My Interview Study Questions
Forecast the evolution of this job
"Because our jobs constantly change and evolve, being forward-looking is critical if you are to be successful. So please project or forecast at least five different ways that the job you are applying for will likely change and evolve over the next three years as a result of business changes, technology changes, and a faster, more innovative environment."
Solve a real problem that you will face
"Because we need to know your capability for solving the actual problems you will face in this job, we would like to see how you will go about solving a real problem. "Please walk us through the broad steps that you would take in order to solve this problem that will be on your desk on your first day." (Then hand them a half sheet with bullet points outlining the existing problem).
Forecast the evolution of this industry
"Because we operate in a fast-changing industry, our employees should be forward-looking, and anticipate and plan ahead for those industry changes. So, please tell us how often you sit down and focus on the future of our industry? Next, please forecast and project five trends in our industry and forecast how the top firms will likely have to change over the next three to five years as a result of these business changes, new technology, and the need for increased speed and innovation."
"Tell me what you felt was unfair to you in your last job."
"If they say nothing, they are lying," says Don Phin, president of HR That Works, a human resources management and consulting agency. "And you don't hire liars." According to Phin, the fact is that things are guaranteed to feel unfair at some point—it's all too common—and he wants to know how you deal with it before he hires you. This is another question that aims to uncover some of your weaknesses. Where will you shift the blame? Once again, the best way to approach this is honestly, but positively (see a pattern here?). Tell your interviewer about an unfair circumstance (without dwelling). Shift the conversation toward the proactive steps you took to rectify the situation, like speaking up and confronting someone, reporting it to HR, or forgiving, letting go, and moving on for something minor.
Show us your adaptability when dramatic change is required
"In the fast changing, chaotic, and volatile environment we operate under, everyone and every process should be adaptable. So please show us how you would adapt to this situation that may occur in this job (provide them with a possible major change that requires adaptivity in this job) by walking us through the steps of how you would adapt to it." (Alternatively you can ask, "Please show us a situation in your current job during the last year that required you to change rapidly and adapt with a completely different approach. Tell us the name of the situation that required this significant adaptiveness and then walk us through the steps of how you and your team successfully adapted.")
List and rank the capabilities that you bring to this job
"It's important to fully understand the strengths of each new hire and how they match the requirements for the job. So, given the four important categories of knowledge, experience, education, and skills, can you please list in descending order what you have found to be your strongest five capabilities that will make you a top performer in the job?" (As an option, if you are concerned about weaknesses, you can also add this question: "Based on past manager assessments, 360s, and appraisals, what is the top job-related area where you need to improve the most, and what actions are you taking to improve in that area?")
Can you identify the likely problems in this process?
"Our employees should be able to quickly identify problems in our existing processes, systems, or products. So please look over this outline of one of our processes and identify the top three areas or points where you predict that serious problems are likely to occur?" (Hand them a single page showing an existing process or system related to this job that you already know to have flaws).
Show us how you will innovate
"Our firm is focused on innovation, so we need to know if each new hire has the capability of innovating. So please select a single important area in this job and walk us through the steps as to how you might innovate in that area during your first year?" (As an alternative, you can ask them to select an area in their previous job and then to walk through the steps on how that innovation was created and implemented and what their role was in each step.")
Show us how you would be a continuous learning expert
"Rapid learning is essential in our fast moving company and industry. So please select an important subject matter area in this job where you will need to continuously be on the bleeding edge of knowledge. Then show us in some detail how you will initially learn and then maintain your expert status." (Alternatively you can ask how they maintained their expert status in their current job).
How will you identify problems and opportunities on the job?
"The best new hires rapidly seek to identify problems that must be quickly addressed in their new job. So, please walk us through the steps of the process that you will actually use during your first weeks to identify the most important current issues/problems, as well as any possible positive opportunities in your new job."
List and rank your job acceptance factors
"We know that you have choices, so if we make you an offer, we obviously want it to meet your needs. And that requires knowing what factors that you will use (i.e. pay, job duties, fit with your manager, levels of responsibility, etc.) to determine if "our job" is the right job for you. So if you had a choice between two offers for your next job, please list the top five factors that you would use to evaluate and accept the superior job opportunity. Please list them in their descending order of importance to you."
Tell us the most effective approaches for managing you
"We want to ensure that every new employee has the best chance of succeeding. You can help us to reach that goal by highlighting the most effective ways to manage you. For each of these how to manage you factors (i.e. feedback, rewards, closeness of supervision, communications approach, and leadership style preference), please explain to us the most effective approach for optimizing your performance."
