TABLE OF CONTENTS

Foreword

1. Introduction to the Interview Master Guide

2. Before the Interview

a. General Preparation
b. Types of Interviews
c. Do’s and Don’ts
d. Nerves
e. Final Preparation

3. The Tailoring Method

a. Perfect Candidate (PC)
b. Finding Qualities & Multipliers

4. Questions and Answers

a. Traditional vs. Behavioral
b. Traditional Questions and Answers
c. Behavioral Questions and Answers
d. Questions to Ask the Hiring Manager

5. Putting it All Together

FOREWORD
I f you’ve made it this far, you are well on your way to securing an offer from your next job
interview! Go ahead, now’s the time to pat yourself on the back. You’ve accomplished a ton and
should feel pretty darn good about how far you’ve come… You’ve taken control of your situation
and rather than just be one of a million faceless drones trying to break into the corporate machine,
you’ve decided to do more…be more! You’ve taken the first steps that won’t just set yourself apart
from your competitors but make sure employers sit up and take notice of you…for all the right reasons!
Ultimately you’re not just making positive changes in the way you interview for jobs, you’re making
positive steps towards securing those jobs!

Like we said, go ahead and pat yourself on the back, you deserve it…but it’s not quite time to crack the
bubbly and start toasting your future corner office and corporate job. Our journey is just beginning.
Now is the time to take all of the knowledge and expertise that the Interview Guys have and reduce it
into a condensed, manageable format within the framework of the questions and answers that you will
be asked. Trust us! This sounds more difficult than it is. Actually, let us take that back. It WOULD be
difficult...but only for someone who doesn’t have us on their side helping them take this mountain of
knowledge and condensing it down, helping you fit it all into easy to digest chunks of interview-nailing,
job-getting, life-changing kick butt nuggets of awesomeness.

We‘re finally coming into the home stretch, which is where we show you how to really supercharge your
entire interview by using targeted answers to questions you’re most likely to encounter during an
interview. Soon, you’ll feel comfortable utilizing your organizations’ various web properties (Company
Website, Facebook, etc.) to uncover the Qualities and Multipliers (more on these later!) that are going
to set you apart from your competition. Remember, this is the most important part of our Tailoring
Method, and ultimately the technique that got us both where we are today.

Through our YouTube channel, you may have seen a few examples of how you can infuse these Qualities
into your answers in order to tailor your responses to the company you are interviewing with. In this
guide, we’re going to take your preparation a step further.

Remember back in school when you’d have to study for a huge test and the teacher would always tell
you to study first? Well, think of your interview like that test…and we’re the best study partners you’ve
ever had. Not only do we know what questions are on the test, we’ll give you the answers! And not just
any answers. These answers show you exactly how the questions can be tailored to a specific company.
We’re the secret weapon you need to blow open the doors of opportunity. Forget waiting for it to
knock…we’re going in and taking you with us!

In this book we’ve compiled the most commonly asked questions that you might face, along with
examples of Qualities and Multipliers that you can use to supercharge your responses. Remember, these

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are only examples that we use in order to demonstrate our method, so you will have to dig deep to find
the Qualities and Multipliers that your company values. On top of that, each answer to each question
we provide is just a suggested answer. Yes, they’re awesome answers, with our proven methodology
behind them helping to guide them towards being solid answers that potential employers will want to
hear…but they’re not the right answers…at least, not 100% right for you…that’s where you come in.
Take this as a guide and mold it to fit you. Don’t memorize this book…first off, because that would just
be strange and a little creepy…rather, use it to push you forward to the next level. Consider it a
springboard or a trampoline…we’re right there and we’re giving you the spring you need to leap even
higher in your interviews.

On top of all this knowledge we’re dropping on you with our Q & A examples, we’re also providing you
with the most common DO’s and DON’T’s for each question, which should provide you with some
additional insight and make answering the question much easier.

Remember, it’s tailoring the interview to the company you are interviewing with that is the most
important thing!

Good Luck!

Jeff & Mike

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INTRODUCTION
The world of job interviews, like the job market itself, has undergone a lot of changes in recent years. If
you’re reading this book, you may well be rolling your eyes right now and thinking, “Tell me about it!
I’ve been out of work for sixteen months now and gone on half a dozen interviews that never panned
out.”

You’re right. It’s a tough sell out there, and there are many unique features to today’s job market that
make it very different from the past. Yet some things never change, and that’s a comforting thought. No
matter what the job market is like at the time you are reading this, there are a few things that always
stay the same. A person who approaches prospective employers and their representatives (that is, the
hiring manager or interviewer) with answers that are tailored to the specific company will always be
ahead of the game.

This book will help you become the Perfect Candidate using our proven methodology; with a special
emphasis on being prepared through knowing what kinds of questions today’s interviewers are likely to
ask you and the optimal answers to these often-difficult questions. To make it easy on you we’re
breaking it into three distinct parts.

In the first section of the book, we will go over some of the “Before the Interview” basics of the
interview process. This section is basically a how-to, general section on job interviewing in today’s job
market. Of course, before you even walk into that interview, there are some key steps you should take
to make sure that you’re presenting the whole package and getting off on the right foot…and we’ll help
you nail those too (hey, didn’t we say we’d be with you the whole way? We meant it!)

We like to call the second portion of the book “The Tailoring Method”, because it is in this section that
we introduce our Tailoring Method. In other words, this is where we show you how to answer an
interview question, “Jeff & Mike style”! We also breakdown what a Perfect Candidate is, and introduce
Qualities and Multipliers and show you exactly how to find them. Needless to say this section is a must
read!

The third portion of this book is the real meat and potatoes…in this section we’ll throw every potential
question a future employer might ask at you and then follow them up with possible answers as well as
what makes any answer a good one…and a not so good one. We’ll use these as a way to show you how
to tailor your own answers and experiences into nuggets of knowledge and information that help turn
you from just another interview candidate into the missing piece of the company puzzle and help turn
your interviewer into your future boss.

But first we’re going to take this opportunity right now to get a little touchy feely. Yeah, brace yourself,
here we go. Ready? Okay. Here it is. Thank you for letting us go on this journey with you. The job
market right now is a scary place and it’s always nice to go with someone rather than go it alone, and we

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want you to know how much we appreciate that you’ve decided to make us your “Job Search
Wingman.”

Awww…group hug.
Okay, that’s enough. You’re wrinkling my shirt…and no, that is NOT a tear. I have allergies.
Now let’s get started. Sheesh.

BEFORE THE INTERVIEW

Okay, ahem. Now that our little fuzzy-wuzzy moment is over, it’s time to get to work getting you…work!
The first part of this book is broken into five easy-to-manage segments:

 General Preparation
 Types of Interviews
 Do’s & Don’ts for Interviews
 Nerves
 Final Preparation

Got it? Good! So, let’s get started!

GENERAL PREPARATION

Okay, deep breath. You just got off the phone with a hiring manager at a company you’re dying to work
for and they want you to come in for an interview. Holy guacamole! This is huge! Congratulations!
You’ve done the homework to get in the door…and they’re asking you in for a face-to-face meeting.

Wow! You should be so proud of yourself!

You’ve come a long way and have done your homework, you research and your prep and the fruits of
your labors are starting to show. Now you just have to nail that interview, and then it’s all smooth
sailing after that! No sweat! Just swagger in there and grab a seat and let them see what they’ve been
missing all this time…right?

Eeerp…not quite. Close, yes…but not quite right. Yes, you’re a lean-mean-job-gettin’-machine but we
need to make sure you don’t just look the part on paper…we need you to look the part in person too!
That means you have to start preparing for your interview long before you get to the company door and
meet your future employer face to face.

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The sooner you get this stuff knocked out, the sooner you can settle into going over these example
questions and answers and prepping your own responses. Don’t leave this section to the last
minute…get it done ASAP!

Let’s start with a few days ahead of the interview.

GO TO SLEEP

(No, not this second, unless you’re reading this book late at night and it’s past your bedtime. Then, yes,
put us down…we’ll still be here in the morning.) If it’s not your bedtime yet, look at the clock. What
time is it? Are you habitually a night owl? Are you someone who regularly gets a recommended 6-8
hours of sleep a night? If so, good for you… If not, well, the few days leading up to your interview might
be a good place to start trying. Why, you ask? Let me tell you!

YOU ARE A MACHINE – TIME FOR A TUNEUP!

Taking care of you means taking care of the machine that is you. That means proper exercise, cutting
back on caffeine, eating a healthy diet, and getting enough sleep. A healthy and well-rested body means
a healthy and well-rested mind that is clear and better to handle whatever life might throw at you. The
best part about this very first, and very important step is, this doesn’t just apply to job interview
stress…it’s literally life changing.

Let’s start with the big one first. Stress and lack of sleep are little evil best friends. If you’re under a lot
of stress or dealing with high nerves, odds are you’re not sleeping well… If you’re up all night worrying
about things then it’s almost guaranteed that the next morning you’ll wake up irritable and tired. Your
mind is fuzzy and your reaction time is drastically reduced.

A lack of sleep affects your ability to think critically and solve problems. It affects how you interact with
people and how you deal with situations. If you’re going through your day irritable and tired, then
you’re probably going to be experiencing even more stress. It’s a vicious cycle!

Your ultimate goal with an interview is to give potential employers your absolute best face and coming
in haggard with a puffy face and red eyed from pulling an all-nighter isn’t the first impression you want
to give. An employer wants to know you’re willing to put in 110% and go that extra mile.

They don’t want, however, to see you immediately after doing it…at least not yet…and certainly not on
someone else’s project or worse yet, after a full 24 hour marathon playing GTA-5…yes, gamers, I’m
talking to you…put down the headset…at least until after the interview. If you have to play to blow off
stress, okay, but let’s save the marathon smack downs for after the interview!

Stumbling into an interview exhausted and then muddling through their questions is not the way to win
over your potential employer, regardless of how epic your gaming the night before was…and trust us
when we say, there are very few employers who will look at your resume and say “Impressive, but what
was your high score last night?”

Speaking of the night before an interview, try to get a solid balanced meal in along with that good
night’s sleep. Work in lean proteins like fish and poultry or soy products. These deliver long lasting

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energy, help to satisfy hunger, and also help to keep you mentally alert. Add in fresh fruits and veggies
and some whole grains. Avoid heavy or overly rich foods that might have a negative impact on your
digestive process. Nobody wants to go to an interview all clogged up…or worse yet, bloated and gassy!

Be aware also that certain foods can have a lingering effect, either through your breath or even in the
pores of your skin. Skip the spicy stuff and save the big steak dinner for celebrating when you land the
big job!

Finally, get in some exercise. It doesn’t have to be a marathon, lifting event or a swim across the English
Channel, but work in a good 20-30 minute walk. Take a couple of laps around the block or stroll down
your favorite street. Getting your heart rate up will help clear your mind. It also releases endorphins
(which make you happy) and a happy person is far more likely to get hired then a grump. Plus it’s a
great chance to mentally run through your mock-interview and practice your potential interview
question responses!

Okay, so we’ve covered prepping for the interview, your resume is so immaculate that the Smithsonian
has asked for a copy for their archives of perfect resumes, and the machine that is you is running
smoother than a finely tuned McLaren F-1 race car…now let’s start the countdown clock to your
interview!

Twenty-four hours before your interview you should be focusing on you and making sure that you are
the absolute best version of you that you can be. Like I said, we already covered what to eat and getting
enough sleep, but we also need to make sure that you’re dressed for success. Ideally you’ve already
gone through your wardrobe and made sure you have an appropriate outfit for an interview.

If not, now is definitely the time to do it. Your appearance is as important as anything you could say
during the interview. First impressions are lasting impressions so make sure you’re making the right
ones. Try on your interview wardrobe BEFORE the interview. An interviewer is going to form an opinion
of you the instant they see you simply based on how you look.

It’s human nature. So it behooves you to arm yourself with the best possible impression before you
even open your mouth and blow them away with how amazing you are as a person…not just as a
walking fashion statement! What you’re interviewing for should factor into what you wear as well.
Remember, it’s always better to be overdressed than underdressed. Even if the environment you’re
going to be working in is casual, make sure to dress professionally. You can always relax when you get
the job but right now is all about impressions.

PRINT AND PREP

You will want to print out a few copies of your resume and make sure to tuck them into a folder or a
binder so they will stay crisp and unwrinkled. If you are going in for a group interview, be sure to print
out one resume for each interviewer and add in a few extras just in case. Throw in some business cards
as well. If you’re in an interview that relies heavily on portfolios or visual examples, now is the time to
go through yours and make sure it’s presentation ready. It also looks good if you include a letter or two
of recommendation.

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While you’re printing those out, use this time online to map out where you’re going for the interview
and check out the route to make sure you’re familiar with it. Print out a map if you have to, or make
sure to put the directions into your GPS. Make sure to write down any applicable phone numbers just in
case (and ONLY just in case) something horrible goes wrong and you have to let them know you’re going
to be (gasp) late.

COUNTDOWN: THE DAY OF YOUR INTERVIEW

Okay, Tiger! Today’s the big day! Get up early enough that you’re not rushed. Enjoy a solid hearty
breakfast and take your time making sure you look your best, but keep an eye on the clock at the same
time. Plan for the worst and hope for the best is a good mantra to keep in mind when figuring out when
to leave for an interview. To that end, BE ON TIME! No, actually, don’t be on time…be early.

Try to arrive at least 15 minutes (but not more) early. It will give you time to catch your breath and get
settled in. The extra time in the car can be used to practice your interview skills, meditate, or take that
last reassuring phone call from your support team, spouse, child, parent, dog or whoever else is rooting
for you.

The key is using that extra time wisely. Do not, I repeat, do NOT go to the bar for a few shots of liquid
courage. Also, skip the sugary drinks and steer clear of caffeine. The last thing you want are the jitters
or a sugar crash.

If you HAVE to have something to drink, grab a bottle of water from the local café. Put a roll of sugar
free mints in your pocket or have a tiny tube of toothpaste or bottle of mouthwash in your glove box for
a last minute freshen up. A spare stick of deodorant isn’t a bad idea either.

PEN AND PAPER

Bring a small notebook and a pen with you. It’s a good idea to take notes and write down any
questions you might have. Rather than interrupting an interview to ask questions that might be
answered later, save them for the end. It shows you were paying attention and prevents an employer
from having to repeat him or herself half a dozen times.

NO PRESSURE!

When you get to the interview, take a deep breath and just be yourself. If all else fails, pull the classic
move they tell everyone who has a case of nerves before going up in front of an audience. Imagine
them in their underwear…but please, don’t laugh. They’re probably imagining you in yours. Greet
everyone you’re interviewing with and remember his or her name! It will benefit you to be able to call
on people by name and show employers that you pay attention to details. It also makes writing those
follow up thank you notes much easier if you know who to address them to.

EYE TO EYE

When answering questions, be sure to address whoever asked you the question, but don’t ignore the
rest of the panel. Include each person as you answer. Make eye contact and remain engaged. Keep
your answers thoughtful and intelligent and don’t pile on BS. Refer to your interviewers by name as you
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answer. “Thank you Bob. I’m glad you asked that. My last job gave me the ability to address that very
situation…”

TYPES OF INTERVIEWS

Okay, you’re dressed, pressed, and ready to impress, and now it’s time for the actual interview. You’re
there 15 minutes early, you’ve got your resumes and business cards and you’re ready to rock and roll.
The receptionist looks up and smiles at you and lets you know they’re ready for you. Time to shine!
You walk to the door, straighten your tie (or skirt) and open it and see…what?

Many people have no idea what to expect from their job interviews, and we’re not just referring to
answering the questions here. Do you know how many different types of interviews there are? A
company has several ways they can get to know you, and your preparation has to be able to adapt to
each one. In the following section, we’ll break them down for you so no matter what you see when that
door swings open…you’ll be ready. Let’s start with the easiest one first…

THE SCREENING INTERVIEW

When companies (especially the large ones), are faced with the prospect of having a large applicant pool
for a job posting, they often like to employ the screening interview as the first phase in their hiring
process. This allows them to ensure that all of the candidates meet the minimum requirements for the
position, or in other words, help them determine if you have any qualities or characteristics that may
disqualify the candidates from getting the position.

These interviews are typically done via the computer or a skilled human resources employee with the
company who is able to quickly and accurately sort through the applications and make the necessary
decisions.

So what does this mean for you? The key to success during a screening interview is clarity, accuracy and
simplicity. You have to make the relevant information stand out, so that it is easy to find and clear as
possible. This is not the time to be delving into great detail about your technical know-how or flashing
your charming personality, rather, a time when you can “cross the t’s and dot the i’s” and show that you
meet the basic requirements.

THE PHONE/WEBCAM INTERVIEW

Hey, technology is changing, and with it, the way business is done. Due to various constraints including
time, space, and travel costs, it’s often not feasible for a company to physically interview each
candidate. By screening clients on the phone, the company is able to whittle down the list of potential
candidates that they will ultimately bring in for a face-to-face interview. But no worries…it might be a
little different talking to a video camera than a real flesh and blood person, but all the old rules still
apply!
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Okay, so it’s a phone interview…

Great, right? Nothing like an interview for your dream job where you can lounge around in your
pajamas! Not so fast. Yes, it’s true, your future boss might not need to know that you’re on the other
end of the line in your favorite Scooby Doo flannels, but that doesn’t mean that you shouldn’t treat the
phone interview as seriously, if not more seriously, than any other standard interview. The downside to
a phone interview for you is that you must solely rely on your non-verbal communication to sell
yourself, which for all of you with charming personalities is a major disadvantage.

Many of us effectively use body language and gestures to get our point across, and this is very tough to
do over the phone. However, there are ways that you can prepare for this in order to ensure that you
are doing everything you can put yourself in the position to succeed.

Most importantly, do not proceed with the interview unless you feel absolutely ready! Make sure that
you have been given a specific time for the interview so you can mentally prepare. If it is a cold call,
agree to do the interview but request that interviewer calls you back at a time that is convenient for
both parties, even if it is just a few minutes after the official call. You don’t want to be caught off guard
and waste your only chance!

Now, before that phone rings…or you make that call, make sure you’re not distracted. Turn off the TV.
Let me repeat that. TURN OFF THE TV. Nobody wants to ask you about your past performances and
work history and hear Sponge Bob in the background. Don’t think putting it on mute is good enough
either. People can tell if you’re distracted and delaying your answers to a potential employer because
you’re reading the crawler at the bottom of FOX News isn’t going to score you any points. Get
comfortable, but don’t get too comfortable.

Find a good spot to sit down and have all your prep materials nearby for easy access. Sit at the kitchen
table or at a desk. Don’t lie down. Don’t slouch. Make sure distractions are not going to be an issue. If
you’re doing the interview at home and you’re not alone, make sure everyone knows you’re going to be
busy for a bit and to give you some privacy. Put the dogs outside. Pop in a video for the kids. Have your
spouse keep everyone calm. At the very least go into a room where you can shut the door and focus on
the task at hand.

Also, it helps to always have your resume, and more importantly, all of the research you have done on
the company right by your side. After reading this guide, you should have the Qualities and Multipliers
you have discovered written down in front of you. It also helps to have several success stories at your
fingertips.

Remember, they are looking for the Perfect Candidate, so be prepared to give that to them!
Above all, be professional! Do you really want this job? Then act like it…even if they can’t see you!
Everything we just said here about phone interviews goes for video conferencing as well… It’s best
practice to treat the video conference interview like an in-person interview, which means pay attention
to your appearance, your body language and the dialogue between you and the interviewer just like you
would if you were going in to meet this person in an office.

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An interviewer who is viewing you on Skype or via videoconference expects that you will have found a
quiet, clean area where the interview can be conducted without interruption. Again, I repeat, turn off
the TV! Pay attention. Don’t distract yourself or let others distract you. Dress the part. Speak slowly
(but not too slowly!) and clearly, and sit up straight!

Most importantly, don’t forget to have your resume, company research and Perfect Candidate qualities
you have researched on hand. Just because you are being interviewed with video and not in person
doesn’t mean you shouldn’t have those with you. This part never changes. You always need to be
aligning yourself with the needs of the company.

THE GROUP INTERVIEW

As employers continue to look for new and innovative ways to streamline the hiring process, the group
interview is becoming more and more popular. They’re a great way for a potential employer to
accomplish a number of goals quickly and relatively painlessly and in the most time effective way
possible. There are two main types of group interviews, the panel interview and the multiple applicant
interview.

The panel interview is just that, you’re called in to meet with a group of individuals from the same
company who all take turns assessing you and interviewing you. The second type is the multiple
applicant, or team interview where you and several other eager job seekers are called in at once to
interview simultaneously with the company. Both have their own unique quirks and each takes a
different set of skills to master but neither of these situations are cause for panic and with a few simple
tips, you can quickly become the master of both situations.

MULTIPLE APPLICANTS

Uh oh, you walk through the door and find out it’s the dreaded group interview. You’re sitting in a room
with five other applicants and you’re all equally hungry for that one job. But don’t worry, we’re going to
give you some sure fire tips to help ensure that you’re not lost in the crowd and that you stand out…for
all the right reasons. The group interview is a great way to help showcase your strengths in an
environment more realistic to the day-to-day workings of a company than you’ll find in a normal one on
one Q&A session. More importantly, it lets the interview see what it might be like to have you working
at their company, which is a great thing for you if you are well prepared utilizing the techniques we’ve
shown you in the Interview Master Guide. After all, if you are in a room full of competitors that aren’t
using Qualities and Multipliers as part of their responses, do you think you might stand out from the
rest? Of course!

Employers love teamwork, it’s the grease that makes any company run smoothly, and in a group
interview, potential employers will be able to see how well you can play with others. Your job now isn’t
just to show them how much you can bring to the table, but that you are good at working with others as
well. A group interview isn’t the time to clam up and let others do all the talking, but it’s also not the
time to stand on the table, pound your chest and declare yourself Lord of the Flies.

It’s about balance and showing that you can lead and follow. It’s tempting when you’re in a group
situation to turn into one of two types of people, the silent type and the chatty type. Nailing a group
interview means finding a balance between the two. You want to make sure that your voice is heard

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and that your ideas are getting out there, but you don’t want to be the bully who runs everyone over.
Don’t just sit in the corner and wait to be called on, speak up, but don’t dominate. A good leader knows
both when to speak and when to listen and a good team player can use their ideas to generate others to
think, and can also learn from what others have to offer. Show that you are original, but not that it’s
your way or no way.

THE PANEL INTERVIEW

Oh man, talk about nerves! You walk through that door into your interview and suddenly find yourself
face to face with not one interviewer, but an entire panel! Oh dear sweet baby Clementine, why the
panel interview…why??? Well, there are several reasons why a company may decide to go with a panel
interview, but mainly it is to reduce the level of bias that one interviewer may have toward the potential
candidate. It also ramps up the pressure a little bit on the candidate, allowing the interviewers to get a
good feel into how the interviewee handles pressure and deals with authority.

DON’T PANIC! WE CAN DO THIS!

First off, maybe you got lucky and they warned you ahead of time this was going to be a panel interview.
If they did, awesome! Try to find out before hand just how many people are interviewing you, and, if
possible their names. Do your research before hand and look into the company and the job online to
make sure you’re going into the interview with as much information as possible. You might want to look
up the people you’re being interviewed by as well, but don’t go overboard. It’s nice to know that you
and a potential employer went to the same college, but don’t creep them out by revealing that you’ve
been Facebook stalking them or that you’re photo shopped yourself into the past five years worth of
company pictures.

Also, be prepared for the panel to switch up on you before you get there. Just because you were told
initially that Steve, Jason and Emily were going to interview you doesn’t mean that Steve isn’t going to
have Eric cover for him because something else came up.
But what if you’ve been blindsided and the panel interview is a complete surprise? Don’t worry…you
can handle that too. You brought extra resumes, remember? Good thing you brought a pad of paper
and a pen too!

Just take a deep breath and do like we’ve already suggested. The most important tip to remember for
this style of interview is that anyone in the room has the ability to ask you a question, so it is important
that your focus and attention starts with them, but ultimately moves around to all of the members in
the room. Eye contact in this setting is extremely important, so don’t forget to make sure that you are
doing this with each person (but don’t stare too long!).

THE SOLO INTERVIEW

Aah, much better. One on one has been the traditional method for interviewing since interviews were
first invented. Generally speaking, your solo interview will be conducted by the person who is going to
be your direct boss, so it goes without saying how crucial this stage is! The interviewer will have a pre-
determined set of characteristics that he or she is looking for, and this is your time to show them what
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you’re made of. You got this. It’s in the bag…or at least it will be once you finish reading this book and
razzle-dazzle them with your skills and finesse at interviewing. Before you know it, you’ll be trying to
figure out just where your desk gets the best light when you arrange that future corner office space.

The best way to make sure you can accomplish this is to follow the steps we’ve laid out for you in the
Interview Master Guide, with perfectly tailored answers (stay tuned for exactly how this is
accomplished!).

DO’S AND DON’TS FOR INTERVIEWS

Alright, so we talked about how to prepare and the different types of interviews that you might find.
Now let’s condense this all down into a simple DO and DON’T list. Use this list as a quick reference or
refresher but don’t rely on it alone!

