How to Answer the 31 Most Common Interview Questions

Currently blogwalking into this interesting topics; which is interview questions..

For anyone looking for a new job/career.. this is the definite moment to present ourselves on how fit we are for the job..

I'm reading quite a lot of webpages.. but this one by themuse.com really captured my eyes..

For the technical or brain teaser questions, I suppose if its our fields, we already have a gist of whats important and what will they be testing and asking. Most of us, already well prepared for this,

But how about the most common interview question? This is the part most of candidates (us) fail to stand out. Let's check.

How to Answer the 31 Most Common Interview Questions
By The Daily Muse Editor

Wouldn't it be great if you knew exactly what a hiring manager would be asking you in your next interview?

While we unfortunately can't read minds, we'll give you the next best thing: a list of the 31 most commonly asked interview questions and answers.

While we don't recommend having a canned response for every interview question (in fact, please don't), we do recommend spending some time getting comfortable with what you might be asked, what hiring managers are really looking for in your responses, and what it takes to show that you're the right man or woman for the job.

Consider this your interview study guide.


1. Can you tell me a little about yourself?

This question seems simple, so many people fail to prepare for it, but it's crucial. Here's the deal: Don't give your complete employment (or personal) history. Instead give a pitch—one that’s concise and compelling and that shows exactly why you’re the right fit for the job. Start off with the 2-3 specific accomplishments or experiences that you most want the interviewer to know about, then wrap up talking about how that prior experience has positioned you for this specific role.

A Simple Formula for Answering "Tell Me About Yourself"
By The Daily Muse Editor

“So, tell me about yourself.”

What seems like such a simple question can really make you sweat, especially in an interview. What, exactly, should you share—not just to build rapport, but to show that you’re the perfect fit for the job?

Fear not, job seekers: There’s a super-simple formula that will help you answer this question with ease.

How to Answer “Tell Me About Yourself”

So, the first question you’re probably going to get in an interview is, “Tell me about yourself.” Now, this is not an invitation to recite your entire life story or even to go bullet by bullet through your resume. Instead, it’s probably your first and best chance to pitch the hiring manager on why you’re the right one for the job.

A formula I really like to use is called the Present-Past-Future formula. So, first you start with the present—where you are right now. Then, segue into the past—a little bit about the experiences you’ve had and the skills you gained at the previous position. Finally, finish with the future—why you are really excited for this particular opportunity.

Let me give you an example:

If someone asked, “tell me about yourself,” you could say:

“Well, I’m currently an account executive at Smith, where I handle our top performing client. Before that, I worked at an agency where I was on three different major national healthcare brands. And while I really enjoyed the work that I did, I’d love the chance to dig in much deeper with one specific healthcare company, which is why I’m so excited about this opportunity with Metro Health Center.”

Remember throughout your answer to focus on the experiences and skills that are going to be most relevant for the hiring manager when they’re thinking about this particular position and this company. And ultimately, don’t be afraid to relax a little bit, tell stories and anecdotes—the hiring manager already has your resume, so they also want to know a little more about you.



2. How did you hear about the position?

Another seemingly innocuous interview question, this is actually a perfect opportunity to stand out and show your passion for and connection to the company. For example, if you found out about the gig through a friend or professional contact, name drop that person, then share why you were so excited about it. If you discovered the company through an event or article, share that. Even if you found the listing through a random job board, share what, specifically, caught your eye about the role.

3 Ways to Instantly Connect With Your Interviewer
By Katie Douthwaite Wolf

When you’re prepping for an interview, it’s easy to get caught up in how you’ll respond to tough questions, how you’ll come across to your potential employer, and how you’ll put your best foot forward. In other words, it’s all about you.

But the thing is, there’s another person in the room, too—a person who will ultimately make the decision of whether to hire you or not. And whether you’re paired with a friendly conversationalist or a stone-faced interrogator, you have to make a connection with the interviewer you’re given. Once you do that, you can avoid spitting out rehearsed answers and focus on having a genuine conversation with an actual person (and eventually landing the job!).

So how you can you build a rapport with your interviewer, regardless of his or her demeanor? After being on both sides of the interview table, I’ve learned a few ways to make forging that connection a little easier.

1. Observe, Then Imitate

You’ve undoubtedly heard that imitation is the sincerest form of flattery. Well, when you want to get on someone’s good side—and quickly—use this to your advantage.

Imitating certain behaviors and attitudes of your interviewer can help make a fast connection between you and the stranger on the other side of the table (it’s called mirroring, and it works).

So, take note of his or her initial demeanor from the get-go—then, match it. For example, if your interviewer has high energy and gestures while he or she talks, strive to express that high level of liveliness. And vice versa: If your questioner is calm and serious, tame your energy down a bit.

Of course, your interview should be a tool to figure out if you’re a good fit for the organization and if it will be a good fit for you. So what I don’t mean by this is to completely override your own personality for the sake of getting the job. But, adjusting to your interviewer’s demeanor can help both of you feel a little more comfortable with each other—and once that connection is built, you’ll have an easier time letting the conversation flow and being able to truly determine if this is the company for you.

2. Don’t Save Your Questions for the End

When you’re nervously trying to get on your interviewer’s good side, it’s easy to fall into a question-answer-question-answer routine. The interviewer asks you a question, you answer, and then you sit back and anxiously wait for the next, like a “please hold all questions until the end” announcement was made before you sat down.

But to make a more genuine connection with your interviewer, I’ve found that it’s helpful to interject relevant questions throughout the conversation, instead of saving them all for the wrap-up.

For example, say the interviewer asks you to talk about your most significant accomplishment at your last job. After you speak to the time you snagged your previous company’s largest client to date, continue with a question that moves the conversation along, like “I’d be excited to start making significant contributions here, as well—what are some of your company’s current goals or projects?”

You’ll spark a little back-and-forth conversation, which will not only help you learn more about the company, but will also prove to the interviewer that you’re truly interested in the position. Overall, you’ll bring a little life into what can often be a very formal, on-your-best-behavior kind of interaction.

3. Pay Attention to the Interviewer’s Answers

Once you start asking questions, you’ll have another powerful tool in your hands—because when you start listening to your interviewer’s responses, you can determine what kind of of answers he or she is looking for.

So, pay close attention: In response to your questions, does your interviewer go into a lot of elaboration? Does he or she tell personal stories or use data sources (like a chart or spreadsheet) as examples?

Then, model your responses the same way: If your interviewer consistently mentions percentages and numbers, make sure to weave those into your answers as well, clearly indicating that you decreased your department’s case backlog by 65%, or that you exceeded your fundraising goal by $1,500 last quarter.

Noticing these tendencies can help you determine what techniques to use as you answer questions yourself—because you’ll gain some insight into how he or she communicates best. And if you’re able to communicate in the same way, you’ll have a much better chance of making a real connection.

Sparking an instant connection with a complete stranger may never be easy—but when you learn to observe and adapt, you and your interviewer will feel more comfortable, and you’ll have an easier time opening up. And that can mean the difference between a suffering through a less-than-stellar interview and landing your dream job.



3. What do you know about the company?

Any candidate can read and regurgitate the company’s “About” page. So, when interviewers ask this, they aren't necessarily trying to gauge whether you understand the mission—they want to know whether you care about it. Start with one line that shows you understand the company's goals, using a couple key words and phrases from the website, but then go on to make it personal. Say, “I’m personally drawn to this mission because…” or “I really believe in this approach because…” and share a personal example or two.

Interview Translation: What 4 Common Questions Really Mean
By Sara McCord

Acing the interview isn’t just about having the perfect canned speeches. Yes, you need to show off your experience, talents, and personality—but before answering each question, you also have to figure out what the interviewer is actually asking you.

Those seemingly innocuous questions, like “tell me about yourself” and “where do you see yourself in a few years?” aren’t just get-to-know-you conversation starters. They’re one of the key ways an interviewer will seek to uncover whether you’re the right fit for the job.

So, before you start to share your life story—or recite the same answer you gave at the last interview—it’s important to figure out what the interviewer really wants to know. Check out our guide to translating interviewer-speak, and learn how to plot your answers accordingly.

1. Question: Tell me about yourself.

Translation: Tell me why you’re the right fit for this job.

The interviewer already has your resume and cover letter, so she’s not looking for a rundown of your employment history. Nor does she care that you grew up in Boston and love to jog on the weekends. She’s looking for a pitch—one that’s concise, compelling, and keeps her attention, and one that tells her exactly why you’re the right fit for the job.

So, while this is a good time to paint a broad picture of who you are, it’s most important that you include a couple of key facts that will sell you as the right candidate.

Think about the 2-3 specific accomplishments or experiences that you most want the interviewer to know about, and share them here. You can frame your stories or tie them together using a theme or a quote, if appropriate, such as “My first boss told me that fundraising is really building relationships, and that’s the approach I’ve taken throughout my career. For example…”

It’s also a good idea to practice your answer aloud, record it, then listen to your pitch. Are you engaging? Are you rambling? Are you getting your most important points across loud and clear? (This is good advice for any interview question.)

2. Question: How would you explain our organization’s mission?

Translation: Can you be an ambassador for our organization?

Any candidate can read and regurgitate the company’s “About” page. So, when an interviewer asks you this, she isn’t necessarily trying to gauge whether you understand the mission—she wants to know whether you care about it, and she’s looking for who in the applicant pool can most effectively discuss the organization’s work and its impact.

So, in addition to doing your research on the company’s work, think about concrete ways it relates to your passions and experiences, and weave them into your answer.

Start with one line that shows you understand the mission, using a couple key words and phrases from the website, but then go on to make it personal. Say, “I’m personally drawn to this mission because…” or “I really believe in this approach because…” and share a personal example or two. For example, if you’re interviewing at a school that stresses character, share some specific character-building education activities you’ve led for students in your last job. If you’re interviewing for a position at a hospital, talk about the 5K you recently ran to raise money for leukemia or your passion for volunteering your time to help children with cancer.

3. Question: Where do you see yourself in five years?

Translation: Do you care about our work?

Hiring someone is an investment, and interviewers believe (as you would expect) that someone genuinely interested in the organization’s work will be the better hire. So, what she really wants to know is whether this particular job and company is part of your career path, or whether you’ll be jumping ship in a year once you land your “real” dream job.

So how should you answer? If the position you’re interviewing for is on the track to your goals, share that, plus give some specifics. For example, if you’re interviewing for an account executive position an advertising firm, and you know your goal is to become an account supervisor, say that. And then add specifics about the sort of clients you hope to work with, which will help your answer sound genuine, not canned—and again show why this particular company will be a good fit.

If the position isn’t necessarily a one-way ticket to your aspirations, the best approach is to be genuine, but to follow your answer up by connecting the dots between the specific duties in this role and your future goals. It’s OK to say that you’re not quite sure what the future holds, but that you see this experience playing an important role in helping you make that decision, or that you’re excited about the management or communications skills you’ll gain.

4. Question: Do you have any questions for us?

Translation: Have you really been listening?

It’s easy to go into an interview with a list of questions about the position. But the tougher part—and what the interviewer really wants to see—is whether you can roll with the punches, engage in the conversation, and ask questions that weren’t already answered over the course of the interview.

This will require some thinking on your feet. As you’re going along in the interview, be thinking which key areas—job duties, company culture, the team you’ll be working with—haven’t been covered yet, so you can target your questions there. You can also prepare ahead of time by thinking of more non-traditional questions, or ask questions targeted to the interviewer herself, which probably won’t be covered in the interview.

Try things like: What you like most about working here? What drew you to work for this organization? What do you think are the current strategic challenges facing the organization? What advice would you give to someone in this role?

Remember, there’s no “right” answer to an interview question—or at least not one that’s right for every job. But by thinking about what an interviewer is really after, you can go a long way in showing her why you’re right for the job.



4. Why do you want this job?

Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don't? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem"), then share why you love the company (e.g., “I’ve always been passionate about education, and I think you guys are doing great things, so I want to be a part of it”).

3 Steps for Answering "Why Do You Want This Job?"
By Lily Zhang

Like the dreaded “Tell me about yourself,” the question, “Why are you interested in this position?” is sure to come up in an interview.

And, even if it doesn’t, if you want the job you should get this sentiment across regardless. So, really, there’s no way around figuring out how to string together a coherent thought about why this being in this position makes sense for you (and for the company).

Luckily, there’s actually a pretty simple way to go about answering this question effectively without having to go through every big moment or transition in your life and career that’s brought you to this interview. Here’s a smart framework for how you should structure your answer.


Step 1: Express Enthusiasm for the Company

First things first, this is an excellent opportunity for you to show off what you know about the company. You can talk all day about how excited you are about joining the team, but nothing will trump actually knowing a thing or two about the place you’re interviewing with. So, to prepare, spend some time honing in on what you know about the company and select a few key factors to incorporate into your pitch for why you’re a good fit.

Say you’re interviewing for a small quantitative asset management company. The start of your answer might sound something like this:

The first thing that caught my eye when I saw the position posted was definitely that it was at EFG Advisers. I know that you build a lot of your tools in-house, the team is small, and you run a variety of long- and short-term strategies in the U.S. equities markets using a quantitative approach.

Especially with smaller companies, it’s always impressive when a candidate knows a thing or two about what goes on at the company. And the best thing about this is you rarely have to go beyond reviewing the company website or having a quick conversation with a current or past employee to learn enough to sound like you’ve been following the company for a while.


Step 2: Align Your Skills and Experiences With the Role

Next, you want to sell why, exactly, you’re right for the role. There are two ways you can do this: You can either focus more on your experiences (what you’ve done before that brings you to this point) or your skills (especially helpful if you’re pivoting positions or industries).

Try to pinpoint what the main part of the role entails, plus a couple of the “desired skills” in the job description, and make sure you speak to that. Follow up your introduction to how excited you are about the company with why you’re a good fit:

But the part that really spoke to me about this position was the chance to combine both the programming skills I gained from being a senior software engineer and my knack for quantitative analysis in a position that actively lets me engage with my growing interest in investing and portfolio management.

Keep it short—you’ll have plenty of opportunities to talk about how you got your skills or relevant stories throughout the interview—and just focus on highlighting a couple key relevant abilities or experiences for the position.


Step 3: Connect to Your Career Trajectory

Finally, you want to show that the position makes sense for where you’re going in your career. Ideally, you won’t give the impression that you’re just using the position as a stepping stone. Show that you’ll be around for the long haul, and your interviewer will feel more comfortable investing in you:

I’ve been interested in switching to finance for a while now and have been actively managing my own personal portfolio for a few years. Joining a quant shop makes sense to me because I think it’s one of the few places where I’ll still be able to use my technical skills and spend my day thinking about finance. I’m really excited to learn more and see how I’ll be able to contribute the firm.

