P.12. interview skills ques.

Topics for Interview Questions
The Professional / Graduate Applicant Work Book
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PERSONAL ATTRIBUTE PROFFILE
Managing Personal Effectiveness - The Big Picture
 Applied Learning Ability
 Objectivity
 Resourcefulness
 Adaptability
 Action Orientation
 Achievement Orientation
 Work Commitment
 Managing Time
 Self-Development
 Oral Communication
 Written Communication
 Building Relationships
 Team Playing
 Negotiating
 Resolving Conflicts
 Assertiveness/Responsiveness
 Managing Work
 Organisation Know-How
Managing Results
 Analysis
 Planning
 Organizing
 Budgeting
 Monitoring/Controlling
 Problem Solving/Decision Making
 Managing Change

Managing People
 Staffing
 Business Judgment
 Coordinating
 Managing Performance
 Managing Development
Leadership
 Initiating Change
 Influencing Others
 Building Teams
Professional Skill
 Attention to Detail
 Leading Meetings
 Project Management

PROFESSIONAL INTERVIEW
INTERFACE
Professional Interface Management Profile
Negotiation Skills Evident
Personal Authenticity
Interpretation Skills – (Why question is asked)
Real Time Analysis
Hiring Manager “Style & Preference” Awareness
Displays Relevancy in all Answers
Internal Locus Evident
Creates Unique Value Proposition
Displays Differentiation & Distinction
Evidence of Full Preparation
Self Marketing Employ-ability
Create Compelling Attraction
Develops Rapport
Uses Emotional Intelligence
Displays Personal Growth History
Displays a Career Strategy and Positioning
Is Candidate 21st
Century Career Ready?
Shows Innovation And Motivation
Globally Aware
Financially & Economically Literate
Has Cross Cultural Skills
Displays Critical Thinking
Niche Expertise
Adaptable To Multi Varied Environment
Consistent Positive Attitude
Problem Solver
Media Literate
Self Directed Learner – Life Long Learning Attitude

Personal Traits
Confident
Persuasive
Motivated
Expressive
Engaging
3 Critical Elements Analysis
Value Proposition
Differentiation
Employ-ability

MANAGEMENT PROFILE
Managing Results
Analysis
Describe a complex problem you have worked on lately which required in-
depth analysis. What factors or variables did you consider?
Problem:
How analyzed:
Result:
Describe the biggest problem you have faced in the last six months. How did
you handle it?
Problem:
How analyzed:
Result:
What sources of information do you use to keep aware of problems within
your department? (Look for use of different sources.) Can you tell me about a
time you relied on those sources to inform you of a problem?
Situation:
Action:
Result:

Describe a significant project, idea, etc., you have conceived within the past
year. How did you know it was needed and would work? Was it used? Did it
work?
Situation:
Action:
Result:
***********************
Managing Results
Planning
How often is your schedule upset by unforeseen circumstances? What have
you done to improve the reliability of your schedule?
Situation:
Action:
Result:
How have you stayed attuned to potential obstacles to achieving your goals or
accomplishing your work?
Situation:
Action:
Result:

How do you set your work plan for the year? (Listen for planning.) What
were your objectives for last year? Were they achieved?
Situation:
Action:
Result:
What are your long- and short-term plans for your department? Are they in
writing? Describe how you have pleased them.
Situation:
Action:
Result:
Give me a specific example of the steps you have taken when planning a new
assignment.
Situation:
Action:
Result:
*******************

Managing Results
Organising
When organizing a project, how do you determine which resources to use?
(Look for efficiency, priorities and the type of resources used.) Give an
example of one project that worked well. Then tell us about another project
where you did not plan your resources appropriately.
Project:
Method:
Result:
What have you done to address work backlog in your unit?
Situation:
Action:
Result:
Describe a situation at _______________________________ that required
several things to be done at the same time. How did you handle it?
Situation:
Action:
Result:
Tell me about a time when you reorganized your work group. What
prompted you to do that? What was the outcome?
Situation:
Action:
Result:

************************
Managing Results
Budgeting
Take me step-by-step through how you determined the budget for your unit.
What information did you use in preparing the budget? What information
was lacking?
Describe how you have estimated the costs of a project. What determined the
priorities? Give an example.
How have you allowed for unexpected expenses when preparing a budget?
How did you control your department’s budget? What action did you take
when expenses exceeded it? Give an example.
***********************
Managing Results
Monitoring/Controlling
What methods do you use to keep informed of what is going on in your area
of supervision?

