- October 2, 2009
- 635 Comments
Give Us Your Best Interview Questions for a Chance to Win!
Calling all recruiters and hiring managers: Help us compile a list of the best interview questions ever asked, and you could be the lucky recipient of a Flip Ultra™ video camera!
As the economy stabilizes, you will likely need to increase headcount. To help ensure you find the best employees for your upcoming business needs, The Hiring Site is putting together a comprehensive list of great interview questions to ask. And we want your input…
How to enter:
Simply tell us your favorite interview question to ask (or the best interview question you’ve ever heard someone else ask) – and why you like it – in the comments section below, and you’ll be entered to win a brand new flip video camera.
Contest details:
Entries will be accepted from 12 a.m. CST on Monday, October 5, 2009 until 11:59 p.m. CST on Friday, October 9, 2009. Each account may only submit one answer for consideration; subsequent entries will not be considered. Spam responses will not be considered. The winner will be picked at random and notified via e-mail the week of October 12, 2009. Please read the full list of official contest rules and regulations.
- Have a response? Join the discussion.
- Categories: Contest, Interviewing
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If I was selected for this position what could I do to immediately improve productivity and decrese waste for our company?
What are you looking for in your next position that is different from your current or previous jobs?
I like this question because its open ended enough to let people show some aspect of who they really are. Its hard not to go a specific direction with this answer and that direction tells a lot about the person’s past employment, current agenda or long term plans – all areas of interest to me!
Why Do You Want to Work Here?
I like this question because the interviewer is listening for an answer that indicates the candidate has given this some thought and is not sending out resumes just because there is an opening.
Always research the company you are going to interview with prior to your interview. Knowing key facts about the company can boost your chances of obtaining the position.
Question to ask: What is the most difficult decision you’ve made in business and how did you make it?
We ask this question to really get inside the mind of our applicant. We like to know how he/she makes decisions, and what resources are used. We also like to know how he/she handles and nagivates difficult situations.
Question we’ve been asked: What would have I have done in a year’s time to have exceeded your expectations?
This question really floored us. We love to hear that our applicants are looking to hit the ground running and really drive change and productivity within our organization.
In your last 2-3 positions held would you consider yourself a leader or a follower? Please explain
This is an open ended question and allows candidate to describe their leadership ability, how well they can function on their own or in a team environment.
Tell me about the worst boss you have ever had
Tell me about the worst boss you have ever had.
How do you know that you’ve done a good job?
This question will help show if the person is internal or external.
Internal – indicates they decide for them selves through their own criteria
External – Sense of relying on others to determine the quality of their own work, using the others persons criteria to do so.
This question helps determine the little thing where they will fit. Depending on their answer you can really see where they fit with a manager or even a teams style of work.
The Sebastian group had shown this to me. Thank you Martin Birnbach
QUESTION:
“Have you ever won a perfect attendance award?”
The very recognition of the goal from the applicant indicates awareness of the attainment of an ideal. A vacant stare tells me this person is an immediate no. A yes, shows work ethic, dedication, sacrifice, and if I may read in, a strong household structure. It may take a village, but it takes a family to get a kid to school everyday.
That’s what we want, work ethic, sacrifice, dedication, awareness and attainment of goals, teamwork – perfect attendance or the desire to achieve it.
When you leave this company what do you want your legacy to be?
This question helps find the true motivation for interviewing with your company. Are they taking the job just for the money or are they really trying to find a company they align with to accomplish more then just a job.
If I was selected for this position what could I do to immediately to increase productivity and decrese downtime for our company?
What will your references tell me about you?
Tell me about a time when the organization implemented a process or policy that you did not agree with and how you handled it.
What do/did you dislike about your current/most recent position?
–The question is a great way to determine how a candidate handles a negative.
Question- Share with me a goal that you set for yourself and how you achieved it?
I ask this question because I feel that it shows whether a person is goal oriented, has the ability to think on their feet, and that a person can articulate how they accomplish things.
How Do You Like to be Managed?
At first, I didn’t care for the question, but then I realized that this question is NOT coming from the perspective of the candidate, but from the manager’s/employer’s perspective. It elicits responses which help to determine if the candidate would be a good fit in the corporate culture/work environment.
Give the candidate time to think on this one. If you get a short answer, follow up to elicit a longer, thoughtful response.
Tell me something not on your resume that will make me remember you; that will set you apart from other candidates.
Tell me about one of the biggest mistakes or “goofs” you’ve made at work. How did you go about correcting it? What did you learn from that experience?
If you are placed in this position, how would you go about acclimating yourself with our company and the people you will be working with? Describe how you would see your first 100 days.
What are your weaknesses, I asked a potential warehouse worker.
“I am kind of lazy” he said.
I thought this was hilarious considering that the job required him to lift over 50 lbs, and constantly remain on his feet all day. You probably guessed, he wasn’t hired.
For sales people:
Tell me about your greatest win. What did you do to successfully obtain your goal?
Tell me about the big one that got away. Look back on it now, what would you have done differently?
“How are you this morning/afternoon?”
Let’s face it, first impressions are everything. And if the person can’t hold a conversation about mundane stuff, how are they going to fit within your workplace or culture? This question alone narrows the field tremendously.
What one great thing can you bring to our company?
Is it ever justifiable to color the truth in a business situation?
Most interviewees do not like the questions, but it gives us an opportunity to see how honest they are.
Tell me why you are better than your coworkers in your present position.
Looking for humility and pride all in one response.
What are you looking for in a company?
Question: “Tell me about yourself.”
In a sales role, if you cannot sell yourself to the recruiter in the first few minutes of the interview, how will you be able to sell our products.
Describe a problem that you confronted without success. If you could go back in time, how would you handle it differently?
Need to admit your own mistakes and how you learn from them.
If I were to ask your previous employer 5 strong points he/she accessed of you, what do you think he or she would say?
What particular weakness that you have might, impair your being successful in this position?
Think ahead to the future and imagine yourself at your retirement party. What comments will your co-workers be making about you? What about comments from your managers?
Best questions someone ever asked me: Ok now that I understand the job and what the requirements are what is the hidden baggage? We all know that every company his it and I want to know what I am walking into.
Thought this was a great question! The candidate is now our controller.
“What is the career accomplishment you are most proud of?”
“Describe 3 process improvements you have implemented at your current or previous companies.”
Tell me about the best supervisors you’ve had and what you liked about them.
This allows us to see if they work best with direct supervision or hands off supervision
Similar to #16, but a little different – Tell me about your favorite manager? Why did you like him or her so much?
The candidate’s responses tell me how the person likes to be managed. I follow with a discussion of the corporate culture and the leadership style of the hiring manager. We talk about how our company and the hiring manager are similar and different from their best experience.
I like to ask this off the bat because it tells me how much research the person did on our company and if they’re really interested in what we do or if they’re just looking to fill time in between jobs.
What is the ONE word that best describes you?
I hate the question – what are your weaknesses. I’ve tweaked it to ask, “If I asked a previous employer what you could improve upon, what would they tell me?” It’s easier to step outside of your “perfection” and think –
“what do others perceive as a weakness?”.
How many days did you miss work last year? In other words, how many days did you call in and say “this is _____ I’m not coming to work today”.
This question is especially helpful as it directly relates to dependability and could reveal a potential attendance problem. I have literally had candidates say “oh I hardly ever call in, maybe 6 or 7 times a year”. In my opinion, that is excessive.
When was the last time you “broke” the rules and what did you do? What happened to you as a result?
Sometimes breaking the rules is a good thing. Sometimes not. It gives you a good idea whether someone does it, is willing to own up to it, and if they do it, are they smart about it.
If you could structure your perfect job, what would it be?
This question makes the applicant smile – and relax – and speaks to their passion. At the same time, you want someone who remembers they are on an interview. So saying “I’d sleep ’til noon and watch tv ’til midnight” is a definite disqualifier. Rather than assessing skills, it is very telling regarding interests.
From one of your prior roles, please provide an example of one of the toughest business decisions you’ve ever had to make and describe the reasoning you used.
What does “that’s good enough” mean to you?
I am after two pieces of information here: the person who knows how to set limitations in this time of strained resources, and the strategic/tactical thinker who understnads when expenditures of resources are in order.
Question: What book are you reading right now?
Why I like this question: It’s hard to fake this answer; either they are reading a book, just finished one, or THEY DON’T READ! If someone does not read it is a red flag for me. It’s hard to be growing in work or life without reading something. If they offer a cogent, intelligent critique it’s an opportunity to display their mental chops.
Your Supervisor/Manager tells you to do something. You know that this goes against government and corporate compliance. How would you handle this situation?
Tell me about a time when you were disappointed in a coworkers (or employee’s or supervisor’s) performance. How did you handle it?
Dealing with difficulty is key. Need to understand what they do about it.
If you were the boss at your current copmany what 5 things would you change?
Tell me about your proudest accomplishment?
If the candidate is interviewing for a leadership role, I listen for a team accomplishment vs. an individual achievement.
We are what we cunsume,we ask what are they reading or last book read,favorite movie all time,fav music,fav TV show,what they order when they go out to dinner,fav junk food and what do they do to stay fit
I ask candidates to complete a SWOT analysis on themselves.
1. What is their Strength?
2. What weakness are they bringing?
3. What opportunities do they bring?
4. What is the threat in hiring them?
What is the biggest mistake you’ve made or decision that you wish you could reverse?
What has been your biggest failure and what did you learn from it?
Besides salary and benefits, what three things (or intangibles) must your next employeer provide to make you happy?
Tell me, what particular company/business do you remain loyal to and why?
Most candidates are taken back by the question and we certainly get a wide variety of answers.
Why did you leave your last three jobs?
This question focuses on past stability and longevity. It could help answer whether or not the candidate is looking for a longtime relationship with your company or looking for a stepping stone.
In an interview once, I was asked a brilliant question. It was prefaced with a short description of how the firm had a collaborative environment where individuals share & teach each other. The question the interviewer asked was:
“What will collegues learn from you? What can you teach them?”
1 What makes you unique and different thant the 2 million application that i have recieved for this position?
2. Tell me why should i hire you for this position?
In the Staffing Industry the best questions to ask are simple. What type of work are open to, what salary range will you consider? are you open to working Short-term, Long-term, Temp to hire.. and shifts preferred.. commute? This will allow you to actually know, where a candidate would like to work.. easy as 1, 2 and 3..
Where are you on this grid? You can only choose one:
a. Creative
b. Big Picture
c. Strategic Thinker
d. Extremely Organized
e. Detail Oriented
f. Perfectionist
Why did you choose this one or give me the reason why you chose this answer.
Who is the best person you have seen in this job and why?
The hiring manager will tell you what skill set they are going to hire.
Then you can tailor your answers accordingly
Two part question; Tell me about your best manager and why? Tell me about your worst manager and why?
Those two questions will allow you to pull more from the candidate on what kind of supervision will be required than many that I know of.
If all your previous associates were in this interview what would they about your management abilities?
How many new people have you met in the last month? In the last 6 months?
This is key for sales folks – they need to be getting out there and meeting new people all the time.
Where are you on this grid? You can only choose one:
a. Creative
b. Big Picture
c. Strategic Thinker
d. Extremely Organized
e. Detail Oriented
f. Perfectionist
Why did you choose this one/give me the reason why you chose this answer.
If I contacted a former supervisor or instructor and asked them to name two of your strengths and two areas where you could improve, what might they say?
What’s your sign?
The best interview question ever asked was by Microsoft, who asked “Why are manhole covers round”? There are 15-20 reasonably acceptable answers for that, and the answer given will depend on the candidate’s ability to prioritize the number of responses one can think. When answering, the candidate could either impress the managers on an abstract, philosophical, or literal level, or make themselves look like a moron with only one question.
Where are you on this grid? You can only choose one:
a. Creative
b. Big Picture
c. Strategic Thinker
d. Extremely Organized
e. Detail Oriented
f. Perfectionist
Can you tell me why did you choose this answer?
What do you like to do for fun?
This would give me an insight into what a candidate is like “off the clock”. It usually catches them off guard and is an indicator of how they react to the unexpected.
Question to Ask: We are interviewing several candidates. Why should you be the person we hire?
For a sales candidate: How do you generate business in a down enconomy?
For other candidates: In our current down economy, how do you ensure that you are doing everything you can to support the company? Do you do anything differently in a down economy?
What is the biggest accomplishment you have had in your past employment that would set you aside from the pack?
This gets them talking about what “they” have done and lets you see if they are a leader or a follower.
Hypothetical question. Let’s say I am going to have dinner tonight with your current/past supervisor and I tell him/her that I am thinking of hiring you. In one sentence, what do you think they would say? Why?
Tell me about your last position, job duties, and environment?
What sorts of trends do you think affect our business?
good to see if they understand business influences and if they’ve spent time trying to learn about our industry
If I were to Interview 2 of your previous co-workers one which liked you the most and one which liked you the least; what would be a positive remark they would have in common about you?
I love this question becuase it gives me an absolute idea about a candidate’s ability in effectively dealing with people. While we can’t expect to be liked by all who we work with being able to deal effectively and positively with all provides you with a great skill which is very rare now a days.
My first is always . . . Tell me a little about yourself.
You would be surprised at how much, or how little, applicants share.
What made you want to go to law school/major in finance/get your paralegal certificate/etc.?
This question always tells me a LOT about a candidate, about their personal life and about their professional goals. I find this question usually makes or breaks the candidate in my eyes.
How do you handle a difficult coworker or team environment, and please tell me how you overcame such an obstacle/s?
Note: Let’s face it, at some point in our career we are all exposed to difficult environments, managers, team members, objectives, etc… but at the end of the day the individual needs to be in charge to overcome such adversity. It’s a direct and poignant question that allows a candidate to express their ability to handle tough situations, and show their poise and leadership skills. A great way to set an example among management and peers. It’s not a light question but leaves a broad area to explore a person’s ability and personality in tough situations.
What do you feel this position should pay?
I like this question becuase you can see how well a candidate approaches a delicate topic.
Tell me about the best manager you ever had.
This answer will tell you how independent the candidate is, how he/she reacts to authority, and what type of work ethic the candidate has.
Do you consider yourself lucky?
Tell me about a time when an Alzheimer patient was difficult to deal with and how did you handle the situation.
Behavioral questions tend to identify certain traits and characteristics with a potential employee better than most methods.
Who is you’re worst critic? And why?
And what things do they belive you need to improve upon?
Tell me what you feel is your greatest accomplishment in life and tell me why you think it is.
What is the most educational mistake you have made, what did you do about it, and what do you do differently now as a result of having made it?
We get some of our most important life and professional lessons from the mistakes we make–and we all make them. This question almost always yields rich insight into a candiate’s candor, self-reflection, ability to admit and learn from an error, solve difficult problems, and tells me a lot about their values.
“For what are you most often criticized?”
Has been a favorite of mine for a long while. It goes beyond the typical “tell me your 3 greatest weaknesses” (isn’t a great weakness an oxymoron anyway?) by getting the interviewee to see themselves through the eyes of others.
Chocolate is a weakness. Bad driving is a weakness. Kryptonite is a weakness. None of these will tell you much about your candidate though. But, if they’re asked to recall those sometimes unpleasant things that they’re criticized for (temper, micromanaging, being labeled a ‘doormat’), it gives you a much better insight into their previous performance.
Plus, if they’re truly candid in their response, it will give you a better idea of how the person is best managed.
