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issue, 2) displayed leadership, 3) exhibited team spirit. Focus on accomplishments. Review in detail the requirements of this new post. Wear a nice
suit and be clean-shaved. Anticipate possible questions and have some well prepared responses. Be ready to ASK GOOD QUESTIONS.2. Adapted
from response by Joe on Wednesday, December 15, 2004
Being nervous is natural, especially for an important experience you are about to go through. Some suggestions:
- Review the company, the division and the people you are going to work for. Learn as much about them, their products, their vision, their mission,
etc... Study online resources for this information, but also get on the phone, even seek meetings (informal ones) with others in the company, or
with those who know the company. This is considered a normal/natural part of your job seeking homework, by the way. Learn all you can, as it’s in
your best interest.
- Have one, or more, people who you know/trust to give you a series of mock interviews. What worked for me in this area (your mileage may vary!)
was for my mock interviewer to set up a series of 3-5 interviews, each was to be a new/unique session and to put me through a variety of typical
scenario's. I was fortunate that this was a person who does this for a living. I was blunt and candid in what I wanted, and expected to be shown
what a nice/good/effective interview SHOULD be like, but to also pointedly put me on the spot with how things can go wrong. Each session was
treated like a full and FORMAL job interview, to include suit, demeanor and complete interview set of questions, answers and discussion. Afterward
there was a blunt and candid review of what the objectives for that session were (from HIS perspective), what areas I did well on, where I did
poorly/badly, identification of areas of opportunity where I missed out on something good (or bad) to capitalize on, and objective suggestions for
improving my body language, demeanor, language, and attitude. In my mind, I wanted these mock interviews to take their best shots at ripping
me to shreds, and see where my strong/weak points were. The reviews afterward were essential to improving my understanding of MYSELF and
what I MUST improve in order to get through the interview. For me, this proved to be a winning move.
- Go into the interview eager and ready to experience it. Relish and enjoy every moment of it. You will get to do it so infrequently, that this is a
golden opportunity to experience to the fullest. You may think I'm kidding ---I'm not. By adjusting yourself so that this IS your mindset and
approach, you'll find it not only enjoyable, but very rewarding as well.
- I'm hoping someone more knowledgeable than me can address the interview questions 'issue'. I know there are lots of resources on the internet
to research the plethora of interview questions and types, etc... My suggestion, at this point in your life/career, to not worry so much about the
questions, as to what you can give and offer this company. On the other hand, you certainly should have your own list of questions, written down
is fine, of what you want to know about them. Especially about your work environment, expectations of you and your time, etc... Start off general
("what can you tell me about the company") and work to being more specific ("what can you tell me about the division", what can you tell me
about the position you are hiring me for", etc....").
- Try this approach on being calm---think about, and continuously remind yourself in productive, enriching and positive ways that you will calmly and
rationally be successful in this interview. Mentally focus on what you WANT, vice what you don't want. It’s fine to honestly self-evaluate how you
are today. What is really important is HOW will you improve? What can you do better, and what are you doing about it now? Another approach is
that being nervous is your minds way of telling you to be careful. You are in control of yourself. You decide what is important or worrisome. So, tell
your mind what to think and how to act. Such an improvement can occur over time when you are persistent. Think about it. Side note: I've found in
life, people who focus on what they don't want, or like, as the case may be, don't see how negative that is. They really believe that by telling
themselves NOT to do something that somehow, magically, the RIGHT thing they are supposed to be doing will magically occur. It doesn't work that
way. I've found when you positively and actively WANT something to occur, then make that accomplishment the focus of your attention --- it
happens. I believe that occurs because you've DONE something, as opposed to the alternative of attempting to NOT do something. I believe the
former is a positive builder in our lives. Be optimistic.
