Let's face it; no one likes the interview process. Well, certainly not the people being interviewed anyway. You have to be on your best behavior, you only get one chance to get it right, and it's like taking your driving test all over again. Over the years I've been to countless interviews. To get my first job out of college I attended some 15-20 interviews a week. Whether it was in Britain or over here in the States, the questions never really seemed to change from job to job. Not only that, but the answers to them are usually the same, with your own personal interpretation of course. Here I present 23 questions you're likely to be asked, and how I have learned to answer them. Why 23? Because I had more than 20 and less than 25. Remember, being interviewed is a skill, and if you do the preparation you should ace it every time. (See also: 12 Unique Ways to Score a Job Interview)

1. So, tell me a little about yourself.

I'd be very surprised if you haven't been asked this one at every interview. It's probably

the most asked question because it sets the stage for the interview and it gets you

talking. Be careful not to give the interviewer your life story here. You don't need to

explain everything from birth to present day. Relevant facts about education, your

career and your current life situation are fine.

2. Why are you looking (or why did you leave you last job)?

This should be a straightforward question to answer, but it can trip you up. Presumably

you are looking for a new job (or any job) because you want to advance your career and

get a position that allows you to grow as a person and an employee. It's not a good idea

to mention money here, it can make you sound mercenary. And if you are in the

unfortunate situation of having been downsized, stay positive and be as brief as

possible about it. If you were fired, you'll need a good explanation. But once again, stay

positive.

3. Tell me what you know about this company.

Do your homework before you go to any interview. Whether it's being the VP of

marketing or the mailroom clerk, you should know about the company or business

you're going to work for. Has this company been in the news lately? Who are the people

in the company you should know about? Do the background work, it will make you

stand out as someone who comes prepared, and is genuinely interested in the company

and the job.

4. Why do you want to work at X Company?

This should be directly related to the last question. Any research you've done on the

company should have led you to the conclusion that you'd want to work there. After all,

you're at the interview, right? Put some thought into this answer before you have your

interview, mention your career goals and highlight forward-thinking goals and career

plans.

5. What relevant experience do you have?

Hopefully if you're applying for this position you have bags of related experience, and if

that's the case you should mention it all. But if you're switching careers or trying

something a little different, your experience may initially not look like it's matching up.

That's when you need a little honest creativity to match the experiences required with

the ones you have. People skills are people skills after all, you just need to show how

customer service skills can apply to internal management positions, and so on.

6. If your previous co-workers were here, what would they say about you?

Ok, this is not the time for full disclosure. If some people from your past are going to say

you're a boring A-hole, you don't need to bring that up. Stay positive, always, and

maybe have a few specific quotes in mind. "They'd say I was a hard worker" or even

better "John Doe has always said I was the most reliable, creative problem-solver he'd

ever met."

7. Have you done anything to further your experience?

This could include anything from night classes to hobbies and sports. If it's related, it's

worth mentioning. Obviously anything to do with further education is great, but maybe

you're spending time on a home improvement project to work on skills such as self-

sufficiency, time management and motivation.

8. Where else have you applied?

This is a good way to hint that you're in demand, without sounding like you're whoring

yourself all over town. So, be honest and mention a few other companies but don't go

into detail. The fact that you're seriously looking and keeping your options open is what

the interviewer is driving at.

9. How are you when you're working under pressure?

Once again, there are a few ways to answer this but they should all be positive. You

may work well under pressure, you may thrive under pressure, and you may actually

PREFER working under pressure. If you say you crumble like aged blue cheese, this is

not going to help you get your foot in the door.

10. What motivates you to do a good job?

The answer to this one is not money, even if it is. You should be motivated by life's

noble pursuits. You want recognition for a job well done. You want to become better at

your job. You want to help others or be a leader in your field.

11. What's your greatest strength?

This is your chance to shine. You're being asked to explain why you are a great

employee, so don't hold back and stay do stay positive. You could be someone who

thrives under pressure, a great motivator, an amazing problem solver or someone with

extraordinary attention to detail. If your greatest strength, however, is to drink anyone

under the table or get a top score on Mario Kart, keep it to yourself. The interviewer is

looking for work-related strengths.

12. What's your biggest weakness?

If you're completely honest, you may be kicking yourself in the butt. If you say you don't

have one, you're obviously lying. This is a horrible question and one that politicians

have become masters at answering. They say things like "I'm perhaps too committed to

my work and don't spend enough time with my family." Oh, there's a fireable offense.

I've even heard "I think I'm too good at my job, it can often make people jealous."

Please, let's keep our feet on the ground. If you're asked this question, give a small,

work-related flaw that you're working hard to improve. Example: "I've been told I

occasionally focus on details and miss the bigger picture, so I've been spending time

laying out the complete project every day to see my overall progress."

13. Let's talk about salary. What are you looking for?

ARTICLE CONTINUES BELOW

Run for cover! This is one tricky game to play in an interview. Even if you know the

salary range for the job, if you answer first you're already showing all your cards. You

want as much as possible, the employer wants you for as little as you're willing to take.

Before you apply, take a look at salary.com for a good idea of what someone with your

specific experience should be paid. You may want to say, "well, that's something I've

thought long and hard about and I think someone with my experience should get

between X & Y." Or, you could be sly and say, "right now, I'm more interested in talking

more about what the position can offer my career." That could at least buy you a little

time to scope out the situation. But if you do have a specific figure in mind and you are

confident that you can get it, I'd say go for it. I have on many occasions, and every time

I got very close to that figure (both below and sometimes above).