Of course, you don’t have to state specifically that you see yourself in the position for a long time. Just show that you’ve given some thought to how the job makes sense for you now and that it continues to make sense for the foreseeable future.



String these three components together, and you have a response that will impress on three fronts: your knowledge and enthusiasm for the company, your relevant skills, and your general fit with the position. Plus, this framework has the added benefit of not stopping the flow of the conversation the way going through your entire life story would.


5. Why should we hire you?

This interview question seems forward (not to mention intimidating!), but if you're asked it, you're in luck: There's no better setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only do the work, you can deliver great results; that you'll really fit in with the team and culture; and that you'd be a better hire than any of the other candidates.

HOW TO ANSWER: Why Should We Hire You?
Posted by Pamela Skillings on Apr 18, 2013

Today, we teach you how to close the deal in any job interview.

After all, the whole interview process is about answering this question: Why should we hire you instead of one of the many other well-qualified applicants?

Every interview question is an attempt to gather information to inform this hiring decision.  Many interviewers will also specifically ask you to make your case with one of these questions:

Why should we hire you?
Why are you the best candidate for the job?
Why are you the right fit for the position?
What would you bring to the position?

To close the deal on a job offer, you MUST be prepared with a concise summary of the top reasons to choose you. Even if your interviewer doesn’t ask one of these question in so many words, you should have an answer prepared and be looking for ways to communicate your top reasons throughout the interview process.

Why Do Interviewers Ask This Question?

The interviewer’s job is to hire the best person for the position. Most of the candidates that make it to the interview stage are qualified for the job. The winning candidate must be more than qualified, especially in a very competitive job market.

Every hire is a risk for the company. Your interviewer will also be taking a personal career risk in recommending a particular candidate to hire. If the candidate performs well, Mr. Interviewer looks brilliant and gets a pat on the back (and maybe a bigger annual bonus).

If the candidate turns out to be a dud (doesn’t perform well, doesn’t get along with the team, leaves the job prematurely, etc.), the interviewer looks like a dummy and his professional reputation suffers.

With this question, your interviewer is asking you to sell him on you and your status as the best person for the position. Make his job easier by convincing him that:

You can do the work and deliver exceptional results
You will fit in beautifully and be a great addition to the team
You possess a combination of skills and experience that make you stand out from the crowd
Hiring you will make him look smart and make his life easier

How to Answer: Why Should We Hire You?

This is your chance to wow them with your highlight reel. Your answer should summarize the top three or four best reasons to hire you. It’s better to have three or four strong reasons with memorable descriptions and/or examples than to rattle off a laundry list of twelve strengths without context.

This is an opportunity to reiterate your most impressive strengths and/or describe your most memorable selling points, tailored to align with the top requirements in the job description. Your 3-4 bullet points could include a combination of the following:

Industry experience
Experience in performing certain tasks or duties
Technical skills
Soft skills
Key accomplishments
Awards/accolades
Education/training
Accomplishments and success stories are always good bets, especially if you can describe how a key accomplishment (a successful marketing campaign, for example) demonstrates a desired competency (creativity, results-orientation).

One approach is to mention any unique combination of skills(s) and experience that you possess. For example, many candidates may have strong programming skills, but what if you combine those with team leadership experience that others don’t have? Sounds like a great recipe for a senior programmer. Explain why in your answer.

Most job seekers should be able to develop a standard answer to this question that can be customized a bit for each opportunity. Here’s how:

Step 1: Brainstorm

To get started, review the job description (or a representative job description if you don’t have an interview lined up right now) and your resume and ask yourself these questions:

What are the most important qualifications for this position from the company’s perspective?
In which of these areas do I really shine?
What are my most impressive accomplishments?
What makes me different from the typical candidate?

Brainstorm and jot down everything that comes to mind.

Step 2: Structure Your Sales Pitch

Next, choose the 3-4  bullet points that make the strongest argument for you. Use those bullet points to structure your sales pitch. Don’t write a script to memorize — simply capture the bullet points that you want to convey. Each bullet will describe the selling point with a brief explanation and/or example for context.

Keep it concise — you still want to keep your answer in the 1-2 minute range so you won’t be able to rattle off every skill and accomplishment on your resume. You have to really think about what sets you apart from the competition.

Step 3: Practice

Once you feel pretty good about the points you want to make, it’s time to practice. Again, it’s not a good idea to memorize a script — you can end up sounding like a robot or feel more nervous because of pressure to remember specific wording.

The better approach is to capture your bullet points, study them, and then practice until you feel comfortable talking about them off the cuff.  Your answer should come out a little bit different each time, but it should always cover the points that you want to make.

Remember: It’s also very important to come across as confident and enthusiastic when you deliver your pitch. Make them believe in you — your abilities and your commitment.

If you project confidence (even if you have to fake it a little), you’re more likely to make a strong impression. As for enthusiasm, keep in mind that true passion for the work required is a pretty compelling selling point. Yes, experience and qualifications are important, but the right attitude can definitely give you an edge over those with similar professional backgrounds.

After many years of experience in recruiting and hiring, I’d rather hire someone who has a little less experience, but who is driven and motivated to learn and succeed.

Examples Answers

Example Answer 1: Project Manager

“Well, I have all of the skills and experience that you’re looking for and I’m confident that I would be a superstar in this project management role.

It’s not just my background leading successful projects for top companies —  or my people skills, which have helped me develop great relationships with developers, vendors, and senior managers alike. But I’m also passionate about this industry and I’m driven to deliver high-quality work.”

Why We Like It:

She has a lot of confidence and is able to concisely sum up how she meets the position’s top requirements (project management experience, relationship and team skills). This answer is a little bit general and could perhaps be further strengthened with examples (describing a successful project, naming one of those top companies, offering evidence of those great relationships).

However, assuming that the candidate has already discussed some specifics of her past roles, this answer does a good job of reiterating and emphasizing. She doesn’t make the interviewer put all of the pieces together on his own.

She does it for him and naturally does it with a very positive spin. We also really like the last line: What’s not to love about passion, drive, and high-quality work?

Example Answer 2: Programmer

“Honestly, I almost feel like the job description was written with me in mind. I have the 6 years of programming experience you’re looking for, a track record of successful projects, and proven expertise in agile development processes.

At the same time, I have developed my communication skills from working directly with senior managers, which means I am well prepared to work on high-profile, cross-department projects. I have the experience to start contributing from day one and I am truly excited about the prospect of getting started.”

Why We Like It:

This is another good approach to summing up key qualifications and demonstrating a great fit with the position requirements. In particular, this candidate is likely to win points with “the experience to start contributing from day one.” He won’t need much training or hand-holding and that’s attractive to any employer.

Example Answer 3: New College Grad

“I have the experience and the attitude to excel in this production assistant position. I have almost two years of television production experience — including two summers interning at The Ellen Show, where I was exposed to all aspects of TV production and worked so hard the first summer that they invited me back for a second summer and gave me more responsibilities.

During my senior year at UC San Diego, I have been working part-time for a production company, where I have served in an assistant role but also recently had the chance to help edit several episodes. I have a reputation for getting things done — and with a smile on my face.

That’s because I love working in the television industry and am excited to learn and get experience in every way possible.”

Why We Like It:

This candidate has some nice internship and part-time experience, but she’s a new college grad and doesn’t have any full-time positions to talk about.

This answer highlights the experience that she does have (and the fact that she performed well — she was invited back to her internship and was given an opportunity to edit at her part-time job).

She also expresses her enthusiasm for the job and her strong work ethic. These qualities are important for an entry-level hire, who will likely be doing quite a bit of grunt work at first.

Common Mistakes

Ask any salesperson. It’s tough to close a deal in a buyer’s market. Many candidates sabotage themselves with avoidable mistakes.

Lack of preparation — Don’t try to wing it. You should take the time to prepare your 3-4 bullet points and look for opportunities to customize for any new opportunity. Then, you must PRACTICE delivering your sales pitch until it feels comfortable.

Modesty — This is not the time to be modest or self-deprecating.  You must be ready, willing, and able to talk about what makes you a great hire. This will require some practice if you are naturally a bit modest.

You don’t have to be super-confident like the candidate in the video example above. You can use your own style. If you’re not comfortable making value statements about yourself (i.e. “I am the perfect candidate.”), you can stick to fact (“I have ten years of experience, got promoted, broke the sales record, won the award, delivered on time and on budget, received kudos from my manager/client, etc.”)

Another way to “sell” yourself with facts is to quote other people’s opinions. Quote your manger, “My manager told me that he’s never seen anyone with more advanced Excel skills.” You can also reference your general reputation: “I have a reputation for always closing the deal” or “I have a history of always completing my projects ahead of schedule.”

Being too general — Do your best to add some personality to your answer. Don’t simply rattle off the bullet points listed in the job description. Really think about what makes you unique and express it in your own voice.

Talking too much — Remember the law of answering interview questions: You should limit each answer to 1-2 minutes in length (not counting any follow-up questions or requests for additional detail).

If you try to walk through your entire resume when answering this question, the interviewer is likely to tune out.

Focus on your most compelling selling points. Keep in mind that you’ll be more believable if you focus on a few strengths and don’t try to claim that you are a master of every business skill imaginable.

What If They Don’t Ask Me?

This is a very effective interview question, but not every hiring manager realizes that. What if you prepare a beautiful pitch and they never ask you why you’re the best candidate?

You may have to look for an opportunity to share your thoughts on the subject. At minimum, the process of preparing the answer will help to inform your response to other questions including:

Tell me about yourself
What are your strengths?

Also, remember that a good salesperson always finds a way to deliver his pitch. One approach is to wait for an opening at the end of the interview — maybe after you have asked your questions and the interviewer asks if there is anything else on your mind. You could lead in with a transition like: “I just want to say that I’m very interested in the position and I think I would be a great asset in the role because…”



6. What are your greatest professional strengths?

When answering this question, interview coach Pamela Skillings recommends being accurate (share your true strengths, not those you think the interviewer wants to hear); relevant (choose your strengths that are most targeted to this particular position); and specific (for example, instead of “people skills,” choose “persuasive communication” or “relationship building”). Then, follow up with an example of how you've demonstrated these traits in a professional setting.

The One Question All Successful People Can Answer Immediately
By Sarah Chang

If starting multiple businesses people love is any measure of success for a serial entrepreneur, Tina Roth Eisenberg has got it made. Known as Swiss Miss, she runs a popular design blog, created a company making temporary design tattoos Tattly, and founded Creative Mornings, a breakfast talk series held in 80 cities (and growing!) around the world.

At the recent 99U Conference, Eisenberg shared stories from her journey as designer turned creative entrepreneur—and one question that helps keep her going. It’s a simple question, but one that she says gives her a lot of focus and clarity:

If you were a superhero, what would your superpower be?

Don’t worry: This isn’t another one of those curveball interview questions. She says that all the most successful people she’s met have been able to answer this question immediately: John Maeda, who led the MIT Media Lab and Rhode Island School of Design, responded with “curiosity.” Maria Popova, who curates the popular Brain Pickings blog by reading 12-15 books a week, said “doggedness.” Eisenberg’s own superpower? Enthusiasm.

Knowing your superpower means you know yourself well enough to have a focus, and that’s the same competitive advantage that makes you so great at what you do. It’s the quality you’re most proud of, the one thing that makes you stand out, and what gives you an edge over everyone else.

So, if you haven’t ever considered what your superpower might be, do! Having an answer to this question shows that you’ve thought hard about your best personal qualities, and you’ll even have something prepared for the “What’s your greatest strength?” question at your next interview.

And if your current answer doesn’t sit well with you? Well, there’s no better time to think about what you want to be known for and start getting to that next level.



7. What do you consider to be your weaknesses?

What your interviewer is really trying to do with this question—beyond identifying any major red flags—is to gauge your self-awareness and honesty. So, “I can't meet a deadline to save my life” is not an option—but neither is “Nothing! I'm perfect!” Strike a balance by thinking of something that you struggle with but that you’re working to improve. For example, maybe you’ve never been strong at public speaking, but you've recently volunteered to run meetings to help you be more comfortable when addressing a crowd.

The Best Way to Answer "What's Your Biggest Weakness?"
By The Daily Muse Editor

“You’ve told me about your strengths—now, can you share what you consider to be your biggest weakness?”

It’s the question that nobody likes. Well, except for hiring managers—who ask it pretty frequently—which means that you should be prepared with a well thought out answer.

How to Answer “What Are Your Weaknesses?”

The questions, “What’s your greatest weakness?” or “What do you know you need to work on?” trip a lot of people up, because who wants to talk about the less impressive parts of your skill set or personality?

But here’s the thing: It can be really tough, but it’s important not to lie or to gloss over your weaknesses. Ultimately, most employers want to hire someone who’s reflective about their skill sets and knows what they’re not as good and need to work on.

So here’s one way that I think about answering this question. First, think about something that isn’t your strong suit, whether it’s delegating to others or attention to detail, but think about it back in the past. Show how you’ve taken steps to overcome it, or worked hard on getting better, and mention that you’re still working and working at becoming even better at this skill set.

So for example, if someone said, “What’s your biggest weakness?” you could answer:

“Well, I used to be pretty horrible at public speaking. When I started college, it was a massive problem, and I was just terrified of doing it, and I didn’t do a very good job. So first I took the small step of promising myself that I would speak up in front of really small groups, for example in class. Then, I worked up to taking a public speaking class, which made a big difference. Now, even though I get nervous, I feel like its something that doesn’t completely hold me back, and, in fact, recently I gave a speech at a conference to over 100 people. My hands were shaking the whole time, but I got really good feedback at the end.”

See, that wasn’t so bad. Now just make sure you don’t say something like, “I’m too perfect,” or “I struggle with perfectionism,” because nobody really believes that is your biggest weakness.



8. What is your greatest professional achievement?

Nothing says “hire me” better than a track record of achieving amazing results in past jobs, so don't be shy when answering this interview question! A great way to do so is by using the S-T-A-R method: Set up the situation and the task that you were required to complete to provide the interviewer with background context (e.g., “In my last job as a junior analyst, it was my role to manage the invoicing process”), but spend the bulk of your time describing what you actually did (the action) and what you achieved (the result). For example, “In one month, I streamlined the process, which saved my group 10 man-hours each month and reduced errors on invoices by 25%.”

How to Knock Your Next Interview Out of the Park
By Nicole Lindsay

Give your interviewer a firm handshake. Make eye contact. Answer each question succinctly. Have questions to ask the interviewer at the end.

If you’ve had a job, then you’ve had an interview, and you likely know those interview essentials. But if you want to move from being a viable candidate to the hiring manager’s top choice, you’ll need to go well beyond the basics. While the way you dress and present yourself is important, it will be the substance of your responses and interactions that leave the interviewer picturing you in the role—and, more importantly, being unable to imagine that anyone else could be a better fit.

