I am sent a lot of tips and the following has been adapted from an article received via “recruiting blogs”
I may choose to ask you any of the following questions and they are classics. In addition I fully intend to get you an interview and you should not be surprise if my client also asks at least some of the same questions!
Being prepared is half the battle…
- Tell me about yourself.
Since this is often the opening question in an interview, be extra careful that you don’t go on forever. Keep your answer to a minute or two at most. Cover four topics: early years, education, work history and recent career experience. Emphasise this last subject. Remember that this is likely normally a warm-up question. Don’t waste your best points on it!
- What do you know about our organisation?
Your preparation should enable you to discuss products or services, revenues, reputation, image, goals, problems, management style, people, history and philosophy. But don’t act as if you know everything about the place. Let your answer show that you have taken the time to do some research, but don’t overwhelm the interviewer, and make it clear that you wish to learn more.
You might start your answer in this manner: “In my job search, I’ve investigated a number of companies and yours is one of the few that interests me, for these reasons…”
Give your answer a positive tone. Don’t say, “Well, everyone tells me that you’re in all sorts of trouble, and that’s why I’m here”, even if that is why you’re there.
- Why do you want to work for us?
Here, and throughout the interview, a good answer comes from having done your homework so that you can speak in terms of the company’s needs. You might say that your research has shown that the company is doing things you would like to be involved with, and that it’s doing them in ways that greatly interest you. For example, if the organisation is known for strong management, your answer should mention that fact and show that you would like to be a part of that team. If the company places a great deal of emphasis on research and development then emphasise the fact that you want to create new things and that you know this is a place where such activity is encouraged. If the organisation stresses financial controls, your answer should mention a reverence for numbers.
If you feel that you have to concoct an answer to this question – if, for example, the company stresses research, and you feel that you should mention it even though it really doesn’t interest you- then you probably should not be attending that interview, because you probably shouldn’t be considering a job with that organisation.
Your homework should include learning enough about the company to avoid approaching places where you wouldn’t be able -or wouldn’t want- to function. Since most of us are poor liars, it’s difficult to con anyone in an interview. But even if you should succeed at it, your prize is a job you don’t really want.
- What can you do for us that someone else can’t?
Here you have every right, and perhaps an obligation to “blow your own trumpet” and be slightly egotistical. Talk about your record of getting things done and mention specifics from your CV or list of career accomplishments. Say that your skills and interests, combined with this history of getting results, make you valuable. Mention your ability to set priorities, identify problems, and use your experience and energy to solve them.
- What do you find most attractive about this position? What seems least attractive about it?
List three or four attractive factors of the job, and mention a single, minor, unattractive item.
- Why should we hire you?
Create your answer by thinking in terms of your ability, your experience, and your energy.
- What do you look for in a job?
Keep your answer oriented to opportunities at this organisation. Talk about your desire to perform and be recognised for your contributions. Make your answer oriented toward opportunity rather than personal security.
- Please give me your definition of [the position for which you are being interviewed].
Keep your answer brief and task oriented. Think in terms of responsibilities and accountability. Make sure that you really do understand what the position involves before you attempt an answer. If you are not certain then ask. The interviewer may answer the question for you.
- How long would it take you to make a meaningful contribution to our firm?
Be realistic. Say that, while you would expect to meet pressing demands and pull your own weight from the first day, it might take six months to a year before you could expect to know the organisation and its needs well enough to make a major contribution.
- How long would you stay with us?
Say that you are interested in a career with the organisation, but admit that you would have to continue to feel challenged to remain with any organisation. Think in terms of, “As long as we both feel achievement-oriented.”
- Your resume suggests that you may be over-qualified or too experienced for this position. What’s your opinion?
Emphasise your interest in establishing a long-term association with the organisation, and say that you assume that if you perform well in this job, new opportunities will open up for you. Mention that a strong company needs a strong staff. Observe that experienced executives are always at a premium. Suggest that since you are so well-qualified, the employer will get a fast return on his investment. Say that a growing, energetic company can never have too much talent.
- What is your management style?
You should know enough about the company’s style to know that your management style will complement it. Possible styles include: task oriented (I’ll enjoy problem-solving identifying what’s wrong, choosing a solution and implementing it”), results-oriented (“Every management decision I make is determined by how it will affect the bottom line”), or even paternalistic (“I’m committed to taking care of my subordinates and pointing them in the right direction”).
A participative style is currently quite popular: an open-door method of managing in which you get things done by motivating people and delegating responsibility.
As you consider this question, think about whether your style will let you work happily and effectively within the organisation.
- Are you a good manager? Can you give me some examples? Do you feel that you have top managerial potential?
Keep your answer achievement and ask-oriented. Rely on examples from your career to support your argument. Stress your experience and your energy.
- What do you look for when you hire people?
Think in terms of skills initiative and the adaptability to be able to work comfortably and effectively with others. Mention that you like to hire people who appear capable of moving up in the organisation.
- Have you ever had to fire people? What were the reasons, and how did you handle the situation?
