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Top Interview Questions

Interviewing can be a tedious and stressful time. Which questions should you ask, which ones are appropriate? Do you prepare a question list for interviews? This article takes a look at 14 powerful interview questions, and gives insight into the kind of character traits the right questions can reveal.

Interviewing can be a tedious and stressful time. Which questions should you ask, which ones are appropriate? Are you going to pick the right person for the position? Below is a list of the top 14 interview questions hiring managers find most effective. These inquiries range from basic to complex and give descriptions of what the question accomplishes. Some of the questions are very straight forward and some are tricky ones that bring out the candidate's personality and behavior without directly asking them.

What circumstance brings you here today?

This is one of the best opening questions ever. This open ended question surprises many candidates. If they do not respond quickly, just sit quietly and wait for the response. Some candidates reveal problems with their current employer, potential insubordination, and both positive or negative character traits.

How would your best friend describe you?

In most cases, the response to this question indicates how the candidate wants you to feel they are perceived by friends. Take notes on the response and then ask, "May I call your best friend and see how they describe you?" You may or may not be interested in talking to the best friend. However, the response and body language after the follow-up question can indicate if you received a truthful response. I suggest asking this question near the beginning of the interview. It helps you get truthful responses for the rest of your time with the candidate.

What would you say are your 2 greatest weaknesses?

This question reveals the candidate's ability to identify the need for personal improvement. The best responses include a plan on how the candidate is addressing the weakness. Some candidates also do an effective job turning their weakness into a positive, which indicates the candidate has good alternative thinking or good sales skills. Watch out for candidates who are unaware or will not admit that they have weaknesses.

How do you alleviate stress?

Every job has stress. So if someone says they are not stressed or claim to not do anything about it, then they are either lying or they do not know how to control it. Look for positive activities or hobbies, rather than substance use or dangerous activities as stress relievers.

What are your short and long term goals?

The response to this question usually reveals if the candidate has personal or professional goals. If they do not have a quick response, it may indicate they do not plan ahead. I especially like responses which indicate drive, planning and good work/life balance. You may also need to ask for more details about certain goals to gain insight into whether or not the employee intends to stay for awhile or just gain a little experience and move on. Consider asking the follow-up question, "What are 3 goals that you have achieved in the past year?"

What type of work environment do you prefer?

When choosing potential employees, it is helpful to know what type of environment in which they prefer to work. If the company is very professional and usually quiet, someone who likes a loud, casual environment might not be the best fit. It is sometimes good to hire someone who does not fit the mold, but it is usually best to hire people who fit your work environment.

What is your typical way of dealing with conflict?

As with stress, conflicts are something we deal with frequently. Conflicts may range from differences with a supervisor, to differing lunch preferences. Most employers look for someone who can deal with an issue without getting frustrated. Either ask for a real-life example or build a hypothetical scenario and ask how they would handle the conflict. Some managers, who prefer a more confrontational interview style, intentionally create conflict and stress in the interview to see how the candidate responds.

What tools or habits do you use to keep organized?

Instead of asking are you an organized person, this makes the interviewee prove and describe their organizational skills. Most hiring managers expect that their employees have some type of system to stay organized. Whether it is using a planner, or electronic calendar, these tools confirm that the potential employee is reliable and responsible.

Tell me about a time when you had to go above and beyond to get a job done.

This is an excellent question that lets a potential employee really sell themself. In doing so, the hiring manager can see what type of person they are really interviewing. They can also measure how out of the way this candidate had to go in order to complete their duty. This gives a clearer picture about the work ethic of the potential employee.

What was a major obstacle you were able to overcome in the past year?

Problem solving is the major topic covered by this question. What kind of thinker is this candidate? Can they do projects on their own or does their manager need to hold their hand. It also confirms how determined they can be toward a project.

In what ways do you raise the bar for yourself and others around you?

This question gives the interviewer an idea of who is and is not an above average performer. It also demonstrates leadership potential and the willingness to be a team player.

Tell me about two memorable projects, one success and one failure. To what do you attribute the success and failure?

Asking this question helps determine the candidate's ability to learn from successes and failures.

What unique experience or qualifications separate you from other candidates?

Some candidates have interesting characteristics and experiences that will not be exposed without asking a question like this.

Where do you see yourself in five years?

