JOKE OF THE WEEK! - Blind Man's Blonde Joke
A blind man enters a lesbian bar by mistake. He finds his way to a bar stool and orders a drink. After sitting there for a while, he yells to the bartender in a loud voice, "Hey bartender, you wanna hear a dumb blonde joke?"!!! The bar immediately falls deathly quiet. In a very deep, husky voice, the woman next to him says, "Before you tell that joke, sir, I think it is just fair, given that you are blind, that you should know five things... 1 - The bartender is a blonde woman. 2 - The bouncer is a blonde woman. 3 - The woman sitting next to me is blonde and is a professional weightlifter. 4 - The lady to your right is a blonde and is a professional wrestler, and 5 - I'm a 6 foot, 200 lb. blonde woman with a PhD., a black belt in karate and a very bad attitude! Now think about it seriously, Mister. Do you still want to tell that joke?" The blind man thinks for a second, shakes his head, and says; "Naaaah . . . not if I'm gonna have to explain it five times."
What can an interviewer ask me?
quarta-feira, 8 de abril de 2009
Illegal Interview Questions
Is it legal for a job interviewer to ask me if I have a disability?
No. The Americans with Disabilities Act (ADA) prohibits questions about medical conditions; past hospitalizations; nature and severity of disabilities; and other related matters on job applications and in job interviews.
Unfortunately, some employers persist in asking questions that are prohibited under the ADA. This places job applicants in the uncomfortable position of deciding how to respond.
What type of question is an interviewer allowed to ask?
An employer may ask you whether you can perform the job-related functions, as long as they don’t phrase the questions in terms of the disability. For example, if driving a vehicle is a function of the job, the employer may ask if you have a driver’s license. However, they may not ask if you have a visual disability that would prevent you from driving.
Do I have to tell the truth about my disability?
It is recommended that you never lie on a job application or job interview. The employer could have a legitimate justification to fire you later on if it’s revealed that you lied. Some courts have ruled that lying on a job application or in an interview is a legitimate ground for firing an employee, even if there is evidence that the firing was also motivated by unlawful discrimination.
Can the interviewer ask about gaps in my employment history if those gaps were related to my disability?
Under the Americans with Disability Act (ADA), potential employers cannot ask certain questions at a job interview that would result in the applicant revealing information about the existence or nature of a disability.
Questions about gaps in employment history are likely to lead to information about an applicant’s disability and are therefore arguably illegal. However, until the courts and the Equal Employment Opportunity Commission (EEOC) clarify the issue, the law on this question is unsettled.
What should I do if an interviewer asks me unlawful questions about my disability?
There is no easy answer. If you are asked a question at a job interview that is not allowed under the ADA and you answer the question, you may be revealing information that the law allows you to keep private, at least at that stage of the job application process.
There are two basic issues for you to consider: (a) do you want to get the employer to change the illegal job application or interview process or (b) do you want to get the job? Accomplishing both objectives at the same time may be difficult.
If your main goal is to pursue the job, you may choose to refuse to answer a question in a nonconfrontational manner. For instance, you could state that you read about a law that prohibits questions of this type during job interviews. This lets you avoid answering the question without giving the employer the impression that you have a disability.
If your main goal is to get the employer to change the illegal interview process, then you can file a complaint with the EEOC or state or local human rights agencies, and ask them to take up the problem of the illegal question with the employer.
What should I do if I encounter an illegal question on a written job application?
You may leave the question blank or ask if you can take the application to fill it out at home. If you are permitted to take the application home, you can show the application to the U.S. Equal Employment Opportunity Commission (EEOC), NYLPI, other advocacy organizations, or state or local human rights agencies, and ask them to take up the problem of the illegal question with the employer.
If you do this, you can also request that the agency to whom you show the application not reveal your identity to the employer. This may enable you to get the application changed while continuing to pursue the job.
What should I do if I refuse to answer illegal interview questions and then don’t get the position?
The employer has violated the law. You may want to consider filing an administrative complaint with the EEOC or a state or local human rights agency.
If I apply for a job and I am not hired, how do I know if the employer has violated the law and discriminated against me because of my disability?
There is no way to know for certain. This is especially true when an employer doesn’t directly state that you weren’t hired because of your disability or provides no reason at all for not hiring you.
Then, how can I prove that I wasn’t hired because of my disability?
(a) You must show that you are a person with a disability; you were qualified for the job; you were denied the job; and the job either remained open or was given to a person without a disability.
(b) The employer must offer a neutral or non-discriminatory reason for the decision not to hire you, such as the fact that you were not qualified for the job or were not as qualified as another applicant who was hired.
(c) If the employer can meet this burden, then you have to show that the neutral reason given by the employer is not the real reason for the employer’s decision not to hire you, and your disability was the true reason. Any information that you can obtain on these issues prior to filing a complaint will be helpful to your case.
What’s my chance of success if I file a complaint based on disability discrimination by an employer?
Even if you can prove that an employer asked an illegal question on a job application or at an interview, and you can prove that you were not hired as a result of your response to the illegal question, you will not necessarily win an administrative proceeding challenging the employer’s decision not to hire you.
To win an administrative complaint or lawsuit challenging a decision not to hire you, you will also have to prove that you were able to perform the essential functions of the job, with or without a reasonable accommodation. You will need concrete evidence that the employer’s decision not to hire you was based, at least in part, on your disability.
Does an employer who asks an illegal job interview question violate the ADA even if they extend a job offer?
The employer may have violated the ADA even if you are offered the job or even if you decide that you do not want the job and withdraw your application before a hiring decision is made. In either of these situations, you may want to ask the EEOC, NYLPI or state or local human rights agencies to investigate and ask the employer to change the application or interview process so that the question is not asked of other applicants.
Does the ADA require employers to give preference to hiring people with disabilities?
No. While the ADA and state and local laws protect people from employment discrimination on the basis of disability, they do not require an employer to hire or promote the person with a disability over other people.
These laws prohibit an employer from refusing to hire or promote or from taking other adverse action against a person because of the person’s disability, if he or she can perform the essential functions of the job.
An employer can, under the ADA, choose a person without a disability with more experience over an individual with a disability even if the individual with the disability is qualified for the job.
An employer can choose a person without a disability over an individual with a disability, if the two individuals are equally qualified, as long as the choice was not made because of the individual’s disability.
Is it legal for a job interviewer to ask me if I have a disability?
No. The Americans with Disabilities Act (ADA) prohibits questions about medical conditions; past hospitalizations; nature and severity of disabilities; and other related matters on job applications and in job interviews.
Unfortunately, some employers persist in asking questions that are prohibited under the ADA. This places job applicants in the uncomfortable position of deciding how to respond.
What type of question is an interviewer allowed to ask?
An employer may ask you whether you can perform the job-related functions, as long as they don’t phrase the questions in terms of the disability. For example, if driving a vehicle is a function of the job, the employer may ask if you have a driver’s license. However, they may not ask if you have a visual disability that would prevent you from driving.
Do I have to tell the truth about my disability?
It is recommended that you never lie on a job application or job interview. The employer could have a legitimate justification to fire you later on if it’s revealed that you lied. Some courts have ruled that lying on a job application or in an interview is a legitimate ground for firing an employee, even if there is evidence that the firing was also motivated by unlawful discrimination.
Can the interviewer ask about gaps in my employment history if those gaps were related to my disability?
Under the Americans with Disability Act (ADA), potential employers cannot ask certain questions at a job interview that would result in the applicant revealing information about the existence or nature of a disability.
Questions about gaps in employment history are likely to lead to information about an applicant’s disability and are therefore arguably illegal. However, until the courts and the Equal Employment Opportunity Commission (EEOC) clarify the issue, the law on this question is unsettled.
What should I do if an interviewer asks me unlawful questions about my disability?
There is no easy answer. If you are asked a question at a job interview that is not allowed under the ADA and you answer the question, you may be revealing information that the law allows you to keep private, at least at that stage of the job application process.
There are two basic issues for you to consider: (a) do you want to get the employer to change the illegal job application or interview process or (b) do you want to get the job? Accomplishing both objectives at the same time may be difficult.
If your main goal is to pursue the job, you may choose to refuse to answer a question in a nonconfrontational manner. For instance, you could state that you read about a law that prohibits questions of this type during job interviews. This lets you avoid answering the question without giving the employer the impression that you have a disability.
If your main goal is to get the employer to change the illegal interview process, then you can file a complaint with the EEOC or state or local human rights agencies, and ask them to take up the problem of the illegal question with the employer.
What should I do if I encounter an illegal question on a written job application?