Are there any procedures which you find helpful for keeping track of things
so problems can be prevented? What are they? Tell me about a lime when you
have used the procedure.
Situation:
Action:
Result:
What have you done when you found that your techniques for monitoring
activities were loosely adhered to by your subordinates? Give a specific
example.
Situation:
Action:
Result:
Describe a situation when you had to act quickly to correct a problem. Could
it have been prevented by closer monitoring? What did you do? What was the
result?
Situation:
Action:
Result:
**********************

Managing Results
Problem Solving/Decision Making
What difficulties do you have in establishing actions to take in your job? Give
an example.
Situation:
Action:
Result:
What was the most difficult decision you have made in the last six months?
What made it difficult?
Situation:
Action:
Result:
What organisational resources (services) do you most commonly use? What
type of training or information about these resources do you give your
subordinates?
Situation:
Action:
Result:

With whom do you work to accomplish your objectives? How have you
ensured that you get cooperation?
Situation:
Action:
Result:
How did you keep your employees informed of what was going on in the
organisation?
************************
Managing Results
Managing Change
Tell me about a new policy or new idea you recently implemented which was
considerably different from the former procedure. What approach did you
take to get your employees to go along with it?
Situation:
Action:
Result:
Describe a situation when you had to gain the support of your peers in order
to effectively implement a new procedure. What did you do?
Situation:
Action:
Result:

What was the biggest obstacle you had to overcome in order to incorporate a
new idea to process in your work unit? Why was it an obstacle? How did you
overcome it?
Situation:
Action:
Result:
Describe a situation where you “got the most mileage” out of a procedure or
policy change you had to introduce to your subordinates. How did you take
advantage of the opportunity provided by the change?
Situation:
Action:
Result:
***************************
Managing People
Staffing
- Have you written any job descriptions? If yes, can you describe what you
included and how you used it? (Ask for copy, if available.)
Situation:
Action:
Result:

Could you cite an example where you were faced with delegating authority
and/or responsibility? How did it work out?
Situation:
Action:
Result:
When looking at applicants, how do you select the best person? Have you had
any problems with this method? If yes, what were they?
Describe how you hired your last subordinate. How well is the person doing
in the job?
Situation:
Action:
Result:
Describe a recent work related problem and the actions you took to solve it.
Situation:
Action:
Result:

What was a challenging business decision you have recently faced? How did
you decide what to do?
Situation:
Action:
Result:
When, if ever, have you delayed decisions to give yourself more time to think?
Describe the situation and outcome.
Situation:
Action:
Result:
What kinds of decisions do you make rapidly and which ones do you take
more time on? Give examples.
When have you declined to make work related decisions? Why?
Situation:
Action:
Result:

Describe a situation at _____________________________________ when
you were faced with obstacles. How did you handle it? (Look for planning of
alternatives.)
Situation:
Action:
Result:
************************
Managing People
Business Judgment
Give me an example of the most practical decision you have made in the last
six months. What were the alternatives? Why was it practical?
Situation:
Action:
Result:
What are the most important business issues you have addressed in the last
year? Tell me what you did about them. What was the result?
Situation:
Action:
Result:

What was the biggest risk you had to take while at
_______________________________ Why was it risky? Why did you take it?
What was the outcome?
Situation:
Action:
Result:
In your job at _____________________________ when did you have to use
common sense? Tell me about the situation and the result.
Situation:
Action:
Result:
*************************

Managing People
Coordinating
What other departments do you frequently have to deal with in your current
job? How often and under what conditions? Tell me about a time.
Situation:
Action:
Result:
What other departments did you have to check before making a major
decision? Can you tell me about a time when you had to make a decision
before you were able to check with them? What was the result?
Situation:
Action:
Result:
How have events in your area of the organization affected other parts of the
organization? Give examples.
Situation/Event:
Action:
Result/Effect:

Have you ever made a decision that affected departments other than your
own? What was the situation? What was the result?
Situation:
Action:
Result:
**********************
Managing People
Managing Performance
How have you oriented and trained your new employees?
Situation:
Action:
Result:
How have you established work objectives with subordinates? Are they
usually reached?
Situation:
Action:
Result:
How have you handled giving an employee feedback and rewards?
Situation:
Action:
Result:

Describe how you handled a situation where a subordinate did an
outstanding job and what you did when a subordinate had a performance
problem. What was the result in each situation?
Situation:
Action:
Result:
How have you used feedback to encourage good performance? Give an
example.
Situation:
Action:
Result:
How did you know if the feedback you gave an employee was effective?
Situation:
Action:
Result:
How do you keep your employees informed about what is going on in the
organization?
Situation:
Action:
Result:
****************************

Managing People
Managing Development
If you are promoted tomorrow, do you have a replacement? What did you do
to help develop him or her?
Situation:
Action:
Result:
What are the major training and development needs of the people in your
department? How did you identify them? What are you doing about them?
Situation:
Action:
Result:
How are you helping your subordinates develop themselves? Give examples.
Are there any techniques you have found useful in identifying particular
subordinate needs and potential? Tell me how they worked with a particular
person.
Situation:
Action:
Result:

What techniques have you found most useful in developing subordinates?
How do you use them?
**************************
Managing Personal Effectiveness
Applied Learning Ability
How did you learn the technical aspects of your job at
____________________________?
- How long did it take you?
Situation:
Action:
Result:
What did you have to learn to be effective at
_______________________________________?
Which parts took the most time? Why?
Situation:
Action:
Result:

What technical courses have you taken? What did you learn? How hard were
they?
Did you pass your ________________ certification/examination?
What did you do to prepare for it?
Situation:
Action:
Result:
In which academic courses did you have to work the hardest? How well did
you do?
What was the most difficult/easiest task you had to learn on your job
at_______________?
How did you learn it?
Describe how you have applied your knowledge about
__________________________ to a project/assignment.
What were the results?
Situation:
Action:
Result:
******************************