Describe the two most important things that motivate you at work.
understanding motivators is key.
Please describe your ideal position.
A million dollars is lying in the street and a street cleaner is heading its way which you know will destroy the money. At the same time you see that an elderly lady with bad hearing and eyesight is about to cross the street in front of a convertible with a couple of teenagers driving. The car is sure to hit the woman if you don’t act now. Which do you save, the money or the woman, realizing you are laid off (no insurance) and the money would help your son in the hospital yo have just left have that operation to save his life.
This is a difficult question to be sure, but my goal is to see how the candidate reasons out his/her choice.
If you could do anything you wanted with your life, outside of schooling, money, obligations, etc. What would you do?
I like this question becuase it gives you insight to what someon’s true passions are in life. If those passion line up with some of the expectations of the position you are hiring for then you have someone who may be very fulfilled by the job you are interviewing for. It’s also an unusual question and you can get a glimpse at how well your candidate can thik on their feet.
Out of all the jobs you could have applied for, why did you choose this position?
Describe the difference between a behavior problem and a character problem.
“If I was to run into a current or old boss of yours at a party, and were to ask him/her ‘Tell me what you think about (Candidate’s Name) in one sentence’…what would they say?”
—I like asking this questions because if the candidate is truly “quick on their feet” and has the confidence in their abilities to do their job effectively…then they will know exactly what their current or previous managers would say about them.
Also, it’s easy to tell if they are lying or not because they will begin stumbling to figure out what to say. Not to mention you’ll be able to tell if they will crumble under pressure.
It’s a win-win either way you look at it!
Interview Question:
Tell me about one of the most angry/upset (customer)you’ve ever delt with? What was the problem, and how did you resolve it. Please give details.
With work; what is your biggest weakness?
I like this question, it’s not really asked at most interviews and it doesn’t give you time to think about your weakness’s, so you’d have to be honest? Most candidates draw blanks when asked this questions, but those who are truly honest will have an answer. Honesty is not always the best policy, but it let’s me know something(s) about you that I might not have known, after asking all other interview questions.
Give me a specific example of a time when you had to address an angry customer. What was the problem and what was the outcome?
Our candidates need to be very customer focused and deal with occassional angry customers. Our company philosophy is the customer is always right. This question delves into what the applicant feels is “difficult”, how they have handled in the past, if they took the initiative or just handed off to supervisor, if they were angry about the situation, if they go above and beyond or just the basics, etc. There are so many intricate layers to this simple question.
If hired, what will your game plan be for the next 90 days to become successful within our organization?
I like this question because it forces the candidate to visualize themselves in the company and truly let’s you know what they will do to become successful within the company. It also will let you see if they will have a game plan or if they are going to fly by the seat of their pants.
I ask every candidate both of these questions:
What is it about the position for which you are interviewing that appeals to you the most?
What is it about the position for which you are interviewing that appeals to you the least?
What 3 internal attitudes would make up “sales drive” in a sales rep? These are internal attitudes that keep the sales rep driven to sell month after month. (In the good months and not so good months).
This is a great question for people in the industry who currently sell and those looking to break into a sales position. Optimism should be #1, success would be another good answer, and to be “thick skinned”. We find these answers can really separate the good candiates from the not so good!!!
Question: Can you share with me a time when you made a poor decision that ended up being a catalyst for self improvement?
Have you ever had a conflict with a co-worker?
How did you resolve it?
This is good because the answer speaks volumes about the candidate. Either you will see they are trouble out of the gate, or you will find they are very diplomatic and tactful.
Best question ever asked. ” Out of all 50 states, which one would you vote out and please give your reasoning.”
When I heard that one of my consultants interviewed and was asked this question, I was begging that he didn’t say OHIO, because I knew that is where the hiring manager was from!! That is the most random question I have ever heard.
I like to ask, Why should I hire you for this position?
It is open ended enough to elicit multiple responses. Some people will immediately tackle the job description and detail how they are a good fit – this shows how well/if they understand the job and what the requirements will be.
Others often go into a work ethic diatribe. They will detail their characteristics and impress upon you their hard working nature. Both of these answers are good to hear and preferably a little from both ends would be detailed by the interviewee.
If a person answers this question in less than 30 seconds and fails to embellish on the reason for why they should be hired – ultimately they will not be a good fit.
Whether positions interact with customers, clients, candidates, etc., or just coworkers in a factory – communication skills are always extremely important.
“You said you worked for Kate Johnson (substitue a reference’s name here). How do you spell her name?”
This forces the candidate to answer all other questions honestly, because they will sincerely believe(whether true or not) that you will check up on their references. This doesn’t work unless you ask them to specifically to spell their old boss’ name and confirm a contact number as well.
I always like to ask “If you could have your dream job, what would it be?” I ask this because if working in our agency isn’t their dream job, then maybe they should be looking some place else….or maybe they will be on our time!
“Who stole the cookie from the cookie jar?”
This question works wonders to diffuse the candidates tension and typical interview atmosphere. Your goal is to make them feel as comfortable as possible. Once you acheive this, they will tell you everything honestly and you can see if this is someone you would want in your organization. Another benefit is that you can see their personality style, and how well they can adapt to change, impromtu style. You would be suprised at the answers you get. Please enjoy!
I know you have probably prepped for this interview and came ready to answer my questions. What question did you come ready to answer that I have not asked.
Gives me an idea of how much they really thought about the position/company.
Candidate Question:
How do I compare to the others you have interviewed for this open position?
I loved this question – because it puts the interviewer in a position to think about this persons qualifications, and alerts them to a potential candidates abilities to be straight forward.
“Describe a time when you had to work without any supervision and how you handled that experience.”
I’m looking to see how much initiative they have. Do they use others as resources? Are they comfortable making decisions on their own? Or do they wait until the supervisor returns to proceed.
How do you set yourself goals?
This gives me the insight if the person is goal orientated and has a process to achive their goals.
As an employee, what do you expect from your employer?
Why are manholes in the street round?
This has nothing, but everything to do with my company. We do nothing with actual manholes, but it has everything to do with geometrics.
I’m not going to give the answer!
Describe the most high-performing work or project team you have been a part of. Why was it so successful and how did you contribute to that performance?
The question I like to ask is…
Is there a difference between responsibility and accountability?
If there is a difference what is it?
If there is not a difference, why not?
The response, as well as the manner in which the response is given, can indicate whether the individual is sufficiently skilled at working to set measurable goals and then following up to insure goal accomplishment, for themselves and/or for their subordinates.
What brings you here today?
I like theis question, because it opens up a Pandora’s box of information. I learn a lot 5 minutes into the intervirew.
What does “personal integrity” mean to you?
I think this is one of the most, if not the most, important attribute an employee can possess. I also find most people not only do not know the meaning of it, they also do not possess it. Best to find that out during the interview process.
Describe to the candidate a current challenge you are facing and ask them to tell you what they would do.
I love situational questions. For each response you can layer more and more into it and challenge their ability to think on their feet. You can see their thought process and you can also get a little free consulting.
What was the most useful criticism you ever received, and who was it from?
This question allows you to determine a lot from the answer you receive. You learn what kind of feedback the person is receiving so you can determine their performance. It gives you insight into their weaknesses that others view as well. It also allows you to determine what kind of person the interviewee values criticism from.
What are you willing to do to be successfiul in the future, that you haven’t been willing to do in the past.
Give me 5 key words that describe your personality.
What have you been doing since your last position?
With today’s economy, yes, there are going to be breaks in resumes. But how a person answers this question will give you insight into their habits. Did they sit around and wait for a job to fall into their lap or did they pick up a part time job, network and seriously hunt for their job.
What does a company owe its employees?
This question always gets a pause, thought, and then a reply. Nice to include a question that has not been included in the study exam for interviewing. The question get’s candidates thinking outside the box. The interviewer learns more about what true expectationa a candidate has for a company.
Do you know the answer?
What is your most significant contribution to a company you have worked for and how did you do it?
“Now that you have learned about our company and the position you are applying for, what hesitation or reluctance would you have in accepting this job if we offer it to you?”
I think this really gives an idea of the commitment and interest of the applicant, in addition to possible areas of improvement to consider if we did offer the position.
What have your mistakes taught you?
This question sums up what type of person your are interviewing.
Tell me what you know about our company.
If they haven’t researched the company and done some homework, it’s very telling.
What qualities and skills do you have that would help you to really succeed and make a difference at this position?
I like to ask, “Describe your immediate Supervisor’s job.” What the answer helps me do is find the “embellishments” in the resume. I can then follow up with questions like, “But I thought it said in your resume that YOU do that?”
“What 3 things would you have changed or implemented at your prior location to improve production or enhance service?”
I like to use this because it gives me some insight as to the candidate’s ability to think on their feet and the level of their committment to their work.
Why do you want to work?
The answer can tell me if the person just wants to work for the money and any job will do; Or they like what they do and want to share, learn, grow and so on.
What qualities do you posess that you feel makes you stand out above any other applicant?
What do you think will be your greatest challenge in this new position? And what will you do to ensure your success?
“If you were a cartoon character, who would you be and why?”
More than likely, the candidate has not “prepared” for this question to be asked, which allows you to see them think on their feet. Their answer should give you some insight as to their overall personality. And best of all, it should add some humor to the interview which hopefully relaxes the candidate and allows them to be themselves!
Of your previous bosses/mentors; describe one that was the best leader. What made him/her a great leader?
“What would you do during your first 90 days on the job?”
This is a simple question which offers you an opportunity to get a sense of how the interviewee would approach joining a new organization.
Does he/she answer suggest they are a technician? Someone who wants to build relationships? Highly analytical? In addition to helping you get a sense of this candidate’s “fit” with the organization, his/her answer will give you a good sense of how he/she approaches projects and issues.
Why should I choose you over all other applicants?
How do you handle conflict with other co-workers? Would you challenge and confront or avoid?
If I were to ask 3 of your peers for one word each that describes your character, what would they say?
I like this question because it gives you an idea of how the candidate perceives themselves.
What’s that last three books you read? If they don’t read they don’t get hired and if they don’t read non fiction thats a bad sign as well! People who read learn faster, contribute more ideas and make better employees!
Andrew Wood
CEO
http://www.cunninglyclevermarketing.com
What one word would a former supervisor use to describe you?
What one word would a former co-worker use to describe you?
What misconceptions do others have about you?
Describe a recent conflict you have had with a co-worker or direct report and how you resolved it.
“If you were a cucumber in a salad, and someone was about to eat you, what would you do?”
I love asking this question at interviews because 1. it catches people off guard and they let some of their personality show and 2. It lets you know something about their work ethic.
I’ve had candidates come up with different actions, like “Yell”, “Run”, but the best answer I got was, “I guess I’d be eaten, because that would be my job as a cucumber.”
This let me know that they were not a “That’s not my job” kind of person…and I hired them and they were great!
When starting a new job, what is the biggest misconception about you?
I think in the staffing industry, this is a helpful question to learn more about how our clients may perceive candidates or new hires. It is also a great way to learn more about how someone would best describe themselves without defaulting to the standard and oftentimes generic response.
If you were me, why should I hire you for this position?
If the applicant can’t provide a positive comment about themselves it’s hard to believe they can be a team player.
How would your previous/current employers describe you?
What would you most like to improve on, professionally?
I like this question because people sometimes give more information than with the standard weakness question (not withstanding the warehouse worker quoted above who said he was lazy – ha!). And if people say they have nothing to improve on, then I’m not interested in hiring them.
“Tell me about the idea you’ve presented that had the biggest “WOW!” impact with Senior Management. Which one of your ideas and programs really had top Executives in your company buzzing?!”
I like this because it illustrates how someone can generate innovative plans that have a long-term impact on an organization. It reflects someone who is a trusted advisor to Sr. Leadership within an organization. Those that take time from the tactical / busy aspects of their day, to stop, and envision a strategy and plan that have these long-term positive outcomes are the ones that succeed. In any business.
Tell me why we should hire you?
Tell me what you have done to prepare for this interview.
The applicants answer will give me insight as to how they prepare for daily problems and new and possibly stressful situations.
What is your definition of accountability as it applies to this position in which you have applied?
Candidate -And how long will this position be available?
HR -Umm…until we fill it.
“Where does your boss think you are right now?”
This is a great question if they are still employed and its during working hours. Catches them off guard.
At the end of the work day, how do you define what a “good day” was as far as making a difference in your area of responsibility? What would you define as a bad day?
This type of question provides the interviewer a window into potential intrinsic motivators for this individual.
Interview Q: “if you did not have to work for a living what would you do with your time”
Their answer allows me to gain insight on the type of person /candidate I am considering as a potential hire….
My new favorite question: What superhero would you like to be and why?
Unable to answer – raises a red flag about a candidate’s fun quotient (and level of creativity).
If I were to talk to your last two employers, what would they tell me about your attendance and dependablity.
When asking about other opportunities, don’t just ask IF they have them but details on them….location, compensation, title, responsibility? Will help you in the close when comparing offers.
If you were the boss at your current company what 5 things would you change?
We target creativity and innovation vs experience so our interview questions are designed to be open-ended to learn how the candidate thinks.
One of my favs is:
If you could create any kind of software what would it be and why?
Give me an example of a time that you were dissatisfied with the idea or actions of one of your coworkers? How did you handle your differences?
I like to see if a potential employee is going to throw his/her coworkers under the bus if given the opportunity. Teamwork and positive morale is extremely important in our company.
Is there anything that would prohibit me from moving forward in the interview process?
This is a great closing question.
This will really allow the interviewer to determine if the candidates qualifications meet the position. The candidate will have the opportunity to turn any negatives into positions and reaffirm why they’re a good fit for the position.
“What in your mind are the top three characteristics required for success in any career.”
This question gives me an opportunity to learn more about the person I’m interviewing.
When I was interviewed in the past by a previous employer, this question set me back a bit. But I was able to think of good qualities that I had and ones that previous employers said about me.
The interview question I like the best is:
“What motivates you to put forth your best effort?”
The reason I prefer this question, is because it does not matter what industry you are looking to hire for that this will not pertain to qualities you look for in a future employee. An employee with a real reason for motivation will always be more productive.
“How would your best friend describe you?”
Wait for the response, then ask, “Would you mind if I give him/her a call?”
I like this because it puts them on alert to be truthful for the remainder of the interview.
How do you determine what constitutes as a priority?
This potentially shows how well they organize their day as well as how they deal with unexpected tasks which are given to them. It can also give an idea as to how well they will work when under pressure.
Tell me about a time when you had to develop a relationship/build a rapport with someone difficult (i.e. maybe a co-worker, Supervisor, etc.). What specific things did you do to build the relationship? What was the outcome?
After reviewing my resume and going over my qualifications, are there any concerns that you have that would prevent you from hiring me?
This a great final question because it allows the candidate to maybe explain in more detail anything the interviewer wasn’t so sure about or was concerned. It leaves allows any questions/concerns to be cleared up prior to closing the interview.
Do you smoke? Because I do not want you getting up every ten minutes to walk outside and light up.
How are you best managed? What motivates you?
What has been your greatest professional accomplishment to date?
This question allows the candidate to really elaborate on what they are most proud of in their career… and give me the insight as to what they are capable of contributing to our organization. This tip was learned at a recruiting seminar hosted by ERC (www.ercnet.org).
When you have been on teams in the past, what would you say were the differences between teams that are effective and teams that are not?