DO: Your research. Learn everything you can about the company before you interview. Google it.
Google the people that work there. Google the board of directors and learn everything you can about
them, the company mission, and where it’s headed. Build your blueprint, have your qualities and
multipliers as well as your research on hand at all times.

DON’T: Stalk the company or the employees. You want a job, not a restraining order.

DO: Clean out your closet and make sure you have interview appropriate attire. Be professional in the
way you dress. Spend some time researching the corporate culture of the organization that is
interviewing you and try to emulate that in the clothing choice you make. If this doesn’t immediately
give you an idea of what to wear, always lean toward overdressing rather than being underdressed. It
will give the impression that you are a professional and are taking the opportunity seriously.

DON’T: “Dress for the job you want” by wearing your favorite superhero costume.

DO: Eat a well-balanced, sensible meal the night before you interview…and a good breakfast the
morning of (and lunch, if there’s time).

DON’T: Eat a bunch of junk food, spicy foods or anything that might potentially upset your stomach or
your system. DO NOT…and I repeat…DO NOT DRINK BEFORE YOUR INTERVIEW…NO MATTER HOW
NERVOUS YOU ARE!!!

DO: Get a good night’s sleep the night before.

DON’T: Stay up all night stressing about the interview or playing games or doing whatever else you
could be doing instead of getting a good night sleep.

DO: Take a shower and spend the time to make yourself look your absolute best.

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DON’T: Smoke before an interview or your clothes and breath will reek of chemicals that are offensive
and toxic.

DO: Get to your interview early and review your notes and take a deep breath.

DON’T: Kill that extra time by going to the bar.

DO: Exert confidence, speak clearly and concisely, and be honest.

DON’T: Be rude…which means no swearing, no gum-chewing, no slang, and no complaining—about

anything, including the traffic you encountered on the way there. This is part of being positive too. Don’t
badmouth the last place you worked, your boss, or any of your co-workers there. Don’t put yourself
down either. Be positive. And definitely don’t offer to arm-wrestle the interviewer (or interviewers) for
the job.

DO: Be yourself

DON’T: Panic. Remember, this is about them…not you. They need reassurance as to why they should
hire you. They want their fears assuaged. They want to know they are making the right choice. After all,
they are taking a risk in hiring you, and every personnel manager has some horror stories he or she can
tell about the Employee-from-Hell. You don’t want to trigger those fears and open up those old wounds.

Speaking of panic…

NERVES

You are likely to be a little bit nervous at any job interview, but you want to project confidence and the
friendliness that comes from self-assurance. Here are a few little tricks public speakers use to relax
themselves before getting up in front of an audience.

Taking twenty deep breaths (that rattle your diaphragm) can work wonders in terms of achieving
relaxation. Make sure you do the full twenty, and try to do them unobtrusively as you await the
interview. Obviously, you don’t want to be gasping in and audibly exhaling large quantities of air in front
of people you are trying to impress. Trying to visualize a relaxing scene can also help.

Picture yourself on a beach on a warm day, with nothing to do, no stress (your bills are all paid and you
have money in the bank), with the ocean gently lapping in front of you and the sun warming your belly
from overhead.

Tightening and loosening muscles (balling up your fist or tightening your calf) can help if you take a few
moments to notice how your muscles feel when they relax. Concentrate on that feeling. Making
affirmations such as “I have a lot to offer and “I can do this” can be a big help. Self-talk that assures
yourself that this is not the end of the world—there are and will be other opportunities—can help you
gain some perspective that relaxes you. Some people even fool themselves by telling themselves that
“this is just a practice interview to gain skills for the real interviews that are surely to come in the
future.”
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Whichever technique you choose to utilize for relaxation, be careful not to go too far and relax yourself
to the point where it seems as if you are sleepy or uninterested in the job (or worse—inebriated!). A
little nervousness can give you an edginess that keeps you on your toes, doing your best.

Of course, we’ve also provided you with the Calm Your Nerves companion book if you still need to work
on those pesky nerves. Be sure to spend some time going over that book, because it really works! Trust
us, we used it for ourselves.

FINAL PREPARATION

Remember—it isn’t about you. Take your focus off yourself and you will feel less nervous and self-
conscious. Think about who you are going to talk to. He or she is a human, just like you. He or she has
flaws, children, worries, insecurities, and other foibles. Be there to support and empathize with him or
her. Believe it or not, some interviewers are nervous too.

Be prepared for the possibility of multiple interviews. It is very common for this process to be made up
of several steps. All you may get from a superlative effort is a chance at a second interview. For several
reasons (including risk-reduction and cost effectiveness), many firms today are utilizing the multiple
stage interview approach before taking the risk of hiring the wrong person.

Every part of the interview counts, from the time you arrive until the time you are safely out of earshot
and out of sight. Maintain your level of professionalism until you have left the interview location
completely, because you never know who might be paying attention to the way you carry yourself
before, during and even after the interview. Be Polite and Professional, and keep your dignity intact.
Don’t confide in anyone how tough it was or how confident you are that you sailed through it and are a
shoo-in for the job. That person may report your behavior to the interviewer. Your best friend doesn’t
work here, so watch what you say and do, even in the cozy confines of the restroom!

Walk in and walk out with dignity, and maintain it at every point in between. Be Professional at all times.
Wait until you’ve driven a couple of miles down the road before you pull over and cry in despair or get
out of the car to jump up and down and cheer over how well you did.

Easy, right? Okay, enough procrastination and prep…onto the good stuff!

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THE TAILORING METHOD
In this next section we’ll introduce you to our Tailoring Method and explain the idea of the Perfect
Candidate. More importantly, we’ll finally introduce the most important pieces to the “interview
question puzzle”, the Qualities and Multipliers.

By now, you’ve probably noticed that the Interview Guys do things a little differently than everyone else.
Yes, we like to have fun with the interview process and often joke around to make things a little more
exciting. Yes, we go against the grain and use fun animated videos as a learning tool as opposed to
stuffy, boring camcorder videos set up in a career coach’s office. Yes, we get people jobs.

Okay, so what is our secret? How have we been able to help so many people succeed in a place where
so many others have failed? Well, it’s because we learned one key thing that forms the foundation of
everything we teach.

“It’s not about you, it’s about them.”

You may think it is about you. You need that job. You need the money. Your teenage kid just bought a
car you co-signed the loan for and then lost his job at the fast food place and has empty pockets. Your
husband’s been out of work for six months now. You still haven’t paid off the credit cards from the last
two holiday seasons, and there’s a new one coming up. You think that might have been a termite you
saw in the beams of your basement, supporting your gorgeous hardwood floors.

Still, it isn’t about you. It’s about fulfilling an employer’s needs and being of value to a company so that
the natural rewards follow and help you take care of all of the above. Forget those things—wipe them
off the slate of your mind as you interview. It’s not about you and your problems. It’s about you being
the solution to the hiring manager’s problem, which is to get somebody who is qualified into the
opening at the company, so that person can be part of solving the company’s problems.

We all have been programmed to believe that the best thing one can do when doing a job interview is to
summarize his/her past experiences and highlight his/her personal strengths and accomplishments. And
to be honest, when those strengths and experiences are better than the other applicants, it’s often
enough to get the interviewee the job.

But what if one applicant doesn’t have a clear-cut advantage over the others? More importantly, what
if those strengths and experiences aren’t necessarily that important to the company who is conducting
the interview?

This is the issue with the “old school” way of interviewing. You can sit across the desk from a hiring
manager going on and on about your accomplishments, thinking you are a perfect fit for the job, not
knowing that a lot of what you’re saying is completely irrelevant to the hiring manager.

It’s not about you! It’s about them!

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The company knows exactly who they are going to hire, long before he or she ever go into the interview
room. No, they obviously don’t know the name of the exact individual they are going to hire, but take
our word for it, they know the type of person that they want and more importantly, they know the
strengths (or Qualities) that this person MUST possess.

Okay, so having said all of that, how does one position themselves as the type of person that this
company wants to hire? How does one ensure that they are demonstrating that they have the qualities
that the company puts so much value in?

For starters, point out ways you can be of value to the company: how you can help them achieve their
goals, based upon your past training and experience. You’ll get your reward if they hire you. But be
more interested in them than you are in yourself. Be there for them.

But how does one do this?

By using our Tailoring Method of course!

Jeff & Mike’s Tailoring Method

Okay, so at this point it should be pretty clear that the company you are about to interview with already
knows the type of person they want to hire. Around “Interview Guys Headquarters” we like to refer to
this person as their Perfect Candidate.

Perfect Candidate (PC)

You are going to see this term a lot throughout the entire Master Guide, and that is because our goal
throughout this guide is to transform you into this person before you step foot into the interview room.

What is a Perfect Candidate? As we’ve already said, every company or organization has a certain type of
person in mind when it comes to the position they are interviewing for. This person will usually need to
have one, two, or even more specific Qualities that the organization believes in or puts a lot of emphasis
on. When the organization is conducting interviews, they will normally select the person who best
exemplifies the specific qualities they are looking for. This person is their Perfect Candidate.

We like to use a fun little math equation to show what makes up a PC...

PC = (A+Q)m

Okay we know what you are thinking...”Guys, I thought I had said goodbye to algebra years ago! Please
don’t make me do any more math!” Don’t worry, this is the only equation you are going to see, and we
promise that there won’t be any numbers involved.

More than anything it’s just a fun (questionable…haha) way to represent what makes up a Perfect
Candidate. It will make more sense after we break down the components.

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A = Answer

Simply stated, the A in the equation refers to your answer to the question that the interviewer asks you.
In a lot of cases, this will be a Success Story from your past, one that clearly demonstrates an example of
you succeeding in your past jobs, or any other relevant scenarios.

And while we’re discussing Success Stories, remember this: it’s always a good idea to go into every
interview armed with a few of these up your sleeve. Here’s the thing. Everybody experiences the
moment when his or her mind draws a blank during an interview. For these instances, it helps to have a
few Success Stories to fall back on. At the very least, you can spin any uncomfortable silence into a
positive by telling a story that demonstrates a success you had in the past.

Q = Qualities

Qualities are what make up the Perfect Candidate. These are generally different types of knowledge,
skills or abilities that the company considers to be of the utmost importance. These are the things that
you must reference or exemplify in the interview if you are to set your self apart from your competition.

As we said earlier, a hiring manager will have a set of Qualities in mind that their Perfect Candidate must
have. It is your job to find out what these Qualities are and demonstrate to the hiring manager that you
possess them. We’ll show you how to find these in the next chapter. We’ll also show you how to
answer a question by infusing Qualities into your answer.

Click here to see a list of example qualities

m = multipliers

Multipliers act as the “icing on the cake” in your interview, or a supercharge or booster for each of your
answers. Multipliers are tidbits of information that you can bring up in your interview that the
interviewer is not expecting you to know. Generally speaking this would include things like special
programs, initiatives or events, to name a few. The m acts as an exponent because it really increases
your chance of being the Perfect Candidate exponentially!

The reason why these are so effective is that they help you demonstrate your level of knowledge of the
company and their culture, and really makes a statement about the amount of preparation you’ve done
for your interview.

To take it a step further, Multipliers have the ability to make you look like you are already an employee
in the eyes of the hiring manager.

We’ll show you exactly how to find Multipliers in the next chapter.

Does that make sense? Let’s just go over the general idea for those of us (Jeff included!) that feel like
passing out whenever they see an equation. So now we have:

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 Perfect Candidate = (Answer + Quality)Multiplier

When a hiring manager asks you a question in the interview, they will be expecting you to respond. You
have a choice. You can either give them a straight, literal answer that is your best attempt at giving
them the information they need.

OR, you can utilize our Tailoring Method by using the Perfect Candidate principal above, and answer
your question by infusing your response with a Quality (A+Q) that you know that the company is looking
for in their new hire and THEN put the icing on the cake by including a multiplier (m)!

The truth of the matter is, your competition won’t stand a chance if they are just using the “old school”
interview techniques.

So obviously the next logical question is:

“How do I find out the specific qualities that my company is looking for?”

This is the key. Because you can’t simply guess which qualities you think the company might put a lot of
value in. You have to know exactly. Because if you try to be clever and emphasize a quality that your
company doesn’t care about, you’re just going to sound like…well…let’s just say that it’s not going to
help your cause.

In the next section, we’ll show you how we identify which qualities your company values, and at the
same time, it will reveal how to find some of the multipliers that are like an added bonus!

Finding Qualities & Multipliers

Now that we are all in agreement that it is absolutely essential to respond to interview questions by
infusing the company’s desired Perfect Candidate Qualities into our answers, the next step is to figure
out what these Qualities and Multipliers are AND where they can be found.

As you can probably imagine, job interview preparation has evolved greatly along side the proliferation
of technology, namely the Internet. In the old days, the only way that one could really get information
on the position they were applying for was in the job description and by asking the company questions.
Similarly, doing company research was pretty much limited to newspapers, the library archives any
corporate marketing materials (ex. Financial reports, brochures, etc.) that one could get their hands on.
Not exactly “top secret” information. Almost everyone walked into the interview on an even playing
field, because there simply wasn’t the infrastructure for sharing information like there is today.

Lucky for us, times have changed. Information is more easily accessible than at any other time in our
storied “labor history”. The exponential growth of the internet has not only paved the way for an
exponential growth in the amount of information at our fingertips, but also in a revolution in the
connectivity between organizations and their prospective employees.

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Black and white “Employee Handbooks” have been replaced with “Career Pages” accessed through a
company’s website. Using photos, videos and other interesting multimedia, organizations are now able
to give prospective employees a glimpse into their culture, so that even before one walks into the
interview room, he/she already has a good idea of what it will be like to work at the company.

But that’s not all.

They also leave clues. What kind of clues? The kind of clues that are VERY interesting to the Interview
Guys, and from now on, will be very interesting to you. Beginning with a company’s website, this is
where we begin to dig around for potential Qualities and Multipliers, the life-blood of our Tailoring
Method and perhaps the most influential part of a successful job interview.

Now, we can imagine you might be thinking, “Really guys? Look for information on a company’s
website? Not exactly a revolutionary idea…” You know what? You’d be surprised how many of our
students thought the same thing at the beginning.

But it’s not just about gathering some background information on your company or simply studying their
product line before heading into your interview. When we say that they are leaving clues on their
website, we mean it. One of the absolute best places to discover the types of qualities that their Perfect
Candidate must possess is their website, and this is how you do it.

1 – General Information

Begin by navigating to the website of the company you are interviewing with. Once you reach the home
page, it’s important that you get a good feel for all of the general information that is available, including:

a. Company History
b. Sales or service they are providing
c. Location of offices, including Head Office
d. Any recent news items
e. Investor information and Financials

Now to recap, these are JUST THE BASICS. Nothing about learning this information will set you apart
from your competitors, but you’ll sure set yourself apart (the wrong way) if you don’t know this stuff
inside and out. The point is, you need to get a general feel for what the company does, where they do
it, and any relevant current events or news stories that they may be mentioned in.

Having said that, take notice of any themes that jump out at you. We have found that occasionally,
qualities and multipliers can be found amongst the general info, depending on how the company
chooses to present themselves to the general public. For example, you may get a sense that “giving
back to the community” is important to an organization based on headlines or articles found on a
company’s home page. Take note of anything that the company is going out of their way to share!

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2 – Finding Qualities

Once you feel like you have a solid understanding of the general information, the next thing you need to
do is “drill down” to get some more interview-focused information. This is where the “Careers” page
usually comes in to play.

Most companies have a link, usually located at the bottom of the home page, which will take you
directly to everything job-related. It can usually be found under headings such as “About Us” or
“Corporate Information”, and amongst other links such as “Investor Relations or “Global Responsibility”.

This should be the hub for your interview preparation, so give it a click! In almost all cases, the best
place to find qualities and multipliers is on the Career Page or one of its sub-pages (ex. “Our Culture”,
“Upcoming Events”, or “In the Community” tabs to name a few).

Why are Career Pages so great for finding Qualities & Multipliers? Well, because it is here that
organizations really begin the process of sharing their beliefs for what makes up their Perfect Candidate.
Why do they do this? The main reason is to attract the right kind of people. At IBM, they want to show
the Qualities that make up an “IBMer” with hopes that they will attract similar candidates (and also
weed out those that aren’t up to par.)

Similarly, a company works very hard to establish and identify their “culture” (the beliefs and behaviors
that determine how a company's employees and management interact, usually reflected in things such
as its dress code, work/life balance, employee benefits, hiring decisions, office setup, etc.) and the
Career Page is an excellent medium for the organization to achieve this.

What does this mean for you, the interviewer? This is a CRUCIAL step. As we said earlier in this guide,
you absolutely need to tailor your answers to the company you are interviewing with, and you do this by
infusing your answers to their questions with Qualities and Multipliers. Some of these very important
elements can be easily found on the Career Page. Please see the example below.

This “Quality” was pulled from the IBM career page (http://www.ibm.com/ibm/values/us/)

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You will notice in the screen shot above that the company has hinted (even more than hinted, almost
shouted!) how important it is for them to find innovators (You’ll notice that there are a few other
Qualities listed in the screenshot as well that you could highlight i.e. Forward thinkers, people who love
challenges and informed risk takers – for this example we chose “innovation” as the Quality to highlight).

It is clear that this organization values innovation, so therefore, it’s important that you are able to
demonstrate that you possess this Quality.

How do you do this?

By carefully choosing to infuse one of your answers with this quality. For example, see the tailored
answer to the response below based on the Quality identified above:

Q:
“It Looks Like You’ve Been Looking For A Job For Quite Some Time Without
Much Success…”

A:
“I’ve been a little picky about the offers I’ve received because I want to find a company like this one
where I will truly be able to add value. I’ve been focused on finding a company that is truly a leader in
the area I’m passionate about: online innovation.”

Now keep this in mind. A company can reveal their desired Perfect Candidate Qualities in many
different ways. You can find Qualities in videos. You can find them in articles or blog posts. You can
find them on one of the different tabs on the Career Page. The point is, you really have to dig around to
see what you can turn up. Trust us, it’s in your best interest!

In the Question and Answer portion of this book, we’ll show you many examples of how to tailor your
responses to the company you are interviewing with using Qualities.

3 – Multipliers

The way you find Multipliers on a company’s website is not unlike searching for Qualities. The Career
Page is certainly the place to get started. But whereas the Qualities the company desires in the Perfect
Candidate seem to jump off the page at you (a lot of these companies like to boast after all…”We’re a
company that really focuses on innovation and therefore we like to hire the top innovative minds
available..”), the Multipliers are not something that will necessarily be as obvious. Why? Well, mainly
because they don’t even know that Multipliers exist. Rather, they don’t expect you, the interviewee, to
zone in on them and like a ninja use them as a secret weapon in your interview.

As we said before, Multipliers are like the “cherry on top” of your interview answer. This is where you
really get to “flex your muscles” and show the interviewer that you have a deeper understanding of the
company than your competitors. This is why it is important for you to focus on things like the
company’s upcoming (or past) events, special programs that they offer or any outreach programs or
initiatives that they support.
Here’s a screenshot of a possible Multiplier taken from the IBM career page
(http://www.ibm.com/ibm/values/us/).
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Bringing up one of these things in your response really shows that you have done your research, but in
reality, gives the hiring manager the feeling that you are “already one of them”. You bridge the gap
between being a candidate and an employee by showing your level of comfort and understanding with
the way the organization does things. Using the same question as above, see the new answer with the
multiplier highlighted in orange:

Q:
“It Looks Like You’ve Been Looking For A Job For Quite Some Time Without
Much Success…”

A:
“I’ve been a little picky about the offers I’ve received because I want to find a company like this one
where I will truly be able to add value. I’ve been focused on finding a company that is truly a leader in
the area I’m passionate about: online innovation. In fact what drew my attention initially was the
amazing “Values Jam” initiative you organized for all your employees (to come up with a new set of
collective values), and how you were able to connect them all using your global intranet. I’ve bided
my time to find the perfect fit, one that will allow me to work in an environment that prides itself on
staying on the cutting edge. I’m glad didn’t take the first thing that came along as I would have missed
out on this great opportunity.”

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Final Thought on Qualities and Multipliers

At the end of the day, finding Qualities and Multipliers on a company’s website (and specifically, their
career page) is not especially difficult. As long as you take the time to really explore the career page,
making sure to “leave no stone unturned”, you will be sure to find the Qualities and Multipliers you
need to position yourself as the Perfect Candidate.

Now, here’s the thing. The Company Website is not the only place that a company will reveal its
Qualities and Multipliers. As you can imagine, the internet is a vast resource and savvy organizations
today are using many different mediums to share information and connect with future employees.

QUESTIONS & ANSWERS

And now, on to the part you’ve all been waiting for, the questions and answers you’re going to face
when you’re on the hot seat!

Before we dive into the questions themselves, we wanted to talk a little bit about the two different
types of questions that a hiring manager is going to throw at you. Questions usually fall into one of two
categories: traditional interview questions and behavioral interview questions.

It’s important for you to be able to understand the difference and be able to identify them quickly
because it will influence the way you answer the questions. Below we outline the main differences
between the two types of questions.

TRADITIONAL VS. BEHAVIORAL QUESTIONS

If you’ve been interviewed at all in the past few years, you’ll recognize some of the questions covered in
this book. Most interview questions fall into one of two broad categories, with some slight overlap. The
two categories are traditional interview questions and “behavioral”- or “competency”-type questions.

Traditional interview questions attempt to find out the kind of person you are while also exploring your
professional attitudes, aptitudes, and qualifications. These are usually simple questions like “Which
university did you attend?”, “What is your highest level of education?” or “What were the
responsibilities at your last job?”

“Behavioral” questions, on the other hand, are trickier. These kinds of questions are based on
psychology, which says that the way you behaved in the past is going to predict the way you are going to
behave in the future. Statistically, that is true. That is why when police are trying to sniff out a suspect
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(as you know from watching endless re-runs of Law and Order on TV); someone with a history of
criminal activity becomes a prime suspect. Once someone is shown to have broken the law, it is
statistically likely that he or she will do it again at some point.

You are a “prime suspect” for employment at the interviewer’s firm, and he or she wants to know how
you’ve responded to situations in the past, which can help predict how successfully you will respond to
similar situations that may occur on this job.

Behavioral questions can really catch you off guard if you are not used to them and have not prepared
for them. They require a lot more thinking than traditional interview questions. “When you were in
retail did you work on a standard commission?” (a traditional-type question) is a lot easier to answer
than “Describe to me a time when you closed a sale based on superior customer service and exactly
what skills you used” (a behavioral-type question).

Behavioral questions may at times seem more “touchy-feely” than traditional questions. They are more
probing than standard interview questions; they may seem to be inviting you to open up and be more of
a human personality to the
interviewer.

There’s the rub. This is not a time to bare your soul.

Behavioral questions may even seem like trick questions, because they definitely require you to do some
thinking and might even require some soul-searching—something you do not want to be doing in front
of the interviewer while he or she silently clocks you and realizes you don’t know what the heck you are
talking about. You really need to be prepared beforehand for behavioral-type questions. Fielding them
on the fly is simply not an option—you may find yourself falling face-first into the turf.

You can easily be tripped up by the unexpected quality of behavior-type questions. You may not be able
to think of anything and will look (and feel) like a fish out of water with its mouth gaping open if you are
not prepared. Thinking “on your feet” in an interview setting, while it is sometimes necessary, is far too
risky.

Look at politicians and other public figures like celebrities. Because so much depends on their image,
almost everything they say is carefully scripted. They prepare and practice everything from the words
they will use to the inflection they put in their voice, to the expression they will have on their faces, even
down to the gestures they make with their hands. They prepare “statements”; they rarely speak entirely
off the cuff. You have to be prepared on all these fronts too (without seeming unnatural about it) or else
you may blurt something out that makes you look bad or say one thing with your mouth and quite
another with your facial expression or body language.

Prattling happily on, flattered by the interviewer’s interest, you may give too much information: “It’s
interesting you asked about a time I had to supervise other people and how I handled it. Now that I
think about it, I was considering taking a course in supervision after I got my second warning at Techrow
that some of my jokes bordered on harassment.”

Uh-oh.

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That’s why we’re here—not to make you into a phony, but to give you a heads up on the kinds of
questions you may encounter during interviews, both behavioral and traditional, and to help you craft
some model answers and get you thinking about how you can tailor your responses using your own
experiences into winning frameworks.

We’ll also give you some big “no-no’s” to look out for. We will give you some outlines of structures into
which you can fit your specific information and come off like a song, no matter what kind of question is
thrown at you. We’ll give you clues as to what the interviewer is really getting at with his or her question
and how to successfully navigate the dimly lit waters. We’ll also give you hints and guidance as to what
not to say.

Remember our general principle to apply in ANY interviewing situation: “it’s not about you, it’s about
them.” If you don’t learn anything else from this book, this mantra will help you quite a bit. As we said,
we’re going to give you special training in being prepared for questions, but we’ll also provide you with
everything else you will need to secure a job offer from your next interview!

As you’ll see in the answers we provide for you we have highlighted the Qualities that the answer is
highlighting. You should now be familiar with what Qualities are and their importance in the tailoring
process. The Qualities are highlighted in BLUE.

Also be on the lookout for Multipliers. These are extra bits of info that supercharge your answer. They
will be highlighted in ORANGE. Remember, these answers are just guidelines.