Objectivity
Tell me about a situation in which you had to deal with a controversial topic
at work.
What was your reaction the last time a person (customer, subordinate, boss)
lost his or her temper?
Situation:
Action:
Result:
Tell me about the last time you took a stand on an issue that others disagreed
with.
What were the merits in the others’ viewpoints?
Situation:
Action:
Result:
Tell me about a situation in which you became frustrated or impatient when
dealing with customers, subordinates, boss or co-workers.
What did you do?
Situation:
Action:
Result:

Describe a situation at work where someone criticized you.
How did you react?
Situation:
Action:
Result:
*************************
Resourcefulness
What is one of the most imaginative or innovative things you have done in
your present position?
Situation:
Action:
Result:
How have you made an opportunity for innovation and imagination in your
present position?
Situation:
Action:
Result:

Can you think of a situation you had to handle in which old solutions did not
work?
What did you do to handle it?
Situation:
Action:
Result:
Describe a problem in your organisation that you handled in a different way.
How was your approach different?
What was the result?
Situation:
Action:
Result:
Describe any significant projects, ideas, etc. you have conceived within the
past year.
How did you know they were needed and would work?
Were they used?
Did they work?
Situation:
Action:
Result:

How have you gotten your employees to come up with new ideas?
Give and example.
Situation:
Action:
Result:
Have you found any ways to make your job easier or more regarding?
What are they?
Situation:
Action:
Result:
Describe a new idea and suggestion you have made to your supervisor in the
last six months that was used.
What was the result?
Situation:
Action:
Result:
**************************

Adaptability
Tell me about a situation in which you had to adjust quickly to changes in
organization priorities.
What was the impact of the changes on you?
Situation:
Action:
Result:
What kinds of changes did you run into switching from _______________
department to _____________________ department?
Going from the _________________________ position to ________________
position must have been difficult.
What problems arose and how did you take care of them?
What was the highest pressure situation you have been under in recent years?
How did you cope with it?
Situation:
Action:
Result:

How long can you be “out on the road” before you become edgy with
customers?
What do you do about that?
Situation:
Action:
Result:
What situations do you find most frustrating at work?
How have you dealt with them?
Situation:
Action:
Result:
*****************************
Action Orientation
How did you get your job at ____________________________?
Situation:
Action:
Result:

Describe a situation where you showed initiative.
What was the outcome?
Situation:
Action:
Result:
What changes have you tried to implement in your area of responsibility?
What have you done to get them under way?
Situation:
Action:
Result:
How have you tried to influence events to achieve goals?
Situation:
Action:
Result:
**************************
Achievement Orientation
In your position, how do you define doing a good job?

What are your standards of success in your job?
What have you done to meet these standards?
Situation:
Action:
Result:
Tell me about a time when you were not very pleased with your performance.
What did you do about it?
Situation:
Action:
Result:
What competitive situations have you been in?
How did you handle the competition?
Situation:
Action:
Result:
***************************

Work Commitment
Give an example of a project or task that needed extra time and effort to
complete.
What did you do?
Situation:
Action:
Result:
Give some examples of your doing more than what was required in your job
at __________________
Situation:
Action:
Result:
What was a big obstacle you had to overcome to get where you are today?
How did you overcome it?
Situation:
Action:
Result:

Can you relate some experience in which you felt you gained something
because you persisted for a length of time?
Situation:
Action:
Result:
***************************
Managing Time
How do you schedule your time? Set priorities?
What do you do when your time schedule is upset by unforeseen
circumstances? Give an example.
Situation:
Action:
Result:
How did you decide which customers to see/projects to work on last week?
Situation:
Action:
Result:

What do you do when you are overloaded with work? Give an example
situation.
Situation:
Action:
Result:
****************************
Self - Development
What type of development activities are you engaged in to improve your
skills?
What have you done recently to develop your knowledge or abilities? How
have you applied that knowledge to your present job?
Situation:
Action:
Result:
How does you current job relate to your career goals? Current job:
Career goals:

What company sponsored development courses have you taken? How did you
get involved?
Situation:
Action:
Result:
How did you keep up your technical skills? Tell me about a time when you
used a new skill.
Situation:
Action:
Result:
*****************************
Oral Communication
- What was one of the worst communication problems you have
experienced? Give an example.
Situation:
Action:
Result:

What different approaches do you use in talking with different people? How
do you know you are getting your point across?
Situation:
Action:
Result:
At one time or another, we have all had some problems getting our point
across when talking on the telephone. Give me an example when this
happened to you.
Situation:
Action:
Result:
What is the most complex topic you have had to explain to a group? How did
you handle it?
Situation:
Action:
Result:
What are some of the more complicated kinds of ideas/products you have had
to explain over the phone?

What are some of the different people you communicate with to perform your
job?
Person:
Type of communication:
****************************
Written Communication
How have you prepared for writing a proposal? How did it help you in
writing the proposal?
Situation:
Action;
Result:
Give some examples of when you have had to adjust your writing style to
have your ideas more clearly understood. How did you approach it and decide
on the appropriate style?
Situation:
Action:
Result;
What are some of the most important reports you have written? What
reactions did they get? How hard were they to write? Why?