You may leave the question blank or ask if you can take the application to fill it out at home. If you are permitted to take the application home, you can show the application to the U.S. Equal Employment Opportunity Commission (EEOC), NYLPI, other advocacy organizations, or state or local human rights agencies, and ask them to take up the problem of the illegal question with the employer.
If you do this, you can also request that the agency to whom you show the application not reveal your identity to the employer. This may enable you to get the application changed while continuing to pursue the job.
What should I do if I refuse to answer illegal interview questions and then don’t get the position?
The employer has violated the law. You may want to consider filing an administrative complaint with the EEOC or a state or local human rights agency.
If I apply for a job and I am not hired, how do I know if the employer has violated the law and discriminated against me because of my disability?
There is no way to know for certain. This is especially true when an employer doesn’t directly state that you weren’t hired because of your disability or provides no reason at all for not hiring you.
Then, how can I prove that I wasn’t hired because of my disability?
(a) You must show that you are a person with a disability; you were qualified for the job; you were denied the job; and the job either remained open or was given to a person without a disability.
(b) The employer must offer a neutral or non-discriminatory reason for the decision not to hire you, such as the fact that you were not qualified for the job or were not as qualified as another applicant who was hired.
(c) If the employer can meet this burden, then you have to show that the neutral reason given by the employer is not the real reason for the employer’s decision not to hire you, and your disability was the true reason. Any information that you can obtain on these issues prior to filing a complaint will be helpful to your case.
What’s my chance of success if I file a complaint based on disability discrimination by an employer?
Even if you can prove that an employer asked an illegal question on a job application or at an interview, and you can prove that you were not hired as a result of your response to the illegal question, you will not necessarily win an administrative proceeding challenging the employer’s decision not to hire you.
To win an administrative complaint or lawsuit challenging a decision not to hire you, you will also have to prove that you were able to perform the essential functions of the job, with or without a reasonable accommodation. You will need concrete evidence that the employer’s decision not to hire you was based, at least in part, on your disability.
Does an employer who asks an illegal job interview question violate the ADA even if they extend a job offer?
The employer may have violated the ADA even if you are offered the job or even if you decide that you do not want the job and withdraw your application before a hiring decision is made. In either of these situations, you may want to ask the EEOC, NYLPI or state or local human rights agencies to investigate and ask the employer to change the application or interview process so that the question is not asked of other applicants.
Does the ADA require employers to give preference to hiring people with disabilities?
No. While the ADA and state and local laws protect people from employment discrimination on the basis of disability, they do not require an employer to hire or promote the person with a disability over other people.
These laws prohibit an employer from refusing to hire or promote or from taking other adverse action against a person because of the person’s disability, if he or she can perform the essential functions of the job.
An employer can, under the ADA, choose a person without a disability with more experience over an individual with a disability even if the individual with the disability is qualified for the job.
An employer can choose a person without a disability over an individual with a disability, if the two individuals are equally qualified, as long as the choice was not made because of the individual’s disability.
iIlegal interview Questions
Illegal Interview Questions
Age? Date of Birth?
Age based inquiries should be avoided because state law prohibits discrimination against persons age 40 and older. An age inquiry may be made to ensure a person is “old enough” to work for the job being filled, or if the job is among the few where age discrimination is permitted such as physically dangerous or hazardous work or driving a school bus.
Example of Illegal Questions
Possible Legal Alternatives
How old are you?
When is your birthday?
In what year were you born?
In what year did you graduate from college/high school?
Are you over the age of 18?
Can you, after employment, provide proof of age?
Marital/ Family Status (often alludes to sexual orientation)
The purpose of these “family” inquiries is to explore what some employers believe is a common source of absenteeism and tardiness. Typically, these questions are asked only of women making the inquiry clearly unlawful. However, even if such inquiries are made of both men and women, the questions may still be suspect. Such information has been used to discriminate against women because of society’s general presumption that they are the primary care givers. If the employer’s concern is regular work attendance, a better question would be, “Is there anything that would interfere with regular attendance at work?”
Example of Illegal Questions
Possible Legal Alternatives
Are you married or do you have a permanent partner?
With whom do you live?
How many children do you have?
Are you pregnant?
Do you expect to become have
a family? When? How many children will you have?
What are your child care arrangements?
Would you be willing to relocate if necessary?
Travel is an important part of the job. Do you have any restrictions on your ability to travel?
Do you have responsibilities or commitments that will prevent you from meeting specified work schedules?
Do you anticipate any absences from work on a regular basis? If so, please explain the circumstances.
Personal
Minimum height and weight requirements are unlawful if they screen out a disproportionate number of women or minorities. Unless the employer can show that a height or weight requirement is essential for job performance, such inquiries should be avoided.
Example of Illegal Questions
Possible Legal Alternatives
How tall are you?
How much do you weigh?
(Questions about height and weight are always illegal unless
it can be proven that there are minimum requirements to do the job.)
Are you able to lift a 50-pound weight and carry it 100 yards, as that is part of the job?
Disabilities
Inquiries about a person’s disability, health or worker’s compensation histories are unlawful if they imply or express a limitation based on disability. Under the federal Americans with Disabilities Act, any inquiry at the pre-employment stage, which would likely require an applicant to disclose a disability, is unlawful. Employers must avoid such inquiries or medical examinations before making a bona fide job offer.
However, an employer may inquire about an applicant’s ability to perform certain job functions and, within certain limits, may conduct tests of all applicants to determine if they can perform essential job functions, with or without an accommodation.
Example of Illegal Questions
Possible Legal Alternatives
Do you have any disabilities?
Have you had any recent illness or operations?
Please complete this medical questionnaire.
What was the date of your last physical exam?
How's your family's health?
When did you lose your eyesight/ leg/ hearing/ etc.?
Are you able to perform the essential functions of this job with or without reasonable accommodations? (Legal if the interviewer thoroughly described the job.)
Will you be able to carry out in a safe manner all job assignments necessary for this position?
Are you able to lift a 50-pound weight and carry it 100 yards, as that is part of the job?
NB: Medical exams are legal AFTER an offer has been extended; results should be held strictly confidential except for reasons of safety.
National Origin/ Citizenship
Inquiries about a person’s citizenship or country of birth are unlawful and imply discrimination on the basis of national origin. A lawfully immigrated alien may not be discriminated against on the basis of citizenship. The Immigration Reform and Control Act of 1986 require employers to verify the legal status and right to work of all new hires. Employers should not ask applicants to state their national origin, but should ask if they have a legal right to work in America, and explain that verification of that right must be submitted after the decision to hire has been made. To satisfy verification requirements, employers should ask all new hires for documents establishing both identity and work authorization.
Example of Illegal Questions
Possible Legal Alternatives
Where were you/your parents born?
What is your native language?
What is your country of citizenship?
Are you a US citizen?
Do you have any language abilities that would be helpful in doing this job? (Legal if language ability is directly relevant to job performance.)
Are you authorized to work in the United States?
Arrest Record
There are laws that prohibits inquiries about past arrest records but permits consideration of a current arrest. If an applicant is under arrest for an offense that is substantially related to the job, an employer may suspend judgment until the case is resolved, advises the applicant to reapply when the charge is resolved, or refuse to employ the applicant. A current employee who is arrested may be suspended if the charge is substantially related to the job.
An employer may not refuse to employ or discharge a person with a conviction record unless the circumstances of the conviction substantially relate to the circumstances of the job. If an inquiry about convictions is made, the employer should add a clarifier, “A conviction will not necessarily disqualify you from employment. It will be considered only as it may relate to the job you are seeking”. Anyone who evaluates conviction record information should be knowledgeable about how such data may be used.
Example of Illegal Questions
Possible Legal Alternatives
Have you ever been arrested?
Have you ever been convicted of ____ crime? (Legal if the crime is reasonably relevant to the job; e.g. embezzlement for a banking job.)
Military Service
It is unlawful to discriminate against someone because of membership in the National Guard, a state defense force or another state or Federal Reserve unit. Questions relevant to experience or training received in the military or to determine eligibility for any veteran’s preference required by law are acceptable.
Example of Illegal Questions
Possible Legal Alternatives
What type of discharge did you receive?
In what branch of the Armed Forces did you serve?
What type of training or education did you receive in the military?
Affiliations
Example of Illegal Questions
Possible Legal Alternatives
What clubs or social organizations do you belong to?
Do you go to church?
List any professional or trade groups or other organizations that you belong to that you consider relevant to your ability to perform this job.
Race/Color/Religion
This question may discourage an applicant whose religion prohibits Saturday or Sunday work. If a question about weekend work is asked, the employer should indicate that a reasonable effort is made to accommodate religious beliefs or practices. An employ-er not required to make an accommodation if doing so would create an undue hardship on the business.
