Tips for answering those tricky interview questions

What will I wear to the interview? What questions should I prepare? What research have I done on this organization? Do I know anything about the hiring manager or team? What do the financials of the company look like? Are there any recent articles about their products, people or projects?

Answers to these questions will give you solid information and key insight to landing an offer.

But don't stop there -- know how to answer behavioral-based interview questions, and you will stand out from your competition.

Behavioral Basics

Behavioral-based interview questions are focused on bringing specific past projects, accomplishments and failures to light. Employers look for key past behaviors.

With the notion that past behaviors are a strong indicator of future behaviors, the hiring managers in today's marketplace will probe deep into your business life to see if you match up. The more recent the story about your career, the more relevant it will be in the mind of the interviewer.

Use "I" versus "we" when telling your past story. They are interested in your contributions and business behaviors, not someone else's.

Here are five key basics to know when answering behavioral-based questions:

1. Think like you're in your college English course.

Using the STAR format (Situation, Task, Action, Result) when answering a behavioral-based question is much like writing an English paper.

You need an Introduction (Situation or Task), the Body (Actions) and a Conclusion (Result).

The Situation or Task is the set up for your response, giving the hiring manager details of the story you are about to tell (When? Where? Who was involved?).

The Actions or behaviors that you demonstrated are why this type of question is asked. What did you specifically do? How did you handle this task? If you made a mistake, did you learn from it and avoid repeating it?

The Results must be measurable. Use percentages, dollar amounts, unit numbers, etc., to solidify a specific result.

Remember, these stories are all reference checkable, as they actually occurred sometime in the past, so be certain to check your facts first.

2. Perform a dress rehearsal.

Write down specific behavioral-based questions that you may hear, and role-play with someone who will give you "tough love" in return. This will keep your stories to a minimum, keep you focused on using the STAR format, and give you the necessary confidence to make that all-important positive impression.

3. It's OK to pause before answering.

Preparation works well for behavioral-based questions, however, you may hear a question that you didn't expect. Ask for a moment to collect your thoughts, and then follow the STAR format to response to the question.

4. Avoid tangents.

It's easy to keep talking about your past successes and accomplishments. Be warned, too many times the Interviewee keeps adding on to their story. Once you have provided the specific and measurable Results, stop talking. The interviewer will probe further if more information is required.

5. Do not answer with an opinion, a theory or a vague response.

Behavioral-based questions are targeting your past. Your opinion is simply your view or belief, and offers no detail around what you did on the job. A theoretical response carries no weight, as it is not valid experience. A vague response keeps the hiring manager guessing, and most likely probing further to extract the information that they are after.

INAPPROPRIATE INTERVIEW QUESTIONS

There are certain questions which are not related to how well a person can perform a particular job. In some cases, they are also illegal. You should be aware of these topics and be prepared to respond. Here are some alternatives to answering inappropriate questions:

1. If you are not bothered by the question asked, you can answer honestly.

2. If you are bothered by the question, tactfully respond without offending the interviewer.

For example, "I really don't feel that ______would have an impact on my ability to

do this job" or "I've carefully considered all factors relating to this job and my

personal affairs are in order."


Examples of inappropriate interview questions:

1. Are you married, divorced, separated or single?

2. How old are you?

3. Do you have any children? What child care arrangements have you made?

4. Do you go to church?

5. Do you have any debts?

6. Do you own or rent your home?

7. To what social and political groups do you belong ?

8. Are you living with anyone?

9. Have you ever been arrested?

10. How much do you weigh? How tall are you?

11. Where were you born? Are you a U.S. citizen?

12. Do you have any handicaps or disabilities?

QUESTIONS TO ASK THE INTERVIEWER

1. What might a typical work day in this job be like?

2. What are some typical trainee assignments?

3. How does this position relate to other positions within the organization?

4. What type of career paths do people typically follow within this organization?

5. What kind of supervision will I receive?

6. How will my performance be evaluated?

7. What opportunities exist for continued training?

8. What is the organization's policy regarding continuing education?

9. What are the organization's short-range and long-range goals?

10. I was reading about ________ in your organization's literature, and am interested in learning more about it. Can you tell me more?