What was one of the most difficult writing assignments you have been given
or have taken on yourself? Explain.
Situation:
Action:
Result:
What are some of the easiest writing assignments you have had? Explain.
Situation:
Action:
Result:
**************************
Building Relationships
How did you develop a rapport with your co-workers and people from other
departments at ________________________________ Give an example.
Situation:
Action:
Result:

How have your relationships with your co-workers and boss affected your
performance at work? Give an example.
Situation:
Action:
Result:
We all have ways of showing our consideration for others. What are some
things you’ve actually done at ______________________________?
Situation:
Action:
Result:
Tell me about a situation where you felt you shared too much information or
shared information with the wrong associate. Why? What was the result?
Situation:
Action:
Result:
*************************

Managing Persona! Effectiveness
Team Playing
Tell me about some of the toughest groups you have had to get cooperation
from. Did you have any formal authority? What did you do?
Situation:
Action:
Result:
How frequently do you meet with your immediate subordinates as a group?
Why?
What do you do in preparation? At the meeting? After the meeting?
Situation:
Action:
Result:
How often do you attend meetings with peers? What role did you play in the
last meeting?
Situation:
Action:
Result:

What recent problems have you had in which you included your
subordinates/peers in arriving at a solution? What approach did you take to
get them to accomplish the task?
Situation:
Action:
Result:
How did you set the objectives for your unit last year? (Look for involvement
of subordinates.)
Situation:
Action:
Result:
Describe a project that you worked on as a team member. How did you
contribute to getting the work done?
Situation:
Action:
Result:
***************************

Negotiating
What was one of the best ideas you ever sold to a superior? What was your
approach?
Situation:
Action:
Result:
What was one of the best ideas you tried but failed to sell to a peer? What was
your approach? Why did it fail?
Situation:
Action:
Result:
Describe your most satisfying experience in attempting to gain top
management’s support for an idea or proposal. What was the situation?
Situation:
Action:
Result:

How do you approach a negotiating situation? Describe a recent situation that
required negotiating. What was the result?
Situation:
Action:
Result:
Tell me about a situation when you had to work out a compromise solution.
Did both sides compromise equally? Why not?
Situation:
Action:
Result:
****************************
Resolving Conflicts
From time to time all of us are confronted by someone who disagrees with us
at work. Tell me about a situation like that. What did you do?
Situation:
Action:
Result:

What recent conflicts have you had with a subordinate, peer or supervisor?
Did it interfere with getting the work done? How was it resolved?
Situation:
Action:
Result:
Describe a situation when you had to help people with differing viewpoints
reach a constructive solution.
Situation:
Action:
Result:
Tell us about a time when you had subordinates who did not work together
well? What have you done about it? What effect have your actions had on the
situation?
Situation:
Action:
Result:
*************************

Organisation Know-How
Describe a situation when you had to work together with another area in
your organization. Do you feel it was necessary and productive? Why or why
not? What was the outcome?
Situation:
Action:
Result:
Tell me about a time when you relied on another area in your organization to
help you with a project. How did they approach the task? What was the
result?
Situation:
Action:
Result:
How do events in your area of the organisation affect other parts? Can you
give me an example?
Situation:
Action:
Result:

Draw an organization chart for me. Tell me whom, if anyone, you frequently
come into contact with in each of these departments and for what reasons.
(Look for understanding of structure.)
Situation:
Action:
Result:
How is your particular job affected by situations beyond your control in other
parts of the organization? What do you do about it?
Situation:
Action:
Result:
*************************
Leadership
Initiating Change
Tell me about a project you generated on your own because you saw a need
for it. What have you done to set it up? Did others also see a need for the
project?
Situation:
Action:
Result:

Describe a change you have had to explain to other people. Did they
understand your vision of the situation?
Situation:
Action:
Result:
What changes have you tried to implement in your area of responsibility?
What have you done to get them underway?
Situation:
Action:
Result:
Describe a situation when you initiated a change that would affect many
people. How did you involve those who would be affected by the change?
Situation:
Action:
Result:
**************************

Leadership
Influencing Others
What are some of the best ideas you have ever sold to a peer? What was your
approach?
Situation:
Action:
Result:
What was one of the best ideas you tried to persuade to a superior but failed?
What was your approach? Why did it fail?
Situation:
Action:
Result:
Describe a situation when you had to convince your peers of your opinion.
Tell me exactly what you said to convince them.
Situation:
Action:
Result:
************************

Leadership
Building Teams
Tell me about some of the toughest groups you have had to get working as a
productive team. What did you do?
Situation:
Action:
Result:
What recent problems have you worked on as a team with your subordinates?
Situation:
Action:
Result:
How often do you attend meetings with your peers? What role have you
played in the meetings? Tell me about a meeting and how you participated.
Situation:
Action:
Result:

How do you improve the decision making process in your group? What was
the situation before the improvement?
Situation:
Action:
Result:
*************************
Assertiveness/Responsiveness
Tell us about a time when something you did caused a problem for others?
What was the situation? Could it have been avoided?
Situation:
Action:
Result:
Describe how you have determined the needs of your work group. How did
you communicate them to the group?
Situation:
Action:
Result:

Tell me about a situation when you had to communicate your personal needs
to others in order to justify your decision.
Situation:
Action:
Result:
Describe your most recent discussion with one of your subordinates who was
having or causing problems. How did you get involved? How did it turn out?
Situation:
Action:
Result:
Tell me about a time when you had to change your priorities to accommodate
the needs of someone else. Why did you change your priorities?
Situation:
Action:
Result:
****************************

