fill critical job vacancies it’s important to ask the right questions of the interviewee and reveal… Read More »6 Ways to Make Your Webinar Better Jan 10 - As an expert in your field, you probably get asked to attend or deliver a webinar in your area. One… Read More »The 47 Best Job Search Websites (2022) Jan 7 - Searching for the best job quickly and efficiently can be a hard task. We list the 47 best job search… Read More »19 Important Hybrid Working Statistics To Know Now And for the Future (2022) Jan 6 - Much of the business world is in uncharted territory in 2021 and beyond. Many employers want their workforce back in… Read More »19 Employee Retention Statistics That Will Surprise you (2022) Jan 6 - Employee retention is a big issue in the workforce. It’s not just about keeping your employees happy, it’s about retaining… Read More »An Easy Guide To Understanding How Revenue Management Systems Work Jan 6 - Every day, hotels and other businesses are faced with difficult decisions about how to manage their revenue. Revenue management systems… Read More »How To Hire & Retain the Best Talent Using an ATS Jan 6 - Many countries worldwide are experiencing a shortage of workers. Small businesses and the tech industry seem to be the worst… Read More »How to Write a Thank You Email After The Interview (2022) Jan 5 - Why should you write a short thank-you email after an interview? The reason is simple thank you notes make a… Read More »How To Write A Resignation Letter (2022) Jan 5 - Have you accepted an offer and wondering how to write a resignation letter? You’ve come to the right place. You… Read More »
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                                    [42] => 43. What Do You Think We Could Do Better or Differently?
                                    [43] => 44. When Can You Start?
                                    [44] => 45. Are You Willing to Relocate?
                                    [45] => 46. How Many Tennis Balls Can You Fit Into a Limousine?
                                    [46] => 47. If You Were an Animal, Which One Would You Want to Be?
                                    [47] => 48. Sell Me This Pen
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                            [body] => Your Ultimate Guide to Answering the Most Common Interview Questions10'000 Hours/GettyImages Wouldn’t it be great if you knew exactly what questions a hiring manager would be asking you in your next job interview? We can’t read minds, unfortunately, but we’ll give you the next best thing: a list of more than 40 of the most commonly asked interview questions, along with advice for answering them all. While we don’t recommend having a canned response for every interview question (in fact, please don’t), we do recommend spending some time getting comfortable with what you might be asked, what hiring managers are really looking for in your responses, and what it takes to show that you’re the right person for the job. Consider this list your interview question and answer study guide. Tell Me About Yourself.How Did You Hear About This Position?Why Do You Want to Work at This Company?Why Do You Want This Job?Why Should We Hire You?What Can You Bring to the Company?What Are Your Greatest Strengths?What Do You Consider to Be Your Weaknesses?What Is Your Greatest Professional Achievement?Tell Me About a Challenge or Conflict You’ve Faced at Work, and How You Dealt With It.Tell Me About a Time You Demonstrated Leadership Skills.What’s a Time You Disagreed With a Decision That Was Made at Work?Tell Me About a Time You Made a Mistake.Tell Me About a Time You Failed.Why Are You Leaving Your Current Job?Why Were You Fired?Why Was There a Gap in Your Employment?Can You Explain Why You Changed Career Paths?What’s Your Current Salary?What Do You Like Least About Your Job?What Are You Looking for in a New Position?What Type of Work Environment Do You Prefer?What’s Your Work Style?What’s Your Management Style?How Would Your Boss and Coworkers Describe You?How Do You Deal With Pressure or Stressful Situations?What Do You Like to Do Outside of Work?Are You Planning on Having Children?How Do You Prioritize Your Work?What Are You Passionate About?What Motivates You?What Are Your Pet Peeves?How Do You Like to Be Managed?Do You Consider Yourself Successful?Where Do You See Yourself in Five Years?How Do You Plan to Achieve Your Career Goals?What’s Your Dream Job?What Other Companies Are You Interviewing With?What Makes You Unique?What Should I Know That’s Not on Your Resume?What Would Your First 30, 60, or 90 Days Look Like in This Role?What Are Your Salary Expectations?What Do You Think We Could Do Better or Differently?When Can You Start?Are You Willing to Relocate?How Many Tennis Balls Can You Fit Into a Limousine?If You Were an Animal, Which One Would You Want to Be?Sell Me This Pen.Is There Anything Else You’d Like Us to Know?Do You Have Any Questions for Us?Bonus Questions Classic Questions. These frequently asked questions touch on the essentials hiring managers want to know about every candidate: who you are, why you’re a fit for the job, and what you’re good at. You may not be asked exactly these questions in exactly these words, but if you have answers in mind for them, you’ll be prepared for just about anything the interviewer throws your way.1. Tell Me About Yourself. This question seems simple, so many people fail to prepare for it, but it’s crucial. Here's the deal: Don’t give your complete employment (or personal) history. Instead, give a pitch—one that’s concise and compelling and that shows exactly why you’re the right fit for the job. Muse writer and MIT career counselor Lily Zhang recommends using a present, past, future formula. Talk a little bit about your current role (including the scope and perhaps one big accomplishment), then give some background as to how you got there and experience you have that’s relevant. Finally, segue into why you want—and would be perfect for—this role. Read More: A Complete Guide to Answering “Tell Me About Yourself” in an Interview (Plus Examples!)2. How Did You Hear About This Position? Another seemingly innocuous interview question, this is actually a perfect opportunity to stand out and show your passion for and connection to the company. For example, if you found out about the gig through a friend or professional contact, name-drop that person, then share why you were so excited about the job. If you discovered the company through an event or article, share that. Even if you found the listing through a random job board, share what, specifically, caught your eye about the role. Read More: 3 Ways People Mess Up the (Simple) Answer to “How Did You Come Across This Job Opportunity?”3. Why Do You Want to Work at This Company? Beware of generic answers! If what you say can apply to a whole slew of other companies, or if your response makes you sound like every other candidate, you’re missing an opportunity to stand out. Zhang recommends one of four strategies: Do your research and point to something that makes the company unique that really appeals to you; talk about how you’ve watched the company grow and change since you first heard of it; focus on the organization’s opportunities for future growth and how you can contribute to it; or share what’s gotten you excited from your interactions with employees so far. Whichever route you choose, make sure to be specific. And if you can’t figure out why you’d want to work at the company you’re interviewing with by the time you’re well into the hiring process? It might be a red flag telling you that this position is not the right fit. Read More: 4 Better Ways to Answer “Why Do You Want to Work at This Company?”4. Why Do You Want This Job? Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don’t? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem”), then share why you love the company (e.g., “I’ve always been passionate about education, and I think you’re doing great things, so I want to be a part of it”). Read More: 3 Steps for Answering “Why Do You Want This Job?”5. Why Should We Hire You? This interview question seems forward (not to mention intimidating!), but if you’re asked it, you’re in luck: There’s no better setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only do the work, but also deliver great results; that you’ll really fit in with the team and culture; and that you’d be a better hire than any of the other candidates. Read More: 3 Better Ways to Answer “Why Should We Hire You?”6. What Can You Bring to the Company? When interviewers ask this question, they don’t just want to hear about your background. They want to see that you understand what problems and challenges they’re facing as a company or department as well as how you’ll fit into the existing organization. Read the job description closely, do your research on the company, and make sure you pay attention in your early round interviews to understand any issues you’re being hired to solve. Then, the key is to connect your skills and experiences to what the company needs and share an example that shows how you’ve done similar or transferable work in the past. Read More: What Interviewers Really Want to Hear When They Ask “What Can You Bring to the Company?”7. What Are Your Greatest Strengths? Here’s an opening to talk about something that makes you great—and a great fit for this role. When you’re answering this question, think quality, not quantity. In other words, don’t rattle off a list of adjectives. Instead, pick one or a few (depending on the question) specific qualities that are relevant to this position and illustrate them with examples. Stories are always more memorable than generalizations. And if there’s something you were hoping to mention because it makes you a great candidate, but you haven’t had a chance yet, this would be the perfect time. Read More: 3 Smart Strategies for Answering “What's Your Greatest Strength?”8. What Do You Consider to Be Your Weaknesses? What your interviewer is really trying to do with this question—beyond identifying any major red flags—is to gauge your self-awareness and honesty. So, “I can’t meet a deadline to save my life” is not an option—but neither is “Nothing! I’m perfect!” Strike a balance by thinking of something that you struggle with but that you’re working to improve. For example, maybe you’ve never been strong at public speaking, but you’ve recently volunteered to run meetings to help you get more comfortable when addressing a crowd. Read More: 4 Ways to Answer “What Is Your Greatest Weakness?” That Actually Sound Believable Questions About Your Work History. The meat of any job interview is your track record at work: what you accomplished, how you succeeded or failed (and how you dealt with it), and how you behaved in real time in actual work environments. If you prep a few versatile stories to tell about your work history and practice answering behavioral interview questions, you’ll be ready to go.9. What Is Your Greatest Professional Achievement? Nothing says “hire me” better than a track record of achieving amazing results in past jobs, so don’t be shy when answering this interview question! A great way to do so is by using the STAR method: situation, task, action, results. Set up the situation and the task that you were required to complete to provide the interviewer with background context (e.g., “In my last job as a junior analyst, it was my role to manage the invoicing process”), then describe what you did (the action) and what you achieved (the result): “In one month, I streamlined the process, which saved my group 10 person-hours each month and reduced errors on invoices by 25%.” Read More: The Perfect Formula for Answering “What Is Your Greatest Accomplishment” in an Interview10. Tell Me About a Challenge or Conflict You’ve Faced at Work, and How You Dealt With It. You’re probably not eager to talk about conflicts you’ve had at work during a job interview. But if you’re asked directly, don’t pretend you’ve never had one. Be honest about a difficult situation you’ve faced (but without going into the kind of detail you’d share venting to a friend). “Most people who ask are only looking for evidence that you’re willing to face these kinds of issues head-on and make a sincere attempt at coming to a resolution,” former recruiter Richard Moy says. Stay calm and professional as you tell the story (and answer any follow-up questions), spend more time talking about the resolution than the conflict, and mention what you’d do differently next time to show “you’re open to learning from tough experiences.” Read More: 3 Ways You’re Messing Up the Answer to “Tell Me About a Conflict You’ve Faced at Work”11. Tell Me About a Time You Demonstrated Leadership Skills. You don’t have to have a fancy title to act like a leader or demonstrate leadership skills. Think about a time when you headed up a project, took the initiative to propose an alternate process, or helped motivate your team to get something done. Then use the STAR method to tell your interviewer a story, giving enough detail to paint a picture (but not so much that you start rambling) and making sure you spell out the result. In other words, be clear about why you’re telling this particular story and connect all the dots for the interviewer. Read More: The Best Way to Answer “Tell Me About a Time You Demonstrated Leadership Skills” in a Job Interview12. What’s a Time You Disagreed With a Decision That Was Made at Work? The ideal anecdote here is one where you handled a disagreement professionally and learned something from the experience. Zhang recommends paying particular attention to how you start and end your response. To open, make a short statement to frame the rest of your answer, one that nods at the ultimate takeaway or the reason you’re telling this story. For example: “I learned early on in my professional career that it’s fine to disagree if you can back up your hunches with data.” And to close strong, you can either give a one-sentence summary of your answer (“In short…”) or talk briefly about how what you learned or gained from this experience would help you in the role you’re interviewing for. Read More: Here’s the Secret to Answering “Tell Me About a Time You Had a Conflict With Your Boss” in an Interview13. Tell Me About a Time You Made a Mistake. You’re probably not too eager to dig into past blunders when you’re trying to impress an interviewer and land a job. But talking about a mistake and winning someone over aren’t mutually exclusive, Moy says. In fact, if you do it right, it can help you. The key is to be honest without placing blame on other people, then explain what you learned from your mistake and what actions you took to ensure it didn’t happen again. At the end of the day, employers are looking for folks who are self-aware, can take feedback, and care about doing better. Read More: 3 Rules That Guarantee You'll Nail the Answer to “Tell Me About a Time You Made a Mistake”14. Tell Me About a Time You Failed. This question is very similar to the one about making a mistake, and you should approach your answer in much the same way. Make sure you pick a real, actual failure you can speak honestly about. Start by making it clear to the interviewer how you define failure. For instance: “As a manager, I consider it a failure whenever I’m caught by surprise. I strive to know what’s going on with my team and their work.” Then situate your story in relation to that definition and explain what happened. Finally, don’t forget to share what you learned. It’s OK to fail—everyone does sometimes—but it’s important to show that you took something from the experience. Read More: 4 Steps for Answering “Tell Me About a Time When You Failed”15. Why Are You Leaving Your Current Job? This is a toughie, but one you can be sure you’ll be asked. Definitely keep things positive—you have nothing to gain by being negative about your current employer. Instead, frame things in a way that shows that you’re eager to take on new opportunities and that the role you’re interviewing for is a better fit for you. For example, “I’d really love to be part of product development from beginning to end, and I know I’d have that opportunity here.” And if you were let go from your most recent job? Keep it simple: “Unfortunately, I was let go,” is a totally acceptable answer. Read More: 4 Better Ways to Answer “Why Are You Leaving Your Job?”16. Why Were You Fired? Of course, they may ask the follow-up question: Why were you let go? If you lost your job due to layoffs, you can simply say, “The company [reorganized/merged/was acquired] and unfortunately my [position/department] was eliminated.” But what if you were fired for performance reasons? Your best bet is to be honest (the job-seeking world is small, after all). But it doesn’t have to be a deal breaker. Frame it as a learning experience: Share how you’ve grown and how you approach your job and life now as a result. And if you can portray your growth as an advantage for this next job, even better. Read More: Stop Cringing! How to Tell an Interviewer You've Been Fired17. Why Was There a Gap in Your Employment? Maybe you were taking care of children or aging parents, dealing with health issues, or traveling the world. Maybe it just took you a long time to land the right job. Whatever the reason, you should be prepared to discuss the gap (or gaps) on your resume. Seriously, practice saying your answer out loud. The key is to be honest, though that doesn’t mean you have to share more details than you’re comfortable with. If there are skills or qualities you honed or gained in your time away from the workforce—whether through volunteer work, running a home, or responding to a personal crisis—you can also talk about how those would help you excel in this role. Read More: How to Explain the Gap in Your Resume With Ease18. Can You Explain Why You Changed Career Paths? Don’t be thrown off by this question—just take a deep breath and explain to the hiring manager why you’ve made the career decisions you have. More importantly, give a few examples of how your past experience is transferable to the new role. This doesn’t have to be a direct connection; in fact, it’s often more impressive when a candidate can show how seemingly irrelevant experience is very relevant to the role. Read More: How to Explain Your Winding Career Path to a Hiring Manager19. What’s Your Current Salary? It’s now illegal for some or all employers to ask you about your salary history in several cities and states, including New York City; Louisville, North Carolina; California; and Massachusetts. But no matter where you live, it can be stressful to hear this question. Don’t panic—there are several possible strategies you can turn to. For example, you can deflect the question, Muse career coach Emily Liou says, with a response like: “Before discussing any salary, I’d really like to learn more about what this role entails. I’ve done a lot of research on [Company] and I am certain if it’s the right fit, we’ll be able to agree on a number that’s fair and competitive to both parties.” You can also reframe the question around your salary expectations or requirements (see question 38) or choose to share the number if you think it will work in your favor. Read More: Here's How You Answer the Illegal “What's Your Current Salary” Question20. What Do You Like Least About Your Job? Tread carefully here! The last thing you want to do is let your answer devolve into a rant about how terrible your current company is or how much you hate your boss or that one coworker. The easiest way to handle this question with poise is to focus on an opportunity the role you’re interviewing for offers that your current job doesn’t. You can keep the conversation positive and emphasize why you’re so excited about the job. Read More: What Interviewers Really Want When They Ask, “What Do You Like Least About Your Job?” Questions About You and Your Goals. Another crucial aspect of an interview? Getting to know a candidate. That’s why you’ll likely encounter questions about how you work, what you’re looking for (in a job, a team, a company, and a manager), and what your goals are. It’s a good sign if your interviewers want to make sure you’ll be a good fit—or add—to the team. Use it as an opportunity!21. What Are You Looking for in a New Position? Hint: Ideally the same things that this position has to offer. Be specific. Read More: 4 Steps for Answering “What Are You Looking for in a New Position?”22. What Type of Work Environment Do You Prefer? Hint: Ideally one that's similar to the environment of the company you're applying to. Be specific. Read More: 3 Steps to Answering “What Type of Work Environment Do You Prefer?”23. What’s Your Work Style? When an interviewer asks you about your work style, they’re probably trying to imagine you in the role. How will you approach your work? What will it be like to work with you? Will you mesh well with the existing team? You can help them along by choosing to focus on something that’s important to you and aligns with everything you’ve learned about the role, team, and company so far. The question is broad, which means you have a lot of flexibility in how you answer: You might talk about how you communicate and collaborate on cross-functional projects, what kind of remote work setup allows you to be most productive, or how you approach leading a team and managing direct reports. Just try to keep it positive. And remember, telling a story will almost always make your answer more memorable.  Read More: How to Answer “What Is Your Work Style?” in an Interview (Plus Examples!)24. What’s Your Management Style? The best managers are strong but flexible, and that’s exactly what you want to show off in your answer. (Think something like, “While every situation and every team member requires a bit of a different strategy, I tend to approach my employee relationships as a coach...”) Then share a couple of your best managerial moments, like when you grew your team from five to 15 or coached an underperforming employee to become the company’s top salesperson. Read More: How to Answer “What’s Your Management Style?”25. How Would Your Boss and Coworkers Describe You? First, be honest (remember, if you make it to the final round, the hiring manager will be calling your former bosses and coworkers for references!). Then try to pull out strengths and traits you haven’t discussed in other aspects of the interview, such as your strong work ethic or your willingness to pitch in on other projects when needed. Read More: 3 Strategies for Answering “How Would Your Boss or Coworkers Describe You?”26. How Do You Deal With Pressure or Stressful Situations? Here’s another question you may feel the urge to sidestep in an effort to prove you’re the perfect candidate who can handle anything. But it’s important not to dismiss this one (i.e. don’t say, “I just put my head down and push through it,” or, “I don’t get stressed out”). Instead, talk about your go-to strategies for dealing with stress (whether it’s meditating for 10 minutes every day or making sure you go for a run or keeping a super-detailed to-do list) and how you communicate and otherwise proactively try to mitigate pressure. If you can give a real example of a stressful situation you navigated successfully, all the better. Read More: 3 Ways You’re Messing Up the Answer to “How Do You Deal With Stressful Situations?”27. What Do You Like to Do Outside of Work? Interviewers will sometimes ask about your hobbies or interests outside of work in order to get to know you a little better—to find out what you’re passionate about and devote time to during your off-hours. It’s another chance to let your personality shine. Be honest, but keep it professional and be mindful of answers that might make it sound like you’re going to spend all your time focusing on something other than the job you’re applying for. Read More: How to Answer “What Are Your Hobbies?” in an Interview (It’s Not a Trick Question!)28. Are You Planning on Having Children? Questions about your family status, gender (“How would you handle managing a team of all men?”), nationality (“Where were you born?”), religion, or age are illegal—but they still get asked (and frequently). Of course, not always with ill intent—the interviewer might just be trying to make conversation and might not realize these are off-limits—but you should definitely tie any questions about your personal life (or anything else you think might be inappropriate) back to the job at hand. For this question, think: “You know, I’m not quite there yet. But I am very interested in the career paths at your company. Can you tell me more about that?” Read More: 5 Illegal Interview Questions and How to Dodge Them29. How Do You Prioritize Your Work? Your interviewers want to know that you can manage your time, exercise judgement, communicate, and shift gears when needed. Start by talking about whatever system you’ve found works for you to plan your day or week, whether it’s a to-do list app you swear by or a color-coded spreadsheet. This is one where you’ll definitely want to lean on a real-life example. So go on to describe how you’ve reacted to a last-minute request or another unexpected shift in priorities in the past, incorporating how you evaluated and decided what to do and how you communicated with your manager and/or teammates about it. Read More: A Foolproof Method to Answer the Interview Question “How Do You Prioritize Your Work?”30. What Are You Passionate About? You’re not a robot programmed to do your work and then power down. You’re a human, and if someone asks you this question in an interview, it’s probably because they want to get to know you better. The answer can align directly with the type of work you’d be doing in that role—like if, for example, you’re applying to be a graphic designer and spend all of your free time creating illustrations and data visualizations to post on Instagram. But don’t be afraid to talk about a hobby that’s different from your day-to-day work. Bonus points if you can “take it one step further and connect how your passion would make you an excellent candidate for the role you are applying for,” says Muse career coach Al Dea. Like if you’re a software developer who loves to bake, you might talk about how the ability to be both creative and precise informs your approach to code. Read More: 3 Authentic Ways to Answer “What Are You Passionate About?” in a Job Interview31. What Motivates You? Before you panic about answering what feels like a probing existential question, consider that the interviewer wants to make sure you’re excited about this role at this company, and that you’ll be motivated to succeed if they pick you. So think back to what has energized you in previous roles and pinpoint what made your eyes light up when you read this job description. Pick one thing, make sure it’s relevant to the role and company you’re interviewing for, and try to weave in a story to help illustrate your point. If you’re honest, which you should be, your enthusiasm will be palpable. Read More: 5 Easy Steps to Answer “What Motivates You?” in an Interview32. What Are Your Pet Peeves? Here’s another one that feels like a minefield. But it’ll be easier to navigate if you know why an interviewer is asking it. Most likely, they want to make sure you’ll thrive at their company—and get a glimpse of how you deal with conflict. So be certain you pick something that doesn’t contradict the culture and environment at this organization while still being honest. Then explain why and what you’ve done to address it in the past, doing your best to stay calm and composed. Since there’s no need to dwell on something that annoys you, you can keep this response short and sweet. Read More: 6 Tips for Answering “What Are Your Pet Peeves?” in an Interview33. How Do You Like to Be Managed? This is another one of those questions that’s about finding the right fit—both from the company’s perspective and your own. Think back on what worked well for you in the past and what didn’t. What did previous bosses do that motivated you and helped you succeed and grow? Pick one or two things to focus on and always articulate them with a positive framing (even if your preference comes from an experience where your manager behaved in the opposite way, phrase it as what you would want a manager to do). If you can give a positive example from a great boss, it’ll make your answer even stronger. Read More: 3 Easy Steps to Answer “How Do You Like to Be Managed?” in an Interview34. Do You Consider Yourself Successful? This question might make you uncomfortable. But you can think of it as an opportunity to allow the interviewer to get to know you better and to position yourself as an excellent choice for this job. First off, make sure you say yes! Then pick one specific professional achievement you’re proud of that can be tied back to the role you’re interviewing for—one that demonstrates a quality, skill, or experience that would help you excel in this position. You’ll want to explain why you consider it a success, talk about the process in addition to the outcome, and highlight your own accomplishment without forgetting your team. Zooming in on one story will help if you feel awkward tooting your own horn! Read More: How to Answer “Do You Consider Yourself Successful?” Without Feeling Like a Show-Off35. Where Do You See Yourself in Five Years? If asked this question, be honest and specific about your future goals, but consider this: A hiring manager wants to know a) if you've set realistic expectations for your career, b) if you have ambition (a.k.a., this interview isn't the first time you’re considering the question), and c) if the position aligns with your goals and growth. Your best bet is to think realistically about where this position could take you and answer along those lines. And if the position isn’t necessarily a one-way ticket to your aspirations? It’s OK to say that you’re not quite sure what the future holds, but that you see this experience playing an important role in helping you make that decision. Read More: How to Answer “Where Do You See Yourself in 5 Years?”36. How Do You Plan to Achieve Your Career Goals? Having goals shows interviewers you care, are ambitious, and can think ahead. Having a plan for how you’ll achieve your goals demonstrates your self-motivation as well as organizational and time management skills. Finally, the fact that you’ve accomplished past goals you’ve set for yourself is proof of your ability to follow through. All together, these are indications that you can not only set and achieve goals of your own, but also help your prospective boss, team, and company do the same. To craft your answer, make sure you focus on one or two goals in detail, explain why the goals are meaningful, communicate what milestones are coming up, highlight past successes, and connect back to this job.  Read More: How to Answer “How Do You Plan to Achieve Your Career Goals?” in an Interview37. What’s Your Dream Job? Along similar lines, the interviewer wants to uncover whether this position is really in line with your ultimate career goals. While “an NBA star” might get you a few laughs, a better bet is to talk about your goals and ambitions—and why this job will get you closer to them. Read More: The Secret Formula to Answering “What's Your Dream Job?” in an Interview38. What Other Companies Are You Interviewing With? Companies might ask you who else you’re interviewing with for a few reasons. Maybe they want to see how serious you are about this role and team (or even this field) or they’re trying to find out who they’re competing with to hire you. On one hand, you want to express your enthusiasm for this job, but at the same time, you don’t want to give the company any more leverage than it already has by telling them there’s no one else in the running. Depending on where you are in your search, you can talk about applying to or interviewing for a few roles that have XYZ in common—then mention how and why this role seems like a particularly good fit. Read More: How to Answer “What Other Companies Are You Interviewing With?”39. What Makes You Unique? “They genuinely want to know the answer,” Dea promises. Give them a reason to pick you over other similar candidates. The key is to keep your answer relevant to the role you’re applying to. So the fact that you can run a six-minute mile or crush a trivia challenge might not help you get the job (but hey, it depends on the job!). Use this opportunity to tell them something that would give you an edge over your competition for this position. To figure out what that is, you can ask some former colleagues, think back to patterns you’ve seen in feedback you get, or try to distill why people tend to turn to you. Focus on one or two things and don’t forget to back up whatever you say with evidence. Read More: A Simple Way to Answer “What Makes You Unique?” in Your Job Search (Plus, Examples!)40. What Should I Know That’s Not on Your Resume? It’s a good sign if a recruiter or hiring manager is interested in more than just what’s on your resume. It probably means they looked at your resume, think you might be a good fit for the role, and want to know more about you. To make this wide-open question a little more manageable, try talking about a positive trait, a story or detail that reveals a little more about you and your experience, or a mission or goal that makes you excited about this role or company. Read More: The Right Way to Answer “What Should I Know That’s Not on Your Resume?” Questions About the Job. At the end of the day, the people on the other side of the hiring process want to make sure you could take on this role. That means they might ask you logistical questions to ensure that timing and other factors are aligned, and they might have you imagine what you’d do after starting.41. What Would Your First 30, 60, or 90 Days Look Like in This Role? Your potential future boss (or whoever else has asked you this question) wants to know that you’ve done your research, given some thought to how you’d get started, and would be able to take initiative if hired. So think about what information and aspects of the company and team you’d need to familiarize yourself with and which colleagues you’d want to sit down and talk to. You can also suggest one possible starter project to show you’d be ready to hit the ground running and contribute early on. This won’t necessarily be the thing you do first if you do get the job, but a good answer shows that you’re thoughtful and that you care. Read More: The 30-60-90 Day Plan: Your Secret Weapon for New Job Success42. What Are Your Salary Expectations? The number one rule of answering this question is: Figure out your salary requirements ahead of time. Do your research on what similar roles pay by using sites like PayScale and reaching out to your network. Be sure to take your experience, education, skills, and personal needs into account, too! From there, Muse career coach Jennifer Fink suggests choosing from one of three strategies: Give a salary range: But keep the bottom of your stated range toward the mid-to-high point of what you’re actually hoping for, Fink says.Flip the question: Try something like “That's a great question—it would be helpful if you could share what the range is for this role,” Fink says.Delay answering: Tell your interviewer that you’d like to learn more about the role or the rest of the compensation package before discussing pay.(Need help responding to a question about your salary requirements on an application form? Read this.) Read More: 3 Strategies for Answering “What Are Your Salary Expectations?” in an Interview43. What Do You Think We Could Do Better or Differently? This question can really do a number on you. How do you give a meaty answer without insulting the company or, worse, the person you’re speaking with? Well first, take a deep breath. Then start your response with something positive about the company or specific product you’ve been asked to discuss. When you’re ready to give your constructive feedback, give some background on the perspective you’re bringing to the table and explain why you’d make the change you’re suggesting (ideally based on some past experience or other evidence). And if you end with a question, you can show them you’re curious about the company or product and open to other points of view. Try: “Did you consider that approach here? I’d love to know more about your process.” Read More: How to Answer the “How Would You Improve Our Company?” Interview Question Without Bashing Anyone44. When Can You Start? Your goal here should be to set realistic expectations that will work for both you and the company. What exactly that sounds like will depend on your specific situation. If you’re ready to start immediately—if you’re unemployed, for example—you could offer to start within the week. But if you need to give notice to your current employer, don’t be afraid to say so; people will understand and respect that you plan to wrap things up right. It’s also legitimate to want to take a break between jobs, though you might want to say you have “previously scheduled commitments to attend to” and try to be flexible if they really need someone to start a bit sooner. Read More: 4 Ways to Answer the Interview Question “When Can You Start?”45. Are You Willing to Relocate? While this may sound like a simple yes-or-no question, it’s often a little bit more complicated than that. The simplest scenario is one where you’re totally open to moving and would be willing to do so for this opportunity. But if the answer is no, or at least not right now, you can reiterate your enthusiasm for the role, briefly explain why you can’t move at this time, and offer an alternative, like working remotely or out of a local office. Sometimes it’s not as clear-cut, and that’s OK. You can say you prefer to stay put for xyz reasons, but would be willing to consider relocating for the right opportunity. Read More: The Best Responses to “Are You Willing to Relocate?” Depending on Your Situation Questions That Test You. Depending on the style of the interviewer and company, you could get some pretty quirky questions. They’re often testing how you think through something on the spot. Don’t panic. Take a moment to think—and remember, there’s no one single correct answer or approach.46. How Many Tennis Balls Can You Fit Into a Limousine? 1,000? 10,000? 100,000? Seriously? Well, seriously, you might get asked brain-teaser questions like these, especially in quantitative jobs. But remember that the interviewer doesn’t necessarily want an exact number—they want to make sure that you understand what’s being asked of you, and that you can set into motion a systematic and logical way to respond. So take a deep breath and start thinking through the math. (Yes, it’s OK to ask for a pen and paper!) Read More: 9 Steps to Solving an Impossible Brain Teaser in a Tech Interview (Without Breaking a Sweat)47. If You Were an Animal, Which One Would You Want to Be? Seemingly random personality-test type questions like these come up in interviews because hiring managers want to see how you can think on your feet. There’s no wrong answer here, but you’ll immediately gain bonus points if your answer helps you share your strengths or personality or connect with the hiring manager. Pro tip: Come up with a stalling tactic to buy yourself some thinking time, such as saying, “Now, that is a great question. I think I would have to say…” Read More: 4 Steps for Answering Off-the-Wall Interview Questions48. Sell Me This Pen. If you’re interviewing for a sales job, your interviewer might put you on the spot to sell them a pen sitting on the table, or a legal pad, or a water bottle, or just something. The main thing they’re testing you for? How you handle a high-pressure situation. So try to stay calm and confident and use your body language—making eye contact, sitting up straight, and more—to convey that you can handle this. Make sure you listen, understand your “customer’s” needs, get specific about the item’s features and benefits, and end strong—as though you were truly closing a deal. Read More: 4 Tips for Responding to "Sell Me This Pen" in an Interview Wrapping-Up Questions. When it comes time for the interview to wind down, you might have a chance to add any last thoughts and you’ll almost certainly have time to ask the questions that will help you decide if this company and role might be great for you. In fact, if they don’t leave time for you to ask any questions at any of your interviews, that might be a red flag in itself.49. Is There Anything Else You’d Like Us to Know? Just when you thought you were done, your interviewer asks you this open-ended doozy. Don’t panic—it’s not a trick question! You can use this as an opportunity to close out the meeting on a high note in one of two ways, Zhang says. First, if there really is something relevant that you haven’t had a chance to mention, do it now. Otherwise, you can briefly summarize your qualifications. For example, Zhang says, you could say: “I think we’ve covered most of it, but just to summarize, it sounds like you’re looking for someone who can really hit the ground running. And with my previous experience [enumerate experience here], I think I’d be a great fit.” Read More: How to Answer “Is There Anything Else You’d Like Us to Know?”50. Do You Have Any Questions for Us? You probably already know that an interview isn’t just a chance for a hiring manager to grill you—it’s an opportunity to sniff out whether a job is the right fit from your perspective. What do you want to know about the position? The company? The department? The team? You’ll cover a lot of this in the actual interview, so have a few less-common questions ready to go. We especially like questions targeted to the interviewer (“What's your favorite part about working here?”) or the company’s growth (“What can you tell me about your new products or plans for growth?”) If you’re interviewing for a remote role, there are some specific questions you might want to ask related to that. Read More: 51 Great Questions to Ask in an Interview Bonus Questions. Looking for more interview questions? Check out these lists of questions (and example answers!) for different types of interviews.Phone interview questionsRemote interview questionsSecond interview questionsCOVID-related interview questionsDiversity and inclusion interview questionsInternship interview questionsAccount management interview questionsAccounting interview questionsAdministrative assistant interview questionsBrand management interview questionsCustomer service interview questionsData science interview questionsDigital marketing interview questionsFinancial analyst interview questionsIT interview questionsNursing interview questionsProduct marketing interview questionsProject management interview questionsRetail interview questionsSales interview questionsSoftware engineering interview questionsTeaching interview questions
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                            [title] => 27 Most Common Job Interview Questions and Answers | Inc.com