14. Are you good at working in a team?

Unless you have the I.Q. of a houseplant, you'll always answer YES to this one. It's the

only answer. How can anyone function inside an organization if they are a loner? You

may want to mention what part you like to play in a team though; it's a great chance to

explain that you're a natural leader.

15. Tell me a suggestion you have made that was implemented.

It's important here to focus on the word "implemented." There's nothing wrong with

having a thousand great ideas, but if the only place they live is on your notepad what's

the point? Better still, you need a good ending. If your previous company took your

advice and ended up going bankrupt, that's not such a great example either. Be

prepared with a story about an idea of yours that was taken from idea to

implementation, and considered successful.

16. Has anything ever irritated you about people you've worked with?

Of course, you have a list as long as your arm. But you can't say that, it shows you as

being negative and difficult to work with. The best way to answer this one is to think for

a while and then say something like "I've always got on just fine with my co-workers

actually."

17. Is there anyone you just could not work with?

No. Well, unless you're talking about murderers, racists, rapists, thieves or other

dastardly characters, you can work with anyone. Otherwise you could be flagged as

someone who's picky and difficult if you say, "I can't work with anyone who's a Bronco's

fan. Sorry."

18. Tell me about any issues you've had with a previous boss.

Arrgh! If you fall for this one you shouldn't be hired anyway. The interviewer is testing

you to see if you'll speak badly about your previous supervisor. Simply answer this

question with extreme tact, diplomacy and if necessary, a big fat loss of memory. In

short, you've never had any issues.

19. Would you rather work for money or job satisfaction?

It's not a very fair question is it? We'd all love to get paid a Trump-like salary doing a job

we love but that's rare indeed. It's fine to say money is important, but remember that

NOTHING is more important to you than the job. Otherwise, you're just someone

looking for a bigger paycheck.

20. Would you rather be liked or feared?

I have been asked this a lot, in various incarnations. The first time I just drew a blank

and said, "I don't know." That went over badly, but it was right at the start of my career

when I had little to no experience. Since then I've realized that my genuine answer is

"Neither, I'd rather be respected." You don't want to be feared because fear is no way to

motivate a team. You may got the job done but at what cost? Similarly, if you're

everyone's best friend you'll find it difficult to make tough decisions or hit deadlines. But

when you're respected, you don't have to be a complete bastard or a lame duck to get

the job done.

21. Are you willing to put the interests of X Company ahead of your own?

Again, another nasty question. If you say yes, you're a corporate whore who doesn't

care about family. If you say no, you're disloyal to the company. I'm afraid that you'll

probably have to say yes to this one though, because you're trying to be the perfect

employee at this point, and perfect employees don't cut out early for Jimmy's baseball

game.

22. So, explain why I should hire you.

As I'm sure you know, "because I'm great" or "I really need a job" are not good answers

here. This is a time to give the employer a laundry list of your greatest talents that just

so happen to match the job description. It's also good to avoid taking potshots at other

potential candidates here. Focus on yourself and your talents, not other people's flaws.

23. Finally, do you have any questions to ask me?

I'll finish the way I started, with one of the most common questions asked in interviews.

This directly relates to the research you've done on the company and also gives you a

chance to show how eager and prepared you are. You'll probably want to ask about

benefits if they haven't been covered already. A good generic one is "how soon could I

start, if I were offered the job of course." You may also ask what you'd be working on.

Specifically, in the role you're applying for and how that affects the rest of the company.

Always have questions ready, greeting this one with a blank stare is a rotten way to

finish your interview. Good luck and happy job hunting.

Which are the priorities I would have to face in the position you offer me?The title or name of the post indicates our degree of responsibility and gives a profile that often gives us an idea of the functions. However, not everything is clear about the post and the responsibilities one must have. Asking this question you will have a clearer vision of the post that will help you to decide if the position is worth or not.

Is it working all right? Is this a post that offers me opportunities for job growth? Will l have to develop an emergency plan? How bad is the department? Is there a backlog? How much? Are they restructuring the department?

All these questions are implicit in the first, so try to find answers before continuing the interview, and if you can ask this question to your direct boss, it will be better.

How long has worked here, the person I am replacing?It is advisable to investigate how long has worked the person you are replacing. If the time was less than two years, then it is advisable to ask about the circumstances that forced this person to leave the post, and if necessary, investigate why he/she was fired. If you notice, you find or you find out that in two or three years there has been more than two workers for that position, it is better not ask any more and just stop insisting for this post, because it is probably that you are expecting the same fate. So, it is advisable divert your energies on looking for something else.

Could you tell me, how you have performed this task before? What improvements would you like to see?This is one of the best opportunities to convince the interviewer that you have what they are looking for.

Could you tell me, what are the challenges I will face in this position over the next three months?You probably already know that the first 90 days in a company is a critical period that is why, you have to know all the challenges you will face.

Other important questions to consider are:

Currently, there are a large number of companies that are firing people. Could you how did this company to keep the employees?

Can I ask you about your career in the company?

I am extremely interested in working for this company. What would be the next step in the hiring process?

Does the post is related to other areas of the company?

How you evaluate the performance of an employee?

What are the chances of growth in this company?

How would you describe the working environment and the culture company?

