It is important for the job seeker to prepare for the job interview by considering questions that may be asked, knowing how to respond to “illegal” questions that are not appropriate to ask, and preparing for questions that may be asked by the job seeker. Questions asked during an interview fall into one of three broad categories: closed, open and leading. The following questions for each of these categories are taken from various references…. It is recommended the job seeker access these references to review suggested answers to the questions that follow.

Closed questions require a yes or a no answer or one-word answer. Interviewers generally ask these questions to verify information on the resume or to set the stage for more probing questions. It is important to answer these questions directly and succinctly. Avoid lengthy answers. Wait until the interviewer makes further inquiry.

Where did you go to school?

How many years of experience do you have?

How long did you work for…?

How many patients/students/employees did you manage?

Are you certified by any specialty? If so, who?

Open-ended questions require more than two or three words as a response. They give the job seeker an opportunity to elaborate on answers given to closed questions. It is important to frame answers given to these questions that are relevant to the job that is sought. It is acceptable to ask the reviewer to narrow down the question somewhat if the question seems to be too broad to answer with a couple of words. For example, if an interviewer asks the job seeker to describe the last job, a counter response might be to say, “Is there a specific aspect of the job you would like to hear about?”

Examples of open questions related to educational background, work experience, career goals, personality and related concerns follow:

Describe you educational background.

Why did you attend… college/university?

Why did you major in …?

What subjects did you enjoy the most? Least?

If you could start over, what would you change about your education?

Tell me about your last job.

What was it like working for… hospital? School of nursing?

Tell me about a time in which you had to handle an irate physician, co-worker, patient, student. How did you handle the situation and what were the results?

What are your most important career accomplishments?

Describe a typical day in your last job.

Tell me about your pervious bosses.

Do you consider yourself a team player? How did the team function?

What part of your last job did you enjoy the most? Least?

What are your strengths? Weaknesses?

How do you handle stress?

Why did you leave your last job?

 Why did you become a nurse?

What do you like best about being a nurse?

What would you like to be doing in five years?

How long would you stay if we were to offer you the position?

Why should I hire you?

Why do you want to make a career change?

When would you be ready to begin work?

What attracted you to our institution?

What do you know about our hospital? School of nursing?

What do you think you can bring to this institution?

Tell me about yourself.

What nursing organizations do you belong to?

How do you remain current in you practice?

What kind of recommendations will we receive from your references?

What qualities do you admire in you co-workers? Supervisor?

Describe a difficult decision you have made and the process you went through to reach that decision.

How much initiative do you take?

Leading questions can be a minefield if the job seeker does not see them coming or is unable to recognize them. The interviewer who asks these types of questions may be trying to bait the job seeker a little – trying to get the job seeker to show something that the job seeker is trying to conceal. An example of this kind of question is: “I note you worked for hospital … That must have been a difficult place to work during the recent merger.” If these kinds of questions are asked, the best thing to do is to refrain from being drawn into responses that will not help. Saying negative things about former employers could make the job seeker sound bitter – or worse, like someone who blames others for his or her own shortcomings. The best approach is to underplay the answer, as in, “It was difficult at times, but there were many positive aspects, also.”

State and federal laws restrict employers from basing hiring decisions on age, gender, marital status, number of dependants, ancestry, or race, as well as on many aspects of personal life, including religion and sexual orientation. Consider how the following questions could be answered:

Are you married, divorced, separated or single?

How old are you?

Do you own a home or rent an apartment?

Do you have any children?

What does your spouse think about your career?

Are you living with anyone?

It is wise not to become upset if one of these questions is asked by the interviewer. Some employers may ask questions just to see how the job seeker answers or reacts under stress. In some situations where there may be several individuals interviewing the job seeker, some of them may be ignorant of the law. It is best to briefly reply, remembering there is no obligation to answer questions protected by law.

The format of an interview may be an “encounter behavior” based interview. The statements included in this type of interview may be phrased as follows:

Give me an example of a time when you…

Give me an example of how…

Tell me about how you…

Many references include these questions, as well as suggested answers for the job seeker to consider and practice prior to the actual interview.  Dick Bolles, author of What Color is Your Parachute? offers five basic questions that summarize the dozens and dozens of possible questions employers can ask the job seeker. These are:

Why are you here?

What can you do for us?

What kind of person are you?

What distinguishes you from 19 other people who have the same abilities as you do?

Can I afford you?