List and rank your job motivators
"We want to ensure that we provide every employee with the right set of motivators. So please list the top five factors that you have found that best motivate you on the job. Please list them in their descending order of importance to you."
Are you a leader or a follower?
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Are you willing to travel?
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Describe yourself.
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Discuss your educational background.
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Discuss your resume.
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Give a time when you went above and beyond the requirements for a project.
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How do you handle pressure?
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How would you deal with an angry or irate customer?
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How would you fire someone?
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If I called your boss right now and asked him what is an area that you could improve on, what would he say?
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Tell me about a time when you disagreed with your boss.
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Tell me about a time you made a mistake.
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Tell me about an accomplishment you are most proud of.
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Tell me how you handled a difficult situation.
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What are some of your leadership experiences?
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What are three things your former manager would like you to improve on?
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What are your career goals?
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What are your co-worker pet peeves?
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What are your hobbies?
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What are your salary requirements?
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What are your weaknesses?
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What can you offer us that someone else can not?
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What do you like the most and least about working in this industry?
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What gets you up in the morning?
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What is your dream job?
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What is your favorite website?
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What makes you uncomfortable?
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What motivates you?
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What questions do you have for me?
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What questions haven't I asked you?
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What was the last book you've read for fun?
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What was your biggest failure?
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What were your bosses' strengths/weaknesses?
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What would you look to accomplish in the first 30 days/60 days/90 days on the job?
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What would your direct reports say about you?
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Where do you see yourself in 5 years? 10 years?
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Who are our competitors?
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Who's your mentor?
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Why are you interested in working for [insert company name here]?
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Why should we hire you?
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Why was there a gap in your employment between [insert date] and [insert date]?
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TELL ME ABOUT YOUR FAILURES.
A good answer to this question is important because it means that the candidate isn't afraid of taking risks and will admit when things don't work out, says Jenny Ming, president and CEO of clothing store Charlotte Russe and former chief executive of Old Navy. "It doesn't even have to be business; it could be life lessons. I think it's pretty telling. What did they do afterward?" she says. "How did they overcome that? I always look for somebody who's very comfortable admitting when something didn't work out." People always like to tell you about their successes, she explains, but they don't always want to tell you what didn't work out so well for them.
Why did you leave your last position?
At high levels, issues that relate to personality and temperament become more important than they might otherwise. The recruiter wants to know if you will fit in with the client company. The recruiter may also be fishing for signs of conflict that indicate a potential personality problem. Be honest and straightforward, but do not dwell on any conflict that may have occurred. Highlight positive developments that resulted from your departure, whether it was that you accepted a more challenging position or learned an important lesson that helped you to be happier in your next job.
How do you explain your job success?
Be candid without sounding arrogant. Mention observations other people have made about your work strengths or talents.
What are your strengths?
Describe two or three skills you have that are relevant to the job. Avoid clichés or generalities; offer specific evidence. Describe new ways these skills could be put to use in the position you are being considered for.
WHAT'S YOUR SUPERPOWER... OR SPIRIT ANIMAL?
Earlier this year writer Jeff Haden asked a bunch of smart people from a variety of fields for their favorite interview question. HootSuite CEO Ryan Holmes says his is: "What's your superpower...or spirit animal?" "During her interview, I asked my current executive assistant what was her favorite animal. She told me it was a duck, because ducks are calm on the surface and hustling like crazy getting things done under the surface," he tells Haden. "I think this was an amazing response and a perfect description for the role of an EA. For the record, she's been working with us for over a year now and is amazing at her job."
HOW OLD WERE YOU WHEN YOU HAD YOUR FIRST PAYING JOB?
Hannah Paramore, president of Paramore, a Nashville-based interactive advertising agency, told the New York Times' Adam Bryant that this is one of her favorite questions. "I'm looking for how deeply instilled their work ethic and independence are versus entitlement," she tells Business Insider. "If they worked part time in high school and college because they needed to, especially in jobs that were just hard work, that shows a huge level of personal responsibility. I love people who have to patch success together from a number of different angles."
"Which past manager has liked you the least, and what would this person tell me about you?"
Here's a doozy of a question that tests not only your self-awareness but also demands that you talk about your weaknesses from the perspective of others. "A good way to approach this one is to be positive about your past relationships at work, be honest about your shortcomings, and be candid about what you have learned," says Allison VanNest, head of communications at Grammarly, a software suite service for perfecting written English. Be careful not to cross the line into self-deprecation—or worse—pointing fingers at how annoying your old boss was. Positivity is golden here.
"What skills are you lacking?"
How you explain your biggest weakness is one of the most telling interview questions of all. "Interviewees show up thinking they should just be talking about what they're great at, but I'm more interested in where the gaps are and if they are self-critical," says Mel Carson of Delightful Communications, a social media consultancy company. To answer this, LinkedIn's Career Expert Nicole Williams recommends that you should never draw negative attention to yourself by stating a weakness that would lead an employer to think you're not the best person for the job. An honest but positive answer would be something like "I have a tendency to say yes and get over-committed," Williams suggests. "Then follow that with an example of how you are working on prioritizing and setting personal limits."
Describe a situation where you were part of a failed project
If you can't discuss a failure or mistake, the recruiter might conclude that you don't possess the depth of experience necessary to do the job. The recruiter is not looking for perfection. He or she is trying better to understand your level of responsibility, your decision-making process, and your ability to recover from a mistake, as well as what you learned from the experience and if you can take responsibility for your mistakes. Respond that you'd like to think that you have learned something valuable from every mistake you have made. Then have a brief story ready with a specific illustration. It should conclude on a positive note, with a concrete statement about what you learned and how it benefited the company.
WHAT MOTIVATES YOU TO GET OUT OF BED IN THE MORNING?
In a New York Times interview with Adam Bryant, Brad Jefferson, CEO of Animoto, a video slide show service, shared his three favorite interview questions. He especially loves this one about what motivates people because it helps him understand a candidate's passions and what makes them tick. "I really try to get in their head about what's going to keep them going." Jefferson tells Business Insider that it's important to understand what motivates a person at their core because "there will always be ups and downs in any business, and you want to make sure the person will be equally motivated during difficult times, if not more so." He says if you "pursue something that you're passionate about with people who motivate you, then work is really fun, even during the difficult times."
WHAT WAS THE LAST COSTUME YOU WORE?
It doesn't matter so much what they wore, but why they wore it. If the candidate's reasoning matches Warby Parker's core value of injecting "fun and quirkiness into work, life, and everything [they] do," they might have a real shot at getting a job there. "We find that people who are able to make the job environment fun build followership more easily," the company's cofounder and co-CEO David Gilboa tells Iris Mansour at Quartz. "If we hire the most technically skilled person in the world whose work style doesn't fit here, they won't be successful."
A HAMMER AND A NAIL COST $1.10, AND THE HAMMER COSTS ONE DOLLAR MORE THAN THE NAIL. HOW MUCH DOES THE NAIL COST?
Jeff Zwelling, CEO and cofounder of Convertro, a provider of marketing and advertising measurement services, says he often turns to tricky questions during job interviews to get a better sense of who the candidate is. For example, in the middle of the conversation, he often throws in this curveball math question. "Some candidates will instantly blurt out 10 cents, which is obviously wrong," he tells Business Insider. "They don't have to get the exact right answer, which is a nickel, but I want to see them at least have a thought process behind it." Zwelling says he understands that math isn't everyone's forte, but he wants them to realize that "10 cents is too easy of an answer, and that if it was that easy, I wouldn't be asking it."
WHAT WOULD THE CLOSEST PERSON IN YOUR LIFE SAY IF I ASKED THEM, 'WHAT IS THE ONE CHARACTERISTIC THAT THEY TOTALLY DIG ABOUT YOU, AND THE ONE THAT DRIVES THEM INSANE?'
Kat Cole, president of Cinnabon, tells Adam Bryant in a New York Times interview that before asking questions, she likes to see how job candidates interact with people in the waiting area. "I'll ask people to offer the candidate a drink to see if there's a general gratefulness there, and they'll send me notes," she tells Bryant. "Then, when someone walks into my office, I'll have a big wad of paper on my floor between the door and the table. I want to see if the person picks it up. I don't make huge judgments around it, but it does give me a sense of how detail-oriented they are." After some conversation, she finally says: "Tell me about the closest person in your life who you're comfortable talking about. What would they say if I asked them, 'What is the one characteristic that they totally dig about you?'" Then she'll say: "What is the one characteristic that drives them insane, and that they would love for you to do just a little bit less?" "People are pretty comfortable talking about that because I've pinpointed a person and a point of view," she tells the Times.
"What are you most proud of in your career?"
Kimberly Bishop, a retained executive recruiter, often gets blank stares when she asks candidates this question. "'I don't know ... that's a good question!' is often the answer," she says. Rookie mistake. There should be no pause or confusion—whatsoever. The best way to answer this question is to tell them one significant accomplishment and explain why you are proud of it. In other words, how did your proud moment impact the bottom line, overcome a hurdle or knock out a personal goal?
GIVE ME AN EXAMPLE OF A TIME WHEN YOU SOLVED AN ANALYTICALLY DIFFICULT PROBLEM.
Laszlo Bock, Google's HR boss, says the company ditched its famous brainteaser interview questions in recent years for behavioral ones. "The interesting thing about the behavioral interview is that when you ask somebody to speak to their own experience, and you drill into that, you get two kinds of information," Bock tells The New York Times. "One is you get to see how they actually interacted in a real-world situation, and the valuable 'meta' information you get about the candidate is a sense of what they consider to be difficult."
CAN YOU TELL ME THE STORY OF YOU PRIOR SUCCESSES, CHALLENGES, AND MAJOR RESPONSIBILITIES?
Lonne Jaffe, chief executive of software company Syncsort, says in a New York Times interview with Adam Bryant that he always wants to see how well a job candidate can tell a story. He tells Business Insider that as long as we've had language, storytelling has been a powerful communication tool. "In business, creating a compelling narrative is invaluable for motivating a team, explaining strategic priorities in a way that's easy for others to understand, or communicating complex ideas to customers and prospects. Successful senior-level leaders are good storytellers, and it's also a very useful skill early on in your career." Jaffe says he recognized the importance of storytelling early in his career while working at IBM. "Storytelling is especially important in the tech industry because technology can be "very complex, and sometimes people find technical details to be somewhat boring," he says.
IF I WERE TO SAY TO A BUNCH OF PEOPLE WHO KNOW YOU, 'GIVE ME THREE ADJECTIVES THAT BEST DESCRIBE YOU,' WHAT WOULD I HEAR?
Michelle Peluso, CEO of Gilt Groupe, tells Adam Bryant of the New York Times that this question is far more telling than, "What are you good at?" which is a question she despises. Here's what she tells each candidate: "OK, I've interviewed an eclectic crowd about you: the guy who delivers your food, the last people you worked with, the person who can't stand you the most, your best friend from high school, your mother's neighbor, your kindergarten teacher, your high school math teacher who loved you, and your last boss." Then she asks: "If I were to say to them, 'Give me three adjectives that best describe you,' what would I hear?" Peluso says if the candidate gives her three glowing adjectives, she'll remind them that the hypothetical group includes a few people who aren't particularly fond of them.
ON A SCALE OF ONE TO 10, HOW WEIRD ARE YOU?
One of Zappos' core values is to "create fun and a little weirdness," Tony Hsieh, CEO of the company, tells Business Insider. To make sure he hires candidates with the right fit, Hsieh typically asks the question: "On a scale of one to 10, how weird are you?" He says the number isn't too important, but it's more about how people answer the question. Nonetheless, if "you're a one, you probably are a little bit too straight-laced for the Zappos culture," he says. "If you're a 10, you might be too psychotic for us." Another question Zappos usually asks candidates is: "On a scale of one to 10, how lucky are you in life?" Again, the number doesn't matter too much, but if you're a one, you don't know why bad things happen to you (and probably blame others a lot). And if you're a 10, you don't understand why good things always seem to happen to you (and probably lack confidence).
TELL ME SOMETHING THAT'S TRUE, THAT ALMOST NOBODY AGREES WITH YOU ON.
PayPal cofounder, managing partner of the Founders Fund, and president of Clarium Capital Peter Thiel always looks to hire people who aren't afraid to speak their minds, reports Business Insider's Aaron Taube. To do this, he always gives job candidates and the founders of companies seeking an investment this interview prompt: "Tell me something that's true, that almost nobody agrees with you on."' In a 2012 interview with Forbes, Thiel said the reason he loves this question is: "It sort of tests for originality of thinking, and to some extent, it tests for your courage in speaking up in a difficult interview context."
IF WE'RE SITTING HERE A YEAR FROM NOW CELEBRATING WHAT A GREAT 12 MONTHS IT'S BEEN FOR YOU IN THIS ROLE, WHAT DID WE ACHIEVE TOGETHER?
Randy Garutti, the CEO of Shake Shack, tells writer Jeff Haden that he needs to know candidates have "done their homework, truly understand our company and the role... and really want it." Garutti continues: "The candidate should have enough strategic vision to not only talk about how good the year has been but to answer with an eye towards that bigger-picture understanding of the company — and why they want to be here."
HOW WOULD YOU DESCRIBE YOURSELF IN ONE WORD?
The best candidates are the ones who know exactly who they are. That's why Dara Richardson-Heron, CEO of women's organization YWCA, always asks her candidates this question. Richardson-Heron says she doesn't judge people on the word they choose, but it does give her insight into how people package themselves. She tells Adam Bryant at The New York Times that she likes when people take time to ponder the question and answer thoughtfully.
What do you do when you are not working?
The more senior the position, the more important it is to know about the candidate's qualities that will impact his or her leadership style: is the person well adjusted and happy, or is he or she a company zealot? Discuss hobbies or pursuits that interest you, such as sports, clubs, cultural activities, and favorite things to read. Avoid dwelling on any political or religious activities that may create conflict with those of the interviewer.
Tell me about a situation where you did not get along with a superior.
The wrong answer to this hot-button question is, "I've been very fortunate and have never worked for someone I didn't get along with." Everyone has had situations where he or she disagreed with a boss, and saying that you haven't forces the recruiter to question your integrity. Also, it can send out a signal that the candidate is not seasoned enough or hasn't been in situations that require him or her to develop a tough skin or deal with confrontation. It's natural for people to have differing opinions. When this has occurred in the past, you could explain that you presented your reasons and openly listened to other opinions as well.
Why do you want to work in this industry?
Think of a story to tell about how you first became interested in this type of work. Point out any similarities between the job you're interviewing for and your current job. Provide proof that you aren't simply shopping in this interview. Make your passion for your work a theme that you allude to continually throughout the interview.
"How long are you willing to fail at this job before you succeed?"
This is one of the favorite tough questions of Jon Sterling, co-founder of Interview Circuit. It's tricky because "I don't have an answer in mind when I ask it," he says, "and I use it to see how the candidate reacts." A variety of answers would be acceptable in this scenario. "A good answer would be, 'I'm willing to stick with this job for as long as it takes to succeed,'" Sterling says. This shows endurance and that you're in it for the long-haul. Alternatively, you could say that you plan to fail as quickly as possible so that you can learn from your mistakes and move on. "That answer would indicate that they're impatient, aggressive, and not afraid to fail (which are things I like)," Sterling says.
WHAT WOULD YOU DO IN THE EVENT OF A ZOMBIE APOCALYPSE?
This seems like a ridiculous question to ask, but it's posed to every prospective employee at Capriotti's Sandwich Shop, a national restaurant franchise. Ashley Morris, the company's CEO, says it's the best way to learn how candidates react under pressure. "There really is no right answer, so it's interesting to get someone's opinion and understand how they think on their feet," Morris explains. "The hope is that for us, we're going to find out who this person is on the inside and what's really important to him, what his morals really are, and if he'll fit on the cultural level."
WHAT DIDN'T YOU GET A CHANCE TO INCLUDE ON YOUR RÉSUMÉ?
Virgin Group founder Richard Branson explains in his new book "The Virgin Way: Everything I Know About Leadership," that he isn't a fan of the traditional job interview, reports Business Insider's Richard Feloni. "Obviously a good CV is important, but if you were going to hire by what they say about themselves on paper, you wouldn't need to waste time on an interview," Branson writes. That's why he likes to ask: What didn't you get a chance to include on your résumé?
CAN YOU TELL ME ABOUT A TIME WHEN YOU ALMOST GAVE UP, HOW YOU FELT ABOUT THAT, AND WHAT YOU DID INSTEAD OF GIVING UP?
Wayne Jackson, chief executive of the software security firm Sonatype, tells The New York Times' Adam Bryant that in asking this question, he can learn about what people do outside of work — what drives them, what they think about, what's important — to determine whether they have "the competitiveness and the drive to get through tough problems and tough times." Another reason he loves this question: It helps him figure out if the candidate's values and mindset are in line with his. "I tend to drift toward things where the stakes are relatively high, the dynamics are really complex, and teamwork matters," he tells Bryant. And it's important that his employees do the same.
Why did you leave your previous company?
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