11. Do your employees participate in any professional associations or conferences?

12. As an employee of this organization, what do you see as some of its outstanding attributes?

13. How would you describe the work environment in your organization?

14. What makes your organization different from your competitors?

15. Who are the people with whom I will be working? May I talk with some of them?

16. In the last five years, how many persons have held this position? Where are they now?

17. Do you expect the person you hire to assume responsibilities in new areas?

18. May I have a copy of the job description?

19. What might be a typical first assignment?

20. What type of immediate and ongoing training can I expect?

21. What do you consider the ideal background for this position?

22. Why do you think this job might be the right spot for me?

DO NOT ASK questions about salaries and benefits unless the interviewer introduces these topics.

SAMPLE INTERVIEW QUESTIONS ASKED BY EMPLOYERS

1. Tell me about yourself.

2. Why did you choose to attend Colgate University?

3. How did you choose your major?

4. What college classes have you enjoyed the most and why? The least?

5. If you could go back and change any part of your college experience, what would it be? Why?

6. What changes would you make in your college or university? Why?

7. Tell me about your most rewarding experience.

8. What accomplishments have given you the most satisfaction? Why?

9. Do you think that your grades are a good indicator of your academic achievement?

10. What have you learned from your participation in extra-curricular activities?

11. Do you have plans for further education?

12. In what kind of work environment are you most comfortable?

13. How do you work under pressure?

14. How has your education prepared you for the work world? This specific job?

15. What are your short- and long-term goals?

16. What do you consider to be your greatest strengths and weaknesses?

17. How would your friends describe you?

18. What is it that you do really well?

19. If you were hiring for this position, what qualities would you look for in a candidate?

20. Why should I hire you?

21. Describe your ideal job.

22. Why did you decide to seek a position with this company/organization?

23. What do you know about our company?

24. What criteria are you using to evaluate the company for which you hope to work?

25. What other types of jobs are you considering? Other organizations?

26. How do you feel about traveling/working overtime/spending weekends in the office?

27. What factors are most important to you in a job?

28. What do you see yourself doing in five years? In ten years?

29. What do you really want to do in life?

30. What motivates you to put forth your greatest effort?

31. What do you find personally rewarding?

32. Do you prefer to work in a group or alone?

33. What qualities should a successful supervisor/manager possess?

34. What have you learned from your mistakes?

35. What has inspired you the most in your life?

36. How do you spend your spare time?

37. What percentage of college expenses did you earn? How?

38. How did you spend your vacations while in school?

39. Do you prefer any specific geographic location? Why?

40. Which of your college years was most difficult? Why?

41. Tell me about your (management/educational) philosophy.

42. Give me your definition of success.

43. In what ways do you think you can make a contribution to our company?

44. What have you done that shows initiative and willingness to work?

45. How do you react to criticism?

46. What frustrates you?

47. Have you had any supervisory experience?

48. When could you start work?

49. Do you consider yourself a creative person?

50. Have you held a leadership position?

52. Describe yourself with one word.

53. Why did you choose your particular field of work?

54. What qualifications do you have that you think will make you successful in your field?

55. Have you ever had any difficulty getting along with fellow students or faculty?

56. What do you think it takes to be successful in a company like ours?

57. In what part-time or summer jobs have you been most interested and why?

58. What major problem have you encountered and how did you deal with it?

59. How have you changed since you started college?

60. Is there anything else you would like to tell me?

SAMPLE INTERVIEW QUESTIONS

Both the Hire Success Personality Profile Report and the Hire Assist Integrity Survey provide a Sample Interview Questions section to each report. Questions are developed based on how each applicant answers the test questions. On the Personality Profile, there are several criteria that will trigger questions. One of the most common is whenever the system determines there is a high probability that a certain personality traits may be "situational". For example, each Trait scale provides a range between two generally mutually exclusive traits, like "introverted" and "extroverted". If an employee or applicant answers the questions on the test form in such a way that indicates they have reasonably strong characteristics of BOTH a very introverted person and an extroverted person, Sample Interview Questions are generated to help you learn why they responded in that way on the test.