Convey these four messages in your next interview, and you’re sure to hit a home run.

1. You Were Indispensable in Your Previous Jobs

Hiring managers want to hire people who have a history of getting things done. The logic goes that if you were successful in other jobs, then you’re likely to be successful in this one. Truly, nothing says “hire me” better than a track record of achieving amazing results in past jobs.

So, your first task in the interview is to describe how indispensable you were in your previous position. Now, you can’t just say, “I was the best Junior Analyst they’d ever seen, and the place will never be the same now that I’m gone”—you have to show the interviewer by providing specific examples of the actions you took and what results came because of them.

These are two of the four components of the S-T-A-R method for responding to interview questions. To use this method, set up the situation and the task that you were required to complete to provide the interviewer with background context (e.g., “In my last job as a Junior Analyst, it was my role to manage the invoicing process”), but spend the bulk of your time describing what you actually did (the action) and what you achieved (the result). For example, “In one month, I streamlined the process, which saved my group 10 man-hours each month and reduced errors on invoices by 5%.” Don’t worry that someone else could have done it if they were in your position—they weren’t. It was your job, your actions, your results.

2. You Will Be Awesome in This New Job

Unfortunately, success in one role does not necessarily translate to being a fit in another role—and to convince the interviewer that you’ll be able to hit the ground running and be awesome in the new job, you must explain how your skills translate. In particular, you want to highlight those skills that specifically address the issues that the hiring manager is facing.

To understand those issues, conduct industry research prior to the interview. Are there certain themes that come up again and again in job descriptions in your field, like being a shark at sales or a detail-oriented perfectionist? Also listen closely to what the interviewer is asking—often, she’ll ask leading questions or share challenges that others before you have had in the role.

For example, say the interviewer asks, “We have tight deadlines and have to turn around our projects quickly. Can you work under time pressure?” Don’t just say yes—give a response that showcases your skills and how they’d transfer, like: “Absolutely. In my last job, we often had short deadlines. I was great at managing these situations because I focused on consistent communication with the team, and used my organization skills to stay on top of everything we had going on.” Then, provide a specific example.

3. You Are the Perfect Fit for This Job

Companies have interview guidelines designed to hire the most qualified employees based on experience and aptitude, but let’s be honest: Often a big factor is likeability. Hiring managers don’t generally hire people that they don’t connect or vibe with. Of course, they don’t often say that—they cloak it in statements like, “She’s smart, but I just don’t think that she is the right fit for the role.” But the truth is, you won’t get hired if you’re not liked.

So to get the job, you must connect with the interviewer. I’m not suggesting that you crack jokes or become buddies—but you should be confident and interact as if you’re already working together, through eye contact, active listening, smiling, and avoiding nervous laughter. I call it “relaxed formality.” It’s an interview, so don’t get too comfortable, but try to be yourself and have a natural conversation.

4. You Really Want This Job

You’re almost there! But, it’s not enough that you’re capable of doing the job and would be pleasant to work with—you have to actually want the job. Hiring managers, after all, are looking for employees that really want to be there and will be part of the team for the long haul.

So, you want to show enthusiasm for the role. Not bouncy cheerleader “spirit,” but the type of enthusiasm that comes from understanding what the role entails, how you can add value in the role based on your previous experiences, and what new challenges it offers to you for growth and development. Think, “One of the reasons I’m so excited about this role is because it allows me to leverage my client management skills [your expertise] with larger clients on more complex deals [the new challenge]."

And, of course, you’ll want to follow up with a genuine, seal-the-deal thank-you note!



9. Tell me about a challenge or conflict you've faced at work, and how you dealt with it.

In asking this interview question, “your interviewer wants to get a sense of how you will respond to conflict. Anyone can seem nice and pleasant in a job interview, but what will happen if you’re hired and Gladys in Compliance starts getting in your face?” says Skillings. Again, you'll want to use the S-T-A-R method, being sure to focus on how you handled the situation professionally and productively, and ideally closing with a happy ending, like how you came to a resolution or compromise.

How to Answer "Tell Me About a Time When..." Interview Questions
By Lily Zhang

You’ve reviewed your resume, practiced your elevator pitch, and reviewed a few stories you can share during the interview. All is well, and you’re feeling confident. And when the interviewer says, “Tell me about a time you disagreed with your supervisor,” you are ready to go and launch straight into a story about that one time you bravely confronted the director of marketing at your previous company about a new campaign you had a bad feeling about.

Okay, so maybe that doesn’t sound like you—yet. Let’s take a step back and talk about how you can get there.


Pick the Right Story

All these “Tell me about a time when…” questions require stories. As a hiring manager, it’s incredibly unsatisfying to interview someone who has no stories to share. After all, how can someone know what you can do if you can’t talk about what you’ve done? Don’t be that job candidate.

So, how do you find the right stories to share? Go through the job description and highlight all the soft skills that are featured. You’ll likely find things like “ability to work on a team and independently,” “comfort with multitasking,” or “strong communication skills.” Then, come up with an example of a time you demonstrated each of these traits—though keep in mind that you don’t necessarily need a different example for each. In fact, it’s better to come up with stories that are flexible, since you’ll likely have to adapt them to the exact questions anyway.

There are, of course, a few things that interviewers frequently like to ask about that will not be on the job descriptions. Be prepared for “negative” questions, like “Tell me about a time you had to deal with a conflict on your team” or “Tell me about a time you failed.” It’s not that interviewers are out to get you—how you handle conflict and failure are good things to know—it’s just not the best idea to put “must deal with frequent team conflict” in a job description.

Finally, brainstorm a few more questions that could potentially come up based on the position you’re applying for and your particular situation. For example, if you have a big gap on your resume, you’ll want to be prepared to talk about why you’re no longer at your previous job (more on that here), or if you’re coming into a newly merged department, you should be prepared to discuss a time you’ve been part of a big change.


Make a Statement

Once you have your stories, it’s time to think a little deeper about why these questions are asked in the first place. What does the interviewer actually want to know?

Take a few seconds to think about this before you start answering the question—even if you have the perfect story prepared—so that you can make an appropriate introductory statement about essentially what the moral of your story is going to be. The reason for this is that even though the interviewer is specifically asking you to tell a story, the idea is that he or she will learn something about the way you do things. The problem with this is that what the interviewer gleans from your story could be very different from what you were hoping to share.

For example, say you tell that story about standing up to the director of marketing when asked to talk about conflict with a previous supervisor. You eloquently move through the story about how you shared your hesitation about the new marketing campaign to no avail, but once the initial numbers came in, it was clear that you were right. You triumphantly showed the performance to the director, and she agreed to scrap the campaign. While this story is definitely suitable, there are actually a few different ways it could be taken the wrong way. The interviewer could hone in on the fact that you really didn’t do anything until it was too late or that you were unpersuasive or a poor communicator the first time you raised concerns about the campaign.

To make sure your stories are as effective as possible, make a statement before you start telling the story. In this particular example, it might be something like this, “I learned early on in my professional career that it’s fine to disagree if you can back up your hunches with data.” Now, when you tell your story, it’s not about the various ways you could have approached the situation better, but about how you learned from that experience and how you use it to inform future disagreements.


Finish Strong

So, when it comes to these behavioral questions, have some stories prepared and then practice framing them based on the question you’re asked. Practice, practice, practice, and you’ll sound like a natural in no time. The final piece of the puzzle is wrapping up your answers well. You don’t want to ruin your perfect frame and story by ending your response with, “And… yeah.”

Instead, try connecting the story back to the company or position. Quickly explaining how your experience would be useful in the position you’re interviewing for is always a strong way to wrap up. Another way to finish up a response is to give the “in short” version of the answer. For example, “In short, it’s not that I’m an amazing multitasker—I just set and review my priorities frequently.” Wrapping up an interview answer (see more in-depth tips here) is such a commonly neglected area of preparation, but it can really help you nail the “strong communicator” impression, so don’t disregard it when you’re practicing.


The thing people assume about these questions is that they’re all about the story. And, yes, that is a critical component. But even if your story isn’t exactly what the interview question asked for, if it’s framed well and you go the extra mile to tell the interviewer what he or she should take away from it, you’ll actually end up making a stronger impression.

So, don’t stress too much about having the perfect stories lined up or the exact relevant experience. Instead, focus on the messages you’re trying to communicate to the hiring manager, and back them up with the stories that you have.



10. Where do you see yourself in five years?

If asked this question, be honest and specific about your future goals, but consider this: A hiring manager wants to know a) if you've set realistic expectations for your career, b) if you have ambition (a.k.a., this interview isn't the first time you're considering the question), and c) if the position aligns with your goals and growth. Your best bet is to think realistically about where this position could take you and answer along those lines. And if the position isn’t necessarily a one-way ticket to your aspirations? It’s OK to say that you’re not quite sure what the future holds, but that you see this experience playing an important role in helping you make that decision.

The Key to Answering "Where Do You See Yourself in 5 Years?"
By Scott Dockweiler

You're breezing through an interview—answering all the questions about your work history and interest in the company with great examples and clever anecdotes—when the interviewer throws a slightly more personal question at you: "Where do you see yourself in five years?"

What's the best way to answer that to continue showing the hiring manager why you're perfect for the job? At this company? In the position higher than the one I'm applying to? Somewhere else entirely?

Luckily, it's not as challenging as you might think to come up with an impressive answer. In the video below, you'll learn exactly what a hiring manager is hoping to learn about you from this question and how to tailor your answer to suit.

https://www.youtube.com/watch?v=oC-pQStp5ag

11. What's your dream job?

Along similar lines, the interviewer wants to uncover whether this position is really in line with your ultimate career goals. While “an NBA star” might get you a few laughs, a better bet is to talk about your goals and ambitions—and why this job will get you closer to them.

How to Answer Interview Questions About Your Dream Job
By Alison Doyle, Job Searching Expert

"Tell me about your dream job?" can be a tricky interview question. Even though your dream job might have nothing to do with the job you're interviewing for, don't mention it if it's not related. Instead, you should make an effort to connect your answer to the position you're interviewing for.

In the interview, your potential employer will likely focus on figuring out whether or not you have the right skills to be successful in the job.

However, they'll also be interested in how motivated you are to perform the job, and whether or not you will be satisfied with the position. This interview question helps them assess your motivation.

What to Mention

Ideally, your response to the question should reference some elements of the job you're applying for.

For example, if the position is a customer service job, you might say that your dream job would have a high level of interaction with customers.

In order to prepare your answer, brainstorm what appeals to you in the job at hand. Do you enjoy solving problems, or mediating conflicts? Do you thrive under pressure? Do you consider yourself a “people person” who likes to engage with clients or with the larger community? Go back to the job listing, and look through the job description and requirements to find what most excites and interests you about the position.

Create a Job Profile

Think of what you want in a job, and create a “profile” of your ideal job that includes some of those functions. Your “dream job” doesn’t have to be a specific position, like “Account Executive” or “Public Relations Director,” but can instead include different responsibilities you would enjoy having as part of your position.

Your profile can also include skills you enjoy using, and the type of company culture you thrive in. Make sure some of those elements match the description of the job for which you are applying.

Share Examples

Your answer can be more convincing if you reflect on why you found these types of activities rewarding in the past, and how your skill set matches the type of job you're after.

Be ready to share some examples of how you have enjoyed utilizing those skills in the past.

Focus on the Present and the Future

Another way to answer the question is to mention a certain goal you would like to reach through your “dream job.” For example, if you're applying for a job with a non-profit environmental organization, you might mention that an essential element of your dream career would be a role that advances the green agenda.

Ultimately, the key to answering “Tell me about your dream job?" is to convey your long-term interest in a high-level position, without overshadowing your interest in the job you’re applying for.

Sample Answers

What I look for in a job, and what I love about this customer service representative position, is the ability to utilize my communication and customer service skills. I love interacting with customers and quickly and effectively problem solving with them. Down the road, after becoming an expert in your product line and developing strong relationships with your customers, I would love to work in sales.

My dream job involves an extensive amount of teamwork, such as regular staff meetings and group projects. I love that this job emphasizes communication among colleagues and between management and staff. My previous job was 50% team projects, and I am excited to continue that kind of teamwork and open communication here.

My dream job would allow me to develop web content for a variety of companies. I love getting to know different clients, and developing content to suit their unique needs. For example, in my last job, I worked for clients in industries ranging from healthcare to education, and received praise for my work with a variety of companies. I love that this job would allow me to work with a range of clients.



12. What other companies are you interviewing with?

Companies ask this for a number of reasons, from wanting to see what the competition is for you to sniffing out whether you're serious about the industry. “Often the best approach is to mention that you are exploring a number of other similar options in the company's industry,” says job search expert Alison Doyle. “It can be helpful to mention that a common characteristic of all the jobs you are applying to is the opportunity to apply some critical abilities and skills that you possess. For example, you might say 'I am applying for several positions with IT consulting firms where I can analyze client needs and translate them to development teams in order to find solutions to technology problems.'”

Where Else Are You Interviewing?
 By Alison Doyle

You can expect to be asked about the other companies you are interviewing with during job interviews. Interviewers will be curious about the other employers you are interviewing with for a variety of reasons. This question is often an indicator that the employer views you positively, and would like to know about the competition for hiring you.

In other cases, recruiters may want to determine how focused you are on your career interests.

These employers will be trying to figure out if your other options are similar to the job for which you are interviewing. Another possible reason for this question is to determine how seriously you are searching for a new job.

Be Careful What You Disclose

In general, it's a good idea to avoid stating that this job is the only one you are considering.

Your marketability can be brought into question if you are not attracting attention from other employers. Your leverage in salary negotiations will also be minimized.

An exception is the case where an executive recruiter has reached out to you, and prompted your application. In that case, it can be appropriate to mention that you are happy with your current job, but excited to explore this opportunity since their recruiter has brought it to your attention. In this situation, the prospective employer will realize that they are competing with your current employer for your services.

Exploring Options

Often the best approach is to mention that you are exploring a number of other similar options in the company's industry.

It can be helpful to mention that a common characteristic of all the jobs you are applying to is the opportunity to apply some critical abilities and skills that you possess. For example, you might say "I am applying for several positions with IT consulting firms where I can analyze client needs and translate them to development teams in order to find solutions to technology problems."

It can be a mistake to overplay your hand and mention too many other highly respected firms which are recruiting you. The employer may figure that you are unattainable and move on to more realistic prospects.

Show Your Enthusiasm

Be sure to include an enthusiastic statement about how motivated you are to work with the organization in your answer. For example, you might say "While I am seriously exploring other positions where I can leverage my financial modeling skills, your position is a primary target for me." You can then elaborate on how you feel that you would be a valuable addition to their team.