This question can give insight on how the individual may potiently fit in with your team.
I like the question:
“If we were to contact your previous employers, what would he/she say are 3 of your strengths and 3 of your weaknesses?”
This is a great question to use and it really tells you a lot about the candidate – narrowing the field. Limiting them to 3 really gets them thinking. Plus they know they should be honest because we will be speaking with them during a reference check.
What are the top 3 strengths/skills you possess that will ensure your successful transition and ultimate success in this position?
What was the one job you had really wanted but did not receive the offer and why did you want it?
This question really allows you to see what kind of job/environment the candidate really wants. If the answer is a job with a lot of freedom and you’re hiring for an inside sales position, chances are the person might end up unhappy even if they show great sales ability.
If you are hired for this position, what would you expect to accomplish in your first 30 days here? 90 days?
I like this because it allows you to hear what the interviews values – or what they think you value – within the job they are interviewing for. It also allows you to see whether they will be a high or mediocre acheiver based upon the goals they will set for themselves.
What skills or characteristics do you think make for an effective communicator?
Communication is the key not only when dealing with co-workers, but customers as well. It’s integral to meeting goals in the workplace and having satisfied customers.
Describe your work style in four words.
I give the person my pen. I ask them to sell it to me.
I like this question because some people will freeze up which means that they are not likely good under pressure or not very creative.
Others will get very creative about selling the pen which is great. In addition, I can see how well they think on their feet. I have used this question for non sales jobs. I like people to be able to think quickly and come up with ideas when the pressure is on them.
The question also gives me a sense of the person’s personality. The people that have fun with it, think creatively and give it shot are always the best. Their answer doesn’t really matter. Tt is how they approach it that matters.
At the end of the interview, I usually ask them to “Tell me why I should hire you. What can you bring to our company and our clients?”
If you could change one thing about your current or most recent position, what would it be and why?
This shows what are some important issues for this employee – it gets to what really matters for them in their jobs.
Give me a specific example of a time when you set challenging goals for yourself (at work). Tell me how well you achieved those goals and why they mattered to you
…Now that we have discussed the position and our expectations, what is it about yourself that makes you feel confident that you will be a great fit for this position?
This question will not only allow the candidate to boast about him or herself (sell themselves or sell themselves out) to the business, but will also allow the hiring manager to discern their overall attitude as well as their level of confidence in their ability to achieve success not only for themselves but for the business. More or less…what do they have that they can bring to the table??
What is your dream job?
It makes the candidate think about their future and it uncovers their true potential.
If you could have any job in the world what would it be?
I like this question as it reflects the imagination, employee needs, whether they are a leader or follower etc.
What did you most like about your current/most recent position? What did you least like about it?
This will give you insight to job motivators for the position in which you are looking to place the candidate and it gives you a magnifying glass into their reasoning abilities.
Describe a time when you had to exhibit an unusually high level of courage and/or thick skin to through a difficult time in your career or life. How did you feel afterward?
Everyone is a little unique. What separates you or makes you stand out from your peers? Give me an example of how this attribute has improved your results or helped your company?
What would your previous employer say about you?
This question allows you to see how well and how quickly people can think on their feet.
For sales reps.
What are your top accomplishments (in business.)
The answer give you so much insight to how the think as well as what they have really achieved. Always a must ask question
I’m the COO for a technology company and I always like to start an interview by asking the candidate to “tell me what my company does” or “tell me what you can about my company and what we do”.
It’s a great way to assess whether or not the candidate has taken the time to prepare for the interview by spending time researching my business and/or trying to understand what they can about our industry.
I love to find candidates who mention old press announcements to me in their response which shows that they performed some deeper research, “I know that your company partnered with Xerox last year” or “I read that you won several awards for your software design” or who quote our website content back to me verbatim because they don’t fully understand what it all means.
Even when the candidate doesn’t “hit the nail on the head”, it’s interesting to hear their perceptions based on the material that they’ve read and demonstrates their communications skills as they present the information to me. It ALSO helps me to determine where the company may be ‘falling-down’ on our corporate messaging, marketing and branding efforts.
There are also (unfortunately), a good number of candidates who I find have not conducted any research whatsoever and have simply responded to a job posting because they were able to meet the qualifications but without so much as reviewing the corporate website or performing a Google-search to gain an understanding of what we do before coming in to meet with me… Those are the candidates that I do not spend much time with beyond this 1st question.
;)
Tell me about your worst day as a manager, and how you made sure never to have another day like that again!
“What improvements if any did you make while in your previous position? How did your company benefit from these changes.”
I like this question because it helps identify candidates who look for ways to improve things and save the company time and money as opposed to people who are happy with the status quo and/or just do what they are told. It helps identify people who are driven / go-getters.
At the end of the interview, when the candidate thinks the interview is about to end, I ask, “If I met your former boss at a social function, and asked to hear just one short sentence about you, what would they say?” I can see how fast they think on their feet! Another one I like is during the early part of the interview while questioning about their current or most recent position, I make a point to ask the supervisors name (I often ask for spelling) then at end I say If I call (Mary) what will she tell me about you?
2 Questions Both are Top Shelf:
1) Looking back to your childhood, what was the first job you ever worked for money? This gives you a good idea about a persons work ethic, gives insight on how they grew up, if they’ve had everything given to them, etc. Historically for me there has been a big difference between someone who got out of bed and drove a paper route on a bike at 9 and someone that had a job/internship handed to them at 18.
2) What is the worst trouble you’ve ever been in? This one gives you a great idea of what the candidate thinks “trouble” is and open the door to background questions, etc. My best answer to this has been a Meth Lab in my basement……. ouch.
I close interviews with:
Is there anything about you that I should know that I have failed to inquire about?
For some candidates this allows them to voluntarily share both good and bad information. I find it insightful depending on the answer as a gage of how intuitive the candidate might (could use it for self promotion) or it can be a measure simply of the candidate’s conscious!
What have you learned about our company, its products and/or services, and its people prior to the beginning of our meeting today?
I’m looking for initiative!
For Recruiter openings only:
I want you to turn this interview into a question time. You have the opportunity to interview for my job how and what are you going to say and present to show me that you are skilled and determined enough to take my spot in my company.
Have you ever been to a job interview with a casting couch? Please descirbe how you felt.
Please tell me about a something you accomplished in your last position that made a long -term or bottom line difference to the company?
Tell me about the last time you disagreed with your boss – who was right? Who was wrong? How did you feel? How did it effect your working relationship?
Can they walk a fine line when necessary? It is not always easy to tell the boss when they are not right. Do they gloat over being right?
What was it about this opportunity that appeals to you the most, and why do you think you are uniquely qualified?
What experience, credentials, personality trait, or motives differentiate you from other candidates interviewing for this position?
“What would your boss tell me was the reason you are applying for this position.”
We may not get the whoole truth but it may make the candidate think of what the reference check might turn up and persude him/her to give a more direct answer.
How would your former/current supervisor describe you?
In the candidate’s response they tend to be more candid because they know I could contact their supervisor and check on their answer. There answer can also tell a lot about their relationship with their supervisor. You can also follow up with “How would you describe yourself?” which will show you any differences between their description of themselves and their answer about their supervisor’s description.
Have you ever bought something from a telemarketer or salesperson over the phone? What skills did they possess that made you want to buy their product or service?
Our Leasing Consultants spend a great deal of time on the phone with prospects so they must be able to demonstrate the sales abilities necessary to get that prospect into the property for a tour and a (potential) lease signing. Asking this question helps us learn whether or not the candidate has had a successful experience as a customer through a phone transaction and if they can identify the competencies necessary for such a positive experience.
Rather than asking “what are your strengths?” or “what are your weaknesses?” or even “what would your reference tell me about you?” (which we know will be favorable or they shouldn’t have selected that person as a reference), I like to present it as “Think about your performance evaluations or feedback you have received from your superiors, peers or even clients. What have they specifically identified as your greatest strength? How does that impact you in your work?”
“What have they identified as areas needing more effort or improvement?” Once you have that answer, follow up with “What have you done to address this and what improvements have you made?”
For a sales candidate: How do you generate business in a down economy?
For other candidates: How do ensure that you are being a successful part of your company in a down economy? What are you doing differently in a down economy v.s a stable economy?
If you could be a body part of an animal what body part of what animal would you be and why?
If you were to become your peers’ boss shat are 2-3 things that you will do to gain their respect and support.
What qualities of a company are important to you when making a career decision?
As an internal recruiter, I constantly remind my fellow employees that they are interviewing the position and company just as much as I am interviewing them. Candidates should really put some thought into making sure that not only the job is a right choice, but the company is the right fit as well.
What have you been doing since your last position?
Gives you a good insight into their motivation in finding new employment. Yes, there will be breaks in resumes, but how hard were they working to find a job!! Some peoplehave answered this very honestly (ie. sitting on unemployment. Then I had to find a job when it ran out!!). It shocks me every time!
If you could give your current (or previous) employer one constructive criticism what would that be? How or did you approach your employer about that?
-Can give you the “real reason” candidate is looking for a new job.
-able to measure the candidates degree of negativity
-follow up question helps you identify candidates that are proactive.
What do you feel are your top 3 strengths? Why?
This give the candidate the chance to ’sell’ him/herself. It give the interviewer the chance to obtain information in which other questions can be based off of.
What is it about this opportunity that interests you and why do you want to join our company.
This was asked to a candidate who had replied that he liked the fact that it was close to his home. Needless to say he did not get the job even though he was so well qualified for it.
Once you have reached the end of the interview ask the candidate “How would you rate your interest level in the position on a scale from 1 to 10?”.
If they answer a 10 then they need to have some good solid responses to validate interest that high or you know this person is not being honest with you but answering how they think you want them to answer.
If they answer with less than a 10 then you ask what it is that lowered it from a 10 and many times you will learn their true concerns regarding their ability, the skill set of the job, the pay, the location, the hours, the work environment, and many other items that they may not volunteer even when asked directly during the interview.
How well do you handle constructive critisism?
Most candidates will answer “very well”, if so ask for an example and how they chose to react in the situation.
Name 3 mistakes you have made in your current/last position and what you could have done differently to avoid these mistakes.
Question: What is it that attracts you to our company and in particular this position? I like this question because it enables the interviewer to determine first, if the candidate has done extensive homework on the company and secondly it will allow the candidate to apply special strengths and skills that very well may be applicable to what the company does and what this position requires. What the interviewer is seeking here is as close a match as possible. This question will help narrow down candidates to “the” candidate.
Tell me why you think I should hire you?
Some good questions are: “What are your greatest strengths?” “What are your greatest weaknesses?”
To be successful at any position, what is more important and why: work experience or strong relationships?
“Tell me about a conflict you had with your manager/supervisor and the outcome.”
This tells me several things– how does the person recognize and handle conflict in a sensitive situation, if or how they manage up, if they are introspective or defensive, and how they solve problems.
I’ve never had a question tell me more about a candidate than this.
What can this position provide for you that your current one can not?
This question brings to light many different aspects. First it shows if they have done their homework on the company and the position, and not just shotgunning themselves out there. Secondly, it brings out their true feelings about their current company and if they are disgruntled or not and why. It also brings out their goals and wether they are realistic. It also inherantly leads into more in depth conversation in follow up.
Of all the applicants I’ve interviewed what will bring me back to you? What makes you stand out above the rest?
On a smart scale of 1 to 10 with 10 being Albert Einstein, where would you say you rank?
I thought this was a horrible question to ask at first, but it certainly gives you an idea of what they think of themselves.
The most intereting interview question I was ever asked was…”Can you tell a lie?” After pausing and providng my answer I was asked a follow-up question…”Do you have a good memory”. When I answered “Yes”, my future manager replied “Then you would have no problem telling a lie.” The question has stuck in my mind for over 25 years and I am still not quite sure why it was asked.
“What skills, knowledge and atitudes are required for this particular position?”
This tells us if they fully understand the position they applied for and what attributes they will need to be successful.
It will also tell us which attributes they favor and provide some indication as to their weaknesses as they are less likely to mention areas in which they maybe less skilled for fear that questions might be posed.
When were you first succesful in life? What was it and how old were you?
How do you like to be managed and if you could create your ideal manager, what characteristics would they have.
This tells me what type of manager they would best be successful with. If I am interviewing and know that may not be a good fit for the manager/potential employee…that tells me a lot.
“If you were hiring someone for this position, what are the top three things you would look for in a potential candidate?”
I always ask candidates “What does “success” mean to you>
A good candidate will offer a balanced answer citing personal as well as professional examples. If successes are exclusively job related, I wonder if he/she is little more than automation. However, if they go on & on about personal goals, I get the impression they are uncommitted to their success on the job.
Describe a time when you’ve worked with someone who wasn’t really ready for the job they were given and how you brought them up to speed to succeed?
Shows concern, coaching, collaboration, and going the extra mile to help someone.
When interviewing a billing clerk or bookkeeper I ask if they like to do puzzles. I have found those that enjoy puzzles, have the type of mind needed for numbers.
If I were to contact your current/most recent employer, what would they tell me about you?
This question makes a candidate think… would it be positive or negative. References are tough to get but this question can help give you a little insight. Of course candidates may not tell you a supervisor would say negative comments but watch body language and long pauses that may tell you all you need to know.
If you could pick a perfect job for yourself and I am not looking for a job title, but what duties and responsibilities do want in your perfect job that would make the job extremely satisfying to you?
This gives a candidate a chance to tell you what type of work satisfies them. It gives you information to check for a good job fit.
I ask “Please think about your most significant accomplishment. Now, could you tell me all about it.”
They cannot answer with a simple yes or no and always wait for their answer – even if they are struggling.
Since we’re a staffing service, my favorite question is “if I called you tomorrow about your dream job, what would it be?” It gives a lot of insight as to what the candidate is really seeking and what they love to do. They might say they’ll take a position as a receptionist, but they might not love it for very long.
Tell me what are the first 5 things you would do if you got this position?
result:
Tests the level they think at, how they go about solving problems, how quickly they will dig in and want to learn. How much research and investigation they will do before implementing changes to be sensitive to your organization, history and other company specific issues. Lets you know if they have researched your comapany to see exactly what you are all about and your companies objectives/goals
The best question I have ever received while interviewing for a real estate sales position was “Does this position require any selling? I am not very good at that.”
After I fell out of my chair, I quickly ended the interview!
Many times, on a team, individuals assume certain roles naturally. What role do you assume, and how do you relate to the other members of the team?
As a follow-up: Give me an example of project you were involved in that was unsuccessful, what did the team do poorly?
I think this helps you understand their motives, patience, and willingness to cooperate.
Interview Question: “How long would it take for you to make a meaningful contribution”?
After reviewing the requirements for a position with a prospective candidate I close with this question. This helps me identify if this person is strong in some or weak in other areas, and how driven the person is to be a successful employee.
“If you were a performer in a circus, what would your role be and why?”
I like this question for two reasons.
1. It can throw the candidate off a bit, and you can read their reaction to something they didn’t expect. If they are able to go with the flow and answer, it shows adaptability and confidence.
2. Depending on their answer, it can also give a little bit of insight into their personality that cannot be revealed with professional questions.
Some example answers have been “Ringleader, Lion Tamer, Trapeze Artist” – all with interesting reasons.
Tell me the top three reasons why you’d like to work for my company and the top three reasons why I should hire you for this position.
