Top 15 Job Interview Questions and Answers | Common Job interview questions. Although some job interviewers use a very unusual approach to interview questions, most job interviews exchange common interview questions and answers. Here are some common interview questions, the best way to answer them.
Top 15 Job Interview Questions and Answers
1. Tell me a little about yourself
If you are an interviewer, you need to know a lot: Candidate re-experience and cover letter will tell you a lot, and LinkedIn, Twitter and Facebook, and Google can tell you more.
The purpose of the interview is to determine if the candidate will be prominent in the job, and this means assessing the skills and attitudes required for the job. Does he need to be a compassionate leader? Ask about it. Does it need to make your company public? Ask about it.
If you are a candidate, talk about why you took some jobs. Explain why you left. Explain why you chose a particular school. Share why you decided to go to grade school. Discuss why you took a year to travel by bag to Europe, and how your experience benefited you.
When you answer this question, link the points to your resume so that the interviewer not only understands what you did but also the reason.
2. What are your biggest weaknesses?
Every candidate knows how to answer this question: just pick an ideological weakness and magically disguise it.
For example: “My biggest weakness is getting so busy with my work that I waste all my time. Every day I look and feel like everyone is home! I’m doing it.” I just can’t think of anything else. ”
So your “biggest weakness” is that you will spend the most hours? Great.
There is a better way to choose the real weakness, but the one you are working to improve. Share what you are doing to overcome this weakness. No one is perfect, but to show that you are honestly willing to self-assess and then look for ways to improve.
3. What are your biggest strengths?
I’m not sure why the interviewers ask these questions. Your list of experiences and experiences should easily show your strengths.
Even so, if you are asked, provide a quick, quick answer. Be clear and precise. If you are going to solve a big problem, don’t just say: Give some examples that are from the beginning, it proves that you are going to solve a big problem. If you are an emotionally intelligent leader, don’t just say: Give some examples that will prove to you how to answer an unanswered question.
4. Where do you see yourself in five years?
The answers to this question are one of two basic. Candidates try to express their incredible desire by giving a very optimistic answer (because they think you want it): “I want your job!” Or they try to show their humility by providing a polite, self-deprecating response (because that’s what you think they want): “There are a lot of skilled people here. I just want to do a great job.” And I want to see where my abilities take me. ”
In either case, you learn nothing but how well the candidates can sell themselves.
For interviewers, a better question is: “Which business would you like to start?”
This question applies to any organization because every employee of every company should have a business mindset.
A candidate will tell you about his / her hopes and dreams, his / her interests and passions, the job he/she likes to do, the people he/she likes to work with. So just sit and listen.
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5. Out of all the candidates, why should we hire you?
Since a candidate cannot compare himself to people he does not know, he can only express his incredible passion and desire and determination and … well, basically Begging for a job (Many interviewers ask these questions and then sit down, close their arms, as if to say, “Go ahead. I’m listening. Try to please me.”)
And you learn nothing from matter.
A better question here is: “What do you think I need to know that we haven’t discussed?” Or even “If you could find work on any of my questions, how would you answer it now?”
Rarely do candidates realize at the end of an interview that they have done their best. The conversation may have taken an unexpected turn. The interviewer may have focused on one aspect of his abilities and completely ignored the other key features. Or candidates may be nervous and hesitant to start the interview, and now I wish they could go back and better explain their qualifications and experience.
Also, think about it this way: As an interviewer, your goal is to learn as much as possible about each candidate, so don’t you want to give them the opportunity to make sure you do your job? Create?
Just make sure to turn this part of the interview into a conversation, not a conversation. Just don’t listen passively and then say, “Thanks. We’ll get in touch.” Ask follow-up questions. Ask for an example.
And of course, if you’ve been asked this question, use it as an opportunity to highlight things you haven’t been able to touch.
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6. How did you learn about the opening?
Job boards, general postings, online listings, job fairs – that’s how most people look for their first jobs, so it’s definitely not a red flag.
But a candidate who is constantly looking for a job from ordinary postings may not have an idea of what he wants to do – and where he would like to do it.
He is just looking for a job. Often, no work
So don’t just explain what you’ve heard about the opening, follow the company, tell a current partner, through an existing employer, about the job. Show that you know the job because you want to work there.
Employers don’t want to hire people who just want a job. They want to hire people who want jobs in their company.
7. Why do you want this job?
Now go deeper. Don’t just talk about why it would be good to work for the company. Talk about how the position is a perfect fit for what you hope to accomplish, which is short-term and long-term.
And if you don’t know why the position is appropriate, look elsewhere. Life is too short.
8. What do you consider to be your biggest professional achievement?
Here’s an interview question that definitely needs a job-related answer. If you say that your biggest achievement is improving the corridor by 18% in six months but you are interviewing for a leadership role in human resources, the answer is interesting but ultimately irrelevant.
Instead, talk about a low-performing employee you “saved”, or how you handled a fight between departments, or how many of your direct reports have been promoted.
The goal is to share the accomplishments that allow the interviewer to imagine you in this position – and see if you succeed.
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9. Tell me about the last time a co-worker or customer got angry with you. What happened?
Conflicts are inevitable when a company works hard. Mistakes happen. Of course, strengths come to the fore, but weaknesses also hold their heads back. And that’s fine. None complete.
But the person pushing the blame – and the responsibility to improve the situation – have to avoid anyone else. Instead of hiring employees, we will select candidates who focus on problem-solving and not on blaming.
Every business needs employees who willingly admit when they are wrong, move on to take ownership to fix the problem, and most importantly, learn from experience.
10. Describe your dream job
Three words describe what you should answer this question: relevance, relevance, relevance.
But that doesn’t mean you have to answer. You can learn something from everything. You can master everything. Work Backward: Identify the job you are interviewing for that will help you if you one day land on your dream job, and then state that these things apply to your job. But what happens one day?
And don’t be afraid to admit that one day you want to join another company or better yet – you can move on to start your own business. Employers no longer expect “always” employees.
11. Why do you want to leave your current job?
Let’s start with the things you shouldn’t say (or, if you’re an interviewer, what the red flags are for sure).
Don’t talk about how difficult your boss is. Don’t talk about how you can’t go with other employees. Don’t underestimate your company.
Instead, focus on the positives that will lead to action. Talk about what you want to achieve. Talk about what you want to learn. Talk about the ways you want to grow, the things you want to accomplish. Explain how good an initiative would be for you and your new company.
Complaining about your current employer is like gossiping: If you want to say bad things to someone else, you may do the same to me.
12. What kind of work environment do you like best?
You may prefer to work alone, but if the job you are interviewing for is in a call center, this answer will not help you.
So take a step back and think about the job you’re applying for and the company culture (because every company has one, whether intentional or unintentional). If your flexible schedule is important, but the company doesn’t offer anything, consider something else. If you like constant direction and cooperation and expect self-management from the company, focus on something else.
Find ways to highlight how the company’s environment will work best for you. And if you can’t find a way, don’t get a job, because you’ll be miserable.
13. Tell me about the toughest decision you had to make in the last six months
The purpose of this question is to assess a candidate’s reasoning ability, problem-solving skills, judgment, and potentially willing risk-taking.
Not responding is a warning sign. Everyone makes tough decisions, regardless of their status. My daughter worked part-time as a waitress at a local restaurant and made difficult decisions all the time. Like the best way to deal with a regular customer whose behavior is borderline harassment.
A good answer proves that you can make a difficult analytical or reasoning decision – for example, wedding through data rims to determine the best solution to a problem.
A good answer proves that you can make a difficult mutual decision or a difficult decision based on better statistics that involve mutual ideas and usefulness.
It is important to make decisions based on statistics, but almost every decision affects people. The best candidates naturally weigh every aspect of an issue, not just the business or human side.
14. What is your leadership style?
This is a difficult question to answer without being overwhelmed by rebellion. Instead of sharing examples of leadership. Saying, “The best way for me to respond is to give you some examples of the leadership challenges I’ve faced,” and then share the situations where you dealt with an issue, a team. Encouraged, worked through the crisis. Explain what you did and it will give the interviewer a sense of how you are guiding.
And, of course, it lets you highlight some of your accomplishments.
15. Tell me about a time you disagreed with a decision. What did you do?
No one agrees with every decision. Disagreement is OK What do you do when you disagree? (We all know people who want to “meet after a meeting” where they support a decision in a meeting but then they go out and hurt it.)
Show that you were a professional. Show that you raised your concerns effectively. If you have an example that proves that you can influence change, great – and if you don’t, show that you can support a decision even though you think so. That it is wrong (unless it is immoral, immoral, etc.).
Every company wants employees to share their worries and problems with honesty and clarity. But backing down and supporting a decision is like agreeing with it, even if they don’t agree with it.