Each question will also have a “DO” and “DON’T” section that explores in depth what you should be
aware of when faced with that particular question.

But before you run off with this section and start memorizing it we’d like to interject yet another word
of warning. Remember, each situation is different, just like every job interview is different…these are
possible questions with suggested answers…NOT THE MAGIC KEY TO THE DOOR OF ALL KNOWLEDGE
OR THE PILL TO SWALLOW TO BECOME THE MASTER OF ALL INTERVIEWS. Yes, this book is good…really
good. Amazing, in fact. Super duper awesome amazing good..but it’s still just a tool. It’s up to YOU to
make this book work for you and that means taking the time to really read through these Q&As and
then tailor them to fit your experiences and situations. Don’t just memorize these and then spit them
back like some sort of suit wearing corporate parrot. You want to be hired for YOU… Okay, enough
warning..onward and upward.

Now…on to the questions and answers!

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THE TRADITIONAL QUESTIONS

“Tell Me About Yourself…”

Oh man, did you hear that? That almost silent “click” that echoed through the room when that question
was asked? Did the ground under your seat just quiver a bit, as though something underneath you
is…moving? That’s because the question, “Tell me more about yourself,” isn’t technically just a
question…it’s actually a trap door right under your feet and as soon as they utter those fateful words,
“Tell me…” the safety comes off and now you’re standing (or sitting) over a 50 foot pit that ends in a
whirlpool of sharks with laser beams on their heads.

This question is the mother of all traditional interview questions. It’s especially important to be
prepared for this one, as not only is it almost guaranteed to be asked, but your response can greatly
influence the outcome of the interview. What is a hiring manager trying to get at when he or she asks
such a question? Do they really want to know all about you? Your deepest, darkest secrets? Your
hidden ambitions? The fact that you might be wearing a suit but underneath it all you’re still rocking
your Superman Underroos?

Short answer: no.

The interviewer is looking for you to present yourself as someone who can fulfill exactly what they’re
looking for. Their “Perfect Candidate”.

There are a couple ways to answer this but we’ve found that the best way to answer this is by providing
a short and concise story that highlights some of your past work accomplishments and shows that you
possess the Qualities they’re looking for…and remember, this is a job interview, not an appointment
with your psychologist…so keep it business related.

Need some inspiration? Here’s a good answer you can use to help guide your own response and help
put that safety back on that trap door.

EXAMPLE ANSWER

“I think the best way to do that would be to tell you about the time I was faced with a pretty disastrous
situation while managing at xyz company. Our company's web application project was stuck in the mud
& moving ahead at a snail's pace, mainly because of constant "meetings" that accomplished little.
Meetings were the norm at the company but I really felt like they were hurting us so I came up with a
solution I thought would help and then had our great team build it. It was an "Intranet Chat" program
that allowed us to communicate, share ideas and plan our next moves with ease. It was a big hit with
everyone because not only did it help productivity but it led to great bonding throughout our division. I
bring this little story up because I think it highlights 2 things I pride myself on: working well with others
and thinking outside the box.”

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DO:
 Qualities: works well with others, outside the box thinking.
 Focus on the strengths you have that they are looking for.
 Keep it succinct and to the point.
 Keep it focused on your work accomplishments. They’re not asking about
personal situations. Remember, save those confessions for the shrink’s couch…not the
interview office.

DON’T:
 Don’t start out like Charles Dickens’s famous novel David Copperfield did, with
Chapter 1: “I Am Born.” In this particular example, to talk about yourself is not
an invitation to travel down every avenue leading out of Memory Lane.
 Don’t digress.
 Don’t go off on tangents.
 Don’t talk excessively about educational or work experience that is not related to
the job at hand.
 Don’t recount in any detail more than the last ten years of your work experience.

“Why Should I Hire You?”

Another common traditional interview question is “Why should I hire you over anyone else? What
makes you unique?" This may be prefaced by a few remarks by the interviewer that they have a lot of
wonderfully qualified people interested in the job, which can be a downer. Don’t let it get you, though.
Speak right up. The hiring manager is looking for an excuse to hire you and its’ up to you to give it to
them! Chances are he or she really does have plenty of applicants and is sincerely interested in finding a
way out of his or her dilemma: how to find someone who will be able to do the work and fit in well with
the company long term.

Be the solution to the hiring manager’s problem. Come up with something targeted but memorable
about you that will make you stand out from the other applicants…but don’t be too memorable. You
want to stand out because you’re amazing, not because you told the interviewer that you’re not only
the perfect employee, but in the event of the zombie apocalypse, you always utilize the double-tap
method and you’ve watched every episode of MacGyver 20 times, so you’re confident in your post
apocalyptic survival skills and know if it happens at work, your floor will survive because of your skills.
Rather, try something more along these lines:

EXAMPLE ANSWER

“I feel uniquely suited to work here at Ridell because of your law firm’s wonderful record as far as social
responsibility goes. I know from reading about Ridell that it means a lot to your firm, and it does to me
too. As you see on my resume, I’ve done a lot of volunteer and charitable work, and it seems to me that
the pro bono work your lawyers do in underprivileged neighborhoods is just incredible. There are so
many law firms where the lawyers only do pro bono work for already established clients. Of course,
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my experience at Plusson and Carra law firm, which covers family law too, prepares me professionally as
well, as does the fact that I was editor of the law journal at my university.”

DO:
 Quality: Socially responsible
 Show you know some significant details about the company and their general
practices because you have researched the firm and are prepared.
 Interviewers are looking for a “good fit” as well as professional competence. A “good fit”
generally means they want someone who will get along with others at the firm and blend in.
 Your research on a firm before going to the interview might be able to give you keys as to how
best you could “fit in” with the culture of the corporation. The interviewee has shown in this
example that he or she would fit well into the culture of the firm.

DON’T:
 Don’t just say “You should hire me over anyone else because I’m the best,” or look vague and
say, “I’m sure there’s a lot of stiff competition every bit as qualified as I am” and look distressed
and downhearted.
 Don’t brag or make big promises, but give a concrete example of work you have done that is
related to the work of the firm, stated confidently.
 Even a repeat of credentials and experience can do well in answering this question.

“Are You A People Person Or A Lone Wolf?”

Are you a people person or a lone wolf? Why would a hiring manager care whether you are an introvert
or an extrovert? The job may call for one or the other; clearly, if you are interviewing for sales work or
management of others, you’d better be a people person. If the job itself does not tip you off as to which
type—introvert or extrovert—would suit the position best, aim for the golden mean, the middle ground,
just to show you are well balanced.

EXAMPLE ANSWER

“As a sound engineering technician, I often have headphones on my ears, which has the potential to
hinder conversation with others, but also means I have to be listening for the slightest sound. This has
developed the independent side of my character. At the same time, I often have to set up and operate
the electrical equipment for broadcasts, so I have a lot of conversations with others and I have to work
cooperatively to make sure a production comes off well, which means being in touch with everyone on
the job. I’d say I’m a balance of the two.”

DO:
 Quality: Versatility

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  Most jobs include working with others to some extent; yet some also require lone
concentration, like the one in the example. If the job requires a lot of concentrated isolation, it is
good to amplify the “lone wolf” self, using words like “independent.”
 It is always good to note that you enjoy people and consider human interaction important.

DON’T:
 Don’t imply that you have a hard time working with others, prefer to be alone, or are such a
people person you can’t stand your own company for more than five minutes at a time.
 Avoid the extremes of one side or the other of the extroversion and introversion scales.

“How Do You Manage Your Time?”

How are you at time management? Well, hopefully you’ve shown up to your interview early and
already proven to a small degree that you’re reliable. The last thing you want to do is to show up late
and then be faced with this question.
Most responsibilities in adult life call for good time management skills; the job you are applying for may
be in particular need of someone who can make a schedule and stick to it. If so, the hiring manager has
to know that you can do that. However, a deeper underlying motive on the part of the hiring manager
may be to be reassured that you will not be a clock-watcher, a time-waster, or someone who shows up
and does the minimum before gratefully rushing home to his or her “real life.” Show that you care about
doing a good job and putting in the time and effort necessary to do so.

EXAMPLE ANSWER

“Working as a travel agent, I had to be excellent at time management, as I was expected to sell and
coordinate packages of flights, lodging, car rentals, admission passes, and tickets. All of these items
needed to be coordinated and documented efficiently in order to ensure that my clients’ vacation
expectations were exceeded. One other aspect of this position that was time-related was the fact that
time zones played such a big role in the process. I was able to factor these differences into my work and
ultimately provide my clients with a high level of service. I noticed that at XYZ company (the company
you’re interviewing for) you’ve instituted a customer appreciation program to really accelerate
customer loyalty. I think this is a great idea because it shows you clearly understand that just because
working efficiently is important that doesn’t mean customer interaction and customer bonding needs to
be sacrificed.

DO:
 Quality: Efficiency, Time Management skill.
 Multiplier: The customer appreciation program.
 Notice how the question is basically asking about a Quality directly.
 Although it is a general question, the interviewee has related it directly to his previous work
experience and has shown how the training he had on that job translated into skills that he or
she will use in the next job.
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DON’T:
 Never answer questions like this with an unfounded self-endorsement such as, “I’m good at
time management,” accompanied by a shrug! You have to prove it with an example, preferably
from your previous work experience that shows you have mastered the skill.
 Back up any claims you make with concrete examples.

“Do You Consider Yourself Well Organized?”

Do you consider yourself well organized? Similar to the question about time management, this hiring
manager wants to make sure you are not going to be slacking off on the job, sitting in a sea of confusion,
and not taking control of your work destiny and schedule. They also want to make sure you’re
organized but not inflexible. Someone who is so hyper organized that they lose the ability to function if
their carefully structured world is slightly off angle is just as hard to deal with as the opposite end of the
spectrum. The key to any question like this is to try to stay in the middle just enough to prove that
you’re a team player, but organized enough to also be able to step into a leadership position and
oversee the tasks and make sure everything that needs to get done is done properly.

EXAMPLE ANSWER

“Yes. As an interior designer, I know that the first principle of an eye-opening, impactful display is to
group objects with like objects. This principle of organization serves me well all the way down to
organizing my alphabetical files of photo subjects. I’ve always believed that form and function need to
work together, and that rooms and spaces should be organized as to be both beautiful and functional. I
will bring these organizational skills to the table here as a window dresser. I have also found that by
sharing these skills with my coworkers, we’ve managed to structure a photo database together that
works well for us all. It allows us to upload our files from the main server into one large database rather
than parceling them off on our own individual computers. By doing it this way we’ve managed to turn
our individual collections of photo subjects into a massive database we can all draw from. This saves us
time and money as we can quickly go through and pull photos that we might otherwise not realize we
own and helps prevent us from having to purchase them from an online stock photography company.”

DO:
 Quality: Organization, efficiency and saving the company both time and money.
 Hiring managers want people who are well organized. Always answer in the affirmative.
 Give an example that you can tie in with the work at hand.

DON’T:
 Don’t say, “No, but my day-timer works wonders for me” or “No, I believe a messy desk really is
a sign of genius.” It is all right to explain how you learned to be more organized, through a
program or the use of technology, but make sure you answer this one in the affirmative and
back it up with genuine job experience.

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 “Why Did You Leave Your Last Job?”
Uh oh. Remember that trap door we diffused with the “Tell me about yourself” question? Well, they
just clicked off the safety on that trap door again. This question is another loaded one, and how you
answer it can easily determine if the interview continues, or if it’s at an end…and your hopes for a job
with the company at an end as well.

You really need to be well prepared for this next one because it can send up red flags to any interviewer
or hiring manager: Why did you leave your last job? This is important for the interviewer to know. He or
she is concerned about any bad partings in your past that may indicate a future bad parting with this
company because of habits or attitudes you may not have corrected for. That’s why it’s important to
cast any departures in the best possible light and to note any lessons learned during the experience.

EXAMPLE ANSWER

“It became clear to me after several years that my promotion possibilities were limited and that I was at
a plateau that was not going to change. I see that your firm has several women in senior management,
and I admire your commitment to diversity and fairness. In fact, one of the reasons I became so
passionate about working here is because I discovered your “workplace standards initiative”. I’ve
never come across a firm that has done so much for creating such a welcoming and diverse work
environment and I’d like to contribute in any way I can. ”

DO:
 Quality: Recognizes the importance of diversity
 Multiplier: The workplace standards initiative
 This sample answer slips in a compliment to the new firm while not getting too negative about
the old firm. While the fact that the interviewer hit the “glass ceiling” is implied, the interviewee
does not complain or accuse. She stays Positive.
 Try to make the reasons for your departure as positive as possible, even if your departure
wasn’t.
 If you were fired, try to soften it by saying you were asked to resign: “I was asked to resign after
a project went awry on my watch.” If asked to explain further, you can say something like,
“While there were many factors involved in why the project experienced so many complexities, I
have thoroughly examined my role in it and realized that I needed more project management
skills. I have recently gained certification in project management from my local community
college, and I think the whole process has been a great learning experience.”
 Show you are a responsible person. This answer directly above shows that the interviewee is a
responsible person. He or she assumes responsibility by saying it happened “on my watch” and
“I have thoroughly examined my role” and has taken action to correct a perceived weakness.

DON’T:
 Don’t be negative. At least be neutral. Leaving a place of employment is often accompanied by
negative feelings. The important thing is not to say bad things about your last job or any of the
people in it. You don’t want the hiring manager to be thinking, “Hmm, I wonder what he/she will
say about me if things go south between us!”
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  Blaming others or saying negative things about them appears to be an avoidance of
responsibility and speaking ill of others always has the potential to come back against you. No
matter how big you think the world is, the reality is, people talk…a lot. Better to give them
something positive to talk about than something negative that can bite you in the tail down the
road. Always be the bigger person.

“What Is Your Greatest Weakness?”

Okay, Superman…this isn’t the time to blubber about your aversion to kryptonite or pretend you’re
Popeye and talk about how if you don’t get your spinach the world could come to an end. The question
What is your greatest weakness is a serious question that requires some serious answers…but not
necessarily the answers you’re thinking of. The reason hiring mangers ask this question is because they
want to know how self-aware you are. We all have weaknesses…but when we acknowledge those
weaknesses and turn them into positives that work for us, it shows adaptability as well as insight into
our characters…two very desirable traits! They also want to know if you have a flaw that fits a pattern in
people who left the position in the past. The hiring manager may even drop you a hint somewhere along
the line (not necessarily while discussing this question) such as “Extroverts tend to be dissatisfied in our
research department because they have to spend so much time alone at the computer screen.” That’s
why it’s wise to play it safe on this one.

EXAMPLE ANSWER

“I have a tendency to finish an article 99% and then find my energy flagging for that last 1%. I’ve learned
a few tricks for dealing with that, however. For example, when I’m writing an article, I know that the last
paragraph is one of the most important in the piece. There are times when I know ahead where I want
the article to go and I’ll actually start with the last paragraph first and work towards it. In other
instances, when I know I’m starting to slow down a bit, I’ll take a break before tackling the last
paragraph, rather than trying to finish all at once. I know I need that extra burst of energy and mental
clarity that a break can give me in order to give the last paragraph punch. I’m sure your people here at
GlobalScan Encyclopedia know how important a strong concluding paragraph is, as it often summarizes
the whole article. I pride myself on dealing with any problem that I face strategically..”

DO:
 Quality: Problem solver
 Turn a weakness into a strength.
 Show that you are aware of your weakness and what you have done to overcome it.
 Make sure you let them know that your “weakness” (which they will perceive as a strength if
you phrase it right) never gets in the way of your job performance, and that you are correcting
for it in a responsible way.

DON’T:

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  Don’t pretend to be Superman or Superwoman: “My greatest weakness is that I don’t have
any!”
 Don’t be blatantly obvious or pandering: “I work until two in the morning every single night and
then I show up again at dawn, ready to work. I don’t want to sleep, I love my work so much, but
my doctor tells me this is a weakness.”
 In the same way you don’t want to blatantly pander, you don’t want to be foolishly honest
either by revealing a glaring weakness that will raise their scalps: “I have a tendency to drink too
much at lunch and I’m fuzzy all afternoon,” or “I’m hard to work with. Numerous people have
said I’m impossible to please.” Don’t talk about things you are still having a hard time
conquering. Talk about things you have already overcome.

“How Would Your Friends Describe You?”

You may be caught off guard when an interviewer suddenly turns to the non-work side of your life and
asks, How would your friends describe you? Catching you a little off guard could very well be the hiring
manager’s intention. He or she is trying to get a read on who you really are when you are “out of
uniform.” Don’t reveal too much.

EXAMPLE ANSWER

“I think my friends would describe me as a dedicated person who keeps his commitments. I am honest
and attentive and consider myself a good listener. For the most part, I’d like to think that my friends
would say that they can always count on me to try to do the right thing. When my best friend was in
the hospital for lung cancer surgery last year, I spent every evening at the hospital during visiting hours
because we had pledged to one another as kids that we would always stick together. On weekends, I
helped take care of his yard.”

DO:
 Quality: Dependable.
 If possible try to mention character qualities that help the interviewer make a mental leap to
how you would behave professionally, even though the question is framed in a personal way.
 This interviewee has shown that he is indeed “dedicated” by giving a clear example of what he
did to demonstrate that quality. Going “every evening” and “on weekends” showed that he
honored working hours (he was dedicated to his company) but also worked hard to honor his
word to his friend.

DON’T:
 Don’t say anything unprofessional, like: “They know I like to party hard on weekends” or “They
know I’ll always drop everything if they need to cry on my shoulder” or “I’m told I’m a lot of fun
at get-togethers.” Be to the Point, which is to impress your Professionalism on the interviewer.

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  Don’t say anything that makes you seem strange or unbalanced, like “I don’t really have any
friends” or “I don’t socialize much. I’m either working or asleep, that’s it.”

“What Are Your Goals?”

What are your goals? People who set goals are the same people who achieve more and those are the
people hiring managers want on their team. If you set goals and accomplish them, it shows that you’re
concerned about the future. Someone who has no goals will never grow on their own. People who
don’t set goals are the ones who are comfortable letting the world around them dictate their direction
and growth…both qualities which are great, if you’re a plant. But you’re not! Think big! Be honest, but
don’t be cocky. Don’t tell the hiring manager your goal is to have their job in a year…but make sure that
you let them know that you’re interested in growth and advancement, and that you’re willing to do the
work that it takes.

EXAMPLE ANSWER

“I’d like to work for a company where I can add value to the enterprise and where there is a chance for
an ambitious and diligent person to advance the company’s goals as well as my own. I notice that
PrepTutor is expanding to accept more Chinese students through your “Asia-Connect” program. My
parents emigrated here from Hong Kong, and I speak Mandarin. I’d love to help Chinese young people
assimilate through language—it’s been a goal of mine for some time to serve the immigrant
community. I see it not only as a way to reach out and increase our visibility within this vibrant
community, but a way to expand our ability to communicate with potential customers and business
contacts both here locally and eventually globally as well.”

DO:
 Quality: Goal driven.
 Multiplier: the Asia-Connect program.
 Phrases like “ambitious and diligent” and “advance the company’s goals as well as my own”
show that you are willing to work to add value to the company in a way that encompasses your
own goals.
 This answer, taken from a real interview situation, brought out key points of the applicant’s
qualifications that tally with the company’s needs and goals.
 The applicant has done some research on the company and thought beforehand about how his
or her particular skills can add value to the direction the company is going in.
 The applicant has thought about and set goals—important abilities in the working world.

DON’T:
 Don’t be overly ambitious in stating your goals. “I’d like to be president of this company
someday” is attainable but somewhat unrealistic at this stage of the game! So is “I’d like to be
sitting where you’re sitting, interviewing people and making them sweat.”
 On the other side of the coin, don’t be wishy-washy, as in “Goals? I really don’t have any.”

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  Don’t be self-centered: “Goals? Pay down my debts some, I guess. That’s why I’m looking for a
job.” Being to the Point always means relating yourself, your experience, and your mindset to
the company’s needs and desires.

“What Are You Doing to Achieve Your Goals?”

What are you doing to achieve your goals? Like we said in the above question, people who set goals
are the same people who achieve more and those are the people hiring managers want on their
team…however, setting a million goals for yourself but then never accomplishing anything beyond that
doesn’t do anyone any good. Your hiring manager wants to know if you’re an actual go-getter, or just a
dreamer who’s great at making impossible lists.

EXAMPLE ANSWER

“Growing up I always wanted to travel to Europe and see where my family was originally from. During
my sophomore year of college I learned about an exchange program that actually took me right to the
heart of where my family ancestry was from. The program specialized in international law as well as
business and I knew it was a once in a lifetime opportunity. By working afterschool as well as weekends,
I was able to make enough money to go on the trip. Not only was it the trip of a lifetime, but it
introduced me to an entirely new way of looking at business on a global scale. When I came home, not
only had my dreams to travel been fulfilled, but I knew that my next goal would be my degree in
international business, a goal I quickly met when I graduated top of my class. Each new experience has
encouraged me to reach further with my goals and each goal met has opened a door and helped me
set the next goal. In fact, getting a job here would be another major step in my goal process. I know
that the company has been planning on expanding into the international market and I know that my
experiences overseas as well as my degree can help to make that transition smoother.”

DO:
 Quality: Goal driven with the ability to not only visualize the goal, but execute and achieve.
 Multiplier: International expansion plans.
 Being eager to help the company grow in a new way or direction shows that you are willing not
only to work to add value to the company in a way that encompasses your own goals but that
you bring skills and talents to the table that will help them achieve their goal as well.
 The applicant has done some research on the company and thought beforehand about how his
or her particular skills can add value to the direction the company is going in.
 The applicant has thought about and set goals—important abilities in the working world.

DON’T:
 Don’t brag or make your goals seem out of touch with the company or are ridiculous, half-baked
or incomplete. “I really wanted to be the first person to climb Mt. Everest with a pack of
Chihuahuas as my only support. So far I’ve raised over $50 online and I train every weekend by
running the stadium stairs at the local community college for two hours. It should only be five
more years and I’ll finally be ready to make that climb!”
 On the other side of the coin, don’t be wishy-washy, as in “Goals? I really don’t have any.”

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  Don’t be self-centered: “I set a new goal every Friday night to bring home the best looking
person at the bar. So far I’m scoring a perfect 100% on nothing but perfect 10’s…if you get what
I mean!”
 Being to the Point always means relating yourself, your experience, and your mindset to the
company’s needs and desires.

“How Do You Make Decisions?”

How do you make decisions? Since every situation and position in life requires us to make decisions, the
hiring manager wants to know your facility in this important skill so you can be trusted on the job,
particularly if the job requires lots of responsibility.

EXAMPLE ANSWER

“I use several different means to reduce the risk of decision-making, including cost-benefit analyses, as
well as a decision-making model that lays out the problem, options, alternatives, and consequences.
Furthermore, I always try to analyze the pros and cons of making a decision. For the most difficult
decisions, though, I usually consult company values. For example, the business I worked for last made
custom-tailored men’s dress shirts. Profits were great, and business was growing. When they were
struggling about a decision to expand their offerings beyond that, I reminded them that their values
were to give excellent customer experience through superlative service and products, which they
couldn’t do as well if they were expanding beyond their capacity. The CEO expressed to me that he was
grateful that I kept them from compromising their mission statement and that they were growing at a
manageable and profitable rate.”

DO:
 Quality: Customer service oriented.
 This person has shown that she is aware of decision-making models and employs them; she is
also aware that decisions involve a certain amount of risk management. When push comes to
shove, the person says, she goes back to the company’s values (usually expressed in a mission
statement and the general atmosphere of the company). Such an aware person, who is able to
back up her decision-making prowess with an example, seems deserving of a good decision—to
hire her!

DON’T:
 Clearly, you don’t want to say you “leave things up to chance, like a coin toss”.
 Don’t shrug and say, “It depends on the decision to be made” or show lack of responsibility by
saying something like “I usually leave all that to the higher-ups.”
 Don’t come to an interview without being armed and ready with decision-making models or
preferably examples of successful decisions you have made.

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 “What Do You Do In Your Spare Time?”
What do you do in your spare time? By lobbing this seemingly “soft” question at you, the interviewer is
trying to sound out how well you will fit in with the company and its goals.

EXAMPLE ANSWER

“I exercise to work on fitness and to manage stress and I enjoy reading magazines related to the trade.
One of my biggest passions however is community beautification. I actually created and lead a group in
my district that makes it their mission to create THE most beautiful neighborhood in town. So far we’ve
gone on to plant over 400 trees and even got permission from city hall to create a small park to replace
an ugly unused lot in the area. I love organizing, inspiring and working together with my neighbors to
make our neighborhood a better place to live.”

DO:
 Quality: Leadership
 The hiring manager isn’t really interested in your personal life; he or she probably just wants to
know if you are a balanced person with a lot of diverse interests and activities. Employers
respond well to a person who works on fitness and manages stress well (fewer problems with
healthcare and insurance).
 Hobbies and pastimes that relate to the job at hand are especially important, e.g. reading
magazines related to the trade. If a hobby like building model airplanes relates to honing your
fine motor skills, which relate to the job, it is good to mention that and verbally tie it to the job
you are applying for.
 Staying abreast on current events is almost always a plus, as it means you may be alert to
changes affecting your industry.
 Learning another language—especially one that is spoken by large numbers of people in the
world—shows you are a lifelong learner, and many companies are interested in bilingual
speakers in our global era.
 Mentioning family and friends last—even though they may be first in your heart—is strategic.
Spare time activities should mostly be relatable to the company, and family is at times
considered a tricky issue, especially for women. It’s not fair or right, but it is reality.