- You gave the impression that you'd have some stiff competition for this job. Competition is a good thing. Go in with your best foot forward. Be
honest, show them that you are more than interested in doing your best every day. Convey, throughout the interview-using every question as an
opportunity, to explain to them HOW dedicated you are, HOW energetic your day-to-day
performance is now (and will continue to be for them), that you are the best candidate even with your 'limited' experience (because you can work
harder, smarter, faster, with stellar results), that you are a quick learner, that you are able to efficiently and effectively apply new rules to existing
paradigm's, etc.... In accomplishing this, I don't mean for you to embelish who and what you are, simply have this (the above) as your mindset, and
as a way to EXPLAIN/justify and demonstrate that YOU are confident you are the best candidate. Note: In this context, I mean no offense with the
reference to your being 'limited', simply saying that your skills are what they are, and that it is normal to recognize others (your competition?) have
more time, and possibly even more talent/skill than you do. In fact, consider the amount of your skills, and that you are positively approaching this
job opportunity as an 'asset'. You are bringing knowledge and experience to the table. You'll accept direction on what they want, and how they
want it, but will also tap into your own talents, skills, abilities and creativity to do the job even better. Review your resume, the one THEY have, the
night before. Study it closely, as they will ask you questions based on what they see, and don't see. I've seen a good interview go VERY bad,
simply because the interviewee wasn't cognizant of the content of their own resume. Focus on your talents and skills. Don't BS the interviewer
with smoke and mirrors. More than likely they'll catch on rather quickly that you are smart, patient and honest (desired qualities!!!) or that you
aren't (bad).
-
Be honest regarding what you can do, and only volunteer what you are bad at, or cannot do when questioned about something specific that you
can't do. Its reasonable to know your limitations, and that you can candidly explain the breadth of your abilities (and limits). If you find they focus
on 'stuff' you don't know, its ok. Expect such questions and take them in stride. Follow up with your speed/willingness to learn ..
Introduction
How to conduct a safe, legal interview that also enables you to select the best candidate for your open positions is important. The interview is
one of the significant factors in hiring. Perhaps the traditional interview is accorded too much power in selection. Learn more interviewing tips
and interviewing techniques to make your interviews a powerful tool and process to evaluate candidates.
The job interview is a powerful factor in the employee selection process. You can use behavioral-based job interview questions to help you
select superior candidates. Ask interview questions that help you identify whether the candidate has the behaviors, skills, and experience
needed for the job you are filling.
Ask legal interview questions that illuminate the candidate’s strengths and weaknesses to determine job fit. Avoid illegal interview questions
and interview practices that could make your company the target of a U.S. Equal Employment Opportunity Commission (EEOC) lawsuit.
Behavioral interviews are the best tool you have to identify candidates who have the behavioral traits and characteristics that you have selected
as necessary for success in a particular job.
Additionally, behavioral interviews ask the candidate to pinpoint specific instances in which a particular behavior was exhibited in the past. In the
best behaviorally-based interviews, the candidate is unaware of the behavior the interviewer is verifying.
As you read my tips in How to Conduct an Effective Behavioral Interview below, please note that the actual behavioral interview is preceded by
behavioral trait identification and a job description. The upfront work makes the behavioral interview effective and successful.
Professional speakers and trainers have long asserted that people make up their minds about people they meet for the first time within two
minutes. Others assert that these first impressions about people take only thirty seconds to make. As it turns out, both may be underestimates.
According to Malcolm Gladwell, in Blink: The Power of Thinking Without Thinking (compare prices), the decisions may occur much faster - think
instantaneously or in two seconds. His findings have serious implications for organizations.
According to Gladwell’s research, we think without thinking, we thin-slice whenever we “meet a new person or have to make sense of something
quickly or encounter a novel situation.” He says, “Snap judgments are, first of all, enormously quick: they rely on the thinnest slices of experience
… they are also unconscious.
We all know how litigious our society has become in the area of employment-related issues. Every recruiter, hiring manager, executive, and
department manager must realize that asking the wrong interview questions or making improper inquiries can lead to discrimination or wrongful-
discharge lawsuits, and these suits can be won or lost based on statements made during the interview process. Thus, it is important to
incorporate risk management into your interviewing process to help minimize your firm's exposure to employment practices liability.
You, or your company, could be accused of asking improper interview questions or making discriminatory statements or comments that reflect
bias. It is also possible to make assurances or promises during an interview that can be interpreted as binding contracts. Recognizing these
potential danger areas is the best way to avoid saying the wrong thing during an interview.
Most companies have at least two people responsible for interviewing and hiring applicants. It’s critical to have procedures to ensure
consistency. Develop interviewing forms containing objective criteria to serve as checklists. They ensure consistency between interviewers, as
well as create documentation to support the decision if a discrimination charge is later filed by an unsuccessful applicant.
The telephone interview or candidate screen allows the employer to determine if the candidate's qualifications, experience, workplace
preferences and salary needs are congruent with the position and organization. The telephone interview saves managerial time and eliminates
unlikely candidates. While I recommend developing a customized interview for each position, this generic interview will guide you.