13. Why are you leaving your current job?

This is a toughie, but one you can be sure you'll be asked. Definitely keep things positive—you have nothing to gain by being negative about your past employers. Instead, frame things in a way that shows that you're eager to take on new opportunities and that the role you’re interviewing for is a better fit for you than your current or last position. For example, “I’d really love to be part of product development from beginning to end, and I know I’d have that opportunity here.” And if you were let go? Keep it simple: “Unfortunately, I was let go,” is a totally OK answer.

The Best-Ever Response to "Why Did You Leave Your Last Job?"
By Pat Mastandrea

Dear Pat,

I took my current job right out of college and have moved laterally and been promoted a number of times. A while back, a new director was brought in to finally give my department the stability it's been lacking for many years.

Since then, I've seen this company make some very suspect business decisions, including laying off good workers, hiring lazy workers, and targeting to eventually fire people who have been the backbone of this company. People who have given this company their all are either no longer working here or fear for their jobs daily, which makes the work environment almost unbearable. To top it all off, the new director has replaced everyone who is now gone with someone from her team at her previous employer. It's like they're staging a coup!

I decided months ago that it was time to start looking for a new job, but never got serious until my mentor was fired. Since then, I've been sending resumes left and right but a nagging question keeps coming back to me. If and when I finally get that interview and they ask me why I'm looking, what can I say? I know better than to trash my current employer, and my old standby has been, "I really can't see myself growing professionally there," but will that get me by? Do employers see right through that canned response?

Please help,

Tough questions

******

Hello Tough,

Your question is a good one, and how you answer it is very important in the process of your job search. New employers are quite attentive on all of your responses, but this one is “interview critical.” Often, executives come to me at a time when they are considering making a move, and their rationale needs to be sound when explaining a career transition.

First, you should never, ever be negative about your current or past employers. You have nothing to gain by being negative, and it only detracts from your presentation. Just as they say, “beauty is in the eyes of the beholder,” this too exists between companies and employees. Your cultural needs and expectations can be quite different from others within any given organization. In this case, I recommend you focus your response on seeking a company with cultural dynamics that better suit you, versus blaming the company for the lack of fit.

For example, instead of saying a company “laid off good people” and “hires lazy workers,” you might say, “I believe I am better suited to work in an organization that has a strong commitment to mentoring and developing executives, where there is a strong sense of loyalty on both sides and a culture that fosters career development and growth.” You could further say, “I realize that there are some companies that are in highly intense growth mode, or have over-arching financial or business pressures and problems that can’t possibly foster this type of culture. While this is all well and good for some, I don’t want to work for the latter. It just does not feel like a good fit for me.”

This approach allows you to be honest without being negative, trashing the current company or any one person in particular. The unbiased approach on your situation is that your company has gone through a lot of organizational changes, has hired new management, and has an evolving corporate culture and strategy, and the company is no longer a good fit for you. The more you can adopt this unbiased view, the better for you.

And yes, try and really believe it. If you don’t make a meaningful attitude shift, your approach and presentation will lack sincerity, and you’re right: Most perceptive hiring companies will see right through it.

Hope this helps!

Sincerely,
Pat
Have a question for Career Therapy? Email questions@themuse.com!



14. Why were you fired?

OK, if you get the admittedly much tougher follow-up question as to why you were let go (and the truth isn't exactly pretty), your best bet is to be honest (the job-seeking world is small, after all). But it doesn't have to be a deal-breaker. Share how you’ve grown and how you approach your job and life now as a result. If you can position the learning experience as an advantage for this next job, even better.

Stop Cringing! How to Tell an Interviewer You've Been Fired
By Jenny Foss

Remember that time (four months ago) that you got called into your dictatorial punk of a boss’ office (who, you could swear, had it out for you since day one)—and were asked to kindly pack up your cubicle, log out of the office laptop, and return your cell phone, immediately?

Yeah, that pretty much sucked.

Fortunately, after six weeks of moping around in your rumpled hoodie and yoga pants, followed by two months of informational interviews, job applications, and research, you’ve landed an interview. And the company is amazing.

This is your shot.

But hold the phone. What are you going to do when that dreaded question comes up (as it surely will): “Why, exactly, did you leave your last job?”

You’re going to explain what when down, share what you learned, and then knock their socks off with all of the amazing things you can deliver, that’s what you’re going to do.

I know, I make it sound easy. And it’s not ever simple, especially if you’re still feeling hot emotions over the termination or struggling with diminished “I’m the loser who got canned” self-esteem. But if you truly want the job, here’s what you’ve got to do when asked the dreaded question at the interview.

1. Come to Terms With Your Emotions Before You Set Foot in the Interview

This must be your first step, before you start pursuing new opportunities or booking interviews. If you can’t walk into that meeting with a cool head and the ability to speak calmly about your qualifications and your past job experience, spend whatever time it takes on the front end to process what happened and find your peace. No one hires a hothead. Well, except maybe clubs in search of super-intimidating bouncers or media outlets that pride themselves on being annoyingly polarizing. All other employers will be expecting a level-headed professional to walk through their doors. Be that person.

2. Without Hesitating, Explain Succinctly What Happened

Less is almost always more in this instance. If you rattle on and on about what happened and why and over-explain the whole deal, you look sketchy; like you’re trying to cover something up. Genuine, honest, and succinct dialogue, à la, “Unfortunately, I was let go,” is going to get you much farther. Remember, you’re talking to a human. All of us humans goof up sometimes; some of us have even been fired from jobs ourselves. Remember that as you speak.

3. Discuss What You Learned, Then Get Back on Topic

Our most significant growth as humans often comes following a major face plant. So, once you’ve outlined what happened, you absolutely must share with the interviewer what you learned from the experience. Share how you’ve grown and how you approach your job and life now as a result—and then get back to the business of showcasing your strengths as a candidate for that position. If you can position the learning experience as an advantage for this next job, even better.

Here’s an example:

After we lost the huge client account, in no small part due to my error, I spent a lot of time reflecting on the customer experience and how to ensure I keep the customer top-of-mind in everything I do. I believe this will be a tremendous asset in my next role.”
4. Never, Ever Bad Mouth Your Boss or Company

No matter how tempted you may be, and no matter how strongly you feel that you were wronged, don’t go there. You’ll just look like sour grapes, and no one wants to work with sour grapes.

5. Recap What you Have to Offer, Making Your Interest Clear

To help ensure that the meeting ends on a positive note, take time to recap the top things you feel you can deliver to that organization, to that interviewer, before you leave the meeting. Make it very clear that you can walk through those doors and deliver what the team needs—and that you are very interested in doing so.

And then walk out of there with your head held high, and fire off an incredible thank you note the moment you get back to your computer. You’ve got this.



15. What are you looking for in a new position?

Hint: Ideally the same things that this position has to offer. Be specific.

What Are You Looking For In Your Next Job?
 By Alison Doyle

One of the interview questions you may be asked is, “What you are looking for in your next job?” The interviewer wants to know whether your goals are a match for the company. It is also a good way for the interviewer to see whether your skills and interests make you a good candidate for the job at hand.

To answer this question successfully, you want to think carefully about your goals as they relate to the job at hand.

While your answer should be honest, it should also demonstrate how you will add value to the company. Read below for tips on how to answer, as well as examples of strong sample answers.

How to Answer

When preparing for an interview, review the requirements of the job listing. Then, make a list of your own interests and goals.

Note anything that you see on both lists.

When answering this particular question, emphasize your interests and goals as they are related to the job. That way, you can offer a personal response specifically tailored to the job for which you are applying.

While the question asks you to focus on what you want in a job, you should frame your answer so that you emphasize how you will benefit the company. For example, you might explain that you want to work for a company that encourages teamwork and team projects, because you thrive in a team environment. This will show the interviewer that you will do well in in the company’s team-driven culture.

Finally, you want to make sure that your answer is honest.

Even though you want to show how you are good fit for the company, you should not lie. Employers can tell when an answer is inauthentic. Focus on real answers that also show that you will do well in the job at hand.

Sample Answers

I'm looking for a position where I can have the opportunity to use my written communication skills. As a marketing assistant at your company, I would be able to apply my years of experience as a successful grant writer, and would be able to write the kinds of materials I most enjoy working on.

I am hoping for a job that will allow me the chance to boost sales at an already successful company, such as your own. I am looking for the opportunity to use the skills that I have developed during my years in marketing to engage your sales force and increase productivity and international sales.

I am excited by the opportunity to work with an innovative, successful company such as your own. I look forward to utilizing the experience I have in technology to help streamline a company’s products for even more successful implementation.

In my next job, I would like to be able to have a positive impact on my patients, and to be able to help them lead a more functional and healthy lifestyle. Your facility offers patients a total recovery program, and I feel that my experience, education, and specialization would make this a good fit for me.

I look forward to working for a company whose mission I firmly believe in, such as your own. I look for jobs about which I am passionate, because this allows me to be extremely productive and creative.



16. What type of work environment do you prefer?

Hint: Ideally one that's similar to the environment of the company you're applying to. Be specific.


9 Sneaky Ways to Figure Out a Company’s Culture
By Aja Frost

Company culture can make or break your job experience—but it’s pretty hard to get an accurate feel for a company’s values and vibe without, well, working there. Although most places have a section on their sites devoted to explaining culture, they tend to be filled with phrases like “dedicated to customer satisfaction” and “we encourage our employees to grow.” That tells us a whole lot of nothing.

To discover what a company is really like (and whether you’d be a good fit!) before you accept the job, check out these nine techniques for researching culture.

1. During the interview, don’t ask, “What’s it like working here?” Ask, “What would a newspaper article about your company’s culture have to include?” (TheLadders)

2. Go through the company’s tweets, videos, Facebook posts, and the like to get an idea of what’s important to the team. (Careerealism)

3. Show up early to the interview and watch how employees interact with each other. (QuintCareers)

4. When talking to employees about the culture, note their response time. Generally, the quicker the better! (Fortune)

5. However, don’t just consult employees. You’ll also want to speak with customers, suppliers, partners, and so forth. (Harvard Business Review)

6. Be on the look-out for the “warning signs” of a problematic culture—like making a huge deal out of the ping-pong table. (Forbes)

7. Learn how to read between the lines. For example, promotions that rest on “something opening up” means you’ll probably have to wait for someone to move up or out. (Lifehacker)

8. Take a look at a beta survey that uses “psychometric frameworks” to show you workplaces in which you’d thrive. (Co.Exist)

9. Of course, don’t forget to browse company profiles on The Muse to get an inside peek into what it’s really like to work at some amazing companies! (The Muse)



17. What's your management style?

The best managers are strong but flexible, and that's exactly what you want to show off in your answer. (Think something like, “While every situation and every team member requires a bit of a different strategy, I tend to approach my employee relationships as a coach...”) Then, share a couple of your best managerial moments, like when you grew your team from five to 15 or coached an underperforming employee to become the company's top salesperson.

How to Answer "What's Your Management Style?"
By Lily Zhang

If you’re interviewing for a position that requires supervising others, any sensible hiring manager will ask you, “What’s your management style?”

And for some reason, this question always seems a little awkward to answer. How can you respond in a way that shows you can be an effective leader who’s right for the team while not sounding too grandiose (and at the same time not being too humble)?

While there are plenty of ways to make an impression that strikes that balance, here’s one way that I think works particularly well.


Define “Good Management”

The secret to getting this question right is setting the parameters for how good management should be judged. To do this, you want to explain what you believe makes a strong manager, so that the scope of all the things a manager could possible be is narrowed down a bit. This ensures that you and the interviewer are on the same page on how to evaluate the story you’re about to share.

Management style is so hard to put your finger on, but I think in general a good manager gives clear directions and actually stays pretty hands-off, but is ready and available to jump in to offer guidance, expertise, and help when needed. I try my best to make that my management style.


Add Your Spin

Now that you’ve defined what a good manager is and stated that’s your model, one up yourself and offer something extra that you do in addition to what’s already been established. Making the point to set the parameters early in your response will allow you to introduce an additional leadership trait that makes you exceptional.

In terms of what makes me unique, I also go out of my way to make sure I know when my team needs help. I don’t hang around and wait to be called upon by my direct reports—I go to them. That means plenty of informal check-ins, both on the work they’re doing and on their general job satisfaction and mental well-being.


Give an Example

Of course, all of this only works if you can back up what you’ve said. Give some evidence of your management prowess by offering a brief story of how you demonstrated the traits you’ve described. Since management can be such a lofty topic, you’ll have to be mindful of using a story that isn’t too long—you don’t want your interviewer to lose interest, after all.

I remember one project in particular at my most recent position where I supervised seven staff that involved everyone working on a separate aspect of the product. This meant a lot of independent work for my team, but rather than bog everyone down with repetitive meetings to update me and everyone else on progress made, I created a project wiki that allowed us to communicate new information when necessary without disrupting another team member’s work. I then made it my job to make sure no one was ever stuck on a problem too long without a sounding board.

Ultimately, despite the disparate project responsibilities, we ended up with a very cohesive product and, more importantly, a team that wasn’t burnt out.


That’s it! Now that you have the basic structure down, just make sure you don’t flub the ending. Try connecting your response back to the position or switching it up and asking a question of your own. Practice, practice, practice, and you’re set.



18. What's a time you exercised leadership?

Depending on what's more important for the the role, you'll want to choose an example that showcases your project management skills (spearheading a project from end to end, juggling multiple moving parts) or one that shows your ability to confidently and effectively rally a team. And remember: “The best stories include enough detail to be believable and memorable,” says Skillings. “Show how you were a leader in this situation and how it represents your overall leadership experience and potential.”

Refer Answer in Question 9



19. What's a time you disagreed with a decision that was made at work?

Everyone disagrees with the boss from time to time, but in asking this interview question, hiring managers want to know that you can do so in a productive, professional way. “You don’t want to tell the story about the time when you disagreed but your boss was being a jerk and you just gave in to keep the peace. And you don’t want to tell the one where you realized you were wrong,” says Peggy McKee of Career Confidential. “Tell the one where your actions made a positive difference on the outcome of the situation, whether it was a work-related outcome or a more effective and productive working relationship.”


Refer Answer in Question 9



20. How would your boss and co-workers describe you?

First of all, be honest (remember, if you get this job, the hiring manager will be calling your former bosses and co-workers!). Then, try to pull out strengths and traits you haven't discussed in other aspects of the interview, such as your strong work ethic or your willingness to pitch in on other projects when needed.

Job Interview Question: What Would Your Coworkers Say About You?
By Sean Haggard | November 1 0


The majority of job interviews are based on what you say about yourself—what are your skills, how do you describe your work ethic, why do you want this job, etc. Besides contacting your former supervisor and coworkers, which usually comes during the reference check stage of the hiring process, the only other way the interviewer can obtain an idea of what other people say about you is to ask you.