DON’T:
 Don’t name hobbies or pastimes that are utterly irrelevant to the job. The interviewer isn’t
asking this question because he or she is dynamically interested in your spare time habits.
 Don’t shrug and come up with a blank or a negative either: “I’m your typical couch potato.
When I’m not at work I’m watching TV.” Most employers appreciate well-rounded, multi-tasking
people.

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 “Is There Anything Else I Should Know About
You?”
Is there anything else I should know about you? The interviewer is giving you a chance to make a good
impression, while at the same time, searching for any disqualifying factors that may come up. Be
honest, but let’s keep skeletons in the closet where they belong. Everyone makes mistakes in their past
or does things on their own time, but unless your mistakes are going to affect the company, keep them
to yourself. Instead, find something about you that is interesting and can be used to relate another
strength to your potential employer. Don’t talk about the fact that you like to dress up like Marilyn
Monroe and sing karaoke on weekends, or that Emma Stone has a restraining order against you…keep it
positive and keep it business.

EXAMPLE ANSWER

“I didn’t mention an interesting anecdote when I was the safety manager at SkyScraper Construction Co.
I had just completed my CPR and First Aid courses, and a man on site suddenly went into cardiac arrest.
My supervisor looked at me and said, ‘You’re in charge of safety!’ I had practiced on a dummy but never
on a live person. I knew I had to keep calm and simply do what I was taught. I revived him while others
called 911. He later thanked me for saving his life. Although I don’t anticipate such a thing happening
often, the incident taught me that, no matter what happens, keeping calm and putting one’s training
into motion will often resolve a threatening situation. I think that was excellent training for an air
traffic controller position, in addition to my FAA certification, of course.”

DO:
 Quality: Ability to remain calm under pressure
 A memorable closing story which casts you in a favorable light will stay with the interviewer long
after you leave. Of course, you cannot and should not make something up, but think of a time
when you acted well under pressure, especially if the job calls for it (which many jobs do).
 Relate any answers to this question to the job to be done.

DON’T:
 Don’t shrug helplessly as if you hadn’t a clue.
 Don’t answer with a flat out “No.”
 It is not a time to spill your guts though, e.g. “Well, yes, I was arrested a couple times when I
was in my early teens. It’s sealed up in my juvenile records, but I thought you might want to
know anyway.” Remember, if it isn’t going to come up in any way shape or form unless you
bring it up personally…then don’t bring it up at all.

“What Is Your Biggest Strength?”

Besides “Tell me about yourself,” this next question is probably the most commonly asked. Forewarned
is forearmed: be prepared to discuss this next one. Think of several strengths that you have and as
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always, be to the point, be honest, and be business. Try to relate those strengths to the job at hand
when the interviewer asks: What is your greatest strength? He or she is interested in knowing how your
greatest perceived strength is such that it can benefit the company.

EXAMPLE ANSWER

“As a self-employed architect, I had to learn all phases of running a business, from taking care of the IT
work to visiting construction sites to doing accounts payable and receivable. I passed the Architect
Registration Exam in the 90th percentile of scores meaning I bring my architectural expertise, but I also
have the entrepreneurial strength and spirit. Since your construction company is a start-up, I think that
would add a lot of value. I don’t mind wearing a few different hats, even if one of them is a
construction
helmet.”

DO:
 Qualities: Self starter, self reliant and versatile
 This interviewee has successfully tied her experience to the needs and desires of the company,
which is a start-up and will need diverse and experienced candidates.
 She also “got it”, in that she is an expert in her field and is certified at a high rating, but also has
expressed her willingness to roll up her sleeves and do the multi-tasking that is often called for
in a start-up.
 She keyed her answer to be to the Point: her greatest strength related to how well she will do at
the job being offered.

DON’T:
 Don’t brag when talking about your greatest strength.
 Don’t come up blank and clueless.
 Don’t make claims that you can’t illustrate with a brief example or fact.
 Don’t be overly modest but don’t claim to be Superman or Superwoman either.
 Don’t name a strength that is irrelevant to the job at hand.

“Why Are You Interested In This Job?”

Why are you interested in this job? The interviewer may want to know whether you are going to be a
team player or how well you have tried to understand the company’s needs. Are you here just for a
paycheck or do you see yourself becoming an integral part of the company and growing along with it?
Nobody wants to hire a long term employee only to find out later they’ve got a temp hire
mentality…especially if the job requires extensive training or an investment in you on the part of the
company.

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EXAMPLE ANSWER

“The main reason I want to work for Barrett, Fortis and Keller is that your firm aligns perfectly with why I
became a lawyer in the first place: to make sure there was someone championing ethical standards in
this field. As a lawyer, we often walk the fine line between winning a case and doing the right thing
which is why I admire the way you have managed to balance ethics and winning so successfully.”

DO:
 Quality: Ethical
 The interviewee relates previous job experience and skills to the reason he or she is interested
in the company, at the same time showing knowledge of the company’s position in the industry.
It is likely that the interviewer will not only feel kindly toward the interviewee, who is modestly
asking for an entry-level job at this august company, but toward the interviewee’s old company,
which had the good sense to recognize how great the interviewer’s company is?
 Allow for human nature. Everyone likes recognition and praise.

DON’T:
 Don’t say something self-centered, like “Because you offer more pay for an entry-level position
than the next guy” or “Because I wanted to cut down on my commuting time to and from my
old job.” Remember, it’s not about you. It’s about the company and their needs.

“What Was The Last Book You Read?”

What was the last book you read? The hiring manager wants to see if your intellectual and
entertainment interests reflect those of a responsible person. Remember to be honest and don’t just
name off the first book you think of because you heard it on Oprah’s book list. The last thing you want
to do is to lie about a book you’ve never read and find out that your interviewer has read it and wants to
discuss it. Also, be careful about what book you decide to go with…50 Shades of Gray may be popular,
but is that the book you want your interviewer to identify you with?

EXAMPLE ANSWER

“I’ve been reading Cloud Atlas. It has six different narratives that are not obviously related. I like to look
for the connections between seemingly unrelated things and solve puzzles, so the book really engaged
me. That’s why I turned to being a paralegal: I love doing research and finding precedents related to a
case at hand, and I’d love to work at your law firm doing just that.”

DO:
 Qualities: Detail oriented, lateral thinking
 The applicant successfully related this seemingly soft question to a hard skill she possesses:
doing legal research and drawing correlations between cases.

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  She was Prepared. She saw a connection between her chosen profession and her choice of
literature, and she helped the interviewer see that connection too.

DON’T:
 Don’t go searching in your memory for the last book you read, showing you weren’t prepared
for this question.
 Don’t say, “I don’t read books” or name one that has no relation to the discussion at hand.
Remember, every minute in an interview is an opportunity to firmly impress upon the
interviewer the message that you are uniquely qualified for this job.
 Don’t cite a strange, revolting, or controversial book.

“What Are Your Favorite Websites?”

What are your favorite websites? This may reflect a hiring manager’s concern that you will abuse
Internet privileges while on the job (many, many people do). He or she likely wants to know if your
choices are targeted, intelligent, and informative about the task at hand.

EXAMPLE ANSWER

“I visit ArtInfo.com and Arts&Smarts.com to keep up with the latest artists, collectors, and
exhibitions. I think that knowledge will serve me well working in the bookstore here at the New Metro
Modern Art Museum, whether I am shelving books or assisting customers in finding what they are
looking for.”

DO:
 Quality: Creativity
 This person shows that he or she is informed as to what websites relate to the job and cares
enough about the work to keep abreast of the industry.
 The person shows that he or she will be a good “fit” with the employer.

DON’T:
 It should probably go without saying, but steer clear of mentioning any sites that may be
considered offensive or inappropriate. Similarly, try not to reveal any personal or religious
beliefs via the websites you frequent.

“Are You Willing To Travel?”

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Answer this question honestly: Are you willing to travel? This is generally a pretty straight-up question.
Some tricky interviewers may be trying to get at how much you are willing to sacrifice for the job. Being
willing to bet the farm on it may not necessarily get you the job with such, though. Treat this question as
a face value inquiry…and be honest. Saying yes because you think that’s the answer that will get you the
job is fine if it’s true, but if you’re someone with obligations at home (pets, family, other jobs, etc) and
being offered a job that requires a lot of travel puts you into situations that make it difficult on you or
your work, then it’s not worth it.

EXAMPLE ANSWER

“Yes, I am willing to travel. As an IT consultant who has had many government contracts, I’ve been to all
kinds of far-flung places, from Asia to Europe to the Middle East. My wife and I have arranged our lives
so that the kids are always cared for. We live in the midst of a network of close friends and family
members. We’re well prepared for any necessity for travel.”

DO:
 Quality: Work flexibility
 This applicant has successfully reassured the interviewer on the main reason why people don’t
want to travel: family concerns and responsibilities. If the job calls for travel, a person like this
appears to be a wonderful bet on the part of the hiring manager.

However, if you really don’t want to travel, this is the time to say so.

“My understanding was that for the branch manager position, travel was to be limited to the tri-city
area. I am certainly willing to travel within that radius. Can you give me an idea of how much travel
outside of that area, if any, would be called for? ”

DON’T:
 Don’t wince, bite your lip, and say yes if you don’t mean it, hoping the problem will go away. It
won’t. If they are asking the question, they probably have some travel in mind.
 Don’t miss this opportunity to get honest and useful information related to the amount of travel
that will actually be involved.
Don’t say yes or no until that point is made clear.

“Are You Willing To Relocate?”

Once again, it is best to be prepared and also to be honest if they throw this one at you: Are you willing
to relocate? The hiring manager may be thinking of a position for you at a new location they are in the
midst of opening or may think that you’d be a better suited somewhere other than the advertised
location.

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EXAMPLE ANSWER

“Yes. I have no close family in the immediate vicinity and I rent a townhouse, which is in a desirable
location and which I can easily sublet. I noticed that your company had branches in different states and
even different countries, and I applied for the job knowing that relocation was a distinct possibility.”

Or:

“My understanding was that there were openings only at this branch and also at the branch in
Kevington. My husband and I have considered moving to Kevington, and we would do so if that were the
opening I was offered. I would be happy to work at either of the branches.”

DO:
 Quality: Work flexibility
 As in the previous question regarding travel, make sure you are willing to relocate and can do so
without a lot of hassle.
 Research beforehand will tell you whether the job might require relocating. If you are not willing
to relocate, say so up front, unless you are so desperate that you know you and yours would
jump at the chance as long as you get a job.
 The second answer kept things positive by not saying no directly, but by offering a willingness to
consider two alternatives.
 It’s okay to seek clarification from the hiring manager about potential relocations.

DON’T:
 Don’t over-promise. If you are not willing to relocate, don’t volunteer to!
 Likewise, if your spouse would be unwilling to relocate, don’t say you would be in the hopes of
convincing him or her later.
 If it would be difficult to relocate your children due to school, activity or friend commitments
you may want to reconsider.
 Don’t promise them the world and put your whole family on the line for the company and then
not be able to deliver.

“Do You Work Well Under Pressure?”

Do you work well under pressure? All jobs have varying degrees of pressure that are put on their
employees and asking you how you perform lets a potential employer know what to expect when the
heat is on. Granted, if you’re working in a rocking chair factory as a rocker tester, your level of stress
will be a little different than someone on the bomb squad diffusing explosives…but either way, it’s in the
company’s best interest to know ahead of time just how well you handle yourself when it counts.

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EXAMPLE ANSWER

“I originally got my CDL license to drive city buses. There is so much going on in a city—you have to look
out for lane changes, changing signals, pedestrians, and be ready to pull over at a moment’s notice
when a passenger rings the bell too late. There’s traffic, of course, and people talking on their cell
phones on the bus. I never had a single accident. I think city bus driving prepared me pretty well for the
pressures of driving a suburban school bus for the unified school district.”

DO:
 Quality: Works well under pressure. The interviewee has answered the question and also
managed to slip in some nice information about her certification and qualifications, while
describing success at a stressful and complex job.
 Inspire confidence in the hiring manager, who may know that the job you are applying for is a
stressful one.

DON’T:
 Don’t just say, “Yes, I work well under pressure” or “Yes” and let it go at that.
 Don’t say, “No.” Most jobs involve some pressure, and employers will want to know that you
will not cave in when the going gets tough. Remember, you’re coming in to work on a team,
and no boss wants to hire someone that, at the first sign of pressure, cracks like the sugar crust
on a flan and has to be carried by the rest of the team.

“Why Is There A Gap In Your Resume?”

This is a question that can make your palms sweat, but will go down a lot easier if you are prepared:
Why is there a gap here in your resume? What were you doing during that time? Too often unexplained
resume gaps can raise red flags in hiring managers’ minds, so it’s up to you to turn this white space into
a positive.

EXAMPLE ANSWER

“When I decided to make the career leap from the public to the private sector, I took some time to get
my Master’s in mathematics. I had a Bachelor’s in statistics, but I thought a Master’s in mathematics
would be a more versatile degree. On the section of my resume dealing with education, you will see my
Master’s degree award and the date. It’s two years from the time of my last government job.”

DO:
 Quality: Willingness to further education.(This can apply to jobs that require further on the job
training)
 If there are gaps on your resume, be prepared to explain them. They will most likely come up.
 The best way to deal with gaps in your resume is to show how you were improving your game
during that time. If you did volunteer work or got more education or worked at a job you never
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 mentioned on your resume because it was a “stopgap” job, by all means tell them what you
were doing.
 The strongest answers show that you were doing something to improve your skills and
usefulness in the job market.

DON’T:
 Don’t say you needed some time off from your last nightmarish job to recover.
 Don’t say you were so depressed from being fired from a job that you sat around the living room
for months at a time, blankly staring at the TV screen.
 Try to avoiding revealing any personal issues you may have been dealing with (i.e. alcoholism,
mental issues, etc.)

“Why Are You Leaving Your Current Job?”

“Why are you leaving your current job” can be a tough question if you’re currently employed and
actively seeking outside employment. This can be a red flag to employers. Nobody wants to hire
someone that they feel is just waiting for the next big thing or who looks like they’re eager to job hop as
soon as another opportunity comes along. Also be aware that if you’re interviewing for jobs and are
currently employed, there’s a good chance your interviewers could call your current employers for
references or to ask about your role and work there.

EXAMPLE ANSWER

“I wouldn’t plan on leaving the great company I work for if I weren’t so excited about the opportunity
your company presents here. I understand that you are opening up some South American markets,
and since I grew up in Brazil, I feel that I am uniquely qualified to help the people in the marketing
department understand the language and culture in that country, which has one of the fastest-growing
economies in the world. I feel that an in depth understanding of the market is key to crafting
marketing messages that match your potential customers perfectly. This is the best way to create
lifelong customers that become raving fans and is something I’m very passionate about helping your
company achieve. ”

DO:
 Quality: Marketing understanding
 Multiplier: The fact that they are opening markets in South America. This answer scores well
because it is positive about the company being left and dynamically enthusiastic about the
company to come.
 The applicant doesn’t let her enthusiasm overshadow the fact that she is extremely qualified for
the position, which she does by remembering to outline her experience with the Brazilian
culture.

DON’T:
 Never make a negative statement.

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  Don’t begin to whine and complain about your old job, extolling the virtues of this new one
(which you have never yet tried).
 Don’t say, “It’s time for a career switch and I’d like to try my hand at the job you are offering” or
“I’m tired of doing the same old thing.” Give a pointed, Positive reason for why you want to
head off in a new direction.

“What Salary Are You Expecting In

This Position?”
What kind of a salary are you looking for? The hiring manager wants to know whether your salary
expectations align with how much the company has allotted for the position as well as how well it aligns
with current market standards. This is the time you want to show that you’ve done your research and
looked into salaries at comparable levels. Don’t lowball yourself in the hopes that you get a job and
then end up resenting the work you’re doing for cheaper than you deserve. At the same time, be
reasonable and don’t ask for the top tier.

EXAMPLE ANSWER

“I would expect the salary to be in the median range for a radiologist within this area—between $60,000
and $70,000.”

DO:
 Quality: Not much chance to inject a quality here
 Be prepared to answer this question. Know the median salary range for the kind of position you
are seeking and offer a range. Check out Glassdoor.com, Salary.com or Indeed.com. If,
however, you are not comfortable with the lower number in the range, phrase it so that you say
something like “The median salary for a radiologist is about $67,000, so I would expect
something along those lines.”

DON’T:
 Don’t be unprepared for this question or you are going to look foolish.
 Don’t look blank and say, “Oh, about a hundred thousand,” or become squeamish and ask for
less than the industry standard in the hopes of outbidding your competitors for the job. If you
don’t know the median salary range for the position you seek, research beforehand what you
can reasonably request. (The above-named figures come from the U.S. Bureau of Labor’s
Occupational Handbook, which is readily available online. This handbook can give you a ballpark
figure for national averages, but you may want to check out state and local averages as well so
that you don’t low-ball or high-ball too much.)

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 “Can You Start Right Away?”
Can you start right away? The hiring manager may ask this question because the company needs
someone right away, but if you can convince them you’re worth waiting for, they may be willing to do
that too. A particularly Machiavellian hiring manager might be trying to ferret out how you treat
employers you are planning to leave.

EXAMPLE ANSWER

“Out of respect to my current employer, I’d like to give the standard two weeks’ notice. I would like to
help them find and prepare my replacement, though, as I took a lot of pride in my work and I would like
to pass it on responsibly. On top of that I believe one of my strengths is my ability to train and teach
others complicated tasks. I think this is why my employer is pretty keen on me staying the full two
weeks to facilitate the transfer. I would do that as a courtesy to any employer regardless. However, I
might be able to arrange to work part-time there for the next two weeks and be available to you on a
part-time basis as well.”

DO:
 Quality: Teaching and training skills
 If you are responsible to your current employer, the interviewer can be sure you will be
responsible to them.
 If you are unemployed, of course, you can start right away.
 The hiring manager may be trying to work out whether you are currently employed or
unemployed. Make sure your answer coincides with what you have on your resume!

DON’T:
 Do not say, if you are unemployed, that you wanted to take a little more time off to finish any
non-work related tasks you might be working on.
 Don’t say something self-focused like, “If I don’t give two weeks’ notice I won’t get my
severance package.”
 Don’t say, “I was hoping to collect unemployment for another two weeks while I take the
motorcycle trip I’ve always wanted to.”

“Are You A Self Starter?”

Are you a self-starter? Hiring managers are looking for people with initiative and drive, and if you’re
going for a higher level position, the last thing you want is to have them think you’re someone who has
to be constantly babysat and directed. Self motivation and knowing what needs to be done next shows
leadership skills and initiative and helps to reassure a hiring manager that you’re someone who isn’t just
willing to work but someone who, when faced with a lull or completion of a task, won’t just sit around
and ask what’s next but will know to jump forward and start the ball rolling again.

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EXAMPLE ANSWER

“Yes, I am a self-starter. I take pride in setting challenging yet achievable work goals, working out
action steps, and constructing a calendar to achieve them, which I meticulously check each day to
make sure I am on target. As a technical writer, I had to break the task of writing a manual down into
research, rafting, writing, editing, and revising—all within the publisher’s time frame. I would expect to
do the same here at The Paper’s Edge Publications.”

DO:
 Quality: Self-starter (You may get several questions which are asking about a particular Quality
point blank. Pretty straightforward just be sure to have specific examples of how you possess
that Quality.)
 Relate this general question to specific ways in which you self-start, including examples from
relevant work experience. Connect your self-starting qualities to the job at hand.

DON’T:
 Don’t just say, “Yes, I’m a self-starter” and throw your hands wide in puzzlement as to how to
prove it to the interviewer.
 Don’t say, “No, I work best when surrounded by the encouragement and support of multiple
colleagues” or you’ll scare the hiring manager off. He or she wants to know how motivated you
will be on the job.
 Don’t say “No” to this question.

“What Are Your Qualifications For This

Position?”
What are your qualifications for this position? Hmm, I can hear you already… “What? Hang on, what
sort of question is that? Come on, you turned in a resume, right? Why can’t whoever is interviewing
you read the dang paper and see what my qualifications are? Are they lazy? Illiterate? Just plain
dumb?!” Hang on..before you get your Superman Underroos all in a bunch of self-righteous angst, it
might just be as simple as the hiring manager wanting to hear your qualifications in your own words to
see if there is anything about you that stands out beyond the written list of qualifications and
experience. A resume is intended to be a brief look at your work history and there are times when you
have experiences beyond what’s on that little piece of paper. Now is the time to discuss those as well!

EXAMPLE ANSWER

“As you can see by my resume, I completed my Associate’s degree in dental hygiene at Besell
Community College, and I worked for two years as a dental hygienist at the Mountain View Hospital’s
voluntary residency program for dental students. I also volunteered with our municipality in their free

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dental program for children from lower-income families under the age of eighteen during my senior year
in high school. I loved volunteering and was excited to learn about your “community dental outreach
program!” It’s something I’d love to be a part of as I’m quite familiar with this type of work.”

DO:
 Quality: None used in this case
 Multiplier: Community dental outreach program
 The person has succinctly listed his or her educational and work experience, and voluntary
qualifications in the field. An answer like this is well rehearsed and very much to the Point.

DON’T:
 Don’t ramble.
 Don’t talk about unrelated work experience unless you can tie it in somehow.
 Don’t describe irrelevant things like the décor of the last office you worked in. Stay to the Point.

“Why Have You Had So Many Jobs Over

The Span Of Just A Few Years?”
Why have you had so many jobs over the span of just a few years? Similar to the question about gaps
in your resume, the hiring manager probably wants to know if you are a flight risk. Most companies
don’t want to go to the time, trouble, and expense of recruiting, hiring, and training someone only to
have that person leave suddenly. The best thing to do in a situation like this is to point out the way the
jobs are all interconnected. More than anything the manager is looking for reassurance that you’re
interested in a long haul position, not a temporary hire situation.

EXAMPLE ANSWER

“As a consultant, I work on a project-by-project basis. The different jobs you see on my resume
represent different projects I have sold to clients and worked on. However, I am interested in a more
permanent position now, and I think you can see that my various projects in the healthcare industry as
well as my experience in selling my consulting services will stand me in good stead in pharmaceutical
sales. One of the reasons I feel I was so successful selling my services was because I created a real bond
with each and every one of my clients which in turn led to a lot of repeat business. I look forward to
bringing that same approach here.”

DO:
 Quality: Customer interaction and selling skills
 This person has given a good reason for some hopping around from job to job.
 If you can’t give as good a reason as the above, explain that you have been searching for your
niche and feel more directed now.
 Try to relate the skills and experience you picked up at your various jobs to the job at hand.
 Emphasize that you are ready to settle down now.
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  Emphasize the positive—a variety of experience in a variety of settings has made you versatile
and has given you great flexibility.

DON’T:
 Don’t try to deflect the question by making jokes or being funny.
 Don’t mumble something about never being able to be satisfied.
 Don’t say, “Yes, I have a propensity to get myself fired. I think my bosses feel threatened by me
when they see that I’m better at their jobs than they are.”

“Don’t You Think You Are Overqualified

For This Job?”
Don’t you think you are overqualified for this job? The hiring manager may be wondering if you will be
bored or will easily leave the company if something better comes along. By phrasing it this way, they
are intentionally trying to put you in a defensive position. They want to make sure that you’re really
there for the right reasons and that you’re truly interested in sticking with the company.

EXAMPLE ANSWER

“Actually, this job presents some unique differences from the experiences I have had that I will look at
as exciting challenges. For example, even though I was a veterinarian’s assistant, I was not able to
interact with the animals outside of a clinical setting. Working at this shelter as an animal care person
will give me more hands-on experience with frightened, perhaps abused animals in need of care, which
is really where my heart lies. I’ve volunteered at animal shelters before and loved it. On top of that I’m
excited to get the chance to work and collaborate with a team which I feel is one of my real
strengths.”

DO:
 Quality: Collaboration
 Sometimes the word “overqualified” means that the hiring manager is afraid you are going to
want more money than the company is willing to spend or that you’ll be in a job you quickly
grow bored with. A veterinary assistant, to use the above example, makes more money than
does an animal care person, and the hiring manager might fear the applicant will expect the
higher salary.
 Emphasize that a job like this is what you really want.

DON’T:
 Don’t say, “Yeah, but just try getting a job in my field in this economy!”

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 or “I’m so desperate at this point I’ll take anything,” or “Yes, but my self-esteem is so low, I
always aim for the bottom.”
 Don’t say, “So? That’s to your advantage, isn’t it?”

“Why Were You Let Go From Your Last

Job?”
Take a deep breath before you answer this one: Why were you let go from your last job? Clearly, the
hiring manager wants to know if there is anything about you that means you will be a less than optimal
employee at this job. As much as you might want to bash your last boss, or unload about how badly you
were treated or the unfairness of the whole situation, this is NOT the time. This isn’t your shrink or your
bff or even Joe the bartender down at your local watering-hole. This is an interview for a job and you
have to remember to keep it positive and spin it in your favor. Above all, DO NOT BASH YOUR LAST JOB
OR EMPLOYER…it’s too easy to speak negatively about an experience but all it does is make you look
bitter and unprofessional.