We’re looking for depth and reflection in both answers – candidates need to have done their homework on the company and the position and need to have reflected on how they can add value.
“Tell me about your most significant work accomplishment this year: what was the issue, what was your approach and what was the outcome?”
I think “work accomplishments” tell a lot about motivation, execution and goal achievement; using “this year” (or some other recent timeframe) helps the applicant to narrow down examples more quickly.
What are some things you hope to accomplish if you are offered this position?
This question can be answered with personal goals or goals for the company. You can find out if personal success or success of the company is important to the individual. You can also find out how much the applicant knows about your company depending how much detail he/she uses in his/her answer.
Best question I have heard and why:
Please rate the following in the order of importance and tell us why.
Loyalty
Integrity
Respect
To successfully close a sale, do you believe that a customer/client needs to be told what they want to hear, or what they need to hear?
We hire primarily for sales positions, this question tells a lot about the candidates morals and values and the way they will handle not only your customers but again how they feel about honesty and integrity. Believe it or not some people actually answer “what the client wants to hear”.
If you had a bank account similar to Bill Gates, but you were bored and needed a job to occupy your time/brain… what job would you get?
This question tells me loyalty and what REALLY matters to this person. Of course, I’m looking for something like “I’d do this exact job! I love this type of work!”. I once had someone tell me their dream was to start a company to compete against mine.
In looking at our ad, what appealed to you to apply to us and why?
If someone said to you, “I have a large, very large box of rocks in the corner. If you move that box of rocks each day, every day, back and forth from one corner of the building to the next, for the next 12 months, you could make $100,000. What would you do? ”
I like it because people end of with great anwsers, creative, blunt, odd, and shows their interest in taking direction and money motivated
How do you know when you have done a good job?
Tell me what you know?
Why should we not hire you?
At first this question seems like something that can’t and shouldn’t be answered. However, in this world of pretty scripted interviews where the candidate expects most questions and has an answer ready, this one pulls them out of their shell and makes them think on the spot. I actually want to hear them talk about why they are the right choice instead of falling into, “cause it would be a big mistake not to hire me.”
What makes you the candidate I should hire?
I like this question because it really shouldn’t receive a canned response. I have found I get a more candid response than if I ask “why do you want to work here”.
Would you consider yourself more introverted or extroverted and explain why.
This question tends to get into the mind of applicant how they see themselves and reveals how they believe others may see them as well.
Describe your alter ego.
(I ask this question because an alter ego is one’s second self, the perfect substitute. This is very telling of a person’s aspirations. I can expect actual performance to be somewhere in between what I think about them from the interview and what the job candidate wishes to be).
Similar to Kara Franklin’s question #87 and reveals the candidates job desires. This is usually the last question I ask. By then the candidates are relaxed and open.
What do you want to be when you grow up?
“When I contact your last employer, what will they tell me about your job performance?”
I love the question because it is; a)Open ended and really invites talking by the candidate b)Invites more open disclosure of negative information that might not have been discussed otherwise c) It reinforces the idea that we hire carefully and do follow up with prior employers to hire the right person. d)Also, the candidate’s physical reaction to the question is also a clue to where to dig deeper and ask more specific questions.
We all love dealing with the public and helping people, but tell me about a customer that was just angry or irritated and you were one that had to deal with it. What was the customer saying, doing that let you know he/she was angry? Sometimes they are just crazy, right?
I like to do this and really get the candidate into the story – describing the look on the customer’s face, the behaviors. This takes them back into their memory of it and they tell the whole story – including their own emotions. Before they know it, you get to see how they “really” react with upset customers.
If you were given a promotion but knew there was someone more qualified than you what would you do?
Some managers are in a managerial positions because of the length of their employment, rather than their ability to lead employees.
What would your biggest critic say about you?
What role to you feel loyalty plays in the employee and employer relationship? And, what way do you feel an employer best demonstrates loyalty to their staff?
“What do you want to be when you grow up?”
I like it because it’s thought provoking and unexpected.
Every company has “dirty laundry”. What will you do about ours?
This gives you an opportunity to tell if the candidate chooses to gossip, fix problems, or live and let live.
Question by candidate.
What do you know now of your company and this function that you wish you knew before you started?
It shows that the candidate cares about the company’s culture and it’s a great chance to eveluate the hiring manager.
If I were able to contact one of your current co-workers or peers what would they tell me about you?
What type of assistance and resources do you need to do your job well?
This is a good question to get information on what they expect from the job and how they can or cannot function independently.
In a previous employment what accomplishment are you most proud of implementing?
“If I could talk to your last supervisor, what would that person say was your strongest contribution to the company, and what skill area would you need to develop more?”
Describe your experience in being required to evaluate others’ work and recommend changes.
Please give me 2-3 things that you want to make sure to be able to continue in a new position.
Please give me 2-3 things that you would not like to repeat in a new position.
These are both great questions to help with job fit!
Sales Candidate: How do you generate business in a down economy?
Other candidate: How do you ensure that you are an asset to your company in a down economy?
The worst question I have every received is, What personal weakness has caused you the greatest difficulty? Why ask this? I am not going to tell my interviewer the worst weakness about myself.
For sales people:
If someone tells you no, what do you do?
what kind of people do you like to work with, why?
1) Tell me about a time when you felt is was ok to break the rules
2) Why did you think that was ok
This question will give you some insight on how the indvidual feels about policy/procedures and possibly even chain of command.
1. If given this opportunity, what would your first 90 days to-do list include?
2. Why would you include these items on you list?
Benefit: The successful candidate will share their well thought-out responses that reflect their experiences and their creativity.
What are the things you would like a manager to do to make it easy for you to work with them?
Not only does this give me insight into their work style and needs but I always share my notes with the hiring managers and they get an earful of best leadership practices
Tell me when you used your sense of humor to diffuse a situation?
Most large corporations and many small ones feel that a sense of humor is not needed and it is not encouraged. We firmly believe that a happy employee is a productive one.
Tell me about the supervisor that motivated you the most. What, specifically, did they do?
Can you milk a goat? Why or why not?
Usually put this in the middle of the interview.
Meant to be off the wall (if I think they have I’ll come up with another one). Yes or No isn’t as important as is the why or why not. This is a way to get to know the candidate by discussing a “funny” challenge…people relax and you sometimes, often, get to see another side…then look for things like…
* a roll up your sleeves kind of person
* a problem solver and willingness to learn and change.
* can clearly describe the challenges/obstacles they would face
* easy going or hard to work with
* communication skills (that formal interview can be hard on some people, they are not being themselves, and you won’t be able to know what kind of candidate you have. Maybe this will help break that ice).
If I was to call your best friend right now, what would they say about you???
What is the #1 motivating factor in your desicion to accept a new position?
The answer will vary for everyone but will shed tons of light on what is important to the particular individual.
I’d like you to think about the greatest on-the-job challenge you met successfully and the greatest challenge you failed to meet.
Gives candidates an opportunity to sell their strengths and reveals areas for improvement.
1. Describe a time when a process or procedure was being done poorly. What did you do?
Gets at 1st- do they understand processess and procedures 2nd- are they a complaining or an idea person
You and I get on an elevator at the same time. You have the 1 minute elevator ride to convince me to hire you for the position. Your time starts now. Ding when they are 30 seconds through answering and then again when they have 10 seconds left.
I love asking this question. This shows you how a person will react under pressure, how quickly they can organize their thoughts and you tend to get out of them what they truly think are their best qualities.
If I were to call your best friend in the world what they say about you?
If I were to ask your last manager about you, what do you think he/she’d say?
I think this is an excellent question as it puts the interviewee on the spot a little and causes them to think as to what their last manager really would say. If the answer comes easily for the interviwee and they’re saying positive things, that says a lot. If you notice some hesitation and/or they struggle with their answer a bit, or the things they telly ou are negative things, this obviously raises some flags. They’re somewhat forced to be honest as they know you may really contact that manager for a reference. I think you can learn a lot by asking this question.
The question: What in your life are you most proud of?
Made me realize that I was not career oriented at all.
I’d like you to think about the greatest on-the-job challenge you met successfully and the greatest challenge you failed to meet.
It gives candidates an opportunity to sell their strengths and it identifies areas for improvement.
If I were to call you previous manager whom you reported and asked for a reference on you what will they say about your job performance and what 3 adjectives would they use to describe you?
I like this open ended question because it forces the applicant to reflect upon their collective performance as seen through the eyes of their manager and when they provide the three adjectives used to describe them they are truly telling you how they see themselves.
If you made the hiring decision, would you offer the position to one sales person that could generate 1 million in revenues or make 2 offers to sales people that could generate 500K each?
The individuals that would hire 1 sales person is a risk taker (usually a good indication of leadership and sales abilities)
The individuals that would hire 2 are conservative. They don’t want to put all their eggs in one basket. Typically not a strong sales ability indicator.
“If I were to talk with your current and/or previous coworkers, how would they describe you to me as a coworker?”
Follow-up question: “How do you think they would rate you on a scale of 1 to 10, with 10 being the highest?”
I ask this because we want people who can get along with others and not create drama in our workplace. I’ve had applicants tell me they’d be rated 7 and even 5. Bad answers!
Give a specific example of a time when you conformed to a policy with which you did not agree. What happened? – and/or – What policies or things are non-negotiable for you?
I like this question because it really speaks to the integrity of an applicant and/or potential employee.
I always like to finish the interview with “Is there anything I failed to ask you that you really want me to know about you”. I’ve received some very interesting responses through the years.
“Tell me what your previous manager or supervisor would say was your biggest contribution to your last position, team, or company?”
This question is great because it makes the candidate reflect on their performance from another perspective, allowing them to be more objective and honest about the type of worker they really are. It gives good insite to how co-workers view them, but ultimately how they view their own self worth.
Tell me about the work environment /atmosphere at your last job and whether you enjoyed it or disliked it.
This question allows me to so what type of environment the candidate will thrive in and maybe see if they are really a fit for the job we are trying to fill.
If was trying fill a job that required a lot of time in a cubical with no contact to the outside world, and the only interaction the employee would have with a human would be his supervisor telling him his T.P.S. report was wrong, and he responded to the question with… “The job was great but I like to interact with people and I mostly spent my time in cubicle dealing with T.P.S. report”. Then I probably would pass on him or her
“Please provide an example with details of a team building experience”
All candidates can speak theoretically about their skills. Asking them to tell you a story usually separates the qualified candidates from the not-so qualified.
Do you have any questions for me?
Candidates that do not are probably not that interested in your company or the position.
Please tell me about your specific impact accomplishments i.e how you may have helped your company make or save money and/or simply helped them to improve or streamline any processes that improved efficiency.
This question helps the candidate to think a little bit beyond a canned/textbook answer and also puts them into a posture to brag or highlight specific positives about themselves. It is also good for the employer to here this during the employer/candidate interview. As a recruiter this Q&A can translate to a better postion of which to sell themselves to a prospective hiring manager.
We often ask: If you could have any job in the world, what would it be?
This gives insight into their hobbies, passions and aspirations. Do they think big? Are they capable of articulating something they feel strongly about? It also puts the candidate and interviewers at ease. A much better question than the more clichéd “What would you super-power of choice be”?
What’s a misconception that someone might have about you?
I use this question all the time. People have a very good sense for how they think others perceive them; how they act, their work habits, work ethic, etc. This perception tends to be the reality. I.E. the candidate may say, “Well, people tend to think that I might be too laid back or lazy.” There is a good chance the candidate is unknowingly telling you that this is an area for them to develop and work on. Another example is when, after a very long-winded diatribe on each answer they give prior to this question, they say the misconception is, “People sometimes say I talk too much.” You really get some great insight with this question.
Is there any other information or qualifications you would like me to be aware of that would convince me you were the best candidate for the position
Why did you leave your last position, and what kind of reference will your manager(s) give?
These are 2 easily verifiable questions – the first half with other interviews of the applicant, and the second half with their current/former managers.
1. Tell me about your greatest accomplishment in your previous employment.
2. When I contact your references what are they going to say about your work ethics?
3. What are your greatest strenghts, and why should we hire you opposed to the other hundreds of unemployed personnel?
4. Where do you see yourself professionally in three to five years?
5. What is your idea of a good work ethic?
6. Tell me about a time when you completed a project that you felt good about, and how you went about completing it?
What color is your brain?
We’re an ad agency and our creative director loves to ask this question. It’s fun because it totally catches people off guard and let’s you know if they can roll with the punches. Also, I think sometimes when they have an answer, it surprises them and then they try to explain it.
Tell me about someone you have personally developed as a successor to you. Who is your biggest success story?
I like this question because it tells me a couple of things:
1. If they have developed anyone in the past
2. Their view on succession planning
3. Their ability to compliment others
4. Their soft skills
5. Leadership ability
As a closing question:
“What requirements do you have of the employer that you would invest your time with?”
Often, I notice, by the candidates response, that they have misinterpreted my question for,”what is the company looking for in a candidate?” I allow their response, make note of their initial interpretation and simply redirect the discussion with, “Now, what do YOU, require of US?”
If pay related themes come out, I find it helpful with the salary negotiation. If interpersonal relationship themes come out, I find it helpful to point that out to the hiring manager for the coaching/development strategy. If job stability themes come out…….etc…
What has been your biggest failure in your career, how did you overcome it, and what did you learn from it?
I like this question because most candidates are prepared to give examples of success, not failures. I like to see what someone consideres to be their biggest failure and more importantly what they learned from it. It is also a great question that can lead to many probing questions on behavior, learning ability, acceptance of responsibility, etc.
In a past employment what are you most proud of implementing?
What websites do you visit on a regular basis?
The answer to this question tells me 1) if the applicant can think quickly on their feet because most companies do not ask this question and by default most applicants say social or news sites, but these are not related to the position 2) if the applicant is aware of industry-related websites and keeps up with industry trends and news and is therefore more qualified for the position 3) how they may spend their time at work 4) if they are socially aware (important for our industry)
My Favorite Question to ask is “What are your top five most important areas that you feek will make you successful within this company”
If I called one of your coworkers or direct reports right now, what would they tell me about you?
I have found that people have a hard time telling me the good/bad about themselves, but with this question they often open right up and are a lot more genuine and comfortable in their response.
“Take me from your graduation from high school up to today and tell me everything you think is important to our consideration of you for this position including your education, accomplishments in school, and your work experiences.”
If you are hired,What would be your biggest goal to acheive,and how can we as a team help you meet it?
My closing question: ” If I was in the position to offer you a postion with this company, would you be in the position to accept it?”
If I were to contact your last manager, what would you NOT want me to hear about?
You would not believe the things candidates say and reveal!
Tell me about a time you had to do something out of the ordinary to prevent yourself from being late or absent.
Not only gives you attendance information, but shows how committed and resourceful they are.
The Dash
On your gravestone, you will have the day you were born, the day you died and a “dash.”
What are you most proud of in your life, both personally and professionally and what do you plan to do with the rest of your “dash?”
If I were to contact your last manager, what would I hear about you? What would you NOT want me to hear about?
You would not believe the stuff candidates tell me!
Question: What is the biggest misconception people have about you?
This has often been a deal breaker in our interview process. For exaple, we interviewed for a Sales Manager in our Munich Germany division. One candidate seemed too laid back to act as manager. He replied that the biggest misconception people have is that he isn’t aggressive enough to make tough decisions, and followed up with specific examples. He was hired and has proven himself to be the perfect choice. It’s surprising the responses you’ll hear from this question, both good and bad.
