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As Reprinted from FOCUS Magazine -- January 5, 1983
The 25 most difficult questions you'll be asked on a job
interview.
Being prepared is half the battle.
If you are one of those executive types unhappy at your
present post and embarking on a New Year's resolution to
find a new one, here's a helping hand. The job interview is
considered to be the most critical aspect of every
expedition that brings you face-to-face with the future boss.
One must prepare for it with the same tenacity and quickness
as one does for a fencing tournament or a chess match.
This article has been excerpted from "PARTING COMPANY: How
to Survive the Loss of a Job and Find Another Successfully"
by William J. Morin and James C. Cabrera. Copyright by
Drake Beam Morin, inc. Publised by Harcourt Brace
Jovanovich.
Morin is chairman and Cabrera is president of New York-based
Drake Beam Morin, nation's major outplacement firm, which
has opened offices in Philadelphia.
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 task-oriented. 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 happily 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 achievement and 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 personal 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 that 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 respond 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 have you 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.
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