You want to ask enough questions to determine if the person is a viable candidate. Remember, you have already screened many resumes and
applications to come up with your short list of telephone screening candidates. These should be your best prospects at this point in your
recruiting process.
Here at SapResourcing.com, we want our candidates to reflect well on us, this means we have to not waste your time with inappropriate
positions, but sometimes this in itself is not enough. The demand for candidates is high, but so is the competition for securing the most lucrative
positions, in the most exciting projects.
We believe that effective interview preparation and technique, will help make a big difference whether you are trying to secure that next big
career move or the SAP consultant’s three month contract worth circa £45,000 to you in income. If you look at the monetary value alone, your
ability to perform well at interview, becomes very worthwhile and is a part of your skillset that you should not neglect.
PREPARATION
Preparing for interviews helps you to:
Anticipate questions and prepare answers such that you present yourself in a clear and concise manner. It also improves the accuracy and
completeness of the answer.
Customise your answers in line with the job requirements, organisation culture/norms and industry facts. This helps you to relate past
experience to current job requirements and to provide convincing examples/experiences in relation to the organisation/ industry/project
deliverables.
PREPARATION TECHNIQUE
While preparation covers all aspects, you may like to concentrate on three core areas. This does not mean preparation excludes areas such as
knowledge of company, job and industry. These are also important as knowledge of these aspects show the interviewee's interest.
Technical Preparation
Key areas to pay attention to pre-interview are:
Does the role require technical skillsets that I already have or need to acquire?
What are my key examples of work in this specific technical discipline?
What are my areas of strength, relevant to this role?
What do I anticipate are the most important technical skillsets for the client?
How can I best demonstrate my ability in those key skillsets?
What technical questions can I ask that will demonstrate an appreciation of the interviewers typical technical issues/problems? (Especially useful
if you know the key project objectives in advance).
Operational Preparation
Preparation in this area concentrates on the use of technical knowledge in a project or work environment.
This shifts from being able to demonstrate technical knowledge, to demonstrating the role that you have performed and can perform in a work
environment or project lifecycle. The interviewees experience during usage of technical knowledge. This could vary for different roles. For
example;
Programmers would need to know about debuggers, profilers, tool or utilities etc.
Analyst /Designer Would need to know methodology (SSAD, OOM), standards (IEEE, ANSI, CUA), environment (utilities) etc.
Project Managers Would need to know have technology awareness (versions, new releases), available techniques ( tools, standards ), quality
assurance (measurements, test management), configuration management (version control, change management) project management
(planning, organizing reporting), user requirements and contractual obligations. The depth would be an over-view of all levels for technical
knowledge.
Personal Preparation
This area would include presentation of positive traits and habits. In addition to this it is important to concentrate on developing appropriate
communication skills, again, how you say something can count for a great deal. This is hard to prepare for, they are registered by the interviewer
through your use of language, demeanour, mannerisms and delivery of your responses to their questions. If you maintain a professional,
positive and focussed outlook in the interview, you should be fine. Typical criteria that are being looked at by the interviewer will include:
Presentation skill.
Confidence level
Comprehension Brevity
Logical & concise responses.
Command of language
Power of expression
Closing an Interview
Keep it simple, brief and professional.
Ask if the interviewer has any further questions or would like further information (references, certificates, technical assessments).
Confirm that you have enjoyed the meeting, you are very interested in the role and company, would readily attend another interview or can
start on (date) if offered.
Is there another stage, when is a decision to be made?
Thank the interviewer for their time and that you look forward to hearing from them soon.
Post interview
Don't be too discouraged if no definite next stage is mentioned, they may have to discuss with colleagues. Keep positive.
If you get the impression that the interview is not going well, don't let that show as you may have misread the situation.
1. Tell me about yourself:
The most often asked question in interviews. You need to have a short statement prepared
in your mind. Be careful that it does not sound rehearsed. Limit it to work-related items
unless instructed otherwise. Talk about things you have done and jobs you have held that
relate to the position you are interviewing for. Start with the item farthest back and work up
to the present.
2. Why did you leave your last job?
Stay positive regardless of the circumstances. Never refer to a major problem with
management and never speak ill of supervisors, co-workers or the organization. If you do,
you will be the one looking bad. Keep smiling and talk about leaving for a positive reason
such as an opportunity, a chance to do something special or other forward-looking reasons.
