You've landed the big interview for a coveted job. Now all you need is a crystal ball. If you just knew what questions would be asked beforehand, you could prepare the perfect answers.
Hiring experts say that it's possible and advisable to prepare, even without supernatural help.
 Photos by LEITA COWART/Special | ||
| Chad Godhard, director of recruiting at Sage Software, says it's a good idea to review some of your career accomplishments before a job interview. | ||
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| Susan Kent, director of business development with Talent Connections, emphasizes that — no matter how bad a former job, boss or co-worker may have been — it's important to stay positive during job interviews. And 'don't name names, because you never know who the interviewer may know.' | ||
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"Some of the same questions crop up over and over again, because they are the kinds of questions that give hiring managers an inkling of your personality and help them see if your skills and experience match well with the position," said Susan Kent, director of business development with Talent Connections. She has 30 years' corporate experience in recruiting and staffing.
"It's always best to prepare for an interview by researching the company and practicing your answers to the questions you think will be asked," she said.
What kind of questions? Chad Godhard, director of recruiting at Sage Software, an Atlanta provider of business-management software and services to small and midsized businesses, said that his hiring team uses two kinds of questions: factual questions about a person's work history; and behavioral or situational interview questions.
The goal is to learn more about a candidate's responsibilities and accomplishments in previous jobs as well as soft skills, such as management style or approach to problem-solving, Godhard said. A person's past behavior is considered a good predictor of how he or she will act in the future.
"It always impresses me if a candidate has done his homework on our company and can talk about his own experience at a very detailed level," Godhard said. "Prepare by going through your résumé, reviewing your responsibilities and what you learned from different experiences. Be able to talk about accomplishments."
Some typical questions include:
Will you tell me a bit about yourself?
"Hiring managers often start off with this as an icebreaker, and it can set the tone for the entire interview," Kent said. "You can go in whatever direction you want, but keep it job-related."
Don't talk about your personal life or deep history, such as your college accomplishments, if you've been out of school and working for more than five years. Focus on recent experience.
"It's a good time to use your purpose statement or elevator pitch — a quick summation of who you are and what you're known for, such as 'I'm a highly effective sales professional with deep knowledge of the apparel industry,' " Kent said. "Talk about your reputation in the field, your successes and what work you enjoy doing — and keep it under five minutes."
New graduates often downplay their summer jobs, but those experiences can be used to show a good work ethic, responsibility and leadership — all things that would interest a future boss.
What are you looking for in your next opportunity that you aren't getting now?
"This is a question that helps us ascertain whether our company and position have what you want in a new job," Godhard said. "Pull out specifics from the job description and talk about what is important about this job to your career."
Maybe you wanted to work for a bigger company, get more responsibility or have an opportunity to learn new technology.
You'll impress if your answers show knowledge of the company and its market.
Avoid answers about shorter commutes or more money. Instead, talk about how this position enhances your career development.
Why did you leave your last job?
"Plenty of good people have been affected by layoffs, so if that's the case, be honest, but play up the increases in responsibility the job offered or what you learned from the experience," Godhard said.
Focus on the positive progression of your career. Don't dwell on the negative.
Humor can show that you don't take yourself too seriously or can overcome setbacks with a positive attitude.
Can you tell us about a time when you had to work with a dissatisfied boss, customer or client?
This is one of many behavioral or scenario-type questions. The interviewer is seeking insight into how you handle difficult situations, solve problems, manage people or learn new skills.
"Relate the facts, not the emotions. If you talk negatively about a boss, co-worker or company, it only reflects poorly on you," Kent said. "Don't name names, because you never know who the interviewer may know. Keep the example generic."
Be able to describe the situation, the options you considered, what you did and the outcome, Godhard said.
"You may have made a mistake, but the important information you want to convey is what you learned from it," he said.
"It doesn't have to be a positive outcome," said Bill Waldorf, licensed professional counselor and career coach with the Atlanta Career Alliance. "Maybe you had to lay off 3,500 people, but if you did it well — so that your workers said you made it as easy as possible for them — that's an achievement."
Be honest. Spend time thinking about these kinds of questions, but you want to sound natural, not canned, Waldorf said.
Keep your answers on target.
"If you give an example that isn't relevant or doesn't make sense to the interviewer, it leaves a negative impression. It's OK to ask for clarification before giving an example; that shows good communication skills," Godhard said.
If you can't think of an example, tell how you think you would handle that situation based on your personality and skills.
Why do you want this job?/Why should we hire you?
"This is often a wrap-up question and a chance to summarize how your credentials are a good match for the job," Kent said. "If you are interested, be enthusiastic and passionate about the opportunity. Attitude is so important.
"If you think you can make a difference, say so, and explain briefly. Every manager wants to hear that."
What do you consider your biggest weakness?
"This question tends to set the candidate up to reveal too much personal information or to give an answer that is not very believable," Waldorf said.
Saying that you have such a strong work ethic that you give everything to the job will be taken with a grain of salt.
Waldorf suggests choosing a weakness that is true but common to many people, so that the interviewer can relate to it.
"Be honest, but don't reveal anything that will raise a red flag. Talk about what you are doing about your weakness, what you've learned," Waldorf said.
"Spend the shortest amount of time answering negative questions," Kent said.
Show self-awareness and put it in a positive light, if possible. You may be disorganized, but that also means you're good at thinking outside the box.
What are you most proud of?
"This can be a personal or career achievement and is a great way to stand out from other candidates," Waldorf said. "I once heard a man talk about how the doctors said he would never walk again after an accident, but his goal was to bicycle within two years, and he did it. That said so much about his determination, willingness to work, etc. — I'd have wanted to hire him."
Do you have any questions for me?
"It impresses me if a candidate has a written list and can refer to it. Don't ask anything that has already been covered," Kent said.
Asking about salary or benefits can turn off a hiring manager at this point. Ask questions that show your knowledge of the company and will start a conversation, Godhard said.
" 'What are the biggest challenges your team is facing right now?' or 'What does your company do to develop its employees?' are good examples," Godhard said.
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Obviously, you can't anticipate all of the questions you'll be asked, so, if something catches you off-guard, take a minute to think about it before answering.
"That shows good judgment, and interviewers will respect it," Kent said.