One of the most common job interview questions is “what would your coworkers say about you?”

(variations: “how would your coworkers describe you?” “what would your former coworkers say about you?” “how would your former coworkers describe you?”)

Why This Job Interview Question Is Asked

The question “what would your coworkers say about you?” is asked to assess your relationships with coworkers and your role within a functional team. Whereas other questions evaluate your fit with the required job duties, this job interview question targets your fit within the team structure. It centers on your personality and human qualities instead of your behaviors.

If you are asked this job interview question by a manager…

If you are asked this question by a manager, the manager wants to know how you will play well with others, handle conflicts (but not cause them), and improve the efficiency and effectiveness of the team. He wants to know you are someone who will mesh well with the existing team dynamics, someone who can solve minor conflicts and problems without running to his office every ten minutes, and someone who will work and will even pick up other people’s slack when they are not working. If you know of a problem that the existing team is having (needs training in X, needs to be more productive with Y, needs to learn how to get along when Z happens), see if you have a way to solve that problem. The manager secretly wants you to be the answer to his problems, even if it’s not part of your job description.

If you are asked this job interview question by future coworkers…

On the other hand, if you are asked, “what would your coworkers say about you?” by your future coworkers, they have different objectives. They want to know about your day-to-day attitude and work ethic, your ability to get along and be a work friend, and whether you are going to leave them stuck with all the work you don’t do. They want someone who can lighten the mood with an occasional joke or chat a bit to make the day go by faster. Under most circumstances they absolutely do not want someone who is going to come in and pretend he knows it all, even if you do. The teams that are functioning as a cohesive unit now will likely be wary that you will disrupt their solidarity. The teams that are dysfunctional now will worry that you will add to the drama. Consequently your goal is to reduce their apprehension by proving how you will fit in.

Giving the Best Job Interview Answer

Due to varying goals, the answer you give to “what would your coworkers say about you?” ultimately depends on who is in the room. Here are two situations and the best job interview answers for each:

The best job interview answer when your future coworkers are in the room…

Here are some of the qualities your future coworkers might expect to see:

Dependable
Trustworthy
Hard-working
Sense of humor
Easy-going
Considerate
Positive

To answer, “What would your coworkers say about you?” you might say that…

You are willing to help out whenever needed—and that you frequently offer assistance before it’s requested

You like to build strong relationships with your teammates because you’ll be spending eight hours a day with them for many years to come.

You like to have fun with it’s appropriate, and you know how to laugh to keep morale high and tension low.

You are good at ________ (bringing in doughnuts on Fridays, fixing the copier when it jams, reviewing reports for pesky grammatical errors, etc.)—mention something that people can relate to and that helps them to visualize you in the workplace.

The best job interview answer when you are alone with the manager…

Whereas your future coworkers are judging you by how well you will fit into their team, your future manager is assessing how well you will fit into the organizational unit. Here are some of the qualities your future manager might expect to see:

Dependable
Efficient
Hard-working
Great energy
Dedicated
Organized
Positive
Punctual
Reliable

To answer, “What would your coworkers say about you?” you might say that…

You are a team player who isn’t afraid to help out to get the job done, whether it is part of your job description or not.

You act as a situational leader for the team when there is a conflict or a non-critical decision to be made.

You like to have fun and build up team morale because you know that positive-minded employees tend to be more productive.

Bonus Tip for “What Would Your Coworkers Say About You?”

Instead of just imagining what your coworkers or former coworkers would say about you, wouldn’t it be more impressive (and easier) if you already knew? This job interview question provides a great opportunity to pull out a testimonial.

“My former teammate at ABC Co, Mary Randall, always said that I could make even a room full of lawyers smile.”

“My counterpart in Accounting nominated me for a star employee award because he said I was the only person in the company who tried to make his job easier.”

“My coworker John always said he was impressed with how organized and professional I am. In fact, he even volunteered to write a letter of recommendation in which he shares a few more insights about me.” [pull out letter of recommendation]

Testimonials lend extra weight and authority to your answer. You are not just making up what other people would say about you; you are using real people and their own words. Requesting testimonials beforehand can save you some stress (you know how people feel about you) and save you some time (you don’t have to prepare extensive explanations when you have someone vouching for you).

When you are asked, “what would your coworkers say about you?” just demonstrate the type of person others think you are. While an inadequate answer shouldn’t devastate your job opportunities, a well-prepared response can mean the difference between coming in second and being hired.



21. Why was there a gap in your employment?

If you were unemployed for a period of time, be direct and to the point about what you’ve been up to (and hopefully, that’s a litany of impressive volunteer and other mind-enriching activities, like blogging or taking classes). Then, steer the conversation toward how you will do the job and contribute to the organization: “I decided to take a break at the time, but today I’m ready to contribute to this organization in the following ways.”


How to Explain Long-Term Unemployment
By Hannah Seligson

It’s probably the most awkward, squirm-inducing question you can be asked on a job interview. “Explain your employment gaps to me. What were you doing that time?” the interviewer inquires. Your heart starts racing. You stammer. You stutter. Your palms get clammy. The question is the equivalent of a date asking you, “When was your last relationship?”—when you haven’t had a boyfriend in three years.

Don’t worry, though—it doesn’t have to be a deal-breaker. You just have to be prepared. Here are a few tips for explaining bouts of unemployment, no matter how long, with aplomb.


Be Honest

Ryan Healy, co-founder of Brazen Careerist, says, “Anyone you are talking with will sniff out a phony excuse.” So definitely don’t exaggerate that your three-day-a-week unpaid internship was really a full-time job. Instead, be direct and to the point about what you’ve been up to (and hopefully, that’s a litany of impressive volunteer and other mind-enriching activities—more on that later).

If you’re worried about this, here’s some good news: Healy says recruiters and hiring mangers are sympathetic. “[They] understand that finding employment in today’s economy isn’t easy for anyone, and its especially hard for recent college grads.”

But Don’t Blab On and On

That said, “Don’t offer a long, drawn out explanation about why you left your last position,” says Michelle Goodman, author of The Anti 9-to-5 Guide: Practical Career Advice for Women Who Think Outside the Cube. Less is more here—just say you left your job whenever you did. At this point, there is no need to use terms like “laid off,” “fired,” or “downsized,” unless someone asks you point blank why you left—then, of course, honesty is the best policy.

Along those same lines, no matter what the terms of your departure, make sure not to badmouth your former boss or company. This can only make you look bitter and resentful—and sure, you might be, but those qualities are a big turn-off and will have the interviewer questioning your integrity and judgment. It’s a much savvier move to be gracious and say, “I learned a lot at my former job. I’m grateful for the experience and opportunities they gave me.” Get out all your negativity and griping to a friend before the interview.


Keep Focused on the Future

As soon as you can, you’ll want to steer the conversation toward how you will do the job and contribute to the organization, says Cali Williams Yost, work flexibility expert and author of TWEAK IT: Make What Matters to You Happen Every Day. Rather than dwelling on or apologizing for the break, you want to let the interviewer know that you are excited and ready to work.

If you took a break on your own terms, try the party line Yost suggests: “I decided to take a break at the time, but today I’m ready to contribute to this organization in the following ways.” If you were laid off, say something like, “I was obviously disappointed to be let go, but I’m so excited to put my marketing and social media skills back to work. Let me tell you about the last project I worked on.”


Stay Active

Now, the #1 way to nail this question is to make sure you’re doing something productive while you are unemployed, which will make interviewing for jobs so much less cringe-inducing. Healy says it doesn’t really matter what you do— “volunteer, blog, freelance, or take online educational courses,” he suggests. (Another good idea: Learn a language that would make you an even more attractive hire in your industry.)

That way, Healy says, your answers can communicate that you weren’t just sitting on your couch eating potato chips (or watching cat videos) for the past six months. “You were actually being productive and pursuing something that has improved your skill set in one way or another.”

More importantly, come prepared with a story that emphasizes the skills you used or learned. Even something like helping at your child’s school or volunteering for a nonprofit can seem relevant if you can say, “I raised X amount of money for three events” or, “I grew the number of sponsors from 10 to 15 in one year.” Get creative, Yost says. Hiring managers will love your productivity and initiative.

Bottom line: Answering this question on an interview is just like gliding through any other unpleasant situation in life. With that right finesse and preparation, you’ll hardly wince.


22. Can you explain why you changed career paths?

Don't be thrown off by this question—just take a deep breath and explain to the hiring manager why you've made the career decisions you have. More importantly, give a few examples of how your past experience is transferrable to the new role. This doesn't have to be a direct connection; in fact, it's often more impressive when a candidate can make seemingly irrelevant experience seem very relevant to the role.

How to Explain Your Winding Career Path to a Hiring Manager
By Jenny Foss

I recently counseled a yoga teacher turned real estate advisor turned HR person—who’d just come to the conclusion that, without question, she didn’t want to be an HR person anymore.

Don’t anybody freak.

This type of epiphany is completely common and totally OK. There’s absolutely no law that says you have to stick to the same gig forever. In fact, sometimes our best career moves come only after these big "aha" moments that make a new path, a fork in the road, or even a U-turn absolutely imperative.

The challenge, however, for this woman and for any other professional who has a winding career path, lies in making your value proposition (or, as I call it, your “so what?”) clear to hiring managers and interviewers. Further, you’ve got to figure out how to present this divergent background in a way that affirms to decision makers that you are not, in fact, going to leave them in a bind by changing your mind again.

So, how, exactly, do you do this? Here’s the advice I offered to the yoga teacher turned real estate advisor turned HR person.

1. Have a Target Audience, and Speak Directly to It

This is super important for any job seeker. It’s especially critical for those whose career histories involve several jobs or industry sectors. You’re not going to be able to just list out your job history (which spans sales, marketing, and business development) and expect a financial services hiring manager to instantly deduce what you have to offer. Instead, you will need to angle all of your messaging in a way that makes it obvious what you’re trying to achieve, and why you’re heading in that direction. To do this:

2. Find the Common Threads

Look for a theme that runs through several of the jobs you’ve held, and present your choices in a way that shows common threads running through each of your career decisions. For instance, in the case of my client, much of what she has done has involved advising, guiding, and helping people. This works out nicely, considering she wants to become a college advisor. And so, on her resume, we showcased several career instances in which she successfully helped, guided, and coached others.

3. Showcase Performance

People hire performers, so no matter how jumpy, windy, or unusual your career path, present yourself as a high performer. You can easily do this on a resume or in an interview by using phrases like, “Invited to…” or “Recognized for…” or “Promoted to…”  or  “Known for…” And, certainly, showcase your key wins and accomplishments at every position, especially the ones that you think will be enticing to your future employers.

4. Remember Your Best Defense is a Good Offense

A good rule of thumb is that, if you’re worried how a certain position or experience is going to be perceived on your resume, there’s a good chance that someone is going to make the exact conclusion you don’t want them to make. That said, you should plan to go on the offense and manage the message.

For instance, say the moves you’ve made along the way make you look, at least on paper, like a bit of a job hopper. It’s best to add a quick statement in each section of your resume that briefly explains the jump. I often use phrases like, “Following a family relocation to Dallas…” (makes the job switch obvious) or “After a significant corporate restructure…” (makes it clear that your job was axed). If you’re simply pursing a new career path, you can state that in your cover letter, briefly describing your reasons for the change.

5. Don’t Over-Explain

I can spot someone who’s nervous about how her career path reads a mile away. Often, that’s because she’s talking quickly and nervously and way over explaining whatever it is she thinks reads like a liability. Do not do this. Think through how you’re going to present your choices and career path to a potential employer, present them briefly and confidently, and then refocus the discussion on your commitment to this role and what you can walk through that company’s doors and deliver.

On that note, there’s one final point, which is the same point I made to my client:

Go easy on yourself.

There are very few people out there who have a pristine, straight-line-toward-the-sky career chronology. You are competing with people who, in all likelihood, have at least one or two twists and turns on their own resumes. And they’re probably feeling a little vulnerable, much like you.

So rather than panicking or avoiding opportunities that seem amazing, use your energy to strategize and position yourself as your future employer’s solution.



23. How do you deal with pressure or stressful situations?

"Choose an answer that shows that you can meet a stressful situation head-on in a productive, positive manner and let nothing stop you from accomplishing your goals," says McKee. A great approach is to talk through your go-to stress-reduction tactics (making the world's greatest to-do list, stopping to take 10 deep breaths), and then share an example of a stressful situation you navigated with ease.


Refer Answer in Question 9

24. What would your first 30, 60, or 90 days look like in this role?

Start by explaining what you'd need to do to get ramped up. What information would you need? What parts of the company would you need to familiarize yourself with? What other employees would you want to sit down with? Next, choose a couple of areas where you think you can make meaningful contributions right away. (e.g., “I think a great starter project would be diving into your email marketing campaigns and setting up a tracking system for them.”) Sure, if you get the job, you (or your new employer) might decide there’s a better starting place, but having an answer prepared will show the interviewer where you can add immediate impact—and that you’re excited to get started.

3 Interview Questions You Should Be Ready to Answer
By Alison Johnston Rue

Interviews come in all shapes and sizes. You might be asked to talk about past projects you’ve worked on, given a task to complete in a short amount of time, or expected to answer rapid-fire questions from a panel of the company’s employees. Especially when you’re interviewing at a startup, where passion and culture fit is just as important as your skills, you can expect—well, just about anything.

This, of course, can make preparing for your next interview a little challenging. Fortunately, there are a few common questions that can help you get started on the right foot (even if your interviewer doesn’t actually ask them!).

1. “Why are you on the job market?”

Unless you’re a new grad, when your reasoning is pretty clear, every candidate has a story. And for prospective employers (especially startups, who are hoping their new hires will be around for a long, long time), it’s important to understand what made you leave your last job—or what will make you.

Be honest, but frame it in positive a way that shows that the role you’re interviewing for is a much better fit for you than your current or last position. For example, instead of “I want to try something new,” say “I felt like I reached a point where I was no longer learning new things, so I want to try a new challenge that will help me improve as a product manager.”

Or, if you’re leaving a job because, frankly, it’s terrible, focus on what you hope to learn in your next role: “I’d really love to be part of product development from beginning to end, and I know I’d have that opportunity here.”

Didn’t leave your last job by choice? If you were fired, be honest: Industries are smaller than they seem, and there’s a good chance your potential employer will find out (or already has). Being upfront about the situation and explaining both what you learned from it and why it won’t happen again can earn you big points.

2. “Why are you interested in this role?”

To put it bluntly, if you can’t answer this question, you shouldn’t be in the interview. But it’s amazing how many candidates don’t have a good response!