3. What experience do you have in this field?
Speak about specifics that relate to the position you are applying for. If you do not have
specific experience, get as close as you can.
4. Do you consider yourself successful?
You should always answer yes and briefly explain why. A good explanation is that you have
set goals, and you have met some and are on track to achieve the others.
5. What do co-workers say about you?
Be prepared with a quote or two from co-workers. Either a specific statement or a
paraphrase will work. Jill Clark, a co-worker at Smith Company, always said I was the
hardest workers she had ever known. It is as powerful as Jill having said it at the interview
herself.
6. What do you know about this organization?
This question is one reason to do some research on the organization before the interview.
Find out where they have been and where they are going. What are the current issues and
who are the major players?
7. What have you done to improve your knowledge in the last year?
Try to include improvement activities that relate to the job. A wide variety of activities can
be mentioned as positive self-improvement. Have some good ones handy to mention.
8. Are you applying for other jobs?
Be honest but do not spend a lot of time in this area. Keep the focus on this job and what
you can do for this organization. Anything else is a distraction.
9. Why do you want to work for this organization?
This may take some thought and certainly, should be based on the research you have done
on the organization. Sincerity is extremely important here and will easily be sensed. Relate
it to your long-term career goals.
10. Do you know anyone who works for us?
Be aware of the policy on relatives working for the organization. This can affect your answer
even though they asked about friends not relatives. Be careful to mention a friend only if
they are well thought of.
11. What kind of salary do you need?
A loaded question. A nasty little game that you will probably lose if you answer first. So, do
not answer it. Instead, say something like, That's a tough question. Can you tell me the
range for this position? In most cases, the interviewer, taken off guard, will tell you. If not,
say that it can depend on the details of the job. Then give a wide range.
12. Are you a team player?
You are, of course, a team player. Be sure to have examples ready. Specifics that show you
often perform for the good of the team rather than for yourself are good evidence of your
team attitude. Do not brag, just say it in a matter-of-fact tone. This is a key point.
13. How long would you expect to work for us if hired?
Specifics here are not good. Something like this should work: I'd like it to be a long time. Or
As long as we both feel I'm doing a good job.
14. Have you ever had to fire anyone? How did you feel about that?
This is serious. Do not make light of it or in any way seem like you like to fire people. At the
same time, you will do it when it is the right thing to do. When it comes to the organization
versus the individual who has created a harmful situation, you will protect the organization.
Remember firing is not the same as layoff or reduction in force.
15. What is your philosophy towards work?
The interviewer is not looking for a long or flowery dissertation here. Do you have strong
feelings that the job gets done? Yes. That's the type of answer that works best here. Short
and positive, showing a benefit to the organization.
16. If you had enough money to retire right now, would you?
Answer yes if you would. But since you need to work, this is the type of work you prefer. Do
not say yes if you do not mean it.
17. Have you ever been asked to leave a position?
If you have not, say no. If you have, be honest, brief and avoid saying negative things
about the people or organization involved.
18. Explain how you would be an asset to this organization
You should be anxious for this question. It gives you a chance to highlight your best points
as they relate to the position being discussed. Give a little advance thought to this
relationship.
19. Why should we hire you?
Point out how your assets meet what the organization needs. Do not mention any other
candidates to make a comparison.
50 Common Interview Questions and Answers
© JobsAssist.com (www.jobsassist.com ) and VyomWorld.com (www.vyomworld.com ) – Free Student Resources
20. Tell me about a suggestion you have made
Have a good one ready. Be sure and use a suggestion that was accepted and was then
considered successful. One related to the type of work applied for is a real plus.
21. What irritates you about co-workers?
This is a trap question. Think real hard but fail to come up with anything that irritates you.
A short statement that you seem to get along with folks is great.
22. What is your greatest strength?
Numerous answers are good, just stay positive. A few good examples:
Your ability to prioritize, Your problem-solving skills, Your ability to work under pressure,
Your ability to focus on projects, Your professional expertise, Your leadership skills, Your
positive attitude .
23. Tell me about your dream job.
Stay away from a specific job. You cannot win. If you say the job you are contending for is
it, you strain credibility. If you say another job is it, you plant the suspicion that you will be
dissatisfied with this position if hired. The best is to stay genetic and say something like: A
job where I love the work, like the people, can contribute and can't wait to get to work.
24. Why do you think you would do well at this job?
Give several reasons and include skills, experience and interest.