The company provides constant training courses for employees?

What are characteristics that describe individuals who are successful in this position?

We hope our section "Questions to ask interviewer" be useful for you. We encourage you to find your dreamed job!

Common Interview Questions, Part 1

By Ian Christie, Monster Contributing Writer Every interview has a unique focus, but some questions are asked so often, it makes sense to do all you can to prepare for them. In order to be successful, you need a strategy -- not scripted answers. Your goal should be to emphasize the experiences in your background that best fit what each interviewer is looking for.

In this series, we'll look at some common questions and what you should consider when formulating your responses. Work through each potential question, creating your own responses, and you will be in great shape for your next interview. It helps to write out potential answers. Even better: Practice aloud with someone.

QUESTION: Where would you like to be in your career five years from now?

Intent: Early in your career, interviewers want to get a sense of your personal goals, ambition, drive and direction. At mid-career, they will be listening for responses relevant to their needs.

Context: You'll need to decide how much to share. If you want to run your own business five years from now and need a certain kind of experience in a competitive company, don't reveal that goal. But if you want to become a VP by age 35 and are interviewing in a merit-based environment, go ahead and tell the interviewer.

Response: "My goal is to be a corporate VP by the time I am 35." Or you might give a more subjective answer: "In five years, I want to have gained solid experience in marketing communications and be developing skills in another marketing function."

QUESTION:Tell me about your proudest achievement.

Intent: This question, often worded as "significant accomplishment," ranks among the most predictable and important things you'll be asked. Interviewers want to hear how you tackled something big. It is vital you give them an organized, articulate story.

Context: This is a behavioral question -- meaning you're being asked to talk about a specific example from your professional history. Pick an example or story about how you handled a major project that is both significant to you and rich in detail.

Response: Set up the story by providing context. Recount the situation and your role in it. Next, discuss what you did, including any analysis or problem solving, any process you set up and obstacles you had to overcome. Finally, reveal the outcome and what made you proud.

QUESTION: Give me an example of a time when you had to think out of the box.

Intent: This is code for asking about your innovativeness, creativity and initiative. Interviewers want to learn about not only a specific creative idea but also how you came up with it and, more importantly, what you did with that insight.

Context: This is another behavioral question, and the example you select is critical. It should be relevant to the job you're interviewing for, and your impact in the story should be significant.

Response: Tell interviewers how you came up with a creative solution to a customer problem, improved an internal process or made a sale via an innovative strategy.

QUESTION: What negative thing would your last boss say about you?

Intent: This is another way of asking about your weaknesses.

Context: A good approach is to discuss weaknesses you can develop into strengths. However, do not say you work too hard or are a perfectionist. These answers are tired and transparent. Come up with something visible to a past boss that was perhaps mentioned in your performance reviews as a developmental area.

Response: "I don't think she would have called it negative, but she identified that I needed to work on being more dynamic in my presentation skills. I have sought out practice opportunities and joined Toastmasters. I have seen some real improvement."

QUESTION: What can you do for us that other candidates can't?

Intent: Some interview questions are more important than others. This is one of them. It's another way of asking, "Why should we hire you?"

Context: There are two nuances to this question. The first is asking you to compare yourself to other candidates -- usually a difficult if not impossible task. More importantly, the interviewer is asking you to articulate why you are special. Your response should sum up your main selling points, related specifically to the job requirements.

Response: Consider what you have to offer: past experience directly related to the job; specialized knowledge; relevant situational expertise and experience (growth, change, turnaround, startup); skills; networks; demonstrated commitment and enthusiasm for the business or your profession; future potential.

Create a list of four to six categories of reasons that best support and summarize your candidacy, and put them in logical order, along with supporting evidence for each reason. Most points should be backed up with follow-up information.

Common Interview Questions, Part 2

Part 2 in a Four-Part Series

By Ian Christie, Monster Contributing Writer Every interview has a unique focus, but some questions are asked so often, it makes sense to do all you can to prepare for them. In order to be successful, you need a strategy -- not scripted answers. Your goal should be to emphasize the experiences in your background that best fit what each interviewer is looking for.

In this series, we'll look at some common questions and what you should consider when formulating your responses. Work through each potential question, creating your own

responses, and you will be in great shape for your next interview. It helps to write out potential answers. Even better: Practice aloud with someone.

QUESTION: Tell me about a time you faced an ethical dilemma.

Intent: The interviewer is looking for evidence of your high ethical standards and honesty.

Context: You might want to say you haven't had any ethical challenges, but we all have our ethics tested at some point. For example:

You discovered wrongdoing, or someone asked you to engage in a cover-up.

Your employer failed to deliver the full value and quality on products or services paid for by a client.

A colleague cut corners on a project.

Response: Without naming names, describe the situation and how you dealt with it. The response may focus on you, or it may involve other people. Remember, your political acumen is being tested -- sometimes the best action isn't blowing the whistle but taking care of the problem yourself.

QUESTION: Tell me about a time when you failed.

Intent: No one wins all the time, so the key here is to forthrightly discuss what you learned from a situation that went awry. The interviewer also may want to hear how you handled any resulting fallout.

Context: Failure comes in different forms: taking the wrong action, omission, or not doing enough or taking action soon enough. Some failures are big; most are small. Tell a story that isn't a career killer but shows you learned something substantive.

