webmaster
22nd February 2008, 01:16 PM
Why do you want to work for us?
You feel you can help achieve the companies objectives, especially in the short run. You like what you’ve learned about the company, its policies, goals and management: “I’ve researched the company and people tell me it’s a good place to work.”
What was the last book you read? Movie you saw? Sporting event you attended?
Think this through. Your answer should be compatible with accepted norms.
What are you doing, or what have you done to reach your career objectives?
Talk about formal courses and training programs.
What was wrong with your last company?
Again, choose your words carefully. Don’t be negative. Say that no company is perfect, it had both strengths and weaknesses.
What kind of hours are you used to working?
(Does the person match job and criteria?)
“As many hours as it takes to get the job done.”
What would you do for us?
Relate past success in accomplishing the objectives which are similar to those of the prospective employer.
What has your experience been in supervising people?
Give examples from accomplishments.
Are you a good supervisor?
Draw from your successes. Yes, my people like and respect me personally and professionally. They often comment on how much they learn and develop under my supervision.
Did you ever fire anyone? If so, what were the reasons and how did you handle it?
If you haven’t, say so, but add that you could do it, if necessary.
How have you helped your company?
Refer to accomplishments.
What is the most money you ever accounted for? Largest budget responsibility?
Refer to accomplishments. If you haven’t had budget responsibility, say so, but refer to an accomplishment that demonstrates the same skill.
What’s the most difficult situation you ever faced on the job?
Remember, you’re talking to a prospective employer, not your best friend. Don’t dredge up a catastrophe that resulted in a personal or corporate failure. Be ready for this question by thinking of a story that has a happy ending – happy for you and your company. Never digress into personal or family difficulties, and don’t talk about problems you’ve had with supervisors or peers. You might discuss a difficult situation with a subordinate, provided that the issues were resolved inventively and to everyone’s satisfaction.
Describe some situations in which you have worked under pressure or met deadlines?
Refer to accomplishments. Everyone has had a few of these pressure situations in a career. Behavior-related questions aim at assessing a candidate’s character, attitude, and personality traits by asking for an account of how the candidate handled certain challenging situations. Plan for such questions by making a list of the desirable traits relevant to the needs of the industry or prospective employer and by preparing some job-related stories about your experience that demonstrate a range of those traits and habits of conduct. Before answering the questions, listen carefully and ask any clarifying questions you think necessary. Tell your story and conclude by explaining what you intended your story to illustrate. Finally, ask for feedback: “Does this tell you what you need to know?”
How do you handle rejection?
Rejection is part of business. People don’t always buy what you sell. The tick here is to separate rejection of your product from rejection of yourself: “I see rejection as an opportunity. I learn from it. When a customer takes a pass, I ask him what we could do to the product, price or service to make it possible for him to say yes. Don’t get me wrong: You’ve got to makes sales. But rejection is valuable, too. It’s a good teacher.”
In your present position, what problems have you identified that had previously been overlooked?
Refer to accomplishments
Give an example of your creativity.
Refer to accomplishments.
Give examples of your leadership abilities.
Draw examples from accomplishments.
What are your career goals?
Talk first about doing the job for which you are applying. Your career goals should mesh with the hiring company goals.
What position do you expect to have in two years?
Just say you wish to exceed objectives so well that you will be on a promotable track.
What are your objectives?
(How does the person handle stress? What is their confidence level?)
Refer back to question #48 on goals.
Why should we hire you?
This may sound suspicious, negative, or just plain harsh. Actually, it’s a call for help. The employer wants you to help him/her hire you. Keep your response brief. Recap any job requirements the interviewer may have mentioned earlier in the interview, then, point by point, match your skills, abilities and qualifications to those items. Relate a past experience which represents success in achieving objectives which may be similar to those of the prospective employer.
You may be over-qualified or too experienced for the position we have to offer.
“A strong company needs a strong person.” An employer will get faster return on investment because you have more experience than required.
Why haven’t you found a new position before now?
“Finding the right job takes time. I’m not looking for just any job.”
If you could start again, what would you do differently?
No need to be self-revealing. “Hindsight is 20/20; everyone would make some changes, but I’ve learned and grown from all my decisions.”
How much do you expect if we offer this position to you?
Be careful. If you don’t know the market value, return the question by saying that you would expect a fair salary based on the job responsibilities, your experience and skills and the market value of the job. Express your interest in the job because it fits your career goals – Receptive to a reasonable and competitive offer – don’t talk $’s. It’s always best to put off discussing salary and let PPR Career handle that. ANSWER: I’m open to a competitive offer. I’d prefer to discuss the opportunity and allow my recruiter to handle any salary questions.
