Last week Monroe Personnel Service, LLC & Temptime posted pointers for phone interviews. Today we offer a list of questions a candidate may be asked, a list of questions which will not be asked but should be answered and a list of questions a candidate may want to ask. Next week we will go into depth about interview techniques. If Temptime sends candidates out for interviews we prepare them. We welcome interviews as invigorating opportunities for a meeting of the minds.
A. Questions You Should Be Prepared To Answer:
These are some of the most general questions that employers ask candidates during an interview. The more prepared you are the better your answers will be.
1. What would you consider to be your major accomplishments at your present position or previous positions?
2. What are your major strengths and weaknesses? Why should I hire you? Why do you want to work here?
3. From what you know of this company and the position, why do you feel you are a good candidate for this job?
4. Professionally speaking, where do you see yourself in three to five years from now?
5. What aspects of this job do you feel will be most challenging?
6. How long do you think the challenges of this job will interest you?
7. Why do you want to leave your present position? Why did you leave previous positions?
8. What are your salary requirements? What was your previous salary history (when entering and leaving)?
9. What are your computer skills (hardware and software)?
10. What criteria would you use in evaluating your subordinate’s performance?
11. How would you deal with a subordinate who does not appear to measure up to increasing demands of the job; whose motivation and performance are declining; who seems under personal stress?
12. What are your hobbies?
13.How do you deal with stress, tension and boredom?
14. What does your company do (sales, service, revenues)?
15.Who are your customers (where does your work go)?
B. Questions That Won’t Be Asked But Need To Be Answered:
These are the subjects that all employers wants to know but generally doesn’t ask. Answer these by providing positive examples in the questions they do ask you.
1. Do you get things done? Do you meet deadlines? (Show proof)
2. Are you resourceful? Can you improvise? (Show proof)
3. Can you work independently in a team-oriented environment? (Show proof)
4. Can you work effectively with a variety of personalities? Are you flexible? (Show proof)
5. Can you work effectively in either a looser or structured environment? Are you flexible? (Show proof)
6. Can you be an effective spokesperson for the department/the company? (Show proof)
7. Are you a dedicated individual?
8. Can you switch gears in a moments notice and still remain focused on your original project? (Show proof)
9. Are you good at asking questions when you don’t know or are unsure about something?
C. Questions You May Consider Asking The Interviewer
This is a list of some questions that you as a candidate might consider asking. There are two major reasons why you should ask questions during the interview: 1) to find out more information about the company, the position and the employer, which can help you decide whether this is the right job for you, and 2) impress the interviewer by asking the right questions.
1. What, specifically, are the day-to-day responsibilities of this position, and which are most important?
2. In what manner will we interact on a regular basis?
3. How do you like to operate in terms of assignments/delegation of responsibilities?
4. What kind of person do you feel is best suited for this position?
5. What are the company’s goals – short-term and long-term?
6. What short and long term problems/frustrations do you think exist for the company? For your department?
7. What do you hope I would accomplish within three, six, twelve months?
8. What do you perceive as the major challenges/rewards of this position?
9. What are the strengths and weaknesses of the subordinates?
10. With whom will I be interfacing most frequently and what are their responsibilities?
11. What are the limits of my responsibility and authority?
12. What particular things about my background, experience and style interest you – make you think I’ll be successful?
13. What opportunities are there for growth in my area of responsibility and advancement in the company, on what kind of timetable, 2-3 years from now?
14. How long have you been with the company and what do you find most satisfying?