Response: Perhaps you failed to trust your gut on a hire and the person didn't work out, or you didn't intervene early enough with a problem employee. Talk about the lesson you learned from the mistake.

QUESTION: Tell me about a project you worked on that required heavy analytical thinking.

Intent: This is a behavioral interview question. The interviewer is asking you to demonstrate your competency.

Context: The only way an interviewer can determine if you have enough analytical horsepower is to hear an example of how you used your analytical skills to achieve a goal: What formal and informal analysis did you do? How did you structure the project? What obstacles did you run into, and how did you overcome them?

Response: "In 2005, I was given project X with a 10-day deadline and goal Y. The goal was clear, but I had to figure out how to get there. So here is what I did (analysis/decisions/actions). The end result was ______."

QUESTION: Why do you want to leave your current position?

Intent: The interviewer wants to make sure you won't walk out after six months and that you'll be satisfied in your new position.

Context: You have greater market value when you are looking on your own terms. Prepare a positive response you are very comfortable with. Refer to fit, personality issues or new directions. Your goals and readiness for a new kind of role are generally safe terrain. Just be careful to emphasize benefits to the employer, not your personal aspirations.

Response: Tread carefully. You don't want to bad-mouth your current employer or put yourself in a weaker negotiating position. You could say, "Actually, I'm happy doing what I am doing now. But recently I have been keeping my eyes open for other opportunities. I don't need to leave, but for the right opportunity, I would consider it. This opportunity seems to fit the criteria I set out."

QUESTION: What book are you currently reading?

Intent: The interviewer is exploring your intellectual curiosity, your interests or perhaps how in tune you are with industry or professional trends.

Context: Consider highlighting reading material directly related to the role and environment you are interviewing for: sales-excellence books for salespeople or talent-management books for HR workers, for example. Be prepared to talk about the book's concepts and your opinions of them.

Response: "I just finished ________ and just started _______." "I am in the middle of __________."

Common Interview Questions, Part 3

By Ian Christie, Monster Contributing Writer Every interview has a unique focus, but some questions are asked so often, it makes sense to do all you can to prepare for them. In order to be successful, you need a strategy -- not scripted answers. Your goal should be to emphasize your past experiences that best fit what each interviewer is looking for.

In this series, we'll look at some common questions and what you should consider when formulating your responses. Work through each potential question, creating your own responses, and you will be in great shape for your next interview. It helps to write out potential answers. Even better: Practice aloud with someone.

QUESTION: Tell me about a time when you faced a major obstacle at work.

Intent: Similar to the proudest achievement question, this is a behavioral interview question focused on an event. In this case, the interviewer is interested in your ability to overcome a major hurdle.

Context: Pick an example that illustrates a significant obstacle that best demonstrates how you work and that had a positive, tangible outcome. Obstacles might include business problems, a difficult objective, key people who stood in your way or lack of resources. Once you have your example, explain the steps you took.

Response: You could include the analysis you performed and the resulting strategy, the process you took, the key actions performed, your arguments or anything else that clearly demonstrates how you achieved your goal. A great response technique for this kind of question is to break your answer down into phases or steps: "First, I... Second...."

QUESTION: How do you deal with conflict?

Intent: Conflict is part of any workplace, and the reality is that you often can't get ahead or perform well in your job unless you can deal with conflict at a basic level. Do you avoid conflict or face it? Do you think it through, or are you impulsive? Do you use constructive techniques to resolve the situation?

Context: There are different forms of conflict of course: the everyday interpersonal sort, disagreements in direction or strategy, and conflict over resources. You should describe

how you handle conflict at an appropriate level. If you are a manager or executive, for example, pick a reflective example.

Response: Consider offering a specific example to demonstrate how you resolve conflict.

QUESTION: Tell me about yourself.

Intent: Such an innocent-sounding question, but it is a bit of a trap. The interviewer wants to see how you present yourself, but this is not an offer to recite your resume.

Context: This question, which when asked always occurs at the beginning of the interview, is a predictable opportunity to craft an engaging, intriguing executive summary of who you are professionally and why you are there. While there is no hard-and-fast rule as to how long it should be, let's say it should last up to a minute. If you are given this opportunity, turn it to your advantage to establish momentum.

Response: The stronger the connection you can make between your background, knowledge and interests, and the job at hand, the more compelling you will be as a candidate. If there is something notable about your personal life that adds to your candidacy or helps explain your career trajectory, add it. Otherwise, leave personal details out at this stage unless invited to do so.

QUESTION: How would you describe your work style?

Intent: This is a fairly open-ended question. At a basic level, the interviewer is interested in hearing how you both understand and articulate how you work. However, there may be a requirement for someone highly organized, or the team may have a specific way of working, and the interviewer wants to see if you fit.

Context: You may not have thought about this too carefully before. How do you best operate? What's the optimum work situation for you? There are two sides to this: How you work and in what kinds of work environments you work best. Are you highly structured? Do you focus on one thing and get it done, or move multiple projects forward concurrently? On the environment side, do you do best in fairly structured workplaces, or do you thrive in chaos?

Response: Like any other interview answer, being specific and backing up your answer with a brief example works best. You could use the past week as an illustrative example.

QUESTION: Why are you interested in this job/our organization?

Intent: Fair question. Why are you? The interviewer knows you are looking for a new opportunity, and at a basic level, a job. Why else? A candidate with good reasons is going to be more interesting.