EXAMPLE ANSWER

“Although the company was downsizing because of budget concerns, I examined myself to see if there
was any way I could have survived the cuts, and I asked my supervisor to advise me on that. He said that
my department was a little too specialized in today’s bad economy because a company has to be ‘lean
and mean.’ I wish I had seen that coming and found ways to cut our department’s budget before it had
to be cut out entirely and people let go as well. I was not the only one who was let go. Actually I’m
excited to have this opportunity with your company as the position involves a lot of cooperation with
different departments. I love working with others and solving problems by trading ideas.”

DO:
 Quality: Working well with others and looking for alternatives to problems
 Standing up for one’s self in a reasonable way is effective.
 Words like “downsizing” and “budget cuts” and “bad economy” are good defenses if they are
true and are the reasons for departure from the job.
 The interviewee has shown a willingness to self-reflect and to seek advice on the reasons for
being let go and has realized how she might have done a course correction. However, the last
sentence of the answer reinforces that the basic problem was a downsizing.

DON’T:
 If you really were at fault, don’t hide it. Chalk it up to learning the hard way and explain how you
have course-corrected since but don’t turn this into a sob story or tear-fest. Again, this is a job
interview, not your psychiatrist’s office.
 Don’t say lay the blame on the company or the staff and make negative comments about them
specifically.
Try to answer honestly with a calm demeanor. If you are lying, your body language will give you away!

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 “Are You Good At Making Decisions?”
Would you say you are good at making decisions? The position the interviewer is authorized to fill may
require a lot of decision-making and he or she needs to discover whether you have this skill.

EXAMPLE ANSWER

“I do think I’m good at making decisions, yes. Although I believe there’s a right way and a wrong way to
make decisions. No one has a crystal ball, although we’ve all wished for one at one point. That’s why I
try to never make a decision out of emotion, such as anger, frustration, or fear. If I am feeling a strong
emotion, I will put off the decision until I can see things with my head rather than my heart. Deciding to
close the doors on my small business, for instance, before we accrued enough debt to have to consider
bankruptcy, meant I had to let go of my emotional attachment to the firm and make a decision based
on numbers alone.”

DO:
 Quality: Analytical thinking
 Give a responsible answer that shows you know something about decision-making.
 Show that you have made some difficult decisions.
 Back up your claims to be a good decision-maker with an example of a responsible decision and
how you made it.

DON’T:
 Don’t answer with a simple “Yes.” Give a work-related example.
 Don’t answer with a simple “No.”

“Do You Think Co-workers Should Date

One Another?”
Do you think co-workers should date one another? The hiring manager may simply be trying to discern
whether you have or are aware of professional standards.

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EXAMPLE ANSWER

“I think co-worker relationships should always be characterized by the utmost in professionalism. It

seems to me that things work out best when there is a strong separation between professionalism and
getting personal. I don’t see how the objectivity and impartiality needed for professionalism can be
maintained otherwise. Although there may be exceptions between highly responsible parties, I would
say that on the whole office romances detract from a company’s ability to achieve its goals and tasks.
Staying organized and on course with a proper plan is the way I get things done and I feel like romance
can sometimes derail that.”

DO:
 Qualities: Goal setting and organizational skills
 This is a safe answer. In most occupations, co-worker dating is frowned upon. Of course, some
people have met and married as co-workers and behaved responsibly all along. . The applicant
has used strong, positive words that the interviewer will associate with him or her, especially
“professionalism,” and “a company’s ability to achieve its goals and tasks,” showing that these
things means something to him or her.
 This answer helps to characterize the applicant as someone who sees the company’s welfare as
being the top priority at work.

DON’T:
 Don’t use negative or judgmental language about people who date someone else on the job.
 Don’t recount a tawdry affair that destroyed business relations at the last place you worked.
 Don’t gossip or lose your dignity.

“How Do You Handle Difficult Customers?”

How do you handle difficult customers? Some positions require direct contact with customers, and the
interviewer wants to know how you will handle the more difficult ones. Remember, no business is built
without customers…and any potential employer wants to know how you are going to handle dealing
with the less than pleasant ones. Hiring someone who potentially drives away the customers that help
keep the business in business is…well, bad business!

EXAMPLE ANSWER

“As far as I am concerned, the customer is always right, even if he or she is wrong. I’m sure you
occasionally have dissatisfied customers here at this auto parts store; I noticed your unconditional
satisfaction guarantee posted on the wall. At the auto parts store I worked in before, we gave refunds
whenever there was a complaint, even if it didn’t seem justified. We always said we were sorry if the
customer was unhappy, even if we had done everything we could to please them. I’ve found that just
listening to an irate customer makes a big difference, and it often helps to keep them coming back,

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because it builds customer loyalty. I think it’s better to lose a little money on a refund than to lose your
reputation, because bad word-of-mouth really gets around.”

DO:
 Quality: Customer skills
 Multiplier: Bringing up the satisfaction guarantee sign
 The interviewee has given a responsible answer relating previous job experiences to the job he
or she is interviewing for, including information about the company itself.
 The interviewee has shown a high awareness of the importance of customer service and linked
it to the new company’s stated policy.
 The interviewer is clearly trying to understand if the interviewee has good customer service
skills and must be reassured on that point.

DON’T:
 Don’t bad mouth customers or launch into a horror story about Customers-from-Hell.
 Don’t say, “You know how stupid people can be, but you’ve got to give in to them anyway if you
still want their business.”

“What Do You Know About Our Company?

Competitors?”
What do you know about our company? Competitors? Your interviewer wants to know if you’ve done
your homework on the company or if this is just one more interview in a long list of interviews you’re
doing just to get a job.

EXAMPLE ANSWER

“As someone who’s always been interested in the bio-tech field, I’ve watched your company with
interest for years. From the first Scientific Discovery magazine I picked up that detailed the
breakthrough your company had with genetically diverse strains of E.Coli to the most recent advances in
water purification systems you’ve pioneered in Somalia, I’ve watched as the company has grown from a
small offshoot of the larger Pharmacorp to its own independent and thriving rebirth as MedTech.
Reading about your CEO’s start as a lab tech and seeing where he is now helped give me the direction I
needed to complete my own degree in research and development. I know that MedTech has a
humanitarian branch and that it is competing with BioGen to be the first company to be able to bring
clean solar energy water purifiers to third world communities and I hope that I might be able to
contribute to that process. I’d love nothing more than to be a part of yet another great discovery by
MedTech that not only changes the scientific world, but helps improve lives as well.”

DO:
 Quality: Research and development

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  Multiplier: Humanitarian outreach
 The interviewee has shown that not only do they know about the company, but that they’ve
been following it for a number of years and are aware of not only the company’s successes, but
also their outreach and charitable programs.
 The interviewee has shown a high awareness of the company’s humanitarian projects and a
desire to participate in them as well.

DON’T:
 Don’t just rattle off information you got from the brochure you picked up from the front guard
gate on your way in or recite commercials.
 Don’t throw your hands in the air and say “Well, you guys do scientific stuff, right?”
 Don’t bring up company failures or unfavorable comparisons to their competition. “Well, I know
you guys are getting your butts kicked by XYZ Corp, so you might as well hire me because you
couldn’t do much worse than you already are.”

“How Do You Feel You Can Contribute To

the Company?”

In what ways do you think you can make a contribution to our company? Your interviewer wants to
know that you’re more than just a warm body sitting in a desk collecting a paycheck. If you’re
interviewing for an upper level position this is especially important as they will expect you to bring
something to the table beyond a pulse.

EXAMPLE ANSWER

“I’m hoping that if I’m hired I’ll be able to really get involved with the animation segment of your
educational programming. Although my degree is in screenwriting, I spent three summers working as a
tutor and have experience with the National Common Core Standards. As you know our educational
system is moving towards a standardized system utilizing the Common Cores and I know my past work
in this area will not only make my writing more targeted, but I’ll be able to work hand in hand with your
education specialists to make sure that we’re hitting all the benchmarks we need to in order to be
considered for both state and national distribution within the classrooms.”

DO:
 Quality: Degree in screenwriting.
 Multiplier: Educational program.
 Do talk about skills and qualities you might not have listed on your resume, especially if they can
benefit the company.
 This person shows that not only do they have the degree required for the job but that they’ve
researched the company as well as what is happening in the country that might impact the
direction the company is moving towards. By telling the interviewer that they bring not only

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 their writing ability to the table, but also skills and knowledge about the educational aspect as
well as knowledge related to new emerging national standards, they are indicating that if they
are hired, they will be able to hit the ground running without requiring more training.

DON’T:
 Don’t point at yourself and say “I’m bringing this…what more do you want?”
 Don’t shrug and be vague. “I’ll bring whatever you need me to bring. You know, stuff? Want
me to bring cookies on Fridays? I can totally do that.”

“What Did You Like Best/Least About Your

Previous Job?”

What did you like best/least about your previous job? This question has the potential to be a serious
trap. Answer very carefully and remember to keep it positive. This isn’t the time to bitch about a co-
worker who made your life miserable or brag about the awesome parties your boss would throw where
you’d all get drunk and photocopy your butts. Remember, you want to be hired and your priority is to
keep it professional and positive.

EXAMPLE ANSWER

“It’s always easy for people to tell you what they didn’t like about something, so I’d rather focus on what
I did like about my previous job. Working for a big company like SprawlMart meant having to deal with
a wide variety of customers from all different walks of life. I grew up in a small town in Wyoming so
moving to Los Angeles and working there for SprawlMart was definitely a culture shock, but one I
quickly grew to love. Because of SprawlMart’s location and the diversity of the neighborhood it was in,
I was able to meet and interact with people I would never have had an opportunity to even see in my
smaller town. My job entailed working at the customer service desk and helping customers with their
returns. I loved it because not only did I get to talk with new people every day but I was also able to
help make sure their shopping experience with Sprawl Mart was ultimately positive, no matter why they
came in to return or exchange an item. Of course dealing with customers who are unhappy with their
products can lead to the occasional tense moment, but I found that by listening to the customers as
well as being open to new and different points of view made it possible for me to deal with even the
most difficult cases. By being aware of our differences as well as our similarities, I was able to find
common ground in almost every situation. Through my work there I was able to make friends and
connections I never would have even dreamed possible. In fact, it was your community outreach
program that first caught my eye when I started looking for a job. I am excited to be a part of a
company that believes so passionately in community involvement and I look forward to the
opportunity to use the skills I learned at SprawlMart here as well.”

DO:
 Quality: Customer service
 Multiplier: Community Outreach Program

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  Do look for the positive before you talk about the negative.
 This person’s refusal to speak negatively about their past job clearly reflects positively on them.
 They took what could potentially have been an opportunity to slam their previous employer and
instead spun it in such a way that a difficult job was turned into a positive learning experience.
 This person has also shown that their interest in the company is more than just in obtaining a
job. By mentioning the community outreach, it shows that the individual has not only done
their company research, but that they are eager to get involved.

DON’T:
 Don’t use this question as an opportunity to complain about your past job or former
employer/employees.
 If you go the positive route and talk about what you liked best, don’t put the past job into such a
lofty position that the current employer is left wondering why you left/quit/got fired/are no
longer working there and what the odds are of you leaving a job with a new company if the old
company asked you back.

“How Would Your Last Boss Describe You?

What Would They Have To Say About You?”

What would your last boss say about you? Again, keep your answers positive. Hopefully you’re leaving
your old job on a good note and your boss will have nothing but good things to say about you!

EXAMPLE ANSWER

“Working at PortaCon was an amazing experience and a lot of that was because of my boss, John
Winner. He was a tough boss in that he had very high standards, but those standards were meant to
push us beyond our comfort zones and reach for the best, not just “good enough.” What I loved the
most was how he challenged me to look at things in ways I might never have before allowed me to
explore new ways of solving old problems. I would like to think that if asked, he would tell you that I
am passionate about what I do and although I can be stubborn at times that it comes from a place of
loyalty to the company and a desire to put forth the best possible product I can.”

DO:
 Quality: Commitment to quality
 Do be honest…but at the same time, be cautious about what you say. Remember, make it
positive.
 This person is self aware enough to admit that they are stubborn but although that might be
seen in some circles as negative, that it was due to their desire to ensure that the company
produces products of the highest quality.

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  This answer lets the interviewer know that the interviewee is an individual who takes their job
very seriously and that they demand a high level from not only themselves, but those around
them.

DON’T:
 Don’t give an unfavorable answer like “Well, I don’t know for sure, but I’d bet he’d tell you I can
out-drink a fish, out-swear a sailor, and out-wrestle a bear.”
 Your answer doesn’t have to be epic or include multiple ways you saved the company or helped
prevent some huge disaster. It can be as simple as “He would tell you I’m always punctual.” Or,
“No matter how bad the day, I try to always have a smile for everyone who walks past my desk.”

“Have You Ever Been Fired Or Forced To

Resign? What Have You Learned From Your
Mistakes?”
Have you ever been fired or forced to resign? What have you learned from your mistakes? This can
be another difficult question to answer…but once again, keep it positive.

EXAMPLE ANSWER

“When I was in college I was working at a clothing boutique selling high end designer label clothing. It
was one of my first jobs and I have to confess I wasn’t entirely sure of what I was doing, but I was trying
my hardest. My boss was a very difficult person who demanded a level from me that I wasn’t able to
meet, not because of lack of desire, but because of lack of experience and training. Ultimately she let
me go and hired someone with more experience. It was disappointing not only to lose the job, but to
know that I had been willing to learn if someone had only been willing to teach. That experience has
taught me that sometimes an employee who is struggling isn’t struggling because they don’t care or
don’t want the work, but because there might be gaps in their knowledge. At my last position I was
responsible for several other individuals, one of whom seemed to always be a step behind the rest of
the team. Rather than firing them, I pulled them aside and we discovered that they had been promoted
from another department but never given the necessary training and that they had been struggling and
essentially learning on the job as they went. We worked out a schedule where we could meet up and
go over the materials together and now rather than slowing down the team, they’re leading it.”

DO:
 Quality: Leadership and teamwork
 Do be honest. If you were fired, tell the truth. If it was because of a mistake you made, own up
to it, but then tell them how you’ve learned from it.
 This person took a negative experience at one job and then used it to recognize potential issues
with current coworkers. Rather than firing them, they used their knowledge to approach that
worker and discover a solution together.

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  This answer lets the interviewer know that the interviewee is an individual who sees the
company as a team.

DON’T:
 Don’t talk about a negative situation that reflects badly on yourself or your past employer.
 Even if you’ve never been fired or forced to resign, you may have had to deal with a difficult
situation at work, a reduction in pay, or removal from a project…use that.

“Are You A Competitive Person? How Do You

Deal With Others That Are Competitive?”

Are you a competitive person? How do you deal with others that are competitive? Your interviewer
wants to know if you have drive and a desire to continue to improve yourself and your role within the
company in a healthy and constructive way.

EXAMPLE ANSWER

“I would absolutely consider myself competitive, but never at the cost of those I’m competing against or
the projects that I’m working on. I used to work for a company that would encourage different
departments to participate in friendly competition in an effort to get us to think outside the box and
come up with creative solutions to problems. We were given tasks to complete and a time limit that
was specifically designed to be too short for us to complete the task. Once the time limit was reached,
we were all told to stop our work and actually exchange our results and progress with the other team
and then we’d both work on the opposite project for the remainder of the time. In that way we were
competing, but still working cooperatively. It led us to not only try new things, but gave us the
opportunity to see how others approached similar problems in different ways. I know that you also
have an inter-departmental challenge program like that here and I’m excited to get back into a little
healthy competition with coworkers.”

DO:
 Quality: Not much chance to inject a quality here.
 Multiplier: Inter-departmental challenge program
 This answer lets the interviewer know that they are not only team players, but that their
competitiveness is healthy and constructive.

DON’T:
 Don’t turn competitiveness into something where if you don’t win, you won’t play.
 Don’t relay stories where your competitiveness ended up hurting yourself or someone else.

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 “Describe Your Ideal Work Environment.”

What would you consider an ideal work environment? Your potential employer wants to know if you’re
a good fit for the existing dynamics or if fitting you in is going to be a challenge.

EXAMPLE ANSWER

“I really enjoy collaborative environments and like to encourage my coworkers to utilize each other
when it comes to working on problems or tasks together. I worked for a company for a time that
fostered a community feeling within our workspaces by encouraging open door policies and group
events aimed at helping us to learn about each other on a deeper level beyond just working together in
the same space. We discovered that although we were all assigned specific tasks, we all had talents and
skills that lent themselves to tasks others were working on. By encouraging us to share knowledge and
ideas, we were able to work through our own tasks much faster and it gave everyone a sense of purpose
and empowerment knowing that they were able to help out others as well as themselves. The nicest
part about this open door policy was, although it was a little more unstructured than a typical office
environment, we were all respectful of each other’s time and space and I found that the office was
actually much calmer and more conducive to work than a typical office full of closed doors. I have
always said two heads are better than one and I really would like to continue to work with a company
that feels the same way. A company that encourages the employees to work together and inspire one
another as well as celebrate their successes together is one I find the greatest satisfaction working
with. In fact, it’s that very same collaborative open door policy you have here that really helped
solidify my decision to apply here.”

DO:
 Quality: Collaboration and teamwork
 Multiplier: Collaborative open door policy
 This person has demonstrated through this answer that they are a team player who believes in
collaboration but still insists on pulling their own weight.
 By indicating that they are aware that the company has a similar policy, they show that they
have done their research and that they are not only open to this style of working, but that they
are eager to become a full participant.

DON’T:
 Don’t talk about how you can only work if you are surrounded by total silence and four walls. If
you’re going into an environment where you’re expected to work with others, being an introvert
might not be the best fit.
 On the flip side, don’t talk about how you have to have your work environment just so and if
anything is out of place, you can’t function. Working with others means being adaptable and
someone who can’t go with the flow or adjust to whatever environment they will be working in
could mean the difference between hiring and not hiring you.

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“Tell Me What You Think Makes A Good Leader
and Give Me an Example of a Time When You
Had To Show Good Leadership Skills.”

Tell Me What You Think Makes A Good Leader and Give Me an Example of a Time When You Had To
Show Good Leadership Skills. The interviewer wants to know if you have what it takes to guide others
and inspire them to work with you, not against you. They also want to make sure that they’re hiring
someone who knows how to lead as well as follow and not just someone who is power hungry.

EXAMPLE ANSWER

“To me a truly good leader is one who doesn’t just orders his troops to follow him but actually inspires
them to do so. Anyone can issue an order, but it takes a true leader to get people to willingly follow
them. A great leader not only has vision but knows how to execute it by maximizing the strengths of
those he is leading. Prior to my entrance into the corporate world, I spent four years in the United
States Navy working in the Engineering Department onboard an aircraft carrier. Being in a military
environment you learn a lot about leadership and what sets a good one apart from a bad one. We were
lucky in that my division was led by a Chief who not only placed high expectations on us, but on himself
as well. There was never a time when I felt he was issuing us orders he himself would not follow if the
roles were reversed. He showed me that being a leader meant not just leading, but knowing how to
follow as well, and that a good leader learns from those around him. On multiple occasions when
situations got tough, he would roll up his sleeves and get to work right alongside the rest of us without a
word of complaint. Rather than leading through force or authority, he led by example and I know I
speak for all my shipmates when I say there was nobody else we would have rather followed into any
battle. Since that time, I’ve tried to emulate his leadership skills in my own work situations. As a leader
of several teams at my last job, I never asked my coworkers to do a job I would not be able or willing
to do myself. In fact on one evening we had a critical piece of communication equipment go down on
us and our then supervisor was no help. Rather than guide us, he panicked and went home, literally
leaving us behind, holding the pieces. I knew that if we left the equipment as it was and just waited for
tech assistance from an outside repair facility, that the company could potentially lose both money and
customers. I rallied five of my best guys and we spent the night breaking down the equipment and
rebuilding it. Although we weren’t able to fix it 100%, we got it operational again and were able to limp
it along until proper repairs could be made. Our efforts helped prevent a huge financial loss. As a result,
my supervisor was transferred to another department and I was promoted to his position.”

DO:
 Quality: Ability to solve problems and save the company money
 This employee shows through their answer that just because things get difficult, doesn’t mean
they back off or let others do the dirty work.

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  Being a good leader means inspiring others to follow you and work with you. A leader is nothing
without a good team behind them and by being willing to lead by example, this employee shows
that they can maintain a strong group dynamic and get things done.
 Do talk about how you’ve led things before. Even if it’s not in a corporate setting… Do you lead
a student group? Do you run a charity or spend time coordinating volunteers?

DON’T:
 Don’t talk about how you think leadership is all about authority and power. Nobody wants to
deal with an out of control egomaniac.
 Don’t say that your ultimate goal for a leader is to direct the work but not actually participate or
do any yourself.

“How Do You Handle Delegating Tasks?”

How Do You Handle Delegating Tasks? The employer wants to know if you can run a team efficiently or
if you’re prone to playing favorites or handing out unbalanced workloads.

EXAMPLE ANSWER

“When I’m in charge of delegating tasks, the first thing I do is examine the individuals I’m delegating to.
I like to make sure that I delegate tasks based on individual abilities and strengths. If I have someone
who is strong in one area but not in another, I try to make sure that the tasks they get reflect those
strengths. In situations where I know someone is weaker in one area, I like to pair them up with
someone who can help strengthen that area. Once I get that done, I then create a task sheet that
breaks down the work and the deadlines we’re expected to meet. Then it’s a matter of checking in with
each person individually and as a team to make sure I’m answering their questions and that they’re on
task. We do progress reports on Mondays and Fridays and if anyone’s struggling, we come together as a
team to address the problems and help find solutions.”

DO:
 Quality: Delegation and ability to recognize skills
 This employee shows through their answer that they know their employees well enough to
recognize where their strengths and weaknesses are and adjust accordingly. This shows that
they not only care about the company and the work they produce, but about the individuals
they are leading as well.
 Do talk about how you’ve delegated tasks before and how you’ve determined why you
delegated the way you did.

DON’T:
 Don’t talk about how you assign jobs based on who you like more or less. A company is not a
place to play favorites and assigning tasks based on your personal feelings won’t get you far.

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 “What Do You Bring to the Table That No One
Else Can?”

What Do You Bring to the Table That No One Else Can? This is a sneaky way of rewording the old
phrase “What have you got that nobody else has?” Your potential employer wants to know what sets
you apart from the rest of the people who are applying and what your edge might be over the masses.

EXAMPLE ANSWER

“I bring enthusiasm, drive, passion, and most importantly, real world experience. I know many of my
fellow applicants are coming fresh from school and training but because I’m older, I can draw not only
my training, but the skills and experiences I’ve gained through my day to day interactions with
customers. Role playing scenarios and text book guides are all excellent when it comes to learning
about negotiations and how to handle customers, but no class can give you the training that comes from
actually doing the job in a real world situation. My three years working at TeleConnect in the customer
service department and then later in the sales department helped expose me to just about every type
of customer care there is…and helped me learn how to deal with each situation and how to turn a
negative customer experience into a positive one. I worked with customers who were ready to cancel
their service and walk away, and it was up to me to work out a solution that made everyone happy. I
also worked with customers who were having the best day of their lives because they were able to hook
up their internet and see their grandchildren for the first time via webcams. I was truly sorry when
TeleConnect downsized and I was let go, because I do miss that day to day interaction with
customers…both good and bad…and I am so excited by the prospect of coming to work for you here at
BroadTech. I know through my work with TeleConnect that your service department has an excellent
reputation. In fact, when we found out TeleConnect was actually doing away with their public services
and focusing only on the private sector, I sent many of my former customers over to you guys because I
knew they’d get the professional treatment and service they had come to expect with us. I’m hoping
that by working here, I’ll be able to reconnect with some of them and continue to provide the same
service and support that I did before.”

DO:
 Quality: Real world experience and hands on training
 The interviewee may be a little older than the average applicant for the position, but age should
never be a final deciding factor in hiring. Someone who comes equipped with not only the
training but also real world experience and skills is a valuable employee to have.
 By referencing the sales and service department and indicating that they have already sent
customers to BroadTech, it’s evident that the interviewee truly believes in giving good customer
support and that they are willing to go above and beyond the normal call of duty to ensure that
their customers are happy with their service…no matter who is providing it.
 Do talk about what you bring that nobody else has. Hey, they asked for it…give it to them!
 Do make sure to highlight skills you have that might not be the usual skills, you never know what
might help set you apart.

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DON’T:
 Don’t say “Well, you don’t have to pay me as much as another employee who’s younger
because I can supplement my paycheck with Social Security.”
 Don’t hide your experiences or training, even if they’re in a totally different sector. A good
employee tells their interviewer about all their work training and skills. A GREAT employee tells
an interviewer how that training and those skills will benefit the company.

“What Accomplishment are you The Most

proud of?

What Accomplishment Are You The Most proud Of? The interviewer wants to know what you’ve done
in the past that you feel is really impressive or had the greatest positive impact. They’re also listening to
hear how you describe this accomplishment because, depending on what story or example you relate,
they want to know if you’re someone who takes all the credit, or if you’re truly a team player.