Example of Illegal Questions
Possible Legal Alternatives
All questions are illegal.
Are you available for work on saturday and Sunday?
Age? Date of Birth?
Age based inquiries should be avoided because state law prohibits discrimination against persons age 40 and older. An age inquiry may be made to ensure a person is “old enough” to work for the job being filled, or if the job is among the few where age discrimination is permitted such as physically dangerous or hazardous work or driving a school bus.
Example of Illegal Questions
Possible Legal Alternatives
How old are you?
When is your birthday?
In what year were you born?
In what year did you graduate from college/high school?
Are you over the age of 18?
Can you, after employment, provide proof of age?
Marital/ Family Status (often alludes to sexual orientation)
The purpose of these “family” inquiries is to explore what some employers believe is a common source of absenteeism and tardiness. Typically, these questions are asked only of women making the inquiry clearly unlawful. However, even if such inquiries are made of both men and women, the questions may still be suspect. Such information has been used to discriminate against women because of society’s general presumption that they are the primary care givers. If the employer’s concern is regular work attendance, a better question would be, “Is there anything that would interfere with regular attendance at work?”
Example of Illegal Questions
Possible Legal Alternatives
Are you married or do you have a permanent partner?
With whom do you live?
How many children do you have?
Are you pregnant?
Do you expect to become have
a family? When? How many children will you have?
What are your child care arrangements?
Would you be willing to relocate if necessary?
Travel is an important part of the job. Do you have any restrictions on your ability to travel?
Do you have responsibilities or commitments that will prevent you from meeting specified work schedules?
Do you anticipate any absences from work on a regular basis? If so, please explain the circumstances.
Personal
Minimum height and weight requirements are unlawful if they screen out a disproportionate number of women or minorities. Unless the employer can show that a height or weight requirement is essential for job performance, such inquiries should be avoided.
Example of Illegal Questions
Possible Legal Alternatives
How tall are you?
How much do you weigh?
(Questions about height and weight are always illegal unless
it can be proven that there are minimum requirements to do the job.)
Are you able to lift a 50-pound weight and carry it 100 yards, as that is part of the job?
Disabilities
Inquiries about a person’s disability, health or worker’s compensation histories are unlawful if they imply or express a limitation based on disability. Under the federal Americans with Disabilities Act, any inquiry at the pre-employment stage, which would likely require an applicant to disclose a disability, is unlawful. Employers must avoid such inquiries or medical examinations before making a bona fide job offer.
However, an employer may inquire about an applicant’s ability to perform certain job functions and, within certain limits, may conduct tests of all applicants to determine if they can perform essential job functions, with or without an accommodation.
Example of Illegal Questions
Possible Legal Alternatives
Do you have any disabilities?
Have you had any recent illness or operations?
Please complete this medical questionnaire.
What was the date of your last physical exam?
How's your family's health?
When did you lose your eyesight/ leg/ hearing/ etc.?
Are you able to perform the essential functions of this job with or without reasonable accommodations? (Legal if the interviewer thoroughly described the job.)
Will you be able to carry out in a safe manner all job assignments necessary for this position?
Are you able to lift a 50-pound weight and carry it 100 yards, as that is part of the job?
NB: Medical exams are legal AFTER an offer has been extended; results should be held strictly confidential except for reasons of safety.
National Origin/ Citizenship
Inquiries about a person’s citizenship or country of birth are unlawful and imply discrimination on the basis of national origin. A lawfully immigrated alien may not be discriminated against on the basis of citizenship. The Immigration Reform and Control Act of 1986 require employers to verify the legal status and right to work of all new hires. Employers should not ask applicants to state their national origin, but should ask if they have a legal right to work in America, and explain that verification of that right must be submitted after the decision to hire has been made. To satisfy verification requirements, employers should ask all new hires for documents establishing both identity and work authorization.
Example of Illegal Questions
Possible Legal Alternatives
Where were you/your parents born?
What is your native language?
What is your country of citizenship?
Are you a US citizen?
Do you have any language abilities that would be helpful in doing this job? (Legal if language ability is directly relevant to job performance.)
Are you authorized to work in the United States?
Arrest Record
There are laws that prohibits inquiries about past arrest records but permits consideration of a current arrest. If an applicant is under arrest for an offense that is substantially related to the job, an employer may suspend judgment until the case is resolved, advises the applicant to reapply when the charge is resolved, or refuse to employ the applicant. A current employee who is arrested may be suspended if the charge is substantially related to the job.
An employer may not refuse to employ or discharge a person with a conviction record unless the circumstances of the conviction substantially relate to the circumstances of the job. If an inquiry about convictions is made, the employer should add a clarifier, “A conviction will not necessarily disqualify you from employment. It will be considered only as it may relate to the job you are seeking”. Anyone who evaluates conviction record information should be knowledgeable about how such data may be used.
Example of Illegal Questions
Possible Legal Alternatives
Have you ever been arrested?
Have you ever been convicted of ____ crime? (Legal if the crime is reasonably relevant to the job; e.g. embezzlement for a banking job.)
Military Service
It is unlawful to discriminate against someone because of membership in the National Guard, a state defense force or another state or Federal Reserve unit. Questions relevant to experience or training received in the military or to determine eligibility for any veteran’s preference required by law are acceptable.
Example of Illegal Questions
Possible Legal Alternatives
What type of discharge did you receive?
In what branch of the Armed Forces did you serve?
What type of training or education did you receive in the military?
Affiliations
Example of Illegal Questions
Possible Legal Alternatives
What clubs or social organizations do you belong to?
Do you go to church?
List any professional or trade groups or other organizations that you belong to that you consider relevant to your ability to perform this job.
Race/Color/Religion
This question may discourage an applicant whose religion prohibits Saturday or Sunday work. If a question about weekend work is asked, the employer should indicate that a reasonable effort is made to accommodate religious beliefs or practices. An employ-er not required to make an accommodation if doing so would create an undue hardship on the business.
Example of Illegal Questions
Possible Legal Alternatives
All questions are illegal.
Are you available for work on saturday and Sunday?
behavioral interview questions
Behavioral Interview
More employers are using behavioral interviewing in the hiring process. This type of interview is based on the idea that the best way to predict your future performance is to examine your past and present performance in a similar situation. It focuses on experiences, behaviors, knowledge, skills and abilities that are job related.
With the Behavioral interview Employers predetermine which skills are necessary for the job for which they are looking and then ask very pointed questions to determine if the candidate possesses those skills. Currently, 30 percent of all organizations are using behavioral interviewing to some degree. Prepare for Behavioral Interviews by researching what job competencies an employer might seek.
Why should you prepare for behavioral interview?
Candidates who prepare for behavioral interviews are better prepared - even for traditional interviews.
Using behavioral answers works well with inexperienced interviewers. Companies that invest the time and energy in developing behavioral interviews often attract top candidates. Top candidates make the company a more desirable place to work.
Before the interview:
One way to prepare for the interview is to first consider the job description. What skills are listed as qualifications for the job? For example, does the organization say they need team players? someone with a strong attention to detail? keen problem solvers? or someone with superior customer service? Once you have a greater understanding of the kinds of skills they are seeking, you can begin to reflect upon experiences in which you demonstrated these skills. If you don’t have a job description, think about the skills that might be necessary for the job or speak to an advisor in career services.
When answering the question:
First, internally note what competency or skill the employer may be seeking (hint: it may be more than one) and then always make sure you:
Describe a specific, recent situation (if you can, try to keep it within two years)
Detail your behavior or the actions you took to resolve the situation. (Be sure that your role is clear and significant)
Share the outcome or the results of the situation.
Feel free to draw upon your experiences within an on-campus organization or sports team, volunteer work, prior internships, classroom experience or coursework.
Some examples of Job Competencies are below:
Adaptability
Equipment
Operation
Personal Effectiveness
Analysis
Fact Finding-Oral
Persuasion
Analytical Problem Solving
Financial Analytical Ability
Participative Management
Attention to Detail
Futuristic Thinking
Presentation Skills
Continuous Learning
Initiative
Risk Taking
Communication-Oral
Goal Orientation
Process Operation
Communication-Written
Impact
Rapport Building
Conflict Management
Independence
Resilience
Assertiveness
Flexibility
Practical Learning
Control
Innovation
Safety Awareness
Creativity/Innovation
Integrity
Sales/Persuasiveness
Customer Service
Interpersonal Skills
Sensitivity
Decisiveness
Leadership
Stress
Delegation
Influence
Teamwork
Entrepreneurial Insight
Planning and Organizing
Written Communication
Diplomacy
Listening
Professional Knowledge
Empathy
Management
Technical Proficiency
Employee Development
Motivation
Tenacity
Energy
Negotiation
Training
Decision Making
Judgment
Strategic Analysis
During a behavioral interview, always listen carefully to the question, ask for clarification if necessary, and make sure you answer the question completely. Your interview preparation should include identifying examples of situations from your experiences on your resume where you have demonstrated the behaviors a given company seeks.