Context: This is not about telling them what they want to hear. Your reasons could involve opportunity, career fit, cultural fit, interest in their business, personal value proposition fit and your ability to be successful in the job. It's also a great opportunity to illustrate the research you've done on the company.

Response: You want to present your reason as a benefit to the employer. If it is the first interview, you might not have all the answers or will have not made up your mind yet. In this case, use a statement like, "From what I have seen so far...."

Common Interview Questions, Part 4Part 4 in a Four-Part SeriesBy Ian Christie, Monster Contributing Writer

Every interview has a unique focus, but some questions are asked so often, it makes sense to do all you can to prepare for them. To be successful, you need a strategy -- not scripted answers. Your goal should be to emphasize the experiences in your background that best fit what each interviewer is looking for.

In this series, we'll look at some common questions and what you should consider when formulating your responses. Work through each potential question, creating your own responses, and you will be in great shape for your next interview. It helps to write out potential answers. Even better: Practice aloud with someone.

QUESTION: Tell me about an assignment that was too difficult for you. How did you resolve the issue?

Intent: The intent can be varied. The interviewer may be interested not only in your ability to respond to a challenge but also in how you respond. Or he may want to know how you define "too difficult." Your ability to learn from a situation you considered too difficult is also relevant. Answer the right way, and you can impress with your coping skills and range of abilities. The wrong answer could take you out of the running.

Context: If you have been in challenging roles, then at some point you should have found yourself stretched to the limit. This is when we grow. So this question is a marvelous opportunity to talk about a time you dealt with a really big challenge successfully.

Response: Do not make the mistake of saying you have never had an assignment that was too difficult for you. Discuss an example of a time you had to overcome a lack of knowledge, skill or experience, or when you took your game to the next level: "I wouldn't say that it was too difficult for me. However, I was faced with..."

QUESTION: What is your management style?

Intent: This is a classic question for management-level candidates. The interviewer's intent here is threefold: to find out if your management style fits, to determine if you have management ability and to probe how much you understand your own work style.

Context: Avoid responding with cliches. Hopefully you can say more than that you have an open-door policy or you manage by walking around.

Response: In today's environment, you need to speak to leading and developing your team, communication, how you organize and plan, how you execute and how you measure progress. It need not be a long answer, but responding with a well-thought-out approach to your management style will make a better impression than spouting generalities.

QUESTION: How would your past experience translate into success in this job?

Intent: Either the interviewer is asking in a tone that indicates his doubt about your legitimacy as a candidate, or he is asking you to make the connection for him effectively.

Context: You can blow the whole interview here. In fact, you have no business being in the interview unless you are clear why you have what it takes to do the job well.

Response: You might start with naming the top few requirements for this job and then describing how you meet or exceed each one. Or you might begin with your background and summarize how it has prepared you for this job. Often, the context of the job is almost as important as the skills required, so don't forget to speak to the specific challenges and objectives you see in the role.

QUESTION: How would you tackle the first 90 days?

Intent: This question is about thoroughness, process and appreciation for organizational complexity. In a second or third interview, the interviewer may also be testing how much you have thought about the job itself.

Context: Most people would say they would study the company's business. You must go beyond this answer to speak to specific job's key challenges or goals. You also want to assure your potential employer that current production will continue without interruption. Of course, you want to express that you would work with the team, your boss and any key influencers to get up to speed as quickly as possible.

Response: Unless asked to do so, do not get specific on changes or initiatives you would make. Instead, think of your response as an operating framework that demonstrates you have a solid, realistic understanding of what needs to be done and how.

QUESTION: Give me proof of your technical competence.

Intent: This question is worded vaguely on purpose. In any number of ways, your interviewer will likely ask you to prove your competence in some technical area important to the job. You need to do so decisively.

Context: You could be given a hypothetical scenario, such as a case study or a technical problem to solve, or you simply could be asked to describe your level of competency in a specific skill. How you do this will depend on the kind of question.

Response: Remember the three possible competency scenarios: exceeds, meets or needs development. Even if you find yourself in the last category, you need to demonstrate that you are purposefully and rapidly developing in that area and trying to compensate with an area of strength. You are better off acknowledging where you are rather than trying to fake it.

You can see themes running throughout this series: Know yourself. Think about the position you're interviewing for. Connect the dots between your background and the job and organizational requirements. Expand upon your responses to ensure you effectively communicate the depth and breadth of your experience. And of course, understand the nuances behind the questions. Good luck!

1. Tell me about yourself.

It seems like an easy interview question. Its open ended. I can talk about

whatever I want from the birth canal forward. Right?

Wrong. What the hiring manager really wants is a quick, two- to three-minute

snapshot of who you are and why youre the best candidate for this position.

So as you answer this question, talk about what youve done to prepare yourself

to be the very best candidate for the position. Use an example or two to back it

up. Then ask if they would like more details. If they do, keep giving them example

after example of your background and experience. Always point back to an

example when you have the opportunity.

Tell me about yourself does not mean tell me everything. Just tell me what

makes you the best.

2. Why should I hire you?

The easy answer is that you are the best person for the job. And dont be afraid to

say so. But then back it up with what specifically differentiates you.

For example: You should hire me because Im the best person for the job. I

realize that there are likely other candidates who also have the ability to do this

job. Yet I bring an additional quality that makes me the best person for the job--

my passion for excellence. I am passionately committed to producing truly world

class results. For example . . .