Managing Work
How have you developed work objective for yourself? Are they written? Do
you have an action plan to reach those objectives? Describe it.
Situation:
Action:
Result:
What checkpoints or performance indicators have you established to ensure
you reach your goal?
Situation:
Action:
Result:
How have you kept track of your progress on a project? Tell me about a
specific project.
Situation:
Action:
Result:

Tell us about a time you failed to reach your goal because you did not
establish a realistic action plan? Describe the situation.
Situation:
Action:
Result:
**************************
Professional Skills
Attending to Detail
How have you ensured that important details were not overlooked when
planning a project?
Situation:
Action:
Result:
We all have occasions when we were working on something that just “slipped
through the cracks.” Can you give me some examples of when this happened
to you?
Situation:
Action:
Result:

Can you give me some examples of times when you found errors in your
work? What were the causes? How did you handle them?
Situation:
Action:
Result:
Describe your system for controlling/checking errors in your work.
Situation:
Action:
Result:
**********************
Professional Skills
Leading Meetings
How have you prepared for meetings that you would be leading?
Situation:
Action:
Result:

Tell me about a time when you were leading a meeting and that discussion
got away from the agenda. How did you handle it?
Situation:
Action:
Result:
Describe how you follow up after a meeting to make sure that what was
agreed to be done gets completed.
*************************
Professional Skills
Project Management
Take me step-by-step through how you prepared the budget for your last
project.
Situation:
Action:
Result:
How have you scheduled the time line for a project? Set priorities?
Situation:
Action:
Result:

What kinds of project planning and administration did you do in your job
at____________?
Situation:
Action:
Result:
Can you think of some projects or ideas (not necessarily your own) that were
implemented or carried out successfully, primarily because of your efforts?
Situation:
Action:
Result:
Describe your method of keeping informed of what is going on in your
project.
Situation:
Action:
Result:
What kind of system do you have for keeping track of the progress workers
are making on a project?
Situation:
Action:
Result:

Describe any significant projects that you have developed within the past
year. How did you know they were needed and would work? Were they used?
Did they work?
Situation:
Action:
Result:
************************
Additional Questions
How does this position fit into your career path?
Situation:
Action:
Result:
What in your work history lead you to apply for this position?
Situation:
Action:
Result:

INTERVIEW QUESTIONS
Write your own answers to the 72 interview questions as you refer to the
suggested responses below each question. There are similar questions. Some
may not apply to you. You will not get 70 (+) questions and your interview
questions will not be asked in the sequence we have presented. You may
discover you need to write more SAR’s. (Situation, Action, Result).
1. Tell me about yourself.
This is the classic opener and gives the interviewer time to size you up, learn
about the human side of you. This gives the interviewer an opportunity to find
a common thread with you. Begin with where you are from, your education,
a bit about your family (“my wife and I live in ___, and we have ___
children”) then years of relevant related experience. Describe what you are
currently doing, if working or not, how long you have been out of work in
general terms and what you have done.)
2. What is your opinion of your last company? Or What did you like
best/least in your last position?
Stay neutral or positive, NO negatives. Focus on situations in which you
learned and/or contributed something to the company. Use an achievement as
an example. Liked people, hated to leave – sensitive question if there were
difficulties – no negatives
3. Why did you change jobs so frequently? Are you a job hopper?
Technique: Short & Sweet
Prepare a good rational for your moves. People do change jobs and if your
reasons are sound, say so. Do not be defensive.
Reasons to avoid: Did not get along with employer or other people, did not
like the management policies; passed over for a raise; too much work; too
much overtime; too many arguments; problems of health; personal problems
interfering with work . . . avoid long stories and negatives.

Some acceptable reasons: reorganization; a new manager arrived and
brought in his team; the company was in difficulty and had a massive layoff;
a major contract or customer was lost resulting in loss of sales; the company
was sold, etc.
4. How much salary are you looking for?
Suggested responses: “What does the position pay?” or “What is the ranges
you’ve established for this position?” If the repeat it or ask another salary
question in follow-up, use: “I don’t think that I know enough about the
position to determine that. What kind of salary range do you have in mind?”
After they give you a number, then “Tell me more about the responsibilities of
the position?”
5. How much did you make in your last position?
Possible Response “I was well compensated in my previous company but that
was a very different position than this one. What is your range for this job?”
After they give a salary, then :I’m sure we can arrange something. What kind
of staff would I be managing?”
Alternate response: “I am sorry but my previous salary was proprietary
information, I’m sure you understand.
6. Have you ever been fired?
Technique: Short & Sweet –
If yes, have a good explanation worked out. Example: “We had a change in
general managers and I was replaced by one of his former associates.”
7. How do you handle pressure/stress? And give me an example.
Indicate that you can handle pressure, prove it with a SAR and then counter:
“How much pressure is involved in this position?” Learn what he means by
pressure. If you are a pro at pressure jobs, give a few accomplishments.