Save this question for the end of the interview. A good response should be consistent and defined when you asked about short and long term goals. Beware of candidates who plan to be the same position five years from now. My favorite response is, "I plan to have either your job or your boss' job."

Interviewing is about finding the right candidate for a position. Proper questions reveal the most promising candidate for a hiring manager. Before interviewing, write down the characteristics the ideal candidate would possess and try to tailor your questions around those attributes. Also, open ended questions make applicants create a clearer image of who they are for the hiring manager. Interviewing is simply a matching game to see which candidate is the best fit for the position.

Article written and published by: CareerBuilder.com 

Employers want IT workers -- so why can't you find a job?

Written by: Robert Half Technology

When you started your search for an information technology position, you were optimistic. People you knew seemed to have no problem landing great tech jobs, or they were telling you about other people who had just been hired. But now that you've sent out many résumés with little or no response, you're wondering why no one is snapping you up. What's going on?

First, take comfort in knowing that the demand for skilled IT talent hasn't waned, so there are still opportunities to be had. However, the emphasis here is on "skilled:" Companies that are hiring generally seek experienced professionals with specific skills.

If your experience or area of expertise doesn't quite align with what many employers are looking for right now, it doesn't mean you aren't a viable candidate for hire. You may just need to confirm that you're doing everything you can to give yourself an edge in a competitive marketplace. Here's some advice:

Revive your résumé
You've sent out your résumé a bunch of times. But is it a good résumé? Does it underscore the skills, talents and credentials that make you marketable and valuable to an employer? Does it clarify employment gaps and accentuate the positive things you've done while searching for a new role? Does it highlight specific achievements?
One thing employers want to see from job seekers today is an explanation of how they solved a critical problem, increased efficiency or otherwise saved the organization headaches, time or money. If you have a great story, use your job application materials to tell it.

Another important question: Are you leveraging terminology from employers' job descriptions in your résumé and cover letter? For additional insight, look to the "2013 Robert Half Technology Salary Guide" for a glossary of common IT positions and their responsibilities.

Also include a professional summary at the top of your résumé that succinctly highlights your most relevant qualifications and accomplishments. That way, hiring managers will have a snapshot view of what's most important to know about you as an IT professional.

Critique your credentials
You're a technology pro, so no doubt you already understand the importance of having up-to-date technical skills and certifications. However, are you sure you have the best credentials for the jobs you're applying for? If you don't, that may be holding you back from getting an interview or an invitation to a second one.

Just like technology itself, IT roles are always evolving. Use your professional network to find out what skills and designations your peers landing employment offers have earned. You may need some additional training to increase your value to a potential employer, and this may require making that investment in yourself. Most employers are looking for IT professionals who can hit the ground running; they prefer you to come to the job with the in-demand credentials in hand.
Many firms are specifically seeking technology professionals who understand the challenges today's businesses face in harnessing the power of big data, seizing mobile opportunities and embracing a "bring your own device" approach. If you have relevant experience in any of these areas, make it known.

Expand your network
Professional networking, conducted both online and in person, can help you connect to relevant job opportunities faster. However, if your network consists primarily of your peers who are also looking for employment -- or aren't employed at firms that are expanding their IT teams -- you need to broaden your scope of contacts.

Reconnect with old business contacts, mentors, teachers or family friends who have some business clout. Take advantage of networking events and other activities offered by local business organizations or professional associations. Be active in online networks such as Facebook, LinkedIn and Twitter -- just be sure to keep all content fresh and professional. Once you've expanded your network, focus primarily on cultivating contacts who can introduce you to influential and well-connected people at the companies you'd like to work for most.

Lastly, don't fail to consider the opportunities and connections that an interim work arrangement might yield. A specialized recruiter can assist you in finding temporary IT positions. Often, these engagements lead to full-time roles for talented workers. Working as an interim technology professional also can help you earn income -- and keep your skills sharp -- while you continue your search for full-time employment.

With more than 100 locations worldwide, Robert Half Technology is a leading provider of technology professionals for initiatives ranging from web development and multiplatform systems integration to network security and technical support. Robert Half Technology offers online job search services at www.rht.com. Follow Robert Half Technology on Twitter at www.twitter.com/roberthalftech.