To make sure you do, first consider why you’re interested in the function and identify a couple of key factors that make it a great fit for you. For example, “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem.”

Next, consider why you’re interested in the function at this company. (“I need a job, and you’re hiring” will not get you far with the interviewer.) Is it the product? “I’ve always been passionate about education, and I think you guys are doing great things, so I want to be a part of it” is something I love to hear when interviewing for my company, InstaEDU. Is it the stage? “I’m really excited to join a small team so I can learn more about other roles and make a bigger personal impact on the company,” is a great answer, too.

Most importantly, be honest, since overselling yourself for something you either aren’t interested in or aren’t good at won’t benefit the company—or you.

3. “What would you do in your first week on the job?”

Hint: The answer should not be “Whatever you guys need me to do.” This is your chance to show that you’ve done your homework and given the role and your place in the company serious thought.

Start by explaining what you think you need to do to get ramped up. What information do you need to do a great job? What parts of the company will you need to familiarize yourself with? What other employees will you want to sit down with?

Next, choose a couple of areas where you think you can make meaningful contributions right away. So, for example: “I think a great starter project would be diving into your email marketing campaigns and setting up a tracking system for them. That will let me start collecting data so I can run some A/B tests in week 2.”

Sure, if you get the job, you (or your new employer) might decide there’s a better starting place, but having a well thought-out answer prepared will show the interviewer where you can add immediate impact—and that you’re excited to get started.

At the end of the day, interviewing well is a skill like anything else, and practice indeed makes perfect. So if you aren’t feeling confident or don’t have a ton of interviews under your belt, grab a friend and take turns. The more comfortable you get answering the questions above—and any others that an interviewer might throw your way—the better off you’ll be when you nab the interview for your dream job.



25. What are your salary requirements?

The #1 rule of answering this question is doing your research on what you should be paid by using sites like Payscale and Glassdoor. You’ll likely come up with a range, and we recommend stating the highest number in that range that applies, based on your experience, education, and skills. Then, make sure the hiring manager knows that you're flexible. You're communicating that you know your skills are valuable, but that you want the job and are willing to negotiate.

Q&A: The Secret to Giving Your "Salary Requirements"
By Victoria Pynchon

Dear Victoria,

When a job application asks for my salary requirements, what should I tell them—and will this impact my ability to negotiate if I get offered the job?

I don't want to put something too high in case I put myself out of their target salary range, but I don't want to go too low and cheat myself out of what I'm worth.

Can I leave it blank? What is your advice in this situation?

The short answer to your question is that you should include in your job application as high a salary requirement as you can reasonably justify. I’ll explain the “why” in a minute—but first, let’s talk about the “how."

Do your research to get your number—learn as much as possible about the position and comparable salaries from local and industry sources and job sites such as glassdoor.com. See if you can get any insider information, too. Try looking for salary information on the company’s website or doing an informational interview with the position’s recruiter.

You’ll likely come up with a range, and you should put the highest number in that range that applies, based on your experience, education, and skills. And yes, that’s a little aggressive—but bear with me.

Next, I recommend writing “(flexible)” or “(negotiable)” next to your number. If you have room to do so—for example, in your cover letter—stress again that your salary requirement is flexible or negotiable and that there are so many working parts to compensation—benefits, job title, opportunities for advancement—that you’re certain you can find a way to satisfy both of you if you’re a good fit for the position.

Now, I realize that making an aggressive initial offer can be a scary proposition. So let me explain the reasoning.

First, when the value of an item is uncertain—as your services to a prospective employer are—the first number you put on the table acts as a strong “anchor” that will pull the negotiation in its direction throughout the entire bargaining process.

Professor Adam Galinsky of the Kellogg School of Business at Northwestern University has explained the anchoring phenomenon this way:

Items being negotiated have both positive and negative qualities—qualities that suggest a higher price and qualities that suggest a lower price. High anchors selectively direct our attention toward an item's positive attributes while low anchors direct our attention to its flaws.
By stating a salary requirement that is lower than your prospective employer might be willing to pay, you not only cheat yourself out of more money, but you might come across to the employer as unsophisticated or unprepared. By stating a salary higher than they might be willing to pay, you risk little harm, so long as you indicate that your salary requirements are flexible. And at the same time, you are communicating that you already know your skills are valuable.

Just as important as anchoring high, the second benefit of giving a number at the high end of your range is that you give yourself enough room to negotiate if you are offered the job.

Research has proven that people are happier with the outcome of a negotiation if their bargaining partner starts at point A, but reluctantly concedes her first couple of requirements before saying “yes.” So, by stating an initial salary that leaves room for negotiation (I recommend room for at least three concessions, or back-and-forth conversations), you’re more likely to get what you actually want.

By far the best advice on making an aggressive opening offer is that contained in Galinsky’s short article, "Should You Make the First Offer?" The three major takeaways are these:

Don't be afraid to be aggressive: Galinksy’s research shows that people typically tend to exaggerate the likelihood of their bargaining partner walking away in response to an aggressive offer, and that most negotiators make first offers that aren’t aggressive enough.

Focus on your target price: Determine your best-case-scenario outcome, and focus on that. Negotiators who focus on their target price make more aggressive first offers and ultimately reach more profitable agreements than those who focus on the minimum amount they’d be satisfied with.

Be flexible: Always be willing to concede your first offer. In doing so, you'll still likely get a profitable deal, and the other side will be pleased with the outcome.

Remember, there’s little to risk if you put the highest number you can justify, but there’s a lot to lose if you don’t.

If you have follow-up questions, please leave them in the comments and I’ll respond and invite other negotiators to chime in as well.



26. What do you like to do outside of work?

Interviewers ask personal questions in an interview to “see if candidates will fit in with the culture [and] give them the opportunity to open up and display their personality, too,” says longtime hiring manager Mitch Fortner. “In other words, if someone asks about your hobbies outside of work, it’s totally OK to open up and share what really makes you tick. (Do keep it semi-professional, though: Saying you like to have a few beers at the local hot spot on Saturday night is fine. Telling them that Monday is usually a rough day for you because you’re always hungover is not.)”

5 Secrets for Acing Your Next Interview
By Mitch Fortner

I’ve taken part in many interviews, on both sides of the desk. And while I’ve seen the good, the bad, and the really ugly, I can safely say I’m always most disappointed by the candidates who seem perfect on paper, but who just don’t impress when the opportunity presents itself.

Often times, this is because they don’t spend enough time preparing. Preparation not only leads to sharing the facets of your background that are most relevant to the position and to the people you’re meeting with, but it also helps you head into the interview confident and relaxed. When you’re confident and relaxed, you can be yourself. And that, my friends, is what will land you that position.

Here are five things you can do before and during your next job interview to improve your comfort level—so you can focus on showing everyone that you’re a great fit for the job.

1. Use Company Stalking to Your Advantage

It goes without saying that you should find out everything you can about your potential place of employment ahead of time. Facebook, Twitter, LinkedIn, and the company’s website and blog all provide you with information that will help you go to a job interview confident and prepared.

But this research isn’t about memorizing facts and figures—it’s about getting information that you can use to your advantage. For example, by visiting the company Facebook page, you should get a feel for the culture and overall vibe of the place. Are there photos of the employees? Great—you can decide whether to dress extra professional or don business casual to the interview. Oh, and look—the company has “Beer Fridays” and participates in a softball league. If it just so happens that you love beer and softball, that’s a perfect piece of info to bring up in the interview.

Twitter can also be an excellent resource because you can see what the company and its employees are talking about. Are they sarcastically bantering with each other? Feel free to throw a few jokes in as you’re meeting with people. Are they tweeting up a storm about an event or product launch? Use it as a conversation starter.

 2. Know Who You’re Talking To

Before you go, try to find out who you’ll be meeting with, whether it’s an HR representative, your would-be boss, or the CEO. Why? Your interview answers and conversation topics should vary based on the person you are speaking with, and by knowing who you'll be talking to, you can spend time thinking through how you might connect with each of these people.

For example, if you’ll be talking to an executive, the company's founder, or an overall top dog, he or she will likely be focused on the big picture. So, rather than sharing the minutia of your responsibilities in your last role, talk about a few big results you can point to. On the other hand, if you’re interviewing with your immediate supervisor, you’ll want to demonstrate exactly why you’re the best person to tackle the day-to-day responsibilities of the position.

The startup I work for, Automated Insights, also often sends general employees in to talk with the candidate. In this scenario, remember that your potential co-workers are interested in how you coming on board will make their lives easier. If someone mentions a task your future position handles, show how you could fill that role—but in a way that tries to relate, rather than impress. (e.g., "Yeah, that computer program is really frustrating, but my last job required me to use it a lot, so I could definitely take over that task.") When it comes time for that employee to give their opinion, you’ll earn his or her vote.

3. Let Some Personality In

On that note, an important thing to remember is that you were selected for this interview based on your skills and accomplishments. The interviewers know you have what it takes to do the job, so now’s your chance to inject some personality into what’s written on that resume and cover letter.

At Automated Insights, we are a competitive group. When the conversation isn’t on work, it’s usually on ping pong, darts, or fantasy football. In an interview, we bring these games up not only to see if candidates will fit in with the culture, but to give them the opportunity to open up and display their personality, too. In other words, if someone asks about your hobbies outside of work, it’s totally OK to open up and share what really makes you tick. (Do keep it semi-professional, though: Saying you like to have a few beers at the local hot spot on Saturday night is fine. Telling them that Monday is usually a rough day for you because you’re always hungover is not.)

 4. Don’t Save Your Questions for the End

Naturally, you’ll probably go into the interview with a few questions (because you did so much research ahead of time!). But, contrary to what you might have heard, don't compile said questions into a list and save them all for the end.

Remember, during the interview you should be engaged in discussion. So, weave your questions in naturally, as the topics come up. (e.g., “I’ve supervised up to five people at a time. How many direct reports does this position have?”) You may also find that many your questions will be answered before you can even ask them.

Typically, there is a Q&A period at the end, but save that for any remaining or housekeeping-type questions you want answered (e.g., “When will you be making a hiring decision?”). Working your well-thought-out questions into the interview will create a normal flow of conversation and relax both sides of the table.

5. Accept the Beverage

While no one’s ever been denied a job because they said no when offered a beverage—take one. I’m serious.

Remember, your goal is to be relaxed and comfortable so you can show the best you. And think about it: You’re going to be talking. A lot. Which means you are going to regret saying, “No thanks, I’m fine” to a beverage 45 minutes into the interview after you’ve been talking for 29 of them.

But what’s more, saying “Yes, I’d love one, thank you,” is the natural thing to do. When you visit a family member or friends house, you have no problem accepting a refreshing glass of water or whatever Grandma has available. And doing the same with the interviewers will show them that you’re comfortable enough to spend 40+ a week with them. (And, hey, free drink! You might not get the job, but you got a Coke, so it’s not a total loss.)

Interviews are a big deal, and landing that new career can be a game-changer, but it’s important to remember that you’ve already accomplished something: You landed the interview. So, relax a little bit. As long as you’ve done your research and you let your personality shine through, you’ll be prepared to ace the interview.



27. If you were an animal, which one would you want to be?

Seemingly random personality-test type questions like these come up in interviews generally because hiring managers want to see how you can think on your feet. There's no wrong answer here, but you'll immediately gain bonus points if your answer helps you share your strengths or personality or connect with the hiring manager.

Pro tip: Come up with a stalling tactic to buy yourself some thinking time, such as saying, “Now, that is a great question. I think I would have to say… ”

If you could be any animal, which one would you be and why?

Some hiring managers really like these oddball interview questions. Some think it’s going to reveal more about your character, and others just want to know what you really act like when you’re under stress or just thrown a curve ball.  Questions like these do reveal your thought process and offer you a chance to show off your creativity and inventiveness.

As in all job interview situations, your best bet is to be prepared for anything.   Thinking long and hard about the qualities that are necessary to do a job well is actually an excellent exercise to go through before an interview, because it can help you focus your thoughts for how to answer all the interview questions you’ll be asked.

How does your personality, your background, your experience, or your skill set meet or exceed what this job requires?

For this particular question, it doesn’t matter a lot what animal you choose, as long as you can tie it into qualities necessary to perform the job well.  Although I would generally stay away from animals that have negative associations, like snakes, hyenas, rats, or chickens. Or spiders.

What are the personality traits that are desirable for someone who’s going to fill this role?

Just smile and keep your answer simple and brief.  Name the animal, and then explain why.  Give one or two qualities that you see in that animal that also describe you.

I have a friend who says you should always try to be like an eagle, which is great if you’re a CEO, but that’s a bad animal to be if you need to be a team player.

A horse is really strong…able to function alone well or as part of a team.

Ants are hard workers, and the ultimate team player.

Monkeys are quick learners.

An elephant is strong, intelligent, loyal to the group, and unstoppable.

A dolphin is also intelligent, and actually considered one of the smartest animals.

With a dog, you get loyalty and friendliness.  Also protectiveness, but that’s probably only required for bodyguards.

(Sorry, cat lovers.  A cat’s independence might appeal to you, but they have a bad reputation for not giving a darn about you as long as you’re feeding it.   That says, “I’m just here to collect my paycheck.”)

A fun way to end this discussion is to say, “What animal did you choose when they asked you this question in your interview?”



28. How many tennis balls can you fit into a limousine?

1,000? 10,000? 100,000? Seriously?

Well, seriously, you might get asked brainteaser questions like these, especially in quantitative jobs. But remember that the interviewer doesn’t necessarily want an exact number—he wants to make sure that you understand what’s being asked of you, and that you can set into motion a systematic and logical way to respond. So, just take a deep breath, and start thinking through the math. (Yes, it’s OK to ask for a pen and paper!)

4 Insanely Tough Interview Questions (and How to Nail Them)
By Suki Shah

Problem solver. Creative. Works well under pressure.

These are key personality traits employers will be seeking no matter what position they’re hiring for—and chances are, your resume probably already showcases them in some way. But these days, hiring managers from some firms aren’t content to take job seekers at their word—they want to see it to believe it.

And that’s why some companies have turned the interview process on its head. Instead of the traditional questions you might expect in an interview, they’re giving candidates problems to solve—problems which, at first glance, might seem totally random. Google, for example, has been known to ask, “How many people are using Facebook in San Francisco at 2:30 PM on a Friday?” Hewlett-Packard asks, “If Germans were the tallest people in the world, how would you prove it?”

What? Where do you even begin?

Here’s the secret (yes, there’s a secret): Your interviewer isn’t necessarily looking for a right answer. He wants to determine how quickly you can think on your feet, how you’ll approach a difficult situation, and, most importantly, whether you can remain positive and proactive and make progress in the face of a challenge.