8. How do you feel about your previous supervisor?
Whatever your true feelings, be positive. Example: “He was a good manager
and I learned a lot from about delegating authority.”
Question: Tell me about the supervisor I would be working for in your
company?
9. What is your greatest asset (strength – skill)?
Base your answer on what you know to be the interviewer’s needs. Go to
your list of strengths and then tie each of them to an accomplishment. If you
don’t know what the interviewer needs yet, utilize a multiple choice question
of your skills and the interviewer can select one. “Well, my key assets are in
the areas of marketing, promotions and account management. Which would
you like me to explain in detail?”
Question: What other skills are you looking for in this position?
10. How much do you know about our company?
You better have done your homework! Research information about their
products, sales, profits (or losses), news, or personnel? Ask an open-ended
question back to the interviewer to gain more information about his/her views
of the company.
Question: What do you think I need to know about your company?
11. What do you perceive to be your greatest weakness / liability?
Use a topic that in the past was a weakness and you have overcome, such as:
organizational skills, impatience, delegating authority, computer skills, public
speaking, expecting too much from my staff or time management.

For example: “(Situation) In the past, I was not good at managing my time.
(Action) I realized that I had to be more professional so I took a time
management course which (Results) provided me with the skills that I
needed.”
Example Question: “What deadlines would I be involved with in this
position?” Get off the negative with a question focused on the interviewer’s
needs.
12. Would you be willing to relocate?
Technique: Ask Back
“What did you have in mind?” Wait for their answer, then respond with “I’m
sure we could work something out.” Everything is negotiable but only after
you have received an offer.
13. What motivates you? How do you motivate others, especially those
with performance problems?
Focus on opportunity, growth, a chance to learn, nice people, fair play, etc.
The second and third parts of the question give you an opportunity to use
examples of your leadership style.
14. Have you ever been discriminated against?
Don’t know if this would ever be asked – would be sensitive if you had
been. Some people like to talk about this, can really open some doors that
should be kept shut.
15. What kind of manager are you? Or What is your leadership style?
This gives you an opportunity to talk about your leadership style/philosophy.

16. How long have you been out of work?
This could be a loaded question. A positive reply might be, “I’ve just begun my
career campaign.”
17. Why did you leave your last job?
18. Have you increased sales / profits in any of your previous positions?
Here is your chance to elaborate on your best accomplishments. If you have
not been in a position to increase profits, talk about saving money for a
company / project.
Question: What opportunity would I have to impact sales / profits in the
position we are discussing?
19. How did your boss, co-workers, and subordinates get along with you?
Have some examples of the kind of team player you are. Answer this in a way
that demonstrates that you are comfortable taking direction from authority,
get along well with your peers and that you are approachable by your
subordinates.
This is also a leadership question. Know what it takes to be a quality leader.
In preparation, think of the best people you have worked for and list their
attributes in leadership. Recognition and helping the people who depend on
you often weigh as heavily in motivation as monetary reward.
One important key to being a great manager is to be able to delegate duties
while maintaining control. If you can show some accomplishments
demonstrating this ability, you are top management material.

20. Tell me about the last incident that made you angry and how you
handled it.
Technique: Re-direct
Be careful. Ask yourself this question: “Does anger ever have an appropriate
place in the work day?”
Perhaps it would be better to talk about an incident that frustrated you, and
how you handled it.
21. What are your short, medium, and long-term goals?
Tie your answer to goals that could conceivably be realized in the
interviewing company. Limit your goals to cover only the short and medium
range. Be realistic. A good reply is oriented toward growth in one’s position
through learning, experience, and accomplishments. Talk about
demonstrated performance and moving to the next level based on the
company’s structure. Don’t mention retirement, family or unrelated goals.
22. Rank Wealth, Power, and Fame and explain your rationale.
Be careful with this “off the wall” type of question. Don’t shoot from the hip.
Take your time, contemplate, be thoughtful before responding.
23. Have you helped your company reduce costs? Give me an example.
Prove it with an SAR.
24. What is the toughest part of being a manager?
A good reply is, “To surround myself with people who are better than I in
their individual specialties, so that I can continue to grow and learn.”
25. Why do you want to work for our company?
Base your answer on what you know to be the interviewer’s needs. Go to
your list of strengths and prove it with an SAR. (Focus Piece – requirements
and qualifications match)

Your reply could be based on their reputation for product, management,
international scope, technology or as a nice place to work and grow. Know
their products, policies and potential for you.
Question: What other skills are you seeking for this position?
26. Tell me about an especially difficult human relations dilemma and how
you handled it.
Base your answer on a specific example where you went the extra mile to
correct a difficult situation. This is a behavioral style question that gives you
the opportunity to give examples of your leadership style with a SAR.
27. Why should we hire you? Or, I’ve interviewed some well qualified
candidates, why should I hire you?
When you know what they need . . . use it! Better to know a little about the
company and the position for which you are interviewing. If not, push in the
direction of excellence based on former accomplishments (benefits). OR, Best
response: Use your focus piece to recap how you FIT!
“I am looking for a company where I can be challenged and grow along with
the company.”
28. How many people have you hired?
If you have hired a number of people, pick one or two who have done well
because of your support. Give a specific SAR rather than a general answer or
just a number. This question naturally relates to your ability to evaluate
people.
If you have not hired, but assisted in the interview process, tell an SAR about
that. If you have not hired at all, mention your willingness to learn.
Question: What involvement would I have with hiring in this position?
29 Have you terminated people in the past?