Why do you want to work here?
I’m constantly amazed at how many applicants don’t know anything about the company they have applied to.
Question: What is one misconception people have about you?
This question gives insight as to how co-workers, superiors, and subordinates would view and get along with this employee.
How is your work an expression of who you are?
This helps you get a sense of a person’s geniune feelings about their commitment and engagement in their work, as well as a better sense of who they are.
Who has been your greatest mentor and why?
You can get a sense of what people value in their work and what’s important to them in helping them suceed.
What was it about this company that made you single it out as the place where you wanted to work?
I’ve found that the answer to this question
- reveals an applicant’s knowledge of the company.
- reveals the applicant’s enthusiasm for the job.
- usually opens up a lively and enlightening discussion that provides a glimpse into the true personality of the applicant.
“Who is your hero and why?”
“If you were a cheese, what type of cheese would you be?”
Give me an example of how you made a good process even better.
This will give you insight into the person’s thought process, research ability, interaction with others or other departments, creativity.
Is good enough ok or do they seek a better level?
What could your current/previous firm do for you in order to bring you to the next level in career?
This is a great question to ask candidates who may be working currently or have previously worked for a competitor. This will reveal the candidates threat of discontent and will allow you to position the career opportunity appropriately. In addition, this gives you the advantage on the competition, when speaking with other candidates from the same firm.
Did you have a chance to check out our website? If yes, then ask what they thought of it or if they have any questions regarding the website.
I like this question because it shows if they prepared at all for the interview. If someone can’t prepare for an interview, they certainly are not going to be an engaged team member.
If you could choose between a knife, fork, or a spoon; what type of utensil would you choose and why?
What are you looking for in your next position?
Sometimes our supervisor’s evaluation of our performance differs from our own. When has this happened to you? How did you react? What did you do to improve your peformance and meet your boss’ expectations?
I like this question because it forces the candidate to relate a situation or story that may not be completely positive. It gives you insight into the candidate’s ability (or lack there of) to accept constructive criticism and move forward.
Define Success: Are you successful; why?
Question: What is the greatest compliment that has or could be paid to you?
If they state a compliment that could be paid to them, they clearly have not received one that was noteworthy.
This is my very favorite question to ask. It gives a good indication of how self motivation the candidate is
“Imagine I have just hired you. What’s the most important thing on your to-do list on the first day of work?”
You want to go swimming in a pool. The water is a little colder than comfortable. Do you jump in or do you wade in?
This question is a good indicator regarding whether an employee/manager can “take the heat” when dealing with stress or functioning in fast-paced moving environments.
What about our institution is particularly attractive to you?
This helps me to see how much “homework” the candidate has done ahead of time beyond simply reading the job posting. Did he/she look at our website? Did he/she learn about the history and/or mission of the organization? How focused is the candidate on the particular industry that we’re in (in our case, the arts)? Why does he/she want to work with us?
Q: What attributes will you bring to this position and how/why do you feel they will make a positive impact on the company?
The question is open ended and provides the candidate an opportunity to talk about themselves, their personality characteristics, and how they plan to make a contribution. Provides the interviewer some insight into what the candidate thinks of themself, what their motivations might be, as well as how driven they may be.
Six interviewing questions that grow in complexity:
1. What do you want to be when you grow up? (A career or personal achievement “goal” question)
2. What would your peers (supervisor, subordinates) tell me are your strengths (and weaknesses, or “future strengths”)? I listen to the answer to see if they heard the imbedded question that asks not what THEY feel are their strengths. This question shows if they are listening or not or just waiting to deliver thie “pat” answer in this area.
3. What was your most satsifying work assignment or project, and why? Again, I am looking to see if they answer WHY the task or project was so satsifying or unsatisfying.
4. Lastly, I like to ask “What would I not know by looking at you?” This question asks the candidate to provide a response that is either a “buttering-up” answer, such as “You would not know that I am an extremely hard worker who seldom makes mistakes and who wishes to work for a wonderful and kind manager just like you!” Another, more personal and confident, response might include something about outside and volunteer activities such as playing a piano or being involved in the community in which the person lives.
I hope this helps.
Jim
After I have given the job description with duties,go over thier past jobs, etc. I ask the applicant to tell me what the job responsibilites are. This shows me if they understand the job duties and if they were paying attention.
What was wrong with your current or last position?
Tell me about a time that the odds were stacked against you, but you overcame them and succeeded.
Question: “What is your favorite movie and why?”
While this question typically catches candidates by surprise, the candidate’s answer will help the interviewer to gain a better understand how well he or she can communicate in the workplace. Specifically, how well the candidate can communicate his or her own opinions in a professional setting. You’ll find that candidates enjoy answering this question.
Why should we hire you over the other folks that we are interviewing?
Your last job is history the new job will be your future what would you like to do different to make a better future ?
“Tell me about the best manager you’ve ever had.”
I like this because it lets you know what they value in a manager, and their answers can also give you clues as to the kind of employee they will be.
If money weren’t an object, what would you be doing in life?
I love this question as it usually brings out a passion or interest they have. I have now discovered what may motivate them, it may be time off or money, or something as simple as a common interest between the interviewer and interviewee, etc.
How do you determine who your “A” Players are?
- For management postions, it gives me insight as to what tools they use to evaluate their subordinates. Do they rely on the employee’s tenure only, etc.
When reviewing their past employment I like to find out what they liked best and least about their past positions. Asking them what they liked best – first, no problem. People always know what was great but when I follow-up with what they liked least about the job they are caught a bit off guard. I like to know this because our positions can be repetitive, they stand all day, etc. and if these are the things they didn’t like about their past job they likely they won’t be a good fit for us either!
If you could go out and purchase one skill that you don’t have today, what would it be, and why?
Please tell us what you see as your strengths in this role. Conversely, what areas do you see as potential weaknesses.
I like this question because the candidate needs to consider both personal positive attributes and negatives.
Tell me three things you really liked about your previous job and three things that you would have changed to make it a better place to work?
I’m looking to see if there is a match in what they like and what they are looking for, or if there are any red flags that may cut the interview short.
What is most important for us to cover during our conversation today?
If you were locked in this room and no one can see in only you can see out, you can’t break the window or bust down the door how would you get out?
I like this question b/c it is so easy to answer but everyone makes it’s so hard. You can really tell if this person can think on their feet and if they are “being themselves” or “going through the motions” by their answer. They should answer call someone. Almost every office has a phone on the desk or they have a cell phone on them.
Give me a specific example of a time when you had to conform to a policy with which you did not agree?
Gives you some insight into how the the candidate deals with change, corporate structure and policy, and conflict.
For positions requiring persuasive people, I like:
“Tell me about a time you manipulated a person or situation to get your way.”
Then I read their face. Shock = not my person. A sly smile means I need to probe!
If you were on the cover of a magazine, what magazine would it be and what would the caption say?
I like this question because it helps me see the employee’s creativity and it usually tells me a little about how they see themselves.
Question: What do you know about this company?
Answer: The candidate should be prepared enough to give a detailed explanation about the company where they are seeking employment.
What type of values and principles would you like to see fostered or practiced in the workplace? And why are those important to you?
I have found that most candidates do not know what values and principles are; I get answers like teamwork, communication, reliable, etc.
If I were to ask a subordinate or co-worker that did not agree with one of your intiatives, what they thought of you, what would they tell me?
I am looking for honesty(everyone has someone that doesnt agree with them) and how they handle dissenting opinions. Do they try to build collaboration or just use thier authority to mandate.
Tara McPhillips Says: October 7th, 2009 at 3:23 pm
What could your current/previous firm do for you in order to bring you to the next level in your career?
This is a great question to ask candidates who may be working currently or have previously worked for a competitor. This will reveal the candidates threat of discontent and will allow you to position the career opportunity appropriately. In addition, this gives you the advantage on the competition, when speaking with other candidates from the same firm.
What have you done in the past year to prepare for this role?
I have an engineering mgr who loves to ask this question…It is tough, but easy to answer given the right type of candidate. Obviously self improvement, challenging one’s self, and a aggressive attitude about overall improvment and self improvement…These are the keys to all opportunities.
Question: What are your “non-negotiables” as look at any new company or manager you would like to join?
Why I like this question: This question seems to aways make candidates pause and think about their needs, versus soley trying to sell themselves. The answer to this questions, allows me to measure my company and the candidate’s potential manager to how well matched they are.
If you could pick the ideal career for you what would it be and why? This career could be any anything.
I like this question because it relaxes the person and they are quite honest in thier response. The answer gives you a true sense of what they really want. If the person is interviewing for a sales position and they want to be a libarian you have the wrong person..if they want to be pro-athelete then you have someone who is competitive. It divides what they are telling you vs what they really want in life.
How do you draw out the best in your employees?
This question provides an idea of the candidate’s management style, and their approach to managing teams.
Tell me about my company?
What I’ve learned over 14 yrs of interviewing is this question elicits a more comprehensive answer than “what can you offer…” or “why you for this job.” An ideal candidate has done their homework and that tends to be reflected in their job performance if hired.
What in your experience and education have prepared you for the responsibilities of this job?
If you could change anything about yourself what would that be?
If we were to contact your most recent supervisor, what would he/she say are your areas for improvement?
You’d be shocked at the answers that people will tell you to this simple question. We’ve heard comments like:
1. that I’m tardy all of the time
2. that I need to talk less
3. that I need to work on how I deal with confrontation
4. he probably wouldn’t talk to you – we didn’t get along very good
5. that I talk on my cell phone too much….
the list goes on and on. This has been an excellent question for our organization, which hires mostly entry level positions. So, the people haven’t learned that they need to “filter” their responses to this type of a question.
Excellent!!
If you could be any vegetable – what would you be and why?
I actually had one candidate say an onion so people would leave me the h— alone. Not your ideal candidate.
What is your greatest anxiety about this position?
This helps me decide if they are confident in their abilities to be an asset to my organization. Also helps me decide before hand if their anxieties are based on something tangible that can be taught and something we are willing to teach.
What would your ideal job be?
This let’s you know if they will be honest enough to let you know what they really would like to do or just alter their answer to match the job.
What is it about you or your experiences that we have not asked, that would help us better understand how well you would do in this job?
Tell me about a situation that disappointed your boss and how you handled it?
Can you please share at least three (3) of your pet peeves?
I like this question because it gives some insight to the candidate’s personality and typically provides a hint of what one might expect as far as temperament (level/degree of patience and/or frustration).
My last question of the interview:
“What kind of fish do you like?”
I look for the person who takes it a step further by asking me whether it is to eat, look at, or for sport instead of making their own assumption.
What influenses your productivity?
I like to know what motivates employees to be productive.
If I were to ask you to name a “cartoon character” that you closely identify with, who would that be?
I like to ask this question to see if they respond to a hero, likes to save the day; a slacker, not interested in career advancement; a sidekick, likes some praise, but is okay with supporting others; or a headliner, wants to be on top of everything and a leader of the pack.
The question also shows creativity on the part of the candidate.
For managers: What do you find more challenging, customer issues or staff issues? and how do you deal with each?
Why I like this question: It makes the person think about both sides of their people management skills and how they deal with internal and external customers differently.
Question: What tools or techniques do you use to keep your work organized and meet deadlines?
I try to evaluate a couple of things with this question: a person’s time management/organizational skills and technical knowledge related to using resources such as software (the calendar in MS Outlook for example) and/or a formal planner.
What are the top 5 blogs that you follow and why?
For a list of a bunch more interview questions go to…
1st part: Give me what you consider to be the top 3 qualities a person has to have to be successful in any job.
I’m looking for answers such as 1)good work ethic 2)integrity and 3) a positive attitude
2nd part: Tell me about experiences that you’ve had that demonstrate you have each of those qualities.
Throughout your entire career, what has been the biggest lesson you have learned about the workplace…What are the circumstances that brought you to that lesson?
I love this question because shows me what kind of employee they will or will not be based on the lesson.
In your opinion, what’s the difference between a manager and a leader?
This question is designed to test a candidate’s ability to think quickly on their feet, and to clearly communicate their response.
Why did you choose this career or type of work?
Describe a situation that you planned that did not go as expected. What happened? What did you do?
I like open ended questions that give you a good sense of the candidate’s personality.
What level of performance is expected of you in your current role and how do you add value with that performance?
The best opening question: What circumstances bring you here today?
You can learn a lot with this question.
Question: “Of all of the jobs you’ve held, which one did you like the best and what are the things about the job and that company that made it the best job?”
The answer to this question will give the interviewer a great deal of insight into what the candidate really wants in a job, what responsibilities the candidate believes he or she does well and enjoys doing and what type of environment/culture the candidate prefers.
What would be my worst case scenario or biggest challenge in this position??
I always encourage my candidates to ask that question. Companies always tell you the “good” but have a tendency to skip the “bad”. If you can deal wiht the worst case scenario, everything else should be a piece of cake.
How much does your last job resemble the one you are applying for?
I like this question. It gives interviewees the opportunity to relate skills that they possess form their old position to the role they have applied to. Their answer could highlight relevant skills that may not be visable from their resume.
What is your favorite superhero? Helps yo usee how the candidate sees themselves and their capabilites- if it is realistic,etc
How did you deal with the last time you were confronted with an angry co-worker?
Who else are you interviewing with?
I ask this question to get an idea of who my competition is. It helps me in preparing an offer that the candidate cannot refuse.
If I could have any job in the world whether it related to the one I was applying for now what would it be?
If you answered having a carnival type job, it would mean you like to wander and have no real commitment, If you answered something dealing with law, then it would tell me you are a stickler for details, and if you answered something like that you would like to do exactly what your applying for today, I knew you would be lying because no one ever interviews for the job they want most in life. They just do it.
What do you know about the history of our organization?
This lets me know if the potential employee will take the extra step to get to know us.
I have interviewed several great candidates for this position. Why would I want to hire you instead of one of them.
This allows the candidate to speak about themselves. Listen for the values they describe versus the actual self description. This provides insight into what they value as a person or in a fellow employee.
Give me an example of a time you went the extra mile in order to achieve an important objective
In what ways do you “raise the bar” for yourself and others around you?
What is your typical way of dealing with conflict?
Q: Tell me how you spend your free time.
I like to ask this question because it gives me some insight about the personal side of the candidate and what kind of drive they may or may not have re: Marathon runner,Mountain climber,etc. A candidates personal interest can sometimes tell me a lot about their personality.
What did you do to prepare for this interview?
The question (or more properly, the answer) reveals several characteristics about the individual: interest in the position (or Company), initiative, work ethic, organization skills, and how the candidate approaches a challange.
Good Question: ” With all the quality candidates I have interviewed, why should I select you over everyone else-what do you bring to the table that separates you from everyone else”?
Tell me about the best recognition you have ever received, and why it meant so much to you.
What do you enjoy the most about your current position?
Tell me about what’s NOT happening for you in your current position.
What are your Top 3 criteria when evaluating a new opportunity?
Do you expect your company to make a counter offer? What will you say if they do?
Who else will be involved in a decision to relocate?
How would you describe your leadership style?
How do you help a team member when they are struggling?
Tell me about a time you really blew it at work and what you learned from the experience.
If our company made a billboard with you on it, what three words would describe you best?
Question: Why are manhole covers round? This always throws applicants for a loop. It’s interesting to see their reaction and if they don’t know the answer (most don’t) to see how quickly they think on their feet and come up with an answer. You can tell a lot about an applicant by their reaction to this question.