When answering behavioral questions use the STAR Method and convey specific situations, actions, and outcomes/results.
Situation Use specific details about a situation or task.
Task Tell what led to the situation or task?
Action Taken Discuss what you did and who was involved?
Result or outcome Communicate the outcome?
Before the interview process, identify two or three of your top selling points and determine how you will convey these points (with demonstrated STAR stories) during the interview.
Whenever you can, quantify your results. Numbers illustrate your level of authority and responsibility. For example: "I was a shift supervisor." could be "As Shift Supervisor, I trained and evaluated 4 employees."
Be prepared to provide examples of when results didn't turn out as you planned. What did you do then? What did you learn? Your resume will serve as a good guide when answering these questions. Refresh your memory regarding your achievements in the past couple of years. Demonstration of the desired behaviors may be proven in many ways. Use examples from past internships, classes, activities, team involvements, community service and work experience.
More employers are using behavioral interviewing in the hiring process. This type of interview is based on the idea that the best way to predict your future performance is to examine your past and present performance in a similar situation. It focuses on experiences, behaviors, knowledge, skills and abilities that are job related.
With the Behavioral interview Employers predetermine which skills are necessary for the job for which they are looking and then ask very pointed questions to determine if the candidate possesses those skills. Currently, 30 percent of all organizations are using behavioral interviewing to some degree. Prepare for Behavioral Interviews by researching what job competencies an employer might seek.
Why should you prepare for behavioral interview?
Candidates who prepare for behavioral interviews are better prepared - even for traditional interviews.
Using behavioral answers works well with inexperienced interviewers. Companies that invest the time and energy in developing behavioral interviews often attract top candidates. Top candidates make the company a more desirable place to work.
Before the interview:
One way to prepare for the interview is to first consider the job description. What skills are listed as qualifications for the job? For example, does the organization say they need team players? someone with a strong attention to detail? keen problem solvers? or someone with superior customer service? Once you have a greater understanding of the kinds of skills they are seeking, you can begin to reflect upon experiences in which you demonstrated these skills. If you don’t have a job description, think about the skills that might be necessary for the job or speak to an advisor in career services.
When answering the question:
First, internally note what competency or skill the employer may be seeking (hint: it may be more than one) and then always make sure you:
Describe a specific, recent situation (if you can, try to keep it within two years)
Detail your behavior or the actions you took to resolve the situation. (Be sure that your role is clear and significant)
Share the outcome or the results of the situation.
Feel free to draw upon your experiences within an on-campus organization or sports team, volunteer work, prior internships, classroom experience or coursework.
Some examples of Job Competencies are below:
Adaptability
Equipment
Operation
Personal Effectiveness
Analysis
Fact Finding-Oral
Persuasion
Analytical Problem Solving
Financial Analytical Ability
Participative Management
Attention to Detail
Futuristic Thinking
Presentation Skills
Continuous Learning
Initiative
Risk Taking
Communication-Oral
Goal Orientation
Process Operation
Communication-Written
Impact
Rapport Building
Conflict Management
Independence
Resilience
Assertiveness
Flexibility
Practical Learning
Control
Innovation
Safety Awareness
Creativity/Innovation
Integrity
Sales/Persuasiveness
Customer Service
Interpersonal Skills
Sensitivity
Decisiveness
Leadership
Stress
Delegation
Influence
Teamwork
Entrepreneurial Insight
Planning and Organizing
Written Communication
Diplomacy
Listening
Professional Knowledge
Empathy
Management
Technical Proficiency
Employee Development
Motivation
Tenacity
Energy
Negotiation
Training
Decision Making
Judgment
Strategic Analysis
During a behavioral interview, always listen carefully to the question, ask for clarification if necessary, and make sure you answer the question completely. Your interview preparation should include identifying examples of situations from your experiences on your resume where you have demonstrated the behaviors a given company seeks.
When answering behavioral questions use the STAR Method and convey specific situations, actions, and outcomes/results.
Situation Use specific details about a situation or task.
Task Tell what led to the situation or task?
Action Taken Discuss what you did and who was involved?
Result or outcome Communicate the outcome?
Before the interview process, identify two or three of your top selling points and determine how you will convey these points (with demonstrated STAR stories) during the interview.
Whenever you can, quantify your results. Numbers illustrate your level of authority and responsibility. For example: "I was a shift supervisor." could be "As Shift Supervisor, I trained and evaluated 4 employees."
Be prepared to provide examples of when results didn't turn out as you planned. What did you do then? What did you learn? Your resume will serve as a good guide when answering these questions. Refresh your memory regarding your achievements in the past couple of years. Demonstration of the desired behaviors may be proven in many ways. Use examples from past internships, classes, activities, team involvements, community service and work experience.
job specific questions
Job Specific Questions
Can you do the job?
Do you have the knowledge sets, skill sets and personal attributes to allow you to do the job?
Types of questions could include:
What parts of your education do you see as relevant to this position?
What prompted you to study…..?
Tell me about a time when you had to communicate information to a group of people.
Tell me about a significant achievement in your life.
Tell me about a time where you had to work towards a deadline. Did you meet it? If not, what would you do differently next time?
Do you want the job?
Do you want to work in this position/organisation? Are you willing to learn? Are you ambitious and keen to succeed?
Types of questions could include:
Why do you want to work for us?
What do you know about our company/practice/business?
What are your short term/long term goals?
Where do you see yourself in five years time?
Describe a time where you set yourself a challenging goal? What happened? What would you do differently?
Will you fit in?
The interviewer wants to determine if you will be a good team player, someone who will be absorbed into the organisation without disruption to the existing team dynamics.
Types of questions could include:
Describe a time where you had to work with a group of people to achieve a common goal?
Can you give me an example of working as part of a team. What was your contribution to the team and what was the outcome of this exercise?
What would you do if…………………?
Best fit between applicant and job?
What makes you the best applicant for this position? Why should the employer take you over other applicants?
Types of questions could include:
Why do you think you are the best person for the job?
What are your strengths and weaknesses?
Can you give me five words that best describe you?
What skills and qualities can you bring to this position?
Is there anything you would like to add?
This is an opportunity to bring particular skills or qualities to the attention of the interviewer. Have you stated your major selling points?
Were you unhappy about a particular answer during the interview? This is an opportunity to address that.
Why are you the best person for the job? Tell the interviewer!
Is there anything you would like to ask us?
This is your opportunity to find out more about the job, the company, and the industry.
You could ask questions like:
What are the career prospects within your company?
What staff training and development opportunities are available?
Who would I be reporting to?
Where would I be located?
Avoid asking too many questions about salary and conditions of employment such as holidays but know what salary range you are prepared to accept.
Can you do the job?
Do you have the knowledge sets, skill sets and personal attributes to allow you to do the job?
Types of questions could include:
What parts of your education do you see as relevant to this position?
What prompted you to study…..?
Tell me about a time when you had to communicate information to a group of people.
Tell me about a significant achievement in your life.
Tell me about a time where you had to work towards a deadline. Did you meet it? If not, what would you do differently next time?
Do you want the job?
Do you want to work in this position/organisation? Are you willing to learn? Are you ambitious and keen to succeed?
Types of questions could include:
Why do you want to work for us?
What do you know about our company/practice/business?
What are your short term/long term goals?
Where do you see yourself in five years time?
Describe a time where you set yourself a challenging goal? What happened? What would you do differently?
Will you fit in?
The interviewer wants to determine if you will be a good team player, someone who will be absorbed into the organisation without disruption to the existing team dynamics.
Types of questions could include:
Describe a time where you had to work with a group of people to achieve a common goal?
Can you give me an example of working as part of a team. What was your contribution to the team and what was the outcome of this exercise?
What would you do if…………………?
Best fit between applicant and job?
What makes you the best applicant for this position? Why should the employer take you over other applicants?
Types of questions could include:
Why do you think you are the best person for the job?
What are your strengths and weaknesses?
Can you give me five words that best describe you?
What skills and qualities can you bring to this position?
Is there anything you would like to add?
This is an opportunity to bring particular skills or qualities to the attention of the interviewer. Have you stated your major selling points?