25. What are you looking for in a job?
See answer # 23
26. What kind of person would you refuse to work with?
Do not be trivial. It would take disloyalty to the organization, violence or lawbreaking to get
you to object. Minor objections will label you as a whiner.
27. What is more important to you: the money or the work?
Money is always important, but the work is the most important. There is no better answer.
28. What would your previous supervisor say your strongest point is?
There are numerous good possibilities:
Loyalty, Energy, Positive attitude, Leadership, Team player, Expertise, Initiative, Patience,
Hard work, Creativity, Problem solver
29. Tell me about a problem you had with a supervisor
Biggest trap of all. This is a test to see if you will speak ill of your boss. If you fall for it and
tell about a problem with a former boss, you may well below the interview right there. Stay
positive and develop a poor memory about any trouble with a supervisor.
30. What has disappointed you about a job?
Don't get trivial or negative. Safe areas are few but can include:
Not enough of a challenge. You were laid off in a reduction Company did not win a contract,
which would have given you more responsibility.
31. Tell me about your ability to work under pressure.
50 Common Interview Questions and Answers
© JobsAssist.com (www.jobsassist.com ) and VyomWorld.com (www.vyomworld.com ) – Free Student Resources
You may say that you thrive under certain types of pressure. Give an example that relates
to the type of position applied for.
32. Do your skills match this job or another job more closely?
Probably this one. Do not give fuel to the suspicion that you may want another job more
than this one.
33. What motivates you to do your best on the job?
This is a personal trait that only you can say, but good examples are:
Challenge, Achievement, Recognition
34. Are you willing to work overtime? Nights? Weekends?
This is up to you. Be totally honest.
35. How would you know you were successful on this job?
Several ways are good measures:
You set high standards for yourself and meet them. Your outcomes are a success.Your boss
tell you that you are successful
36. Would you be willing to relocate if required?
You should be clear on this with your family prior to the interview if you think there is a
chance it may come up. Do not say yes just to get the job if the real answer is no. This can
create a lot of problems later on in your career. Be honest at this point and save yourself
future grief.
37. Are you willing to put the interests of the organization ahead of your own?
This is a straight loyalty and dedication question. Do not worry about the deep ethical and
philosophical implications. Just say yes.
38. Describe your management style.
Try to avoid labels. Some of the more common labels, like progressive, salesman or
consensus, can have several meanings or descriptions depending on which management
expert you listen to. The situational style is safe, because it says you will manage according
to the situation, instead of one size fits all.
39. What have you learned from mistakes on the job?
Here you have to come up with something or you strain credibility. Make it small, well
intentioned mistake with a positive lesson learned. An example would be working too far
ahead of colleagues on a project and thus throwing coordination off.
40. Do you have any blind spots?
Trick question. If you know about blind spots, they are no longer blind spots. Do not reveal
any personal areas of concern here. Let them do their own discovery on your bad points. Do
not hand it to them.
41. If you were hiring a person for this job, what would you look for?
Be careful to mention traits that are needed and that you have.
42. Do you think you are overqualified for this position?
Regardless of your qualifications, state that you are very well qualified for the position.
50 Common Interview Questions and Answers
© JobsAssist.com (www.jobsassist.com ) and VyomWorld.com (www.vyomworld.com ) – Free Student Resources
43. How do you propose to compensate for your lack of experience?
First, if you have experience that the interviewer does not know about, bring that up: Then,
point out (if true) that you are a hard working quick learner.
44. What qualities do you look for in a boss?
Be generic and positive. Safe qualities are knowledgeable, a sense of humor, fair, loyal to
subordinates and holder of high standards. All bosses think they have these traits.
45. Tell me about a time when you helped resolve a dispute between others.
Pick a specific incident. Concentrate on your problem solving technique and not the dispute
you settled.
46. What position do you prefer on a team working on a project?
Be honest. If you are comfortable in different roles, point that out.
47. Describe your work ethic.
Emphasize benefits to the organization. Things like, determination to get the job done and
work hard but enjoy your work are good.
48. What has been your biggest professional disappointment?
Be sure that you refer to something that was beyond your control. Show acceptance and no
negative feelings.
49. Tell me about the most fun you have had on the job.
Talk about having fun by accomplishing something for the organization.
50. Do you have any questions for me?
Always have some questions prepared. Questions prepared where you will be an asset to
the organization are good. How soon will I be able to be productive? and What type of
projects will I be able to assist on? are examples.