If I asked you to paint a 10 x 10 room with squares 1″ by 1″ how would you begin?
This question is a weird one and will allow you to see how the applicant thinks on their feet, how they would approach a project, whether they are more executive level, management level or staff level thinkers. You may learn if they have better delegation skills, project management skills or task oriented skills and whether they feel they are too high and mighty to attemp such a mundane feat. It’s always fun.
What distinguishes a great employee from a good one?
I like to ask this question to uncover the candidates definition of “great” vs “good”. Candidates tend to share specifics examples about themselves and this will help me determine if they will be aligned with our work environment and performance expectations for the role.
What two or three accomplishments have given you the most satisfaction and Why?
If I were sitting in your bosses office and your name came up, what would he tell me about you?
Tell me about your greatest sales accomplishment:
* how did you generate the lead?
* how did you get to the decision maker?
* how large was the sale?
* how long and how many appointments did it take to close the sale?
* what resources did you use within the company to help you close the sale?
* did the company get any follow up business from this client following the sale?
If you were empowered to make three changes about your current position to make it better than what it is today, what would you change?
(Reveals three candidate “Hot Buttons”)
Why did you want to interview with our company?
This question covers two things, (1) did they do their homework on your company which shows attention to detail and (2) they are not just shopping.
“If your child had disabilities and I was sending a nurse to YOUR home, what characteristics and/or traits would you look for in that nurse?”
I work in home health care recruiting nurses for children with special needs. I always try to find out what skills they perceive as important because I believe they transfer to what they would expect from themselves.
Who are your heros?
Q: Based on your previous experience and your long term career goals, if there were such a thing as the “perfect position” what would that position look like for you.
I like this question because sometimes you will find that the position that the person is actively interviewing for is not in line with their long term career goals. It may provide more insight on how long that interviewee may want to be with your company.
Describe an incident when you “broke the rules” and explain why you did it.
I like this one as it forces an applicant to describe an experience that was probably stressful and where they were forced to think on their feet.
Interview question entry:
If you were not choosen for this position, what would be the reason and why?
I like this question because it will make him think and can tell if he easily gives in.
Describe the three professional accomplishments you are most proud of and why those are the ones you are most proud of.
A version of this question was suggested earlier. An important note is that it is, in fact, a lead in question if they don’t provide thorough descriptions initially. From the comfortable launching pad of describing accomplishment, a candidate is most at ease in answering follow up questions that provide me insight into what they do well (and what they don’t mention that I would have expected them to), how they work, what they value, how they organize and communicate their ideas, and more. For example, I may ask: What were the circumstances of the accomplishment? What did you personally contribute? Who did you work with? What challenges did you overcome? What was the impact you felt was a value to the themselves or the organization? What did you learn? What would you do again? What would you do differently?
The reason I ask for three examples is because (1) It provides me ample examples of real life work scenarios that truly describe them to me without my asking them to describe themselves using practiced and generalized adjectives. (2) I can start to recognize patterns in how they work, think, communicate with others, and what they are motivated by. I can then cross reference this with the role functions, department objectives, and company values to determine whether they will be a short and long term success in the role.
The most challenging question for a candidate to respond to is:
What have you done to improve youself?
“If you could design your perfect job, what would it look like?”
You get one of two responses. The person recites the requirements of the position you are trying to fill or they really do some inward analysis of the things they really enjoy. I want to know what motivates and excites people.
Tell me about a time that you failed and what you learned from that experience
You are walking along the street.
Mike Wallace & 60 Minutes jump from a doorstep.
They caught you flat footed.
You have to answer or you look guilty of something.
Either personal or business, What is
… the best thing you want them to find out?
… the worst thing you don’t want them to find out?
(Do not tell interviewee if you want personal or business answers. They need to determine this as part of the answer. This reveals the candidates ability to think on his/her feet, and give the interviewer good insight.)
What will we find out about you in three months, that we wished we knew today?
We’ve all made a mistake while performing a job responsibility, tell me about your mistake and how you’ve learned from it.
In a business setting related to a business query — When was the last time you were told “NO” by a manger or a colleague?
……how did you react?
What will we find out about you in three months, that we wished we knew today?
I like this question, because it lets me know if the candidate is really listening to me. The typical response from a candidate is to begin giving me theor “strengths”, then back-track. If they’re listening, they truely understand the question, and will be knocked off kilter a bit. I like to see how they respond and come back to me. Its not the actual response they give, rather how they handle themselves that really counts to me.
What are your 3 greatest accomplishments?
This question is not only open ended, but it allows the candidate to “brag” on themselves. We ask this question to help determine if the candidate is an achiever. Achievers tend to want to brag a little and can easily answer this question. It also focuses on “I” accomplishments instead of “we” accomplishments. It is one thing to be part of a group and another to actually accomplish something yourself or lead a group.
If I called your last supervisor what would be the worst thing he or she would say about you?
Why should we not hire you?
As of today every candidate I have interviewed has been stumped by this one. The point is to sell yourself, such as saying “You would not want to hire me if you want someone to surpass your expectations in number of sales per year.”. So far candidates have given me real reasons why we shouldn’t hire them and we haven’t! This is a great opportunity to sell yourself and get hired.
Please give me a specific example about a time when you had to deal with a difficult work related decision and how did you go about resolving this issue?
“I know I am not perfect and I don’t know any who is. On a rating of 1 for horrible and 10 for perfect how would you rate yourself as an employee?”
(here is the kicker) “What could you do to make yourself a 10?” (this like truth serum if the refuse or say I don’t know… you have a liar or confused person, or you can evaluate the answer that they give you. No one is ready for the follow-up so you get the truth…)
What five words will your last employer give me to describe you in the work setting.
Shows if the candidate can be candid and think on their feet. If they hesitate, I wonder why.
What would you like to avoid in your next position?
When I call your last supervisor and ask about your last performance evaluation, what will they say about “areas for improvement”?
“What is your definition of success. How do you rate yourself in each category?”
It’s good to hear how they would judge their own performance. Suprisingly, most candidates say they’re low in some of the categories they define as a measure of success.
What is the last book you read?
I’m interested in what interests them, and if they are readers generally.
What is the square root of 11?
This is a great closing question because the candidate needs to think on his feet, not plurt out the 1st thing that comes to their mind and carefully consider their answer (go w/ funny, serious or answer w/ another question). There will be that dreaded hmmmmm and dead air until their response, which will be all over the map and can be very telling.
BEST Question:
President of the company comes up to you and states, “I’ve been watching you work and I like what I see”. “I have a very important project for you.” “I’m going out of town for two weeks, the day that I am back the client is in town, here is the project that I want you to be in charge of: To paint all the office doors red”. Now I want to hear how you will get the project done from beginning to end. You set the criteria. GO!
This question will help you understand if the person is a planner; can get something done from beginning to end, creative, works on their own, enlists others in collaborating, thinks about the client, feels empowered, and understands the who, what, where, why, when, and how of a project.
Question: What are your developmental challenges ? or skills you need to develop ?
This will give you information about the skills the candidate needs development in (weaknesses).
Question: Tell me about the most stressful situation you encountered at work and how you dealt with it ?
This will give you information related to what the candidate considers extremely stressful and their ability to deal with stress.
Question: Tell me about the most complex problem that you encountered at work and how you resolved it ?
This will give you information on the complexity of their position and their ability to solve problems.
“Tell me about a time when you had to persuade your boss to adopt your point of view.”
Tell me about a time when you willingly volunteered for a task and why were you so interested in this specific task?
The applicant should express that they take the initiative when it comes to additional work
What interests you least about this job?
You never know what you’ll learn.
What makes you think you are better for this job than all the other candidates?
What frustrated you most in your last position?
This question tells multiple facets of a candidate: whether they confront problems or ignore them, how they solve problems, time management skills, prioritization, communication skills, and if they are good on their toes!
This was asked to me in my last interview and I think comes from a particular interviewing technique guide (I can’t remember the researcher’s name)…
What was your first job, paid or unpaid? This gives you insight into what someone considers work, if their work ethic started early or late, and relaxes them because they weren’t expecting it!
Would you like to add anything else?
Using a scale of 1 to 10 with 10 being the best, how lucky do you consider yourself to be?
This question always makes the applicant stop and think and shows how confident the candidate is.
Our Sales candidates take a “test” that tells us what their “apptitude” is for sales. We then meet with them and interview them with the results of the test in hand. One question we ask takes them by surprise and challenges their integrity. We use the question to see how they react to that being thrown at them. We point to a certain section of the test and point to it and tell them “This is where I think you lied. Explain yourself here.”
It gives us a great way to see how they react under pressure and how they would handle a really “mean” customer. It has worked great for us.
Question: Tell me which of your past jobs got the most out of your potential and why were you so productive.
This answer will reveal the candidates strengths, possible weaknesses, how busy they felt they were, how much responsibility they had and much, much more.
This question requires that you think back to the last company that you worked for. If you had been president of the company, what changes would you have made?
Tell me 3 things you can do do with a paper clip besides hold papers together.
This is my favorite as it catches them off guard and forces them to think on their feet, as it will be an unexpected question. It will also determine whether they are (or have been) a creative problem solver and hint at their ability to think outside the box. Their reaction to this question often gives a good glimpse of their overall personality and not just their approach to rehearsed questions.
What do you enjoy doing when you aren’t working? This is a critical question because it shows you core values-how people spend their time-hobbies, volunteerism, family time, etc. It also will get canidates to let their guard down a bit and show you more of who they are and what their personality is if they are nervous.
If given a choice would you rather be the boss or the number on employee?
Which is more important, being “fair” or “consistent” and why?
This question requires one to really think and analyze what each one means. It can be even more eye opening when a candidate explains why they feel one might be more important than another.
What do you see in yourself that you would have liked to have seen in your co-workers?
This is an opportunity for the candidate to share their strengths and areas that they have previously exceeded in. It is also an opportunity to witness their level of professionalism, articulation and how they view themselves in a team environment.
What’s missing in your life right now?
It not only pinpoints what the person may be really looking for in a job, bu can also shed some light on deeper needs that the person may be looking to fulfill, which usually spills over into the employment arena
What are your 2 biggest accomplishments as a professional in the last 3 years?
How would supervisors describe your ___ skills?
How would peers and employee describe your character traits?
There are a lot of good questions on this page, some that I ask myself and some that I’m going to be asking in the future!
Since mine was already posted, I’m putting in a vote for Lori Weaver. Her question, “Tell me about yourself” combines so many of the other questions into a true description of the applicant. If the applicant asks for clarification, I tell them to answer as they think best describes themselves.
For example, if the applicant is a leader or a strong supporter, they will likely answer that. You might also hear about their work life balance, based on whether they talk about their personal life or professional achievements.
You definitely have to listen closely to get the most results out of this question, but sometimes simply truly is best.
What do you know about our company?
I like it because it tells me if they’ve done their research and if they aren’t prepared for me they won’t be prepared and pro-active in their job.
Tell me how corporate culture plays a part in the success/failure of a company.
If you could be one person (dead/alive) for one day who would you be and why?
Why should I hire you?
All three questions require poise and quick thinking. The last one tells me about his/her confidence (or lack thereof). The first one tells me if they are business savvy. The second question tells me more about their personality and core beliefs.
This is a question I was asked when i interviewed to be a Staffing Account Manager/Recruiter: “If I were a client and I asked you to get me a bagel, how would you get me the bagel.”
I thought it was a clever question to ask to see if I would bother to inquire as to the exact type of bagel the client wanted before going to look for it. A good staffing person needs to have detailed requirements and not just search based on a generic job description (bagel).
If I were talking to your closest friends, what 5 adjectives would they use to best describe you?
Do you have a career plan for the next 5 years?
Candidates who have a good plan probably have better potential for career development.
There are so many employers. Why do you want to work for us?
If we hire you, what do you expect from us in addition to the salary and health benefits? What will make you stay until retirement?
Please describe a typical working day from 9 to 5 with your current employer (or ex-employer).
Have you ever encountered a major problem in work? If so, how did you solve the problem?
What other jobs are you also applying for?
I am very interested to know if the candidate is really looking to join our organization in the position we have or if we are “what is available’. If the other positions they are applying for are not in the same field or industry it raises flags.
“What is the worst thing a current or former employer could say about you that would be true?
It is a disarming question to many candidates and I have been amazed at what some people will reveal in reponse to this question. Candidates sometimes carefully crafted their answer to address a positive, such as giving focused attention to detail, as a negative, such as being too much of perfectionist, but some have revealed telling performance details, such as “Well, probably that I was late far too much.”
I met 10 other candidates yesterday and today for this position. Give me some reasons why I should hire you instead of the 10 other people.
The smartest answer is: I don’t know them. I cannot tell.
How will you make contributions to our core values
Give me 3 adjectives that your boss/co-workers would use to describe you.
What would trigger to you react or respond adversely to a decision or recommendation made by the majority? How will you influence them to go your way?
This will show how someone would handle tough situations.
“If you were a bird – what kind of bird would you be?”
SERIOUS! I heard a manager ask that question and after the candidate left scratching his head, I went in and asked the manager what that was all about? His response: “If he says he’s a flying bird – like an eagle or a hawk I hire him because it tells me he sets his sights high. If he’s a penguin, ostrich or chicken – basically a non-flight bird – then I pass on him.”
That particular hiring manager was fired within three months.
What a bird brain!
A position such as a CNA in a Long-Term Care environment will require you to be responsible for giving first hand care such as bathing, feeding and dressing to the elderly.
The selected and qualified individual based on the listed job duties will be someone who is able to show dedication, nourishment, strength, longevity, kindness or sweetness, flexibility or pliability, to our residents.
With that said, if you were a fruit and offered this position what type of fruit would you be and why?
Example: I would be a banana because:
A banana is easy to peel and I am a people person and residents feel that they can get to know me.
A banana is soft and I have a light hand and I am very gentle with grandparents.
A banana is yellow and bright and I have a positive attitude and I enjoy bringing a smile to resident’s faces.
A banana has no hard seeds in the middle and I feel this represents me well as I have a big heart and no hard spots for the elderly.
So on and so on.
Why aren’t you more successful in your career?
This question startled me at first because I have been successful. I had a sudden realization that the interviewer was looking for my reaction more than my answer. I recovered from the initial agitation and must have answered well enough, I got an offer though I did turn it down.
This is an observation to all these posted “questions.” Many of them are VERY good questions that can provide useful insight into a candidates ability to perform as required. But I must say, I am stunned by quite a few of them – some are very sneaky and geared to failure. I can understand why many applicants have become frustrated with the staffing process and I can also understand why some have lost respect for Human Resource professionals.
I have a suggestion: Take the question that you are proud of and ask it of those close you know (family, friends, exisitng valued employees). That might be an interesting evaluation as to whether your question is a clever question or if you are just trying to be clever.
About 20 years ago I was interviewing a young woman for the position of sales manager. I offered her the job and then she told me she really wasn’t looking for a job. She was interviewing with many companies so she could write a book about job interviews and that “you are going to have a chapter in the book.”
I wasn’t real happy about it and got my revenge about 10 years later when she was again interviewing for a job. I remembered her but she no longer remembered me. So, I had her go through a series of interviews and testing, finally letting her know she did not get the job.