Were you unhappy about a particular answer during the interview? This is an opportunity to address that.
Why are you the best person for the job? Tell the interviewer!
Is there anything you would like to ask us?
This is your opportunity to find out more about the job, the company, and the industry.
You could ask questions like:
What are the career prospects within your company?
What staff training and development opportunities are available?
Who would I be reporting to?
Where would I be located?
Avoid asking too many questions about salary and conditions of employment such as holidays but know what salary range you are prepared to accept.
types of question
Types of Questions
Open questions-" Tell us a little about…….."
Keep in mind the selection criteria and your strengths.
Closed questions - Asked when the interviewer wants specific information, often factual or technical in nature, these questions can frequently be answered with a “yes” or “no”
Ask for clarification and elaboration of past experiences.
Require you to demonstrate your technical knowledge in some area
Hypothetical questions-What would you do if…
These will assess your ability to think on your feet.
Leading questions- The answer seems logical…
As a grower representative you will require good communication skills - do you have good skills in this area? Do not give a yes/no answer. Give examples to support your response.
Multi-barrelled - two or more questions linked to the same topic
Don't be afraid to ask to have the question repeated if you can't recall the full question.
Behavioural questions - uses your past experiences to predict future behaviours
Prepare examples of how your experiences have allowed you to develop specific skills and how these could benefit the employer. STAR: Situation, Tasks, Action, Result
The ‘STAR’ Approach for Answering a Question
S: Situation – describe the situation
T: Task or problem – what dilemma or problem did you face?
A: Action – what action did you take?
R: Result – what was the result of your action?
Open questions-" Tell us a little about…….."
Keep in mind the selection criteria and your strengths.
Closed questions - Asked when the interviewer wants specific information, often factual or technical in nature, these questions can frequently be answered with a “yes” or “no”
Ask for clarification and elaboration of past experiences.
Require you to demonstrate your technical knowledge in some area
Hypothetical questions-What would you do if…
These will assess your ability to think on your feet.
Leading questions- The answer seems logical…
As a grower representative you will require good communication skills - do you have good skills in this area? Do not give a yes/no answer. Give examples to support your response.
Multi-barrelled - two or more questions linked to the same topic
Don't be afraid to ask to have the question repeated if you can't recall the full question.
Behavioural questions - uses your past experiences to predict future behaviours
Prepare examples of how your experiences have allowed you to develop specific skills and how these could benefit the employer. STAR: Situation, Tasks, Action, Result
The ‘STAR’ Approach for Answering a Question
S: Situation – describe the situation
T: Task or problem – what dilemma or problem did you face?
A: Action – what action did you take?
R: Result – what was the result of your action?
General questions and tips for a job interview
General Questions
Questions start the minute the interview does, and to show that you are an exceptional candidate, you need to be prepared to answer not only the typical questions, but also the unexpected. You can expect questions regarding your qualifications, your academic preparation, career interests, experience, and ones that assess your personality.
1. Tell me about yourself
The most often asked question in interviews. You need to have a short statement prepared in your mind. Be careful that it does not sound rehearsed. Limit it to work-related items unless instructed otherwise. Talk about things you have done and jobs you have held that relate to the position you are interviewing for. Start with the item farthest back and work up to the present.
2. Why did you leave your last job?
Stay positive regardless of the circumstances. Never refer to a major problem with management and never speak ill of supervisors, co-workers or the organization. If you do, you will be the one looking bad. Keep smiling and talk about leaving for a positive reason such as an opportunity, a chance to do something special or other forward-looking reasons.
3. What experience do you have in this field?
Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can.
4. Do you consider yourself successful?
You should always answer yes and briefly explain why. A good explanation is that you have set goals, and you have met some and are on track to achieve the others.
5. What do co-workers say about you?
Be prepared with a quote or two from co-workers. Either a specific statement or a paraphrase will work.
6. What do you know about this organization?
This question is one reason to do some research on the organization before the interview. Find out where they have been and where they are going. What are the current issues and who are the major players?
7. What have you done to improve your knowledge in the last year?
Try to include improvement activities that relate to the job. A wide variety of activities can be mentioned as positive self-improvement. Have some good ones handy to mention.
8. Are you applying for other jobs?
Be honest but do not spend a lot of time in this area. Keep the focus on this job and what you can do for this organization. Anything else is a distraction.
9. Why do you want to work for this organization?
This may take some thought and certainly, should be based on the research you have done on the organization. Sincerity is extremely important here and will easily be sensed. Relate it to your long-term career goals.
10. Do you know anyone who works for us?
Be aware of the policy on relatives working for the organization. This can affect your answer even though they asked about friends not relatives. Be careful to mention a friend only if they are well thought of.
11. What kind of salary do you need?
A loaded question. A nasty little game that you will probably lose if you answer first. So, do not answer it. Instead, say something like, That's a tough question. Can you tell me the range for this position? In most cases, the interviewer, taken off guard, will tell you. If not, say that it can depend on the details of the job. Then give a wide range.
12. Are you a team player?
You are, of course, a team player. Be sure to have examples ready. Specifics that show you often perform for the good of the team rather than for yourself are good evidence of your team attitude. Do not brag, just say it in a matter-of-fact tone. This is a key point.
13. How long would you expect to work for us if hired?
Specifics here are not good. Something like this should work: I'd like it to be a long time. Or As long as we both feel I'm doing a good job.
14. Have you ever had to fire anyone? How did you feel about that?
This is serious. Do not make light of it or in any way seem like you like to fire people. At the same time, you will do it when it is the right thing to do. When it comes to the organization versus the individual who has created a harmful situation, you will protect the organization. Remember firing is not the same as layoff or reduction in force.
15. What is your philosophy towards work?
The interviewer is not looking for a long or flowery dissertation here. Do you have strong feelings that the job gets done? Yes. That's the type of answer that works best here. Short and positive, showing a benefit to the organization.
16. If you had enough money to retire right now, would you?
Answer yes if you would. But since you need to work, this is the type of work you prefer. Do not say yes if you do not mean it.
17. Have you ever been asked to leave a position?
If you have not, say no. If you have, be honest, brief and avoid saying negative things about the people or organization involved.
18. Explain how you would be an asset to this organization
You should be anxious for this question. It gives you a chance to highlight your best points as they relate to the position being discussed. Give a little advance thought to this relationship.
19. Why should we hire you?
Point out how your assets meet what the organization needs. Do not mention any other candidates to make a comparison.
20. Tell me about a suggestion you have made
Have a good one ready. Be sure and use a suggestion that was accepted and was then considered successful. One related to the type of work applied for is a real plus.
21. What irritates you about co-workers?
This is a trap question. Think real hard but fail to come up with anything that irritates you. A short statement that you seem to get along with folks is great.
22. What is your greatest strength?
Numerous answers are good, just stay positive. A few good examples: Your ability to prioritize, Your problem-solving skills, Your ability to work under pressure, Your ability to focus on projects, Your professional expertise, Your leadership skills, Your positive attitude .
23. Tell me about your dream job.
Stay away from a specific job. You cannot win. If you say the job you are contending for is it, you strain credibility. If you say another job is it, you plant the suspicion that you will be dissatisfied with this position if hired. The best is to stay genetic and say something like: A job where I love the work, like the people, can contribute and can't wait to get to work.
24. Why do you think you would do well at this job?
Give several reasons and include skills, experience and interest.
25. What are you looking for in a job?
See answer # 23
26. What kind of person would you refuse to work with?
Do not be trivial. It would take disloyalty to the organization, violence or lawbreaking to get you to object. Minor objections will label you as a whiner.
27. What is more important to you: the money or the work?
Money is always important, but the work is the most important. There is no better answer.
28. What would your previous supervisor say your strongest point is?
There are numerous good possibilities: Loyalty, Energy, Positive attitude, Leadership, Team player, Expertise, Initiative, Patience, Hard work, Creativity, Problem solver
29. Tell me about a problem you had with a supervisor
Biggest trap of all. This is a test to see if you will speak ill of your boss. If you fall for it and tell about a problem with a former boss, you may well below the interview right there. Stay positive and develop a poor memory about any trouble with a supervisor.
30. What has disappointed you about a job?
Don't get trivial or negative. Safe areas are few but can include: Not enough of a challenge. You were laid off in a reduction Company did not win a contract, which would have given you more responsibility.
31. Tell me about your ability to work under pressure.
You may say that you thrive under certain types of pressure. Give an example that relates to the type of position applied for.
32. Do your skills match this job or another job more closely?
Probably this one. Do not give fuel to the suspicion that you may want another job more than this one.