In most cases, you will find the traits on that scale will appear in their personality based on the situation or environment in which they are in at the time. The key for you, as an employer, is to present some reasonable scenarios regarding the job or position for which they have applied, and learn how they may react in those situations. In many cases, their responses will be quite appropriate and perhaps just what you're looking for. Having the ability to identify potentially "situational" traits, is a unique feature of the Hire Success Personality Profile. Another less common reason why the person may have answered the questions inconsistently, is they may have been trying to sway the results of the test. Although less common than situational, the Sample Interview Questions can be a real asset during the interview, as the last thing an applicant wants to hear questions about are the traits they were trying to sway. Seeing their reactions to the questions will tell you a quite a bit about them and if they were being truthful on the test.

WHY INTERVIEW QUESTIONS ARE HELPFUL - Studies have shown that most interviewers ask essentially the SAME questions. Most applicants have gone on many interviews before they arrive at your business, and they have heard the same questions over and over. They are often better prepared with answers for those questions, than you are for interviewing them.

In fact, many web sites, like Monster.com, provide instructions on HOW to answers the most common Interview Questions to make the applicant look good. As an employer, you know that the interview is not a "beauty contest" to see who can look the best, but it is your limited opportunity to try to get to know the applicant well enough so you can make an informed, and accurate decision as whether to hire the person or not. All too often, employers tell us applicants looked "great" during the interview and said all the "right" things, but when they got on the job, they weren't anything like what they appeared during the interview.

If this has ever happened to you, you understand the importance of conducting an in-depth interview. The questions on the Hire Success "Sample Interview Questions" Report will be questions they've probably never heard in an interview before because they are based solely on how they answered the questions, and all questions are business and job related.

MULTI-TIERED INTERVIEWS - A problem companies often encounter with multi-tiered interviews, is that the more levels of interviews the applicant is exposed to in your company, the more people are telling them what you are looking for in an applicant. By the time they make it to the final interview, usually with top management, they've been well prepared by the previous interviews to be able to tell you exactly what you want to hear.

Some customers want to only test the final few candidates for each job rather than purchasing tests for every applicant or employee who may apply for the position. Here are our recommendations for your consideration:

TEST EVERY APPLICANT THAT APPLIES - The Hire Success system is designed so you can have every applicant that applies for a job take our Personality Profile, either online, or by pencil and paper. In most cases, our customers ask the applicant to mail or fax their resume, and go online and take the Personality Profile. Since online test forms arrive by email, you have not paid anything for them to have taken the test; you only have an email with their answers. No paid credits are deducted from your Hire Success System until you SCORE the test. We suggest saving the email message until you've received the resume or application. If they do not have the background, education or experience you're looking for, and you can't interview them, simply DELETE the email form information and you've paid NOTHING for them to have taken the test.

RUN REPORTS ON ALL QUALIFIED APPLICANTS - Instead of waiting for the applicant to go through several levels of interviews, score the tests for every applicant that does have the background, education and experience you're looking for. Using the Hire Success "Baseline" features, you can quickly identify those candidates who also have the Personality closest to the best employees in that job in your company. Put those people on a "fast track" for the interview so you don't lose the opportunity to hire them in case they are offered another position before you can get around to a series of interviews. Many "top" employees are never interviewed, either because they weren't properly identified quickly enough, or they took another job offer before they completed the interview process with other companies. Don't put yourself in the position of having only the "second tier" of applicants from which to choose.

INCREASING THE ACCURACY OF THE REPORT - Although the COST of Hire Success Reports is so LOW, that any company can't afford NOT to test all qualified applicants, some companies still only want to test the top 2 or 3 candidates that make it through the interview process. It is still most beneficial to have had all applicants at least take the test online and gather the information prior to even the first interview. The more interviews they have with people in your company, the more they have been told what you're looking for and the greater the temptation to answer test questions based on what they "think" you want, rather than solely what they are really like. Since it COSTS NOTHING to test people online and hold onto their answers, even if you only score the final few candidates, the information you have will have been based on their answers BEFORE anyone told them the characteristics of the ideal employee.