WHAT HAS BEEN THE BIGGEST CHALLENGE THAT YOU HAVE ENCOUNTERED IN THE WORKPLACE AND HOW WERE YOU ABLE TO SOLVE THE ISSUE OR ISSUES?
Sometimes candidates inflate their level of responsibility and take credit for things they did not do. If I suspect this, or if I find it is a tendency of aplicants for a specific recruitment, I will ask “what are your boss’s responsibilities in the organization”?
If you could be on a magazine cover, what magazine would you choose and why?
Are they creative, humble or flamboyant?
Can you give me a specific situation that you went out of your way to take care of a customer
Tell me about the most unsuccessful business relationship that you have had, who was it, and what made it unsuccessful?
This question enables us to determine how a prospective candidate interacts with challenging personalities even when those relationships ultimately do not prove to be successful. We are looking for the candidate to demonstrate their ability to maintain their professionalism even with the most difficult of individuals.
Question: “Tell me about yourself”
This is a deceptively simple question. There is no right answer and sounds fairly harmless.
But,it is incredibly open-ended and requires the interviewee to:
- prioritize by choosing the most important information,
- use judgement to determine what is appropriate given the audience and job in question,
- be creative and articulate
- think on his/her feet
- be disarmed because it is a very personal question and most people show a real part of their personality
Answers to this question invariably create many areas that the interviewer can then probe more deeply; areas that otherwise don’t come up in rehearsed answers that are generally prepared for.
If you were to receive offers from two employers and each was for the same type position and duties, with the same compensation, benefits package etc. on what would you base your decision?
This question helps a candidate focus on the subjective issues or what is most likely the most important factor in their decision making process.
Describe the type of bosses with whom you work best and the type with whom you do not work well.
I like this question since the candidate has no idea of the type of boss he/she will be working with and it describes something about the environment the candidate likes to work.
My favorite question to a prospective employee is, “What made you start looking in the first place?” It cuts to the core of why they are seeking a job change, what they think of their current/previous company, and what their loyalty quotient is.
You are on a stage with a group of people, you need to introduce yourself and give them five atributes about yourself, one that needs improvement.
If you could change anything about your current/last job what would that be and why?
Really helps gain some insight.
If you had the power to design the ideal position for yourself, what would it be and what would it entail?
Tell me about a time when you implemented an idea that improved a process, what was the idea? what process did it improve?
Why do you want to work here?
“If you were to be hired, what do you think would be a reason you may not stay in this position or with the company?”
The answers to this question may really suprise you. I.e. “I’d leave for more money”, or “If I didn’t like my co-workers”, or “we’re trying to move back to my hometown”. Red flags for sure.
Would you hire Dennis Rodman?
Thsi was during the heyday of the Chicago Bulls and was framed as the ability to lead, build a team and handle “High Miantenance” Employees.
“Tell me about yourself.”
You would be surprised at what some people want to tell you.
Tell me about a time when you disagreed with your supervisor. What was the result?
Question: What are the two most important lessons you have learned in your work or life experiences, and how have they helped you to strategize or develop in your work practices to either benefit you or those you work with or manage?
“Tell me about a time you have gone above and beyond the call of duty, it can be either business or personal.”
This allows me to see what is really important to an applicant. If they answer “I do that all the time” (which 75% of applicants say). I am not interested. I want to hear about a time they stepped outside the box even if it did not benefit them but benefited the business or an individual.
Ask candidate to write up “minutes” of the interview.
What they give you can indicate:
-their level of attention
-how well they retain information
-how organized their thought process is
Tell me a joke!
I ask this in the middle, we hire mostly salespeople, I watch their non-verbal to see how they deal with a question they NEVER expect. I get to experience this and maybe I get a really good joke, after all I might never see this person again.
I ask…….Tell me a joke!
I ask this in the middle of the interview, we hire mostly salespeople, I watch their non-verbal to see how they deal with a question they NEVER expect. I get to experience this and maybe I get a really good joke, after all I might never see this person again.
Tell me about a disagreement you had with a colleague or a supervisor and how it was resolved.
The candidate’s response will demonstrate their honesty (it’s hard to beleive that someone has never had a disagreement in the workplace), problem solving ability, ability to work with others, and ability to handle conflict.
As it relates to business – Tell me your greatest strength and an area that you would like to improve in.
Comment: I find out if they listened to both parts of the question. If they really do answer both questions, it is very interesting what candidates will say.
How many 16th are in an inch?
This question came to me by one of my employees. At first seemed silly, a question you wouldn’t expect in an interview, but I run a hardware store that deals heavily in customer service. The employees need to be able to think on their feet.
If someone can’t answer something as simple as this, do you want them taking care of you? I don’t.
For the Engineers.
“How many quarters tall is the Empire State Building?”
This question is great because if helps you differentiate the leaders in engineering, and the followers that will never be able to lead. The ideal answer to this is for them to quickly come up with an equation, but the yes sir engineer will follow your question with a series of his or her own.
The other question that I love to use on a cocky know-it-all engineer is:
“When is the last time you failed”
this one always humbles them quickly…..
Tell me about a time that you were late for work and how did you compensate for it?
What have you done in your career that you are most proud of? Why does this stand out as your best work?
What type of car do you drive
I always like to ask the technicians I interview questions concerning tools. The first one I ask is “what tools would be required to work on an automobile engine” (although we do not manufacture cars). I then follow up with the question “what tools would be required to work on a mechanical clock”. The two different answers to these two questions tell me that the person on the other end of the phone actually does know his/her way around tools.
What two adjectives best describe you?
If you encounter an upset or angry customer, what is the first thing you do?
I like this question because it is open ended and allows the candidate to explain how they handle a specific difficult situation. Of course the word I am looking for somewhere in their answer is “listen”.
How do you organize your work and plan your day?
I look for them to focus on the word “work” and not that they brush their teeth.
What five things have you done to distinguish and differentiate yourself from your peers?
Things don’t always go the way we’d like; sometimes we can not deliver on a promised deadline. What is the best way to deliver a negative message to your customer?
This is a very open ended question, and can give you insight to how the candidate thinks, and their honesty and integrity
I like to ask what it is about our company or this position that prompted them to apply. I’m impressed when a candidates did their homework prior to the interview to see what kind of company we are. Sometimes they know more about the company than I do.
What did you find on our website that was most interesting?
Gives you an idea of how interested the candidate is in the position and your company-let’s you know if they prepared for the interview. I would be reluctant to hire anyone who didn’t prepare-
Towards the end of the interview, I love asking candidates this question. “What would you consider a great day?”
This questions throws them off. It lets me know how quickly they can think on their toes. Naming the days of the week is not the answer. Specially “Friday”!
Give me an example of your ability to facilitate progressive change within an organization.
a.What was your biggest obstacle?
b.What kind of resistance did you encounter from the existing staff?
c.What were the criteria you used in hiring new staff?
Tell me about the most difficult manager you have supported. What was difficult and how did you manage the relationship?
This question allows me to hear what managerial style this person can or can not handle. This can also provide me a snapshot of the person’s attitude towards a manager from the past. Do they throw them under the bus, do they adapt themselves to meet expectations, etc. A counter question for this could be, tell me about a manager’s style you found meshed well with your work approach.
Describe a situation in which you had to work woth a “difficult” person. How did you handle the situation? Is there anything you would have done differently in hindsight?
This gives you an idea how this person will work with others & if he/she learned anything from his/her previous experience.
I contribute to our interview process late, and I’m looking for strategic value rather than specific or technical. One of the things I want to know is how the person thinks, and how the person will work with others of our team.
It’s a strange question, but I ask “Do you cook?”. If they say “no”, we probably don;t have a good fit for our company. Then I’ll ask “tell me how you cook – recipe, cookbook, or freelance?” This tells me a lot about how the candidate thinks – will he or she follow directions exactly, or will he/she bring creativity to the tasks. Will the condidate be able to make something delicious when the recipe has gone wrong?
This has proved astoundingly revealing and consistent in selecting appropriate candidates.
The only answer that counts, is would your last company rehire you if they could get the chance
We ask a candidate in the person to person interview stage, to tell us what they are passionate about. (Note: We are a sales driven organization as well as a very innovative, fast-paced, energized company, and we want high energy, passionate employees. If they don’t have a passion about anything or are very ho-hum with their answer we know they probably won’t be a good fit for our fast paced high energy company)
Can you discuss a time when you had to perform multiple tasks on very strict time lines? How did you ensure everything was completed on time?
The answer to this question provides you with an insight on if they truly can multi task, how they prioritize their work and if they are comfortable with delegating details to meet deadlines. Will also tell you if they are an independent worker or team player or both.
Tell me about a time when you willingly volunteered for a task. Why were you so interested in this specific task?
Walk me through how you have been able to successfully balance being a member of the team and also the leader of the team.
What do you think makes a good (hospital) or why would a (hospital) be described as “one of the best” by a community?
“Please describe a time where you went beyond the call of duty.”
This question gives the interviewer a large insight on the prospects thought process, initiative, loyalty, commitment and work ethic.
What does the word “team” mean to you?
Unless the candidate is working amoungst machinery, this says it all. Personal interaction is one of the most important aspects of sales.
If I interviewed your best friend and asked your best friend to describe you as a person using one word, and one word only, what would your best friend tell me?
I like this question because it helps me find out how this candidate would like to be viewed by others. It is really important to find out a persons true character and a lot of this has to do with being accepted and liked by the people they surround themselves with.
If you could pick one word to best decribe your character, what would that be and why?
This is a challenging question to answer, and in many cases surfaces elements of the person’s creativity, critical thinking patterns, and authenticity.
How do you balance the needs of the client with the the needs of the company?
This is critical in these times where we need to provide excelent service and still run lean.
At the end of an interview, I like to ask the questions “if you didn’t have to work, what would you be doing”.
The answer will give you some insight about their character, energy level and interest.
Tell me about a project that you worked on that failed? followed by – What did you learn from that project?
Gives me a clear idea of how much they take accountability for mistakes and can they learn from mistakes.
It’s prettu tough out there in this economy right now isn’t it.
This was followed by what do you think of X position.
I saw it used on multiple candidates and their results were very telling. He was trying to weed out who was just desperate for work versus who was the most qualified for the position. In the long run when things stabalized people might leave to find things they are better qualified for.
Where do you see yourself in 5 years?
Tell me about the last mistake your manager made. What happened next and what did you do?
This can tell you alot about their working relationships, problem solving skills and attitude.
When hiring for a management position I like to ask a candidate; If an employee went about a task in a way which clearly contradicted your instruction, yet was highly successful. How would you handle it?
You can gauge alot about their management style by how they handle the situation and what they focus on in this scenerio. Are they concerned about a possible communication problem, discipline, micro-managing, or celebrating the success?
In the past 2 years, what part of your professional skill set have you improved the most?
The answers to this question give me a good indication of the areas that the candidate is weaker in and how they are going about improving those skills.
If you could buy a skillset you do not have right now, what would it be?
This is a different way to get the candidate to identify an area for development.
Question: What can you offer this Agency that someone else cannot offer?
Why like it:I like this because I’m looking for someone to fill my sales position and I have not heard this question before so it catches them off guard and makes them think on their feet. I want them to try to sell me on them and see what they think makes them different than the same old sales person.
“Tell me your “Bad Boss Story.” I suspect that in your professional history, you had a boss who did not perform their job well. Tell me about their downfalls and what recommendations you would make to improve on his/her work.”
This is a multifaceted question; I learn how well someone can identify good/bad leadership qualities, I learn how well the candidate can communicate about a difficult topic in a professional manner and I learn what steps the candidate would take if put in a leadership position.
What is your personal mission statement?
This question helps the interviewer see how quickly the applicant can think, if they have given any thought to their beliefs and goals, and how much finesses they have when struggling to answer the question. Only 5 out 10 people can actually answer this question since I have been asking it.
Tell me about a time in which you had to correct a co-worker’s error with a customer.
I like this question because it gives us insight into an individual’s teamwork ethic as well as their integrity and self directedness.
What is the one question you hope I don’t ask you today?
This question results in unbelievable information at times. People speak of their education and criminal activity often. It is telling because the person can rarely have a candid response.
“What kind of supervisors annoy you?”
FOR HUMOR ONLY:
“I was in a job interview and I opened a book and started reading. Then the guy said to me, ‘What are you doing?’ I said to the guy, ‘Let me ask you a question. Suppose you are in a spaceship traveling at the speed of light, and you turn on the headlights, would anything happen?’ He said, ‘How should I know?!’ So I said, ‘Then I don’t want to work for you.’”
– Steven Wright
If you could write your own job description, what would it include?
This has been a wonderful question to ask during an interview. You get a quick view of what the applicant feels is thier strong area of knowledge. You also are able to tell if they are on the same page as you regarding requirements for the position.
When probing for strengths and weaknesses there are two good questions to ask. The first is: You have a great track record! What are your strengths that allowed you to do this? The second question: On the last few quarterly or annual reviews that you had, what were the areas noted for improvement? The question probing strengths asks for the candidate’s assessment of their own strengths. The question probing weaknesses asks for their supervisor’s assessment. When you compare the answers you find out if the candidate has been honest with you when answering the first question and also gives you many personal charactoristics to ask about.
Here are a few questions I ask that give a lot of insight into a person:
1.Tell us about a constructive criticism you received. What did you do about it?
2. Have you ever disagreed with your supervisor, if so, how did you resolve it?
3.If you were hiring for this position what would be the three key things you would be looking for in this person? Tell us why.
This last one really stuns them and I have received some very revealing answers:
4.Tell me one thing that you promised yourself that you would not do on your next job and why.
(this is about lessons learned.)
Through out your career how long have you worked for those companies and why did you leave?
How do you manage stress?
The answers to this question give me indications about how the person reacts to stress and whether they have a positive or negative outlook on things.
What are three uncommon and most unusual characteristics of your work ethics that always benefits others? Explain.
Common examples include” Always on time; Always early; Never sick; Seldom if ever sick; Team Player; Get along well with others; etc…
Looking for outstanding characteristics and qualities in prospective employees.
What risks did you take in your last position?
I like this question because it lets me know what I can expect from a candidate. Are they willing to step outside the box.
“What is the most useful criticism you ever received, and specifically how has it shaped how you lead now?”
I like this question because it can really open up insight into how much a candidate has grown through their experiences and how their maturity level (or lack thereof) has allowed them to incorporate critical feedback into their style.
If I were looking to buy a car, what model would you be on the lot and why?
This question helps me get an idea of how the interviewee feels they are percieved by those around them.
Have you ever thrown trash out of a moving vehicle?
“Tell me what your ideal work day/week would consist of.”
I want the candidate to convey –
*how s/he puts thoughts together and uses language
*an understanding of what the new job/workplace is all about (done their homework)
*what’s important in terms of applied work time; processing time; down time, if any
*a sense of balance between work and family
When interviewing for Management Positions, I like to ask, “What is your definition of Management?”. If a prospective manager can’t answer that question, why are they here is my thinking.
Question – Think of something that you did that was successful because of how you stayed informed on emerging industry practices or trends?
Reason I like it – It is a useful behavioral question to help asses the candidate’s continuous learning mentality. This is a very important skill in our organization.
What aspect of supervision is most difficult for you? Why?
We ask, How much do you see yourself earning in the next 5 years?
It gives the person the chance to put a value on him/herself.
one of my “questions” is where are you ? i would take an applicant across the shop floor and observe his or her position ;next to me,behind me,or way behind me. worked for me !