33. What motivates you to do your best on the job?
This is a personal trait that only you can say, but good examples are: Challenge, Achievement, Recognition
34. Are you willing to work overtime? Nights? Weekends?
This is up to you. Be totally honest.
35. How would you know you were successful on this job?
Several ways are good measures: You set high standards for yourself and meet them. Your outcomes are a success.Your boss tell you that you are successful
36. Would you be willing to relocate if required?
You should be clear on this with your family prior to the interview if you think there is a chance it may come up. Do not say yes just to get the job if the real answer is no. This can create a lot of problems later on in your career. Be honest at this point and save yourself future grief.
37. Are you willing to put the interests of the organization ahead of your own?
This is a straight loyalty and dedication question. Do not worry about the deep ethical and philosophical implications. Just say yes.
38. Describe your management style.
Try to avoid labels. Some of the more common labels, like progressive, salesman or consensus, can have several meanings or descriptions depending on which management expert you listen to. The situational style is safe, because it says you will manage according to the situation, instead of one size fits all.
39. What have you learned from mistakes on the job?
Here you have to come up with something or you strain credibility. Make it small, well intentioned mistake with a positive lesson learned. An example would be working too far ahead of colleagues on a project and thus throwing coordination off.
40. Do you have any blind spots?
Trick question. If you know about blind spots, they are no longer blind spots. Do not reveal any personal areas of concern here. Let them do their own discovery on your bad points. Do not hand it to them.
41. If you were hiring a person for this job, what would you look for?
Be careful to mention traits that are needed and that you have.
42. Do you think you are overqualified for this position?
Regardless of your qualifications, state that you are very well qualified for the position.
43. How do you propose to compensate for your lack of experience?
First, if you have experience that the interviewer does not know about, bring that up: Then, point out (if true) that you are a hard working quick learner.
44. What qualities do you look for in a boss?
Be generic and positive. Safe qualities are knowledgeable, a sense of humor, fair, loyal to subordinates and holder of high standards. All bosses think they have these traits.
45. Tell me about a time when you helped resolve a dispute between others.
Pick a specific incident. Concentrate on your problem solving technique and not the dispute you settled.
46. What position do you prefer on a team working on a project?
Be honest. If you are comfortable in different roles, point that out.
47. Describe your work ethic.
Emphasize benefits to the organization. Things like, determination to get the job done and work hard but enjoy your work are good.
48. What has been your biggest professional disappointment?
Be sure that you refer to something that was beyond your control. Show acceptance and no negative feelings.
49. Tell me about the most fun you have had on the job.
Talk about having fun by accomplishing something for the organization.
50. Do you have any questions for me?
Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. How soon will I be able to be productive? and What type of projects will I be able to assist on? are examples.
Questions start the minute the interview does, and to show that you are an exceptional candidate, you need to be prepared to answer not only the typical questions, but also the unexpected. You can expect questions regarding your qualifications, your academic preparation, career interests, experience, and ones that assess your personality.
1. Tell me about yourself
The most often asked question in interviews. You need to have a short statement prepared in your mind. Be careful that it does not sound rehearsed. Limit it to work-related items unless instructed otherwise. Talk about things you have done and jobs you have held that relate to the position you are interviewing for. Start with the item farthest back and work up to the present.
2. Why did you leave your last job?
Stay positive regardless of the circumstances. Never refer to a major problem with management and never speak ill of supervisors, co-workers or the organization. If you do, you will be the one looking bad. Keep smiling and talk about leaving for a positive reason such as an opportunity, a chance to do something special or other forward-looking reasons.
3. What experience do you have in this field?
Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can.
4. Do you consider yourself successful?
You should always answer yes and briefly explain why. A good explanation is that you have set goals, and you have met some and are on track to achieve the others.
5. What do co-workers say about you?
Be prepared with a quote or two from co-workers. Either a specific statement or a paraphrase will work.
6. What do you know about this organization?
This question is one reason to do some research on the organization before the interview. Find out where they have been and where they are going. What are the current issues and who are the major players?
7. What have you done to improve your knowledge in the last year?
Try to include improvement activities that relate to the job. A wide variety of activities can be mentioned as positive self-improvement. Have some good ones handy to mention.
8. Are you applying for other jobs?
Be honest but do not spend a lot of time in this area. Keep the focus on this job and what you can do for this organization. Anything else is a distraction.
9. Why do you want to work for this organization?
This may take some thought and certainly, should be based on the research you have done on the organization. Sincerity is extremely important here and will easily be sensed. Relate it to your long-term career goals.
10. Do you know anyone who works for us?
Be aware of the policy on relatives working for the organization. This can affect your answer even though they asked about friends not relatives. Be careful to mention a friend only if they are well thought of.
11. What kind of salary do you need?
A loaded question. A nasty little game that you will probably lose if you answer first. So, do not answer it. Instead, say something like, That's a tough question. Can you tell me the range for this position? In most cases, the interviewer, taken off guard, will tell you. If not, say that it can depend on the details of the job. Then give a wide range.
12. Are you a team player?
You are, of course, a team player. Be sure to have examples ready. Specifics that show you often perform for the good of the team rather than for yourself are good evidence of your team attitude. Do not brag, just say it in a matter-of-fact tone. This is a key point.
13. How long would you expect to work for us if hired?
Specifics here are not good. Something like this should work: I'd like it to be a long time. Or As long as we both feel I'm doing a good job.
14. Have you ever had to fire anyone? How did you feel about that?
This is serious. Do not make light of it or in any way seem like you like to fire people. At the same time, you will do it when it is the right thing to do. When it comes to the organization versus the individual who has created a harmful situation, you will protect the organization. Remember firing is not the same as layoff or reduction in force.
15. What is your philosophy towards work?
The interviewer is not looking for a long or flowery dissertation here. Do you have strong feelings that the job gets done? Yes. That's the type of answer that works best here. Short and positive, showing a benefit to the organization.
16. If you had enough money to retire right now, would you?
Answer yes if you would. But since you need to work, this is the type of work you prefer. Do not say yes if you do not mean it.
17. Have you ever been asked to leave a position?
If you have not, say no. If you have, be honest, brief and avoid saying negative things about the people or organization involved.
18. Explain how you would be an asset to this organization
You should be anxious for this question. It gives you a chance to highlight your best points as they relate to the position being discussed. Give a little advance thought to this relationship.
19. Why should we hire you?
Point out how your assets meet what the organization needs. Do not mention any other candidates to make a comparison.
20. Tell me about a suggestion you have made
Have a good one ready. Be sure and use a suggestion that was accepted and was then considered successful. One related to the type of work applied for is a real plus.
21. What irritates you about co-workers?
This is a trap question. Think real hard but fail to come up with anything that irritates you. A short statement that you seem to get along with folks is great.
22. What is your greatest strength?
Numerous answers are good, just stay positive. A few good examples: Your ability to prioritize, Your problem-solving skills, Your ability to work under pressure, Your ability to focus on projects, Your professional expertise, Your leadership skills, Your positive attitude .
23. Tell me about your dream job.
Stay away from a specific job. You cannot win. If you say the job you are contending for is it, you strain credibility. If you say another job is it, you plant the suspicion that you will be dissatisfied with this position if hired. The best is to stay genetic and say something like: A job where I love the work, like the people, can contribute and can't wait to get to work.
24. Why do you think you would do well at this job?
Give several reasons and include skills, experience and interest.
25. What are you looking for in a job?
See answer # 23
26. What kind of person would you refuse to work with?
Do not be trivial. It would take disloyalty to the organization, violence or lawbreaking to get you to object. Minor objections will label you as a whiner.
27. What is more important to you: the money or the work?
Money is always important, but the work is the most important. There is no better answer.
28. What would your previous supervisor say your strongest point is?
There are numerous good possibilities: Loyalty, Energy, Positive attitude, Leadership, Team player, Expertise, Initiative, Patience, Hard work, Creativity, Problem solver
29. Tell me about a problem you had with a supervisor
Biggest trap of all. This is a test to see if you will speak ill of your boss. If you fall for it and tell about a problem with a former boss, you may well below the interview right there. Stay positive and develop a poor memory about any trouble with a supervisor.
30. What has disappointed you about a job?
Don't get trivial or negative. Safe areas are few but can include: Not enough of a challenge. You were laid off in a reduction Company did not win a contract, which would have given you more responsibility.
31. Tell me about your ability to work under pressure.
You may say that you thrive under certain types of pressure. Give an example that relates to the type of position applied for.
32. Do your skills match this job or another job more closely?
Probably this one. Do not give fuel to the suspicion that you may want another job more than this one.