EXAMPLE ANSWER

“I think my biggest accomplishment so far would have to be getting selected to participate in the
A.P.T.C. Training Program. It’s a very difficult program to get into and although they have over 2000
applicants each year, they only select twelve actual students. The entire process is about three months
long and involves multiple levels, including an application, essay questions, and a six hour written exam,
a group interview and finally a panel interview with the heads of the program. I knew that if I was going
to get in, that I couldn’t do it alone. The first thing I did was contact everyone I knew who had been in
the program and asked if they would be willing to mentor me. I was incredibly lucky that my friend Dan
said yes…to a point. He said he would be more than willing to help me but that he refused to give me
any of the answers. He would guide and suggest, but that anything I said or did had to come from me
directly. I agreed with him 100% because the last thing I wanted to do was to get into the program
because they thought I was someone else.

I wrote all my essays myself and filled out the entire application alone. When I was done with a section,
I would send it to Dan for critiques. He would give me suggestions and ideas on ways to make them
more dynamic, but never once did he say “No, write this…not that.” Every word on my applications was
from me alone.

Finally after I had made it through the tests and the essays and the application and had moved onto the
group and final panel interview sections, Dan spent hours grilling me on things I should know if I was
going to succeed in the program. He never gave me the answers. If I couldn’t answer his questions, it
was up to me to find it out myself. It was ridiculously tough, and at times incredibly frustrating but it

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was also something I wanted to see all the way to the end, not just for myself at this point, but for Dan
as well.

When I got my acceptance letter, I was ecstatic. Not only had I made it in, but I had done it on my first
try…something that is almost unheard of. Of course, I not only told Dan the good news, but made sure
to do it over a huge steak dinner. He’d earned it! Now, five years later, I’m a proud member of the guild
and am able to call Dan not only friend, but equal as well. Through this experience I learned that
being a good teacher means not giving someone all the answers to the questions, but giving them the
tools they need to discover the answers on their own. It’s this very philosophy that guides me as I
lead my own teams today. In fact, when I saw that your company has a mentorship program, I was
immediately excited. I know how big of an impact Dan had on my life and career and I’d like to be
able to pass that experience on to others.”

DO:
 Quality: Leadership, teacher and training skills
 Multiplier: Mentorship program
 The interviewee is obviously proud of their accomplishment, but rather than take all the credit,
acknowledges that they are aware they couldn’t do it alone. Although we all wish at times that
we were Superman, the truth is, many great accomplishments are done with others, and a good
leader is one who can recognize the work and worth of others.
 Do talk about things you’re genuinely proud of. This is your chance to brag a bit. Even if your
accomplishment isn’t work related, you should still talk about it. Sometimes accomplishments
that are academic, service or charity related have just as much impact on an interviewer as
someone who singlehandedly saved their past corporation from folding. The key is to figure out
how to make it relate. In this case, the mentorship program.

DON’T:
 Don’t brag about an accomplishment that could be considered tasteless, off color, or just
downright useless. “Well, me and Jim-Bob have quite a reputation down at the local bar for
being able to put down the most shots of Tabasco in the shortest amount of time.”
 Don’t make up an accomplishment just to make you sound better or embellish one to be bigger
than it is. Sometimes even the smallest accomplishments can be just as hard won and
rewarding as the big ones.

“Do You Take Direction Well?”

Do you take direction well? This one is pretty much a no-brainer. Your employer wants to know if
you’re someone they can direct and lead or if you’re someone they are going to have to fight with every
step of the way. If you’re too bullheaded and independent to work in a team, you might want to take a
good hard look at the job you’re applying for.

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EXAMPLE ANSWER

“I like taking direction because I know that it means that I’m essentially getting blueprints from my
boss on how he wants something accomplished. I know some people can get frustrated when given
too many directions, but to me, it’s a bit like having the recipe card for a really elaborate desert. With
step by step directions that are specific and precise, I recognize that it’s not always a comment about my
ability to complete the task or that they question my skills, but rather it’s a method that has been
proven to be the most efficient and cost effective and that by following these steps, I’m ensuring that
everything I create is identical in quality and craftsmanship. Now, don’t get me wrong…as much as I
enjoy step by step directions, I know at times that things are a little more harried and directions might
end up being short and sweet. I love those challenges as well because they allow me to find my own
solutions and in some cases, improve on previous methods. Of course, if I have any questions or
concerns, I always come back for clarification. I’d rather step away for more direction than plug ahead
and end up having to start completely over.”

DO:
 Quality: Ability to follow directions
 The interviewee is open minded enough to take directions without getting offended by
someone being overly descriptive but confident enough in their skills to be comfortable taking
the lead when things aren’t as clearly defined.
 Understand that there are multiple levels of direction taking and explain your level of comfort
with each.

DON’T:
 Don’t compare taking directions to being micro-managed.
 Don’t give the impression of being high maintenance or difficult to manage because you have
difficulty taking directions from others.

“What Frustrates You At Work?”

What frustrates you at work? Your employer wants to know if you’re someone who is normally calm
and rational or if you’ve got a hair trigger and a temper. Everyone gets frustrated at work from time to
time, but an employer won’t want to hire someone who is consistently frustrated, bothered, angry, or
looses their cool at the least thing.

EXAMPLE ANSWER

“Inefficiency is probably the thing that frustrates me the most at work. I like when things run smoothly
and when we’re all working together towards a common goal. When something isn’t moving right, or
there are too many redundancies that serve no purpose beyond generating excess paperwork, I can feel
myself starting to get frustrated. The key is to keep your cool and look for solutions rather than let it
eat you up. I had a job once where my boss insisted that every report we produced had to be in a
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binder, which made sense, until you realized that we had ten different departments and were all
producing multiple reports, and packaging them in the exact same binders. When it would come time
for a meeting, my boss would be sitting at his desk surrounded by these identical binders. It would
sometimes take five minutes for him to find the specific departmental binder that he wanted so he
could talk about the issues of the day. We spent many Monday morning meetings sitting around the
table watching him open and close binder after binder trying to find the one he wanted. Finally,
because I knew it was wasting both time and money, I wrote up a proposal suggesting that each
department be color coded. I researched a distribution company and found that not only could we get
enough binders in different colors to make each department unique, but that if we ordered them in
large enough quantities, we could get them at almost half the cost of the regular plain black binders. I
took my proposal to my boss and presented it to him in such a way that it came across as time and
money saving rather than as an attack on his inability to find the right binder for our meetings. He was
so impressed that we implemented the change immediately, much to my relief…and my co-workers.
Now our meetings are much smoother and each department binder is easily identifiable just by color.”

DO:
 Quality: Efficient problem solver/diplomatic
 The interviewee was clearly frustrated by their boss but rather than sitting back and just letting
their anger grow, they did something proactive in a professional and thoughtful manner.
 By identifying the problem and coming up with a creative solution, this employee is clearly
someone who thinks outside the box.
 Additionally, by presenting the solution in such a way that the boss is spared the embarrassment
of being called out for being inefficient, the employee reveals that they are conscious of other’s
feelings.
 Do be honest about your frustrations but for each one, make sure you have a solution or a way
you’ve dealt with it that is creative, and productive.

DON’T:
 Don’t turn this into a bitch fest about everything that pissed you off about your last job, from
the dirty coffee maker to the drinking fountain that never worked.
 Don’t make it personal. If you had a beef with another employee, don’t name names, and
certainly don’t make it a huge deal. If you have to mention it, keep it vague and general, but
also try to make it positive.

“How Far Are You Willing to Go to Get

What you Want?”

How far are you willing to go to get what you want? Basically your interviewer is asking, “How ruthless
are you?” Before you go off the deep end and start reciting passages from “Lord of the Flies,” take a
deep breath and think about how you want to answer this question.

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EXAMPLE ANSWER

“Wow. That’s a tough one. In this day and age it seems like everywhere we turn there are stories about
individuals and how they’ve succeeded at the expense of others. I believe wholeheartedly in working
hard to get what you want and that there are times when you have to stick to your guns and make sure
you’re protecting yourself, but I also don’t like the idea of my success coming at the expense of
someone else. The best answer I can give you is I’m willing to give you my very best at all times
because I expect nothing less from myself, or my coworkers. One of the things that attracted me to
your company in the first place was your solid review system for employees. I like the fact that you
have evaluations every six months and that promotions are awarded not based off of longevity but
performance and production. To me that’s incentive to do my best every day and if I’m doing that, then
there’s no need to resort to anything beyond honest hard work to get ahead.”

DO:
 Quality: Honest hard worker
 Multiplier: Employee review program
 The interviewee is a team player who believes in honest hard work over dirty tricks and
underhanded methods. Although it may seem at times like those methods get results, they also
get noticed for the wrong reasons and rather than rewarding them, most employees who use
these tricks find they’re out the door.
 Do be willing to go the extra mile.

DON’T:
 Don’t smile and run your finger across your throat and say “Whatever it takes.”
 Don’t start doing your favorite moments from “Survivor” or talk about how you singlehandedly
got your entire IT department fired so you could take over and create your own little cyber
kingdom.
 An employer wants a well oiled machine and an employee who is constantly working to
undermine those around them can be an emotional, financial, and moral drain. We’re not
saying it doesn’t happen…it does, and it’s unfortunate…but you should always strive to rise
above that behavior.

“Is There A Reason You Didn’t Finish

College?”

Is there a reason you didn’t finish college? The interviewer wants to know why you started college but
didn’t finish. Was it for personal reasons? Financial? Are there clues in your answer that may lead
them to think that perhaps you’re someone who starts lots of big projects but never really finishes?

EXAMPLE ANSWER

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“When I went to college I was 18 and it was my first time away from home. I went out of state and
being suddenly faced with all that freedom was liberating and I found myself enjoying it just a little too
much. I actually made it through my junior year and was on track to graduate on time when I was
involved in a car accident. I was injured pretty badly and had to drop out for a semester and have
surgery. During my recovery time I reflected on what I was doing and how I was doing and I realized
that although I was close to graduating, I really hadn’t applied myself and that what I was lacking was
focus and maturity. Rather than return to school and rush through, I dropped out and joined the
military. I spent four years travelling the world, gaining perspective as well as the maturity I felt I was
lacking, and learning a work ethic that I am proud to say I stick to even today.
Now I’ve been honorably discharged and have my GI Bill. I’ve been actively looking at a number of
schools with programs that align with what I would like to do with my future and I am looking forward
to completing my degree. I know that your company participates in the Educational Partners program
and if I’m hired, it’s something I would like to participate in. I’m excited to work with a company that
values education so much as I know now, in hindsight, just how important that college degree really
is.”

DO:
 Quality: Willingness to further education both at the university level and on the job training
 Multiplier: Educational Partners Program
 The interviewee is someone who recognized their own weakness and rather than just going
ahead and finishing their schooling, decided to hold off and wait until they were more mature.
This type of self reflection and recognition is valuable to an employer because it means the
employee is self aware enough to know their own strengths and weaknesses and work with
them rather than against them.

DON’T:
 Don’t tell your interviewer it was because the frat parties were more fun than physics class.
 Don’t get defensive. If you weren’t able to finish due to personal or financial reasons, talk to
your potential employer. Many companies now utilize education partnerships and can help you
pay for that degree. Some even offer financial incentives for employees who continue their
educations. It never hurts to ask!

“How Would You Define a Failure?”

How would you define a failure? Your interviewer wants to know what your perspective is on failure
and what standards you hold yourself up to.

EXAMPLE ANSWER

“To me the ultimate definition of failure is never even trying. Every mistake is a learning opportunity
and every success is just more reason to continue. Without “failures” we wouldn’t have things like Post-
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It Notes and Silly Putty, which if you ask me definitely aren’t failures at all. If I’m working on something
and it’s not turning out like I want or I find that I’m not meeting the requirements or deadline that I’ve
anticipated, then I consider it a setback, but not a failure. I take what I’ve done, learn from it, and
apply it to the next project. True failure is just stopping and never moving forward again. To me that’s
not an option.”

DO:
 Quality: Persistence
 Do be positive.
 Failure truly is just a matter of perspective and what one person considers a failure might be
someone else’s learning experience.

DON’T:
 Don’t make it personal. This is about work, not you. Nobody wants to hire Debbie Doom and
Gloom or Emo Emmett. “Everything I’ve done has been a failure, I’m just one big
disappointment in life.”
 Don’t talk about failures in a negative way or list all the ways you or your past jobs have failed.
Problem solving is a quality employers look for and if all you’re listing are failures and things you
walked away from, it will look like you’re lacking that skill all together.

“We Are A Fast Moving Company And Things

Are Always Changing. How Will You Fit In With
This Kind Of Environment?”

We are a fast moving company and things are always changing. How will you fit in with this kind of
environment? Your interviewer wants reassurance that you’re someone who can go with the flow and
think quickly on their feet. In a job where things are constantly changing and people are wearing
multiple hats, employers don’t want to be stuck with someone who can’t adapt quickly and think on
their feet.

EXAMPLE ANSWER

“I was working at a small start-up company specializing in animation. Because we were so brand new,
each employee was required to bring in their own laptops and every employee was tasked with multiple
roles within the company. One of my many jobs was to act as the office IT department and be on hand
to assist anyone who might have issues with their computers. On several occasions I was called away
from the office to deal with other situations and issues that were not IT related but were still required of
me by the company. During one of those times, we had an incident in which office productivity was
reduced because of an issue with a computer that was critical to a project. I was contacted via my

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phone and together with the employee, we worked through the issue. The problem was solved for the
time being, but I wasn’t happy with how it was handled. Rather than find myself in that situation
again, I did some research new and emerging technology and found a software program that, once
installed, would act as a remote access point for me on any computer within the office. Now when
I’m out on a call I’m never more than a mouse click away from any of the other computers serving the
company and when an issue arises, it’s a simple matter of me logging in remotely and fixing the problem
for the employee by directly accessing their system via this software. It wasn’t easy at first getting
everyone on board with the new software upgrade, but once the programs were loaded and we were
able to show how easy it was for me to fix any problem, you could feel the sense of relief in the room.
Now I’m not tied to the office and I can take care of my other jobs as they arise knowing that no matter
what, I’m still able to offer support and help to my coworkers back at our home base.

DO:
 Quality: Creative problem solver/Innovation
 Do show that you’re flexible and can think on your feet.
 Do demonstrate through examples that you’re someone that is adaptable and isn’t thrown by
change.

DON’T:
 Don’t talk about how change makes you nervous or uncomfortable.
 Don’t be so set in your ways that you can’t handle deviations from routine or that you’ll melt
down if things don’t go exactly to plan.

“Are You Someone Who Takes Risks Or Are

You Someone Who Prefers To Play It Safe?”

Are you someone who takes risks or are you someone who prefers to play it safe? Your interviewer is
trying to figure out if you’re someone they have to keep an eye on or if you’re someone they can rely on
to remain steady and constant. You don’t want to be perceived as a loose cannon but then again you
also don’t want to give the impression of being so safe that you’re adverse to change or new ideas.
Middle of the road is your best bet here.

EXAMPLE ANSWER

“I prefer the term ‘calculated risk taker.’ I believe that taking certain risks can open doors that might
otherwise never be open, but I also believe in examining the situation closely before making any final
decisions. Every action has a consequence and until I know what all the possibilities might be, I prefer
to hold off on any rash or quick decisions. I was with a company for a period of time and our boss was
one of those people who is always interested in getting the next great technological product. A new

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phone was coming out and he was eager to make sure every one of his employees had one. They were
from a new company that had never before released a phone and I was wary. We rely so heavily on the
ability to maintain communication between employees that any disruption would be disastrous to our
productivity and bottom line. My boss was adamant about us getting the new phones and replacing our
old ones which was not only a huge process, but expensive as well. I know from experience in the past
that newly emerging technology can sometimes be a little buggy at first so I suggested that we wait a
few weeks and see how the phones were reviewed by other companies using them before we jumped
onboard. It was a hard sell but he eventually listened to me and we waited…and good thing too! The
operating software that the new phones used was problematic from the start and there were reports of
people not only unable to make and receive calls, but entire phonebooks and contact lists being wiped
out by glitches and software updates. Had we switched without doing our research and waiting to see
how the phones handled real world use, we could have potentially been facing a huge technological
disaster. Instead, we just had to suffer through two more months of ugly old phones. Of course, while
the drama with the new phones was unfolding, I found time to do some research and found us a much
better alternative that was not only reliable but much more affordable. We made the switch and
haven’t lost a single phone contact due to software glitches yet.”

DO:
 Quality: Analytical thinker
 Do remain open to new ideas and challenges
 Do explore all options before jumping in.
 The interviewee demonstrated here that they have learned from past experiences with
technology that sometimes the shiniest and the newest isn’t always the best. By waiting and
seeing how things actually worked, they were able to not only avoid a company-wide disaster
but help upgrade all the phones and save money at the same time.

DON’T:
 Don’t talk about how you live your life by the motto “Jump, then look.”
 Don’t be so risk adverse that you’re one step away from wrapping yourself in bubble wrap and
staying home.

“It Looks Like You Have Been Working For The

Same Company For Ten Years. How Do You
Think You Are Going To Adjust To A New
Corporate Culture?”

It looks like you have been working for the same company for ten years. How do you think you are
going to adjust to a new corporate culture? The interviewer wants to know that you’re okay with
change and that you can handle the culture shock that might come with a big switch. They also might
be experiencing some hesitation, unsure if you were at your old job for so long because you were happy
or just lacked motivation.
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EXAMPLE ANSWER

“I loved my job with WingNut Programs” and I was sorry when they closed down. Yes, I was there for
ten years, but one of the best parts about working there was the fact that what you were hired for
wasn’t always the job you ended up doing the entire time. They encouraged us to explore all aspects of
the company and try on multiple hats through their Interdepartmental Exchange Program. While I was
there I was able to work in several departments and in multiple different roles. Each one gave me a
new perspective and set of skills and each time I moved up I was sent to training programs that
helped to expand my knowledge base. Even though I was technically a “WingNut” employee for ten
years, I was able to work first as a programmer, then as a designer, and finally as a supervisor. When I
first applied here I was excited to see that your company fosters a similar program and I’m excited by
the idea that I will be able to continue to learn new and exciting jobs while still remaining within the
company itself.”

DO:
 Quality: Adaptability and flexibility
 Multiplier: Interdepartmental Exchange Programs
 Do remain open to new ideas and challenges
 Do explore other possibilities within the company for furthering your education and experience
and broadening your skill set.
 The interviewee demonstrated here that even though they were at the same company for 10
years, they were hardly stagnant. By expressing a desire to work in multiple departments and
different roles, they’re showing that they are open to change and that they are motivated to
move beyond what they are currently doing…while still remaining loyal to the company.

DON’T:
 Don’t talk about how you just did the same job for 10 years because hey, it was easy and it was
a paycheck.
 Don’t show a lack of motivation or desire by shrugging your shoulders and saying “Hey, status
quo. Who am I to fight it?” Nobody wants to hire a slug.

“What Skills Do You Feel You Need To Be Able

To Advance In Your Career?”

What skills do you feel you need to be able to advance in your career? The interviewer wants to know
if you’re introspective enough to realize that no matter what level you’re at now, you can always be
improving. If you’re happy with the status quo and don’t feel like changing, that can demonstrate to the
employer that you’re not motivated and might be outdated before they know it.

EXAMPLE ANSWER

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“Information technology is an incredibly exciting career right now as new advances and programs are
being released every day. I know that remaining competitive means staying up on all these changes
through research and education which is why I make sure to spend time every day reading up on all
the sites and feeds listing new emerging technology. I’ve also taken classes at the local community
college on the weekends to help keep my edge and ensure that when I’m presented with a problem or
a question by one of our customers, that I have the answers they need. Taking these classes has been
great because not only am I learning, but I’ve run into several of your current employees who tell me
that the Gen-Nine company believes continuing education as well and that they are there because Gen-
Nine encourages them to take these courses. I’ve even heard rumor that there is a library here in the
building that regularly stocks all the most recent tech publications and that there are guest speakers
that come through and do live demonstrations of those same products. I’m hoping if I’m hired, that I’ll
be able to participate in the Gen-Nine continuing education program as well.”

DO:
 Quality: Willingness to further education
 Multiplier: Continuing Education Program
 Do always try to improve your knowledge about your area and express interest in further
training.
 Do explore other possibilities within the company for furthering your education and experience
and broadening your skill set.
 The interviewee demonstrated here that they are already self motivated to remain up to date
on all the technology they are expected to work with and that they would like to continue that
with the company as well.

DON’T:
 Don’t assume that you’re at the top of your game already. There’s always something new to
learn.
 Don’t show a lack of motivation or desire by stating that you’re happy where you are so why
would you want to advance? “Promotions mean more responsibilities and more responsibilities
means more work. Why would I want that?”

“What Would You Say To Your Boss If He Told

You To Do Something That Was Wrong, And
You Knew That If You Did It There Would Be
Severe Consequences?”

What would you say to your boss if he told you to do something that was wrong, and you knew that if
you did it there would be severe consequences? Are you willing to stand up to your boss even if it
means getting in trouble or are you willing to capitulate and do whatever you’re told? This one is a
tricky one…so answer carefully…but truthfully.

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EXAMPLE ANSWER

“If I were asked to do something that I knew was wrong, my first thought would be that it’s a situation
where for one reason or another, the person asking me to do this task is unaware of why it is wrong.
In that case, I would try to explain why it was wrong and my issue with having to carry out their order.
I would sincerely hope that it would simply be a case of misunderstanding or a lack of information that
could easily be explained and the situation either dropped or solved through a different avenue. In the
event that my reasoning and explanation did not dissuade my boss from their current course of actions,
I would then make sure that they were fully aware of the consequences should I continue as ordered. If
it’s a situation where as a result of my actions I or anyone else could be put in physical harm or the
consequences could be considered bad enough, I would try to reason with them again.

DO:
 Quality: Tact and diplomacy
 Do express that you know the difference between right and wrong and that just because a
superior asks you to do something, doesn’t mean you automatically ignore common sense.
 Do show that you’re an independent thinker and not so in lockstep that you’re willing to do
whatever just to keep the boss happy but that you’re also conscious of the fact that not
everyone has all the answers and that sometimes people miss things.
 The interviewee demonstrated here that they are willing to be rational and reasonable when
approaching a superior, but do it in such a way as to remain positive and educational rather
than confrontational or disrespectful.

DON’T:
 Don’t call your superior stupid or belittle them.
 Don’t show a lack of respect for their position and go around or over them to their supervisors
without first trying to reason with them. If it’s a situation where bodily harm or damage to
property could result from their decision and they still refuse to change their course of action,
then it is perfectly acceptable to speak to their superiors.

“How Would You React To Unwarranted

Criticism By Your Boss?”

How would you react to unwarranted criticism by your boss? Are you defensive? Do your hackles go
up when you’re faced with criticism you don’t deserve? How do you handle it? Do you let it roll off or
do you blow up?

EXAMPLE ANSWER

“I was in a situation once where my direct supervisor was overseeing a large number of employees. We
were all assigned to multiple tasks and there were days when things were a little chaotic due to the
amount of work we were doing and the time we had to do it in. There was another employee there who

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bore a striking resemblance to me and on multiple occasions we were mistaken for each other. On one
occasion she had a personal situation come up that resulted in her missing work for a few days. Her
work fell behind and we were all scrambling to pick up her slack. On one of those days I was rushing off
to complete a task and my supervisor stopped me in the middle of the crowded room. She spent
several minutes telling me that my recent performance was not up to standards and that my absence
had forced the rest of the employees to do extra work. Her criticisms were harsh and I knew that she
had me confused with the other employee, but rather than correct her in front of the rest of the team
and potentially embarrass her, I let her finish. Then, after she had gone back into her office, I
approached her and explained the situation calmly and clearly. She was horrified when she realized
what she had done and apologized profusely. I told her that I understood and she thanked me for not
correcting her in front of everyone else. She also said she was amazed that I hadn’t corrected her and
had instead taken her lecture with dignity. She promised that she would make sure to never confuse us
again. Luckily the issue resolved itself as the very next day the other employee quit.

DO:
 Quality: Tact, understanding, respect for authority
 Do stand up for yourself when the situation warrants it but be tactful and respectful
 Do know that sometimes mistakes are made but show that you can handle them with grace and
dignity
 The interviewee showed respect for her boss by not correcting her in public and by approaching
her privately to explain the situation.

DON’T:
 Don’t call your superior stupid or belittle them.
 Don’t show a lack of respect for their position by calling them out in public.
 Don’t react with anger or blow up.

“What Is It Your Current Job Isn’t Offering You

That You’re Trying To Find With A New Job?”

What is it your current job isn’t offering you that you’re trying to find with a new job? This is secret
code for “Why are you leaving your current job and what’s to say you won’t ditch us the same way down
the road if we hire you?”

EXAMPLE ANSWER

“Although I love working for “AppleTree” we’re a small company and I know that I’ve reached the top of
my career path with them. I’ve spoken with my boss and he’s happy with the way things are and has no
plans to increase either our customer base or our overall size. I work with several phenomenal other
employees who are also unable to advance to any position higher than the one they are in right now so
long as I remain. I want to continue to grow and challenge myself professionally and I know that I’m
not going to get those opportunities so long as I remain with “AppleTree.” By leaving, I’m not only going
to be moving onto a position that will allow for future growth and give me the opportunity to take my
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career up to the next level, but it will give one of my other coworkers the opportunity to move up as
well.”