Question: If you could do anything in the world (money is no object, etc.), what would you do?
This question shows me how creative and “outside the box” thinking a person is. I don’t necessarily want to hear about how they want to be the best sales manager in the world, I want to hear how they want to be a rock star or a doctor in a third world country. People who dream big for themselves will hopefully dream big for your company too!
Describe for us the individual who has most influenced you in your career. What leadership characteristics does that individual demonstrate?
How can this company can be of value to you, and how then would you define reciprocation and synergy?
Question: Why should we hire you?
I like this question because it tends to be a little shock to the applicant. But, it really gives them an opportunity to sell themselves as to why they are the best person for the job.
Question: Tell me about a time when you admitted to a mistake that you might otherwise have gotten away with it?
I like this question because it makes the candidate be brutally honest about past mistakes and shows true integrity…
“Describe your personality” (first) and then ask “what personality types do you find difficult to work with?”
Question:
When were you the happiest so far in your career (college students: when were you the happiest during your time in college)?
Why This Is The Best Question:
People will excel at work they enjoy doing. This question allows me to find out what people enjoy or don’t enjoy. I usually find out the environment or culture they were working in at that time. I can apply it to the job they are currently considering. We are at work so much of our life. We have to enjoy what we do. Many candidates have told me that this has made them really evaluate what they are doing with their career. This is better now than 2 months from now after we have spent time and money training them.
Question: Which interviw questions make you want to run for the door?
It can relax the candidate so when you ask those questions, and you should, you will get genuine repsonses rather than rehearsed.
What would trigger you to react adversely to a situation/decision even if outnumbered? How would you go about influencing them to go a different way?
This is a good leadership question to ask to see how they would stand up or flow with the situation and how effectively they would handle it.
What’s the one thing (or one significant thing) you contributed to this project?
I use this question a lot because candidates tend to speak in “we” versus I or me when talking about how they contributed to the business, project or job.
What do you like to do when starting a new job to earn the trust and respect of your work associates?
If I asked your subordinates if they could change anything about your management style, what would they change? Why?
I like this quesiton because the manager/employee relationship affects so many aspects of the workplace and ultimately our guests. Is manager cognizant of his/her impact on team? Do they realize their strengths & weaknesses, and what have they done to develop them?
Question: “What is your greatest weakness?”
Reason this makes an excellent question: I am looking to see if candidate recognizes his/her own limitations, but more importantly that they are taking actions to make up for these weaknesses. Most applicants readily answer the question, but then only some have a plan to make themselves better. The top hires are those that admit weaknesses and then improving on those. A huge read flag is the response, “I don’t have any.”
What conditions must exist to create high morale?
If a customer called you with a complaint, tell me your first reaction.
This question is asked to understand the importance of internal/external customer relations.
A question you can ask the hiring manger:
What do you wish you had known about your organization before you started your employment, being 3 months into the position?
This way the candidate asks an intelligent question which reflects positive on him/her and (s)he gains valuable insider information about the new company.
For a sales position, hand that candidate a pen and ask them to sell it to you.
It allows you to see how quick they can think on their feet and their sales ability.
how do you handle stressful situations?
on fast pace environments, people might react differently. it is really important to know how employees that need to multitask, handle stress during hectic times.
“How do you remain knowledgeable and keep up with current events in the changing world of work?”
I think it’s important to remain current and updated on what’s going on with the economy/world news, especially if you’re looking for a job.
The answer will show if the candidate is engaged in relevant information that is impacting the job market as we know it, and whether or not they are saavy to it shows their adaptability and determination.
Tell me about a time when you made a major decision relying solely upon your own judgement. What criteria did you use and what was the outcome?
This questions is used more on an upper level management position.
If you could pick four people from any point and time in history or present day, who would you choose to have dinner with.
I like this question because it really shows who are the most important people in the candidates life and who has had the most influence on them.
My Answer: My father, Michael Jordan, George Washington, and Jesus.
What non monetary benefit would make this job most desirable to you?
This helps me to see where their priorities are and whether they fit well with office dynamic and management style. Attendance and work ethic are easier to figure out from outside sources than personality.
By the way, my answer would be flexible schedule.
What is the last “people mistake” you made? If you had to do it over again, what would you do differently?
Ideally looking for someone to be able to admit making a mistake with a human issue- not a work task. If they can’t find an example, they might have difficulty self assessing.
Tell me five adjectives others you work with would use to describe you.
This is a tough one if you aren’t prepared, and caught me off guard when I was asked, the first time.
One of the best questions I’ve ever been asked was, “If you could be any animal, what would you be and why?”
Sounds silly, but it throws candidates out of their comfort zone and gives you an idea of how well they think on their feet ….
The question would be:
Tell me about a time that you did not agree with your supervisor and/or team members…and how you handled that situation.
I like that question because it tells me if a person will voice their opinion AND if they will be willing to be a team player if the supervisor/team does not adopt their opinion.
What is the best interviewing question you’ve ever been asked?
It’s a great variation on the tried and true: “tell me about yourself” – but with an unexpected twist.
What is the difference between a management and leadership?
Have you ever interviewed for a job that you really wanted and didn’t get it?
of course they’ll say yes.
What job was that?
Why did you really want that job?
Why do you think you didn’t get it?
Conversely,
Have you ever had a job that you had really high hopes for that ultimately disaapointed you?
What job was that?
Why did you really want that job?
Why do you think it didn’t turn out the way you wanted it to?
Was there anything you could have done to change that outcome?
Tell me what honesty and integrity mean to you?
Tell me about yourself growing up before 18: what influenced you and made you who you are today?
How are you different now than when you started your career? How have you changed?
And then after they ask that question—
If I asked you the same question in 3 – 5 years about how you have changed in that time period, what would the answer be?
This will give you an idea of the evolution of the person over their career and the growth and changes they’d like to see for themselves for the future. You can get very personal reflective information or professional/career growth information. Both are very informative.
“If you found yourself in a market who sold ‘attributes’, which attribute would you purchase and why?”
The response to this hypothetical question will give the interviewer insight into the candidate’s sense of their own strength/s or area/s for development. The response opens the door for more probing and/or to ask a specific behavior-based question related this feedback. A VP from my past asked this question of me in an interview session for the position I landed.
What did you enjoy the least about your previous work experiences?
If they get too heated up they may not be able to handle the stresses of our work. If they can keep things in perspective they may be more stable. If they say “nothing”, then why are they looking for a new job? Very Revealing…
Q: What was your very first job, and what did you learn there that you have taken with you to each job after that?
I love this question as it shows me a few things about a person:
1. Are they introspective?
2. Do they understand how current events effect the future?
3. Do they take work serious?
4. If they don’t have an immediate answer, are they able to reflect quickly and find value in a past experience on the spot.
I typically hire entry level to middle management level EE’s and this works well for all levels!
One of my favorites is a question that I ask our receptionist after the interview. What did you think of the candidate? How and did they engage with you when they came in the office?
It provides me with insight as to how they treat people in general and how they will interact with potential clients.
In all of the positions you have held, what is the best mistake you ever made and why?
This really is a probing question. It first speaks to the person’s ego and asks them to be very candid. It tells you a lot about the person. The answer to the Why is also very important because you will learn how and what they learned from their mistake. Again, very introspective.
Has anyone ever tested your integrity? Tell me about a time when this happened.
When is it justifiable to break a confidence?
Can tell you a lot about their values, confidentiality and judgment. It also makes candidates think!
“If you had to pick another field to go into, what would it be and why?”
I like this question because it is a great way to uncover untapped passsion and potential in a candidate. It’s also a great opportunity for a candidate to showcase both creativity in the way they answer and well-roundedness as an individual.
This is a question already posted however, I like to go one step further. Asking first as other suggested, the best manager they ever had and why followed by “in what area could they have improved upon?” Likewise with the worst manager and why followed by “What was their strongest quality?” or “what did you like about them?”. I like to see people are objective and open minded. While things may be great, there is always room to improve and likewise, no matter how bad or difficult the situation, there is something positive that can be learned from it.
What would you say your worst quality is?
This shows how honest and open they are, as well as how well they know themselves. All people have a quality that they don’t like about themselves. If someone is trying to make you see them as perfect, the will probably hide other opportunities in the future. I usually precede this question with “If I called your best friend, what would they say your best quality is?”
Would you consider yourself a watchmaker or a fireman?
We always ask this one for hiring maintenance positions. We want to find out if the candidate wants to work on fine, detailed repairs, systematically or a person who likes the pressure of being on-call.
QUESTION: Help me to sell you…what one thing would you want _____ to know about you that sets you apart?
I am an Executive Recruiter, and this is the last question I ask prior to presenting candidates to our clients. The “_____” above would be the client organization/direct supervisor of the position.
The way that people answer this question tells you a lot about how they are able to quickly pull together and summarize information. It also tells you how they view themselves.
When hiring an administrative assistant and the supervisior wanted an organized person, the question asked:
If I went out to your car at this very moment what would it look like inside?
Tell us about a time when you were unable to follow through on a commitment. What did you do?
This question always makes a candidate think and makes them give an honest, unprepared answer. This probes into how responsible/dependable they are. It makes them reveal a moment when they couldn’t be everything to everyone and how they dealt with that reality.
1. What charges your batteries?
2. What drains your batteries?
“As you interview companies like ours, what criteria do you use to deterimine if they will go onto your short list of contenders?”
Probe into each response, and then ask “what companies have made it onto your list?” and then, “where do we rank?”
This usually gets right to the heart of what they want in a company, position and manager. You now can decide if they are a fit in those regards. You also learn who else they are talking with, where they stand in the process, and where your company ranks and why.
Describe a time when it was best not to tell the whole truth because of the consequences.
We hire sales individuals where integrity is very important!
Question: Would you rather ask for permission or forgiveness?
The answer to this question will tell you a lot about how the person will work within the organization, what type of management style they would work best with and the type of role that would be best suited for the candidate’s personality.
Qualify and quantify your value relating to the opening position to justify why you are the best candidate.
What question haven’t I asked that I should have as it relates to this opportunity?
Helps me to see how they think on their feet as well as provide another data point as to their expectations of the role that might differ from mine.
One of my favorite interview question is
Think about your most significant accomplishment/project or task. Please tell me about it.
Description-
What it did-
Results achieved-
When-
How long it took-
Importance of this to company-
3-4 biggest challenges you faced and how you dealt with them.-
leadership and initiative-
major decisions made-
role you played and team involved-
mistakes-
did you change or grow-
what you loved about it-
and what you didn’t-
how you developed the plan-
how you dealt with any conflict-
Then the candidate and I have a conversation to better understand the additional items. This is a great way to learn a lot about your candidates work style and how they may perform within your organization. Plus it helps the candidate to get out of the interview setting and really be able to have a conversation with you.
What is a good reason not to come to work?
I like this questions because it makes them really think about it. Of course, the best answer is that there is not good reason.
If you had to choice between doing the right thing wrong or doing the wrong thing right which would you do and why?
Are you lucky?
The response lets me know if the candidate takes an active role in their own success and making things happen. Do they participate or do they think things just happen and there is no way to control outcomes.
“If you could only use three words/adjectives to describe yourself, what would they be?”
I like this question because it gives the interviewer some insight as to what the interviewee values. I have found that often the answer to this question can provide clues as to how the person is motivated and how well they will fit in to the work environment.
Tell me about the other jobs or positions you have held that are not listed on this application.
Question: In it’s basic form a P&L is a piece of paper w/ numbers on it. What steps do you take to use this as a tool that makes your business run more successfully.
This helps to gauge the candidate’s understanding of the document and it’s effects on the business. Based on their response you can also tell if the candidate gives more focus to top line and driving sales or bottom line and expense control.
Every company has a unique company culture that emphasizes different values . In what type of company culture do you feel you are most comfortable and successful working in?
I like this question because every company culture is different and as the individual recruiting for a position(s) in your organization, you are able to gain a sense of how a potential candidate may fit or not fit within your organization’s culture.
have two I like to ask, the first being my favorite.
Q: What is the most useful piece of constructive criticism you’ve ever received and how did you use that feedback?
This is one way of asking the “tell me about a weakess/area for improvement” question without the candidate realizing it. It will highlight an area for improvement that has been pointed out to the candidate, as well as his/her ability to accept and use constructive criticism.
Q: Tell me about a time you had to deal with unreasonable expectations.
This will reveal a lot about a candidate including, how flexible s/he is, how assertive, tolerance, etc…
I like getting out of the box when interviewing if for no other reason to see how someone thinks on their feet.
One of my favorite questions to ask just to see what people think of themselves is:
“You have told me several of the reasons why I should offer you a position with my company. What would you say if I asked you to give me one reason why I should not offer you this position”.
I tell my military transition groups that there is only one answer. That is to look into the interviewers eyes and say “the only reasopn you should not hire me is only if you do not want the very best”.
I always ask the candidate at the end of the interview, “what haven’t we covered that is really important about you?”
The answers have been amazing and often information that really helps make a decision is provided. It gives you a lot of insight into the thing the candidate considers most important.
Are you a team player and will you go above and beyond.:)
Assuming the applicant is sports oriented…
Q: Which position on the football team is most important and why?
Someone who understands team work would immediately respond that each position is equally crucial to the overall success in winning.
Someone who appreciates and respects leadership would respond to the question by naming the team captain.
Someone who looks at the big picture would answer that the coach is the most crucial part of a teams’ success, because without a coaching hiearchy, a play book and defensive strategy, the team would be disfuntional and unsuccessful.
The answers and reasoning behind those answers are endless.
The answers define the individual, in turn, defining the persons character.
Any good manager understands that a persons character and morals are the very most important aspect in hiring and then managing an employee long term.
Q: Name the five things you value most in life with number one being the most important.
This question will also force the applicant to define his or hers character through their most important values. When hiring, and individual has to “Sell” themselves during the interview process. This question usually tells the interviewer exact what kind of a person they are interviewing in a matter of a minute or two. I would much rather hire someone who is hard working and eager to learn well before someone that knows it all and has been there, done that!
Best question to ask would be In your last job what would you have done to make it a better place to work excluding more money?
That would give me an idea of what employees are looking for besides higher pay. What would keep employees working with your compnay and whats the perfect environment.
What three things would you like me to share with the hiring manager to convince him/her that you are the best fit for this position?
For sales positions:
Please walk me through the process you would follow to sell _______ to me.
The steps I look for are: asking questions to determine the customer’s wants/needs, sharing the product’s features and benefits, and asking for the sale. You would be surprised how many people have been in “sales” for years that cannot answer this question.
What was your first job and why did you want to work there?
This breaks the ice and gets them more comfortable for the interview process. They tend to share more about the start of their working career.
What might make you leave this position?
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Q: If you could focus on doing just one thing in your job or field (a task or element) that you enjoyed the most, what would your focus be on and why?
This question does a lot to tell you where a candidates interest is, and that indicates what aspect of the job they may be prone to spend the most time on.
For example, if you’re hiring for sales and their response is “fixing displays”, you probably don’t have the best candidate for that sales job.
I love the question: How many dimes would it take to fill up the Empire State Building?
I used to ask this question to employees that needed to be able to think through business issues. There never was a correct answer to the question – I was looking for their ability to reason and think through the answer.
What were your most favorite and least favorite projects at your last job? I like these questions because the answers should give specific insight as to what the candidate liked and disliked about their previous job – and how they would fit in with the job he/she has applied for.