33. What motivates you to do your best on the job?
This is a personal trait that only you can say, but good examples are: Challenge, Achievement, Recognition
34. Are you willing to work overtime? Nights? Weekends?
This is up to you. Be totally honest.
35. How would you know you were successful on this job?
Several ways are good measures: You set high standards for yourself and meet them. Your outcomes are a success.Your boss tell you that you are successful
36. Would you be willing to relocate if required?
You should be clear on this with your family prior to the interview if you think there is a chance it may come up. Do not say yes just to get the job if the real answer is no. This can create a lot of problems later on in your career. Be honest at this point and save yourself future grief.
37. Are you willing to put the interests of the organization ahead of your own?
This is a straight loyalty and dedication question. Do not worry about the deep ethical and philosophical implications. Just say yes.
38. Describe your management style.
Try to avoid labels. Some of the more common labels, like progressive, salesman or consensus, can have several meanings or descriptions depending on which management expert you listen to. The situational style is safe, because it says you will manage according to the situation, instead of one size fits all.
39. What have you learned from mistakes on the job?
Here you have to come up with something or you strain credibility. Make it small, well intentioned mistake with a positive lesson learned. An example would be working too far ahead of colleagues on a project and thus throwing coordination off.
40. Do you have any blind spots?
Trick question. If you know about blind spots, they are no longer blind spots. Do not reveal any personal areas of concern here. Let them do their own discovery on your bad points. Do not hand it to them.
41. If you were hiring a person for this job, what would you look for?
Be careful to mention traits that are needed and that you have.
42. Do you think you are overqualified for this position?
Regardless of your qualifications, state that you are very well qualified for the position.
43. How do you propose to compensate for your lack of experience?
First, if you have experience that the interviewer does not know about, bring that up: Then, point out (if true) that you are a hard working quick learner.
44. What qualities do you look for in a boss?
Be generic and positive. Safe qualities are knowledgeable, a sense of humor, fair, loyal to subordinates and holder of high standards. All bosses think they have these traits.
45. Tell me about a time when you helped resolve a dispute between others.
Pick a specific incident. Concentrate on your problem solving technique and not the dispute you settled.
46. What position do you prefer on a team working on a project?
Be honest. If you are comfortable in different roles, point that out.
47. Describe your work ethic.
Emphasize benefits to the organization. Things like, determination to get the job done and work hard but enjoy your work are good.
48. What has been your biggest professional disappointment?
Be sure that you refer to something that was beyond your control. Show acceptance and no negative feelings.
49. Tell me about the most fun you have had on the job.
Talk about having fun by accomplishing something for the organization.
50. Do you have any questions for me?
Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. How soon will I be able to be productive? and What type of projects will I be able to assist on? are examples.
questions for a job interview
1- How would you describe yourself?
2- Why did you leave your last job?
3- What are your long range and short range goals and objectives?
4- What specific goals other than those related to your occupation, have you established for yourself for the next ten years?
5- What do you see yourself doing five years from now? Ten years from now?
6- What do you really want to do in life?
7- What are your long range career objectives?
8- How do you plan to achieve your career goals?
9- What are the most important rewards you expect in your career?
10- What do you expect to be earning in five years?
11- Why did you choose this career?
12- Can you explain this gap in your employment history?
13- How well do you work with people? Do you prefer working alone or in teams?
14- How would you evaluate your ability to deal with conflict?
15- Have you ever had difficulty with a supervisor? How did you resolve the conflict?
16- What's more important to you -- the work itself or how much you're paid for doing it.
17- What do you consider to be your greatest strengths and weaknesses?
18- How would a good friend describe you?
19- Describe the best job you've ever had.
20- Describe the best supervisor you've ever had.
21- What would your last boss say about your work performance?
22- What motivates you to go the extra mile on a project or job?
23- Why should I hire you?
24- What makes you qualified for this position?
25- What qualifications do you have that make you successful in this career?
26- How do you determine or evaluate success?
27- What do you think it takes to be successful in a company like ours?
28- In what ways do you think you can make a contribution to our company?
29- Do you have any hobbies? What do you do in your spare time?
30- Have you ever been fired or forced to resign?
31- What qualities should a successful manager possess?
32- Do you consider yourself a leader?
33- What are the attributes of a good leader?
34- Describe the workload in your current (or most recent) job.
35- Which is more important: creativity or efficiency? Why?
36- What's the most recent book you've read?
37- Describe the relationship that should exist between the supervisor and those reporting to him or her?
38- What two or three accomplishments have given you the most satisfaction? Why?
39- Describe the most rewarding experience of your career thus far.
40- If you were hiring a job-seeker for this position, what qualities would you look for?
41- Do you have plans for continued study? An advanced degree?
42- In what kind of work environment are you most comfortable?
43- How do you work under pressure?
44- Are you good at delegating tasks?
45- What's one of the hardest decisions you've ever had to make?
46- How well do you adapt to new situations?
47- Why did you decide to seek a position in this company?
48- What can you tell us about our company?
49- What interests you about our products?
50- What do you know about our competitors?
51- What two or three things are most important to you in your job?
52- Are you seeking employment in a company of a certain size? Why?
53- What are your expectations regarding promotions and salary increases?
54- What criteria are you using to evaluate the company for which you hope to work?
55- Do you have a geographic preference? Why?
56- Are you willing to relocate?
57- Are you willing to travel for the job?
58- Why do you think you might like to live in the community in which our company is located?
59- What major problem have you encountered and how did you deal with it?
60- What have you learned from your mistakes?
61- What have you accomplished that shows your initiative and willingness to work?
62- What do you know about your country?
63- Have you ever dreamed to live abroad?
64- Would you accept an invitation to have dinner with your boss?
65- What would you do if you were in my place?
66- Are you available to start tomorrow?
2- Why did you leave your last job?
3- What are your long range and short range goals and objectives?
4- What specific goals other than those related to your occupation, have you established for yourself for the next ten years?
5- What do you see yourself doing five years from now? Ten years from now?
6- What do you really want to do in life?
7- What are your long range career objectives?
8- How do you plan to achieve your career goals?
9- What are the most important rewards you expect in your career?
10- What do you expect to be earning in five years?
11- Why did you choose this career?
12- Can you explain this gap in your employment history?
13- How well do you work with people? Do you prefer working alone or in teams?
14- How would you evaluate your ability to deal with conflict?
15- Have you ever had difficulty with a supervisor? How did you resolve the conflict?
16- What's more important to you -- the work itself or how much you're paid for doing it.
17- What do you consider to be your greatest strengths and weaknesses?
18- How would a good friend describe you?
19- Describe the best job you've ever had.
20- Describe the best supervisor you've ever had.
21- What would your last boss say about your work performance?
22- What motivates you to go the extra mile on a project or job?
23- Why should I hire you?
24- What makes you qualified for this position?
25- What qualifications do you have that make you successful in this career?
26- How do you determine or evaluate success?
27- What do you think it takes to be successful in a company like ours?
28- In what ways do you think you can make a contribution to our company?
29- Do you have any hobbies? What do you do in your spare time?
30- Have you ever been fired or forced to resign?
31- What qualities should a successful manager possess?
32- Do you consider yourself a leader?
33- What are the attributes of a good leader?
34- Describe the workload in your current (or most recent) job.
35- Which is more important: creativity or efficiency? Why?
36- What's the most recent book you've read?
37- Describe the relationship that should exist between the supervisor and those reporting to him or her?
38- What two or three accomplishments have given you the most satisfaction? Why?
39- Describe the most rewarding experience of your career thus far.
40- If you were hiring a job-seeker for this position, what qualities would you look for?
41- Do you have plans for continued study? An advanced degree?
42- In what kind of work environment are you most comfortable?
43- How do you work under pressure?
44- Are you good at delegating tasks?
45- What's one of the hardest decisions you've ever had to make?
46- How well do you adapt to new situations?
47- Why did you decide to seek a position in this company?
48- What can you tell us about our company?
49- What interests you about our products?
50- What do you know about our competitors?
51- What two or three things are most important to you in your job?
52- Are you seeking employment in a company of a certain size? Why?
53- What are your expectations regarding promotions and salary increases?
54- What criteria are you using to evaluate the company for which you hope to work?
55- Do you have a geographic preference? Why?
56- Are you willing to relocate?
57- Are you willing to travel for the job?
58- Why do you think you might like to live in the community in which our company is located?
59- What major problem have you encountered and how did you deal with it?
60- What have you learned from your mistakes?
61- What have you accomplished that shows your initiative and willingness to work?
62- What do you know about your country?
63- Have you ever dreamed to live abroad?
64- Would you accept an invitation to have dinner with your boss?