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                            [description] => Want to know (or use) some of the most common interview questions and answers? Here's a comprehensive list, along with some of the best answers
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                            [serp_description] => 1. "Tell me a little about yourself." · 2. "What are your biggest weaknesses?" · 3. "What are your biggest strengths?" · 4. "Where do you see ...
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                                    [4] => 5. "Out of all the candidates, why should we hire you?"
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                                    [17] => 18. "What do you like to do outside of work?"
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                            [body] => 27 Most Common Job Interview Questions and AnswersWant to know (or use) some of the most common interview questions and answers? Here's a comprehensive list, along with some of the best answers.ShapeBy Jeff Haden, Contributing editor, [email protected]_hadenGetty ImagesWhile some job interviewers take a fairly unusual approach to interview questions, most job interviews involve an exchange of common interview questions and answers (including some of the most often-asked behavioral interview questions). Here are some of the most common interview questions, along with the best way to answer them.1. "Tell me a little about yourself.". If you're the interviewer, there's a lot you should already know: The candidate's resume and cover letter should tell you plenty, and LinkedIn and Twitter and Facebook and Google can tell you more.The goal of an interview is to determine whether the candidate will be outstanding in the job, and that means evaluating the skills and attitude required for that job. Does she need to be an empathetic leader? Ask about that. Does she need to take your company public? Ask about that.If you're the candidate, talk about why you took certain jobs. Explain why you left. Explain why you chose a certain school. Share why you decided to go to grad school. Discuss why you took a year off to backpack through Europe, and what you got out of the experience.When you answer this question, connect the dots on your resume so the interviewer understands not just what you've done, but also why.2. "What are your biggest weaknesses?". Every candidate knows how to answer this question: Just pick a theoretical weakness and magically transform that flaw into a strength in disguise!For example: "My biggest weakness is getting so absorbed in my work that I lose all track of time. Every day I look up and realize everyone has gone home! I know I should be more aware of the clock, but when I love what I'm doing I just can't think of anything else."So your "biggest weakness" is that you'll put in more hours than everyone else? Great.A better approach is to choose an actual weakness, but one you're working to improve. Share what you're doing to overcome that weakness. No one is perfect, but showing you're willing to honestly self-assess and then seek ways to improve comes pretty darned close.3. "What are your biggest strengths?". I'm not sure why interviewers ask this question; your resume and experience should make your strengths readily apparent.Even so, if you're asked, provide a sharp, on-point answer. Be clear and precise. If you're a great problem solver, don't just say that: Provide a few examples, pertinent to the opening, that prove you're a great problem solver. If you're an emotionally intelligent leader, don't just say that: Provide a few examples that prove you know how to answer the unasked question.In short, don't just claim to have certain attributes -- prove you have those attributes.4. "Where do you see yourself in five years?". Answers to this question go one of two basic ways. Candidates try to show their incredible ambition (because that's what they think you want) by providing an extremely optimistic answer: "I want your job!" Or they try to show their humility (because that's what they think you want) by providing a meek, self-deprecating answer: "There are so many talented people here. I just want to do a great job and see where my talents take me."In either case you learn nothing, other than possibly how well candidates can sell themselves.For interviewers, here's a better question: "What business would you love to start?"That question applies to any organization, because every employee at every company should have an entrepreneurial mind-set.The business a candidate would love to start tells you about her hopes and dreams, her interests and passions, the work she likes to do, the people she likes to work with -- so just sit back and listen.5. "Out of all the candidates, why should we hire you?". Since a candidate cannot compare himself with people he doesn't know, all he can do is describe his incredible passion and desire and commitment and ... well, basically beg for the job. (Way too many interviewers ask the question and then sit back, arms folded, as if to say, "Go ahead. I'm listening. Try to convince me.")And you learn nothing of substance.Here's a better question: "What do you feel I need to know that we haven't discussed?" Or even "If you could get a do-over on one of my questions, how would you answer it now?"Rarely do candidates come to the end of an interview feeling they've done their best. Maybe the conversation went in an unexpected direction. Maybe the interviewer focused on one aspect of their skills and totally ignored other key attributes. Or maybe candidates started the interview nervous and hesitant, and now wish they could go back and better describe their qualifications and experience.Plus, think of it this way: Your goal as an interviewer is to learn as much as you possibly can about every candidate, so don't you want to give them the chance to ensure you do?Just make sure to turn this part of the interview into a conversation, not a soliloquy. Don't just passively listen and then say, "Thanks. We'll be in touch." Ask follow-up questions. Ask for examples.And of course if you're asked this question, use it as a chance to highlight things you haven't been able to touch on.6. "How did you learn about the opening?". Job boards, general postings, online listings, job fairs -- most people find their first few jobs that way, so that's certainly not a red flag.But a candidate who continues to find each successive job from general postings probably hasn't figured out what he or she wants to do -- and where he or she would like to do it.He or she is just looking for a job; often, any job.So don't just explain how you heard about the opening. Show that you heard about the job through a colleague, a current employer, by following the company--show that you know about the job because you want to work there.Employers don't want to hire people who just want a job; they want to hire people who want a job with their company.7. "Why do you want this job?". Now go deeper. Don't just talk about why the company would be great to work for; talk about how the position is a perfect fit for what you hope to accomplish, both short-term and long-term.And if you don't know why the position is a perfect fit, look somewhere else. Life is too short.8. "What do you consider to be your biggest professional achievement?". Here's an interview question that definitely requires an answer relevant to the job. If you say your biggest achievement was improving throughput by 18 percent in six months but you're interviewing for a leadership role in human resources, that answer is interesting but ultimately irrelevant.Instead, talk about an underperforming employee you "rescued," or how you overcame infighting between departments, or how so many of your direct reports have been promoted.The goal is to share achievements that let the interviewer imagine you in the position -- and see you succeeding.9. "Tell me about the last time a co-worker or customer got angry with you. What happened?". Conflict is inevitable when a company works hard to get things done. Mistakes happen. Sure, strengths come to the fore, but weaknesses also rear their heads. And that's OK. No one is perfect.But a person who tends to push the blame -- and the responsibility for rectifying the situation -- onto someone else is a candidate to avoid. Hiring managers would much rather choose candidates who focus not on blame but on addressing and fixing the problem.Every business needs employees who willingly admit when they are wrong, step up to take ownership for fixing the problem, and, most important, learn from the experience.10. "Describe your dream job.". Three words describe how you should answer this question: relevance, relevance, relevance.But that doesn't mean you have to make up an answer. You can learn something from every job. You can develop skills in every job. Work backward: Identify things about the job you're interviewing for that will help you if you do land your dream job someday, and then describe how those things apply to what you hope to someday do.And don't be afraid to admit that you might someday move on, whether to join another company or -- better -- to start your own business. Employers no longer expect "forever" employees.11. "Why do you want to leave your current job?". Let's start with what you shouldn't say (or, if you're the interviewer, what are definite red flags).Don't talk about how your boss is difficult. Don't talk about how you can't get along with other employees. Don't bad-mouth your company.Instead, focus on the positives a move will bring. Talk about what you want to achieve. Talk about what you want to learn. Talk about ways you want to grow, about things you want to accomplish; explain how a move will be great for you and for your new company.Complaining about your current employer is a little like people who gossip: If you're willing to speak badly of someone else, you'll probably do the same to me.12. "What kind of work environment do you like best?". Maybe you love working alone, but if the job you're interviewing for is in a call center, that answer will do you no good.So take a step back and think about the job you're applying for and the company's culture (because every company has one, whether intentional or unintentional). If a flexible schedule is important to you, but the company doesn't offer one, focus on something else. If you like constant direction and support and the company expects employees to self-manage, focus on something else.Find ways to highlight how the company's environment will work well for you -- and if you can't find ways, don't take the job, because you'll be miserable.13. "Tell me about the toughest decision you had to make in the last six months.". The goal of this question is to evaluate the candidate's reasoning ability, problem-solving skills, judgment, and possibly even willingness to take intelligent risks.Having no answer is a definite warning sign. Everyone makes tough decisions, regardless of their position. My daughter worked part-time as a server at a local restaurant and made difficult decisions all the time -- like the best way to deal with a regular customer whose behavior constituted borderline harassment.A good answer proves you can make a difficult analytical or reasoning-based decision -- for example, wading through reams of data to determine the best solution to a problem.A great answer proves you can make a difficult interpersonal decision, or better yet a difficult data-driven decision that includes interpersonal considerations and ramifications.Making decisions based on data is important, but almost every decision has an impact on people as well. The best candidates naturally weigh all sides of an issue, not just the business or human side exclusively.14. "What is your leadership style?". This is a tough question to answer without dipping into platitudes. Try sharing leadership examples instead. Say, "The best way for me to answer that is to give you a few examples of leadership challenges I've faced," and then share situations where you dealt with a problem, motivated a team, worked through a crisis. Explain what you did and that will give the interviewer a great sense of how you lead.And, of course, it lets you highlight a few of your successes.15. "Tell me about a time you disagreed with a decision. What did you do?". No one agrees with every decision. Disagreements are fine; it's what you do when you disagree that matters. (We all know people who love to have the "meeting after the meeting," where they've supported a decision in the meeting but they then go out and undermine it.)Show that you were professional. Show that you raised your concerns in a productive way. If you have an example that proves you can effect change, great -- and if you don't, show that you can support a decision even though you think it's wrong (as long as it's not unethical, immoral, etc.).Every company wants employees willing to be honest and forthright, to share concerns and issues, but to also get behind a decision and support it as if they agreed, even if they didn't.16. "Tell me how you think other people would describe you.". I hate this question. It's a total throwaway. But I did ask it once, and got an answer I really liked."I think people would say that what you see is what you get," the candidate said. "If I say I will do something, I do it. If I say I will help, I help. I'm not sure that everyone likes me, but they all know they can count on what I say and how hard I work."Can't beat that.17. "What can we expect from you in your first three months?". Ideally the answer to this should come from the employer: They should have plans and expectations for you.But if you're asked, use this general framework: You'll work hard to determine how your job creates value -- you won't just stay busy, you'll stay busy doing the right things. You'll learn how to serve all your constituents -- your boss, your employees, your peers, your customers, and your suppliers and vendors. You'll focus on doing what you do best -- you'll be hired because you bring certain skills, and you'll apply those skills to make things happen. You'll make a difference -- with customers, with other employees, to bring enthusiasm and focus and a sense of commitment and teamwork.Then just layer in specifics that are applicable to you and the job.18. "What do you like to do outside of work?". Many companies feel cultural fit is extremely important, and they use outside interests as a way to determine how you will fit into a team.Even so, don't be tempted to fib and claim to enjoy hobbies you don't. Focus on activities that indicate some sort of growth: skills you're trying to learn, goals you're trying to accomplish. Weave those in with personal details. For example, "I'm raising a family, so a lot of my time is focused on that, but I'm using my commute time to learn Spanish."19. "What was your salary in your last job?". This is a tough one. You want to be open and honest, but frankly, some companies ask the question as the opening move in salary negotiations.Try an approach recommended by Liz Ryan. When asked, say, "I'm focusing on jobs in the $50K range. Is this position in that range?" (Frankly, you should already know -- but this is a good way to deflect.)Maybe the interviewer will answer; maybe she won't. If she presses you for an answer, you'll have to decide whether you want to share or demur. Ultimately your answer won't matter too much, because you'll either accept the salary offered or you won't, depending on what you think is fair.20. "A snail is at the bottom of a 30-foot well. Each day he climbs up three feet, but at night he slips back two feet. How many days will it take him to climb out of the well?". Questions like these have become a lot more popular (thanks, Google) in recent years. The interviewer isn't necessarily looking for the right answer but instead a little insight into your reasoning abilities.All you can do is talk through your logic as you try to solve the problem. Don't be afraid to laugh at yourself if you get it wrong -- sometimes the interviewer is merely trying to assess how you deal with failure.21. "What questions do you have for me?". Don't waste this opportunity. Ask smart questions, not just as a way to show you're a great candidate but also to see if the company is a good fit for you -- after all, you're being interviewed, but you're also interviewing the company.Here goes:22. "What do you expect me to accomplish in the first 90 days?". If you weren't asked this question, ask it yourself. Why? Great candidates want to hit the ground running. They don't want to spend weeks or months "getting to know the organization." They don't want to spend huge chunks of time in orientation, in training, or in the futile pursuit of getting their feet wet.They want to make a difference -- and they want to make that difference right now.23. "What are the three traits your top performers have in common?". Great candidates also want to be great employees. They know every organization is different -- and so are the key qualities of top performers in those organizations. Maybe your top performers work longer hours. Maybe creativity is more important than methodology. Maybe constantly landing new customers in new markets is more important than building long-term customer relationships. Maybe the key is a willingness to spend the same amount of time educating an entry-level customer as helping an enthusiast who wants high-end equipment.Great candidates want to know, because 1) they want to know if they will fit in, and 2) if they do fit in, they want to know how they can be a top performer.24. "What really drives results in this job?". Employees are investments, and you expect every employee to generate a positive return on his or her salary. (Otherwise why do you have them on the payroll?)In every job some activities make a bigger difference than others. You need your HR team to fill job openings, but what you really want is for them to find the right candidates, because that results in higher retention rates, lower training costs, and better overall productivity.You need your service techs to perform effective repairs, but what you really want is for those techs to identify ways to solve problems and provide other benefits -- in short, to build customer relationships and even generate additional sales.Great candidates want to know what truly makes a difference and drives results, because they know helping the company succeed means they will succeed as well.25. "What are the company's highest-priority goals this year, and how would my role contribute?". Is the job the candidate will fill important? Does that job matter?Great candidates want a job with meaning, with a larger purpose -- and they want to work with people who approach their jobs the same way.Otherwise a job is just a job.26. "What percentage of employees was brought in by current employees?". Employees who love their jobs naturally recommend their company to their friends and peers. The same is true for people in leadership positions -- people naturally try to bring on board talented people they previously worked with. They've built relationships, developed trust, and shown a level of competence that made someone go out of their way to follow them to a new organization.And all of that speaks incredibly well to the quality of the workplace and the culture.27. "What do you plan to do if ...?". Every business faces a major challenge: technological changes, competitors entering the market, shifting economic trends. There's rarely one of Warren Buffett's moats protecting a small business.So while some candidates may see your company as a stepping-stone, they still hope for growth and advancement. If they do eventually leave, they want it to be on their terms, not because you were forced out of business.Say I'm interviewing for a position at your ski shop. Another store is opening less than a mile away: How do you plan to deal with the competition? Or you run a poultry farm (a huge industry in my area): What will you do to deal with rising feed costs?Great candidates don't just want to know what you think; they want to know what you plan to do -- and how they will fit into those plans.Jun 20, 2016Sponsored Business Content
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                            [title] => 50 Most Common Interview Questions - Glassdoor Blog
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                            [body] => 50 Most Common Interview QuestionsPosted by Glassdoor TeamCareer Advice ExpertsLast Updated August 9, 2021Share this post on TwitterShare this post on TwitterShare this post on FacebookShare this post on FacebookShare this post on LinkedInShare this post on LinkedInShare this post through emailShare this post through emailWhen it comes to the interview process, research, and preparation for the interview can oftentimes determine your chances of making it to the next step. One of the best ways to get ready for a virtual job interview is to practice your responses to the most common interview questions. To help you get started, Glassdoor sifted through tens of thousands of interview reviews to find out some of the most common interview questions candidates get asked during recent interviews. So, if you have a job interview lined up, practice in front of a mirror or ask a friend or family member to listen to your answers to the following questions so you’ll be ready to put your best foot forward. Most Common Interview Questions. What are your strengths? What are your weaknesses? Why are you interested in working for [insert company name here]? Where do you see yourself in five years? Ten years? Why do you want to leave your current company? Why was there a gap in your employment between [insert date] and [insert date]? What can you offer us that someone else can not? What are three things your former manager would like you to improve on? Are you willing to relocate? Are you willing to travel? *(Post COVID-19) Tell me about an accomplishment you are most proud of. Tell me about a time you made a mistake. What is your dream job? How did you hear about this position? What would you look to accomplish in the first 30 days/60 days/90 days on the job? Discuss your resume. Discuss your educational background. Describe yourself. Tell me how you handled a difficult situation. Why should we hire you? Why are you looking for a new job? Would you work holidays/weekends? How would you deal with an angry or irate customer? What are your salary requirements? (Hint: if you’re not sure what constitutes a fair salary range and compensation package, research the job title and/or company on Glassdoor.) Give a time when you went above and beyond the requirements for a project. Who are our competitors? What was your biggest failure? What motivates you? What’s your availability? Who’s your mentor? Tell me about a time when you disagreed with your boss. How do you handle pressure? What is the name of our CEO? What are your career goals? What gets you up in the morning? What would your direct reports say about you? What were your bosses’ strengths/weaknesses? If I called your boss right now and asked him/her what is an area that you could improve on, what would he/she say? Are you a leader or a follower? What was the last book you’ve read for fun? What are your co-worker pet peeves? What are your hobbies? What is your favorite website? What makes you uncomfortable? What are some of your leadership experiences / What is your leadership style? How would you fire someone? What do you like the most and least about working in this industry? Would you work 40+ hours a week? What questions haven’t I asked you? What questions do you have for me? Daily job alerts. Don't miss a thing.Let Glassdoor do the work. Get all the newest jobs sent right to your inbox.Job TitleLocationEmail AddressCreate a Job Alert Also on Glassdoor:. Top Companies Hiring Like Crazy in MarchHow to Prepare for a Behavioral InterviewPrevious Article6 Ways To Be Emotionally Resilient During Uncertain Times. Next ArticleRecent Glassdoor Research Highlights Where New Grads Want to Work During COVID-19. Tags:Common Interview QuestionsInterview AdviceInterview PrepInterview QuestionsInterviewsBlog HomeInterviews50 Most Common Interview QuestionsShare this post on TwitterShare this post on TwitterShare this post on FacebookShare this post on FacebookShare this post on LinkedInShare this post on LinkedInShare this post through emailShare this post through email
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                            [title] => 125 Common Interview Questions and Answers (With Tips) | Indeed.com
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                                    [35] => 10 Top C++ Interview Questions With Answers for 2022
                                    [36] => Top 41 Docker Interview Questions With Sample Answers for 2022
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                            [body] => 125 Common Interview Questions and Answers (With Tips)By Indeed Editorial TeamNovember 2, 2021TwitterLinkedInFacebookEmailCopy to ClipboardPreparing talking points for common interview questions can help you feel confident and prepared. While every interviewer is different and their questions may vary depending on the job and industry, there are a few common questions you can expect and prepare for such as, "Tell me about yourself."Below, we've put together a comprehensive list of commonly-asked interview questions including what interviewers are looking for in your response, plus example answers to help you make a great first impression.Example interview questions. Here are several common questions to use as practice for your next interview:Basic interview questions. Can you explain these gaps in your resume?Are you willing to travel?Are you overqualified for this role?Would you be willing to work nights and weekends?What qualities make a good leader?What is the name of our CEO?What questions haven’t I asked you?What do you know about our company?Why are you changing careers?Can you walk us through your resume?Why is our company interesting to you?Who was your favorite manager and why?Who are our competitors?Why are you the right person for this job?What is your greatest personal achievement?Where do you see yourself in 10 years?What do you know about our industry?Related: 15 Phone Interview Questions and AnswersBehavioral interview questions. Describe a time when your boss was wrong. How did you handle the situation?How would you feel about reporting to a person younger than you?Describe a time you went above and beyond at work.Tell me about the last mistake you made.What do you want to accomplish in the first 30 days of this job?Describe a time you got angry at work.Describe a time when you had to give a person difficult feedback.Describe a time when you disagreed with your boss.Would you ever lie for a company?Tell me about how you dealt with a difficult challenge in the workplace.What do you really think about your previous boss?What has been the most rewarding experience of your career thus far?How would you deal with an angry or irate customer?Describe a time you chose to not help a teammate.Describe a time you went out of your way to help somebody.Describe a time when your work was criticized?What do you want to accomplish in the first 90 days of this job?Do you think you could have done better in your last job?How would you fire someone?Read more: How To Prepare for a Behavioral InterviewQuestions about salary. Can you discuss your salary history?How much do you expect to be earning in five years?Read more: How To Talk About Salary in a Job InterviewQuestions about you. What makes you uncomfortable?What is your ideal working environment?What commonly accepted view do you disagree with and why?What are some positive things your last boss would say about you?What differentiates you from our other candidates?Are you a morning person?How would a good friend describe you?Are you more of a leader or a follower?Do you have a personal mission statement?What do you like most about yourself?How long do you expect to work for this company?How do you keep yourself organized?What character traits would your friends use to describe you?What is your favorite movie of all time and why?What are three skills or traits you wish you had?Describe your perfect company.Do you prefer to work alone or on a team?What is your proudest achievement?How do you want to improve yourself in the upcoming year?Who are your heroes?What is your favorite memory from childhood?What is your favorite website?When were you most satisfied in a previous job?What’s the last book you read?What is the best job you ever had?What is your greatest fear?What was your greatest failure, and what did you learn from it?What’s the biggest lesson you’ve learned from a mistake you’ve made?If you won a $10 million lottery, would you still work?What was the last project you led and what was the outcome?How many hours per week do you normally work?Do you ever take your work home with you?What three things are most important to you in your job?What is one negative thing your last boss say about you?What will you miss about your previous job?Describe your work style.What is your management style?Who has impacted you most in your career?What is your least favorite thing about yourself?What is your biggest regret and why?What are your coworker pet peeves?Why did you choose your major?What is your ideal company size?What is a book that everyone needs to read and why?Do you prefer working alone or in a team environment?Do you find it difficult to adapt to new situations?Do you have a mentor?Explain why you’ve had so many jobs?What do you do in your spare time?Describe your top three technical skills?What causes are you passionate about?Related: 12 Tough Interview Questions and AnswersBrainteasers. If you suddenly gained the ability to time travel, what’s the first thing you’d do?If you could get rid of any US state, which would you choose and why?Which is more important, creativity or efficiency?Is it better to be good and on time or perfect and late with your work?How many times per day do a clock’s hands overlap?How many stacked pennies would equal the height of the Empire State Building?Read more: How To Answer Brainteaser Interview QuestionsInterview questions with example answers. Here are several common interview questions to prepare for your next interview, including best practices and examples for answering each:96. Tell me about yourself. At the beginning of the conversation, your interviewer will likely start out by asking you about yourself. They are seeking to understand your qualifications, what led you to the job and generally why you think you'd be a good fit. The key here is making your answer concise and direct, including only professional information relevant to the job. Your answer should be structured as follows:1. Start by describing your background with a summary of your most impressive responsibilities: "I've been a hostess at XYZ Restaurant for just over two years where I greet and seat customers, assess wait times, fulfill to-go orders and answer the phones. I love the lively and busy environment—we often have Friday and Saturday wait times of one hour or more...”2. Next, briefly summarize your previous experience with key achievements: "...Before working at XYZ Restaurant, I worked in retail as a floor associate for five years. Working in retail developed the customer service skills that make me a great hostess, offering a top-tier dining experience from the moment customers walk in the door. It also equipped me with the ability to work quickly under pressure..."3. Lastly, express how you found the new job and why it's a good fit for you and your goals: "...I've enjoyed and grown in my current role, but wish to expand and utilize my customer service expertise in an elite restaurant environment. I am interested in your restaurant because of its reputation for delivering first-in-class service to your patrons in a lively, dynamic environment.”Read more: Interview Question: “Tell Me About Yourself”Image descriptionTips on responding to "Tell me about yourself”:Start by discussing your current situationWork backward by hitting key points along your professional journeyConnect your background, interests and qualifications back to the job97. How would you describe yourself?With this question, your interviewer wants to learn how your qualities and characteristics align with the skills they believe are required to succeed in the role. To answer this question, pick one to a few personal characteristics and elaborate on them with examples. For example, if you are ambitious and driven you can say: “I am an ambitious and driven individual. I thrive in a goal-oriented environment where I can constantly challenge myself personally and professionally. I am always looking for an opportunity to do better and grow. These characteristics have helped me achieve success in my career. For example, I was promoted three times in less than two years in my last position.”Read more: Interview Question: “How Would You Describe Yourself?”98. What makes you unique?Employers often ask this question to identify why you might be more qualified than other candidates they’re interviewing. To answer, focus on why hiring you would benefit the employer. Since you don’t know the other applicants, it can be challenging to think about your answer in relation to them. Addressing why your background makes you a good fit lets employers know why your traits and qualifications make you a strong candidate. To help you prepare this answer consider the following: Assets the employers finds valuable: Review the job description for role responsibilities as well as required and desired skills, qualities, experience and qualifications. For example, if a position emphasizes cross-collaboration, you might speak about your ability to unite a team around a common goal.Ways you've been successful in previous roles: Reflect on past accomplishments and list the qualities that helped you achieve them. For example, if you received an award for your marketing skills you might share this along with the project or experience that earned you the award. Traits or skills you've been praised for: Consider your strengths and qualities commonly recognized by previous employers or coworkers. Think back to positive feedback you’ve received from performance reviews and completed projects. For example, if your employer consistently brings up your ability to motivate others in your performance reviews, it’s likely a trait they highly value and other employers would also appreciate. Example answer: "What makes me unique is my ability to meet and exceed deadlines. In my previous role, my manager consistently praised me for completing my projects efficiently with a high level of quality. This allowed me to take on additional responsibilities and eventually led to a promotion."Read more: Interview Question: “What Makes You Unique?”99. Why do you want to work here?Interviewers often ask this question to determine whether or not you took the time to research the company and think critically about whether you’re a good fit. The best way to prepare for this question is to do your homework and learn about the products, services, mission, history and culture of this workplace. In your answer, mention the aspects of the company that appeals to you and aligns with your values and career goals.Example answer: “The company’s mission to help college grads pay off their student loan debt resonates with me. I’ve been in student loan debt myself and would love the opportunity to work with a company that’s making a difference. Finding a company with a positive work environment and values that align with my own has remained a priority throughout my job search and this company ranks at the top of the list.”Read more: Interview Question: “Why Do You Want to Work Here?”100. What interests you about this role?Hiring managers often ask this question to ensure you understand the role and give you an opportunity to highlight your relevant skills. Study the job description carefully and compare its requirements to your skills and experience. Choose a few responsibilities you particularly enjoy or excel at and focus on those in your answer.Example answer: “While I highly valued my time at my previous company, there are no longer opportunities for growth that align with my career goals. This position fits perfectly with my skill set and how I’m looking to grow in my career. I’m also looking for a position at a company like yours that supports underserved communities, which is a personal passion of mine.”Read more: Interview Question: “Why Are You Interested in This Position?”101. What motivates you?Employers ask this question to gauge your level of self-awareness and ensure your sources of motivation align with the role and company. To answer, be as specific as possible, provide real-life examples and tie your answer back to the job role and/or the company’s missionConsider asking yourself these questions to prepare your answer: What did a great day at work look like in your previous role and why?What made you choose your profession or field?What prompted you to apply for the role when you read the job description?Example answer: “Making a true difference in the lives of my patients and their families motivates me to strive for excellence in everything I do. I look forward to seeing my patient’s reactions when we get a positive outcome that will change their lives forever. That’s why I became a nurse and why I’m pursuing a position in pediatrics.”Read more: Interview Question: “What Motivates You?” (With Examples)102. What are you passionate about?Much like the previous question about motivation, employers might ask what you are passionate about to better understand what drives you and what you care most deeply about. This can both help them understand whether you are a good fit for the role and if it fits into your larger goals. To answer, consider this structure: 1. Select something you are genuinely passionate about and explain why you’re passionate about it: “As a software developer, I’m passionate about creating truly beautiful, efficient digital products to make people’s experience with technology memorable...”2. Provide examples of how you’ve pursued this passion: "...One of the things I loved about my last job was witnessing the results of my team’s code update and watching as our months of work yielded positive user feedback...”3. Relate it back to the job: "...Having the opportunity to lead projects from ideation through launch was one of the reasons I was so excited to apply for this role.”Read more: Interview Question: “What are you passionate about?”103. Why are you leaving your current job?There are many acceptable reasons for leaving a job. Prepare a thoughtful answer that will give your interviewer confidence that you’re being deliberate about this job change. Instead of focusing on the negative aspects of your current or previous role, focus on the future and what you hope to gain in your next position. Consider the following when crafting your response:1. Focus on your skills: "I’ve been refining my project management skills with volunteer opportunities and side projects with other teams, and I received my PMP last quarter..." 2. Keep it positive: "...I’m looking for an opportunity where I can put those abilities to work for a mission I’m passionate about...” 