Watch out, this is another loaded question. Example answer: “When
something does not work, it is good to analyze why. I did have to let people
go in my last job. It made me realize how important it is to make the right
selections the first time around.”
If you have not had to fire anyone: “I’ve been fortunate in the past. It has not
been necessary to let anyone go.”
Question: Under what situations might I have to terminate someone in this
position?
30. What do you consider to be your greatest success? Or What are your
most significant accomplishments? Go back at least two jobs.
Pick one or more of your most significant accomplishments as it relates to
their needs.
Question: What else can you tell me about the daily responsibilities?
31. What has been your biggest failure or (disappointment)?
The “in the past” technique works very well. See question 11.
Decide how you will answer this and practice it before it before each
interview. If it can be something you were later able to correct, it becomes a
learning experience. Don’t relay something that may be related to the job
requirements of the position you are discussing with the interviewer.
Question: The question needs to direct the focus of the discussion back to
skills and the position based on your answer.
32. Rank the members of your (current or previous) team and explain
the ranking.
The interviewer is looking for negatives, also, how do you evaluate people, are
you positive, or, do you take credit for all of your team’s accomplishments.

33. How did you feel about the progress you made in your last position?
If it applies, focus on progression you have made through the years, or give
examples of being selected by upper management to participate in special
projects above and beyond your regular responsibilities.
34. Did you have any frustrations in your past job?
The “in the past” technique works very well here.
“Frustrations are a normal part of any job.” Relate some of the bottlenecks you
experienced but more importantly, indicate the action you did to overcome
them.
Question: What type of frustrations might there be in this position?
35. Tell me some of the creative work you have done.
Here creativity means how you have developed an idea, a new product, a new
theme or a new program and how its implementation improved the
operation.
36. Do you like to compete? Or Are you Competitive?
Remember, competition is great as long as it does not sacrifice the rest of the
team. If you are competitive, relate it to the total company effort and not your
personal ambitions.
Question: “A company certainly needs to know where they stand in the
marketplace. Who would you say is your biggest competitor?
37. How high do you aspire to rise in our company? Or Where do you see
yourself in 3 years/5 years?
Possible response: “First and foremost I would like to do a great job in the
position we are discussing, then if I am qualified for a step up, of course I

would like to be considered. I am seeking a challenging opportunity to grow
with a company.”
38. Do you consider yourself successful? Why? Or How do you describe
success?
Focus on progress made in previous companies or when you have been given
additional responsibilities. Example: “When I started out at XYZ Company, I
was one of five salespeople. In five years, I have more than doubled my salary
and am now sales manager. I feel good abut what I have accomplished.
Question: In your opinion, what do you think it would take to be successful in
this position?
39. What can you do for our company that someone else cannot?
By now, you should know the requirements of the job. Match your
accomplishments against the interviewer’s needs (Focus Piece). As for the
other candidates, you really cannot answer, nor would you want to. Answer
from what you feel you can contribute.
40. Tell me about the best and worst boss you ever had.
Be careful. Don’t use names. Example: “My current boss is surely my best as
she communicates precisely her expectations and trusts me to do my job. My
worst boss was just the opposite, which taught me the absolute necessity of
always communicating directly and never being vague.”
41. How long do you think it would be before you could contribute to our
company?
Do not be in a hurry on this one. There normally is a period of transition to
learn the ropes. Possible answer: “If the transition goes according to plan, I
would guess relatively soon. What would you expect?”

42. Are you considering any other jobs at this time:
Possible response: “I am actively pursuing my job search.” If you are, say so,
but without detail. If not, “I have some irons in the fire” is enough.
44. What was the last book you read?
44. If you could meet any one person (alive today) who would it be?
Pick something that is either business-related, self-help or neutral. Be
careful. He/she may have read the same one. Acceptable suggestions: 7
Habits of Highly Effective People, One Minute Manager and Influencing With
Integrity or any other related to these topics. Tell the most significant thing
you learned from it.
45. What magazines/newspaper /social media do you read?
This is a good time to mention trade journals that would reinforce your
experience.
46. How long have you been looking for a job?
Do not mention an exact time period. If it has been a long time, you might
mention if you have been doing any consulting or other part-time work.
Possible responses: “Several weeks . . . Several months . . . or I have just begun
an active job campaign.”
47. How many hours should a person devote to his job?
Possible answer: “As many as needed to get it done while maintaining balance
in one’s life. Could you describe to me what the hourly expectations are for
this position?”

48. What do you think your references will say about you?
( Think Success Factors)
49. How many people did you supervise in your last position?
Do not exaggerate as this can be verified. Avoid specific numbers. “I
supervised a small department and was later promoted to manager, which
increased the number to more than 35. Our department placed second in
cost reduction for the entire company last year.”
Question: How many people would I be supervising in this position?
50. How would your co-workers describe you?
Focus on good things (intangible strengths).
51. What do you feel your strengths are?
Stick to accomplishments. Offer a multiple-choice question of your skills
based on what you know about the position. (Success factors and Myers
Briggs)
Question : Which of these would interest you?
52. What would you like to improve on?
Pick something that will not be a deterrent for this position. You can always
improve skills, such as: Communication skills, computer skills, foreign
language skills and listening, etc.