65- What would you do if you were in my place?
66- Are you available to start tomorrow?
job interview
Job Interview Questions Database for Job-Seekers
The job interview is the crucial point in your job-search where job-seekers can succeed in convincing prospective employers that you are indeed the ideal candidate for the position you are seeking. Answering job interview questions correctly takes skill, practice, and determination. We've developed The Interview Question Database and The Practice Interviews as essential tools for you to practice and perfect your answers to the most common interview questions.
The Interview Question Database:
We have 150 typical traditional and behavioral job interview questions that employers ask of job-seekers for both established job-seekers and college students and recent graduates. View the entire list of questions or go through the list of questions eight at a time and view sample excellent responses.
View the entire 150 job interview questions, or...
Go through the interview questions with sample excellent responses eight at a time.
We also have 20 off-the-wall interview questions that employers ask to see how well you can think on your feet. Go through these wild card interview questions with sample excellent responses ten at a time
Finally, we have 20 situational interview questions designed to draw out more of your analytical and problem-solving skills. Go through these situational interview questions with sample excellent responses ten at a time
The Practice Interviews:
Many career experts recommend composing written responses to frequently asked job interview questions as a way to prepare for interviews. Composing responses in writing helps you solidify effective answers in your mind so you won't be caught off guard in the interview, making you sound exceptionally prepared. Practice writing your responses to these common interview questions -- for both experienced job-seekers as well as recent college graduates.
For Experienced Job-Seekers and Career Changers:
Job-Seeker Traditional Interview Questions
Job-Seeker Intermediate Traditional Interview Questions
Job-Seeker Behavioral Interview Questions
Job-Seeker Intermediate Behavioral Interview Questions
Job-Seeker Mixed Interview Questions
Job-Seeker Intermediate Mixed Interview Questions
For College Students and Recent College Grads:
College Student/Grad Traditional Interview Questions
College Student/Grad Intermediate Traditional Interview Questions
College Student/Grad Behavioral Interview Questions
College Student/Grad Intermediate Behavioral Interview Questions
College Student/Grad Mixed Interview Questions
College Student/Grad Intermediate Mixed Interview Questions
For All Job-Seekers:
Off-the-Wall/Wild Card Interview Questions
Situational Interview Questions
QUINTESSENTIAL JOB INTERVIEWING BOOK:
The Quintessential Guide to Job Interview Preparation, by Katharine Hansen, Ph.D., and Randall Hansen, Ph.D. (Quintessential Careers Press). A free book that covers all the essential information job-seekers need to know about job interviewing. This comprehensive guide to succeeding in job interviews shows you exactly what to expect -- and what's expected of you every step of the way. You'll learn the secrets of interview preparation that will enable you to wow your interviewer... and much more. A must read for all job-seekers.
QUINTESSENTIAL PARTNER INTERVIEWING RESOURCE:
InterviewSmart -- the leading job interview coaching program, featuring:
Comprehensive strategies from preparation to closing the interview
The psychology of the five hidden employer concerns
Answers and techniques for nearly 100 tough general and management questions
Interactive tools to draw out and present your strengths and accomplishments
Strategies for overcoming potential liabilities
Success strategies for the 10 types of interviews
Handle salary discussions and negotiations
Prepare for each interview with the 10-minute Power Review
Have you taken advantage of all of our interviewing resources?
Home | About QuintCareers | A-Z Index | Career Resources | Job Sites | Job/Career Bookstore | Employer Resources
Quintessential Careers, a subsidiary of
EmpoweringSites.com -- DeLand, FL 32720
Home Page: http://www.quintcareers.com/
Email: randall@quintcareers.com
Copyright © Quintessential Careers. All Rights Reserved
The job interview is the crucial point in your job-search where job-seekers can succeed in convincing prospective employers that you are indeed the ideal candidate for the position you are seeking. Answering job interview questions correctly takes skill, practice, and determination. We've developed The Interview Question Database and The Practice Interviews as essential tools for you to practice and perfect your answers to the most common interview questions.
The Interview Question Database:
We have 150 typical traditional and behavioral job interview questions that employers ask of job-seekers for both established job-seekers and college students and recent graduates. View the entire list of questions or go through the list of questions eight at a time and view sample excellent responses.
View the entire 150 job interview questions, or...
Go through the interview questions with sample excellent responses eight at a time.
We also have 20 off-the-wall interview questions that employers ask to see how well you can think on your feet. Go through these wild card interview questions with sample excellent responses ten at a time
Finally, we have 20 situational interview questions designed to draw out more of your analytical and problem-solving skills. Go through these situational interview questions with sample excellent responses ten at a time
The Practice Interviews:
Many career experts recommend composing written responses to frequently asked job interview questions as a way to prepare for interviews. Composing responses in writing helps you solidify effective answers in your mind so you won't be caught off guard in the interview, making you sound exceptionally prepared. Practice writing your responses to these common interview questions -- for both experienced job-seekers as well as recent college graduates.
For Experienced Job-Seekers and Career Changers:
Job-Seeker Traditional Interview Questions
Job-Seeker Intermediate Traditional Interview Questions
Job-Seeker Behavioral Interview Questions
Job-Seeker Intermediate Behavioral Interview Questions
Job-Seeker Mixed Interview Questions
Job-Seeker Intermediate Mixed Interview Questions
For College Students and Recent College Grads:
College Student/Grad Traditional Interview Questions
College Student/Grad Intermediate Traditional Interview Questions
College Student/Grad Behavioral Interview Questions
College Student/Grad Intermediate Behavioral Interview Questions
College Student/Grad Mixed Interview Questions
College Student/Grad Intermediate Mixed Interview Questions
For All Job-Seekers:
Off-the-Wall/Wild Card Interview Questions
Situational Interview Questions
QUINTESSENTIAL JOB INTERVIEWING BOOK:
The Quintessential Guide to Job Interview Preparation, by Katharine Hansen, Ph.D., and Randall Hansen, Ph.D. (Quintessential Careers Press). A free book that covers all the essential information job-seekers need to know about job interviewing. This comprehensive guide to succeeding in job interviews shows you exactly what to expect -- and what's expected of you every step of the way. You'll learn the secrets of interview preparation that will enable you to wow your interviewer... and much more. A must read for all job-seekers.
QUINTESSENTIAL PARTNER INTERVIEWING RESOURCE:
InterviewSmart -- the leading job interview coaching program, featuring:
Comprehensive strategies from preparation to closing the interview
The psychology of the five hidden employer concerns
Answers and techniques for nearly 100 tough general and management questions
Interactive tools to draw out and present your strengths and accomplishments
Strategies for overcoming potential liabilities
Success strategies for the 10 types of interviews
Handle salary discussions and negotiations
Prepare for each interview with the 10-minute Power Review
Have you taken advantage of all of our interviewing resources?
Home | About QuintCareers | A-Z Index | Career Resources | Job Sites | Job/Career Bookstore | Employer Resources
Quintessential Careers, a subsidiary of
EmpoweringSites.com -- DeLand, FL 32720
Home Page: http://www.quintcareers.com/
Email: randall@quintcareers.com
Copyright © Quintessential Careers. All Rights Reserved
Diference of an angel and a friend!
quarta-feira, 1 de abril de 2009
We all have a bit of each ...
An angel takes us by the hand and brings us closer to God.
A friend was sent by God to bring him on.
An angel has an obligation to take care of us ...
A friend takes care of us for love ...
An angel sees you smile and says your joys.
A friend makes you smile and is part of your joys.
An angel knows when you need help from someone.
A friend helps you without knowing you need.
An angel helps you to avoid problems.
A friend helps you to solve them.
An angel sees you suffer, without being able to hug you.
A friend embraces because you do not want to see you suffer.
An angel, in fact, is part of your dreams.
A friend sharing and fight
so that your dreams are a reality.
An angel is always with you.
A friend, if not you, not only feel your absence,
but think of ti.e worry
How do you ever Is ..? Now I think!
An angel takes us by the hand and brings us closer to God.
A friend was sent by God to bring him on.
An angel has an obligation to take care of us ...
A friend takes care of us for love ...
An angel sees you smile and says your joys.
A friend makes you smile and is part of your joys.
An angel knows when you need help from someone.
A friend helps you without knowing you need.
An angel helps you to avoid problems.
A friend helps you to solve them.
An angel sees you suffer, without being able to hug you.
A friend embraces because you do not want to see you suffer.
An angel, in fact, is part of your dreams.
A friend sharing and fight
so that your dreams are a reality.
An angel is always with you.
A friend, if not you, not only feel your absence,
but think of ti.e worry
How do you ever Is ..? Now I think!
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