Are you the best person for the job? Show it by your passionate examples.

3. What is your long-range objective?

Make my job easy for me. Make me want to hire you.

The key is to focus on your achievable objectives and what you are doing to

reach those objectives.

For example: Within five years, I would like to become the very best accountant

your company has on staff. I want to work toward becoming the expert that

others rely upon. And in doing so, I feel Ill be fully prepared to take on any

greater responsibilities which might be presented in the long term. For example,

here is what Im presently doing to prepare myself . . .

Then go on to show by your examples what you are doing to reach your goals

and objectives.

4. How has your education prepared you for your career?

This is a broad question and you need to focus on the behavioral examples in

your educational background which specifically align to the required

competencies for the career.

An example: My education has focused on not only the learning the

fundamentals, but also on the practical application of the information learned

within those classes. For example, I played a lead role in a class project where

we gathered and analyzed best practice data from this industry. Let me tell you

more about the results . . .

Focus on behavioral examples supporting the key competencies for the career.

Then ask if they would like to hear more examples. Enhance your career

opportunities by getting the training you need, find degrees and schools near

you!

5. Are you a team player?

Almost everyone says yes to this question. But it is not just a yes/no question.

You need to provide behavioral examples to back up your answer. A sample

answer: Yes, Im very much a team player. In fact, Ive had opportunities in my

work, school and athletics to develop my skills as a team player. For example, on

a recent project . . .

Emphasize teamwork behavioral examples and focus on your openness to

diversity of backgrounds. Talk about the strength of the team above the

individual. And note that this question may be used as a lead in to questions

around how you handle conflict within a team, so be prepared.

6. Have you ever had a conflict with a boss or professor? How was it resolved?

Note that if you say no, most interviewers will keep drilling deeper to find a

conflict. The key is how you behaviorally reacted to conflict and what you did to

resolve it.

For example: Yes, I have had conflicts in the past. Never major ones, but there

have been disagreements that needed to be resolved. I've found that when

conflict occurs, it helps to fully understand the other persons perspective, so I

take time to listen to their point of view, then I seek to work out a collaborative

solution. For example . . .

Focus your answer on the behavioral process for resolving the conflict and

working collaboratively.

7. What is your greatest weakness?

Most career books tell you to select a strength and present it as a weakness.

Such as: I work too much. I just work and work and work. Wrong. First of all,

using a strength and presenting it as a weakness is deceiving. Second, it misses

the point of the question.

You should select a weakness that you have been actively working to overcome.

For example: I have had trouble in the past with planning and prioritization.

However, Im now taking steps to correct this. I just started using a pocket planner

. . . then show them your planner and how you are using it.

Talk about a true weakness and show what you are doing to overcome it.

8. If I were to ask your professors to describe you, what would they say?

This is a threat of reference check question. Do not wait for the interview to know

the answer. Ask any prior bosses or professors in advance. And if theyre willing

to provide a positive reference, ask them for a letter of recommendation.

Then you can answer the question like this:

I believe she would say I'm a very energetic person, that Im results oriented and

one of the best people she has ever worked with. Actually, I know she would say

that, because those are her very words. May I show you her letter of

recommendation?

So be prepared in advance with your letters of recommendation.

9. What qualities do you feel a successful manager should have?

Focus on two words: leadership and vision.

Here is a sample of how to respond: The key quality in a successful manager

should be leadership--the ability to be the visionary for the people who are

working under them. The person who can set the course and direction for

subordinates. The highest calling of a true leader is inspiring others to reach the

highest of their abilities. I'd like to tell you about a person whom I consider to be a

true leader . . .

Then give an example of someone who has touched your life and how their

impact has helped in your personal development.

10. If you had to live your life over again, what one thing would you change?

Focus on a key turning point in your life or missed opportunity. Yet also tie it

forward to what you are doing to still seek to make that change.

For example: Although Im overall very happy with where Im at in my life, the one

aspect I likely would have changed would be focusing earlier on my chosen

career. I had a great internship this past year and look forward to more

experience in the field. I simply wish I would have focused here earlier. For

example, I learned on my recent internship… …then provide examples.

Ten Popular Questions Based Asked in Interviews

1. Give an example of a situation in which you had to sort out a problem within a specific time frame and you were able to solve it? This question aims to test your time management and problem solving skills. More than the success of the project, interviewers wish to know how you tackled the situation.

2. What innovative idea you implemented in your work that increased your efficiency or helped your team achieve your objectives faster? This tests your creativity skills and how updated you're in your field. This also is a hint towards your visionary approach to increase performance of the team. Besides these, it also reflects your leadership skills and team player skills.

3. Mention in detail about an event wherein you had to use your own judgment and decision-making skills to arrive at a decision regarding some project? This question indirectly is meant to assess your confidence and faith on your own, backed by rational logic. In fact, every leader has an intuitive self and the employers see if you have that foreseeing ability to take calculated risks.

4. There are many difficult people in our work culture that need to be handled with care and a bit of tolerance. Tell about any such colleague of yours and how you handle him or her? Describe any situation where you had managed him or her effectively? The answer to this question is a test of your communication and interpersonal skills. The employer wants to understand, if you have the ability to understand people of different cultures, mind sets and work in cooperation with them.

5. Describe one incident wherein nobody in your group supported your idea on some work, but you were able to convince them based on logic and explanations. In this question, the employer is willing to know about your analysis skills in problem solving and how effective a decision maker you're.