10 things to do after the interview

How to keep the momentum going
Beth Braccio Hering, Special to CareerBuilder

The interview may be over, but your chance to make an impression is not. Here are 10 strategies to continue boosting your candidacy.

1. Show that you're still interested.
Leave no doubt in the interviewer's mind about where you stand. Ask for the job at meeting's end with a phrase such as, "I would really like to contribute to this company and am hoping you select me." Also, don't leave the room without a clear idea of what will happen next in the hiring process. Will select applicants be invited back to meet other people? By what date do they hope to fill the position? Such questions demonstrate enthusiasm for the job, and knowing the hirer's timeframe will help keep you from panicking if a week has passed without a phone call.

2. Set the stage for further contact.
Nobody wants to be a pest, but could your silence as days pass be misinterpreted as indifference? Avoid the guesswork by finding out before heading home what the employer prefers in terms of checking in. Lizandra Vega, author of "The Image of Success: Make a Great Impression and Land the Job You Want," suggests asking the recruiter about her preferred method of follow-up communication and whether it would be okay to touch base again.

3. Be punctual.
If you tell the interviewer you'll send a list of references tomorrow morning, make sure you do it. Keeping your word and answering requests in a timely manner speaks volumes about the type of employee you might be.

4. Know when to sit tight.
If an interviewer requests that you follow up by phone in a week, respect her wishes. Calling the next day can be construed as pushy and desperate.

5. Send a prompt thank-you note.
A positive, nonintrusive way to stay on an employer's mind is to send a thank-you note. Vega recommends emailing one within 24 hours of the interview, then following up with a handwritten note that arrives one to three business days later.

6. Send each interviewer a personalized, powerful follow-up letter.
This piece of communication is another chance for you to shine, so don't waste space with generalities. Ford R. Myers, a career coach and author of "Get the Job You Want, Even When No One's Hiring," recommends including specific references to each person you met and tying your accomplishments directly to the company's stated challenges. You also can use the letter to introduce achievements that didn't get discussed and to elaborate on interview answers that you felt lacked punch.

7. Address one of the company's needs.
Another effective way to follow up is to act more like a consultant than an applicant. "During the interview, you learn a lot about a company's weaknesses and/or areas where the company wants to expand," states Linda Matias, president of CareerStrides.com and author of "201 Knockout Answers to Tough Interview Questions." "Consider creating a proposal on how you would address one of those areas. Doing so will demonstrate that you have the knowledge and also the enthusiasm to make a significant contribution."

8. Keep thinking and learning about the company.
Be prepared for additional interviews or follow-up phone calls by continuing to research the organization and the field. Gain new information about a topic brought up in conversation. Think of additional questions you'd like answered. These actions show the hirer that you didn't stop caring about the company after the interview was over.

9. Leverage outside resources.
Networking should never stop. "If you have contacts and connections with anyone who might influence the hiring decision, or who actually knows the interviewer, ask her to put a good word in for you," Myers says.

10. Accept rejection with grace.
Finally, keep emotions in check and don't burn bridges if someone else gets hired. One never knows what the future might hold. The accepted candidate may not work out, or a different position may open up. "If you are rejected, the first thing you should do (ironically) is send a thank-you note," Myers says. "This will help distinguish you from other rejected candidates and put you in a positive light."
Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.

Network at Your New Job

By John Rossheim, Monster Senior Contributing Writer
 
After you’ve successfully completed a job search, shouldn’t professional networking be the last thing on your mind? Not so, say networking experts. In fact, internal networking, right from the beginning, is key to maintaining the upward trajectory of your career. Here’s how to successfully launch your networking campaign at a new job.

Why Network from the Start?
“When you start in a job, you’re going to be judged early, and you want to be judged as someone who makes things happen,” says Richard Moran, a partner at venture capital firm Venrock Associates. Introducing yourself to coworkers in a wide range of roles is a good way to begin.

So networking is important from the get-go. But given your newbie status, your internal networking should be carefully calibrated. Soon after you start a job, “you’ve got to increase your visibility, but without being pompous,” says Bill Behn, managing director for financial staffing firm SolomonEdwardsGroup.

Whom to Network With

Even early on, your network needs to go beyond the folks in adjoining cubes -- without embracing everyone on the payroll. But where to begin?

“Start your networking with people who started the same job you have about a year ago, because they’ll tell you what you’re going to be measured on,” advises Moran.