3. Relate it back to the job: “...I was also excited to read in the job description that this role will require regular presentations to key stakeholders—one of my key motivators is the ability to connect with colleagues and communicate my team’s work, so this is an especially exciting part of this opportunity...”4. Provide a recap: “...Ultimately, I’ve learned a lot in my current role, but I’m looking for the next step where I can continue to grow and use the skills I’ve honed to contribute to a company I love, and this opportunity seems to be the perfect fit.”Read more: Interview Question: “Why Are You Looking for a Job?”104. What are your greatest strengths?In your answer to this question, share your most relevant technical and soft skills. While it may feel uncomfortable to talk highly of yourself, remember that this is your opportunity to tell your interviewers what makes you a great candidate—and they want to hear it. To answer, follow the formula below:1. Share one to a few positive qualities and personal attributes: "I’ve always been a natural leader...”2. Back them up with examples: "...I’ve exceeded my KPIs every quarter and have been promoted twice in the past five years. I look back at those successes and know that I wouldn’t have reached them if I hadn’t built and led teams composed of highly skilled and diverse individuals. I’m proud of my ability to get cross-functional groups on the same page...”3. Relate them back to the role for which you’re interviewing: "...I’ve also regularly honed my management skills through 360 reviews and candid sessions with my team, and I know continuing to build my leadership skills is something I want from my next role.”Read more: Interview Question: “What Are Your Strengths and Weaknesses?”105. What are your greatest weaknesses?It can feel awkward to discuss your weaknesses in an environment where you’re expected to focus on your accomplishments. However, when answered correctly, sharing your weaknesses shows that you are self-aware with an interest in continued growth and learning—traits that are extremely attractive to many employers. Consider using this formula for your response: 1. Select an actual weakness (not a strength) that is honest but professionally relevant: "I’m naturally shy...”2. Add context: "...From high school and into my early professional interactions, it sometimes prevented me from speaking up...”3. Provide a specific example: "...After being a part of a workgroup that didn’t meet our strategic goals two quarters in a row, I knew I owed it to my team and myself to confidently share my ideas...”4. Explain how you overcame or are working to overcome it: "...I joined an improv acting class. It’s fun and has really helped me overcome my shyness. I learned practical skills around leading discussions and sharing diverse perspectives. Now, in group settings, I always start conversations with the quieter folks. I know exactly how they feel, and people can be amazing once they start talking.”Read more: Interview Question: “What Are Your Greatest Weaknesses?”106. What are your goals for the future?Hiring managers often ask about your future goals to determine whether or not you’re looking to stay with the company long-term. Additionally, this question is used to gauge your ambition, expectations for your career and ability to plan ahead. The best way to handle this question is to examine your current career trajectory and how this role helps you reach your long-term goals.Example answer: “I would like to continue developing my marketing expertise over the next several years. One of the reasons I’m interested in working for a fast-growing startup company is that I’ll have the ability to wear many hats and collaborate with many different departments. I believe this experience will serve me well in achieving my ultimate goal of someday leading a marketing department.”Read more: Interview Question: “What Are Your Future Goals?”107. Where do you see yourself in five years?Understanding how you imagine your life in the future can help employers understand whether the trajectory of the role and company fits in with your personal development goals. To answer this question you can: Describe skills you want to develop and accomplishments you’d like to achieve:“In five years, I’d like to be an industry expert in my field, able to train and mentor students and entry-level designers alike. I would also like to gain specialized expertise in user experience to be a well-rounded contributor working with design and marketing teams on large-scale projects that make a difference both in the company and the global community.”ORProvide specific career goals including any dream roles or projects:"Some of my future goals for the next few years include leading a design team in a formal capacity. I’m also excited about the prospect of working with product and event teams on developing streamlined processes—this is a natural fit with my project management background. I’d also like to further develop my skills in user experience to aid in creating more user-focused designs all around.”Read more: Interview Question: “Where Do You See Yourself in Five Years?”108. Can you tell me about a difficult work situation and how you overcame it?This question is often used to assess how well you perform under pressure as well as your problem-solving abilities. Keep in mind stories are more memorable than facts and figures, so strive to “show” instead of “tell.” This is also an excellent opportunity to show your human side and how when faced with adversity you are able to persevere. For this question, consider sticking to the STAR method: Situation TaskAction Result or learning Example answer: “It was the first day of my boss’s two-week vacation and our agency’s highest-paying client threatened to leave because he didn’t feel he was getting the personalized service he was promised. I spent my lunch hour on the phone with him talking through his concerns. We even brainstormed ideas for his next campaign. He was so grateful for the personal attention that he signed another six-month contract before my boss even returned from her trip.”Related: Interview Question: "What Is the Biggest Challenge You've Faced In Work?"109. What is your salary range expectation?Interviewers ask this question to make sure your expectations are in line with the amount they’ve budgeted for the role. If you give a salary range exceedingly lower or higher than the market value of the position, it gives the impression that you don’t know your worth. Here are three ways to approach this response: Provide a range. Research the typical compensation range for the role on Indeed Salaries and make the low end of your range your lowest acceptable salary. For example, if you require at least $50,000 annually, you might offer the interviewer a range of $50,000-$60,000 per year. Let the hiring manager know if you’re flexible.Example answer: “My salary expectation is between $XX,XXX and $XX,XXX, which is the average salary for a candidate with my level of experience in this city. However, I am flexible and willing to discuss.”Include negotiation options. There may be other benefits, perks or forms of compensation you find just as valuable as your salary. Example answer: “I am seeking a position that pays between $75,000 and $80,000 annually, but I am open to negotiate salary depending on benefits, bonuses, equity, stock options and other opportunities.” Deflect the question. If you’re early in the hiring process and still learning the specifics of the job duties and expectations, you may want to deflect the question for later in the conversation. Example answer: “Before I answer, I’d like to ask a few more questions to get a better idea of what the position entails. That way, I can provide a more accurate expectation.” Read more: Interview Question: “What Are Your Salary Expectations?”If you’re unsure about what salary is appropriate to ask for the position you’re applying to, visit Indeed's Salary Calculator to get a free, personalized pay range based on your location, industry and experience.110. Why should we hire you?While this question may seem like an intimidation tactic, interviewers generally ask to offer another opportunity to explain why you’re the best candidate. Your answer should address the skills and experience you offer, why you’re a good culture fit and what you believe you’d bring to the role.One thing to remember as you’re discussing your fitness for the company with employers is that the idea of “culture fit” can sometimes be used as a way to eliminate and discriminate against candidates, however unknowingly, who don’t think, act or look like existing employees. A better alternative concept you might consider speaking to is “culture add,” or your ability to bring fresh and additive ideas and feedback to the team. Culture adds make the company stronger by diversifying the experiences and perspectives of its workforce.Example answer: “My experience accurately managing inventory intake and skills in creating effective, streamlined schedules make me uniquely qualified to succeed in this kitchen manager position. I understand that you require a highly organized candidate with acute attention to detail. In my previous job, I successfully handled schedules for 20 employees and reduced food waste by 15%. I’m confident in my ability to use my organizational skills to bring efficiency and order to your restaurant.Read more: Interview Question: “Why Should We Hire You?”111. Do you have any questions?This might be one of the most important questions asked during the interview process because it allows you to explore any topics that haven’t been addressed and shows the interviewer you’re serious about the role. Remember that you are interviewing the company too. Take time to ask the interviewer questions about their own experiences with the company, gain tips on how you can succeed if hired and address any lingering questions you have. Some examples include:What do you love most about working for this company?What would success look like in this role?What are some of the challenges people typically face in this position?”How important is it that you hire someone with XYZ qualities?Do you have any hesitations about hiring me?Read more: Interview Question: “Do You Have Any Questions?”112. What did you like most about your last position? Knowing what you enjoyed about your last position can offer employers insight to your motivations, personality and whether you will enjoy the position available. To answer this question, focus on positives, speak to work rather than people, explain how it prepared you for this new position and reasons why moving to this role is the right choice. Example answer: “It was a great entry-level position at a start-up agency. Not only was I learning more about marketing, but management was also very transparent, teaching us a great deal about owning a business. It was a very collaborative atmosphere, and the team and I worked together on almost every project. Everyone's weak point was countered by another's strong point. I learned more working there than I ever did in college, and I'm excited to apply these skills to a new position.”Read more: Interview Question: "What Did You Like Most About Your Job?"113. What did you like least about your last position?This question can tell employers about types of work you enjoy, your experience level with certain workplace scenarios and whether or not you would be a good culture add. Avoid saying anything negative about your former employer, managers or colleagues. Don’t mention any aspects of your last role that you’re aware would be part of this role. Make your answer about your career growth and enthusiasm for joining their organization. Example answer: “While I enjoyed my time learning and growing in my last job, there was a lack of opportunity in the way I wanted to progress in my career. I deeply enjoy being challenged and getting better at what I do, which I understand is a top priority for managers at your organization. That’s why I’m excited to continue having conversations about this opportunity.”Read more: Interview Question: "What Did You Like Least About Your Last Job?"114. How do you handle stress?How you handle stressful situations is an indicator of your ability to solve problems. Employers want to hire candidates who react to stress constructively, so it’s important that your answer to this question demonstrates personal growth.Spend some time thinking about your response to stressful situations and provide an example that communicates your abilities around perseverance, resilience and stress management. Example answer: “I’m able to stay calm when I focus on the bigger picture and break down my projects into smaller tasks. I always start by asking myself, “What is the ultimate goal I’m trying to achieve?” From there, I make a list of immediate and long-term action items with achievable but ambitious deadlines. Even if the big project is due tomorrow, I ask myself, ‘What’s something I can tackle in the next 30 minutes?’ Before I know it, I’ve made significant progress and that impossible project doesn’t seem so impossible.”Read more: Interview Question: “How Do You Handle Stress?”115. What is your greatest accomplishment?It’s easy to get hung up on figuring out your single most impressive accomplishment. Instead, think of a few achievements that showcase your work ethic and values. If you can, pick examples that also tie back to the job you’re applying for. The STAR method is a great tool to ensure you highlight the parts of your story that employers want to hear.Example answer: “In my last role, I managed all social media content. I noticed other brands were experimenting with videos and seeing great engagement from their customers, so I asked my boss if we could do a low-budget test. She agreed, so I produced a video cheaply in-house that drove double the engagement we normally saw on our social channels. It also drove conversions with 30% of viewers visiting our website within a week of seeing the video.”Read more: Interview Question: “What Is Your Greatest Accomplishment?”116. What is your teaching philosophy?This isn’t a question solely for those applying to teaching positions. Employers may ask this of anyone who might be leading or teaching others. Your response will allow employers to gauge your personal skills and if you would be a good culture add. A good answer will concisely identify what you think teaching should achieve and include concrete examples to illustrate your ideas.Example answer: “When it comes to managing people, my teaching philosophy is to start by asking questions that hopefully get the person to come to a new conclusion on their own. This way, they feel ownership over the learning rather than feeling micromanaged. For example, in my last role, I was editing an article written by a copywriter I managed. The story didn’t have a clear focus or hook.In a one-on-one meeting, I asked her what she thought was the main point of the article if she had to sum it up in a sentence. From there, I asked if she thought the focus was clear in the article. She didn’t think it was clear and instead thought she should rework her introduction and conclusion. As a result, the article improved and my direct report learned a valuable writing lesson that she carried into her future work.”Read more: Interview Question: “What is Your Teaching Philosophy?”117. What does customer service mean to you?If you’re applying for a public-facing role, an employer may ask this question to determine what aspects of customer service are most important to you. . A good answer will align with the company’s values, which you can glean through researching their customer service policy, understanding their products and clientele and reflecting on your own experiences as a customer. Your answer can either come from the perspective of a customer or a customer service provider.Example answer: “In my experience, good customer service involves taking responsibility when something goes wrong and doing what you can to make it right. For example, on a recent flight, I had pre-ordered my meal only to discover they didn’t stock enough of my dish. Instead of simply stating the facts, the flight attendant apologized sincerely and offered me a free drink or premium snack. To me, this apology went a long way in smoothing things over. The freebie was a bonus that made me feel valued as a customer and choose the same airline for my next flight.”Read more: Interview Question: “What Does Customer Service Mean to You?”118. Tell me about your work experience. An interviewer may or may not already be familiar with your background. Regardless, this question gives you the chance to detail your experiences that are most valuable to the prospective role. Employers want to know that you’ve reflected on their expectations for a qualified candidate and that you have directly relevant or transferable skills. Consider these tips for answering: 1. Quantify your experience: “I have 10 years of experience in personal finance management, and I have assisted 45 repeat clients in increasing their capital by an average of 15% every year.” 2. Illustrate connections to role: ”As a financial analyst, I’ve used visual growth charts to show my clients how each saving plan option can impact their goals. When I became a senior financial analyst, I supervised other analysts and trained them in providing the most helpful experience to our customers.” 3. End with a goal statement: "As your senior financial consultant, I aim to integrate my individualized approach to helping clients build the retirement fund they will depend on.”Read more: Interview Question: “Tell Me About Your Work Experience”119. How do you define success?Employers ask this to help them understand how your definition of success influences your goals and how you measure them. A good answer will show that you know how to define and measure goals and you’re willing to challenge yourself and work hard to meet them. Consider your proudest achievements, your long and short-term successes and how the company you’re interviewing with views success. Give specific examples of how you’ve succeeded in the past. Example answer: “I define success as fulfilling my role in my team and in the company. I work toward completing my individual duties as effectively as possible, balancing that with professional growth and contributing to larger organizational goals. In my previous role, success meant exceeding weekly metrics, implementing processes that supported the company’s KPIs and meeting quarterly professional development goals.”Read more: Interview Question: "How Do You Define Success?"120. How do you work under pressure?Many jobs involve moments when, for varied reasons, there are unexpected situations that require swift action. The ability to stay calm, think logically and act correctly in such a scenario is a major asset. This is another good instance of when to use the STAR method to talk about a specific time you were faced with a challenge, might have succumbed to stress but managed to calmly find a solution.Example answer: “Throughout my career, I’ve discovered how to embrace working under pressure. I find that routine can make us complacent, so I try to look for challenges that push me to grow.One time, I was supposed to deliver a project to a client in five days. A colleague who was working with another client had the same deadline, but he had to take a leave of absence due to personal reasons. I was forced to take up both projects at the same time. While I felt an initial sense of panic, I tried to reframe it as an opportunity to see what I might be capable of. Instead of letting the stress get to me, I came up with a very detailed time management plan and found new ways to boost my efficiency that enabled me to deliver both projects on time.”Read more: Interview Question: "How Do You Work Under Pressure?"121. What is your dream job?Employers typically ask this question because they want to ensure that your interests and passion align with their job. A good answer will describe a role that matches the one you’re interviewing for. Consider using this formula for your response: 1. Mention the skills you want to use: “I enjoy guiding other team members on projects and making sure everything goes smoothly..."2. Describe a job in general: "...My dream job would be a leadership position where the other team members are active participants and communication happens daily...” 3. Discuss your values: "...I love seeing a project through to the end and celebrating everyone’s hard work...”4. Tailor to the job for which you are interviewing: "...For instance, if you’re applying for a leadership position, you might discuss how your dream job would include supervisory responsibilities."Read more: Interview Question: "What Is Your Dream Job?"122. What can you bring to the company?This question is similar to, “Why should we hire you?” A strong answer will demonstrate the skills you have to be successful in this role as well as your potential to bring a new perspective to the business. Research the company in-depth to understand its culture and business needs. Explain why your skills, experience and characteristics uniquely position you to advance organizational objectives. Use an example from your work experience that speaks to your skill set. Example answer: “My problem-solving abilities allow me to work extremely well under pressure, which I understand is a common occurrence in this role. In a previous position as the purchasing lead, I had to decide which supplies to order to stay within the budget, but I had a limited amount of time to make a decision. I quickly created a spreadsheet that helped me compare manufacturers’ prices and was able to order the necessary supplies on time and within our budget. I used the spreadsheet throughout the rest of my time with the company to help them save over $500,000. I will bring the same interest and motivation for making an impact here at ABC Company.”Read more: Interview Question: "What Can You Bring to The Company?"123. How do you handle conflict at work?Employers ask this question to gauge how you interact with various stakeholders or colleagues of differing opinions. Often, being the right person for the job involves more than just hard skills, hiring managers also value candidates who can collaborate with others and approach conflict in a productive way. A good answer will discuss a time you encountered a conflict with a colleague, client or manager and maintained the patience to resolve it. It’s important to relay what you learned—how you grew personally and professionally—as a result of the experience. Use the STAR method to construct your response. Example answer: “I was working as a project manager on an IT project, and one technician was constantly late finishing tasks. When I approached him about it, he reacted defensively. I kept calm and acknowledged that the deadlines were challenging and asked how I could assist him in improving his performance.He calmed down and told me that he was involved in another project where he had to do tasks that were not in his job description. After a meeting with the other project manager, we came to a resolution that alleviated the technician’s workload. For the remainder of the project, the technician delivered great work.I learned that you don’t always know what others are experiencing and by keeping that in mind, I can better navigate conflict and be a more helpful and supportive colleague.”Read more: Interview Question: "How Do You Handle Conflict in the Workplace?"124. Why are you interested in this position?Interviewers typically want to be sure that you applied for this job because you’re genuinely interested in it. Avoid voicing concerns about your current position or company—negative comments about your employer are often interpreted as unprofessional. A good answer will positively frame your transition and communicate your desire to grow in the role you’re interviewing for.Research the role and company ahead of time to understand how it relates to your background. Ask yourself questions such as, “How will this position help me advance in my career?”, “How does the position align with my future goals?” and “What makes me a good fit for this company or role?”Example answer: “While I highly valued my time at my previous company, there are no longer opportunities for growth that align with my career goals. This position fits perfectly with my skill set and how I’m looking to grow in my career. I’m also looking for a position at a company like yours that supports underserved communities, which is a personal passion of mine.”Read more: Interview Question: "Why Are You Interested in This Position?"125. What skills would you bring to the job?While this is similar to questions like, “Why should we hire you?” or “What can you bring to the company?” it allows you to be more specific about your work ethic, style and unique abilities as it relates to the role. An impactful answer will discuss your hard and soft skills and use the STAR method to illustrate how your unique skills might benefit the team or organization.Example answer: “I can make anyone feel comfortable in a new environment, which makes me a good fit as a human resources assistant. In my previous position, a new employee came to me and told me that she didn’t think she was right for the company culture. After talking to her for a few minutes, we realized that she felt too much pressure to participate in company events. I started introducing events that involved fewer competitions and more casual environments, and she quickly grew more comfortable with her team.”Read more: Interview Question: "What Skills Would You Bring to the Job?"How to prepare for an interview. Use these questions and example answers to prepare for your interview by making them your own and tailoring them to fit your experience, the job and the company you’re interviewing for. It’s important to get comfortable with what you could be asked and understand what a good response might be.Much like preparing for a test in school, the best way to succeed in your interview is to study and practice. Research the company and the job, and practice your talking points until you feel confident about your answers. The more you prepare, the more likely you are to leave a lasting impression and outperform fellow candidates. Come equipped with examples of work from previous jobs, as well as ideas for the new job. Try and make the interview as conversational as possible by showing genuine interest in the job, company and your interviewer.Image descriptionTop 10 Interview QuestionsTell me about yourself.How would you describe yourself?What makes you unique?Why do you want to work here?What interests you about this role?What motivates you?What are you passionate about?Why are you leaving your current job?What are your greatest strengths?What are your greatest weaknesses?Related: How To Use the STAR Interview Response TechniqueRelated Articles. 10 Top C++ Interview Questions With Answers for 2022. Top 41 Docker Interview Questions With Sample Answers for 2022. How To Write a Thank You Email Subject Line After an Interview (With Examples) .
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                            [body] => Top 10 Job Interview Questions and Best Answers How to Answer the Most Common Interview Questions. ••• SDI Productions / Getty Images Table of Contents Expand Table of Contents Top 10 Interview Questions and Best Answers Employer Follow-Up Questions 100+ More Interview Questions and Answers Questions to Ask the Interviewer What the Interviewer Shouldn't Ask How to Prepare for a Job Interview How to Make the Best Impression By Alison Doyle Full Bio Alison Doyle is one of the nation’s foremost career experts and has counseled both students and corporations on hiring practices. She has given hundreds of interviews on the topic for outlets including The New York Times, BBC News, and LinkedIn. Alison founded CareerToolBelt.com and has been an expert in the field for more than 20 years. Learn about our editorial policies Updated on August 05, 2021 Are you ready to ace your upcoming job interview? One of the most important parts of interview preparation is being ready to respond effectively to the questions that employers typically ask. Since these interview questions are so common, hiring managers will expect you to be able to answer them smoothly and without hesitation. You don't need to memorize your answers, but you should think about what you're going to say so you're not put on the spot. Your responses will be stronger if you know what to expect during the interview and have a sense of what you want to focus on. Knowing that you are prepared will boost your confidence and help you minimize interview stress and feel more at ease. Here are the top 10 interview questions employers are likely to ask, plus 100+ more common job interview questions, example responses, tips for giving the best answer, and advice on how to ace the interview. Top 10 Interview Questions and Best Answers . Review these most frequently asked interview questions and sample answers, and then prepare your responses based on your experience, skills, and interests. Remember that it’s less about providing the “right” answers and more about demonstrating that you’re the best candidate for the job.  1. Tell Me About Yourself - Best Answers This is one of the first questions you are likely to be asked. Be prepared to talk about yourself, and why you're an ideal candidate for the position. The interviewer wants to know why you're an excellent fit for the job. Try to answer questions about yourself without giving too much, or too little, personal information. You can start by sharing some of your personal interests and experiences that don't relate directly to work, such as a favorite hobby or a brief account of where you grew up, your education, and what motivates you. You can even share some fun facts and showcase your personality to make the interview a little more interesting. 2. Why Are You the Best Person for the Job? - Best Answers Are you the best candidate for the job? The hiring manager wants to know whether you have all the required qualifications. Be prepared to explain why you're the applicant who should be hired.  Make your response a confident, concise, focused sales pitch that explains what you have to offer and why you should get the job. This is a good time to review the qualifications and the requirements in the job listing, so you can craft a response that aligns with what the interviewer is looking for.  3. Why Do You Want This Job? - Best Answers Why are you a good fit for the position? What would you accomplish if you were hired? This interview question gives you an opportunity to show the interviewer what you know about the job and the company, so take time beforehand to thoroughly research the company, its products, services, culture, and mission. Be specific about what makes you a good fit for this role, and mention aspects of the company and position that appeal to you most. 4. How Has Your Experience Prepared You for This Role? - Best Answers Hiring managers use this question to learn how your previous work experience and educational background fit the job. To prepare to respond, make a list of the most relevant qualifications you have and match them to the requirements listed in the job description. It's important to explain how your experience will help the employer if you were to be hired. You can use the STAR interview method to prepare examples to share with the interviewer. You don't need to memorize your answers, but do be ready to share what you've accomplished in your previous roles. 5. Why Are You Leaving (or Have Left) Your Job? - Best Answers Be prepared with a response to this question. You'll need to give an answer that’s honest and reflects your specific circumstances but keeps it positive. Even if you quit under challenging circumstances, now isn't the best time to share what could be construed as too much information with the interviewer. The interviewer wants to know why you left your job and why you want to work for their company. When asked about why you are moving on from your current position, stick with the facts, be direct, and focus your answer on the future, especially if your departure wasn't under the best circumstances.  6. What Is Your Greatest Strength? - Best Answers This is one of the questions that employers almost always ask to determine how well you are qualified for the position. When you are asked about your greatest strengths, it's important to discuss the attributes that qualify you for that specific job, and that will set you apart from other candidates. When you're answering this question, remember to “show” rather than “tell.” For example, rather than stating that you are an excellent problem solver, instead tell a story that demonstrates this, ideally drawing on an anecdote from your professional experience. 7. What Is Your Greatest Weakness? - Best Answers Another typical question that interviewers will ask is about your weaknesses. Do your best to frame your answers around positive aspects of your skills and abilities as an employee, turning seeming “weaknesses” into strengths. This question is an opportunity to show the hiring manager that you're well qualified for the job. In addition to learning whether you've got the right credentials, the hiring manager wants to know whether you can take on challenges and learn new tasks. You can share examples of skills you have improved, providing specific instances of how you have recognized a weakness and taken steps to correct it. 8. How Do You Handle Stress and Pressure? - Best Answers What do you do when things don’t go smoothly at work? How do you deal with difficult situations? The employer wants to know how you handle workplace stress. Do you work well in high-stress situations? Do you thrive on pressure, or would you prefer a more low-key job? What do you do when something goes wrong? The best way to respond to this question is to share an example of how you have successfully handled stress in a previous position. Avoid claiming that you never, or rarely, experience stress. Rather, formulate your answer in a way that acknowledges workplace stress and explains how you’ve overcome it, or even used it to your advantage. 9. What Are Your Salary Expectations? - Best Answers What are you looking for in terms of salary? Questions about money are always tricky to answer. You don't want to sell yourself short or price yourself out of a job offer. In some locations, employers are legally prohibited from asking you about salary history—but they can ask how much you expect to get paid. Do your research before the meeting so that you’ll be prepared to name a salary (or salary range) if you’re asked. There are several free online salary calculators that can provide you with a reasonable range based on your job title, employer, experience, skills, and location. 10. What Are Your Career Goals? - Best Answers Are you a job hopper? Or do you plan on staying with the company, at least for a while? Where do you envision your career going? Do your plans for the future match the career path for someone typically hired for this position? This question is designed to find out if you’re going to stick around or move on as soon as you find a better opportunity. Keep your answer focused on the job and the company, and reiterate to the interviewer that the position aligns with your long-term goals. Employer Follow-Up Questions . Here are some related questions you might be asked during a job interview that will require some thought to answer. How do you handle success? How do you handle failure? Do you work well with other people? Why should we hire you? Do you have any questions for me? 100+ More Interview Questions and Answers . Need more help? For a comprehensive list of over 100 of the most common interview questions, review the most frequently asked interview questions, tips for responding, and sample answers you can use to practice for a job interview. You can also expect to be asked about how you would respond to a specific work-related situation. Here's a list of examples of these behavioral interview questions you may be asked. 2:00 How to Answer 5 Common Interview Questions. Questions to Ask the Interviewer . At the close of the interview, most interviewers ask whether you have any questions about the job or company. If you don’t have any questions, this can make it seem like you are apathetic about the opportunity. It's always a good idea to have a list of questions ready, and to be prepared to discuss them. What the Interviewer Shouldn't Ask . There are some questions that hiring managers should not ask during a job interview for legal reasons. Here are questions that shouldn't be asked, with advice on how to respond diplomatically. How to Prepare for a Job Interview . The more time you spend preparing for a job interview, the better your chances will be of acing it. You’ll feel more comfortable speaking with the hiring manager if you’re familiar with the company’s products and services. Research the company. Before your interview, take the time to learn as much as possible about the job and your prospective employer. There are many different resources you can use to find information and news about the organization, its mission, and its plans. Tap your connections for insider information. Who you know at a company can help you get hired. Check LinkedIn to see if you have connections who work at the company. Ask them if they can give you any advice that will help with the interview process. If you’re a college graduate, check with your career office for alumni who may be able to help. Make a match. Take the time before the interview to make matches between your qualifications and the requirements as stated in the job announcement. This way, you will have examples at hand to demonstrate your suitability for the job. Practice your responses. Write out your answer in advance for each question and then read it aloud to ensure it sounds natural. Try to keep it short and sweet. You don’t want to come across as the type of person who endlessly drones on about themselves. Be prepared to show and tell. It can be helpful to remember the tip “show, don't tell.” For example, rather than stating that you are an excellent problem solver, instead give an example that demonstrates this, ideally drawing on an anecdote from your professional experience. How to Make the Best Impression . The first impression you make at a job interview, is going to be the most important one. Hiring managers can decide whether you’re a good candidate, or not, within a few minutes of meeting you. These tips will help you make a terrific first impression. Dress for success. What you wear to the interview is important because you don’t want to be underdressed or overdressed. A three-piece suit can be as out of place as shorts and a t-shirt. Carefully choose appropriate attire, and don’t be afraid to ask the person who scheduled the interview if you’re not sure what to wear. Be on time or a little early. You definitely don’t want to keep your interviewer waiting, so be on time or a few minutes early for your appointment. If you’re not sure where you’re going, do a trial run ahead of time so you know how long it will take you to get there. If your interview is virtual, check to make sure that you're comfortable with the technology ahead of time. Keep it positive. Always try to put a positive slant on your responses to questions. It’s better to give the impression that you’re more motivated by the possibility of new opportunities than by trying to escape a bad situation. In addition, it’s important to avoid bashing your current organization, colleagues, or supervisor. An employer is not likely to want to bring on someone who talks negatively about a company. Follow up after the interview. After every job interview, take the time to send a thank-you note or email message sharing your appreciation for the time the interviewer spent with you, and reiterating your interest in the job. If there was something you wish you had said during the interview, but didn’t get a chance to, this is a good opportunity to mention it. Share Tweet Share Email Part Of The Job Interview Different Types of Interviews With Tips for Acing Them 1 of 19 How to Prepare for a Job Interview 2 of 19 What to Expect During a Job Interview 3 of 19 Learn What the Best Outfits Are for Job Interviews 4 of 19 Here Are Some Great Tips on How to Handle Job Interview Stress 5 of 19 Best Techniques for a Successful Job Interview 6 of 19 Top 10 Job Interview Questions and Best Answers 7 of 19 What (and What Not) to Ask at an Interview 8 of 19 The Best Ways to Sell Yourself in Your Next Job Interview 9 of 19 10 Easy-To-Make Job Interview Mistakes 10 of 19 Work at Home Job Interview Questions and Answers 11 of 19 Tips on Using Skype for Video Job Interviews 12 of 19 Tips for Answering Job Interview Questions About a Layoff 13 of 19 10 Signs Your Job Interview Went Well 14 of 19 Things You Should Do After a Job Interview 15 of 19 Tips for Following Up After a Job Interview 16 of 19 What to Do When You've Bombed a Job Interview 17 of 19 Thank-You Note Example for Sending After a Job Interview 18 of 19 What Can You Expect at a Second Interview 19 of 19 Network Administrator Job Interview Questions How to Answer Interview Questions About Time Management Tips for Answering What Are the Most Difficult Decisions to Make Tips for Answering Job Interview Questions About Multitasking Common Job Interview Questions for a Software Engineer Position Sample Internal Employer Job Interview Questions What Part of the Job Will be the Least Challenging? Job Interview Questions to Expect About Your Skills and Experience Top 10 Job Interview Etiquette Tips How to Answer Interview Questions About Being Overqualified for a Job Best Answers for the Top 20 Job Interview Questions How to Answer Interview Questions About Teamwork Job Interview Questions, Answers, and Tips to Prepare 10 Interview Skills That You Can Use to Help You Get Hired Typical Job Interview Questions for Writers and Editors 12 Common Teamwork Interview Questions and Answers
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                            [body] => 100 top job interview questions—be prepared Interview questions can run the gamut. It's unlikely you'll face all 100 of these, but you should still be prepared to answer at least some of them. Thad Peterson, Monster staff Practice for a job interview with these top 100 questions. While there are as many different possible interview questions as there are interviewers, it always helps to be ready for anything. Which is why we've taken the time to prepare this list of 100 potential interview questions.  Will you face them all? We pray no interviewer would be that cruel. Will you face a few? Probably. Will you be well-served by being ready even if you're not asked these exact questions? Absolutely. To learn how to be prepared for job interview questions, start here. Basic interview questions:. Tell me about yourself. What are your strengths? What are your weaknesses? Why do you want this job? Where would you like to be in your career five years from now? What's your ideal company? What attracted you to this company? Why should we hire you? What did you like least about your last job? When were you most satisfied in your job? What can you do for us that other candidates can't?  What were the responsibilities of your last position?   Why are you leaving your present job? What do you know about this industry?   What do you know about our company?  Are you willing to relocate?   Do you have any questions for me? Behavioral interview questions:. What was the last project you led, and what was its outcome?  Give me an example of a time that you felt you went above and beyond the call of duty at work.  Can you describe a time when your work was criticized?  Have you ever been on a team where someone was not pulling their own weight? How did you handle it?  Tell me about a time when you had to give someone difficult feedback. How did you handle it?  What is your greatest failure, and what did you learn from it?  How do you handle working with people who annoy you?  If I were your supervisor and asked you to do something that you disagreed with, what would you do? What was the most difficult period in your life, and how did you deal with it?  Give me an example of a time you did something wrong. How did you handle it?  Tell me about a time where you had to deal with conflict on the job.  If you were at a business lunch and you ordered a rare steak and they brought it to you well done, what would you do?  If you found out your company was doing something against the law, like fraud, what would you do?  What assignment was too difficult for you, and how did you resolve the issue?  What's the most difficult decision you've made in the last two years and how did you come to that decision? Describe how you would handle a situation if you were required to finish multiple tasks by the end of the day, and there was no conceivable way that you could finish them.  Salary questions:. What salary are you seeking? What's your salary history? If I were to give you this salary you requested but let you write your job description for the next year, what would it say? Career development questions:. What are you looking for in terms of career development?  How do you want to improve yourself in the next year? What kind of goals would you have in mind if you got this job?  If I were to ask your last supervisor to provide you additional training or exposure, what would she suggest? Getting started questions:. How would you go about establishing your credibility quickly with the team? How long will it take for you to make a significant contribution? What do you see yourself doing within the first 30 days of this job? If selected for this position, can you describe your strategy for the first 90 days? More questions about you:. How would you describe your work style?  What would be your ideal working environment?  What do you look for in terms of culture—structured or entrepreneurial?  Give examples of ideas you've had or implemented. What techniques and tools do you use to keep yourself organized?    If you had to choose one, would you consider yourself a big-picture person or a detail-oriented person?   Tell me about your proudest achievement.   Who was your favorite manager and why?   What do you think of your previous boss?  Was there a person in your career who really made a difference?  What kind of personality do you work best with and why?   What are you most proud of?  What do you like to do?   What are your lifelong dreams?   What do you ultimately want to become?  What is your personal mission statement?    What are three positive things your last boss would say about you?   What negative thing would your last boss say about you?  What three character traits would your friends use to describe you?  What are three positive character traits you don't have?   If you were interviewing someone for this position, what traits would you look for?   List five words that describe your character.    Who has impacted you most in your career and how?  What is your greatest fear?  What is your biggest regret and why?    What's the most important thing you learned in school?  Why did you choose your major?   What will you miss about your present/last job?   What is your greatest achievement outside of work?   What are the qualities of a good leader? A bad leader?   Do you think a leader should be feared or liked?      How do you feel about taking no for an answer?   How would you feel about working for someone who knows less than you?  How do you think I rate as an interviewer?  Tell me one thing about yourself you wouldn't want me to know.   Tell me the difference between good and exceptional.   What kind of car do you drive?  There's no right or wrong answer, but if you could be anywhere in the world right now, where would you be?  What's the last book you read?   What magazines do you subscribe to?  What's the best movie you've seen in the last year?   What would you do if you won the lottery?  Who are your heroes? What do you like to do for fun?  What do you do in your spare time?  What is your favorite memory from childhood?  Brainteasers:. How many times do a clock's hands overlap in a day? How would you weigh a plane without a scale? Tell me 10 ways to use a pencil other than writing. Sell me this pencil. If you were an animal, which one would you want to be? Why is there fuzz on a tennis ball? If you could choose one superhero power, what would it be and why?  If you could get rid of any one of the US states, which one would you get rid of and why?  With your eyes closed, tell me step-by-step how to tie my shoes. Question: Ready to get a job? Do this next. You won't be asked a hundred questions at a job interview, but it's completely understandable if you feel overwhelmed looking at this list. Just know this: Nobody expects you to have all the answers—that's what the experts at Monster are for. Still have questions about the hiring process? Join Monster for free today. As a member, you'll get career advice and useful tips sent directly to your inbox. From resume-writing checklists to lists of companies hiring to how to get promoted, Monster will help you plot an awesome career path, one step at a time.    Was this article helpful? Related Articles. Most Recent Jobs. See More Jobs Back to top Close Looking for the right fit? Thank you!You are now a Monster member—and you'll receive more content in your inbox soon. Sign up to get job alerts relevant to your skills and experience. Enter Your Email Address Warning goes here. By continuing, you agree to Monster's privacy policy, terms of use and use of cookies.
