The Insiders Guide to Interview Questions

Every interview consists of a series of questions from the interviewer to the job seekers and usually an opportunity for job seeker to ask questions. Interviewers do come in all shapes and sizes so different interviewers will ask different questions. They all try to satisfy themselves at the end of the interview and consider:

1. Can you do the job – what is the level and proficiency of your knowledge skills and experience?
2. Do you want to do the job – do you have sufficient drive and motivation. Also does this move fit logically into your career plan?
3. Will you fit into the team – do you have the right values and style?

Many interviewers now use behavioural based or ‘targeted’ questions which are trying to understand how you tackle situations that are similar to those that will face you in the job. This style of interviewing is based on the premis that past performance is a good indicator of future performance.

Popular Questions

Tell me About Yourself?

This is usually used as an opening question and you do need to proceed with caution. Be concise but informative in your response. Depending on your career stage it should take 2-4 minutes and include the “highlights” (and lowlights) and be predominately focused on your professional career although include significant personal events and experiences if they have impacted on your career. You can also start with ‘where would you like me to start?’ so to get an idea of what they are really interested in.

What are your three key strengths and can you give me a recent practical example that illustrates each strength?

In almost every interview a question about your key strengths or skills will arise. Whether or not you are in job seeking mode you should know how and why you are different and (preferably) stronger than your contemporaries. You should be striving to make yourself better and stronger.

What value have you added to your company in your current role and what value have they added to you?

This is a double question so you have to remember both parts. Beginning with the first part, with employers seeking ‘added value’ it’s important to be able to identify and quantify what value you have added to your company. Identify ways you have increased output or the responsibilities attached to the role and how you have benefited the company.

In the second part of the question it’s important to be able to identify how you have progressed and what skills and experience you have added to your profile. Employers like to meet people who are aware of key issues and perceptive of changing situations and so this can be an indicator. This question often complements the previous question.

What are you most passionate about?

Most Interviewers are seeking that special ingredient ‘X’ in their new hires. Someone who is passionate about what they do and this often can be outside as well as inside work. Indeed you should make the point that you are passionate about work and about being the best you can be but that you do have a special passion outside work in whatever area this may be.

Tell me about a time when you displayed (characteristic or quality) X. What was the result? What was the outcome?

This is often related to the skills and abilities required for the role as indicated in the job specification or advertisement and so before each interview try and construct an answer related around their specific requirements. They are looking for recent real life examples. You can practice these interview questions with our products.

Is there anything you would have done differently in your current role?

This is a chance to outline mistakes you may have made or lost opportunities and often it’s prudent to do so. You can portray your human side but ensure that your observations don’t portray you as negligent or careless. It’s a delicate question and requires a well considered answer.

Why did you make the move from Company X to Company Y?

Employers are looking for new hires that make well-considered logical decisions and career moves can be indicative of one’s broader behaviour. They will like the fact that you made a considered move to gain broader skills. Increasingly employers are rejecting candidates who’s motives have been purely financial. If you have a series of quick moves on your resume, you need to be prepared to provide some logical reasons.

What are your career goals over the next 3-5 years?

You should for your own well being have a well thought our career plan. You should know what skills you wish to develop and how this translates in terms of job title and company and sector. Having a medium term career plan again reinforces the fact that you are a stable and ‘considered’ individual.

How would you describe your relationship with your current manager how would they describe it?

You are likely to have at least one question on how you relate to people particularly if the job involves contact with others. The interview itself will portray much of what the interviewer wants to know about your personal and social skills but you should be able to describe your relationship with your manager and contemporaries and if relevant subordinates. If you do have an issue then you need to provide a balanced rather than a one sided assessment

What did your latest performance appraisal highlight about your recent performance?

This is a good question and you should be able to discuss the contents critically. While you will want to portray the good points you should also be prepared to discuss some of the issues that were raised if any and how you are overcoming or improving on these.

Summary

Whichever questions the interviewer asks, they wish to form an impression of you as a capable, ambitious and a likeable person. This is true however senior, junior, specialist or generalist the role. In all your responses you need to provide answers that accurately portray yourself in that way. Thinking about the answers you may give prior to your interview will be a valuable investment.