After that, says Gayle Lantz, president of consulting firm WorkMatters Inc., “ask your boss who the most important people are for you to meet.”

Next, seek out people with more clout, Moran says. “Organizations have samurai who are out there doing the big stuff every day, and you have to figure out who they are and whether you can become one,” he adds.

How to Make Internal Networking Happen

When you’re new on the job, you want to make a lot of contacts fairly quickly while also building your reputation as a hard worker. “You don’t want to be the person who’s hanging out at everyone’s cubicle,” says Brendan Courtney, a senior vice president at staffing firm Spherion. “You want to take advantage of those opportunities that happen during lunch or while you’re getting coffee.”

When you’re asking for more substantial advice, be mindful of your colleagues’ full schedules. “Breakfast, before the workday starts, is a good time to pick people’s brains,” Courtney suggests.

Cast Your Network Across the Company

It’s also important to extend your network beyond your department or division.

“There’s a body of research that says that your weaker ties get you jobs; your stronger ties are mostly to people who already know each other,” says Jeanne Hurlbert, president of Optinet Resources LLC and a professor of sociology at Louisiana State University. “Strong ties can have positive payoffs in terms of promotion.”

So look for opportunities to branch out. “Volunteer to serve on a cross-functional team,” advises Lantz. “Meeting regularly with people from other departments is an ideal way to network and learn about other aspects of the business.”

A Mentor Can Supercharge Your Networking

Especially when you’re a rookie, a mentor can be a great help in extending the upward reach of your internal network.

“There are usually three or four people who set the tone of the company’s value system,” says Courtney. “It’s good to have one of them as your mentor; someone who can help prepare you for your next step in the organization.”

But, Courtney cautions, do tread carefully when choosing a mentor. “If you’re creating a mentor relationship outside your immediate manager, you have to let your manager know,” he says.

Relax and Let Your Network Work

Finally, most of your internal networking efforts should be low-key and informal. “If you set up too many meetings too early, people will think, ‘What does this guy want from me?’” says Behn.

And although networking is important, many other priorities will compete for your attention in the beginning. Says Moran: “You don’t have to start networking before lunch on your first day.”

Practice Makes Perfect: How to Rehearse for Your Next Job Interview

 

There are a lot of steps that usually happen before you get to the interview portion of your job search: writing a resume, networking, compiling your references. Most folks are able to put a lot of effort into getting the interview, but many fall apart during the actual interview. Why? Poor planning and a lack of practice.

Instead of winging it, or relying solely on your professional skill set, you should stage a rehearsal for your next job interview.

Not sure how to go about doing so? Start by enlisting a family member, friend or partner to play the role of interviewer, and ask that she stay in character from start to finish. Set up a space, such as a desk or table, where you can create a suitable setting. Then use these 10 tips to from corporate trainer Marlene Caroselli to make your interviews -- both mock and real -- successful.

Do Your Homework
"Learn all you can about the organization in advance," advises Caroselli. Share this information with your mock interviewer, perhaps in the form of crib notes. She can use this to grill you.

Tune In
"Watch people being interviewed on television and make note of what works," she advises. Look for traits that make people likable and competent.

State the Unobvious
"Create one really intriguing statement about yourself," she says. "For example, a woman I know, expecting to be told, 'Tell us a bit about yourself [the most popular interview question],' replied, 'I think I should tell you I'm a nonconforming conformist.' She explained what she meant and wound up getting the job."

Think Outside the Box
A little visualization can go a long way, according to Caroselli, author of Principled Persuasion. "Think about a visual that really represents what you can do," she says. "It can be a photo taken at an event you organized, for example. If you have nothing that symbolizes your capabilities, then look for a pattern not readily apparent in your resume and be prepared to talk about that particular interest or talent, apart from your official work history."

Know Your Lines
Actors do it, and you should, too. "Memorize a few short quotes and have them ready," Caroselli says. "They'll help you respond articulately to virtually any question."

Sum It Up
The very first request an interviewer may make is, "Tell me about yourself." In order to answer this interview question quickly and succinctly, she urges interviewees, "Have an elevator speech ready in case they want a brief overview of your career."

Be Tough on Yourself
Research tough interview questions and provide them to your helper. Also, point out gaps in your skills or holes in your resume and instruct her to grill you on those points. "By comparison, your own, actual interview will seem like a walk in the park, and that prospect will encourage you," Caroselli says.