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                            [body] => The Top 15 Interview Questions to Ask Job Candidates By Robert Half on December 10, 2021 at 2:45pm It's time to fill that vacancy on your team, and the pressure is on to find a job candidate who has all the skills and professional experience you need. But can you determine that — and more — from just an interview? It’s possible, if you pose smart queries. Here are 15 of the best questions to ask an interviewee, and why. 1. What do you know about our company, and why do you want to work here? You’d think with the easy access to information online today, most candidates would do their homework, but that’s not always the case. Some applicants may not even know what type of business the company engages in. Ask this interview question and you’ll find out quickly who is sincerely interested in working for you — and who isn’t. 2. What skills and strengths can you bring to this position? Did the interviewee blindly apply to your opening or did they consider how they match your needs? This question can help you find out. Applicants should be able to think critically about how their abilities will benefit your unique team. 3. Can you tell me about your current job? This is a great open-ended question to ask a potential employee that can help you evaluate communication skills, while gaining insights into an individual's background that goes beyond the resume. Having trouble finding skilled job candidates? We can help: GET HIRING HELP 4. What could your current company do to be more successful? This inquiry can give you a sense of whether interviewees see the big picture at their organizations. It may also reveal why they really want to leave their current jobs. 5. Can you tell me about a time when you had a disagreement with a boss or colleague and how you handled the situation? This is one of the best questions to ask an interviewee because you’ll get a sense of their conflict resolution abilities. What tone does the person use when talking about the other people involved? Were they able to handle the situation described appropriately? Did they find common ground? Emotional intelligence is keenly needed in almost every job. 6. Do you work best alone or on a team? What kind of work will the candidate be performing if they’re selected for the position? This question helps determine if they’re suited to the types of assignments they’ll receive. Regardless if they'll work remotely or in the office, someone who enjoys solitary work and long stretches of uninterrupted time may not thrive in a position that requires collaboration or multitasking. 7. Why are you leaving your current job? Does your job opportunity provide an alternative to the factors (lack of professional development, management problems, etc.) that made them unhappy in their current role? If so, showcase those benefits. But keep an eye out for candidates with unrealistic expectations. 8. How would your coworkers describe you? This top question to ask an interviewee can help shed light on the candidate's soft skills and how they might work with the other members of your team. Understand the strengths of your current staff members and be on the lookout for a candidate who will complement those. 9. How would your boss describe you? This may give you a sense of the candidate’s relationship with previous managers. Reliable? Prompt? Efficient? Keep in mind, though, who you’re asking. The answer will be simply their opinion of what the boss might have said. That’s why it’s still critical to check references. Request a list of contacts and give former employers a call to hear how their impressions align with the candidate’s. 10. Where do you see yourself in five years? A job candidate who has professional drive and lofty career aspirations is valuable. Look for someone who is engaged in their career and has clear goals, and consider mentioning how your organization can help them achieve those objectives. Finding a prospect who is interested in career advancement and sees opportunity with your company increases the chances that they’ll be happy in the long run. 11. Can you describe how you handle tight deadlines? Does your team frequently face challenging time constraints? Do you need someone who can work quickly and accurately while under pressure? Ask this interview question of a potential employee and you’ll at least get their opinion as to how they handle stress and whether they can keep up with the pace of work at your organization. You could also follow up by asking if they’ve ever missed a deadline and, if so, how they handled the situation. 12. In your most recent role, was there a time when you had to overcome a significant challenge? Use this question to get a sense of an interviewee’s critical thinking and analytical skills. You should also pay attention to how the candidate describes their behavior when faced with a challenge. Did they struggle or did they come up with an action plan and see it through? 13. What’s the most interesting project you’ve worked on in a past position? Ask this interview question to determine if the applicant would likely enjoy the work available at your company. Do the types of tasks they find fulfilling align with the job description for your position? Making sure employees find their work professionally satisfying is one of the most important factors in retention. 14. What’s one fact that’s not on your LinkedIn profile? Here’s another open-ended question to ask an interviewee that can help you uncover some interesting insights. Similar to asking, “What do you think I need to know that we haven’t discussed?” it could spark some conversation about a hobby outside of their 9-to-5 life or even a compelling story that reveals more of their strengths and motivations. This question can help you understand not just what a job candidate has done, but why. 15. Do you have any questions for me? This question typically wraps up the interview. Most candidates who are interested in the job will be prepared with a few relevant questions for a hiring manager. However, if the discussion was long and detailed, the candidate may have already asked their questions. In a case like this, it’s OK if a candidate doesn’t have a list of questions at the end of the interview. Tags leadership , workplace communication More From the Blog... How to Hire Remote Workers, Remotely . Hiring strategies have changed since the pandemic. Discover the process for how to hire remote workers from afar and set them up for success in 2022. Read More Why Your Company Needs a Chief Remote Work Officer . Find out about a new job title, chief remote work officer, which may become an important player in the C-suite — and what this role will provide. Read More How and Why to Embrace Boomerang Hiring . Have you heard of boomerang hiring? Find out why many employers are open to the idea of rehiring former employees who left on good terms. Read More
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                            [body] => 10 Common Job Interview Questions and How to Answer Them Use this guide to standout from the crowd and land the role you want. by Vicky Oliver by Vicky Oliver November 11, 2021 HBR Staff/Getty Images/svetolk Tweet Post Share Save Print Summary.    Interviews can be high stress, anxiety-driving situations, especially if it’s your first interview. A little practice and preparation always pays off. While we can’t know exactly what an employer will ask, here are 10 common interview questions along with advice on how to answer them. The questions include: Could you tell me something about yourself and describe your background in brief?: Interviewers like to hear stories about candidates. Make sure your story has a great beginning, a riveting middle, and an end that makes the interviewer root for you to win the job. How do you deal with pressure or stressful situations?: Share an instance when you remained calm despite the turmoil. If it’s a skill you’re developing, acknowledge it and include the steps you’re taking to respond better to pressure in the future. What are your salary expectations?: Before you walk in for your first interview, you should already know what the salary is for the position you’re applying to. Check out websites such as Glassdoor, Fishbowl, or Vault.com for salary information. You could also ask people in the field by reaching out to your community on LinkedIn. Tweet Post Share Save Print Leer en español Ler em português Where your work meets your life. See more from Ascend here. Resignation numbers have remained abnormally high in the U.S. between July 2021 and October 2021, with millions of Americans quitting their jobs — which also means there are millions of new openings up for grabs. If you’re entering the market for the first time, or just looking to make a change, use this guide to prepare for your next interview. Below is a list of 10 common job interview questions, along with answering techniques that will help you dazzle your prospects, and hopefully, secure the role you want. 1. Could you tell me about yourself and describe your background in brief? Interviewers like to hear stories about candidates. Make sure your story has a great beginning, a riveting middle, and an end that makes the interviewer root for you to win the job. Talk about a relevant incident that made you keen on the profession you are pursuing and follow up by discussing your education. In the story, weave together how your academic training and your passion for the subject or industry the company specializes in, combined with your work experience, make you a great fit for the job. If you’ve managed a complex project or worked on an exciting, offbeat design, mention it. Example: “I come from a small town, where opportunities were limited. Since good schools were a rarity, I started using online learning to stay up to date with the best. That’s where I learned to code and then I went on to get my certification as a computer programmer. After I got my first job as a front-end coder, I continued to invest time in mastering both front- and back-end languages, tools, and frameworks.” 2. How did you hear about this position? Employers want to know whether you are actively seeking out their company, heard of the role from a recruiter, or were recommended to the position by a current employee. In short, they want to know how you got to them. If someone recommended you for the position, be sure to say their name. Don’t assume that the interviewer already knows about the referral. You’ll probably want to also follow up with how you know the person who referred you. For example, if you and Steve (who recommended you) worked together previously, or if you met him over coffee at a networking event, mention it to give yourself a little more credibility. If Steve works at the company and suggested that you apply for the job, explain why he thought you’d be the perfect fit. If you sought out the role yourself, be clear about what caught your eye — extra bonus points if you can align your values with the company and their mission. You want to convince the hiring manager that you chose their company, over all other companies, for a few specific reasons. Lastly, if you were recruited, explain why you took the bait. Did this role sound like a good fit? Does it align with the direction you want to take your career? Even if you weren’t familiar with the organization prior to being recruited, be enthusiastic about what you’ve learned and honest about why you’re interested in moving forward with the process. Example: “I learned about the position through LinkedIn as I’ve been following your company’s page for a while now. I’m really passionate about the work you’re doing in X, Y, and Z areas, so I was excited to apply. The required skills match well with the skills I have, and it seems like a great opportunity for me to contribute to your mission, as well as a great next move for my career.” 3. What type of work environment do you prefer? Be sure to do your homework on the organization and its culture before the interview. Your research will save you here. Your preferred environment should closely align to the company’s workplace culture (and if it doesn’t, it may not be the right fit for you). For example, you may find on the company’s website that they have a flat organizational structure or that they prioritize collaboration and autonomy. Those are key words you can mention in your answer to this question. If the interviewer tells you something about the company that you didn’t uncover in your research, like, “Our culture appears buttoned-up from the outside, but in reality, it’s a really laid-back community with little competition among employees,” try to describe an experience you’ve had that dovetails with that. Your goal is to share how your work ethic matches that of the organization’s. Example: “That sounds great to me. I like fast-paced work environments because they make me feel like I’m always learning and growing, but I really thrive when I’m collaborating with team members and helping people reach a collective goal as opposed to competing. My last internship was at an organization with a similar culture, and I really enjoyed that balance.” 4. How do you deal with pressure or stressful situations? The employer wants to know: Do you hold down the fort or crumble under pressure? They want to make sure that you won’t have a meltdown when the pressure becomes intense and deadlines are looming. The ability to stay calm under pressure is a highly prized talent. Share an instance when you remained calm despite the turmoil. If it’s a skill you’re developing, acknowledge that and include the steps you’re taking to respond better to pressure in the future. For example, you could indicate that you’ve started a mindfulness practice to help you better deal with stress. Example: “I realize stressful situation are always going to come up, and I definitely have had to learn how to navigate them throughout my career. I think I get better at it with every new experience. While working on a new product launch at my last company, for example, things were not going according to plan with my team. Instead of pointing fingers, my first reaction was to take a step back and figure out some strategies around how we could we solve the problem at hand. Previously, I may have defaulted to panicking in that situation, so being calm and collected was definitely a step forward and helped me approach the situation with more clarity.” Sign up for Ascend A weekly newsletter to help young professionals find their place in the working world and realize their personal and career goals. Sign Up Thanks for subscribing, ! You can view our other newsletters or opt out at any time by managing your email preferences. 5. Do you prefer working independently or on a team? Your answer should be informed by the research you’ve done on the company culture and the job in question. Nevertheless, you should expect that most work environments will have some team aspect. Many positions require you to work collaboratively with other people on a daily basis, while some roles require you to work on your own. When you answer this question, highlight the best traits of your personality and how they fit the job requirements. It could also be in your interest to answer this question by highlighting the advantages and disadvantages of both situations. Example: “I enjoy a blend of the two. I like having a team to strategize with, get diverse opinions from, and reach out to for feedback. But I am also comfortable taking on assignments that require me to work independently. I find I do some of my best work when I can focus alone in a quiet space, but I really value collaborating with my teammates to come up with the best ideas.” 6. When you’re balancing multiple projects, how do you keep yourself organized? Employers want to understand how you use your time and energy to stay productive and efficient. They’re also looking to understand if you have your own system for staying on track with the work beyond the company’s schedules and workflow plans. Be sure to emphasize that you adhere to deadlines and take them seriously. Discuss a specific instance when you stayed on track. Talk about the importance and urgency of the projects you were working on and how you allocated your time accordingly. Explain how you remain organized and focused on the job in front of you. Example: “I’m used to juggling projects at my current job where I’m often moving between coding one software program to another. I use the timeboxing technique to make sure they’re all on track, allocating time on my calendar for certain tasks. I’ve found it really helps me prioritize what needs to get done first, and it holds me accountable for the more repetitive day-to-day tasks I’m responsible for.” 7. What did you do in the last year to improve your knowledge? This question may come up as a result of the pandemic. Employers want to know how people used their time differently. Know that you don’t have to feel scared about answering this question if you didn’t spend your time brushing up on skills or taking courses. We learn from any experience we have. If you spent time honing your professional skills, you might say the following. Example: “The extra time on my plate really allowed me to get introspective around where I want to take my career. I read a lot of journals to keep abreast of the latest ideas in my field, and sharpened my skills by taking some online courses, such as…” (and then be specific). If you chose to work on your personal development, you could say something like the following. Example: “Like everyone else, I, too, gained some time last year from not having to travel two hours a day to and from work. I decided to spend my time on things I love. So I got back to learning how to play the guitar and journaling. I feel it brought me closer to myself and has been really great for my mental health and productivity.” 8. What are your salary expectations? Before you walk in for your first interview, you should already know what the salary is for the position you’re applying to. Check out websites such as Glassdoor, Fishbowl, or Vault.com for salary information. You could also ask people in the field by reaching out to your community on LinkedIn. Employers will always ask this question because every position is budgeted, and they want to ensure your expectations are consistent with that budget before moving forward. Remember that it’s often better to discuss a salary range rather than a specific number during the interview and leaving room for negotiation. It’s also better to err on the side of caution and quote a slightly higher number as it’s easier to negotiate downward than upward. As a general rule of thumb, I advise not bringing up the questions about salary until your interviewer does or bringing it up too early in the process. Example: “Based on my skills and experience and on the current industry rates, I’m looking at a salary around $____” (then fill in with your desired salary range and rationale). 9. Are you applying for other jobs? Interviewers want to know if you’re genuinely interested in this position or if it’s just one of your many options. Simply, they want to know if you’re their top choice. Honesty is the best policy. If you’re applying for other jobs, say so. You don’t have to necessarily say where you’re applying unless you have another offer. But they might want to know where in the hiring process you are with other companies. You can also mention that you’re actively looking for offers if your interviewer asks. Example: “I’ve applied to a couple of other firms, but this role is really the one I’m most excited about right now because…” 10. From your resume it seems you took a gap year. Would you like to tell us why that was? Gap years are more popular in some cultures than others. In some professions, gap years may have a negative connotation (the industry moves too fast and you’re not up to date). Let your interviewer know that your gap year wasn’t about procrastinating over your transition from childhood to adulthood, but that it added value to the confident professional you have become. Based on what part of the world you’re in and how common these are, employers are likely looking to hear stories of what you did and how your experiences have benefitted and prepared you for this role. Provide a short explanation of why you decided to pursue a gap year, then focus on what came out of it that made a positive difference for your future. Example: “During my last year of high school, I didn’t feel ready to choose my educational path, so I took a wilderness course for a few months to sort out my life goals. It may seem a little random, but the time I spent actually helped my develop so many new skills — in the areas of leadership, communication, (etc…). During that time, I realized that I wanted to earn a degree in (state your degree) to align with my passion (say what that is).” To make a winning impression, you’ll need to answer each question with poise and passion. But practicing first really helps. Meticulous preparation will allow you to appear confident and in control, helping position you as the ideal candidate when the competition is tough. Read more on Job interviews or related topics Careers, Career planning, Job search and Managing yourself Vicky Oliver is a leading career development expert and the multi-best-selling author of five books, including 301 Smart Answers to Tough Interview Questions, named in the top 10 list of “Best Books for HR Interview Prep.” She’s a sought-after speaker and seminar presenter and a popular media source, having made over 901 appearances in broadcast, print, and online outlets.     Tweet Post Share Save Print Read more on Job interviews or related topics Careers, Career planning, Job search and Managing yourself Partner Center. Diversity Latest Magazine Ascend Topics Podcasts Video Store The Big Idea Data & Visuals Case Selections
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                            [description] => Want better results from your interviews? Here are the 25 best interview questions you can ask candidates to make better hires
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                            [body] => The 25 Best Interview Questions (And How To Spot Great Answers) Author Ben Slater How many golf balls can you fit in a limousine? Who would win in a fight between Batman and Superman? Who's your favourite Disney Princess?Some of today's hiring managers rely on some pretty unconventional questions to identify talent. Google's famous interview questions have inspired a generation of interviewers who try to outsmart and confuse candidates with complex brainteasers. This style of interviewing is going out of fashion though, and even Google are phasing it out. It still pays to be a little creative when you're speaking to applicants though, as you need to dig deep and ask interview questions to determine skill, cultural fit and intelligence. With this in mind, we've put together a collection of 25 top interview questions that will show you whether any candidate is a fit for you. Some of these might seem boring, but they serve a purpose. They're the perfect way to ease candidates into the interview and get the background information you need to move up a gear. 1. How did you hear about the role?While seemingly innocuous, this question serves an important purpose. Your company is probably spending significant budget every year on employer branding, advertising and candidate attraction. It's important to understand what is working!  You need to know whether the messaging your company is investing in is resonating with the right candidates. Make a note of the answers to see whether specific trends emerge. For example, maybe high quality candidates all come across your brand on Twitter, therefore you should invest more in that medium. It's true that you can rely on analytics, providing you have them in place, to tell you where traffic is coming from and that many applications have a 'how did you hear about us' section, but sometimes, hearing it directly from the horse's mouth give you more context. 2. What do you know about the company?This is simple but effective; it shows you how much research a candidate has done. In an ideal world, you just want to hire candidates that are genuinely excited about a job at your company, not just a job in general. Don't dwell to long on answers to this question. The goal is simply to find out if a candidate has put a little time in on your website and looked through online materials. If she has, move on. 3. Why did you apply?We all need to pay the bills, but it's important to check that this is not the sole motivation for a candidate. They're likely to be a more productive and happy employee if they identify with your company in some way. It might be the projects you're working on or the direction you're heading in. It could be the fact that you're a 2-person startup and they're interested in responsibility. Maybe it's the fact that you've just signed some big customers. Hopefully it's something! 4. What are your key professional strengths?It's important to know the things that the candidate does well so you can understand how they might fit into your team. Arrogance is never attractive, but candidates that are confident in their abilities and how they might be able to impact your organisation are exactly the kind of people that you want to hire. The best answers focus on one or two skills and provide direct examples of occasions where they demonstrated these skills and how it affected the outcome. 5. Why should we hire you?What's in it for you? Hiring is ultimately a one-sided game, if a candidate isn't going to add value you shouldn't bring them onboard. This might be a slightly intimidating question for candidates so be wary about how you use it - it's best used towards the end of an interview when you can tell a candidate is comfortable. If deployed correctly though, it can be a great one to separate the men from the boys. The best answers will cover three key bases. Candidates should articulate that they can not only do the work, but can deliver great results and fit in with the team and culture (and be a better hire than any of the other candidates!) 6. Do you have any questions for us?The classic way to finish the interview, this question is important for a number of reasons. It gives the candidate a chance to follow up on any talking points from the interview, it lets them dig into issues that you haven't covered in enough detail (no interviewer can explain everything) and it shows you how much research a candidate has done about your company. You should expect every candidate to have some questions, if they don't it's definitely a red flag. After you've got a few introductory questions out the way it's important to try and challenge candidates and make them think. Here are a few thought provoking interview questions that force agile thinking. 7. What's your definition of hard work?Some companies move at very different paces, projects that might be allocated a week at a large corporate might be expected in a few days time at a fast growing startup. This question is a great way of telling you whether a candidate can keep pace with your team and fit in with your company's definition of hard work. Look out for the "hard worker in disguise". A candidate who's currently operating at half capacity at a slow moving company and is keen to, (or at least able to), ramp up. 8. Why are you leaving your current job?The goal here isn't to find out if candidates have any major skeletons in their closet when it comes to their last role - reference checking is a more efficient way to find this out. You can tell a lot by how people speak about their previous employer.  It's a great way to spot "the victim". For these candidates everything is someone else's fault. Their previous boss hated them. Their old company was out to get them. They were ignored for promotions. The list goes on… You should also look out for candidates that are leaving there previous company because there’s “nothing left to learn”. While there are occasions when this can be a legitimate complaint, it’s usually a red flag. There is pretty much always something to learn. Whatever your company size, (and no matter how mundane the work), there are opportunities to learn and improve. If you find yourself faced with a candidate that does nothing but complain, ask yourself how happy they’d be at your company and how much they’d have to ‘learn’. 9. In five minutes, could you explain something to me that is complicated but you know well?This is one of the best tests of intelligence (far more effective than a college education or test score) and a great way to gauge passion. The "something" in question doesn't have to be anything to do with work, in fact often it's better if it isn't. The key thing to focus on is the way that the candidate breaks down a complex idea and the way that they articulate it to someone they know doesn't understand it. I've heard a few really interesting responses to this question, with answers ranging from how to make an oak cabinet to the way that homemade rockets work! 10. Tell me about a time you messed up. This one is pops up in many of the most popular interview playbooks and guides, it's a great test of humility and self awareness. No one is perfect, everyone makes mistakes. The important thing is what happens next. Does the candidate learn a valuable lesson and use it as a motivation for self improvement, or do they point the finger and blame colleagues. The answer to this question should show whether a person is willing to take ownership of their work or will be quick to shirk responsibility when the going gets tough. 11. If you woke up and had 2,000 unread emails and could only answer 300 of them how would you choose which ones to answer?We've all been faced with the seemingly unconquerable inbox, but even for high flyers 2,000 unread emails is significant. Despite the subject matter though, this question isn't about email. The point of this question is to demonstrate how candidates approach work and how they prioritise tasks. You want to understand their process for attacking a project that, on the face of it, seems difficult to deal with. How would they divide the task up into smaller, more manageable sub-tasks? How would they prioritise which emails to answer? How would they decide which ones to answer? What is important is their reasoning and thought process, not what they say. 12. Who is the smartest person you know? Why?This is a great way to see what a candidate values and aspires to. By forcing them to think of someone that they know personally, you avoid a stream of people praising Steve Jobs and telling you how much they aspire to be like him. Instead, you'll see answers that praise specific traits that a candidate's friends, family or former colleagues have exhibited. There are no perfect answers here, but the best should focus on a specific characteristic, candidate's might praise a friend's desire for learning or networking ability. 13. What's the biggest decision you've made over the past year? Why was it such a big deal?This shouldn't be seen as a way of delving into a candidate's personal life, you don't want to find out why they've just broken up with their partner! Instead, interview questions like this are designed to show you how the candidate approaches the decision making process. Do they make choices impulsively or do they conduct painstaking research. Did they make a plan, or did they talk it through with friends? The answers to this question will if they're style of decision-making and their thought process fits the way you do things at your company. Determining if a candidate has the relevant skills and experience is only half the battle. You need to make sure that they're a good cultural fit for your company if you want to make good hiring decisions. Here are a few questions that can help you find this out: 14. What made you excited to get up and come to work at your last job?It's true that many people dislike their jobs. For the companies that want to have the best culture and employer brand though, it's important that employees are emotionally invested in coming to work. No doubt you have many employees for whom this is the case, your goal should be to swell their ranks! Explore why candidates found their last role exciting and what motivated them to keep dig deep when the going got tough. If they didn't find their last role stimulating, find out why. Are they likely to find work at your company interesting? This is more important than you think. It can be a great motivator for those late nights and lengthy projects. 15. What's your management style?Obviously this question is only applicable to people that you're interviewing for senior or management roles. Bad management techniques can kill company culture and employee happiness in the blink of an eye, you need to know that anyone you hire isn't going to f*ck up the culture (to use Airbnb CEO Brian Chesky's words!) Ask candidates about specific examples of times when they feel like the displayed positive a positive management style, as well as times when they got things wrong. Good traits to look out for include a willingness to take feedback and make time for employees, a clear indicator of this are a manager running monthly one-on-one sessions with their team. 16. Is there anything about this interview process that you would change?This is a question that no candidate can prepare for and it takes some by surprise (which is no bad thing). It will give you an indication of how candidates are feeling about the process and forces them to think on their feet. If you're hiring for a management position it can also show you how a candidate thinks about process efficiency and illustrate the thinking style that they may apply to other areas of your business if hired. This can also be a great way to get constructive criticism and improve your interviewing process and boost candidate experience. 17. What's your favourite non-professional activity?It's always important to try and understand what kind of person a candidate is, and finding out what they enjoy outside of work is a great way to dig into this. While it may not impact their work at all, it can help you understand someone's character. These kind of interview questions help to relax candidates and encourage them to open up and speak about their life. It's also pretty interesting to know that you have a budding kitesurfer or a weekend chess aficionado in your team! 18. Talk me through a bad professional relationship you've had. Why didn't it work?Everyone has had a boss that got on their nerves or a colleague that irritated them. Offices are high pressure environments, and emotions often boil over. Ask this question to understand the root cause of the bad relationship. What was the bad feeling based in? Did the candidate work to overcome the issue and recover the relationship? Most candidates are hesitant to badmouth their bosses and colleagues, so this question always prompts a few interesting answers. Watch out for weaker candidates who will cite problems like being passed over for a promotion or blame for project failure as the reasons for bad relationships. This is kind of blame culture is not something that you want in your organisation. 19. What would your former colleagues say about you if you weren't in the room?Hopefully nice things! Everyone wants to be thought highly of by their friends, family and colleagues, but if a candidate has significant drive and ambition it's possible that not everyone was her biggest fan at her last company. Most candidates will probably answer this awkwardly, it's an uncomfortable idea, but the best responses will be balanced. Something like: "my colleagues would probably say that I'm pretty passionate about my work but that I can occasionally overlook small details". If everything goes to plan, your new hire will be at your company for many years to come. With that in mind, you should ask a few interview questions that give you an idea of how candidates see their career evolving and how they handle strategic decisions. 20. What would your first 30, 60, or 90 days look like in this role?The goal for every new hire should be to hit the ground running. The best answers will be well thought out. Before diving in, top candidates will talk through the things that they'll require to get ramped up. In the first 30 days, they'll need to familiarise themselves with your process, sit down with key employees and get acclimatised to their new surroundings. 60-90 days should give them time to make key contributions in a number of different areas and bring at least one major initiative through to fruition. This is a pretty complex question, so feel free to break it up into 3 separate questions if you prefer. 21. Pitch [Company] to me as if I were buying your product or service. This is a slightly different, and more challenging, alternative to our earlier "What do you know about the Company?" question. Not only does it make candidates to reference material from their research, but it forces them to come up with a compelling message on the fly. Focus less on the delivery here. Sales and marketing candidates have an unfair advantage as they should be accustomed to this kind of task. The key to a good answer is thorough research and clear articulation of your business. If you are hiring for a customer facing role though this is also a great way to gauge how they'd deal with the curveballs that customer meetings often produce. 22. What single project or task would you consider your most significant career accomplishment to date? Walk me through the plan, how you managed it, how you measured success, and what the biggest mistakes you made were.Lou Adler, one of the world's foremost recruiting thinkers, has made no secret of his 10 year search for the perfect interview question. After all his research, this is the question that he landed upon. He believes it's the best indicator of whether you should, or shouldn't hire someone. Interview questions like this are the whole package. Candidates have an opportunity to give you a behind the scenes tour of the professional accomplishment that they're most proud of. You'll get insights into how they plan and run projects, as well as how the bar they set for success. Top candidates will also use the "biggest mistakes" part of the question to display a sense of ownership for any weak points in the project. 23. How do you set goals? Outline the process. Most of your best employees will be highly goal-oriented and results driven, hardly surprising then that hiring managers want more of the same! This interview question is great at ensuring that candidates are going to match up to the goals that you set them, and should show you whether they have sufficient initiative to set their own targets. The best candidates will articulate their exact goal setting process. This should involve: how they select goals, how they split these lofty goals up into smaller tasks, how they plan to tackle these tasks, and ultimately how they measure success. 24. Where do you see yourself in 5 years?To succeed and prosper, companies need ambitious new hires who want to drive the business forward, and this question lets you separate the 'Type A' people who might drive your business forward from the pack. Interview questions like this should make it easy to differentiate between candidates that have given career progression at your company serious thought from everyone else. It's also a great chance for the candidate to outline the role that they really want within your company - now you know what they're working towards. 25. If I gave you £50,000 to start your own business, what would you do?"Hold on a second, I thought we were trying to hire them not invest in them!" Relax, this question is a great way to illustrate business acumen and creativity. £50,000 is not to be sniffed at, but when it comes to starting a business it's hardly a king's ransom. As a result, candidates should think carefully about how they would spend it and what early hires or decisions would give them the best ROI. The best answers will get specific. They might touch on logistics, hiring, product decisions and services. You'll also be surprised at how creative candidates can get when you challenge them like this. Solutions. Transform your workforce Drive digital transformation Increase recruiter productivity Meet diversity targets Personalize the talent experience Increase employee engagement and retention Use AI to hire for key skills Rediscover talent Talent Lifecycle Management. 