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Top Ten Job Interview Questions

Updated on April 16, 2016

The Interview Questions

Interview questions will often provoke fear; the fear of the unknown. Wouldn't it be great to be provided with a copy of the questions before the date of the interview so that you can prepare? That's not going to happen, not literally anyway, but you can determine what will likely be asked and come prepared with some solid answers.

Interviews are nerve racking ordeals since you are competing with so many unknowns. You must make a good impression, be articulate, present a polished appearance and not appear nervous. This certainly is a tall order.

As an Human Resources professional, I have done my share of interviewing and I know what to look for in a good candidate. Below are the top ten interview questions and some tips on what the interviewer may be seeking.

Best Way to Answer Interview Questions

Preparing for the job inteview
Preparing for the job inteview | Source
  1. What are your strengths and how do they benefit you in your chosen career?

    A strong candidate is usually quite self aware and is able to connect his strengths with job functions. A candidate should be able to tell a story about an issue or incident that demonstrates his or her strength. Weaker candidates are not as acutely aware and may tend to list typical attributes that they feel will be valuable to an organization. They may overstate their strengths and not be able to tie them easily into specific situations.

  2. What are your weaknesses and what are you doing to improve upon them?

    A candidate who is not as strong will be more likely to use a standard and practiced answer to this question about their weakness. The answer I get most often is "I'm a perfectionist". Well, this can be interpreted as a desirable attribute and then they always go on to explain that this causes them to obsess over small details. I remember receiving this same answer from three different candidates interviewed on the same day. Come on now, really?

    Strong candidates are more open about their shortcomings. Just the fact that they are cognizant of a weakness shows they are self-aware and more likely to take steps to overcome it.

  3. What do you know about our company?

    Candidates are expected to know about the organization they are applying to. Strong candidates will research the company and its' history. The organization's website should explored at a minimum. A strong contender will go a step further and know the company mission and vision and be able to present a picture of how they can fit into the organizational culture.

    A weaker candidate will recite factual information. For example, when the company was founded, who its' customers are etc. Anyone can memorize and repeat factual information. If the candidate knows nothing about the company, they are not the right person for the job.

  4. Describe a situation when you had to deal with a difficult client/customer? What was the situation, how did you handle it and what was the outcome?

    Weaker applicants will focus more on what happened when describing a situation they have been involved in. A stronger candidate will be focused on why the situation occurred and how it could be fixed and improved. These candidates will not hesitate to tell you exactly what went wrong and will be able to tell you what they learned from it. The strong candidate will express what they would do differently in the future. A weaker candidate will have more difficulty relating this.

  5. What do you consider to be your most important career accomplishments?

    I can still remember one highly experienced candidate answering this question with a litany of achievements - except none of them were related to her long career in the field! Hobbies, travel, family were all mentioned but no job related examples ever came to the forefront. A strong candidate will express a turning point or an achievement that is career related and their body language always shows their pride. If a candidate has to think too long about an answer to this question, then they may be in the wrong field or perhaps they are not really career focused.

  6. What are your short term goals (variant of where do you see yourself in five years?)

    Most strong candidates will easily come up with a goal. They usually have a vision and are working towards it. Their future vision should be something that the organization can provide. I have had candidates tell me that they expect to go back to to school and pursue a degree in a field totally unrelated to job they are applying for. Obviously not the right candidate. The job that is being applied for should be a step towards that future goal.

  7. Why are you job hunting? (Why did you leave your last job?)

    This question is important to determine why the candidate is in the market for a new position. This will give an glimpse into the candidates' past and this is where body language tells a tale. If there is a past that the candidate does not want to talk about he or she may squirm just a bit and gloss over this question with vague answers such as "I just wanted a change". This is an acceptable answer as long as it can be backed up with the reasons why he or she desires this change.

  8. What did you like most about your last position and why?

    Strong candidates will tell an enthusiastic story relating the things they love about the job. If the position is closely related to the position being applied for the candidate should be expressing positive sentiments with ease. A weak candidate may hesitate and the hesitation itself tells a story.

  9. What did you like least about your last position and why?

    Strong candidates often have to think about this one if they enjoyed their last position or they will provide typical answers that will include the boring, mundane work that they must do but enjoy the least. A weak candidate will take this opportunty to complain about people, job duties, unfairness etc. This is not the place to vent about a previous employer and the interviewer will see the candidate as a complainer.

  10. Do you have any questions?

    I expect questions but not about salary, benefits etc. These should be asked when the job is offered so the candidate can make an informed decision especially if they are entertaining other offers. There is no place for these questions during the interview. If the candidate is sincerely interested in a career with the organization the questions to be asked should geared toward the organization's functioning and strategies and how he or she fits into that picture. A weak candidate will have no questions, to me this shows a lack of interest.

The Interview

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How to Prepare for a Job Interview - Tips and Techniques

Your Resume

Introducing Yourself

Interviewers should have a copy of your resume but always remember to bring an extra copy. Be prepared to talk about your previous positions and past experiences particularly why you left other organizations.

Do not lie on your resume, this should be obvious. Unfortunately, it is common for people to embellish or completely fabricate their education or past employment. If these don't check out and the lie is uncovered you are immediately out of the running at that organization and possibly in the industry! So be honest.

In spite of privacy laws, the interviewer can call the previous companies and verify that you worked there, your position and the time period employed.

Interviewers will look for gaps in employment and "job jumping". If you tend to leave employers every two years or less; the interviewer will see this as a red flag. Why would the company want to invest the time in training and developing you if you are going to take that experience elsewhere?

Although, the younger generations are changing the face of the workforce today. Fewer young people see the benefit of staying with one employer for years or for life and tend to leave their positions more readily. Loyalty to one employer is certainly on the decline.

Make sure your resume is free from grammar and spelling errors or you will not be called for an interview. Also, fancy fonts, colour and pictures are distracting and somewhat of a put off. Keep it simple, clean and easy to read. Use one font. Interviewers go through hundreds of resumes they spend very little time on each one so make sure yours is clear so they can obtain the information they need readily and easily.

More Resources
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    • thingz1 profile image

      thingz1 4 years ago

      Very valuable information to hear from someone who's been on the other side of the table. Your HR experience comes through. Thanks for sharing.

    • SadSquid profile image

      SadSquid 4 years ago

      Great points to consider when preparing for an interview.

    • coolaunt profile image

      coolaunt 4 years ago

      Great tips for interviewing. This is a helpful lens.

    • Projectlazy profile image

      Projectlazy 4 years ago

      Can't stress Number 3 enough. Before comeing to Squidoo I worked in staffing and recruiting and so many people would come in without a clue.