Capture It on Camera
"If possible, have someone video you doing an interview rehearsal," she says. "Then study your body language to see if it reveals confidence, poise and enthusiasm."

Listen Up
Close your eyes and listen back to the recording of your replies to interview questions. "Play the tape back and analyze your responses," she says. "Ask yourself, 'Would you hire you?'"

Stay Calm
Work on being relaxed before your big meeting. "When you get to the interview site and are waiting to be called in to the interview room, work on a brainteaser," Caroselli advises candidates. "Research shows it calms the nerves and takes your mind off the challenge ahead."

By Caroline M.L. Potter

A Day in the Life of a Job Seeker

"Looking for a job is a full-time job." It's a phrase we've all heard, and, for the most part, it's true. Searching for a job that you like, going on interviews, waiting for the call back. It's some of the most emotionally draining and time-consuming work you'll have to do.

One of the most important things one can do while hunting for a new job is to set a schedule and stick with it. For those who are employed in a job that they hate, it can be frustrating to go home and then spend more time trying to find a new job. All you do is go to work and then go home to do more work. But those without a job can find it even more frustrating, because of the endless time spent waiting -- and the diminishing bank balance.

So we asked job seekers for their tips on how they've dealt with the job search and what they've done to provide structure to their day. Here's what they had to say:

• The early bird gets the worm: Don't waste your days sleeping. Get up early and set "office hours." By acting as if you're going to work, you're actually getting into a mindset that will put you on task.


• Set the scene: Be sure to remove yourself from all distractions when doing your job search. It's one thing to go to a coffee shop to do your research, but when you start to write your cover letters and résumés, you need to concentrate on the task at hand. Don't be afraid to write in the morning and then revise in the afternoon -- give yourself some time to edit and craft the messages you're sending to potential employers.


• Get specific: The "scattershot" method of applying for anything and everything usually leaves no one feeling good. Be specific about what kind of job you are looking for, what areas you want to focus on, what skills you have and what skills you want to develop in a new job. Learn about companies in your area that have these jobs, see what opportunities they may have, and connect with recruiters or experts in the field through resources such as LinkedIn.


• Follow up: For many job seekers, the concern is the résumé black hole. Because employers receive so many applications for each job opening, it helps to set follow-up calendar reminders so you know when to reach out to a company you've applied to if you haven't heard back. That way, you'll know where they are in the process or if the position was filled.


• Set output goals: How many résumés do you want to send out per week? Make a number and stick to it, but be realistic. Don't say 250, because you will only make yourself miserable. Focus on a manageable goal.


• Practice your introduction/elevator pitch: It's always important to sell your skills and your desired career opportunity in under a minute. Instead of focusing on day-to-day abilities, think big picture and sell your value.


• Research: If you spend more time doing homework on companies you want to work for, you'll spend less time applying for jobs in which you may not have a real interest. Remember that a job description only tells you so much. Your job could be perfect, but the company's values could be in direct opposition to your personal values. Get to know the company via social media and through its corporate website.


• Don't sabotage yourself: If you're employed and want out of your current situation, don't look for jobs while at your job. That's asking for trouble, and a pink slip is likely to follow. You'll have to make time outside of your job to dedicate to your job search. If you're unemployed, don't sell yourself short in a cover letter by telling your entire story, because employers don't care. Again, sell your value upfront, and the details can be filled in during the interview process if needed. Also, if you're unemployed and searching for a job, make sure that your family respects your time to do so.


• Use every tool: Use all the assets at your disposal -- job boards, social media, recruiters, aggregators, etc. Diversifying your search method will help produce diverse results. Think beyond your traditional job-search methods and challenge yourself to find new ways to connect with employers or other job seekers.


• Keep your humor: Looking for a job is tiresome and can be truly depressing, but don't let it get the best of you. Remember that you are defined by more than your job or career, and while you want to be a productive member of society, your job isn't the only way to do so. Get out and see family and friends, try to stay active by exercising and eating healthfully, and keep your frustration and negativity to a minimum -- especially in social media. By having a positive attitude, you're more easily able to broach the sensitive topic with others who are employed and could help you in your job search.

Justin Thompson is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues.