The 25 most difficult questions you'll be

asked on a job interview

1. Tell me about yourself.

Since this is often the opening question in an interview, be extracareful that you don't run
off at the mouth. Keep your answer to a minute or two at most. Cover four topics: early
years, education, work history, and recent career experience. Emphasize this last subject.
Remember that this is likely to be a warm-up question. Don't waste your best points on it.

2. What do you know about our organization?

You should be able to discuss products or services, revenues, reputation, image, goals,
problems, management style, people, history and philosophy. But don't act as if you know
everything about the place. Let your answer show that you have taken the time to do
some research, but don't overwhelm the interviewer, and make it clear that you wish to
learn more.

You might start your answer in this manner: "In my job search, I've investigated a number
of companies.

Yours is one of the few that interests me, for these reasons..."

Give your answer a positive tone. Don't say, "Well, everyone tells me that you're in all
sorts of trouble, and that's why I'm here", even if that is why you're there.

3. Why do you want to work for us?

The deadliest answer you can give is "Because I like people." What else would you like-
animals?

Here, and throughout the interview, a good answer comes from having done your
homework so that you can speak in terms of the company's needs. You might say that
your research has shown that the company is doing things you would like to be involved
with, and that it's doing them in ways that greatly interest you. For example, if the
organization is known for strong management, your answer should mention that fact and
show that you would like to be a part of that team. If the company places a great deal of
emphasis on research and development, emphasize the fact that you want to create new
things and that you know this is a place in which such activity is encouraged. If the
organization stresses financial controls, your answer should mention a reverence for
numbers.
If you feel that you have to concoct an answer to this question - if, for example, the
company stresses research, and you feel that you should mention it even though it really
doesn't interest you- then you probably should not be taking that interview, because you
probably shouldn't be considering a job with that organization.

Your homework should include learning enough about the company to avoid approaching
places where you wouldn't be able -or wouldn't want- to function. Since most of us are
poor liars, it's difficult to con anyone in an interview. But even if you should succeed at it,
your prize is a job you don't really want.

4. What can you do for us that someone else can't?

Here you have every right, and perhaps an obligation, to toot your own horn and be a bit
egotistical. Talk about your record of getting things done, and mention specifics from
your resume or list of career accomplishments. Say that your skills and interests,
combined with this history of getting results, make you valuable. Mention your ability to
set priorities, identify problems, and use your experience and energy to solve them.

5. What do you find most attractive about this position? What seems least attractive
about it?

List three or four attractive factors of the job, and mention a single, minor, unattractive
item.

6. Why should we hire you?

Create your answer by thinking in terms of your ability, your experience, and your
energy. (See question 4.)

7. What do you look for in a job?

Keep your answer oriented to opportunities at this organization. Talk about your desire to
perform and be recognized for your contributions. Make your answer oriented toward
opportunity rather than personal security.

8. Please give me your defintion of [the position for which you are being
interviewed].

Keep your answer brief and taskoriented. Think in in terms of responsibilities and
accountability. Make sure that you really do understand what the position involves before
you attempt an answer. If you are not certain. ask the interviewer; he or she may answer
the question for you.

9. How long would it take you to make a meaningful contribution to our firm?
Be realistic. Say that, while you would expect to meet pressing demands and pull your
own weight from the first day, it might take six months to a year before you could expect
to know the organization and its needs well enough to make a major contribution.

10. How long would you stay with us?

Say that you are interested in a career with the organization, but admit that you would
have to continue to feel challenged to remain with any organization. Think in terms of,
"As long as we both feel achievement-oriented."

11. Your resume suggests that you may be over-qualified or too experienced for this
position. What's Your opinion?

Emphasize your interest in establishing a long-term association with the organization, and
say that you assume that if you perform well in his job, new opportunities will open up
for you. Mention that a strong company needs a strong staff. Observe that experienced
executives are always at a premium. Suggest that since you are so wellqualified, the
employer will get a fast return on his investment. Say that a growing, energetic company
can never have too much talent.

12. What is your management style?

You should know enough about the company's style to know that your management style
will complement it. Possible styles include: task oriented (I'll enjoy problem-solving
identifying what's wrong, choosing a solution and implementing it"), results-oriented
("Every management decision I make is determined by how it will affect the bottom
line"), or even paternalistic ("I'm committed to taking care of my subordinates and
pointing them in the right direction").

A participative style is currently quite popular: an open-door method of managing in

which you get things done by motivating people and delegating responsibility.

As you consider this question, think about whether your style will let you work hatppily
and effectively within the organization.

13. Are you a good manager? Can you give me some examples? Do you feel that you
have top managerial potential?

Keep your answer achievementand ask-oriented. Rely on examples from your career to
buttress your argument. Stress your experience and your energy.

14. What do you look for when You hire people?

Think in terms of skills. initiative, and the adaptability to be able to work comfortably
and effectively with others. Mention that you like to hire people who appear capable of
moving up in the organization.
15. Have you ever had to fire people? What were the reasons, and how did you
handle the situation?

Admit that the situation was not easy, but say that it worked out well, both for the
company and, you think, for the individual. Show that, like anyone else, you don't enjoy
unpleasant tasks but that you can resolve them efficiently and -in the case of firing
someone- humanely.

16. What do you think is the most difficult thing about being a manager or
executive?

Mention planning, execution, and cost-control. The most difficult task is to motivate and
manage employess to get something planned and completed on time and within the
budget.

17. What important trends do you see in our industry?

Be prepared with two or three trends that illustrate how well you understand your
industry. You might consider technological challenges or opportunities, economic
conditions, or even regulatory demands as you collect your thoughts about the direction
in which your business is heading.

18. Why are you leaving (did you leave) your present (last) job?

Be brief, to the point, and as honest as you can without hurting yourself. Refer back to the
planning phase of your job search. where you considered this topic as you set your
reference statements. If you were laid off in an across-the-board cutback, say so;
otherwise, indicate that the move was your decision, the result of your action. Do not
mention personality conflicts.

The interviewer may spend some time probing you on this issue, particularly if it is clear
that you were terminated. The "We agreed to disagree" approach may be useful.
Remember hat your references are likely to be checked, so don't concoct a story for an
interview.

19. How do you feel about leaving all your benefits to find a new job?

Mention that you are concerned, naturally, but not panicked. You are willing to accept
some risk to find the right job for yourself. Don't suggest that security might interest you
more than getting the job done successfully.

20. In your current (last) position, what features do (did) you like the most? The
least?
Be careful and be positive. Describe more features that you liked than disliked. Don't cite
personality problems. If you make your last job sound terrible, an interviewer may
wonder why you remained there until now.

21. What do you think of your boss?

Be as positive as you can. A potential boss is likely to wonder if you might talk about him
in similar terms at some point in the future.

22. Why aren't you earning more at your age?

Say that this is one reason that you are conducting this job search. Don't be defensive.

23. What do you feel this position should pay?

Salary is a delicate topic. We suggest that you defer tying yourself to a precise figure for
as long as you can do so politely. You might say, "I understand that the range for this job
is between $______ and $______. That seems appropriate for the job as I understand it."
You might answer the question with a question: "Perhaps you can help me on this one.
Can you tell me if there is a range for similar jobs in the organization?"

If you are asked the question during an initial screening interview, you might say that you
feel you need to know more about the position's responsibilities before you could give a
meaningful answer to that question. Here, too, either by asking the interviewer or search
executive (if one is involved), or in research done as part of your homework, you can try
to find out whether there is a salary grade attached to the job. If there is, and if you can
live with it, say that the range seems right to you.

If the interviewer continues to probe, you might say, "You know that I'm making $______
now. Like everyone else, I'd like to improve on that figure, but my major interest is with
the job itself." Remember that the act of taking a new job does not, in and of itself, make
you worth more money.

If a search firm is involved, your contact there may be able to help with the salary
question. He or she may even be able to run interference for you. If, for instance, he tells
you what the position pays, and you tell him that you are earning that amount now and
would Like to do a bit better, he might go back to the employer and propose that you be
offered an additional 10%.

If no price range is attached to the job, and the interviewer continues to press the subject,
then you will have to restpond with a number. You cannot leave the impression that it
does not really matter, that you'll accept whatever is offered. If you've been making
$80,000 a year, you can't say that a $35,000 figure would be fine without sounding as if
you've given up on yourself. (If you are making a radical career change, however, this
kind of disparity may be more reasonable and understandable.)
Don't sell yourself short, but continue to stress the fact that the job itself is the most
important thing in your mind. The interviewer may be trying to determine just how much
you want the job. Don't leave the impression that money is the only thing that is
important to you. Link questions of salary to the work itself.

But whenever possible, say as little as you can about salary until you reach the "final"
stage of the interview process. At that point, you know that the company is genuinely
interested in you and that it is likely to be flexible in salary negotiations.

24. What are your long-range goals?

Refer back to the planning phase of your job search. Don't answer, "I want the job you've
advertised." Relate your goals to the company you are interviewing: 'in a firm like yours,
I would like to..."

25. How successful do you you've been so far?

Say that, all-in-all, you're happy with the way your career has progressed so far. Given
the normal ups and downs of life, you feel that you've done quite well and have no
complaints.

Present a positive and confident picture of yourself, but don't overstate your case. An
answer like, "Everything's wonderful! I can't think of a time when things were going
better! I'm overjoyed!" is likely to make an interviewer wonder whether you're trying to
fool him . . . or yourself. The most convincing confidence is usually quiet confidence.

Interviewing is a delicate and highly subjective matter. An interviewee’s performance

may hit home hard with one interviewer, but fall flat with another. Chemistry and rapport
are often the deciding factors.
How to answer 23 of the most common interview
questions
1. So, tell me a little about yourself.
I’d be very surprised if you haven’t been asked this one at every interview. It’s probably
the most asked question because it sets the stage for the interview and it gets you talking.
Be careful not to give the interviewer your life story here. You don’t need to explain
everything from birth to present day. Relevant facts about education, your career and
your current life situation are fine.

2. Why are you looking (or why did you leave you last job)?
This should be a straightforward question to answer, but it can trip you up. Presumably
you are looking for a new job (or any job) because you want to advance your career and
get a position that allows you to grow as a person and an employee. It’s not a good idea to
mention money here, it can make you sound mercenary. And if you are in the unfortunate
situation of having been downsized, stay positive and be as brief as possible about it. If
you were fired, you’ll need a good explanation. But once again, stay positive.

3. Tell me what you know about this company.

Do your homework before you go to any interview. Whether it’s being the VP of
marketing or the mailroom clerk, you should know about the company or business you’re
going to work for. Has this company been in the news lately? Who are the people in the
company you should know about? Do the background work, it will make you stand out as
someone who comes prepared, and is genuinely interested in the company and the job.

4. Why do you want to work at X Company?

This should be directly related to the last question. Any research you’ve done on the
company should have led you to the conclusion that you’d want to work there. After all,
you’re at the interview, right? Put some thought into this answer before you have your
interview, mention your career goals and highlight forward-thinking goals and career
plans.

5. What relevant experience do you have?

Hopefully if you’re applying for this position you have bags of related experience, and if
that’s the case you should mention it all. But if you’re switching careers or trying
something a little different, your experience may initially not look like it’s matching up.
That’s when you need a little honest creativity to match the experiences required with the
ones you have. People skills are people skills after all, you just need to show how
customer service skills can apply to internal management positions, and so on.

6. If your previous co-workers were here, what would they say about you?
Ok, this is not the time for full disclosure. If some people from your past are going to say
you’re a boring A-hole, you don’t need to bring that up. Stay positive, always, and maybe
have a few specific quotes in mind. “They’d say I was a hard worker” or even better
“John Doe has always said I was the most reliable, creative problem-solver he’d ever
met.”

7. Have you done anything to further your experience?

This could include anything from night classes to hobbies and sports. If it’s related, it’s
worth mentioning. Obviously anything to do with further education is great, but maybe
you’re spending time on a home improvement project to work on skills such as self-
sufficiency, time management and motivation.

8. Where else have you applied?

This is a good way to hint that you’re in demand, without sounding like you’re whoring
yourself all over town. So, be honest and mention a few other companies but don’t go
into detail. The fact that you’re seriously looking and keeping your options open is what
the interviewer is driving at.

9. How are you when you’re working under pressure?

Once again, there are a few ways to answer this but they should all be positive. You may
work well under pressure, you may thrive under pressure, and you may actually PREFER
working under pressure. If you say you crumble like aged blue cheese, this is not going to
help you get your foot in the door.

10. What motivates you to do a good job?

The answer to this one is not money, even if it is. You should be motivated by life’s noble
pursuits. You want recognition for a job well done. You want to become better at your
job. You want to help others or be a leader in your field.

11. What’s your greatest strength?

This is your chance to shine. You’re being asked to explain why you are a great
employee, so don’t hold back and stay do stay positive. You could be someone who
thrives under pressure, a great motivator, an amazing problem solver or someone with
extraordinary attention to detail. If your greatest strength, however, is to drink anyone
under the table or get a top score on Mario Kart, keep it to yourself. The interviewer is
looking for work-related strengths.

12. What’s your biggest weakness?

If you’re completely honest, you may be kicking yourself in the butt. If you say you don’t
have one, you’re obviously lying. This is a horrible question and one that politicians have
become masters at answering. They say things like “I’m perhaps too committed to my
work and don’t spend enough time with my family.” Oh, there’s a fireable offense. I’ve
even heard “I think I’m too good at my job, it can often make people jealous.” Please,
let’s keep our feet on the ground. If you’re asked this question, give a small, work-related
flaw that you’re working hard to improve. Example: “I’ve been told I occasionally focus
on details and miss the bigger picture, so I’ve been spending time laying out the complete
project every day to see my overall progress.”
13. Let’s talk about salary. What are you looking for?
Run for cover! This is one tricky game to play in an interview. Even if you know the
salary range for the job, if you answer first you’re already showing all your cards. You
want as much as possible, the employer wants you for as little as you’re willing to take.
Before you apply, take a look at salary.com for a good idea of what someone with your
specific experience should be paid. You may want to say, “well, that’s something I’ve
thought long and hard about and I think someone with my experience should get between
X & Y.” Or, you could be sly and say, “right now, I’m more interested in talking more
about what the position can offer my career.” That could at least buy you a little time to
scope out the situation. But if you do have a specific figure in mind and you are confident
that you can get it, I’d say go for it. I have on many occasions, and every time I got very
close to that figure (both below and sometimes above).

