Don't worry about being nervous during the interview - this is normal and will be expected. Just remember, the interviewer wants to hire you if you have the right qualifications and interest in the position. Many interviewers will begin the interview with some "small talk" to help you relax. This may seem irrelevant to the position, but you are still being evaluated. Take these opening moments to show a positive attitude.
The next phase of the interview consists of the interviewer asking you questions to try to determine your fit. Having knowledge of possible questions the employer may ask enables you to prepare points to include in your answers. Think about why the question is being asked. What does the employer really want to know? The following are typical questions an employer may ask:
Tell me about yourself
What are your short-term goals? What about in 2 and 5 years from now?
What is your own vision/mission statement?
What do you think you will be looking for in the job following this position?
Why do you feel you will be successful in this work?
What other types of work are you looking for in addition to this role?
What supervisory or leadership roles have you had?
What experience have you had working on a team?
What have been your most satisfying/disappointing experiences?
What are your strengths/weaknesses?
What kinds of problems do you handle the best?
How do you reduce stress and try to achieve balance in your life?
How did you handle a request to do something contrary to your moral code or business ethics?
What was the result the last time you tried to sell your idea to others?
Why did you apply to our organization and what do you know about us?
What do you think are advantages/disadvantages of joining our organization?
What is the most important thing you are looking for in an employer?
What were some of the common characteristics of your past supervisors?
What characteristics do you think a person would need to have to work effectively in our company with its policies of staying ahead of the competition?
What courses did you like best/least? Why?
What did you learn or gain from your part-time/summer/co-op/internship experiences?
What are your plans for further studies?
Why are your grades low?
How do you spend your spare time?
If I asked your friends to describe you, what do you think they would say?
What frustrates you the most?
When were you last angry at work and what was the outcome?
What things could you do to increase your overall effectiveness?
What was the toughest decision you had to make in the last year? Why was it difficult?
Why haven’t you found a job yet?
You don’t seem to have any experience in ___ (e.g., sales, fundraising, bookkeeping), do you?
Why should I hire you?
The interviewer may present a real-life problem or hypothetical situation for you to try and solve. The rationale is that it allows the interviewer to see how a person thinks - how they problem solve. For example:
A construction engineer might be asked: "What would you do if your crew was digging underground and ran into a rock?"
A marketer might be asked to come up with 3 strategies to promote a product
A manager might be asked how they would set up a new manufacturing plant
The key is not to worry about getting the "right" answer, rather, to demonstrate the right way to come up with an answer. Typically, the following 5-step process is appropriate for handling problem solving questions:
Listen intently to what is being asked.
Ask clarifying questions to determine exactly what the interviewer is looking for.
Respond by first explaining how you’d gather the data necessary to make an informed decision.
Discuss how you’d use that data to generate options.
Finally, based on the data you’ve gathered, the available options, and your understanding of the open position, explain how you’d make an appropriate decision or recommendation.
Keep in mind, there is no ‘right’ answer - only ‘your’ answer. Interviewers often use these types of questions to determine "fit".
One of the most reliable ways for an interviewer to project how you would perform in the future is to examine the past. Therefore, many employers prepare behaviour-based questions. Behaviour-based interviewers usually develop their questions around the traits and skills they deem necessary for succeeding in a position or organization.
They usually begin with phrases like:
"Tell me about a time when..."
"Describe a time when..."
"Give me an example of your _________ skill."
Some candidates find the format of the question unsettling or they simply can’t think of anything. However, those who have done research and preparation (e.g., the ‘Stories’ from Step 1) will have experiences at the ready. Some common behaviour description interview questions are:
Tell me about a time when you demonstrated your ability to...
Work effectively under pressure
Handle a difficult situation with a co-worker
Be creative in solving a problem
Completed a project on time
Persuade team members to do things your way
Write a report that was well-received
Anticipate potential problems and develop preventative measures
Make an important decision with limited facts
Make an unpopular decision
Adapt to a difficult situation
Be tolerant of an opinion that was different from yours
Deal with your disappointment in your behaviour
Use your political savvy to push a program through that you really believed in
Deal with an irate customer
Delegate a project effectively
Surmount a major obstacle
Prioritise the the elements of a complicated project
By analyzing the questions asked of you, you will be able to find out more particulars about the job for which you have applied. What emphasis does the interviewer seem to be placing on which skills, knowledge, personality traits and attitudes? That insight can help you tailor your answers more easily to the employer’s position.
To continue with Step 4.4.2, click here.