You feel you can help achieve the companies objectives, especially in the short run. You like what you’ve learned about the company, its policies, goals and management: “I’ve researched the company and people tell me it’s a good place to work.”
What was the last book you read? Movie you saw? Sporting event you attended?
Think this through. Your answer should be compatible with accepted norms.
What are you doing, or what have you done to reach your career objectives?
Talk about formal courses and training programs.
What was wrong with your last company?
Again, choose your words carefully. Don’t be negative. Say that no company is perfect, it had both strengths and weaknesses.
What kind of hours are you used to working?
(Does the person match job and criteria?)
“As many hours as it takes to get the job done.”
What would you do for us?
Relate past success in accomplishing the objectives which are similar to those of the prospective employer.
What has your experience been in supervising people?
Give examples from accomplishments.
Are you a good supervisor?
Draw from your successes. Yes, my people like and respect me personally and professionally. They often comment on how much they learn and develop under my supervision.
Did you ever fire anyone? If so, what were the reasons and how did you handle it?
If you haven’t, say so, but add that you could do it, if necessary.
How have you helped your company?
Refer to accomplishments.
What is the most money you ever accounted for? Largest budget responsibility?
Refer to accomplishments. If you haven’t had budget responsibility, say so, but refer to an accomplishment that demonstrates the same skill.
What’s the most difficult situation you ever faced on the job?
Remember, you’re talking to a prospective employer, not your best friend. Don’t dredge up a catastrophe that resulted in a personal or corporate failure. Be ready for this question by thinking of a story that has a happy ending – happy for you and your company. Never digress into personal or family difficulties, and don’t talk about problems you’ve had with supervisors or peers. You might discuss a difficult situation with a subordinate, provided that the issues were resolved inventively and to everyone’s satisfaction.
Describe some situations in which you have worked under pressure or met deadlines?
Refer to accomplishments. Everyone has had a few of these pressure situations in a career. Behavior-related questions aim at assessing a candidate’s character, attitude, and personality traits by asking for an account of how the candidate handled certain challenging situations. Plan for such questions by making a list of the desirable traits relevant to the needs of the industry or prospective employer and by preparing some job-related stories about your experience that demonstrate a range of those traits and habits of conduct. Before answering the questions, listen carefully and ask any clarifying questions you think necessary. Tell your story and conclude by explaining what you intended your story to illustrate. Finally, ask for feedback: “Does this tell you what you need to know?”
How do you handle rejection?
Rejection is part of business. People don’t always buy what you sell. The tick here is to separate rejection of your product from rejection of yourself: “I see rejection as an opportunity. I learn from it. When a customer takes a pass, I ask him what we could do to the product, price or service to make it possible for him to say yes. Don’t get me wrong: You’ve got to makes sales. But rejection is valuable, too. It’s a good teacher.”
In your present position, what problems have you identified that had previously been overlooked?
Refer to accomplishments
Give an example of your creativity.
Refer to accomplishments.
Give examples of your leadership abilities.
Draw examples from accomplishments.
What are your career goals?
Talk first about doing the job for which you are applying. Your career goals should mesh with the hiring company goals.
What position do you expect to have in two years?
Just say you wish to exceed objectives so well that you will be on a promotable track.
What are your objectives?
(How does the person handle stress? What is their confidence level?)
Refer back to question #48 on goals.
Why should we hire you?
This may sound suspicious, negative, or just plain harsh. Actually, it’s a call for help. The employer wants you to help him/her hire you. Keep your response brief. Recap any job requirements the interviewer may have mentioned earlier in the interview, then, point by point, match your skills, abilities and qualifications to those items. Relate a past experience which represents success in achieving objectives which may be similar to those of the prospective employer.
You may be over-qualified or too experienced for the position we have to offer.
“A strong company needs a strong person.” An employer will get faster return on investment because you have more experience than required.
Why haven’t you found a new position before now?
“Finding the right job takes time. I’m not looking for just any job.”
If you could start again, what would you do differently?
No need to be self-revealing. “Hindsight is 20/20; everyone would make some changes, but I’ve learned and grown from all my decisions.”
How much do you expect if we offer this position to you?
Be careful. If you don’t know the market value, return the question by saying that you would expect a fair salary based on the job responsibilities, your experience and skills and the market value of the job. Express your interest in the job because it fits your career goals – Receptive to a reasonable and competitive offer – don’t talk $’s. It’s always best to put off discussing salary and let PPR Career handle that. ANSWER: I’m open to a competitive offer. I’d prefer to discuss the opportunity and allow my recruiter to handle any salary questions.