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                            [body] => 50 Best Interview Questions to Ask Candidates in 2022 Home » Questions » Interview QuestionsUpdated: November 24, 2021You found our list of the best interview questions to ask candidates.Interview questions are questions that employers ask to determine the best fit for a position among a pool of candidates. Because interviewers have a limited amount of time to evaluate candidates, recruiters select questions that elicit informative and comprehensive answers. Examples of the most common interview questions include “tell me about yourself,” and “what is your greatest accomplishment?” but interviewers occasionally pose more strategic or unique questions to test applicants’ critical thinking skills and creativity.These questions can also serve as icebreaker questions or team building questions.This article contains:great interview questionsmost common interview questionsteam interview questionsSo, here is the list!Great interview questions. Why should we hire you?What is most important to you in a role or work environment?What are you hoping for in your next role?What do you know about the company?Who is the smartest person you know personally? Why?Describe your relationship with your current colleagues.What is the most recent thing you learned?What are you most proud of in your professional life so far?What do you enjoy doing outside of work?How would your former managers and coworkers describe you?Most common interview questions. Tell me about yourself.Why do you want to work for this company?What are your greatest strengths?What is your biggest weakness?Tell me about a challenge or conflict you overcame at work.What is your most impressive work achievement?Why do you want to work at this company?Why do you want to leave your current role or company?Where do you see yourself in five years?What are your salary expectations?Unique interview questions. If we hired you as CEO of this company tomorrow, what is the first change you would make?If your exact opposite walked into this office after you, what kind of interview would they give?Upon arriving home, you realize you are the winner of a multimillion dollar jackpot. What do you do next?If you could work from any location on Earth, where would you choose?What would be your strategy for surviving a zombie apocalypse?What is one fact you refrain from adding to your resume, but would love to include?If somebody asked you to give an impromptu presentation on any topic, what subject would you pick?Which animal would you say that you are most like?What nonprofessional skill would you most like to learn?If I told you that the decision was down to you and one other candidate, what would you say to persuade me to hire you?Strategic interview questions. Describe a time when you proactively identified and addressed an issue at your company.Describe a time when you failed to achieve your goals and had to follow a different approach. What happened?Describe a time when you had to measure the success of a workplace change or campaign. What were your steps and ultimate findings?Imagine that you receive $50,000 and have one month to implement a major organizational change. What project do you choose and what approach do you employ?You ask for $5,000 to solve a problem, but upper management only allocates $1,000 for your solution. What is your plan of attack?Describe a time you failed and had to alter course and adopt a new approach. How did you know change was necessary? What actions did you take? What was the result?Walk me through your time management system.What do you think are the most important elements to consider when making a decision in our industry?Imagine you need to implement a new system that you do not have much experience with. What steps do you take to gather information and ensure successful execution?Share a time when you made a decision that involved great risk. What was the situation, the final verdict, and the result?Hard interview questions. What is the most difficult lesson you have had to learn thus far?What piece of critical feedback do you receive most often?If you could redo your career, what would you change?What have been your most positive and negative management experiences?Walk me through your approach to workplace conflict.Talk about a time when you had to work with someone whose personality was very different from yours.What is the farthest out of your comfort zone you have been while on the job?Give me an example of a time when you had to think or react quickly in response to a delicate situation.How do you deal with failure?Walk me through a time when you had to adapt to major change within your organization.Final Thoughts. Interviews can be daunting processes, but asking great interview questions to candidates improves the experience for interviewers and interviewees alike. A company’s choice mix of strategic and the most common interview questions can reveal organizational priorities and company culture, helping candidates make informed decisions about offers.Next, check out our list of tips for virtual interviews and this article on the best applicant tracking systems.FAQ: Interview Questions. Here are answers to the most common inquiries about interview questions.What interview questions should I ask candidates?The best interview questions to ask candidates depend on the role and the type of candidate you hope to attract. At minimum, you should ask the most common interview questions such as:Tell me about yourselfWhy do you want to work for this company?What are your greatest strengths?What is your biggest weakness?Why should we hire you?Additional questions should evaluate whether the candidate is a good skill and culture fit for the position. Feel free to tailor your top interview questions to suit your organization and industry.What interview questions are illegal?Off-limits interview questions center on unchangeable or highly personal aspects of a candidate’s identity.Illegal interview questions include those pertaining to:Sex, Gender Identity, or Sexual OrientationRace, Color, or National OriginReligionDisabilityAge or Genetic InformationCitizenshipMarital Status, Number of Children, Pregnancy Status, or Family-planning ForecastsIf a candidate brings these topics up, then it is advisable to steer the conversation onto other subjects. A candidate may inquire about reasonable accommodations and the inclusivity of your work culture, at which point it may be pertinent to outline your organization’s benefits, diversity efforts, and willingness to support underrepresented employees. However, as a rule, you should never pose interview questions related to these topics, and should defer these discussions if the candidate initiates them.The legality of asking about criminal background during interviews is more complex. In most places, it is not illegal to ask candidates about criminal records, but employers may not deny applicants based solely on conviction history without conducting an individualized assessment. The Equal Employment Opportunity Commission warns against placing conviction questions on job application forms. Most employers wait to ask about criminal conviction until the late stages of the interview process.What is the STAR method in interviewing?The STAR method is an interview technique that organizes answers to behavioral questions into a structured response format as follows:Situation: Describes a specific situation that pertains to the question. Outline the particulars of the circumstance.Task: Explain the objective.Action: Illustrate the steps and actions taken in order to achieve the desired goal. Be as detailed as possible and focus on individual contributions.Response: Relay the outcome of the action and evaluate results.This interview structure ensures that the interviewer receives comprehensive answers that provide a more complete picture of applicant’s work styles. Though situations should ideally be from past jobs, entry-level applicants or candidates pursuing career changes may draw on from experiences from school, internships, volunteer work, or other industries.What questions might a candidate ask an interviewer?Most interviews end with the question, “do you have any questions for us?” Here are some questions a candidate might ask an interviewer:Why is this position open?What are the average daily responsibilities of this job?How would you describe the company culture?What is your training/onboarding process?What can I expect in my first 30/60/90 days on the job?What do you think are the most important qualities for someone to excel in this role?What is your favorite part of working for this company?What development opportunities does the organization offer?What changes do you expect to see within the company over the next year/five years?What are the next steps in the interview process?Remember that an interview is a two-way street where the candidate evaluates whether to join the company. Preparing thoughtful, thorough, and confident responses to common applicant questions makes a positive impression. Of course, a candidate may pose a unique or interesting question that catches you off guard, in which case you can buy time to think by commenting, “that is a great question!” P.S: Press "CTRL + D" or "Command + D" to bookmark this page for updates.Share this article:TwitterLinkedInEmail Author: Angela RobinsonTeam building content expert. Angela has a Master of Fine Arts in Creative Writing and worked as a community manager with Yelp to plan events for businesses. Want to do team building online?We have 30+ event types, and thousands of five star reviews. View Event Types
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                            [body] => 29 Unique Interview Questions To Shake Up Your Hiring Click here to download ← Back November 2, 2020 • Interviewing ⤓ Click to download Are you asking unique interview questions? Or, just the same old, everyday, run-of-the-mill ones? Unique interview questions are designed to probe beneath the surface to get you the valuable knowledge you require to make the best hiring decisions.   In this article, you’ll learn what the most common interview questions are, why you should ask unique questions, the uncommon questions you should be asking candidates, and so much more!  Common interview questions. Here's a smattering of the interview questions most employers ask: Tell me about yourself. What are your strengths and weaknesses? Where do you see yourself in half a decade? Why did you apply for this position? Why are you leaving your current employer? Do you have any questions for me? Although these questions are essential, you'll want to create ones that are a little more unique than this. Many applicants have gone through the interviewing process multiple times and have heard the same questions repeated ad infinitum. When they hear a question for the umpteenth time, their eyes glaze over. They might even tune out. That’s why you need to ask unique questions. These are questions that make a person think and are individualized based on what your company is really like. Unique interview questions to ask your candidates. Ordinary questions are good for ferreting out basic information. But if you want to go light years beyond that, ask your applicant some uncommon questions. Just remember brain teasers—like Google and other tech companies used to be known for—probably won't provide you with the useful information you need to make sound hiring decisions. Ask questions that reflect your idiosyncratic workplace culture and let you know what it might be like to have the person working for you. Uncommon interview questions can test a candidate's ability to think on his feet.  Keep in mind everything you ask needs to be purposeful and not just for your personal entertainment.  A few caveats: Never ask questions that make your interviewee feel uncomfortable Don't ask questions that are inappropriate, discriminatory, or refer to a candidate's protected class information (gender, race, age, ethnicity, etc.)  Always try to have fun with candidates because humor can relieve jittery nerves The Curveball Question. Some jobs require employees to be quick or creative on their feet. Curveball questions are superb at revealing these attributes in applicants. Use these queries to evaluate the creativity of candidates for jobs that depend on creativity or out-of-the-box thinking. Icebreaker Questions  . Icebreaker questions help a candidate to relax at the beginning of an interview.  They also give him a chance to warm up his communication skills, give him a tantalizing taste of your company's culture and a fun first impression. Here are a few of them: If you could choose one superhuman ability, what would it be? What TV or movie character would you most like to have lunch with? Which one do you love more--felines or canines? If you were stuck forever on a deserted island and had all the food, water, and shelter you needed, what three personal items would you bring? Which literary character did you always dream of being? If you could visit any country on the planet, where would you go and why? Name ten uses for a stapler (other than its intended use). Do you think zombies should be slow or fast? Why? Describe this job to an extraterrestrial who just landed in Central Park. Other Unique Questions. Ideally, you should create your own unique questions that are a perfect reflection of your workplace culture. Here are some to either use as is or as fodder for your creative imagination: Tell me about a time you set a challenging goal for yourself and how you accomplished it. The answer to this will show you how much effort the interviewee is willing to expend on challenges. Have him walk you through what they did to take their goal from nebulous idea to concrete reality. Then, you'll know how they might act when challenges arise in your company.   Describe the work environment that will help you to contribute most effectively. This question should give you an excellent indication of what the candidate’s ideal workplace is. After you get his response, you'll be able to assess whether he would flourish in your company. Or wither away because the work culture won’t be to his liking. If that happens, you’ll have hired the wrong person—a mistake that might have been entirely avoidable had you asked the right questions. What kind of oversight would your ideal boss provide? The response will reveal how self-directed your future employee is. Some employees need a lot of handholding. If your company depends on autonomous team members, this is an excellent one to pose to weed these types of people out.  What project is your most significant career accomplishment? You want team members whose actions add value to your company. If the applicant talks about an impressive achievement he helped to bring about and his story sounds credible, this might be someone you want to bring on board. What are the three most important attributes you’ll bring to our company? Make sure the values your applicant mentions are congruent with those of your own workplace. If they’re wildly divergent, this might not be the person for you. Talk to me about a period in your life when you had to conquer a significant limitation that stood in the way of you accomplishing a goal. By asking this, you’ll get insight into how good an applicant is at transcending tough challenges. The question might also help tease out their problem-solving style, which could be useful information to have when you’re making a hiring decision. What excites you most about this job? This one will help you discover if the prospective employee has a passion for the job he's applying for. If he gives a lackluster response, you might want to steer clear of him and hire someone else. How would your co-workers describe you? This one will help you assess if colleagues enjoy working with the candidate, which will help you know if he's a team player.   How would your current boss rate the quality of your work?  This question might tell you how good the candidate is at accepting criticism and feedback. If the applicant uses this time to vent about how bad his previous supervisor was, this might be a red flag. How will your skills contribute to the accomplishment of our company's mission? These days, applicants are expected to conduct preliminary research on the company they want to work for. This question will show how much initiative the candidate took to investigate his future employer before coming to the interview. How are you going to continue to develop your professional skills and knowledge? You want to hire interviewees who passionately believe in the power of continuous improvement and development.  By asking this question, you'll also learn where the candidate needs improvement or areas where they need to expand their skills. Pitch my business to me as if you were me, and I was an investor interested in buying the company.  The candidate’s response will show you how skilled they are in the art of persuasion.  His answer will show you his depth of understanding of what your company does and his ability to sell your product or service.   Name a professional experience you would never want to go through again.  This question shows you how good the candidate is at learning from mistakes and extracting something of value even from the worst situations. Is it better to have a job done perfectly, albeit late, or merely good but on time? You don't want someone who can't meet deadlines because they're paralyzed by perfection.  So really, there's only one right answer to this. In five minutes, can you explain something to me that you know well? The candidate’s response will tell you how well your interviewee can articulate a subject to someone who doesn't know much about it. In many companies, this can be a valuable communication skill to have. Tell me about a time you felt like a miserable failure.  The candidate’s answer will tell you if he can take ownership of mistakes and learn something from them. Good explanations don't brush away failures but say how the individual fell short of what they were trying to achieve and how they would do things differently in the future. Beware the candidate who says he never screws up! Other people to avoid are those who blame others for everything wrong in their life. What's something you'd be ecstatic about doing every day for the rest of your professional career? This question will uncover what makes the candidate happy at work—which is an excellent way to gauge whether he’d stay at your company long term.  If I gave you $100,000 to build your own business, what would you do? The kind of venture the candidate chooses can be quite revelatory, giving you more than a mere glimpse into his interests. His answer will also tell you how much business acumen he has and the values he holds dear. See if you can also glean any information about his decision-making abilities from this question. What's the most significant decision you made in the past year? This is another question you can ask to gauge how an applicant's decision-making prowess. Find out if they quickly made that decision or if they stewed over it for some time. You might also learn how the candidate decides between two competing alternatives. If you were tasked with re-branding this company for the (BLANK) industry, what would the press release's headline be? This question lets your applicant show off his creative thinking abilities. Let him dazzle you with them! Track Your Data. Don’t just formulate questions and throw them away when the interview is done. Meticulously track how effective each one is in giving you the information you need to make good hires. Then, continuously refine them, so they become even more effective at doing the job they need to do. Match your questions to the candidate. Research your applicant a little so you can provide him with tailor-made questions that perfectly reflect his prior work history, interests, and values. These types of questions will give you the best information. Interview them in a restaurant or other non-office setting. By interviewing your candidate in a place other than the office, you’ll take the pressure off. This might let you see your future employee in an altogether different light than a formal office setting. Make the Hiring Process Easier. At Hunt Club, we can make every step of the hiring process easier for you.  That’s because we leverage referrals from our network of experts to source, qualify, and hire top-tier talent. Give us a call today! Recommended Hiring Resources 29 Unique Interview Questions To Shake Up Your Hiring How to Rescind an Offer 6 Group Interview Activities to Boost Your Hiring How to Search Resumes on LinkedIn to Find Top Talent Top 20 Data Modeling Interview Questions Why do brands like G2, Cars.com and ShipBob trust Hunt Club to make the right hires? . Hunt Club Stay updated. Subscribe to our blog. 33 North Dearborn Street, Suite 200Chicago, IL 60602© 2020 Hunt Club, Inc. Resources. Partners Blog FAQ Company. Our Story Leadership Careers Support. Terms of Service Privacy Contact
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                            [body] => How To Ace The 50 Most Common Interview QuestionsJacquelyn SmithFormer StaffLeadershipIf it has to do with leadership, jobs, or careers, I'm on it.Share to FacebookShare to TwitterShare to LinkedinI recently laid out the year’s most oddball interview questions. The Glassdoor list included queries from companies like Google, Bain & Co., and Amazon, which are notorious for their perplexing and unusual job interview questions. In 2012, the search giant asked a candidate, “How many cows are in Canada?” while Bain challenged an interviewee to estimate the number of windows in New York. Amazon asked a candidate, "If Jeff Bezos walked into your office and offered you a million dollars to launch your best entrepreneurial idea, what would it be?" The moral of the story was that job seekers need to anticipate less conventional interview questions, and that they should think of oddball queries as an opportunity to demonstrate their thought process, to communicate their values and character, and to show the prospective employer how they perform under pressure. Win At Work: An eBook From Forbes Land a great job, handle your boss and get ahead today. But as it turns out, most companies will ask more common interview questions like “What are your strengths?” and “What are your weaknesses?”—and it’s important that you prepare well for those, too. Glassdoor sifted through tens of thousands of interview reviews to find the 50 most common questions. The 50 Most Common Interview Questions: What are your strengths? What are your weaknesses? Why are you interested in working for [insert company name here]? Where do you see yourself in 5 years? 10 years? Why do you want to leave your current company? Why was there a gap in your employment between [insert date] and [insert date]? What can you offer us that someone else can not? What are three things your former manager would like you to improve on? Are you willing to relocate? Are you willing to travel? Tell me about an accomplishment you are most proud of. Tell me about a time you made a mistake. What is your dream job? How did you hear about this position? What would you look to accomplish in the first 30 days/60 days/90 days on the job? Discuss your resume. Discuss your educational background. Describe yourself. Tell me how you handled a difficult situation. Why should we hire you? Why are you looking for a new job? Would you work holidays/weekends? How would you deal with an angry or irate customer? What are your salary requirements? Give a time when you went above and beyond the requirements for a project. Who are our competitors? What was your biggest failure? What motivates you? What’s your availability? Who’s your mentor? Tell me about a time when you disagreed with your boss. How do you handle pressure? What is the name of our CEO? What are your career goals? What gets you up in the morning? What would your direct reports say about you? What were your bosses’ strengths/weaknesses? If I called your boss right now and asked him what is an area that you could improve on, what would he say? Are you a leader or a follower? What was the last book you’ve read for fun? What are your co-worker pet peeves? What are your hobbies? What is your favorite website? What makes you uncomfortable? What are some of your leadership experiences? How would you fire someone? What do you like the most and least about working in this industry? Would you work 40+ hours a week? What questions haven’t I asked you? What questions do you have for me? WATCH: The Theory Behind John Paul DeJoria's Hiring Practices In Pictures: How to Prepare for Common Interview Questions How to prepare for common job interview questions: Do your homework. “One of the biggest complaints of hiring managers is that many job interview candidates know very little about the company they're interviewing for,” says Andy Teach, author of From Graduation to Corporation: The Practical Guide to Climbing the Corporate Ladder One Rung at a Time, and host of the YouTube channel FromGradToCorp. Google the company you're interviewing with and read some of the articles that pop up; study the company's website; know the company's mission, its products and services, its locations, and who their top executives are. Go to the Public Relations tab on their website and print out some of their latest press releases. "Study them so that you can talk in the interview about what's going on with the company now," he says. Prepare a list of likely questions. Shweta Khare, a career and job search expert says getting a list of common questions for an interview is easier than ever before. "You can never underestimate the importance of preparation. It's the first step and the most important," she says. Identify what the organization wants and needs. “While the focus of ‘Why should we hire you?’ (and other similar interview questions) is on ‘you,’ the interviewee, it’s important to remember the answer isn’t all about you,” says Miriam Salpeter, job search coach, owner of Keppie Careers and author of Social Networking for Career Success and 100 Conversations for Career Success. The Forbes eBook: Find And Keep Your Dream Job The Definitive Careers Guide From Forbes encompasses every aspect of the job hunt, from interview to promotion. Discover how to get ahead today. The most successful interview responses focus on the hiring manager’s needs. “Framing replies that demonstrate you understand their problems, or ‘pain points,’ makes a big difference when competing with many other qualified candidates.” Prepare by identifying the skills employers are looking for. "Use their in-depth job descriptions, view videos the employers post about their organization, and visit their Facebook page and Twitter feeds," she suggests. Google yourself. Find out what the company knows about you, Teach adds. “See what they see. If there's anything negative about you, have a response ready as to why it's negative but don't get too defensive. Respond and then move on.” Interview yourself for the position. Before every interview, ask yourself: “Why am I a good fit for this job?” “I tell my clients to post the question, ‘Why should we hire you?’ on their bathroom mirror, refrigerator or anyplace they will see it during the day,” Salpeter says. “I instruct them to answer, out loud, keeping different companies in mind each time. Rehearsing this way will help you hone in on what you have to offer.” Identify what is unique or special about you. How have you gone above and beyond the call of duty? What did you accomplish that no one else managed to do? Did you volunteer to tackle a problem and solve it? “Don’t underestimate the value of looking at yourself, your skills and your accomplishments and outlining the key points you will want to share with a prospective employer.” Practice and plan. Role play answering typical interview questions with a friend, colleague, or coach, says Anita Attridge, a Five O’Clock Club career and executive coach. “Be prepared for the typical interview questions by thinking about what your response would be to them before the interview,” she adds. If you are a college student, set up an appointment with your career center and have them conduct a mock interview with you. “Even if you're a recent graduate, many college career centers will conduct mock interviews to help alumni," Tech says. “Request that your interview is filmed so that they can critique you and you can study the film. Don't worry if you're nervous or you screw up. You're much better off screwing up in a mock interview than in the real thing.” You don’t necessarily want to memorize responses—but try to have a general strategy for answering common interview questions. “Today many organizations are using behavioral interview questions to better understand what you have done,” Attridge says. “They usually begin with, ‘Tell me about a time when…’” She suggests briefly describing what the situation was; how you handled the situation; and what the result was. To prepare for these, you’ll want to think about workplace experience stories that describe your accomplishments or show how you dealt with a tough situation, Khare says. “If you don't have any stories that you can recall now, set aside a few hours to think and write down at least two or three stories. A simple question like, ‘Tell me about a time you made a mistake,’ can take you off-guard and it is not easy to recall unrehearsed. Having a repository of work experience stories written down before an interview will make it easier to recall.” Reflect on previous interviews. Keep a computer or paper record of your interviews, Teach says. “Keep a record of the time of your interviews, how long they are, your impressions of the hiring manager, and perhaps most importantly, what questions were asked of you, what answers you gave, and record any questions they asked you that you felt could have been answered differently. “ Study these elements and your interview skills will improve, he says. Figure out how to articulate your goals. Most of the commonly asked questions during an interview either dig into your previous experience or want to explore your future goals, Khare says. “Prepare and articulate your goals, and remain honest here.  Inconsistent answers won't get you the respect and credibility that is a must to impress an interviewer.” Be positive. When preparing for an interview and anticipating likely questions, plan to answer all questions positively. “Even if you were in a bad situation, think about how you can talk about the situation positively,” Attridge says. You always have a choice. It is much better to talk about a glass being half full then to talk about it being half empty. It’s all about your perspective, and in an interview being positive counts. Never say anything negative about your prior employers or bosses, either--no matter how bad the situation may have been. “A negative answer actually is a reflection about your judgment and business acumen, and not about the employer or manager.” Get comfortable. “Preparation and practice aside, the most important tip I would like to suggest to job seekers is to feel comfortable with the interview process,” Khare says. “You can read all the advice in the world about acing the interview, but none of the tactics will work out of you are not yourself during the process.” Feeling comfortable and relaxed positively influences your confidence. “And interviewers always appreciate a relaxed and confident candidate, as opposed to a heavy promoter and edgy one,” she adds.  Practice calming your nerves, and focus on how you can prove you’d be a valuable asset to the company. Subscribe To The Forbes Careers Newsletter Sign up here to get top career advice delivered straight to your inbox every week. How to answer 7 of the most common interview questions: "Tell me about yourself." While this isn't exactly a question, answering this the wrong way could really hurt your chances of getting a job, Teach says. "I was once told by an HR executive that this can actually be a trick question. Hiring managers can't ask you certain questions legally but if you go off on a tangent when answering, you may tell them some things about you that are better left unsaid." The worst way to approach this request is to tell them your life story, which is something they're definitely not interested in. The best way to approach this is to only discuss what your interests are relating to the job and why your background makes you a great candidate. "What are your strengths and weaknesses?" It's easy to talk about your strengths; you're detail oriented, hard working, a team player, etc.--but it's also easy to get tripped up when discussing your weaknesses, Teach says. Never talk about a real weakness unless it's something you've defeated. "Many hiring managers are hip to the overused responses, such as, 'Well, my biggest weakness is that I work too hard so I need try to take it easy once in a while.' The best answer is to discuss a weakness that you've turned around, such as, you used to come in late to work a lot but after your supervisor explained why it was necessary for you to come in on time, you were never late again." "Where do you want to be five years from now?" “What employers are really asking is, ‘Is this job even close to your presumed career path? Are you just applying to this job because you need something? Are your long-term career plans similar to what we see for this role? How realistic are your expectations for your career? Have you even thought about your career long-term? Are you going to quit after a year or two?’” says Sara Sutton Fell, CEO and founder of FlexJobs. Show them that you’ve done some self-assessment and career planning. Let them know that you hope to develop professionally and take on additional responsibilities at that particular company. “Don’t say something ridiculous like, ‘I don’t know,’ or “I want your job,” she says. Teach says no one can possibly know where they'll be in their career five years from now but hiring managers want to get a sense of your commitment to the job, the company, and the industry. “In fact, I would even mention that it's hard for you to know what job title you may hold five years from now but ideally, you'd like to have moved up the ladder at this company based on your performance. You're hopeful to be in some management position and your goal is to help the company any way you can.” If you give the impression that this job is just a stepping stone for you, it's unlikely the hiring manager will be interested in you. "Please give me an example of a time when you had a problem with a supervisor/co-worker and how you approached the problem." "I think that the hardest thing about work isn't the work, it's the people at work," Teach says. Most employees have a problem with a supervisor or co-worker at some point in their career. How they handle that problem says a lot about their people skills. If you can explain to the interviewer that you were able to overcome a people problem at work, this will definitely help your chances of getting the job, he says. "What are your salary requirements?"  “What employers are really asking is, ‘Do you have realistic expectations when it comes to salary? Are we on the same page or are you going to want way more than we can give? Are you flexible on this point or is your expectation set in stone?'" Sutton Fell says. Try to avoid answering this question in the first interview because you may shortchange yourself by doing so, Teach says. Tell the hiring manager that if you are seriously being considered, you could give them a salary range--but if possible, let them make the first offer. Study websites like Salary.com and Glassdoor.com to get an idea of what the position should pay. “Don't necessarily accept their first offer,” he adds. “There may be room to negotiate.” When it is time to give a number, be sure to take your experience and education levels into consideration, Sutton Fell says. “Also, your geographic region, since salary varies by location.” Speak in ranges when giving figures, and mention that you are flexible in this area and that you’re open to benefits, as well. “Be brief and to the point, and be comfortable with the silence that may come after.” "Why are you leaving your current job?" Hiring managers want to know your motivation for wanting to leave your current job. Are you an opportunist just looking for more money or are you looking for a job that you hope will turn into a career? If you're leaving because you don't like your boss, don't talk negatively about your boss--just say you have different work philosophies, Teach says. If the work was boring to you, just mention that you're looking for a more challenging position. "Discuss the positives that came out of your most recent job and focus on why you think this new position is ideal for you and why you'll be a great fit for their company." If you've already left your previous job (or you were fired), Sutton Fell suggests the following: If you got fired: Do not trash your last boss or company. Tell them that you were unfortunately let go, that you understand their reasoning and you’ve recognized areas that you need to improve in, and then tell them how you will be a better employee because of it. If you got laid off: Again, do not trash your last boss or company. Tell them that you were let go, and that you understand the circumstances behind their decision; that you are committed to your future and not dwelling on the past; and that you are ready to apply everything that you learned in your last role to a new company. If you quit: Do not go into details about your unhappiness or dissatisfaction. Instead, tell them that while you valued the experience and education that you received, you felt that the time had come to seek out a new opportunity, to expand your skills and knowledge, and to find a company with which you could grow. "Why should I hire you?" A hiring manager may not ask you this question directly but every question you answer in the interview should contribute to helping them understand why you're the best person for the job. "Stay focused on why your background makes you an ideal candidate and tell them how you are going to contribute to that department and that company," Teach says. "Let the interviewer know that one of your goals is to make their job easier by taking on as much responsibility as possible and that you will be excited about this job starting on day one." Salpeter suggests you print and highlight the job description, looking for the top three or four most important details. "Do they include terms such as, 'cross-functional team,' 'team work,' and 'team player' several times?" If so, your answer to, "Why should we hire you?" (asked directly or as an underlying question) should mention and focus on your abilities as they relate to teams. In Pictures: How to Prepare for Common Interview Questions. -- Follow me on Twitter, Forbes, and Google+. Jacquelyn SmithPrintReprints & Permissions
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                            [body] => 3 better questions to ask in your next job interviewIf you’re not asking these things in an interview, you’re missing out. . [Photo: Olya Kobruseva/Unsplash] By Patrick Mullane 3 minute ReadJob interviews are stressful events. Even if the interviewer tries to put you at ease, you know you’re being evaluated. But many who throw themselves into prospecting for a new job forget it’s a two-way street: Not only is the company evaluating you, but you’re also evaluating the company. At some point in the discussion, they’ll turn the floor over to you and ask, “Do you have any questions for me?”advertisementadvertisementIn my 30-year career, I’ve learned this is a critical moment that many interviewees flub. Candidates forget that when they’re given control of the discussion, it’s an opportunity to do two very important things. First, it’s a chance to learn something genuinely useful about the firm you might be joining. Second, you get to show that you’re thoughtful and conscientious. Both are hugely important as you look to make a change. Don’t waste the opportunity.Here are three questions candidates typically ask, and their better alternatives—to help you achieve the two-pronged goal of impressing and learning in a job interview.Common Question #1: “Can you tell me about the culture here?”advertisementBetter Question: “Can you think of a time when the company’s culture made you excited to work here or helped you during a challenging time?” It’s easy for an interviewer to answer the first question with platitudes you’d expect from somebody representing their company. You can already guess what the answers will be. “It’s collaborative.” “We like to work hard and have fun.” “It’s inclusive and supportive.”The second version, on the other hand, gets to the intersection of employee and culture. Since that’s the intersection you’ll live in if you get the job, it’s important to understand how you’ll fit with that culture. Imagine how much more you’d learn if you asked the better question and got an answer like this: “I had an unexpected death in the family and my peers proactively contacted me, not just to offer condolences, but to assure me they’d cover for me while I was out.” Wouldn’t that answer help you instantly understand what the culture is like? advertisementCommon Question #2: “How have you liked working here?”Better Question: “I noticed you worked at Company Y before coming here. I’m curious, what did you see about this opportunity that made you make the jump?”In the age of LinkedIn, you’d be crazy not to do a little intelligence-gathering of your interviewers and ask a question that shows you’ve done your homework. The first question, while not horrible, misses the mark—although you’d certainly learn something if the interviewer were to say they hate working at the company. (That would be something!) But the answer to the better question will help inform your own decision-making process. This is especially true if the person interviewing you has a similar background and skills. They’ve already taken the track you’re considering, so why not learn more about their decision-making journey and how it led them to their current role?advertisementCommon Question #3: “The company has had rapid growth. Do you expect that to continue?”Better Question: “Given the growth this company has experienced, do you anticipate significant strains on your customer service group?”It’s relatively easy to find financial information on larger firms—particularly if they’re publicly traded—and to use the information to understand the health of an organization. The first question isn’t horrible. You could learn something about the prospects of your potential new employer. But it could be better. advertisementAssume for a moment you’re interviewing to be a customer service manager. Then the better question not only allows you to talk about the company’s growth, but it helps you understand how that growth might affect you in the job you’re interviewing for. Wouldn’t it be nice to know if the group you’re joining is significantly strained by rapid growth? Wouldn’t you like to know how much latitude you’ll have in helping solve this problem?In a hot job market, it’s tempting to be lazy when doing the upfront work to prepare for an interview. And it’s easy to figure that the interview is over when the person interviewing you gives you the floor. But it’s not. Asking better questions in the right way can significantly increase the chances you’ll not only impress the interviewer, but also gain valuable insights that can help you decide if the position is right for you.Patrick Mullane is the executive director of Harvard Business School Online. Previously, he led a manufacturing company and served as a captain in the U.S. Air Force. He is the author of The Father, Son, and Holy Shuttle: Growing Up an Astronaut’s Kid in the Glorious 80s.advertisementadvertisementadvertisementadvertisementadvertisementVideo. Impact. ImpactWhy this socially responsible bank just bought a carbon measuring company. ImpactThis is every Starbucks that is holding a union vote (so far). ImpactThis banana will last longer because it’s covered in an edible coating made from food waste. News. NewsJob seekers, work at one of these companies in 2022 if you want a better corporate culture. NewsCalculate your risk of catching COVID indoors or out with this handy new chart. NewsOmicron variant in the U.S.: Updated CDC tracker now shows near complete takeover. Co.Design. Co.DesignTo understand gerrymandering, take a shot at this mini golf course from hell. Co.DesignThey look just like new, but Levi’s 501s are now made from liquified fibers of old jeans. Co.DesignU.S. quarters get a dramatic redesign with Maya Angelou and other notable women. Work Life. Work LifeThe one interview question that tells you if the candidate is right for the job. Work LifeSecrets of fast growth from the founders and advisers of unicorn startups. Work Life3 ways to train your brain to be more curious.