So, if one of these “problem-solving” questions gets thrown your way—relax, be yourself, and tackle it calmly. Talk the interviewer through your internal thought process, so he can gain insight into the way you think and analyze information. Below are some of the toughest types of questions employers are known to ask—and your guide for how to ace them.


1. Design an evacuation plan for this office building.

(Inspired by Google)

As with any complex on-the-job challenge, the first step to answering a question like this is to clearly identify the problem. If designing an evacuation plan was really your task on the job, you definitely wouldn’t be able to solve it in an hour-long meeting—you’d need a lot more information. So, when an employer asks these types of questions, the idea is actually to see if you can pinpoint and explain the key challenges involved.

For example, in the question of an evacuation plan, you’ll have to know the nature of the disaster before you can answer it. A fire would have a different plan than a hurricane or earthquake, right? You’d also need to know how many staircases, elevators, and people are in the building.

When you’re presented with a complicated question like this, don’t be afraid to answer it with more questions. What the interviewer is really looking for is that you can think through the information you’ll need to reach a solution, and then ask for it—or explain how you’d seek it out—in a structured, logical way.

2. How many tennis balls can you fit into a limousine?

(Inspired by Monitor Group)

1,000? 10,000? 100,000? In these types of questions, the interviewer doesn’t necessarily want an exact number—he wants to make sure that you understand what’s being asked of you, and that you can set into motion a systematic and logical way to respond.

So, just take a deep breath, and start thinking through the math. (Yes, it’s OK to ask for a pen and paper!) For example, start by estimating the cubic inches of a limo and the volume of a tennis ball (also in cubic inches). Pretend the limo is a box to simplify things for yourself, and just make a note out loud that you’re approximating. Divide one into the other, make allowances for the seats in the limo, and move from there. Even if you don’t know the exact measurements, the real goal is to impress your potential employers with your ability to get to the heart of the problem quickly and with purpose.

3. How much should you charge to wash all the windows in Montana?

(Inspired by Google)

Remember that not all questions must have a complicated answer. As a matter of fact, with a question like this, most candidates don’t even provide a correct answer. Employers are simply asking the question because it is difficult to prepare for, and they want to see firsthand how quickly you can think on your feet.

Prepared responses may cut it for open-ended questions such as “Tell me about yourself,” or “What are your strengths and weaknesses?” But, employers want to see that you remain calm when you feel uncertain—and that you are able to think outside of the box if they take you “off-script.”

Yes, this question is especially broad—but you could get around that by naming what you consider to be a fair price per window rather trying to figure out the number of windows in the area. Talk it out. You both know that there’s not enough information to get a completely accurate answer, so relax and see where your mind goes.

4. Explain the Internet to an 8-year old in three sentences.

(Inspired by Microsoft)

The point of questions like this is to test your ability to communicate complex ideas in simple language.

Whether you describe the Internet as a “complex series of tubes” or as “the cloud,” the key here is to back up your explanation with easy-to-understand logic and facts. What you say doesn’t matter as much as how you can clarify and defend it by answering the most important questions that the employer is looking for: What? How? Why? For example, try this:

What? Use your first sentence to establish a basic premise: “The Internet is a series of tubes.”
How? Your second sentence can describe the first: “The tubes connect information that is stored on computers throughout the world.”
Why? Finally, close by summing up the purpose of the Internet: “It helps people to access global information quickly and easily.”
Yes, interview questions like these four can be more than a little intimidating. But, they can also give you a chance to show an employer who you are, how you think, and if your work style is a match for the position.



29. Are you planning on having children?

Questions about your family status, gender (“How would you handle managing a team of all men?”), nationality (“Where were you born?”), religion, or age, are illegal—but they still get asked (and frequently). Of course, not always with ill intent—the interviewer might just be trying to make conversation—but you should definitely tie any questions about your personal life (or anything else you think might be inappropriate) back to the job at hand. For this question, think: “You know, I’m not quite there yet. But I am very interested in the career paths at your company. Can you tell me more about that?”

5 Illegal Interview Questions and How to Dodge Them
By Angela Smith

You’re sitting in the interview for your dream job, and it’s going great. You’ve knocked the hard questions out of the park, and you and the interviewer are really hitting it off. Then, out of the blue, she asks, “Are you planning on having kids?”

Yep, that’s illegal. And so is any question related to your family, nationality, gender, race, religion, and more. But unfortunately, these questions get asked more often than you'd think, and before you get to the interview, it’s good to know how to respond if you’re faced with one.

I’ve found that the best approach is to determine why the interviewer is asking the question and whether she has a legitimate concern she’s trying to address. Then, tailor your answer to speak to that concern, gracefully avoid the illegal part of the question, and turn the conversation back to your job-related strengths. Here are a few of the most common examples, and how to face them.

1. Gender

Discriminatory questions about gender are wide and far-reaching. I’ve seen interviewees get questions from the overt (“Do you think a woman can do this job effectively?”) to something more subtle (“As a single mom, what child-care arrangements have you made?”).

But the fact is, nothing related to gender should be asked in the interview process—at all. If it comes up, the best approach is to answer the question, but without referencing gender. For example, if you’re asked, “How would you handle managing a team of all men?”, drop the last part of the question and focus on your leadership skills, instead. Try: “I’m very comfortable in a management role. In fact, in my last position, the department I led exceeded its annual sales goals for three years straight.”

2. Marital or Family Status

In the movie Picture Perfect, Jennifer Aniston’s character hires an acquaintance to pretend to be her fiancé. The reason? Her boss won’t promote her because she’s single—his rationale being that if she doesn’t have any roots or permanence, there’s nothing to keep her from wandering away. Enter the fake fiancé, and she gets the promotion.

The chances that you’ll be faced with something so direct are slim. But, you may be asked when you’re planning on getting married, or if you’ll continue to work after having children. Any questions related to your family status are technically illegal, but employers often ask them to get a read on your future commitment to the job and company.

An appropriate answer to these types of questions would be “You know, I’m not quite there yet. But I am very interested in the career paths at your company. Can you tell me more about that?” This assures the interviewer that you’re committed to your professional growth, but doesn’t promise them anything in terms of your future—and lets you steer the conversation back to a job-related topic.

3. Citizenship, Nationality, or Language

U.S. employers can get in big trouble for hiring people not legally allowed to work in the country, which has lead to companies taking stronger measures to find out about their applicants even before they’re hired. But the only way they can do that legally to ask the question directly: “Are you legally authorized to work in the U.S.?” Any other way of phrasing it, such as “Where are you from?” or “Where were you born?” is illegal.

That said, these types of questions often slip out as conversation starters, so you can take a couple of different approaches to answering them. If you think it’s a friendly mistake, just smile and say, “California. What about you?” But if this makes you uncomfortable, you can gracefully dodge it with something like, “I’ve actually lived a lot of places. But I am legally allowed to work in the U.S., if that’s what you’re asking.”

4. Age

We've all heard of age discrimination—younger candidates getting passed up for more experienced ones, and older workers being pushed aside in favor of junior employees who might cost less in terms of salary. Though some states have laws that prohibit age discrimination against younger employees, the Age Discrimination in Employment Act actually only protects workers who are over 40 years old. This means that a potential employer might tread into territory that’s discriminatory to a younger person, but not necessarily illegal. For example, “We’ve generally hired older, more experienced people for this type of position.” Unfair? Yes. Illegal? No.

This situation should rightly concern you, but be prepared to address what the interviewer is trying to get at: Do you have the required experience for the position? A good answer would be to turn back to your job-related skills: highlighting specific accomplishments and how your experience can benefit the company.

5. Religion

An employer may be curious about your religious practices in order to plan their weekend or holiday schedules—and ask questions such as “What religious holidays do you observe?” or “Do you go to church on Sunday mornings?” While asking about your schedule (e.g. “can you work on Sunday mornings?”), is appropriate, employers should never tie it to religion. If someone probes into this part of your personal life, try answering back with a question: “What is the schedule like for the position?” Or, you assure them of your availability by saying something like “I’m certain that I’ll able to work the schedule you need for this position.”

Keep in mind that many times, illegal questions aren’t asked with ill intent. An inexperienced interviewer may say something like, “That’s a beautiful accent. Where are you from?” as a way to spark conversation. She might not realize the question is illegal, or may not know how to frame the question in a legal way.

But if you feel that a question is inappropriate, you can definitely ask the interviewer to clarify how it relates to the job. You are also within your rights to tell the interviewer that you’re not willing to answer a question that makes you uncomfortable. And if a question is truly offensive and discriminatory, you have the option of filing a complaint with the Equal Employment Opportunity Commission.

When faced with an illegal question, you have to take into consideration a variety of factors in deciding how to respond—the intent of the question, how much you want the job, and how your response might hurt your prospects for getting it. Ultimately, you’ll have to decide the best course of action for the situation—but it’s good for you to know where the law stands.



30. What do you think we could do better or differently?

This is a common one at startups (and one of our personal favorites here at The Muse). Hiring managers want to know that you not only have some background on the company, but that you're able to think critically about it and come to the table with new ideas. So, come with new ideas! What new features would you love to see? How could the company increase conversions? How could customer service be improved? You don’t need to have the company’s four-year strategy figured out, but do share your thoughts, and more importantly, show how your interests and expertise would lend themselves to the job.


4 Must-Dos When You're Interviewing With a Start-up
By Alison Johnston Rue

Interviewing for any position is a two-way street: The interviewer is trying to figure out if you’re right for the job, and you’re trying to figure out if you want to spend 40+ hours each week working for the company.

This is true for any interview, but it’s extra important when meeting with a start-up. Your interviewer wants to know how much you can contribute in two days, two months, and two years. He or she also wants to know how you’re going to fit in with a small staff and whether the current team members are going to want to sit next to you every day.

On your end, you need to figure out whether you’re going to enjoy working there enough to want to put in long hours for a likely under-market salary. You also need to gauge how likely you think the company is to succeed. Will your options be worth millions in five years, or will you be job hunting in five months?

It’s quite the balancing act, but there are four steps you can take that will help you simultaneously present yourself as the right candidate and make sure you actually want the job.

1. Use the Product

No matter what role you’re interviewing for—engineering, sales, marketing—you should always use the product before your first interview (and ideally, a few times). If hired, your goal will be to create value for the people who use that product, and being a user yourself is the first step. Doing this will also help you determine whether you can be passionate about the company and product as well as convey that passion to your interviewer.

Not in the target demographic? Just because you’re a childless 25-year-old interviewing at a site designed for parents doesn’t mean you can’t play the part. At InstaEDU, our target customers are students, but some of our best candidates have grabbed homework questions off the internet and pretended to be back in college.

If you really can’t use the product (e.g., it’s built for large corporations or costs several hundred dollars), you can make up for that by doing your research. Go through any available materials on the website, read news articles and reviews, and talk to anyone you know who has used it. And definitely understand who the company’s competitors are and why its product is superior.

2. Bring Your Ideas

Now that you’re familiar with the product, be ready with ideas for how you’d like to improve it in your role. What new features would you be most excited to build? How would you engage users (or re-engage existing ones)? How could the company increase conversions? How could customer service be improved?

You don’t need to have the company’s four-year strategy figured out, but you can share your thoughts, and more importantly, show how your interests and expertise would lend themselves to the job. Knowing what you’ve done in previous positions is helpful, but remember that the interviewer is trying to determine what you will do and how your skills will apply at his or her company. Start-ups are looking for people who can dive right in.

On your end, this will help you gut check that the day-to-day activities involved with the role interest you. You may love social media marketing, but find in your exercise that the company would benefit most from direct sales—and that’s definitely something to consider.

3. Be Ready to Interview Back

Most interviewers will save time at the end of your meeting to let you ask questions. And by all means, do! If you’re interviewing with a founder, ask about his or her vision for the company, how the company defines success, and how it plans to get there. Don’t be afraid to ask about the company’s business plan, funding situation, and potential roadblocks as well. If you’re talking with someone who will be your peer, ask about his or her favorite parts of the company, the biggest challenges he or she has faced, and what it’s like working with the team.

These conversations will not only give you helpful information to consider if you get an offer, they’ll show the interviewer that you’re seriously evaluating the company yourself (and not just trying to get the first start-up job that lands on your plate).

4. Follow Up

This advice is as old as the interview process itself, but many candidates still fail to follow it, especially in the casual world of tech start-ups: Send a thank-you note. Sending an email later that day shows that you’re polite, that you follow through on things, and that you’re actually interested in the job.

It also opens up an opportunity to strengthen an interview area that you felt was weak. Ever been stumped in an interview then realized what you should have said the moment you left? Or thought of a great marketing strategy on the drive home from the interview? Feel free to add a quick paragraph mentioning your new ideas.

When you’re interviewing with a start-up, you goal is to ensure that the job is a great fit for you, and to convey that to your interviewer as well. When you do, you’ll be in a better position to negotiate your offer and get started once you accept it—full of ideas on ways to hit the ground running.



31. Do you have any questions for us?

You probably already know that an interview isn't just a chance for a hiring manager to grill you—it's your opportunity to sniff out whether a job is the right fit for you. What do you want to know about the position? The company? The department? The team?

You'll cover a lot of this in the actual interview, so have a few less-common questions ready to go. We especially like questions targeted to the interviewer (“What's your favorite part about working here?") or the company's growth (“What can you tell me about your new products or plans for growth?")

51 Interview Questions You Should Be Asking
By The Daily Muse Editor

You probably already know that an interview isn't just a chance for a hiring manager to grill you with interview questions —it's your opportunity to sniff out whether a job is the right fit for you. Which means: It's important to go in with some questions. What do you want to know about the position? The company? The department? The team?

To get you thinking, we've put together a list of key questions to ask in your interview. We definitely don't suggest asking all of them rapid-fire—some of this stuff will certainly be covered during the course of your discussion, and you can weave in other questions as you go.

But when the inevitable, "So, do you have any questions for us?" part of the interview comes? Use this list to make sure you've covered all your bases.


The Job

First, make sure you have a handle on exactly what the day-to-day responsibilities of the job will be—both now and in the future.

1. What does a typical day look like?

2. What are the most immediate projects that need to be addressed?

3. Can you show me examples of projects I'd be working on?

4. What are the skills and experiences you’re looking for in an ideal candidate?

5. What attributes does someone need to have in order to be really successful in this position?

6. What types of skills is the team missing that you’re looking to fill with a new hire?

7. What are the biggest challenges that someone in this position would face?

8. What sort of budget would I be working with?

9. Is this a new role that has been created?

10. Do you expect the main responsibilities for this position to change in the next six months to a year?


Training and Professional Development

Think of each new job not just as a job, but as the next step on your path to career success. Will this position help you get there?