6. Mention three steps you took to improve your organizational skills. How did it benefit the company you were working for? Your ability to identify potential growth areas in the organization and your leadership skills are being checked through this question. This question indirectly helps employers know about your ability to see distant opportunities and also realize flaws in your work.

7. Mention any two incidents wherein you failed in your attempts as an employee of your firm and what lessons you learned from them? Did you bounced back with more successful steps? This is a question that is for sure, going to reflect your maturity. There is no harm in making mistakes and if you have made any in your professional work, you can talk about it. But try to take some positive experiences from your learning and how you made your weakness a strength.

8. Your company set a target for your team and you had to achieve it within a very limited time period? How did you go about planning for that as a team leader? How did you managed job stress in the entire working period? Stress is inevitable in any profession and time management skills are put to test while deciding priorities and working on goals. This question gives your interviewer a hint of your ability to handle pressure.

9. Mention any situation wherein your writing skills were put to test? Here is the question that throws light on your ability to communicate, in written form. Don't think this is just a common question. It helps employers realize how good are your writing skills and indirectly, about your reading skills.

10.Who were your best and worst boss? This is a bit tricky question and really requires you to think properly about how to present your experiences with different types of bosses you have worked with, in an effective way.

Answering Behavioral Interview Questions

It has to be understood that one can't memorize answers of several behavioral questions, as these questions are situational based. However, if you're going to appear for some job interview, it is very important to prepare methodically to answer these questions. How can you do that? Well, make a note of various incidents in your previous and current job experiences that you think are vital lessons you have learned in your professional career. Now this can only be done by you and no self help books or coaches can teach you. One of the important aspects of answering behavioral interview questions is that you must quote experiences that sound true and logical. Nothing can be more ridiculous and scary (for your interview performance) than talking about incidents that never occurred with you. Understand that interviewers are people with tons of experience in their respective fields and it is next to impossible to fool them. You must equip yourself with various job interview tips so that you're able to create a positive impression on your employer.

After reading the above sample questions, you must have got an idea that all questions are similar to common interview questions, with more emphasis on testing your key competencies in certain specific areas like.

Stress Management Tolerance Resilience Adaptability Team Work and Team Building Skills Leadership Conflict Resolution Skills Negotiation Skills Eye to Detail Work Ethics Time Management Dedication to Work

Problem Solving Skills Analytical Ability Integrity Confidence Maturity Flexibility

As the competition in the professional world has increased by leaps and bounds,

individuals aspiring for jobs must not leave any stone unturned to cast a good

impression on potential employers. Not only high academic marks but effective

communications skills are also essential for success. Job interviews are usually the final

step to hire aspirants for various jobs, so one must prepare for them properly. Several

behavioral interview questions and answers, mentioned in this article, can be a

resourceful piece of information in the process of your job interview preparation.

Wishing you all the best for a bright career!

Behavioral Interview Questions and Answers

Common Behavioral Interview Questions and Answers

Behavioral interviews are growing in popularity. Corporations like behavioral interviews

because they give them a glimpse of how the applicant will handle the issues they will

face in the position. Interviewers like behavioral interviews because it gives them a

glimpse of the applicant’s personality and character.

Behavioral interview questions are some of the hardest questions to answer. You must

think back to your work experience and come up with specific times you exhibited the

behavior. Then you must describe how you handled the situation, and that answer must

be one that impresses your interviewer.

Preparation is Vital for Behavioral Interviews

Without preparation, these job interviews are prone to mistakes. Recall can be difficult

when put on the spot, especially during an interview. If you do not remember specific

examples of when you encountered these situations, you may struggle. Common

mistakes at behavioral interviews include:

Overusing “um” or pausing frequently. Telling stories unrelated to the question. Trying to make up a story that is false. Casting yourself in a negative light. Reflecting poorly on your professional relationships.

These are always at risk during these types of interviews if you do not prepare. It is hard

to remember your experiences quickly if you have not thought of them in years but if

you practice sample behavioral interview questions the time you spend will allow you to

refresh your memory and answer the questions confidently.

What to Do if You Have No Answer

Behavioral questions assume you have experienced the situation the question refers to.

You may not have an experience to provide. It is important that you do not try to make

one up. Your interviewer will have enough experience evaluating applicants that they

will easily be able to catch you in a lie. Instead, explain to the employer that you have

not experienced the situation and describe what you would do if the issue occurred.

What to Do if the Answer is Not Flattering

Sometimes you will have an answer that does not reflect well on your candidacy. It may

be a good idea to feign amnesia and act as though you have not had the experience

before. It may also be useful to tell the interviewer what you would have done

differently. An answer for a difficult question may be “Well, at the time I did this, but

soon after I realized that the ideal way to handle it would be that.” Minimize the

negatives and put more focus on how you would have handled the situation. Good

answers will show the employer that you are willing to learn from your mistakes.

Sample Behavioral Interview Questions

Q: Describe a Situation Where You Disagreed With a Supervisor.

A: Standard interview tips and techniques still apply. Do not speak negatively about any

supervisors, coworkers or former jobs. It is acceptable to share a specific situation that

occurred with a former boss, but do not go into detail about the disagreement. Focus

instead on what you did to help the supervisor see your point of view.