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                            [body] => Top 20 Essential Interview Questions and Answers Interview Questions and Answers / By Biron Clark / 48 COMMENTS If you’re looking for the commonly asked job interview questions, then keep reading.After working for years as a recruiter, I’m going to share the top 20 job interview questions and answer examples, plus do’s and don’ts to get you ready to ace your interview.For each question, you’ll get:Notes on why hiring managers and recruiters ask this questionDo’s and don’ts, including the top mistakes to avoidWord-for-word example answers that will impress any employerLet’s get started…20 Interview Questions and Answer Examples. 1. Tell me about yourself. This is one of the most common interview questions, and it trips a lot of job seekers up because of how open-ended it is.Here’s what the best answers include, and how to impress when the interviewer asks this question:First, keep your answer work-related when answering, “Tell me about yourself.” While technically they’ve left it open to include personal details, it’s not what the typical interviewer is looking for.And to keep your answer clear and easy to understand, tell your story in chronological order.Walk them through your background, starting at how you began your career or your current line of work.If you’re a recent graduate or entry-level candidate, you can discuss your academic work. Why did you choose this field of study? What projects have you done and what have you worked on?If you have prior work experience, walk the interviewer through your key accomplishments, key career moves you’ve made and why, and end by sharing what you’re looking to do next in your career and why you’re job hunting.Do:Focus on sharing your professional story onlyKeep your answer under 2 minutes in lengthWalk them through how you got started in your career, key moves you’ve made, and then bring them up to speed on your current situationDon’t:Share personal detailsTalk for more than 2 minutesInterview answer example: “I started my career in Marketing after graduating with a Business degree in 2013. I’ve spent my entire career at Microsoft, receiving two promotions and three awards for outstanding performance. I’m looking to join a smaller company now, and take on more leadership and project management.”2. What do you know about our company?This is one of the most common interview questions to practice for. You’re very likely to hear it in an early-stage interview, especially a phone interview.In the sample answers below, you’ll see that the goal is to show them you’ve done your research and didn’t apply to their company without knowing anything about them.If you don’t seem like you know anything about them, you’ll come across as desperate – somebody who will take any job they can find. And that’s going to make you unattractive to any good employers out there.So when they ask, “what do you know about our company?”, your primary goal is to show you’ve done your research or knew about their company before applying. If you do this, you’ll be fine.Do:Research the company before the interview (on their website, their LinkedIn page, Google News, and more)The more creative you can be in your research, the better. Try to go above and beyond a basic scan of the company website if you want to give the best answer possibleUnderstand what industry they’re in, what they sell and how they make moneyTry to have some sense of their company size. Are they 100 employees? More than 10,000 employees? Etc.In your answer, explain what caught your interest or excited you about their firm and show that you’re interested in their particular company, and why. The interviewer wants to know why you want their specific job even if they don’t ask directly.Don’t:Say you don’t know anythingSay facts that are incorrect or you aren’t sure about (it’s better to know one or two facts that you can say accurately, than five facts you’re not sure of)Do the bare minimum of research and only cite a couple of basic facts from the company’s websiteInterview answer example 1:“From what I read, your company is one of the leaders in database and website security for large corporations. I read your list of clients on your website and saw multiple Fortune 500 companies mentioned, including Verizon and IBM. Beyond that, I recently had an informational interview with James from the Marketing team, after messaging him on LinkedIn, and he shared a bit about your company culture; mainly, the emphasis on collaboration and open interaction between different departments and groups. That’s something that sounds exciting to me and that I’m hoping to find in my next job. Can you share more about how you’d describe the company culture here?”Interview answer example 2:“I know you’re one of the leaders in contract manufacturing for the pharmaceutical industry. I read two recent news articles as well and saw that you just finalized plans to build a new facility that will double your manufacturing capacity. One of my hopes in my current job search is to find a fast-growing organization that could take full advantage of my past experience in scaling up manufacturing operations, so I was excited to have this interview and learn more about the specific work and challenges you need help with from the person you hire for this role.”3.  How did you hear about the position?When they ask “how did you hear about the position?” it’s typically best to give an honest, direct answer.The interviewer is simply curious how you came to know about them and the general idea behind why you applied. They’re curious how you’re finding positions to apply to in general, too.If you found the job through a colleague, through researching employers online, through a job board or job posting, or any other common method, simply tell them the truth.Do:Be clear, direct, and upfrontTell the truth unless it’s something very embarrassing (for example, when I was much younger, my mother found me a job to apply for. That does *not* sound great, so I answered by saying that a friend saw the job posting and mentioned it to me. A white-lie is okay when needed).Explain why the job interested you, if possible (e.g. “I was excited to apply because ___”)Don’t:Say you don’t remember or don’t knowSound unsure of yourselfGood answer examples:“I found the position while looking for jobs online”“I heard about it from a colleague/friend”“Your company was recommended to me by somebody I worked with in a previous job and had heard good things about your organization”“I saw the job posted on LinkedIn, and the position seemed interesting so I wanted to learn more”4. Why did you apply for this position?When they ask “why did you apply for this position?” pick something specific that interested you. If you say you love their products, tell them why. That’s the key to giving a convincing answer to this job interview question.Stay away from sounding like you’re desperate, or that you want just any job. Yes, if you were laid off it’s okay to say that, but then re-focus the conversation on exactly what you’re looking for in the next opportunity and why you feel their company might have it.You need to sound like you want the RIGHT job and that you’re being picky. Employers won’t hire you if you don’t demonstrate that you want to work for them in particular.So it’s best to appear picky and selective in your job search. That means being clear about what you want in your next role.Also, the best answers will stay away from negatives and complaints. Don’t bad-mouth your current company or boss. Focus on the positives of the job you’re applying for now.Do:Make them feel like you’re interested in them for a specific reasonShow you’ve done your research and understand what the job involvesPhrase everything as a positive. Don’t badmouth your current situation, just talk about what you hope to gain by coming to work for them (experiences, challenges, opportunities).Don’t:Say you just need a job in generalExplain that you’re unemployed and just need to find workSay you just need money or have bills to pay so you need workBadmouth your current boss or company or say anything that will make it look like you’re leaving your current role on bad termsSound desperate, or sound like you will take any job you can get and you don’t care what it ends up beingMention any other personal reasons like “I need to find a shorter commute.”Example answer 1:“Since beginning my career, I’ve wanted to work for a larger organization in this industry, and I know you’re one of the leaders in this space. I’m very interested in your products/services, especially the mobile applications you’re building recently, so I’d be excited to come here and grow my skills with an organization like yours.”Example answer 2:“I’ve heard great things about the work environment here from a few colleagues. And when I saw this job posting, it seemed to match my skills very closely. For example, I saw on the job description that you need somebody who’s an expert in Java programming. This is what I focused on in both of my previous positions, and was even the focus of my academic work before graduating from university. I consider myself an expert in Java and it’s a skill I hope to continue specializing in.”5. Why are you looking to leave your current company?If you’re job searching while employed, this is one of the most important interview questions and answers to know.(And if you’re job hunting while unemployed, make sure you prepare to answer, “Why did you leave your last position?” instead.)Otherwise, the most important thing to do when they ask why you are looking to leave your current job is to stay positive and never badmouth your current employer, boss, or even team members.Rather than complaining or talking badly about your situation, say that you’re looking for more of something positive. What are you hoping to gain from a job change?Is your current boss a jerk? Say that you’re looking for an environment with more leadership you can learn from.Do:Sound positive and focus on what you want to gain by making a moveShow gratitude for your current job (e.g. “This job has been great and I’ve learned a lot in the 2 years I’ve been here, but I feel I’m ready for ___ now.”)Sound like you’re ambitious, motivated, and eager to find the next challenge in your career.Don’t:Badmouth your current employer in any waySound like you’re trying to escape a bad situation, or you’re failing or not fitting in at your current jobSay you’re struggling or failing to perform the workSay it’s too difficult or stressfulSay you’re not sureGood sample answer:“I’m looking for more leadership opportunities. I’ve been at my company for three years and have really enjoyed the experience but I feel in order to take the next step in my career, it’d be helpful to join a larger organization and use what I’ve learned in the past to lead more projects. That’s why this Project Manager role excited me.”6. Tell us about a challenge you’ve faced and how you handled it. Focus on a specific work-related challenge and talk about how you overcame obstacles, used it as a learning experience, used the resources around you (including people/colleagues if applicable), and ended up with a positive result! That’s how to answer this interview question. Keep it work-related, not personal.Do:Explain the situation, the task you needed to accomplish, and what method you chose (and why)Share the outcome. What was the result?Share what you learned from the experience. Did you take away knowledge that has helped you in your career?Don’t:Share any story that involves personal conflicts, arguments, or disagreements at workTalk about an argument you hadTalk about a challenge that you didn’t overcome, or didn’t find a solution forAnswer example:“In my last job, we were facing a tough deadline and my boss was out for the day. Our client was expecting a project to be delivered by 5:00 PM, but we were far behind schedule. I took the lead on the project, delegated tasks to the four other team members in a way that I thought would utilize everyone’s strengths best. And then I re-organized my own personal tasks so I could dedicate my entire day to contributing to this project as well. The project was a success and we delivered the work on-time. I went on to lead more projects after that, and used what I learned to be a better project manager.”7. How much money are you looking to earn?This question is left off of many lists of common job interview questions, yet it’s extremely important and the wrong answer can cost you thousands of dollars.The best answers to this question follow one rule: DON’T say a specific number or even a narrow salary range that you’re targeting.Why? You have the least amount of leverage possible at this point in the job interview and job search process. You haven’t finished interviewing with this employer, and they don’t even know if you’re a good fit for the position.So you can’t command a high salary right now. There’s nothing to gain by answering salary questions so early, and quite a bit to potentially lose.If you go too low with your desired salary range, it could limit the offer you receive later, even if they would have offered more normally. Or, you could worry them that you’re not at the level they were hoping for!Meanwhile, if you share a number or range that’s too high, you could scare them off before they get to know you and see your worth! Whereas, after talking with you in a few interviews, they might have been willing to stretch their budget to hire you! I’ve seen this happen frequently as a recruiter.Therefore, it’s a lose-lose to tell them your salary target before you know they’re interested in hiring you. When you’re preparing what to say in a job interview, especially an early-stage interview, salary goals should not be a part of it!You can, however, share some basic research you’ve done into broad salary ranges for this type of position in your city. Do:Tell them that you’re focused on finding the best-fitting role, and that you don’t have a specific target salary in mind yetRepeat this multiple times if needed (if they pressure you or “push back” after your first response)Share any research that you’ve done into broad salary ranges for your type of role, but only provide a broad range (for example, a range of $50K – $75K).Don’t:Tell them a specific salary you’re targetingTell them a narrow range you’re targetingExample answer:“Right now I’m focused on finding a job that’s the right fit for my career. Once I’ve done that, I’m willing to consider an offer you feel is fair, but I do not have a specific number in mind yet. My priority in my job search is to find a position that’s a great fit and will allow me to continue learning and becoming more skilled. That said, I did some baseline research into salaries for this type of role here in Seattle and found that the average seems to be in the $50K to $75K range, so if your job is within that range, I think it makes sense to keep talking.”For more info, here’s a full article on how to answer desired salary on applications and interviews.8. Why should we hire you?Employers ask, “Why should we hire you” to see how well you understand the role, and to hear your perspective on how your skills can help them.When you hear interview questions like this, you should be thinking about their role, their needs, and how you’ll help them. How will they benefit if they hire you? What will you improve for them? What will become easier, more efficient, or more profitable?And show you’ve done your research. Make it clear that you know what this position involves and that you’re ready to perform those exact tasks in your next job.Do:Be confident in your skills and abilitiesTalk about specific things you can help them do or achieve if they hire youDo your research before the interview and understand their needs, so you can “tailor” your answers and target the specific things they’ll need if they hire you in this roleDon’t:Say “I don’t know”Say “You should hire whoever you want”Give a generic answer that’d fit any company. You really need to “tailor” this to the specific duties you’ll be performing in THIS specific job. Otherwise your answer will not impress them.Example interview answer:“I read on the job description that you’re looking for someone with experience in ____. I’ve done that for 3 years and can immediately help you accomplish ____”.9. Why do you want to work here?If they ask “why do you want this job?” show you’ve done plenty of research to learn about them before coming in to interview. You want to make them feel like you chose them for a reason. This is very similar to the previous question: “Why did you apply for this position?”Show them that you know what that their job involves (at least as much as you could learn from the job description and company website) and that you’re excited to be interviewing for this position.The bottom line is: The typical employer looks to hire someone who will want to work for them in particular, not just someone who wants to work any job they can find.Here’s how to demonstrate that you want to work for them and that you’re a good fit when you answer:Do:Mention specific, work-related reasons why their job and company interest youTalk about your own career path and goals, and how this job and company fits your future aspirationsSound excited about the opportunity to work for themShow you’ve done your researchDon’t:Say, “I have bills to pay and need money”Say, “I just need a job”.Share any personal details like, “I live 5 minutes away so it would be a very short commute”Sample interview answer:“I’ve been actively searching for jobs since graduating with my Nursing degree. I’m interested in intensive care and emergency medicine and I’ve seen your hospital mentioned as having one of the best ER’s in the region. I thought the job description matched up well with my background, and saw some of my personal strengths mentioned, like multitasking and being able to thrive in a fast-paced environment, so I’d love to begin my career here.”10. Why did you leave your last job?There are a lot of good answers to this interview question. There isn’t just one “right” answer. Here are some guidelines:If you chose to leave on your own terms, stay positive and focus on what you wanted to gain from the decision, rather than bad-mouthing or focusing on negatives you wanted to avoid.And if you were fired or laid off, be upfront and clear. You’re not going to make employers want to hire you by being vague or trying to hide something.If you got fired, show what you’ve learned from the experience, and what you’ve done to make sure this doesn’t happen again. That’s how to spin it into a positive.Do:Be clear and direct and address the question head-onIf you were fired, own up to it and share what you’ve done to make sure this never happens againIf you chose to resign, focus on the positive things you hoped to gain by moving to the next opportunity, rather than badmouthing or talking about the negatives in your last roleDon’t:Don’t badmouth or complainNever say you resigned because of a disagreement or argument with a coworkerDon’t make it sound like money is your main priorityDon’t try to hide facts or avoid the question; this will just lead to more questions and suspicion from the interviewerExample answer:“I was hired for a project management role, but over time that changed and I was no longer being given the opportunity to do the work I was interested in. I left to pursue an opportunity that I felt was more aligned with what I’ve chosen to focus on in my career.”You can also get more ideas for how to answer this on our list of 20 answers for “why did you leave your last job.”11. What is your greatest weakness?When they ask, “what’s your greatest weakness?” you want to name a real weakness.I recommend picking something skill-based, not personality-based.You never want to say you struggle to work with others, or you’re bad at resolving disagreements, or taking direction from a manager, etc. Those things will get you rejected in the interview.So pick a specific skill, but pick something that won’t severely impact your ability to do this job. For example, if the job involves data entry with Excel spreadsheets all day, you do not want to say Excel is your weakness. Or that you struggle to pay attention to details.Finally, end your answer by explaining what you’re doing to overcome or improve your weakness.Take a look at the do’s and don’ts and the interview answer example below to get a sense of what the best answers will sound like.Do:Name a real weaknessPick something skill-based, not personality-based. For example, say, “I’m not particularly strong in Microsoft Excel…” rather than, “My weakness is working on a team and following directions.”Mention what you’ve done to overcome this weakness and improve recentlyDon’t:Don’t give a fake weakness like, “I work too hard”Don’t try to be funny with an answer like, “Kryptonite.” Hiring managers have heard it over and overDon’t tell them you have no weaknessesDon’t name a personality-based weakness (like “I have trouble getting along with colleagues”)Don’t name a weakness that will severely impact your ability to succeed in their jobExample interview answer:“I’m not particularly strong in social media marketing. For the first few years of my career, I focused entirely on email marketing. That’s still what I specialize in, which is why I applied for your Email Marketing Manager job. But I’ve realized it’s also helpful to understand the principles of social media marketing because some of the strategies that work there also work well in email. So I’ve started spending a couple of hours per week of my own time to study and learn this new area, which has helped me a lot.”Note that you the interviewer might also ask, “what areas need improvement?” In that case, you can use the same approach, and I still recommend naming one single weakness, just to keep your answer simpler and more concise.12. Where do you see yourself in 5 years? There are three big reasons interviewers ask “where do you see yourself in 5 years?“: They want to see if you’ve thought about your professional futureThey want to make sure you’re ambitious and hard-workingThey want to make sure the job they’re offering fits with your goalsSo, pick a work-related goal of where you’d like to be five years from now, and make sure it’s slightly challenging or ambitious-sounding.You don’t want to say, “I see myself in the same position five years from now.”And make sure to share a goal that is related to the type of job you’re interviewing for. You want to sound like the experience you’ll gain in this job fits your long-term goals.Otherwise, they’re going to be scared to hire you. Why would they offer you the job if it doesn’t fit the goals you described to them? You’d be unsatisfied, bored, and would probably quit within the first year. No company wants this.Do:Show you’ve thought about this topic and questionSound ambitious and motivatedBe realistic. Don’t say you want to be CEO in five years if you’re entry-levelMake sure your answer is related to this job. They won’t hire you for a job that has nothing to do with your 5-year goalDon’t:Be sarcastic or give a joke answer like, “I plan on having your job”Say you’re not sure, or say you’d be happy staying in the same role for five years (most companies do not want to hear this)Example interview answer:“I’m glad you asked. In five years I see myself taking on more responsibilities, either through management or higher-level individual contributions. I’m not sure which path will make sense to pursue, but I know my goal right now is to build a strong foundation and gain valuable experience so that I’ll have a successful future in this industry.”They may also ask, “What are your career goals” so prepare to answer that, too. You can read career goal examples here.13. Tell me about a time you failed. This is one of the most common interview questions in many fields, from retail to corporate positions, and is intended to find out if you’re able to learn from mistakes and bounce back when things don’t go your way.Employers want to see if you can own up to your mistakes, be accountable, and also learn and improve from the experience. That last piece is key if you want to give a good answer to this question.When you answer, “tell me a time when you failed”… here are the most important do’s and don’ts to follow:Do:Admit to a real failureDescribe the situation and what went wrongShow that you take responsibility (rather than blaming others), and show you learned from itIdeally, talk about how you used that lesson to get a different outcome next time you were presented with a similar challenge (e.g. how you turned a past failure into a future success)Don’t:Say you never failTalk about a failure but then blame others and talk about how it wasn’t really your faultGive a long-winded answer that goes off-track. You really need to be concise and show you can tell a clear story. That’s one more thing employers look for when they ask this interview question.Sample interview answer:“In my most recent position, I had recently been promoted to Supervisor and was managing the department by myself right before the close of business. An employee was acting out and I confronted him in front of everybody. It made the situation worse and caused a lot of distraction for everyone on the floor. I failed to lead properly in this situation, and spoke to my manager the next day to discuss what I could have done better. We both agreed that I should have handled this privately with the employee by asking them to step inside my office. If I had done this instead of reacting the way I did, the situation would have turned out much better. From that point onward, I am always conscious of whether a discussion with a team member should occur in public or behind closed doors, and it made me a better leader.”14. How do you make decisions?This is another one of the most common interview questions you’ll hear. You may also hear this phrased as a behavioral interview question, like, “Tell me about a time you had to make a difficult decision? How did you handle it and what did you decide?”With any of these decision-making job interview questions, hiring managers want to know that you’ve made good decisions in the past and are comfortable making a tough decision under pressure. Demonstrate this, and they’ll feel more confident that you’ll be able to make good decisions in your next job, too… while working for them.So to show the hiring manager that you’re the right fit, prepare to explain how you organize and structure your decisions. The best answers will show that you’re calm and follow a logical system when you make important decisions.Answer sample 1:“Just last week I had a situation that describes my process pretty well. One of our largest clients was having an issue with our latest software update and I had to decide between doing a fresh install on their system or trying to troubleshoot. The fresh install would come with downtime, but it was a known variable. Whereas, if we took troubleshooting steps, it could resolve the problem eventually, but the company would be working with multiple software bugs and issues for an unknown period. I spoke to our representative from their company, and also spoke to the Account Manager within our firm who had originally brought this client on, since he had the closest relationship with the firm. The company didn’t express a preference and told us that we should decide what’s best. However, the Account Manager I spoke with said that this company is typically risk-averse and doesn’t like uncertainty. They want to know how bad the “damage” will be whenever a problem arises. Based on this information, I felt the best way to resolve the situation was to do a complete reinstall of the software, causing 30 minutes of downtime, but solving the problem that day. I also spoke to our billing team to provide a special discount to help offset the lost revenue our software caused, which the company appreciated and thanked me for.”Answer sample 2:“I typically list out all available options and then weigh the pros and cons and expected outcomes of each. If other teams or people are impacted by the decision, I’ll ask for their thoughts, too. Sometimes a peer will point out a pro or con that I hadn’t seen, so I find it helpful to talk to others when appropriate. After this, I’ll choose the course of action that I feel is most likely to bring about the best outcome. I also weigh the risks of each possible decision. If one decision has a good potential outcome but comes with too much risk for the company, then it may not be the right choice. Would you like me to give an example? Or did that answer your question…”15. What is your greatest achievement?You shouldn’t brag about yourself in every interview question and answer, but sometimes it’s called for. And this is one of those cases.Don’t be timid and don’t hold back. This is your chance to share one accomplishment that you’re most proud of and why. I recommend choosing a professional achievement, but if the biggest win that comes to mind is personal, that’s fine too.Ideally, share a story that illustrates how you overcome a challenge, went through a transformation, or overcame doubt or fear to accomplish something that you’re proud of. If you can show determination and resiliency, that’s going to impress most employers. However, there are plenty of scenarios where your biggest achievement might show other traits instead. That’s fine, too.16. What are your leadership experiences?Even if you’re not directly interviewing for a management role, you may face some leadership interview questions.Employers like a candidate who can take initiative and lead projects and tasks even if it’s not their main role to lead. Plus, that shows you’ve got room to grow and can be promoted in the future. So before any interview, think about one or two recent leadership experiences, ideally from work situations. Did you lead any meetings or projects? Did you train or mentor anyone? Did you spearhead a new initiative at work?If you have no examples from work, then look to university experience, sports, or other clubs/activities where you led a project, task, meeting, or event. Note that you may also be asked, “what is your leadership style?” but this is typically reserved for positions where you’ll be leading as a core part of your role. 17. How would you describe yourself?While this question is similar to, “Tell me about yourself,” it’s best answered with a shorter response. To prepare, pick two or three key positive adjectives that you’d use to describe yourself and your work, and be ready to explain why.Example answer:I would describe myself as careful and hard-working. I’m persistent, and my work ethic is something I take pride in. But I also like to work carefully and ensure that I’m not committing mistakes or having to redo my work. I’ve found that by slowing down and working carefully and methodically, you can often save yourself a lot of time and hassles in the long run.18. What are you passionate about?Employers like to hire a candidate who has interests, passions, etc. This is also why companies often ask, “what motivates you?” or, “what gets you out of bed in the morning?”When answering, “what are you passionate about?” you have a lot of freedom. The question is very open-ended. I recommend naming one single area. This keeps everything simple and makes it easier to prepare. That’s why I recommend it for multiple interview questions and answers above, too.So pick one topic that gets you really excited. It can be mission-oriented, like solving a crisis or helping the world. Or it can simply be that you enjoy challenges at work, learning, improving, problem-solving, reaching new levels of skill, etc.You can also share a personal story explaining how you got into your field of work or why it matters to you. No matter what you choose, pick one thing, and tell the truth. There isn’t one “right” answer here but employers can tell if you’re being genuine/honest, and that’s what they want to see.19. Do you want to tell us anything else about you?As you reach the end of the job interview, the employer may ask, “do you want to tell us anything else?”When you hear this, you have two choices.First, if you feel the interview went well and you don’t have anything else to add, it’s completely fine to say:“No, I think we covered the important topics here. I’m satisfied if you are. I’m looking forward to hearing your feedback, though, and the role sounds exciting to me.”This is normal/acceptable and you shouldn’t feel pressure to say more if you’re satisfied that the interview went well. This is not a trick interview question.However, if there is a topic you wish they had asked about but didn’t, or something unique that sets you apart from other candidates that you didn’t explain yet, then feel free to share it. They’re giving you the opportunity because they genuinely want to know.You can also give yourself the opportunity to share a final point even if they don’t ask.Just say, “Is it alright if I share one more detail? Something came to mind and I think it’s relevant.”99% of interviewers will say, “Yes, sure!”20. Do you have any questions for us?If you don’t ask good questions in each interview, you might be costing yourself job offers. Asking questions shows interest in the position and shows employers that you’re looking for the right fit, not just any job. This will make them trust you more and want you more.You can ask about the work, the training, the challenges you’d face, the overall direction of the company.Don’t ask about salary, benefits, time off, or anything that isn’t related to the work. Wait for them to bring it up, or until you know they want to offer you the position.Here are 27 unique interview questions to ask employers.Example answer:“Yes, I have a couple of questions actually. The first thing I wanted to ask: Is this a newly-created position, or did somebody hold this role in the past? And if so, what did that person go on to do after this position?”  Hold Up! Before you go on an interview...Get our free PDF with the top 30 interview questions and answers. Join 10,000+ job seekers in our email newsletter and we'll send you the 30 must-know questions, plus our best insider tips for turning interviews into job offers.Keep Reading. 04 Jan, 2022Answers to “How Do You Stay Organized?” (4 Examples) 05 Oct, 2021Why Career Change? Interview Question and Answers 21 Sep, 202121 Entry-Level Job Interview Questions and Answers 14 Sep, 2021How Do You Prioritize Your Work? (Interview Question) Previous Post 12 Resume Formatting Tips from a Professional Next Post How to Get a Job After Being Fired
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                            [title] => 40 Favorite Interview Questions from Some of the Sharpest Folks We Know | First Round Review
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                            [destination] => https://review.firstround.com › 40-favorite-interview-q...
                            [description] => Given the high-stakes nature of every hire, interviewing chops are always in need of sharpening. We’ve spent the past few months reaching out to some of the most thoughtful company builders in our network to pose a simple question: What’s your favorite interview question to ask and why? Here are their answers
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                            [serp_title] => 40 Favorite Interview Questions from Some of the Sharpest ...
                            [serp_description] => “Can they honestly point out both good and bad? Do I feel like they are being real? I'm looking for authentic insight into this person's strengths and ...
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                            [h1] => 40 Favorite Interview Questions from Some of the Sharpest Folks We Know
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                                    [5] => 50+ Interview Questions to Help Surface Underrated Qualities in Candidates