DO:
 Quality: Initiative, ambition
 Do be polite and positive about your past or current job but don’t lie
 This person has clearly thought about their future and realized that their potential is being
underutilized and that it’s time for a change.
 By explaining the situation like they have, this person has revealed that they have ambition and
a desire to continue to improve and that being good isn’t good enough…all qualities potential
employers like. On top of that, their reason for leaving the job is solid and is far more
reasonable than “Eh, I want a change of pace,” or “I really like the fact that this place has a
cafeteria. Our old place just had vending machines.”

DON’T:
 Don’t point out all the reasons your current job sucks and why you’re so happy to finally be
getting out of that dump.
 Don’t speak badly of your old boss or bring up reasons to leave that have absolutely nothing to
do with bettering yourself or the company.

“How Do You Handle Having To Do The Parts of

Your Job That You Don’t Like?”

How Do You Handle Having To Do The Parts of Your Job That You Don’t Like? No job is perfect and a
potential employer wants to know how you react to those tasks that are less than fun. Do you moan
and groan and roll your eyes or do you suck it up and get it done and over with?

EXAMPLE ANSWER

“Every job has those tasks that nobody really wants to do, but I’ve found that by organizing my day and
my week and putting those things at the top of my list, I can knock them out quickly and spend the
rest of my time focusing on things I do enjoy doing.”

DO:
 Quality: Prioritization, organization
 Do talk about how you get them done…Don’t talk about how much you hate doing them.
 This person answered the question quickly, clearly and concisely without going into detail or
talking about how horrible these tasks are. By getting them done early in their day and week,
they’ve demonstrated that they understand they have to be done, and it’s better to get them
over quickly rather than letting it drag out until it’s all piled up and they’re miserable.

DON’T:

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  Don’t use this as an opportunity to talk about how much you hate those tasks or how stupid
they are.
 Don’t complain about how you have to do these miserable tasks and then ask “Why do I have to
do them anyway? Isn’t that what interns are for?”

“What Is Your Idea Of A Professional Relationship

Between Coworkers Or A Supervisor And A
Subordinate?”
What is your idea of a professional relationship between coworkers or a supervisor and a subordinate?
The interviewer wants to know if you’re mature enough to handle a working relationship with your
coworkers or if you’re someone they will have to keep an eye on. This question is often linked to
questions regarding office romances and personal relationships. Remember, keep it professional..always
professional. You’re there to do a job, not find a love match.

EXAMPLE ANSWER

“To me the best working relationships are ones built on mutual respect and communication. When I
first start working with new people I try to immediately establish open dialogue and trust. I like knowing
what expectations are and what I can do to make our relationship successful. As we continue to work
together it’s inevitable that we also bring in personal aspects including discussions about life outside
work and our families, but as long as those topics don’t get in the way of company business or detract
from the task at hand, I think they can actually strengthen working relationships. I insist on maintaining
a level of professionalism in all my business relationships and expect the same in return. As long as
business is the priority and boundaries are clearly defined, I think having a more friendly relationship is
fine. In fact, although I am sad to be leaving my last job, I consider my boss to be more than just my
boss. As my mentor and guide, he has helped to shape me into the person I am today and I know that
my continued success has a lot to do with his advice and encouragement. As a result of his involvement
in my own life, I am eager to become involved with mentorship programs as well and I know that your
company offers several different types, including several for underprivileged children. I look forward to
the possibility of becoming involved with that project should I end up working here.”

DO:
 Quality: Professionalism
 Multiplier: Company Mentorship Program
 Do talk about how you’re relationships with your peers and supervisors has shaped your career
and helped you.
 Do keep it professional and positive.

DON’T:

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  Don’t dish dirt about office romances you’ve either had yourself or heard about with others.
This isn’t Jerry Springer.
 Don’t grin and say “I love professional relationships, especially with all the good looking new
hires.”

“What Would It Take To Get You To Go The

Extra Mile On A Job?”
What would it take to get you to go the extra mile on a job? Are you willing to put in extra effort or are
you a “good is good enough” kind of worker? Do you self regulate or do you need to be micro-
managed?

EXAMPLE ANSWER

“I am driven by success and love the feeling of accomplishment that comes not only from delivering a
product, but over-delivering as well. Rather than waiting for an outside push to do more, I prefer to self-
motivate. I love the sense of satisfaction I get when I deliver something I know is incredible. Being
proud of the work I do keeps me constantly pushing myself to the next level and I know that with every
goal I reach, I’m setting a new one beyond that for the next time.”

DO:
 Quality: Self-motivated
 Do talk about your successes and how you’ve gone above and beyond
 Do keep it realistic

DON’T:
 Don’t over-promise or you’ll set yourself up for immediate failure.
 Don’t equate incentives with financial rewards…although they may be presented to you, make
this about improving the company…not your paycheck.

“Define Your Version Of Success. Based On Your Definition,

How Successful Would You Consider Yourself So Far?”

Define your version of success. Based on your definition, how successful would you consider yourself so
far? Your interviewer wants to know more about you and your goals. Are you someone who sets goals
and then achieves them? Remember to keep your answer related to your job.

EXAMPLE ANSWER

“To me success is more than just winning. It’s seeing a project through from concept to finalization as
well as achieving goals. I believe goal setting is the easiest way to create opportunities for success and I
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like setting both short term and long term ones for myself in my business and personal life. Checking off
those lists makes me realize that I’m not just marking time, but that I’m accomplishing things. The
satisfaction that comes with marking off the small goals always brightens my day but what I really look
forward to are the big milestones that help me get closer to my long term goals.”

DO:
 Quality: Goal setting
 Do talk about your goals, both those you’ve met already and those you’re working towards
 Do keep them business related

DON’T:
 Don’t make your goals about personal things like losing weight or meeting the right person.
 Don’t relate goals to your interviewer that are all about promotions and increased paychecks.

“What Is The Best Thing You’ve Ever Done? What Is The

Best Thing That Has Ever Happened To You?”

Again this is an opportunity to reinforce goal setting and achievement in a business setting. Keep it
professional. This isn’t a time to talk about your goal to lose weight or achieve some other personal goal
unless it specifically relates to improving yourself professionally as well as personally.

EXAMPLE ANSWER

“What I consider to be my absolute best achievement was going back to school after fifteen years off
and completing my degree. When I first went to college I wasn’t in a position mentally to really take
advantage of the opportunities I was being presented and I slacked off. When I was put on academic
probation for poor grades I realized that I wasn’t just wasting time and money, but that I was potentially
jeopardizing my future as well, so I took time off to mature and get real world experience. I joined the
military and traveled the world, getting not only experience but also earning my GI Bill as well. When I
was discharged, I knew I was ready to give my education another crack. My maturity allowed me to
focus and the GI Bill helped me pay for school without having to take on outside obligations that might
distract me from my goal. By maintaining my focus, I was able to complete my degree in Information
Technology and graduate in the top 10% of my class. I realize now just how important a good education
is and although I’ve graduated, I think continuing education is vital in this day and age. I’m taking
extension courses on the weekends to help ensure that I stay current with new advances and
technologies and stay ahead of the curve in my industry. I know that your company also encourages
education and offers company sponsored classes and lectures and classes and I’m excited by the
prospect of being able to take advantage of those opportunities in the future.”

DO:
 Quality: Focused
 Multiplier: Company sponsored classes and lectures
 Do talk about your goals, both those you’ve met already and those you’re working towards
 Do keep them business related or at the very least, bring them around to relate to your
professional goals as well.

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DON’T:
 Don’t make your goals ridiculous or unrelated to business.
 Don’t relate goals to your interviewer that are purely materialistic. Showing personal growth
and development goes much further with an interviewer than the fact that you were able to pay
cash for your new 52 inch flat-screen TV after you won the beer pong tournament at the local
bar.

“Be Honest. What Do You Really Want To Do With

The Rest Of Your Life? Where Do You See Yourself
In 5 Years? 10 Years?”
Be honest. What do you really want to do with the rest of your life? Where do you see yourself in 5
years? 10 years? This one is a sneaky one. Don’t be tempted to say “I may be in finance but what I
really feel I should be doing is touring the world as a rock star.” Keep it realistic and business related.
What your interviewer is looking for is someone who is grounded and has goals that are achievable and
make sure to keep them relatable to the job you’re applying for now.

EXAMPLE ANSWER

“I know that the next five years are going to bring huge changes in technology and advances in science
and I want to be a part of those changes. I’d like increased responsibilities that also bring opportunities
to not only use my talents but learn new skills as well. Within five years I’d really like to be able to move
into a supervisor position and in ten I’d like to see ideas that I’ve helped conceptualize and shape
become a reality. I would hope that my time spent and dedication to whatever I am doing is considered
valuable and that my desire to continually improve and succeed is encouraged. I would like to grow
along with the company I’m working with and I look forward to not just a job, but a long and satisfying
career.

DO:
 Quality: Dedication
 Do talk about where you’d like to go within the company
 Do talk about how you want to improve yourself and how you see yourself growing with the
company and that you see it as a long term situation, not a temp hire or a momentary pause in
your career as you leapfrog to something better.

DON’T:
 Don’t talk about how you want to be somewhere totally different in 5 years

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  Don’t make your goals about somewhere other than the company, even if your plans are
different. They want to hire someone with the idea that they will be retaining them, not
replacing them in just a few years.

“This Job Requires Certain Skills And Experience I

Don’t See On Your Resume. How Are You Going To
Make Sure That You Acquire These Skills So You’ll
Be Able To Do The Job?”

This job requires certain skills and experience I don’t see on your resume. How are you going to make
sure that you acquire these skills so you’ll be able to do the job? It’s a tough job market out there and
we’re living in a fast world where new technologies and methodologies are emerging every day. Staying
current means having to adapt and change and in some cases, go back to school for further training.
The employer wants to know if they hire you, are you willing to put in the extra work it might take to fill
in the gaps they perceive are in your skill set?

EXAMPLE ANSWER

“I pride myself on not only my ability to adapt and learn quickly, but I’m also committed to constantly
increasing my knowledge base. I am fully prepared to commit any additional time I need to make sure
that I am not only up on all my training but I’ve also already arranged to have a friend who is fluent in
the software I need for this job to tutor me on evenings and weekends. I’m also enrolled in a
programmer class through the extension learning program and will be done with it and fully certified by
the end of the month. Once those are complete, I plan on staying current through refresher courses
and by subscribing to the trades and publications that highlight our software and operating systems.”

DO:
 Quality: Desire to continue their education, expand their knowledge base
 Do be open to expanding your knowledge base through classes and courses
 This person has already anticipated this question and has solved the problem by making sure
they are taking care of it already through extension courses and tutoring. This shows not only
initiative but also self-awareness to their shortcomings and a desire to improve themselves for
the better of the company.

DON’T:

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  Don’t lie or bluff your way into the job by overstating your skills or qualifications. If you can’t do
the work, they’re probably not going to keep you.
 Don’t say “Well, if you really wanted me to work here, you’d make sure I got that education.”

“If We Offer You The Job, How Long Will You

Stay Here?”

If we offer you the job, how long will you stay here? They want to know if you’re seriously going to
commit to the company or if they’re just one more lily-pad on your job hopping adventures.
Interviewing, hiring new employees, and training are all expensive and no employer wants to invest in
someone they think is going to skip off before they get a chance to recoup their costs.

EXAMPLE ANSWER

“Growth on both a personal and professional level, job satisfaction, and the ability to remain
challenged are all very important to me when it comes to my career and I am happy to stay in a
situation where those needs are met for as long as they are being met. I fully believe in reciprocal
investment between a company and an employee and I am looking forward to a long and mutually
beneficial working relationship with “Dyna-Pharm.”

DO:
 Quality: Loyalty and ambition within the corporate structure
 Do be willing to commit within reason…if they’re willing to commit to hiring you, they would like
reassurance that you are committed to working for them.
 Be honest about your desires. A job where you’re not happy is a job where you’re not
performing and a company can’t afford to have dead weight…and it’s not healthy for you either.

DON’T:
 Don’t over-exaggerate. “Hell, I’ll be here so long they’ll probably find me dead at my desk at
ninety.”
 Don’t make your accepting their job offer contingent upon a list of ridiculous demands.

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 “Coworkers and Competition. How Do You
Deal With That?”

Coworkers and competition. How do you deal with that? Secret code: Are you competitive? Are you
too competitive? Are you someone who enjoys a challenge or are you someone who hates to lose?

EXAMPLE ANSWER

“I think a little coworker competitiveness is healthy, as long as it’s kept in check and remains strictly
professional. One of my first jobs was selling magazine subscriptions during my summers in high school.
My boss set up an office pool where the person that sold the most subscriptions got a weekend pass to
the amusement park. I love roller coasters so I was gung-ho to get that pass. The problem was, my best
friend Jake worked there too…and he loved roller coasters almost as much as I did. We were both
determined to win that pass so we both hit the streets like nobody’s business. Every evening we’d
trudge back to the office and tally up our sales. We had a huge board set up in the back of the room and
for every subscription we sold, we’d mark off a box. Our boss would count up our sales and then mark
off those boxes one at a time. It was agonizing! Finally it came down to the last week and we were neck
and neck. The competition was so fierce that we’d take our bikes and ride miles each day, trying to find
customers the other hadn’t already managed to get to.
The very last day of the competition we brought back our last sales receipts. We waited breathlessly
while our boss counted our totals. Finally he walked over and started crossing off boxes. First I was
ahead, then Jake, then me… Finally our boss covered up his work so we couldn’t see until he was ready
to reveal the big winner. When he finally backed up and let us look I was ecstatic. I’d won by one sale!
I was so excited, until I turned and saw Jake. He looked so bummed out. We’d both worked hard all
summer and the competition had been so much fun, but now it was over and I’d won. Our boss laughed
and then handed Jake a second pass. Apparently there had been two all along! Our competitive spirit
had driven us both so hard that we’d managed to sell more subscriptions in that summer than had been
sold any summer before and rather than have us slack off by thinking we’d both get a pass, our boss
held one back and forced us to duke it out in sales.
I learned that summer that healthy competition, done in a fun and friendly manner, can help push you
to do amazing things and that with the right incentive, you can do almost anything you set your mind to.
To this day I enjoy and encourage light competition between employees. I think it encourages us all
to push beyond our comfort zones and reach just a little bit further than we normally would.”

DO:
 Quality: Team work
 Do have fun and engage in healthy competition, but keep it within reason.
 Do push yourself beyond your comfort zone and be willing to try new things.

DON’T:
 Don’t be “that guy.” “If you don’t win, don’t come home!”
 Employers don’t want to hire someone they think is so competitive that they border on cut-
throat.

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“Have You Ever Had To Utilize Resources From
Another Department In Your Company In Order
To Complete A Project?”

Have you ever had to utilize resources from another department in your company in order to
complete a project? Employers want to know that you’re not only a good team player, but that you
work well across a multitude of departmental platforms. If you’re looking at a position where you’re
managing a group of people or an entire department, odds are you will have to interact with other
departments. Employers want to hire people who can work with a dynamic range of individuals.

EXAMPLE ANSWER

“One of my last projects was coordinating a video production for the university system. I was hired to
help produce a four segment video that would welcome new freshman to the university and walk them
through the process of registration and enrolling in their first semester’s classes. The first three
segments dealt with campus life and all the programs that were being offered and the fourth showed
them how to deal with registration and the online process. In order to showcase all the different
departments, I had to contact their respective chairs individually and coordinate with them as well as
with my film team. We managed to not only get everyone on board, but during my time working with
them, discovered that the animation department was actively looking for projects to work on. We
collaborated and they helped to produce an animation segment that not only tied the four segments
together, but also showcased the amazing talent of the students. Once the video was completed and
put online, it streamlined the registration process, making it 30% more efficient for the registrar’s office.
On top of that, the animation department used the video as a showcase piece for their students and
several have gone on to prestigious internships as a result.”

DO:
 Quality: Coordination and collaboration, video production.
 Do reach out to other departments beyond your own…you never know who you’ll find or what
they can offer!

DON’T:
 Don’t take advantage of the situation and use the different departments to your own selfish
advantages.
 Don’t isolate yourself or develop an elitist mentality against different departments.

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 “How Do You Present Ideas To A Group Of
People With Varying Needs And Personalities?”

How do you present ideas to a group of people with varying needs and personalities? Are you able to
talk to a wide variety of people from different backgrounds and specialties? Are you dynamic enough to
be a leader or are you a wet dishrag? Ultimately, how are your communication skills?

EXAMPLE ANSWER

“A few weeks ago I flew to Washington D.C. to participate in an educator workshop aimed at
streamlining lesson plans based on STEM concepts. As a screenwriter, I don’t normally participate in
education workshops, much less in writing lesson plans for STEM concepts, but as the writer for a web
series that revolves around these educational benchmarks, my producer thought it would be helpful to
have me along. When I got there, I was informed that I was going to be leading a discussion about how I
used entertainment to teach students complicated scientific and mathematical concepts. Although this
was an area I was well versed in, I was going to be presenting to a group of educators…not my normal
Hollywood lecture crowd. I was nervous, because I thought “Who knows more about education than
teachers, and why would they want to listen to me talk about what they already do every day?” I knew
that in order to reach them and be able to talk to them about concepts they understood and dealt
with on a regular basis, I would have to learn everything I could as fast as I could about their teaching
style. I did some research both online and by placing phone calls to my friends back home who were
also teachers. With my research in hand and my friends guidance, I shaped my lecture to fit my
audience by discussing topics I knew they were interested in and by cutting out confusing Film Industry
only language. When it finally came time to give my lecture, I was relaxed because I was prepared. It
went really well and when I was done I had a teacher come up and tell me how much she’d enjoyed it.
She confessed that at first she and her fellow teachers were hesitant to come because they were afraid
that I wouldn’t address their issues and would talk about things they couldn’t relate to, but they said my
talk was informative, fun and above all…entertainingly educational!”

DO:
 Quality: Public speaking, flexibility
 Do recognize that different people have different needs and tailor your material appropriately.

DON’T:
 Don’t take advantage of the situation and use the different departments to your own selfish
advantages.
 Don’t isolate yourself or develop an elitist mentality against different departments.

“What Happens If Someone Doesn’t Agree With

You Or Your Ideas? Are You Open To
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 Compromise Or Are You A “My Way Or The
Highway” Type?”

What happens if someone doesn’t agree with you or your ideas? Are you open to compromise or are
you a “My way or the highway” type? Are you a team player or a lone wolf? Are you willing to see
things from other points of view or are you always right no matter what? An employer wants to know
how you’ll react to other people’s ideas and suggestions.

EXAMPLE ANSWER

“As a member of a team, I know that our strength lies in our ability to work together and that includes
brainstorming and planning. When we’re presented with a task or a problem, I’ve found the best way to
make it work is for us to first all start on the problem individually. Then, after we’ve had a chance to
really examine it, we all come back together as a group and present our findings and ideas for solutions.
There are times when others see things in ways I never even considered. I know that by being open to
new ideas and suggestions, we not only come up with creative solutions, but manage to knock out
most of the flaws and problems before we ever get to the actual implementation stage…saving time
and money, not to mention frustration.”

DO:
 Quality: Teamwork
 Do recognize that different people have different needs and ways of seeing things
 Do talk about times when your point of view has changed because someone has see something
you might have missed.

DON’T:
 Don’t talk about how your ideas are usually the only good ones and you’re only in a team
because you have to be.
 Don’t be that person that employers hesitate to hire because they know you’ll ultimately throw
off the dynamics of a group because you’re unwilling to listen to anyone but yourself.

“Work Can Be Stressful? What Do You Do To

Deal With Stress In The Workplace?”

Work can be stressful? What do you do to deal with stress? Every job has its moments when the heat
is on, the time is running out, and the project is due. Employers want to know how you’ll react to these
stresses and if you can keep it together or if you’re a time-bomb just waiting to explode.

EXAMPLE ANSWER

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“Stress is a fact of life, but it’s how you deal with it that really matters. I’ve found that the easiest way
to deal with stress is to prevent it in the first place. To that end, I make lists every day and track my
progress through projects. This helps me ensure that I’m on track and that things aren’t being
forgotten or piling up. Even with the lists, stress can still happen and I’ve found that when it just gets to
be too much, the best thing I can do is take five minutes and step away for some fresh air. Sometimes
just taking that break is all I need to work through whatever is holding me up and I can come back fresh
and finish. No matter how bad it gets, though, you can’t let it come out on those around you. There will
be days when I feel like it’s all just too much but as long as I keep a calm face and manage to laugh at
myself a little bit when it’s all done, it’s a lot easier.“

DO:
 Quality: Prioritization and organization
 Do be honest about what you do when you stress but go in with a plan. Make sure you
acknowledge that you do stress (trust us, we all do…don’t lie and say you don’t…they’ll know it’s
a lie.)
 Do talk about the ways you manage your stress and how you keep it from affecting those you
work with.

DON’T:
 Don’t say “When I get stressed I just have to be alone or I’ll freak.”
 Don’t talk about how stress makes you lash out at coworkers. If it does, maybe you should talk
to someone other than the interviewer about it and find a way to manage it better.

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BEHAVIORAL QUESTIONS

Here are some examples of behavioral-type questions an interviewer might ask that would call for the
STAR approach to telling a short little story. Remember that a STAR story describes the Situation, the
Task, Action or Actions taken, and the Results. As in the previous section, we will show possible answers,
our “DO’s” as to why the model answers work, and give you hints as to what the interviewer is really
trying to get at. We will also show you hints as to what you should not say, what we call “DON’T’s.”
These are slips, mistakes, and pratfalls that you should avoid at all costs. Remember that behavioral-
type questions usually invite a story by the way they are phrased: “Describe,” “Recount,” “Tell me
about,” etcetera.

Each question gives sample answers that may or may not be relevant to the industry you work in, want
to work in, or have worked in, so you will have to adapt them. Some will remind you of work you would
like to do, but you must remember to Plug ‘N Play your own work experience into the scenarios. The
examples are just that: examples of how to do it. Like a tennis coach, we can show you how to do it, but
we can’t actually be inside your swing.

Here is the first question:

“Describe a situation in which you persuaded

others to see things your way on a sensitive
point.”
The hiring manager is most likely trying to discern your people skills, which include the power of
persuasion on issues that may be touchy.

EXAMPLE ANSWER

“I was part of a writers’ group for a non-profit that was producing a character education curriculum for
schools. Some of the people in the group wanted to include overtly political messages in the
introduction to the books, as they felt the president of the United States at the time had implemented
educational reforms that were not helpful to the classroom. Although I was not a senior member of the
group, I had a voice, and I took the time to point out that we wanted to reach as broad an audience as
possible. I appealed to the things all people share in common, no matter their politics—teaching
children to be honest, capable, trustworthy, full of integrity, etcetera. Most teachers and parents would
agree with those goals, no matter what their political beliefs. The group responded when I urged them
to take a less partisan approach in order to reach the broadest possible audience. I carried the day, and
a publisher picked up our book and said they were willing to publish and promote it because of our
even-handed approach.”

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DO:
 Quality: teaching
 This answer tells the interviewer that the applicant is articulate, committed, and courageous
enough to speak up.
 The applicant is clearly persuasive and has people skills.
 The applicant has demonstrated that in at least one work-related instance, she has brought
about good results through her communication skills.

DON’T:
 Do not put the people you persuaded or their opinions down to the interviewer in
anyway, for example: “Those zealots couldn’t even see beyond their own opinionated noses.”
 Don’t go off into defending your position in the interview. State it and show the results.
 Don’t give too much information.

“Give Me An Example Of A Problem You Faced

On The Job And How You Resolved It.”
Give me an example of a problem you faced on the job and how you resolved it. The employer wants
to know that you can think for yourself and that you’re a problem solver.

EXAMPLE ANSWER

“I was hired by a video production company to rewrite a script that had already been shot. They were
very unhappy with the product they had ended up with and were hoping there was a way to salvage
what they had already done while incorporating in the new material I was expected to write. I sat down
with the producer and discovered that a large chunk of what had been shot was visually stunning, but
had no audio…rendering it essentially useless from a story telling point of view. Rather than telling them
to scrap all the footage, I restructured the story in such a way that the main character was able to
narrate over this footage, allowing us to utilize their previous work. My simple rewrite solution to their
problem ended up saving the production company the cost of doing a huge reshoot. These changes also
gave them a new direction to move with the storyline which ultimately allowed them to secure funding
from a large and powerful sponsor who loved what we had done. I take great pride in being able to
come up with smart and economical solutions to seemingly impossible problems.”

DO:
 Quality: Problem solving
 Do take a moment to brag a bit. This is your time to show off your problem solving skills, but
don’t go overboard.
 This person took what could have been an expensive problem and turned it into a new and
exciting avenue for the company. Rather than starting over from scratch they looked at the
materials they had on hand and came up with a creative solution that helped save the company

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 money, time, resources and enabled them to secure new sponsorship with the retooled
product.
 This answer lets the interviewer know that the interviewee is an individual who thinks outside
the box and is a creative problem solver.

