Tips for Successful Job Interviewing: Interview Questions

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Interview questions: This slide deck highlights some of the different types of interview questions you might be asked as a candidate, and how to respond accordingly.

Interview questions: This slide deck highlights some of the different types of interview questions you might be asked as a candidate, and how to respond accordingly.

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  • 1. Human Resources Lunch and Learn Series Session 2: Interview Questions TIPS FOR SUCCESSFUL JOB INTERVIEWING 1
  • 2. Session 1: Preparation • Purpose of the interview • What to expect from the interview • How to put your best foot forward Session 2: Interview Questions • Types of Questions • Behavioral Interviewing Session 3: Interview Tips and Open Forum Potential for additional sessions based on your feedback. Human Resources 2 Tips for Successful Jobs Interviewing
  • 3. 3 Session 2 Cartoon Human Resources
  • 4. 4 Type of Interview Questions Human Resources There are a variety of types of interview questions that you can expect. ASK YOURSELF What is your experience with interview questions? Which ones are the toughest for you?
  • 5. Direct questions are types of questions that determine the focus of your answer (e.g. "What skills do you have that relate to this position?"). The information you provide should be clear and specific. These types of questions, whether they relate to technical or soft skills, should be easy to answer if you have performed a self-assessment. Remember from session one, we asked you to write out a T graph and on one side list the jobs requirements and on the other map your skills, experience and accomplishments to them. 5 1. Direct Questions Human Resources
  • 6. 6 2. Non-Direct Questions Non-direct questions are general in nature and do not ask for specific information (e.g. “Can you tell us a bit about yourself?“). In this case, you must determine the focus of your answer. In response to this particular question, you should briefly summarize approximately four areas: education, experience, skills, and personal attributes. If possible, make your response relevant to the job you are seeking. Human Resources
  • 7. Scenario questions use a problem solving approach to determine your analytical skills and critical thinking abilities. These are "What if" type questions and are presented in the form of case examples or problem situations. You will be asked to imagine yourself experiencing a situation and will then be evaluated on how you would handle that situation. (e.g. “There may be times when you are faced with a difficult question or situation, and no one is around for you to ask for help. Please tell us, how you would handle that situation, what steps would you take?”) 7 3. Situational (or Scenario) Questions Human Resources
  • 8. Behavioral interviewing is based on the premise that the best way to predict future behavior is to determine past behavior. This technique is designed to minimize personal impressions that can effect the hiring decision, by focusing on actions and behaviors, rather than subjective impressions. Instead of asking how you would behave in a particular situation, you will be asked to give an example of how you did behave in the past to the same kind of situation. You will be asked to provide details. 8 4. Behavioural Questions Human Resources
  • 9. 1. The person in this position needs to be innovative and proactive. Can you describe some things you have done to demonstrate these qualities? 2. What examples can you cite of your ability to apply prudent judgment in a delicate situation. a) Why was the situation delicate? b) What did you do? c) Why did you do it? d) What was the outcome? 3. Give an example on how you dealt with an irate student/client. 4. Tell me about a time when you had a major conflict with another employee. a) What was the cause of the conflict? b) What things did you do to alleviate the problem? c) What were the results? 5. Give me an example of your involvement in a successful team effort. a) What role did you play? b) Why was the effort successful? 9 Human Resources Behavioral Interview Examples (Continued)
  • 10. 10 Human Resources Behavioral Interview Examples (Continued) 6. Tell us about a time when you were feeling overwhelmed in your job? a) What were the circumstances? b) How did you handle the situation? 7. Please give us an example of a time when you had to make a decision to satisfy a client, but when you were unable to consult with a manager. Be specific. 8. Please tell us about a time in your work history in which your manager has assigned you with a number of tasks. Explain how you prioritized them and your rationale for doing so. 9. Would you please describe your organizational skills and provide us with concrete examples which demonstrate these skills?
  • 11. 11 Human Resources STAR Interview Responses STAR answers are based around behavioural interview questions. The interviewer is searching for specific examples - you will need to include details such as dates and outcomes Situation: The interviewer wants you to present a recent challenge or situation in which you found yourself. Task: The interviewer will be looking to see what you were trying to achieve from the situation. Action: What did you do? Results: What was the outcome of your actions? The STAR (Situation, Task, Action, Result)
  • 12. 12 Human Resources Other Sample Questions 1. What key accomplishments can you cite that suggest you are an excellent candidate for this position? 2. Please describe your key strengths. a) What two or three major accomplishments best demonstrate your key strengths? 3. Each of us have areas where we could improve performance. In what areas could you improve your overall performance? 4. You’re aware of the qualifications for this position. Could you outline how your experience fulfills these qualifications?
  • 13. 13 Human Resources Other Response Tips 1. Be specific in your answer (try using “I” instead of “we”). 2. Take time before you respond to the question to think through your answer. 3. It’s ok to go back to a question, however make sure you do go back – you might lose out on valuable points. 4. Ask for clarification or for the question to be repeated, if you need to.
  • 14. 14 Human Resources Activity 1. Review the job posting. 2. Write 2-3 questions that might be asked in an interview for this posting, one of them being a behavioral question. 3. Have a partner ask you the behavioral question, and provide an answer using the STAR technique.
  • 15. QUESTIONS 15