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                            [body] => 40 Favorite Interview Questions from Some of the Sharpest Folks We KnowHere at First Round, we’re always searching for advice that gets overlooked or goes unshared, hoping to find the stones that company builders don’t even know to turn over. Whether it’s through in-person events, online discussions on First Round Network (our internal Quora-style platform), or the articles and interviews we share here on the Review, we’re driven by an ambition to create the space founders and startup leaders need to exchange that “trapped” knowledge.And in those spaces, we’ve seen time and time again how the conversation inevitably drifts back to a single topic. Whether it’s a Fast Track mentorship pairing, an intimate Co-Founder Forum dinner or a CTO unconference, hiring always seems to be top of mind. There’s no shortage of challenges that could benefit from a dose of outside perspective, from finding hiring practices that scale to bringing on a new exec to nabbing a great in-house recruiter. And then there's the interview. When you’re scaling quickly, moving at warp speed, and sitting on several hiring panels, interviewing can seem like a task you just need to get through. But it’s worth pausing to remember that the decision to hire someone is an expensive and far-reaching one. And since you’re forced to make it after spending (at most) a few hours together, maximizing what you can learn about candidates in those precious few minutes becomes all the more crucial.Of course, we’ve shared a fair amount of interview best practices in the past here on the Review. (Two particular must-reads come to mind: the seven characteristics that help you hire a top performer and this roundup of interview questions previously scattered across the Review archive).But given the high-stakes nature of every hire, interviewing chops are always in need of sharpening. And that means our hunt for a crazy-good interview question is never over. We’re endlessly fascinated by the go-to inquiry in everyone’s back pocket, the kind that makes you want to steal it for your own hiring toolkit.To that end, we’ve spent the past few months reaching out to some of the smartest and most thoughtful operators in our network to pose a simple question: What’s your favorite interview question and why?The responses we got back were first class. What follows is an exclusive list of 40 interview questions, sent to us by the sharpest folks we’ve met or just outright admire. Some of the questions are (deceptively) short and sweet, some are probing and unexpected, others hinge on targeted follow-ups. Broken down by topic, they tackle everything from how candidates understand the role and process feedback to their first summer job, worst boss, and the last time they changed their mind. Most importantly, these incredible founders and company builders break down why they lean on these questions — and what to look for in the answers you hear.We hope this collection serves as a rich jumping off point that you can leverage as you design your own process, whether you’re building it from scratch or looking to give it a refresh as you double-down on hiring. Let’s get started.Got a favorite interview question of your own? Tell us on Twitter or share it here. We’ll compile the best submissions and share them with First Round Review newsletter subscribers.QUESTIONS TO HELP UNPACK PIVOTAL TRANSITIONS:1. What do you want to do differently in your next role?When he asks this question, Instacart co-founder Max Mullen usually sees two kinds of responses — and there’s one camp that the best candidates usually fall into.“I find that the best answers highlight what they’re running toward, rather than what they’re running from in their current job. If they launch into what they don’t like about their boss or current company, that tells you a lot. It tests whether they’re a positive person and how they handle adversity,” says Mullen.“I also can often pick up on what interests them about our company specifically, and get a sense for how much research they’ve done. Finally, it gets into motivations — if they bring up how they’re looking for a more challenging opportunity, you can probe how they want to make an impact or the types of problems they’d love working on,” he says.2. Imagine yourself in three years. What do you hope will be different about you then compared to now?Julie Zhuo is a favorite of ours for a reason. The VP of Product Design at Facebook quite literally wrote the book on how first-time managers can approach building out their teams. She’s graced the pages of the Review before as well, sharing her well-honed perspective on hiring designers, and the essential (and unique) questions every manager should ask.Julie Zhuo, author and VP of Product Design at Facebook“At a growing organization, hiring well is the single most important thing you can do,” she writes in her book. “The most important thing to remember about hiring is this: hiring is not a problem to be solved but an opportunity to build the future of your organization.”When we followed-up with Zhuo recently to find out what floats to the top as her favorite question after hiring hundreds of candidates over the years, her response had a similar focus on the future. “Asking a candidate to describe her vision for her own growth in the next three years helps me understand the candidate's ambitions as well as how goal-oriented and self-reflective she is,” says Zhuo.3. For the last few companies you've been at, take me through: (i) When you left, why did you leave? (ii) When you joined the next one, why did you choose it?Kevin Weil likes to walk through a candidate’s recent career history with a unique lens. “I love this question because it helps me understand how they think through big decisions,” says the co-creator of the Libra crytpocurrency and VP of Product for Calibra at Facebook.Weil finds he learns a lot about underlying motivations by unpacking why people leave and join companies. “What were they optimizing for that the career move maximized? Are they looking for safety, or are they eager to take risks?” he says. “Are they trying to develop new skills, or perfect existing ones? Has their goal been to scale their management experience, or dive back into execution to get their hands dirty?”Weil recommends paying special attention to how candidates cobble an answer together. “It’s interesting to see whether they weave the answer into a narrative arc or outline a series of distinct decisions,” he says. “Do they think big picture? Are they a great storyteller?”Transitions are also Branch CEO Alex Austin’s favorite place to mine. “I find that it’s in the space between jobs when people have to make decisions entirely independently,” he says. “There's no team member they can steal credit from or that can do work for them. It's the only time in their career when you can get incredibly deep insight into how they think and what motivates them. Then you can evaluate their answers against the characteristics you believe are required to succeed against the role.”Get candidates to tell you about the transitions between jobs, rather than about each one. That’s a better window into what they value and how they make decisions.QUESTIONS FOR SUSSING OUT MOTIVATIONS:4. Among the people you've worked with, who do you admire and why?On its face, this question might not seem to be designed to uncover motivations. But that’s exactly what Jules Walter is digging for when he asks it in interviews. Jules Walter, product lead for monetization at SlackAs an angel investor, product lead for Slack’s growth and monetization team and co-founder of CodePath.org, Walter stays busy pursuing the causes he cares about — and he’s interested in learning more about the values that drive folks who want to join his team.“I want to uncover a candidate’s values, but I’ve found that asking about that directly isn’t as effective,” he says. “This question pulls out those drivers in a more subtle, yet honest way. What they admire in others tells you a lot about what they find important.”You’ll learn a lot more about a candidate’s values by asking her who she admires. It’s a telling glimpse into the qualities she’s striving to cultivate herself.5. Tell me about a time you took unexpected initiative. Follow-up: Can you tell me about another?Brian Rothenberg is something of a growth guru. As the former VP of Growth at Eventbrite (and current investor at defy.vc) he’s shared the answers to the toughest growth questions and tried-and-true tactics for tailoring strategies from zero all the way to IPO.So it comes as no surprise that his go-to interview question helps him uncover those candidates who push the bounds of their own personal growth. “I’ve found that the best people on your team consistently take initiative, even when it’s not expected of them,” says Rothenberg. “But after they give one example of initiative in action, it’s critical to follow up by asking for another. I want to see a pattern, whether it’s at work, school, or any other place.”6. What’s something great about your current or previous job? Why?bethanye McKinney Blount is a fount of company building wisdom. Across the course of her career, the co-founder and CEO of Compaas (and former engineering leader at Reddit and Facebook) has shared insights on everything from troubleshooting troublemakers in startup culture to introducing comp transparency.bethanye McKinney Blount, founder and CEO of Compaas“Asking this question in interviews tells me two different things,” says Blount. “First, I learn what someone loves and values — what's important to them. Second, they nearly always follow up with a qualifier,” she says. “They’ll often say something like ‘But that doesn't make up for…’ and so they’re also telling me something they don't love. I find that second piece to be very instructive. It helps me understand where they feel uncomfortable, unsupported, or generally unhappy.”7. What motivates you to work?This one comes from Varun Srinivasan, former Senior Director of Engineer at Coinbase (where he had front-row seats to the company’s wild ascent and came through the other side with a valuable collection of lessons on scaling).“On its face, it’s a simple question for the interviewer to ask. But it requires a tremendous amount of thought and introspection from interviewees,” says Srinivasan. “I’ve found the asymmetric nature of it unlocks valuable discussion. Great candidates will be able to articulate their intrinsic motivators and reflect on why they've worked at startups before — or upack why they want to break in. Less-than-stellar candidates won’t wade into that self-inquiry. They’ll provide surface level answers such as ‘I like hard technology challenges.’”Jopwell co-founder and CEO Porter Braswell opts for a similarly open-ended question: What does success mean to you? “I find that asking questions like these makes the candidate pause and think,” says Braswell. “That helps drive a more organic and free-flowing conversation where I get to know the interviewee and what drives her on a deeper level compared to going through her resume.”8. Looking back on the last five years of your career, what’s the highlight?According to Michael Vaughan, this question is more powerful than it seems. “It tells me what type of person they are, what matters to them and how they think,” says the former COO of Venmo and current EIR at Oak HC/FT.“For example, if they tell me about a personal accomplishment, then I know personal career development is a huge area of focus. If they tell me about the accomplishment of a direct report or the team, then I know they care about developing people,” says Vaughan. “If they tell me about a company feat, then I know that they tie their own success to the company's success — which is a great mentality for weathering the early stages of a startup.”QUESTIONS ON THEIR FIT FOR THE ROLE:9. What are you really good at, but never want to do anymore?Bryan Mason, Chief Business Officer at VSCO, is a fan of this question because it gets candidates to do three things:Bryan Mason, Chief Business Officer at VSCOReflect on what they've learned about themselves.Test their ability to speak with humility about being “good” at somethingTalk about stuff you may find valuable on their resume, that they in fact no longer want to do.“It’s amazing how often people answer saying they never want to do exactly what I’m hiring for in this role,” he says.There are incredible candidates who excel at exactly what you’re hiring for. The trouble is that they don’t want to do it anymore.10. What’s the difference between someone who’s great in your role versus someone who’s outstanding? When interviewing candidates for LendingHome, co-founder and CEO Matt Humphrey is on the lookout for a keen understanding of the difference between A+ performance and what he calls “A+++”.“I always follow-up with: 'Can you give me some specific examples of this in your career and the results you saw?' I look for how they answer the question just as much as the content of the answer itself,” he says. “The best candidates can answer almost immediately, maybe even with a wry smile because they know exactly what I’m getting at and they’re proud of doing something that was truly above and beyond.”11. How did you prepare for this interview?When he asks this question, Jonah Greenberger is testing for three things: proactiveness, resourcefulness and passion.“Those qualities are critical for almost any position,” says the CEO of Bright (a First Round-backed company). “I also like that this multi-purpose question is so open-ended. It gives room for candidates to show how concise, creative, and clear they are.”12. What do you believe you can achieve with us personally or professionally that you can't anywhere else in the world?Shiva Rajaraman (CTO at WeWork and former VP of Product at Spotify) typically asks this question at the tail-end of an interview cycle.“I like it because candidates reveal their individual motivations, creativity, and commitment to our mission all in one response,” says Rajaraman. “Often, they haven't really thought about our company or capabilities deeply. The answers here can be revealing as to whether we are truly the best fit. It also helps cement that we are a special place for the person to thrive. Most importantly, if a candidate is able to articulate her ambitions and how we can help her achieve them, we are one step closer to closing her.”Questions about why someone wants to work here and take on this particular role may seem routine, but they’re incredibly important. Often, candidates are fleeing something else and haven't thought deeply about what they want next.As the Corporate Communications Manager at Looker, a company that’s put tremendous thought and care into bringing new people on board, Tamara Ford John similarly recommends digging into what makes candidates passionate about the specific opportunity in front of them. “I always ask candidates, ‘Why do you want to work here? Why do you feel you will be good at this position?’” she says.“I've found that the specifics of why someone is drawn to your company and believes they’ll succeed in a given role are often overlooked. It’s incredible how many times I’ve seen people fall down when it comes to answering these questions in interviews.”13. What are the three most important characteristics of this function? How would you stack rank yourself from strongest to least developed among these traits?When Jack Krawczyk is hiring for WeWork’s Product team, he’s hunting for candidates that have both a deep understanding of the function they're in and an appreciation for the spots in which they still need to grow.“I use this question when hiring product managers, but it can work for other functions,” he says. “I’ve found that it forces the candidate to be introspective and provide examples of how they’re a student of their craft.”14. Tell me about your ideal next role. What characteristics does it have from a responsibility, team, and company culture perspective? What characteristics does it not have?Square's Alyssa Henry As the head of Square’s seller and developer business units, Alyssa Henry has her hands full, so the ability to quickly uncover alignment — or misalignment — in the hiring process is critical. Rather than asking directly about a candidate’s interest in a particular role, she’s found it helpful to abstract out to their ideal next role, a scenario that captures what they’re really after.“This two-part question helps determine if there’s a match in expectations for the role. Particularly when you hear the answers to what they’re not looking for, sometimes you realize that the candidate is actually a better match for a different role,” she says. “But my favorite part is that it gives you the selling points you need to hit on when it comes time to close the candidate. You already know what they value, which makes it easier to tailor your pitch.”15. It's September 5, 2020. What impact on the business have you made in the year since you’ve joined?When hiring for PatientPing, co-founder and CEO, Jay Desai wants to get candidates talking about the future, what the world will look like once they get the job, settle in and start making an impact.PatientPing's Jay DesaiHere’s what he’s able to learn from this question:Timing: “I’ve found that it provides visibility into how long the candidate thinks things should take,” says Desai. “Folks coming from larger companies assume things take longer than they should, while someone from a smaller, scrappier startup might want to go faster than they should.”Where their focus lies: “You can learn a lot from how they describe their hypothetical impact. Are they results-oriented, using numbers to describe their impact?” says Desai. “Maybe they’re more process-oriented, describing their impact in terms of the systems they’ve successfully set up. Candidates who are more people-oriented will talk about how the org will have grown and how the team will have developed.”Understanding of the role: If a candidate is way off-base from your expectations when describing what they’d hope to achieve, that’s telling in a different way. “It tests the extent to which they have internalized this role and what the company is asking them to solve for,” says Desai.The work to overcome other misunderstandings about the role and the hiring manager’s expectations doesn’t stop once a candidate officially joins the team. To continue strengthening relationships and getting to know each other, Desai relies on an incredibly tactical framework that provides a bedrock for productive employee/manager relationships — read more about it here.QUESTIONS ON WORKING WITH OTHERS:16. Tell me about a time you strongly disagreed with your manager. What did you do to convince him or her that you were right? What ultimately happened?When we surveyed our network of thoughtful founders and operators, several mentioned this as their favorite interview question. Since they each had different points of emphasis and takeaways, we’ve combined a few perspectives here to highlight why this question packs such a punch.Stripe's Cristina CordovaLet’s start with Cristina Cordova. She joined Stripe as the 28th employee and first business development hire. In addition to joining First Round’s Angel Track program, she’s since led multiple teams across Business Development, Financial Partnerships, Partner Engineering and Diversity & Inclusion functions — which means she’s done her fair share of hiring.And this question has become her go-to in interviews for a few reasons. “It shows me how far someone will go in order to do what they believe is right,” says Cordova. “The way candidates choose to unpack the anecdote also shows me how they convince others in the face of obstacles. Do they use data? Do they gather support from others?” Asking about what ultimately happened is also particularly illustrative. “How they speak about not getting their way tells you a lot about whether they're willing to disagree and commit to execution,” she says.Current Head of People and Development at Opendoor (and former SVP of Sales at Yelp) Erica Galos Alioto leans on this question as well. “I’m looking to see how candidates deal with conflict in a work environment,” she says. “Do they openly address it and see their difference in opinion as a strength? Or are they unable to see the other person's perspective? Do they try to resolve it or silently let it bother them? This tells me a lot about their ability to communicate effectively and how they will handle disagreements with others at work.”Former Airbnb VP of Engineering Michael Curtis is also a fan of diving into how candidates handle disagreements in interviews. “I like this question for a few reasons,” says Curtis. “First, it's hard to give a fluff answer to. I also find it gives me great signal on the candidate’s personality in a number of dimensions, and it serves up useful data points that can be used in reference checks later on.”Curtis probes deeper into the topic with targeted follow-ups that really get into the weeds of how the disagreement with their boss went down:What was your manager’s reasoning?What arguments did you find compelling in favor of the decision?What was your reasoning and most compelling arguments against?Were you ultimately right?In addition to sharing more of his go-to questions (“Think of a time you had to cut corners on a project in a way you weren’t proud of to make a deadline. How did you handle it?”), Curtis lays out tips for focusing interviews on culture and character, as well as advice for busting bureaucracy before it starts in this Review article.17. Tell me about the best and worst bosses you’ve ever had, specifically, in your career. What was the difference?As the CEO of Foursquare, Jeffrey Glueck finds that candidates aren’t usually prepared for this question. “They often reveal what makes them tick through their answers,” he says. “While the best one is interesting for picking up insight on how to get the most growth out of them, I often find that the worst boss answer is more interesting. You might learn that they react strongly to micromanagement, are fiercely independent, or are very individual comp focused.”The key is pushing candidates to get specific. “Don’t let them off with vague answers,” says Glueck. “They don’t have to name names, of course, but you need to insist they talk about two specific bosses at specific companies, not generalizations.”18. What's one part of your previous company's culture that you hope to bring to your next one? What one part do you hope to not find?Ben Kamens, the founder and CEO of Spring Discovery (and alum of Khan Academy and Fog Creek Software) finds this question to be an effective way to probe candidates’ thoughtfulness when it comes to working with others, uncovering their understanding of how team dynamics and culture intersect.“Do they immaturely rant about the failings of past teammates? Do they thoughtfully consider why certain problems existed, maturely discussing the tradeoffs their previous company had to make?” he says. “Can they reason through why one company or industry's problems or culture might not apply to another's?”QUESTIONS ON LEARNING FROM MISTAKES:19. When was the last time you changed your mind about something important?For Sarah Fetter, Managing Director of East Rock Capital, this interview question is all about evolution.“It allows you to see how — and if — the candidate's belief system or set of core values has changed. How did a powerful experience or impactful person shift the candidate’s worldview?” she says. “Follow up with more questions to find out what they felt before, during and after the experience of being challenged — that will tell you a great deal.”20. What's the most important thing you've learned from a peer and how have you used that lesson in your day-to-day life?This one comes from Dan Slate, Director of Product Management at Wealthfront. “I’m looking for a candidate’s ability to identify superpowers in those around them that they want to improve upon themselves,” he says. “I like this question because it allows me to assess their self-reflection and growth mindset. Depending on the answer they provide, it can also be a good window into how humble they are.”21. Tell me about a time you really screwed something up. How did you handle it and how did you address the mistake?“In one fell swoop, this question tests for humility, self-reflection, problem-solving and communication skills,” says Chad Dickerson, former Etsy CEO turned coach-to-other-CEOs at Reboot.Chad Dickerson, coach at Reboot and former CEO of EtsyHe notes that it also provides greater insight into scope of responsibility in prior roles. “The bigger one's scope, the bigger the mistakes and the more complex the remediation of those mistakes,” says Dickerson.22. Tell me about a time you made a mistake or failed at something. What did you learn from this experience? Can you give me two other examples?As an alum of Glossier, the Chan Zuckerberg Initiative and Product Hunt, Corley Hughes has serious team-building chops. When hiring, she likes to focus on how a candidate has learned from failure — but she’s found that asking about it just once isn’t enough.“Asking for three examples gives me a better sense of someone's actions and natural way of working. Everyone who’s adequately prepared for an interview has one rehearsed answer on learning from failure in their pocket,” she says.“The folks who can point to three different times they’ve messed up show that they have a well-honed habit of looking objectively at a situation and talking openly about what they’d do differently. I’ve found that these people tend to naturally self-course-correct, are constantly learning, and are willing to share bad news quickly, which are must-haves on my team.”When listening to the answers, she’s specifically looking to see whether the candidate can:Speak comfortably and openly about mistakes.Reflect and apply what they learned.Demonstrate that they don’t take themselves too seriously.Every candidate has one canned answer on learning from failure in their pocket. The people who can point to three different examples are the true constant-learners — and the folks you need on your team.23. When have you felt the lowest in your career? Did you realize how you felt in the moment? How did you respond? Codeacademy co-founder and CEO Zach Sims (who’s previously shared his fundraising wisdom on the Review) is scouting for tenacity with this question.“We’re looking for people that know that careers have lots of ups and downs,” he says. “Can you handle those with aplomb, working through the downs with your team and the upswing that hopefully follows? Candidates that have experience with this rollercoaster can often ride out startups better than others.QUESTIONS THAT SURFACE SELF-AWARENESS:24. What’s one misconception your coworkers have about you?Umbrella co-founder Sam Gerstenzang once wrote that it’s not the presence of weakness, but rather a failure to recognize it that usually holds people back — and accordingly, his go-to interview question centers around self-awareness.“I've found this question tends to open up a candidate,” he tells us. “By asking for a misconception rather than something coworkers simply don't know about you, the interviewer often receives a more important and revealing truth while also understanding how the candidate relates to their co-workers.”In Gerstenzang’s experience, the misconception is often something a candidate wishes they had more or less of, which helps understand their underlying motivations. “A less-than-great answer often reveals an underdeveloped sense of self or poor communication with co-workers,” he says.Asking about misconceptions is a powerful tool. It speaks to both your conception of yourself, and your understanding of how others perceive you — both of which are critical.25. What are you better at than most anyone else? What’s your superpower and how will you leverage that to make an impact at this company?Roli Saxena has some incredibly insightful interview questions up her sleeve. The current Chief Customer Officer at Brex (and former VP of Revenue at Clever) has previously spoken to the Review about how she hunts for resilience and prioritization to find candidates who are well-equipped to combat burnout and overwhelm.Another one of her favorite questions similarly straddles two qualities. “By asking about their superpower and how that will specifically help them in this role, you can learn a lot about candidates’ self-awareness and how prepared they are,” she says. “If they can tailor their response to what our team is focused on and how they can add value, I know they’ve done the homework — both on our company, and on themselves.”Lenny Rachitsky, former Airbnb product leadLenny Rachitsky is also a fan of asking candidates to share their superpowers. “As a manager, it’s important to help people flex what they’re really good at, instead of just trying to improve on the areas they’re struggling with,” he noted in his recent advice for handling performance reviews.Here’s what the former Airbnb product lead is specifically looking for in answers to this interview question:Getting thoughtful and concrete. “The best candidates take the time to pause and really think about it,” says Rachitsky. “It’s a red flag for me if they jump to stock-sounding generic answers. I want them to identify something focused, not vague.”Showing humility and authenticity. “Can they honestly point out both good and bad? Do I feel like they are being real? I’m looking for authentic insight into this person's strengths and weaknesses,” he says. “Which is why I often tack on this follow-up: ‘If I were to ask your colleagues at your last job to tell me about you, what would I hear?’ I find that it consistently gets to real honest stuff.”Rachitsky shared his thoughts on the role of superpowers in performance reviews, emphasizing a manager’s responsibility to describe their reports’ strengths — and how they can flex them further. Get his tactical advice (and incredibly helpful template) in this Review article how performance reviews can help managers uplevel from good to kickass.26. If I were to go and speak to people who don't think very highly of you, what would they say?This question is clearly designed to probe the depths of a candidate’s self-awareness. But Gabriel Otte is also hunting for another quality: empathy.Self-awareness isn’t just about understanding your own shortcomings. Develop empathy for the people who dislike you — otherwise you’ll get caught up in justifications and evasions that make it tough to truly internalize the criticism.Gabe Otte, co-founder and CEO of Freenome“When I pose this question to candidates, I’m always looking to see how much empathy they have for the people who don’t like them,” says Otte, the co-founder and CEO of Freenome (and a partner in First Round’s Healthcare Co-op). “Do they evade or try to justify why people might not like them? Or are they in denial and think no one dislikes them?”QUESTIONS TO FIND OUT HOW THEY RESPOND TO FEEDBACK:27. What’s one critical piece of feedback you’ve received that was really difficult to hear? Why was it difficult and what did you do with that information? What did you learn about yourself? As Medium’s Head of People, Pema Lin-Moore typically asks this question in the career history portion of the interview. “It gives me a glimpse into how a person responds to feedback that’s out of line with how they see themselves or how they wish to be seen,” she says. “You get a sense of how self-reflective a person can be, how resilient they are, and the type of environment they've been operating in.”Nolan Church also similarly recommends probing into how a candidate deals with difficult feedback. “I learn more about someone from this question than anything else I ask,” says the Chief People Officer at Carta. “It gives me insight into an area for development, how they respond to feedback, and their level of introspection, vulnerability and humility.”In addition to providing question #11, LendingHome co-founder and CEO Matt Humphrey submitted another excellent question that also fits in here, adding a slight twist: “I always say ‘We'll ask about this in references, but I'd love to hear it from you as well: Very specifically, what’s the most recent piece of critical feedback that you've gotten?” he says.For him, the preface to the question is particularly key. “I’ve found that throwing in the ‘references’ comment is important because it tends to bring out more honest responses,” says Humphrey. “I’m literally looking for them to get into the nitty-gritty of the when and the how, not fluffy or abstract responses. So it’s helpful to have candidates know that if they lob in a softball, I may hear something different when I’m doing reference checks.”28. Find a way to give the candidate feedback in the interview.This one is less question, more targeted tactic, but it’s such valuable interview advice for hiring managers that we had to include it here. It was suggested by Nicky Goulimis, co-founder and COO of Nova Credit.Nicky Goulimis, co-founder and COO of Nova Credit.“In every interview, I try to find a way to give a candidate constructive feedback and see how they react,” she says. “How we navigate tough conversations is critical for how we’ll be able to work together in the future, so it’s important to test.”It’s always unique to the candidate, so it’s hard to give one-size-fits all advice, but here are two tactics she relies on to create an opening for a constructive feedback opportunity:Feedback on the exercise: “Our business interview process typically involves a take-home that we have candidates present,” says Goulimis. “We always applaud the candidate at the end to share our appreciation, but then everyone on the interview panel goes around sharing feedback, both positive and constructive. It’s incredibly instructive to see a candidate internalize that feedback and respond to it in the moment.”Feedback on their potential fit: “I also share constructive feedback when debriefing with candidates. I talk openly about what’s really exciting to me and where I still have question marks,” she says. “In addition to demonstrating my commitment to transparency, it also offers them an opportunity to react to or address those areas while they’re still being considered.”QUESTIONS THAT PUT PASSION FRONT AND CENTER:29. What was the last thing you nerded out on? Shawne Ashton, VP of Growth at mindbodygreen (and former Director of Business Operations at Zola) levels this one at candidates as a final question. “It helps me get a sense of whether this person is a life-long learner, self-starter, naturally curious, and able to teach themselves new things they're interested in,” she says. “By emphasizing that it doesn’t need to be work related, I find that I also get to know the person a bit more beyond their direct job experience, and it ends the interview on a fun note.”Upstart’s Head of Strategy and Partner Operations Cindy Smith asks a similar question, with a slight twist: Tell me about a topic that you’ve taken it upon yourself to learn about. “I want to hear them talk about something they’ve received no formal training on,” says Smith. “It shows curiosity, tenacity around learning and it helps me gauge how a person tackle hard topics and new challenges.”30. What are some things outside of work that you’re irrationally passionate about?While this question may seem like a standard getting-to-know-you inquiry, Laura Behrens Wu uses it as an opportunity to delve deeper into a candidate’s motivations.Laura Behrens Wu, co-founder and CEO of Shippo“I’m looking for people who are intrinsically motivated, and hobbies are often an outlet for that,” says the co-founder and CEO of Shippo. “Over the years, I’ve found that intrinsically driven individuals typically have other passions outside of work that they pursue in an obsessive-like way. For example, if a candidate tells me they run 10 miles a day as a hobby, that’s a signal of a strong internal drive.”31. What’s the first job you had, that's not on your resume, and what did you learn from that experience?This question is one of Maryann Kongovi’s favorites. “It relaxes the candidates and leads to fun conversations about summer jobs,” says the VP of Operations at Algolia. But there’s intention behind it as well. “I always come away with better insight into their values and perspectives on work itself.”QUESTIONS THAT THROW A CURVEBALL:32. Why shouldn't we hire you?Romy Macasieb finds this question is a useful (and unexpected) tool for excavating where a candidate still has room to grow. “It goes much deeper than your standard ‘What are your 3 areas of improvement?’ type questions,” says the founding PM and current VP of Product at Walker & Company.“I like that it allows interviewees to play both sides of the table. They could highlight the skills they’re missing or why they might not be what we’re looking for by saying something like ‘You shouldn't hire me if you want someone that is quant-only,’” Macasieb says. “But they can also turn the focus to why you might not be a fit for them. I’ve heard responses like ‘You shouldn't hire me if you have an open office floor plan.’”33. What should our team be doing differently that could yield 10x improvement?Meka Asonye leads the Startup & SMB sales org at Stripe, a group that advises venture-backed companies on their commerce, monetization and expansion strategies. “I’m looking for folks who have a bias for action and can think like an owner,” he says. “Can they think at the CEO level, beyond just the job they’re applying for?”Sometimes, this question surfaces some real gems. “We're actually considering piloting one of the ideas a recent candidate mentioned. I've also had interviews where people have mentioned things that we have seriously considered but scrapped for various reasons,” says Asonye.But when the answers are less than stellar, here’s where candidates tend to go wrong:Ambitions aren't lofty enough. “Oftentimes I hear ideas that are a 10% improvement, not 10X. The temptation can be to offer non-controversial, minor tweaks to process,” says Asonye.Can’t think of any suggestions. “This one is a big red flag for me, as I tend to see candidates in a second or third round interview, after the candidate has met with five to 10 people,” says Asonye. “They should be pretty well-versed in our company and product by then, so it’s often a sign that they haven’t done their homework.”To troubleshoot conversations that have stalled out, Asonye offers helpful footholds with these guiding questions:Why might we be unable to raise our next round of financing?Why would someone choose to work with our biggest competitor?What product or service might we introduce that would be valuable to our core customer?34. Teach me something.This open-ended and surprising prompt was part of Nathalie McGrath’s interview toolkit while she was the VP of People at Coinbase. “It can tell you a great deal about a candidate’s thought process,” McGrath says. “How do they communicate and reason through an issue? Do they start from first principles? As an added benefit, I often get a glance into something they’re passionate about — plus the chance to personally learn something new.”Kevin Morrill is also a fan of this approach in interviews — one that he’s built on and thoroughly thought through after asking it hundreds of times over the years. Morrill’s an engineering manager at Quizlet, former CTO of Mattermark, and the creator of Buried Reads, a fascinating newsletter that’s a must-read in our inbox.(He co-authors it along with his wife, Danielle Morrill former CEO and co-founder at Mattermark, and current GM at GitLab).And when we asked why he favored this approach in interviews, Morrill was at the ready with this thorough Google Doc explanation on what he calls “the five-minute communication question.”Here’s how it works: Morrill asks candidates to break down a topic for him. It can be anything — a hobby, book, or project — but they’ll only have five minutes to take him from a beginner to someone who understands what’s most important about the topic. Here’s a preview of what he’s come to look for in their explanations:Empathy. As an interviewer posing this question, the key is to keep your face vacant and minimize interjections. “A star candidate will pick up on this and ask if I understand so far,” writes Morrill. “These are the same kind of people that empathize with customers and think about it in all the work they do once we hire them.”Giving an analogy. Using a shortcut for explaining concepts is a telling indicator of a candidate’s skill. “One example I heard while someone was teaching me the basics of poker was to take advantage of the fact I had played backgammon, even though I hadn’t played poker. He talked about how in backgammon all the pieces on the board are exposed information that both players can see, but in poker you have hidden information,” writes Morril. “These types of explanations go a long way towards quickly communicating an idea with all kinds of implications very succinctly.”Taking the time to pause. “Once the trigger-happy type candidates get going, they don’t have any kind of bulleted list or outline in their head of what they hope to get across,” writes Morril. “What’s most incredible about this is how accurately it predicts disorganized and non-goal directed behavior on the job.”It is amazing how many candidates won’t premeditate before diving into interview questions. Those who take the time to stop, think it through and have a few crystal clear points are amongst the best people I’ve ever worked with.QUESTIONS THAT DIG INTO HOW THEY THINK:35. If you were to take over as CEO of your current company tomorrow, and had to increase your company's current rate of growth, what three areas you would invest in?Jeanne DeWitt heads up Revenue & Growth for North America at Stripe, so naturally her favorite question has a growth bent to it. But by asking candidates to play CEO, she’s uncovered a sharp way to assess them on a few different variables.Jeanne DeWitt, Revenue & Growth for Stripe“I’ve found it gives candidates an opportunity to highlight their strengths and strategic thinking,” she says. “But it also provides a chance for them to exercise empathy. If they get into how their hypothetical actions as CEO will affect the team, that signals a certain thoughtfulness about how their own working style impacts their peers or reports.”36. How would you build a product for people who are looking for an apartment?Bangaly Kaba (VP of Product at Instacart and former head of growth at Instagram) gives candidates 45 minutes to work through this one on a whiteboard. It’s part of the product sense portion of the PM interview process — and he finds that this seemingly mundane hypothetical can prove to be very difficult.Here’s why it’s one of his favorite questions to ask in an interview:There’s no one right answer. “As the interviewer I’m agnostic when it comes to the exact product solution,” says Kaba. “What I care about is the rigor of the candidate’s approach, the depth of thinking and coherence of the product outcome, and the frameworks used to get there.”It’s relevant to everyone. “Many product sense questions are niche and pertain to the company you’re interviewing for, which carries bias because there’s asymmetric information between interviewer and interviewee,” he says. “But finding housing is a universal need.”It’s hard to game. “Even if you know the question in advance I can offer new constraints or twists that are similar to on-the-fly changes that PMs face day-to-day,” says Kaba. “It checks whether the interviewee can think the thorough the product idea holistically.”37. What are 10 ways to speed up Domino’s pizza delivery?When hiring early-career PMs at Coinbase, Max Branzburg likes to throw this unexpected, pizza-chain related inquiry out there.“There's no one right answer, but what I like about this question is that nearly everyone has the same context beforehand,” he says. “Good responses demonstrate an ability to ask clarifying questions, structure thoughts, be both creative and analytical, and consider technological and operational solutions. Plus, it’s undeniably fun.”QUESTIONS THAT FLIP THE SCRIPT:38. What can I tell you about working here?A few years back at our CTO Summit, Kellan Elliott-McCrea gave an incredible talk on how Etsy grew their number of female engineers by 500% in one year (see the Review article it inspired right here.) So we weren’t surprised that his take on interviewing was similarly deep and insightful.The former SVP of Eng at Blink Health and Etsy CTO finds that the fundamental model we use to interview within the tech industry is wrong. “It assumes we're panning a stream of high performing technical specialists for a few gems. This may have been true once upon a time, but it isn't the world we live in anymore,” says Elliott-McCrea. “Software is a straightforward technical project, but a difficult social, cultural and operational one.”Here’s his take on what interviewers should focus on instead:Treating the interview as a collaboration to make sure that the role is a good fit is the first priority. Making sure the candidate has a positive experience is the second priority. Everything else is a nice-to-have.39. If you were in my shoes, what attributes would you look for in hiring for this role?NerdWallet co-founder and CEO Tim Chen recently shared his takeaways from navigating the shift from first-time founder to seasoned exec on the Review, which surfaced some particularly interesting insights on hiring, including how he’s revamped his approach to interviewing execs and the surprisingly honest reason why he interviewed every single person up until the NerdWallet team reached 200 people.NerdWallet co-founder and CEO Tim ChenAnd when we followed up with him to get his favorite interview question, he surfaced yet another intriguing tactic: asking what the candidate would look for if they were on the other side of the table.“Some of the attributes they list off are surprising,” says Chen. “It helps you think about the role in a different way. I’ve also found that candidates tend to highlight their own strengths, so it gives you a window into who they are. You can also get a sense of whether they’re good at breaking nebulous problems, like hiring, into the key drivers.”40. What have I not asked you that I should have?“This question surprises almost everyone,” says Liza Hausman, VP of Industry Marketing at Houzz. (And it’s the perfect one to end on.)“I like it because it tells me what they think is important about their skills or experience. It also lets me know if they have an interview strategy of their own, which can be useful if they’re going to be building out a team.”Got a favorite interview question of your own? Tell us on Twitter or share it here. We’ll compile the best submissions and share them with First Round Review newsletter subscribers.Read this next. The IC’s Guide to Driving Career Conversations — 25 Tips for Purposeful Career Planning. Top startup leaders and operators share a tactical manual with 25 tips for direct reports to take charge of career conversations with their managers. More reads on People & Culture. How to Become a Feedback Magnet. Persist or Pivot? Advice for the Pre-Product/Market Fit Days. 50+ Interview Questions to Help Surface Underrated Qualities in Candidates. Career Advice from Microsoft, Looker, Reddit & Twitter.
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                                    [31] => 1) Give an example of how you have handled a challenge in the workplace before
                                    [32] => 2) Give an example of when you performed well under pressure
                                    [33] => 3) Give an example of when you showed leadership qualities
                                )