14. Are you good at working in a team?

Unless you have the I.Q. of a houseplant, you’ll always answer YES to this one. It’s the
only answer. How can anyone function inside an organization if they are a loner? You
may want to mention what part you like to play in a team though; it’s a great chance to
explain that you’re a natural leader.

15. Tell me a suggestion you have made that was implemented.

It’s important here to focus on the word “implemented.” There’s nothing wrong with
having a thousand great ideas, but if the only place they live is on your notepad what’s
the point? Better still, you need a good ending. If your previous company took your
advice and ended up going bankrupt, that’s not such a great example either. Be prepared
with a story about an idea of yours that was taken from idea to implementation, and
considered successful.

16. Has anything ever irritated you about people you've worked with?
Of course, you have a list as long as your arm. But you can’t say that, it shows you as
being negative and difficult to work with. The best way to answer this one is to think for
a while and then say something like “I’ve always got on just fine with my co-workers
actually.”

17. Is there anyone you just could not work with?

No. Well, unless you’re talking about murderers, racists, rapists, thieves or other
dastardly characters, you can work with anyone. Otherwise you could be flagged as
someone who’s picky and difficult if you say, “I can’t work with anyone who’s a
Bronco’s fan. Sorry.”

18. Tell me about any issues you’ve had with a previous boss.
Arrgh! If you fall for this one you shouldn’t be hired anyway. The interviewer is testing
you to see if you’ll speak badly about your previous supervisor. Simply answer this
question with exteme tact, diplomacy and if necessary, a big fat loss of memory. In short,
you've never had any issues.
19. Would you rather work for money or job satisfaction?
It’s not a very fair question is it? We’d all love to get paid a Trump-like salary doing a job
we love but that’s rare indeed. It’s fine to say money is important, but remember that
NOTHING is more important to you than the job. Otherwise, you’re just someone
looking for a bigger paycheck.

20. Would you rather be liked or feared?

I have been asked this a lot, in various incarnations. The first time I just drew a blank and
said, “I don’t know.” That went over badly, but it was right at the start of my career when
I had little to no experience. Since then I’ve realized that my genuine answer is “Neither,
I’d rather be respected.” You don’t want to be feared because fear is no way to motivate a
team. You may got the job done but at what cost? Similarly, if you’re everyone’s best
friend you’ll find it difficult to make tough decisions or hit deadlines. But when you’re
respected, you don’t have to be a complete bastard or a lame duck to get the job done.

21. Are you willing to put the interests of X Company ahead of your own?
Again, another nasty question. If you say yes, you’re a corporate whore who doesn’t care
about family. If you say no, you’re disloyal to the company. I’m afraid that you’ll
probably have to say yes to this one though, because you’re trying to be the perfect
employee at this point, and perfect employees don’t cut out early for Jimmy’s baseball
game.

22. So, explain why I should hire you.

As I’m sure you know, “because I’m great” or “I really need a job” are not good answers
here. This is a time to give the employer a laundry list of your greatest talents that just so
happen to match the job description. It’s also good to avoid taking potshots at other
potential candidates here. Focus on yourself and your talents, not other people’s flaws.

23. Finally, do you have any questions to ask me?

I’ll finish the way I started, with one of the most common questions asked in interviews.
This directly relates to the research you’ve done on the company and also gives you a
chance to show how eager and prepared you are. You’ll probably want to ask about
benefits if they haven’t been covered already. A good generic one is “how soon could I
start, if I were offered the job of course.” You may also ask what you’d be working on.
Specifically, in the role you’re applying for and how that affects the rest of the company.
Always have questions ready, greeting this one with a blank stare is a rotten way to finish
your interview. Good luck and happy job hunting.

The survey indicates that decision makers agree – the following 10 interview behaviors
at the senior and executive level are sure-fire ways to kill an interviewee’s chances:

1. Treating receptionist, assistant, or other lower-level staff poorly or brushing off

preliminary interviews with mid-level staff.
2. Dwelling on economy-inspired negativity or how hard it is to get a job.

3. Giving long, boring, unfocused, rambling responses to interview questions.

4. Talking the strategy talk but not walking the execution walk.

5. Being arrogant and expecting to be treated differently from lower-level candidates.

6. Being inappropriately groomed or attired.

7. Telling the employer what’s wrong with his/her company.

8. Offering solutions to employer’s problems without really knowing the background.

9. Overselling oneself, exaggerating accomplishments, or underselling as a result of poor

sales skills.

10. Giving oneself too much or not enough credit for team accomplishments and failing
to clarify one’s role in projects.