53. How do you spend your free time?
Be reasonable. This is not the time to mention that you like jumping out of
planes, even if it is true. Pick a variety of hobbies such as computers, sports,
and cooking. Avoid dangerous and controversial hobbies.
54. What are your major accomplishments and how did you do them?
Here is your dream question! Pick the ones that pertain to the position for
which you are interviewing. You know you have struck pay dirt when
someone asks, “How did you do that?”
55. I don’t think you have what we are looking for.
Ouch! This could be a smoke screen. Defuse the potential defensiveness first
by paying a compliment and then questioning it. Example: “Thank you, I
appreciate your candor. Out of curiosity, if there were one quality that you
feel that I lack, what would that one quality be?”
1. Don’t you feel that you are overqualified for this position?
Ouch! This is usually a smoke screen. First you must lower any perceived
defense mechanism then you must find out why they feel you are
overqualified. Then utilize the appropriate technique based on the
underlying reason. If it’s money, then use the technique.
Response: “Well, thank you, I take that as a compliment. Out of curiosity, are
you perhaps concerned that I may not be challenged? Or “Are you perhaps
concerned that the salary range may be an issue?”
57. Do you mind working for someone of the opposite sex or someone
younger than you?
It is the job that counts. Stick to the job specification and do not get
sidetracked on tough implications. If you have worked in this situation
before, tell the SAR. If not, express your lack of concern on the topic.

Question: Tell me about the person I would be working for?
58. You have never done this type of job before. How do you expect to
succeed?
Technique: Redirect –
Bring up some accomplishments that show how you tackled new things and
succeeded. Redirect to our transferable skills.
59. Do you mind travel? Or How do you feel about travel?
Technique: Ask Back
Possible response “I am not opposed to travel, what kind of travel did you have
in mind?” Once it’s explained: “I’m sure we can work something out!”
60. Do you mind taking some psychological tests?
Technique: Short & Sweet,
Correct response: “No.”
61. Would you consider yourself aggressive?
Possible response: “I feel that the words determined, assertive or tenacious
better describes me. I want to be as assertive as needed in each situation.”
“If you mean am I a go-getter, yes, I am. When I see an opportunity, I like
going after it.” Defuse the tough implications.
62. How many days were you out ill last year?
If you have been out a lot, this could be damaging, unless you can impress
upon the person that it was a one-time illness. “Unfortunately, I was out three
weeks because of an auto accident. Even though I was not at fault, it was
costly in time. But I maintained daily contact with my office and made sure

that necessary work was completed. Everything is okay now.” If you were not
out for a long time, just say, “Only a couple of days.”
63. How do you take criticism?
Most people have problems taking criticism. Emphasize “constructive”
criticism. Suggested response: “I welcome the opportunity to learn how to do
my job better. Tell me about your review program for employee evaluation?”
64. Does your present company know you are planning to make a change?
If yes . . . Technique: Short & Sweet –
If no . . . Technique: Redirect – )
Be careful. Your answer could come back to haunt you. Possible response, “I
have grown just about as far as I can and see no further opportunities. At the
appropriate time I expect to let my company know and, of course, when I am
ready to move, I will do everything to make the transition as smooth as
possible.”
65. If you feel you have any weakness, with regard to the position, what
would it be?
Focus piece – time it would take to learn the position (ramp up on
company policy and procedure)
66. If you were choosing someone for this position, what kind of person
would you choose?
Focus piece, job description and success factors.
67. What have you been doing since you left your last position?
Almost always asked or discussed in an interview. Know your story

68. You are the supervisor and a member of your team is insubordinate
and disruptive in front of the unit, how would you handle the situation?
“I’m interested in hearing your input, but, at this time . . .”
69. What is the most difficult business related decision you ever had to
make? What was it and how did you handle it? (SAR)
Be specific with the example – could be letting someone go, leaving a position,
closing a plant.
70. Do you prefer to work alone or as part of a team?
Teamwork is always paramount, but express ability to do both – self-
motivated and able to motivate others. Give specific examples of success
doing both.
71. Why have you decided to change careers? Or Why did you leave your
last position?
Your answer could be based on growth, interest, opportunity, increased
responsibilities, or greater product knowledge. Tie this into the position for
which you are currently interviewing.
72. Do you have any questions? YES
Do not ask, “What’s in it for me” questions. Save them for the offer stage.
Questions pertaining to benefits, vacations, work hours, parking and
continuing education should wait until the offer is apparent. Stick to the
following topics. You may have more questions about a particular project or
topic discussed earlier in the interview. Ask 4-8 questions. You will have
other meetings to get more information.

QUESTIONS ABOUT THE COMPANY
 What is the growth plan of the company?
 What do you see as the most significant challenge facing this
(department-division-company) in the coming year?
 Which markets do you regard as most important?
 Who are your major customers?
 What growth do you foresee in this company in the next five years?
 What is your market share?
 What are your company’s goals for 2 years? 5 years? 10 years?
 What separates your company from its competitors?
 Considering my qualifications and our discussion today, how do you feel
about me as a potential fit?
Where do we go from here? What’s the next step? When can we schedule
another interview?

P.12. interview skills ques.

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