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                                            [text] => How to Answer 14 Most Common Interview Questions [+ Sample Answers]
                                        )

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                                        (
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                                        )

                                    [2] => stdClass Object
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                                            [text] => How to Answer 3 Most Common Behavioral Questions in an Interview [w/ Possible Answers]
                                        )

                                    [3] => stdClass Object
                                        (
                                            [text] => [BONUS] Job Interview Infographic
                                        )

                                    [4] => stdClass Object
                                        (
                                            [text] => Additional Interview Preparation Tips
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                            [type] => website
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                                                    [text] => scares even to the best of us
                                                    [href] => https://theimpactnews.com/items-we-barely-use/retired-columnists/moon-beam/2018/03/12/why-are-job-interviews-so-scary/
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                                            [name] => How to Answer 14 Most Common Interview Questions [+ Sample Answers]. 
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                                                        (
                                                            [level] => 3
                                                            [name] => 1) Tell me something about yourself.
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                                                                        (
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                                                                            [name] => Possible Answers for "Tell me About Yourself":. 
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                                                                                (
                                                                                )

                                                                        )

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                                                    [1] => stdClass Object
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                                                            [level] => 3
                                                            [name] => 2) How did you hear about this position?
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                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers for "How did you hear about this position?":. 
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                                                                                )

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                                                        )

                                                    [2] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 3) Why did you decide to apply for this position?
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                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Sample Answer 1:. 
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                                                                                (
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                                                                        )

                                                                )

                                                        )

                                                    [3] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 4) What are your biggest strengths?
                                                            [tag] => h3
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                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
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                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [4] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 5) What is your biggest weakness?
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                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
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                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [5] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 6) What do you know about this company/organization?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Incorrect Example. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                    [1] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [6] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 7) Why should we hire you?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [7] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 8) What are your salary requirements?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [8] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 9) Do you have any questions for us?
                                                            [tag] => h3
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                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible questions to ask at the end of an interview:. 
                                                                            [tag] => h4
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                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [9] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 10) What are you looking for in a new position?
                                                            [tag] => h3
                                                            [children] => Array
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                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answer:. 
                                                                            [tag] => h4
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                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [10] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 11) Are you considering other positions in other companies?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
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                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [11] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 12) What is the professional achievement you’re most proud of?
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                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
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                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [12] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 13) What kind of work environment do you like best?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [13] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 14) Where do you see yourself in five years?
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                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
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                                                                        )

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                                                        )

                                                )

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                                            [name] => How to Answer 18 Situational Job Interview Questions. 
                                            [tag] => h2
                                            [children] => Array
                                                (
                                                    [0] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 1) Why haven’t you gotten your Master’s Degree/Ph.D.?
                                                            [tag] => h3
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                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [1] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 2) Why have you switched jobs so many times?
                                                            [tag] => h3
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                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
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                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [2] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 3) Why did you change your career path?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [3] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 4) Why did you decide to leave your previous/current job?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Incorrect Example:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                    [1] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Correct Example:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                    [2] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Incorrect Example:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                    [3] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Correct Example:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                    [4] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Incorrect Example:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                    [5] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Correct Example:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [4] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 5) Why is there a gap in your work experience?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [5] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 6) Why were you fired?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Incorrect example:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                    [1] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Correct example:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [6] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 7) How do you feel about working weekends or late hours?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Sample answer:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                    [1] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Sample answer:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [7] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 8) How would your boss or coworkers describe you?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Sample Answer. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                    [1] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Sample answer:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [8] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 9) Do you have any serious medical conditions?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [9] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 10) What would your first 30, 60, or 90 days look like in this role?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => For the first 30 days:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                    [1] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Then, during the 60 days:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                    [2] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Within the first 90 days:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [10] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 11) Are you a team player?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [11] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 12) Are you a risk-taker?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [12] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 13) How do you deal with pressure or stressful situations?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [13] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 14) Do you prefer hard work, or smart work?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Sample answer:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [14] => stdClass Object
                                                        (
                                                            [level] => 3
                                                            [name] => 15) How quickly do you adapt to new technology?
                                                            [tag] => h3
                                                            [children] => Array
                                                                (
                                                                    [0] => stdClass Object
                                                                        (
                                                                            [level] => 4
                                                                            [name] => Possible answers:. 
                                                                            [tag] => h4
                                                                            [children] => Array
                                                                                (
                                                                                )

                                                                        )

                                                                )

                                                        )

                                                    [15] => stdClass Object
                                                        (
                                                            [level] => 3