You may be asked a follow up question, such as “Did they ultimately see your point of

view?” Be honest. Did they follow your advice or didn’t they? The answer is not as

important as the presentation. Do not sound bitter in your response if they did not. “They

did see my point of view. They chose a different path, but they understood my concerns

and beliefs in the end.”

Q: Describe a Time Where You Needed to Present Complex Information in a

Simplified Way.

A: This question is common for customer service, sales, marketing, management and IT

jobs. Provide specific, job related examples. Did you create any documents? Did you

practice its presentation? Did you run it by another employee? Remember to discuss all

of the methods you used to simplify the information.

Q: Describe a Time You Had to Adapt Your Style.

A: Questions about your ability to change your mind will be very common during

behavioral interviews. The employer is going to be testing your decision making skills.

They also are seeing if you are rigid in your beliefs. Share a time during your past

employment where you needed to change your mind or adjust a process. No employer

wants someone that is rigid in their beliefs.

Q: Describe a Time Where You Were Wrong.

A: Companies do not want to hire someone that is always right. They want to hire

someone that makes mistakes and learns from these mistakes. Questions about

mistakes or errors in judgment are common. Come up with a few mistakes you can

discuss if requested. Always make sure that you are able to follow up with what you

learned from the experience and how it has affected your current decision making

strategies.

Q: Describe a Time Where You Had to Delegate Tasks.

A: Questions about managing others are not limited to management jobs. Businesses

want to see examples of leadership in their employees. There are a variety of

behavioral interview questions that are designed to see how well you handle a

leadership role. The best way to answer this is to highlight why you delegated each task

to its recipient. “I focused on the staff member’s strength. I delegated the tougher IT

tasks to Todd because he was more experienced. Jeff had an eye for accuracy, so I

had him run data check. I handled the overall QA since I had the most experience with

the details of the project.”

Q: Describe a Time Where You Were Unsure of the Next Steps.

A: Many jobs require a motivated self-starter that will seek out tasks and ensure they

are on the right track. Employers are not looking for someone that gets confused and

does not look for help. Many questions will focus on your own personal responsibility

and how you handled issues that arose while you were working alone.

Q: Describe a Time Where You Were Blamed for a Mistake You Did Not Make.

A: Personality plays a role in behavioral interviews. Employers want to see that you are

well balanced person that knows how to handle themselves. These types of questions

are designed to see how you handled situations that can be very personally stressful.

Try to share examples that reflect positively on all parties involved. “Once I was blamed

for not double checking marketing data, which drastically impacted one of our

campaigns. Though I was not the staff member in charge of the data collection and

analysis, I knew it would be unproductive to try to pass blame, so I simply asked what

steps I could take to help resolve the problem. Afterward I spoke with the staff member

in charge of checking data and let them know of the error so that both of us could

ensure it would not be repeated.”

Behavioral Questions Differ from Job to Job

The questions are simply examples of behavioral interview questions. Behavioral

interviews differ for every type of job. Employers are looking for specific experiences

that relate directly to the position you are interviewing for. Questions may be reworded

for each job. For example:

Describe a time when you made a serious coding mistake. How did you handle it?

Describe a time when you lost a sales prospect. How did you handle it? Describe a time when you ran an unsuccessful marketing campaign. How did

you handle it?

Questions may be broad or specific. Be prepared for all types of behavioral questions

and have answers ready.

Bring Out Your Personality – Drop Keywords

Behavioral interviews are designed to help employers get to know you as a person.

Showcase your personality. Be energetic and a perfect example of a model employee.

Also, do not forget to mention the qualities that made you an ideal candidate by

mentioning your skills, experiences and qualifications at every opportunity.

You Can Survive the Behavioral Interview

When asked a traditional question like, "What would you do if you had a customer who wasn't interested in buying the product?" you can make up a story. But when you're asked behavioral questions, the interviewer is listening for specific examples of how you have handled situations or problems in the past.

When presented with interview questions beginning with phrases like "tell me about a time when" or "give me an example of" the interviewer wants to hear your real-life examples. When interviewers ask such behavioral interview questions, they are listening for examples of how you handled situations similar to the ones you may handle for this company. This is your chance to talk about your accomplishments. If you can demonstrate through examples (preferably recent ones) that you've succeeded in certain areas of interest, you'll likely be considered a strong candidate for the position. After all, if you did it somewhere else yesterday, you can do it for this company tomorrow.

Your success stories should include the situation, the action you took and the result. Here is an example if you were interviewing for a sales position:

The Situation: I had a customer who did not want to hear about the features of my merchandise because of a prior interaction with my company.  

The Action: I listened to her story and made sure I heard her complaint. I then explained how I would have handled the situation differently and how I can offer her better service. I showed her some facts that changed her mind about dealing with the company again. 

The Result: She not only bought the merchandise, but also complimented how I handled her account. She is now one of my best customers.

One way to prepare for behavioral interview questions is by writing out your stories before the interview. Determine what stories you have that would be appropriate for the position based on its job description. If the job requires dependability, write your story about a time when your dependability was recognized or made a difference with a customer.

You can use the stories you prepare even when the interviewer does not ask behavioral questions. If you are asked a traditional question, use your prepared story and preface it with, "I can give you an example of a time when I used that skill on a previous job."

By preparing for the interview ahead of time and recalling your past successes, you will be able to have examples in mind and will not be caught off guard. There is no way you can predict what the interviewer is going to ask you, but you can prepare what you want him to know about your past as a predictor of your future performance.