11. How will I be trained?

12. What training programs are available to your employees?

13. Are there opportunities for advancement or professional development?

14. Would I be able to represent the company at industry conferences?

15. Where is the last person who held this job moving on to?

16. Where have successful employees previously in this position progressed to?


Your Performance

Make sure you're setting yourself up for success by learning up front the goals of the position and how your work will be evaluated.

17. What are the most important things you’d like to see someone accomplish in the first 30, 60, and 90 days on the job?

18. What are the performance expectations of this position over the first 12 months?

19. What is the performance review process like here? How often would I be formally reviewed?

20. What metrics or goals will my performance be evaluated against?


Interviewer

Asking questions of the interviewer shows that you're interested in him or her as a person—and that's a great way to build rapport.

21. How long have you been with the company?

22. Has your role changed since you've been here?

23. What did you do before this?

24. Why did you come to this company?

25. What’s your favorite part about working here?


The Company

Because you're not just working for one boss or one department, you're working for the company as a whole.

26. I've read about the company's founding, but can you tell me more about ___?

27. Where do you see this company in the next few years?

28. What can you tell me about your new products or plans for growth?

29. What are the current goals that the company is focused on, and how does this team work to support hitting those goals?

30. What gets you most excited about the company's future?


The Team

The people you work with day in and day out can really make or break your work life. Ask some questions to uncover whether it's the right team for you.

31. Can you tell me about the team I’ll be working with?

32. Who will I work with most closely?

33. Who will I report to directly?

34. Can you tell me about my direct reports? What are their strengths and the team's biggest challenges?

35. Do you expect to hire more people in this department in the next six months?

36. Which other departments work most closely with this one?

37. What are the common career paths in this department?


The Culture

Is the office buttoned-up conservative or a fly-by-the-seat-of-your-pants kind of place? Learn the subtle, but oh-so-important, aspects of company culture.

38. What is the company and team culture like?

39. How would you describe the work environment here—is the work typically collaborative or more independent?

40. Can you tell me about the last team event you did together?

41. Is there a formal mission statement or company values? (Note: Make sure this isn't Google-able!)

42. What's your favorite office tradition?

43. What do you and the team usually do for lunch?

44. Does anyone on the team hang out outside the office?

45. Do you ever do joint events with other companies or departments?

46. What's different about working here than anywhere else you've worked?

47. How has the company changed since you joined?


Next Steps

Before you leave, make sure the interviewer has all of the information he or she needs and that you're clear on the next steps by asking these questions.

48. Is there anything that concerns you about my background being a fit for this role?

49. What are the next steps in the interview process?

50. Is there anything else I can provide you with that would be helpful?

51. Can I answer any final questions for you?


5 Better Questions to Ask at the End of an Interview Than "What's a Typical Day Like?"
By Aja Frost

The interview questions you choose to ask at the end of of your meeting tell hiring managers almost as much about you as your answers to their questions.

Unfortunately, the same “good” questions have become more and more widely used, meaning interviewers are now used to being asked things like, “What would my first month on the job look like?” or “What makes someone in this role highly successful?”

Don’t get me wrong, those are great—but they don’t distinguish you from the other candidates.

That’s why I’ve come up with five thoughtful, interesting, and most importantly, new options to pose during your next interview. Not only will you get some good insights, but you’ll be more memorable as well.


1. Which Experience Prepared You the Most for This One, and Why?

What This Says About You: You’ll learn quickly. Rather than starting from scratch, you’ll be actively focusing on applying what you’ve learned in previous positions to your new role.

What This Tells You: From the hiring manager’s answer, you should get a better sense of the office environment and how your future team operates.

Let’s say she responds, “I spent three years working for a small startup—that experience has come in handy, because even though this company is much bigger, we’ve got that startup, ‘If you see it, fix it’ ethos.’”

Well, that very plainly tells you this company values autonomy, humility, and initiative.


2. What Makes This Office Special?

What This Says About You: You’re not just looking for any job. You care about finding the right fit.

What This Tells You: Whether or not this company would be good for you, day in and day out.

Maybe the hiring manager says, “We’re all huge sports fans. Each month, the entire company attends a local game.” If you’d rather clean your bathroom than sit through a single inning of a baseball game, this probably isn’t the company for you.


3. Why Are You Excited About Hiring a New Person in This Role?

What This Says About You: You care about your boss’ goals and how your work will drive the organization forward.

What This Tells You: Whether the hiring manager’s vision of the job aligns with yours, as well as what he or she prioritizes.

For example, you might be jazzed about this project analyst position because you want to identify and solve inefficiences. But the hiring manager says he’s looking forward to having someone be a liaison between multiple departments.


4. I Know One of Your Company Values Is [Value Here]. How Does That Manifest Itself in the Workplace?

What This Says About You: You want to work somewhere with integrity—and you understand the difference between intentions and actions. Also, you did your research!

What This Tells You: If the hiring manager can’t give you a good answer, that’s a clue the organization is, well, talking the talk without walking the walk.

Here’s what a good answer might look like:

“Yes, one of our core values is openness, and openness definitely influences much of how we do things. Every Friday, our entire team gets together for a town hall meeting where anyone can ask anything they’d like. I can’t remember a single time our CEOs have rejected a question. Also, we use Slack to communicate, and unless a conversation is clearly sensitive or confidential, it takes place in one of our public channels.”


5. What’s the Typical Leadership Style Here?

What This Says About You: You’re looking for a productive, mutually beneficial relationship between you and your supervisor.

What This Tells You: Whether or not your working style will mesh with your (maybe) boss’.

To give you an idea, perhaps you’re a big fan of regular feedback and would rather have too much direction than too little. If the hiring manager says, “We spend a lot of time getting new employees up to speed and making sure they have all the tools necessary to be successful,” you’re probably going to get along swimmingly. However, if she says, “We believe people do their best when they’re working independently and don’t have someone constantly looking over their shoulder,” then you might want to reconsider.


Here's another good article to have a view.
http://interviewbackdoor.com/75-common-interview-questions/


12 Interview Moves That'll Lose You the Job Faster Than You Can Send a Thank You Note
By Young Entrepreneur Council

It doesn’t matter how charming you are over the phone if, when the time comes for an in-person meeting, your enthusiasm doesn’t translate. Body language and overall behavior can (and often do) tell a whole different story.

Curious about which job interview mistakes are truly unforgivable, we asked 12 entrepreneurs and members of Young Entrepreneur Council (YEC) to share how a potentially great candidate can ruin his or her chances. Their best advice is below.



1. You Constantly Interrupt

I’ve held multiple interviews where the interviewee is qualified for the position and seems like a great fit. But if he or she interrupts me throughout the interview, he or she simply won’t get hired. It shows a huge level of disrespect and immaturity and tells me right away you can’t work on a team. If we can’t get through a simple interview, how can I expect to put you in front of a client?

—Andrew Saladino, Kitchen Cabinet Kings



2. You Still Behave Like You’re in College

College is a great time to experience new things, try out different philosophies, and interact with distinct modes of thought. At some point, however, it’s time to get real. Professionals, unlike college students, don’t have the luxury of being indignant or offended at everything. If someone goes on a politically or socially charged tirade during the interview, even if I agree, he or she is out!

—Joel Butterly, InGenius Prep



3. You Fail to Acknowledge Weaknesses

Everyone wants to put his or her best foot forward, but a boastful refusal to acknowledge that there’s no area in which you are not an expert is a huge red flag, especially when it’s something I am an expert in, and I can plainly see you’re talking garbage. I want to employ the right people, and I don’t mind investing in training, but I won’t hire someone who can’t acknowledge when he or she needs help.

—Vik Patel, Future Hosting



4. You Lack Familiarity With the Company or Product

If an excellent candidate fails to have a decent understanding of our company’s mission or the product we sell, then it’s an absolute deal breaker. We recently interviewed a really great technical candidate referred to us by a trusted source. When asked a basic question about his experience with the product, we learned that he hadn’t even created a (free) account yet.

—Tarek Pertew, Uncubed



5. You Show Up Late for the Interview

I’ve had this happen on a few occasions. Each time I’ve gone forward with the interview, but probably should have sent them home immediately. At the end of the day, regardless of how qualified you are for a position, if you can’t find a way to get to your interview on time, you’re not someone I want to hire. I believe it simply shows that you didn’t do everything in your power to be prepared.

—Joshua Dorkin, BiggerPockets



6. You Don’t Clearly Answer the Question at Hand

When interviewing, I look for someone who remembers the question and answers it specifically, without offering information that isn’t needed. For example, I like to ask, ‘Who were your previous three bosses, and how would they grade you from one to 10?’ Sometimes people just tell you where they worked or say, ‘they would rate me highly.’ It shows a lack of clear communication.

—Mattan Griffel, One Month



7. You Speak Poorly of Past Employers

Candidates who trash talk their past employers during an interview illustrate their poor judgment. Even if an employer was terrible, an interview is not the time to talk about it. We could be friends with the former employer. And, it shows that if and when the candidate leaves our organization, he and she may choose to air our company’s dirty laundry (no company is perfect).

—Angela Harless, AcrobatAnt



8. You Respond With, “I Don’t Do That”

If a candidate states that he or she will not perform a particular task, I put him or her in the ‘no’ category. The Leading Niche is a team-oriented environment, so no one is too senior or above a task that helps move the company forward. This is a deal breaker because that type of attitude could poison our culture, where others are team players.

—Tamara Nall, The Leading Niche



9. You Are Way Too Nervous

I’ve had interviews with candidates who allowed themselves to get too worked up, and even had shaking hands and an intense stutter. Interviewing someone who is obviously smart but can’t get past his own nervousness indicates he can’t handle pressure and isn’t adaptable. In today’s fast paced environment, these qualities are essential.

—Marcela DeVivo, Homeselfe



10. You Seem Entitled

Confidence is different than entitlement. Confidence is explaining why you are the best fit for a job, and what you have accomplished that would benefit the position. Entitlement is saying why you are so great and how you deserve the job. Employees need to show they are hungry and willing to work for it, rather than that they are owed the job, the salary, or a title without the experience behind it.

—Ty Morse, Songwhale



11. You Don’t Take Our Mission Seriously

An essential part of every interview I conduct is going over my company’s mission and core values, point by point. For me, this is the ultimate barometer to determine if a candidate fits into our company culture. If the candidate’s eyes glaze over, I know it’s a no. If the candidate sits up straighter, locks eyes with me, and genuinely relates to what I’m saying, I know we can move forward.

—Nick Bayer, Saxbys Coffee



12. You Dress Incorrectly

I don’t care if you code all day or speak in front of hundreds. Dress to impress, and change your look based on the culture. As Coco Chanel said, ‘Dress shabbily and they remember the dress; dress impeccably and they remember the woman.’ Dressing poorly is just distracting, no matter how brilliant or becoming you truly are.

—Beck Bamberger, BAM Communications


Last but no least..how much love we have for that job, here's a few thing we should never sacrifice for the sake of your job. Think wisely. Live happily. Work passionately. Enjoy!

The 6 Things You Should Never Sacrifice for Your Job—No Matter What
By Travis Bradberry of Inc.

The typical workday is long enough as it is, and technology is making it even longer. When you do finally get home from a full day at the office, your mobile phone rings off the hook, and emails drop into your inbox from people who expect immediate responses.

While most people claim to disconnect as soon as they get home, recent research says otherwise. A study conducted by the American Psychological Association found that more than 50% of us check work email before and after work hours, throughout the weekend, and even when we’re sick. Even worse, 44% of us check work email while on vacation.

A Northern Illinois University study that came out this summer shows just how bad this level of connection really is. The study found that the expectation that people need to respond to emails during off-work hours produces a prolonged stress response, which the researchers named “telepressure.” Telepressure ensures that you are never able to relax and truly disengage from work. This prolonged state of stress is terrible for your health. Besides increasing your risk of heart disease, depression, and obesity, stress decreases your cognitive performance.

We need to establish boundaries between our personal and professional lives. When we don’t, our work, our health, and our personal lives suffer.

Responding to emails during off-work hours isn’t the only area in which you need to set boundaries. You need to make the critical distinction between what belongs to your employer and what belongs to you and you only. The items that follow are yours. If you don’t set boundaries around them and learn to say no to your boss, you’re giving away something with immeasurable value.


1. Your Health

It’s difficult to know when to set boundaries around your health at work because the decline is so gradual. Allowing stress to build up, losing sleep, and sitting all day without exercising all add up. Before you know it, you’re rubbing your aching back with one hand and your zombie-like eyes with the other, and you’re looking down at your newly acquired belly. The key here is to not let things sneak up on you, and the way you do that is by keeping a consistent routine. Think about what you need to do to keep yourself healthy (taking walks during lunch, not working weekends, taking your vacations as scheduled), make a plan, and stick to it no matter what. If you don’t, you’re allowing your work to overstep its bounds.


2. Your Family

It’s easy to let your family suffer for your work. Many of us do this because we see our jobs as a means of maintaining our families. We have thoughts such as “I need to make more money so that my kids can go to college debt-free.” Though these thoughts are well-intentioned, they can burden your family with the biggest debt of all—a lack of quality time with you. When you’re on your deathbed, you won’t remember how much money you made for your spouse and kids. You’ll remember the memories you created with them.


3. Your Sanity

While we all have our own levels of this to begin with, you don’t owe a shred of it to your employer. A job that takes even a small portion of your sanity is taking more than it’s entitled to. Your sanity is something that’s difficult for your boss to keep track of. You have to monitor it on your own and set good limits to keep yourself healthy. Often, it’s your life outside of work that keeps you sane. When you’ve already put in a good day’s (or week’s) worth of work and your boss wants more, the most productive thing you can do is say no, and then go and enjoy your friends and hobbies. This way, you return to work refreshed and de-stressed. You certainly can work extra hours if you want to, but it’s important to be able to say no to your boss when you need time away from work.


4. Your Identity

While your work is an important part of your identity, it’s dangerous to allow your work to become your whole identity. You know you’ve allowed this to go too far when you reflect on what’s important to you and work is all that (or most of what) comes to mind. Having an identity outside of work is about more than just having fun. It also helps you relieve stress, grow as a person, and avoid burnout.


5. Your Contacts

While you do owe your employer your best effort, you certainly don’t owe him or her the contacts you’ve developed over the course of your career. Your contacts are a product of your hard work and effort, and while you might share them with your company, they belong to you.


6. Your Integrity

Sacrificing your integrity causes you to experience massive amounts of stress. Once you realize that your actions and beliefs are no longer in alignment, it’s time to make it clear to your employer that you’re not willing to do things his or her way. If that’s a problem for your boss, it might be time to part ways.


Bringing it All Together

Success and fulfillment often depend upon your ability to set good boundaries. Once you can do this, everything else just falls into place.



Happy reading!

Thanks. XOXO