Admit that the situation was not easy, but say that it worked out well, both for the company and, you think, for the individual. Show that, like anyone else, you don’t enjoy unpleasant tasks but that you can resolve them efficiently and -in the case of firing someone- humanely.
- What do you think is the most difficult thing about being a manager or executive?
Mention planning, execution, and cost-control. The most difficult task is to motivate and manage employees to get something planned and completed on time and within the budget.
- What important trends do you see in our industry?
Be prepared with two or three trends that illustrate how well you understand your industry. You might consider technological challenges or opportunities, economic conditions, or even regulatory demands as you collect your thoughts about the direction in which your business is heading.
- Why are you leaving (did you leave) your present (last) job?
Be brief, to the point, and as honest as you can without hurting yourself. Refer back to the planning phase of your job search where you considered this topic as you set your reference statements. If you were laid off in an across-the-board layoff of personnel then say so; otherwise, indicate that the move was your decision, the result of your action. Do not mention personality conflicts.
The interviewer may spend some time probing you on this issue, particularly if it is clear that you were terminated. The “We agreed to disagree” approach may be useful. Remember that your references are likely to be checked, so don’t concoct a story for an interview.
- How do you feel about leaving all your benefits to find a new job?
Mention that you are concerned, naturally, but not panicked. You are willing to accept some risk to find the right job for yourself. Don’t suggest that security might interest you more than getting the job done successfully.
- In your current or last position, what features do you or did you like the most and the least?
Be careful and be positive. Describe more features that you liked than disliked. Don’t cite personality problems. If you make your last job sound terrible, an interviewer may wonder why you remained there until now.
- What do you think of your boss?
Be as positive as you can. A potential boss is likely to wonder if you might talk about him in similar terms at some point in the future. Don’t “vent your spleen” because you were wronged by your former boss.
- Why aren’t you earning more at your age?
Say that this is one reason that you are conducting this job search. Don’t be defensive. If interviewing for a sales position then state your confidence in selling and ask for a high commission payment to offset the basic, if you think it is a little low.
- What do you feel this position should pay?
Salary is a delicate topic. I suggest that you defer tying yourself to a precise figure for as long as you can do so politely. You might say, “I understand that the range for this job is between £______ and £______. That seems appropriate for the job as I understand it.” You might answer the question with a question: “Perhaps you can help me on this one. Can you tell me if there is a range for similar jobs in the organisation?” Ask about the whole package, they may offer bonuses, accommodation allowance, travelling expenses etc.
If you are asked the question during an initial screening interview, you might say that you feel you need to know more about the position’s responsibilities before you could give a meaningful answer to that question. Here, too, either by asking the interviewer or recruiter, or in research done as part of your homework, you can try to find out whether there is a salary grade attached to the job. If there is, and if you can live with it, say that the range seems right to you.
If the interviewer continues to probe, you might say, “You know that I’m making £______ now and like most people, I’d wish to improve on that figure, but my major interest is with the job itself.” Remember that the act of taking a new job does not, in and of itself, make you worth more money.
If I am acting on your behalf then I will be able to help with the salary question. I will have a very good idea about the salary my client will be willing to pay and what other benefits will be on offer. I might suggest to you that working for a top ten listed Fortune 500 company may offer far better long term prospects and accepting a slightly lower salary than your were hoping for may be a good choice. Please consider all your options and do not turn down a job on salary alone.
If no price range is attached to the job, and the interviewer continues to press the subject, then you will have to respond with a number. I would always ask what you were earning with your last employer and please remember it is not too difficult for me to check! You cannot leave the impression that it does not really matter, that you’ll accept whatever is offered. If you’ve been making £80,000 a year, you can’t say that a £35,000 figure would be fine without sounding as if you’ve given up on yourself. (If you are making a radical career change, however, this kind of disparity may be more reasonable and understandable but it still sounds a little odd.)
Don’t sell yourself short, but continue to stress the fact that the job itself is the most important thing in your mind. The interviewer may be trying to determine just how much you want the job. Don’t leave the impression that money is the only thing that is important to you. Link questions of salary to the work itself and what you can offer.
- What are your long term goals?
Refer back to the planning phase of your job search. Don’t answer, “I want the job you’ve advertised.” Relate your goals to the company you are interviewing: ‘in a firm like yours, I would like to…”
- How successful have you been so far?
Say that, all-in-all; you’re happy with the way your career has progressed so far. Given the normal ups and downs of life, you feel that you’ve done quite well and have no complaints. Add that you have a lot to offer and reiterate past successes and how your innovative ideas and ways of doing things have and will make a difference.
Present a positive and confident picture of yourself, but don’t overstate your case. An answer like, “Everything’s wonderful! I can’t think of a time when things were going better! I’m overjoyed!” is likely to make an interviewer wonder whether you’re trying to fool him . . . or yourself. The most convincing confidence is usually quiet confidence.
Good luck with your job hunt and remember- the client pays me to help you.