DON’T:
 Don’t worry about having to have a story about how you singlehandedly saved the entire
company. A problem can be as simple as figuring out the best way to park cars so employees
who have to share tandem spaces can work out their schedules.
 Don’t over exaggerate or blow things out of proportion to make yours self look like the hero.
 Don’t take credit for something you didn’t actually do.

“Tell Me About A Time You Set A Goal and

Achieved It. How Did You Accomplish It And
What Did It Teach You? ”

Tell me about a time you set a goal and achieved it. How did you accomplish it and what did it teach
you? Your employer wants to make sure you can prioritize and achieve a goal once you recognize it and
that you have not only the vision to set a goal, but the follow through to complete it.

EXAMPLE ANSWER

“While working for the education company I was at prior to this, we had a client who wanted what
seemed like an impossible amount of work done in an impossibly short window of time. Rather than tell
them no and risk losing them as a client, I knew that we could meet that goal, but only if we worked
together as a team instead of individuals. The client needed two hundred educational worksheets
including lessons and standards based on national benchmarks. Each worksheet also had to have
graphics and illustrations to help the students grasp the concepts behind the lessons. Rather than
assigning the worksheets in chunks and relying on people to complete them from start to finish, I broke
my team into an assembly line based on each person’s individual strengths and talents. We had two
writers, one graphic designer, and one person who did nothing but finalize the layout and proof each
one for quality control. By breaking it all into manageable chunks and working together, we were able
to deliver all two hundred worksheets within the deadline.”

DO:
 Quality: Problem solving and teamwork/leadership
 Do a little bragging but don’t over exaggerate.
 This person took a potentially overwhelming task and broke it into manageable chunks. By
assigning tasks based on skills, this individual also demonstrates an awareness of the problem as
well as awareness of coworker abilities.
 This answer lets the interviewer know that the interviewee is an individual who thinks outside
the box and is a creative problem solver.
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DON’T:
 Don’t talk about goals unless you can bring them around to connect to something within the
company.
 Talking about losing 30 pounds to fit into your high school cheerleading uniform might be an
admirable goal, but unless you can tie it back to the company or business somehow, don’t
waste their time.
 Don’t brag about goals that make you look foolish or incompetent. “We had a contest at work
to see who could eat the most donuts at one time. It took serious training, but I’m up to three
dozen now and there’s no stopping me!”
Don’t take credit for something you didn’t actually do.

“Tell me about a time you were able to

successfully get a job done even when you
were working with a person you had conflicts
with.”
The hiring manager is most likely trying to gauge your professionalism and perseverance as well as your
cooperative skills.

EXAMPLE ANSWER

“A senior member of our steering committee tended to take apart my reports in front of the committee.
He had a Ph.D. from Harvard and he was extremely smart, but his behavior hurt and angered me. Since
one of my co-workers on the steering committee got along well with this senior member, I took him
aside and asked him for an objective appraisal of the situation. I was surprised when he told me that I
had to learn to take criticism better, and that although the senior member’s manner was harsh, some of
his criticisms were justified. I started working harder on my reports to improve them. Soon the senior
member was telling me that my reports were improving and criticizing me less, but when he did criticize
me, I took careful notes and applied the criticism to my work, which showed steady improvement. I
definitely had to persevere and develop a thicker skin, and I now see criticism as an incentive to
improve.”

DO:
 Quality: perseverance
 The person took a cooperative approach to problem solving. He or she did not seek “allies” to
band together against the senior member.
 He or she sought objective input and brought about objective results—hallmarks of
professionalism.

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  Is an employee who uses criticism to improve his or her performance a desirable employee?
Definitely! He or she perseveres through negative feedback to find a way to get the job done
effectively.

DON’T:
 Never go negative.
 Never put the person you had conflicts with down. Always be Positive and draw out a Positive
result from a negative situation.

“Describe a difficult decision you’ve had to

make in your business life and how you went
about doing it.”
The hiring manager is trying to sound you out as to how well equipped you are to solve problems and
bring about positive results when you are caught between a rock and a hard place. The job you are
applying for may involve lots of options to be weighed and an ability to discern trade-offs.

EXAMPLE ANSWER

“Our small business had fallen behind in our mortgage payments on the property we used to produce
our products, which were business signs. We were also behind on a substantial bank loan. We didn’t
want to let anyone go. Finally, we asked everyone to take a 20% pay cut, and we made it clear that the
reason we were asking was so that we could stay in business and keep them employed. We, the owners,
took a 40% pay cut, and we let everyone know that we were doing that. Our employees appreciated our
honesty, and they tried to help us succeed. Our doors stayed open for another five years, at which time
we were able to pay our debts, sell the business at a good profit, and give the employees lots of notice
that we were closing our doors. I believe that this situation exemplified my ability to be decisive and
make decisions that would benefit the company as a whole. Deciding to ask the employees to make
those sacrifices was a tough but necessary decision.”

DO:
 Quality: decisiveness
 This description of a difficult decision shows responsibility and business acumen as well as a
concern for the employees of the company.
 These are character strengths that will carry over well into any kind of job.
 A compromise wherein there were trade-offs showcases the applicant’s ability to find workable
solutions to knotty problems.

DON’T:
 Don’t wax on and on about how soul-wrenching the difficult decision was.
 Don’t go back and forth over all the options you had and how you went back and forth between
them at the time.
 Don’t show yourself as someone who makes ruthless and heartless business decisions.
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 “Give Me An Example Of When You Resigned
From A Company And Why.”
The hiring manager wants to know what kinds of situations might trigger you to part from a company.
He or she wants to know if any resignations that occurred were understandable and justified, and
whether your resignation will be averted at this company if they hire you.

EXAMPLE ANSWER

“The founder, owner, and CEO of the company had created a position for me as part of the branding of
her unique dolls, once she knew my qualifications. For several years, she exempted me from the verbal
‘dressing downs’ she would sometimes give to staff members during meetings. This seemed to be her
style of commanding a better work performance. It was always uncomfortable to listen to, but I did not
realize how bad it was to be on the receiving end until finally she went for me in one staff meeting,
dressing me down in front of the assembled staff. I tendered my resignation about a month after the
‘dressing down.’ I wanted to go someplace where I was a better fit with the management style. I work
best with someone who uses a more positive style of giving feedback and performance evaluations to
employees; I think that is more motivating of good performance. In my opinion, positive reinforcement
is a key to successful team building, and I could not continue on in this role if this criteria was not met. I
love the Friendly Reminder Program you have in place that encourages employees to settle their
differences behind closed doors. If I had the benefit of a program like this at my last job, the end result
might have been different.”

DO:
 Quality: team building
 Multiplier: Friendly Reminder Program
 The person stops short of negatively criticizing the person too much by chalking it up to a matter
of “style,” using the word twice.
 She makes it clear that she was not a good “fit” with this management style, which is why she
resigned, rather than badmouthing the boss.
 Anyone listening can easily conclude that the previous boss was not acting professionally and
that therefore the applicant was justified in resigning. The person does not come out and say
that—she simply says that style is not motivating to her and lets the interviewer draw the
obvious conclusion.

DON’T:
 Don’t dump on someone at your previous place of work. When we have resigned from a
position, we were clearly dissatisfied, maybe for good reasons. However, it is always important
to stay Positive. You don’t want the hiring manager wondering what you will say about this
place of business if you leave.
 Don’t become too confidential with the interviewer about the faults of others at previous places
of employment.

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  Don’t be too critical. Most of us can remember a friendship or business relationship that started
out with a cozy chat about how awful others are. Most of those friendships and relationships
end up badly themselves, because the people in them tend to be critical of others.

“Describe Your Style In Dealing With Irate

Customers.”
The hiring manager wants to know what kind of customer service ethic and skills you have.

EXAMPLE ANSWER

“Well, studies show that an irate customer can be made into a loyal customer if his or her needs are
satisfied. One of our mobile phone service customers was beside herself with rage. I listened to her vent
about her difficulty and I quickly got her file up on the computer. In my opinion, this situation required
an even-keeled approach instead of a negative reaction. It was clear she had been given a defective
phone; she’d taken it back to the service center twice and it had stopped working again as soon as she
took it home. I could see from the warehouse reports that the model had major screen problems, and
when I checked her phone records I saw that, on her family plan, she had hardly texted at all in
comparison to her other family members over the last few months, which indicated to me that her
phone was not functioning well. I told her that it was understandable why she was upset and that it was
our fault. I asked her what we could do to make her feel better. She said, of course, she wanted a
functional phone. She also didn’t want to have to pay her full phone bill for a phone she had barely used
for several months, so I immediately gave her a hundred-dollar credit on her next bill. I assured her that
a new cell phone would be sent to her home within a day. When she took the satisfaction survey at the
end of the phone call, she gave me the highest possible marks! I believe that I would have scored very
high on your Customer Service All Star Rating if a similar situation arose at your organization.”

DO:
 Quality: even-keeled attitude/approach
 Multiplier: Customer Service All Star Rating
 Most hiring managers and people in business realize that customer service is extremely
important. The customer is “always right.” Depending on the job you are applying for, customer
service skills may be front and center or they may be more peripheral, but they are always
important.
 This person demonstrated the ability to stay calm; her technical proficiency and willingness to
listen enabled her to see that the customer had a valid point. She did the homework needed to
check the records, and she admitted the company’s errors and shortcomings. Then she made up
for the shortfall and won a customer back and had something quantifiable to prove it.

DON’T:
 Don’t be negative, even talking about a customer or client who behaved badly. Be Professional.

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  Don’t put the customer down or make the customer seem like a monster and you the peerless
knight in shining armor. Do show how cooperation and people skills solved the problem and
even enhanced a customer relationship.

“Tell Me About A Time When You Made A

Mistake That Affected A Client Adversely And
How You Coped With It.”
Related to customer service, the hiring manager is trying to discern how you will deal with the
inevitable mistakes that occur on any job, especially when it jeopardizes a relationship with a client.

EXAMPLE ANSWER

“We had a large and complicated rush order, assembling a large number of kits to be shipped out
immediately. We were in the midst of several other large and important orders as well, but a client had
wanted his to be a priority, and we were anxious to gain his business. I worked over the weekend along
with the assembly team, but in any rush job, it’s almost inevitable that some mistakes are made, and in
the final shipment some kits were imperfect. The customer complained. I had an honest discussion with
my supervisor about how hard the team had tried to cover our bases for this customer as well as to be
responsible for the other important jobs we were doing, but I owned up to the fact that some omissions
were made, and I took responsibility for that. The solution for this problem really required an outside of
the box approach. I stayed late two nights that week to put together a special shipment to the client,
and I made sure that every replacement kit was perfect. We gave him a substantial break on the price,
at my recommendation, and we also let him keep the defective kits so that he could use some of their
components. We retained him as a customer, and he became one of our significant accounts.” 92

DO:
 Quality: thinking outside of the box
 The hiring manager knows how important customer service is and wants to see how adept at it
you are.
 Prove it by showing how you took responsibility for a mistake and made up for it.
 Own up to the error without making yourself seem incompetent (you can see from the example
that there were reasons why the errors were made) and describe what you did to correct any
errors and what the results of your customer service skills were.

DON’T:
 Never be negative. Don’t paint a portrait of the client as Frankenstein or the Customer-from-
Hell.
 Don’t use slang terms to describe the customer like “this jerk” or “this idiotic client.”

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“Describe A Time When You Went Beyond Your
Job Description To Save Your Company Time
And Money.”
The hiring manager is secretly hoping that you will be the type of employee who will occasionally go
above and beyond the call of duty to show loyalty to the company’s welfare.

EXAMPLE ANSWER

“I was a clerk at a catalog and online clothing outlet. While I was not responsible for the catalog of our
products, I was, of course, aware of its contents. Right before it was sent out for printing, I noticed that
one of our main products—a bestseller—was not pictured or listed in the catalog. I reported this to my
immediate supervisor, who was appalled to discover the omission. She reported to the CEO, who
immediately called a halt to the printing process. He sought me out and told me it was an excellent call,
saving the company thousands of dollars in reprinting costs, as it was crucial that our main product be
advertised in the catalog. I believe this demonstrates my ability for creating new efficiencies and finding
a better way of doing things. “Good call,” he told me, and I was promoted soon after that from clerk to
phone center salesperson.”

DO:
 Quality: efficiency/deficiency identification
 Companies want responsible employees, and this question is asked to see if you are one.
 Going beyond your job description in a responsible way shows you care about the company and
are not just limiting yourself to the narrow parameters of what you do and don’t feel
responsible for. Answering this question well shows that you are an employee who is invested in
the company’s success.
 Although this person was a clerk, she knew the company’s products well enough to spot a
glaring error in the company’s catalog which no one else had caught, so she has shown she is
alert.
 She was also confident enough in her own abilities to report it to her supervisor.

DON’T:
 Don’t shrug and say you never go beyond your job description.
 Don’t say anything that implies that you tend to avoid responsibility or would not be confident
enough to report a time- and money-costing problem to a company.
 Don’t say anything that implies that you don’t feel responsible for the wellbeing of your
workplace, like “I leave all that to the accountants. As long as I get paid, I figure it’s the
company’s responsibility to cut costs.”

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 “Tell Me About A Time When You Used
Research Or Fact-Finding Skills To Contribute
To The Solution Of A Problem.”
The job may call for people who are keyed in to the information age and can come up with innovative
solutions: people who think “outside the box.”

EXAMPLE ANSWER

“I was really worried about the company’s financial status, as I knew they were really struggling to make
ends meet. I also knew that some legal action was pending against them in the courts and that if they
didn’t respond in time they would lose by default. Somehow management just couldn’t stay on top of
this, so on my lunch hour I did some research into the city’s court records. Sure enough, I found that a
suit had been filed and the company only had a short time to respond. I presented my findings to the
boss, who immediately called his lawyer. We dodged a bullet that could have cost of us plenty in a
default judgment if we had not responded in time.”

DO:
 Quality: research expertise
 The hiring manager wants to know if you have initiative, if you can dig a little deeper into a
situation to find the answers, if you are caring and detail-oriented, and willing to go the extra
mile for the company’s benefit.
 Use an example that illustrates all these qualities.

DON’T:
 Don’t brag.
 Don’t insult the managers or mention their shortcomings.
 Don’t give yourself more credit than you deserve.
 Don’t say anything that shows a lack of curiosity or a reluctance to keep learning and growing.

“Describe A Time When You Had Several Projects Due At

Around The Same Time And Had To Postpone One In Order
To Do The Others On Time And The Process You Used To
Determine Which One You Postponed…”

Describe a time when you had several projects due at around the same time and had to postpone one in
order to do the others on time and the process you used to determine which one you postponed. The
hiring manager is wondering about your ability to prioritize tasks and what kind of standards you apply
to determine task hierarchies.

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EXAMPLE ANSWER

“Prioritizing tasks is always an important skill in any job setting. I’m a construction contractor, so there
are often competing demands on my time. It has happened more than once, but in a recent situation, I
had three clients competing for my time. I could handle two of them and get the work done on time, but
one of them would have to wait. I had subcontractors lined up for such times so I could always meet my
deadlines, but in this case, one of the clients had already expressed flexibility in the deadline, so this
client was the natural choice to ask for week-long extension. The client was amenable, especially
because I assured him that I wanted to give my full attention to his work and wanted to do the best
possible job for him and would need more time to do that.”

DO:
 Quality: prioritizing
 The applicant is answering a concern on the part of the hiring manager as to whether the
applicant is able to set priorities properly by mentioning the word “prioritizing” right up front.
 The answerer demonstrates that he or she had “back-up” so he or she is someone who can
think ahead and handle multiple projects responsibly: something the hiring manager may very
well have in mind in relation to the job being discussed.

DON’T:
 Don’t phrase things in a way that shows any sign of frustration about competing demands like
“Management was so disorganized at my last place of work we hardly knew whether we were
coming or going. Everybody had to wear five hats all at the same time.”
 Don’t use as a system of prioritizing words like “One client didn’t really care when the work got
done…” because it would not ring true and might raise a red flag in the interviewer’s mind. Most
clients care very much when their work gets done.

“Tell Me About A Time When You Were Asked To Take Sides

Regarding Another Employee And You Remained Neutral.”

The hiring manager or interviewer wants to know whether this potential employee will engage in office
politics or not.

EXAMPLE ANSWER

“It was clear to me that one of the directors was trying to get rid of Bridget, the office manager at the
service office for our at-risk youth group homes. The director was finding fault with her frequently and
making sure she knew he was putting documentation in her file every time an issue came up. As the
secretary of another director, I was not privy to whether Bridget was truly incompetent or not, so I
stayed out of all conversations. One day an issue arose about her, and the two of them spoke about it in
the general office area. The director immediately asked me what I knew about the situation, clearly
hoping that I would say something about Bridget’s incompetence. I had no evidence that she had done
anything wrong in the situation he was describing and had no knowledge of it. I said I did not know

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enough about the situation to render an opinion one way or another. Bridget actually proved that she
was in the right on that issue and removed the documentation from her file in front of all of us, while
the director apologized to her. I was glad I had not jumped in on an issue I didn’t have thorough
knowledge about. In these situations, I find that it is always best to remain neutral until all of the
information or evidence is presented, regardless of how I feel about the people involved. Bridget stayed
in her position for several more years. To my knowledge, there were no future complaints about her
competency.”

DO:
 Quality: Neutral approach
 An answer such as the above shows that the person is a team player who won’t engage in petty
office squabbles. He or she wants to be fair to everyone and would prefer to stay neutral. The
person’s genuine lack of any knowledge of wrongdoing on Bridget’s part and refusal to
badmouth even when invited to do so by a director shows the person truly is not into playing
office politics, a quality which will carry over well into any new job.

DON’T:
 If the person had badmouthed either the Director or Bridget, any assertions that the person
does not play office politics would have been rendered moot!

“Recall A Time When You Used Logic To Save

Your Company Money.”
The hiring manager wants to know if you are a creative thinker who is committed to the whole purpose
of the company.

EXAMPLE ANSWER

“At Briar Manufacturing, we were urged to look for ways to cut costs. Being responsible for accounts
payable, I noticed how expensive our lighting bills were in every way, from the offices to the
warehouses. Of course, we needed excellent lighting, but my boss had never heard of the new green
light bulbs that last for many years and use less energy. Knowing that they cost more than regular bulbs,
I did a cost-benefit analysis for him, projecting the savings in energy costs over the next five years as
opposed to the initial higher costs of purchasing the bulbs. He was impressed with how it added up and
added my suggestions to our costs-cutting project. When it was implemented, I was proud to know I had
saved the company some money.”

DO:
 Quality: Cost Cutting
 Hiring managers like to know that employees will be cost-conscious and also that they will be
thinking of the company’s benefit as much as their own.
 This employee showed initiative, logical thinking, and cooperation with a cost-cutting outlook—
extremely important in today’s competitive business market.

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DON’T:
 Don’t be fooled into thinking you only have to talk about things that showed up directly in the
budget. You might not have come up with a specific cost-cutting idea, but you may have taken
on the work of other employees if a company was down-sized or tried to concentrate more
work into less time so as to increase efficiency. These things save a company money too.

“Describe A Time When You Felt Compelled To

Speak Up For Compliance Reasons.”
The hiring manager may want to know if you are a “whistleblower” for nefarious reasons, e.g. the
company is not in compliance with legal or environmental standards and wants to hire people who will
keep their mouths shut. More likely, however, the company is well aware that compliance is an
important form of risk management and wants employees to be helpful in this.

EXAMPLE ANSWER

“In our kitchen counter fitting business, our workers rarely wore protective eye gear. They did not like
wearing the protective eye gear and often lost the pairs the company issued them. As assistant manager
in the warehouse, I urged the manager to post the required OSHA signs and to continually furnish the
workers with new eye gear and insist that they use it. When we got that underway, I began to lobby that
we do as well in the matter of protective foot gear, because the heavy granite could easily break
someone’s foot if it fell during transport. Soon we were completely in compliance with OSHA standards,
and when a disgruntled customer reported us to OSHA out of vengeance, we passed an inspection with
flying colors, avoiding huge fines.”

DO:
 Quality: compliance
 In an increasingly transparent business environment, employers have to take compliance issues
seriously. Show that you do too. Most companies would rather have someone speak up before
something becomes a legal (and therefore expensive) issue.

DON’T:
 Don’t seem as if you were not on the company’s side.
 Don’t be negative about the company’s shortcomings when it came to compliance.
 Don’t cast yourself in the role of a “whistleblower.”

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 “Describe A Time When Your Work
Environment Changed In A Way You Didn’t Like
And How You Adjusted To It.”
The hiring manager wants to know how flexible you are and how well you deal with transitions.

EXAMPLE ANSWER

“My director and I had our own offices on a separate floor from the other offices, with my office as the
administrative assistant in a small ante room in front of his. Then the company decided to go with an
open floor plan in a bigger space all on one floor. The director still had his office, but I was in an open
floor area with two other administrative assistants. I felt we had gotten good work done in such a quiet
environment. I had to adjust to being in public view at all times and become part of a pool of
administrative assistants. Also, the two other directors felt free to ask any assistant for help. I managed
to adjust to this situation, which I didn’t like as well as the former one, by making friends with the
people I shared the open floor space with. At the end of the day, being a versatile team member is
essential if a team is to reach its common goal. After a time, I learned more about the company’s
purpose as a whole rather than just our department’s role in it, and that made me a more valuable
employee. I think it also prepared me nicely for the Always Moving Policy you have in your organization.
I feel like I could move seamlessly from one location to another and adapt nicely.”

DO:
 Quality: versatility
 Multiplier: Always Moving Policy
 Things change; in fact, the only constant is change, especially in our rapidly evolving global
economy. Hiring managers want to know that you will be adaptable even when things don’t
change to your liking.
 Show how you made apple pie out of crab apples in a changing work situation, and you’ll do fine
with this question.

DON’T:
 Don’t make remarks like, “Well, like many people my age have a resistance to change…” or “The
only time I really transition well is when my kids help me along, like with technology, which I’m
almost hopeless about without their help.”
 Don’t say anything to make you sound inflexible or caught in a time warp.
 At the same time, don’t try to be Gumby either. Don’t hide the fact that some changes come
hard (the question asks that, after all), but show that you know how to roll with the punches.

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 “Give An Example Of A Situation In Which
Personality Conflicts Threatened To Derail A
Project And How You Coped With That.”
The hiring manager wants to know if you will be able to put professionalism above personalities and get
the job done even if you have to deal with difficult people while doing it.

EXAMPLE ANSWER

“A project coordinator and I were responsible for a whole curriculum that included releasing twenty-two
books within a two-year period. He had a polar opposite approach to work relationships than I did. He
seemed to relish conflict and feel that it helped move things forward. I work better when I am in
harmony with others, and I’m always one to pour oil on troubled waters. When sparks started flying
between us, I realized I couldn’t change him and I didn’t think I should change myself over to his style, so
I simply decided to be completely professional at all times and only communicate in ways which
furthered and progressed the project. My ability to adapt to the situation and find a solution to our
differences allowed us to move forward effectively. He calmed down a great deal around me, and we
put out one book a month and finished the project two months early.”

DO:
 Quality: adaptability
 Hiring managers know that personality conflicts are inevitable whenever you have people
working together. He or she is concerned with whether you will be able to handle such things
when they arise on the job.
 Because personality conflicts are so common, surely in your arsenal of experiences you have a
story about one that turned out in a positive way.
 Be Positive.
 Be Professional. Show how you got the job done by being so.

DON’T:
 Don’t over-describe your personality and the personality of the other person, trying to make it
clear just how superior you are to that person.
 Don’t demonize the other person. Personality conflicts are just that—differences in
personalities.

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 “Give An Example Of A Time When You
Resigned From A Company And Why You Did
So.”
The hiring manager’s secret fear is that you may resign from this company, and he or she wants to make
sure you would not do so without good reason. Recruiting, hiring and training cost companies a great
deal of money. They don’t want to hire someone who will easily walk out.

EXAMPLE ANSWER

“As a tech geek, I loved being a floor person at the Big Box electronics and appliance store. The company
had been founded by tech geeks like me, and we loved talking to customers, especially about
computers, and trying to find solutions to customers’ needs. When the company was sold, though, the
new owners had a different approach. They preferred that we spend the time we had with customers
trying to sell them the particular products that were most profitable to the company. Since we had gone
away from the high level of customer service that I excelled at and valued, I found myself wanting to
work somewhere where the sales philosophy was a little closer to my own.”

DO:
 Quality: customer service
 The hiring manager is concerned about things that might make you leave the company. If you
ever resigned before, he or she wants to know if you did so for good reasons or if you left more
on a whim.
 Reassure him or her that there were fundamental and sound reasons for your resignation.

DON’T:
 We’ve said it before, and we’ll say it again: don’t be negative.
 Don’t badmouth the company. This person does a good job of noting that there was a “different
approach” and that she had a different “sales philosophy” and does not pass verbal judgment on
the approach and philosophy of the company.

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 “Tell Me About A Situation When A Company You
Worked For Showed Interest In Your Professional
Growth And How You Took Advantage Of That
Interest.”
The hiring manager most likely wants to know if you are someone worth investing in who will also give
the company a good return on any investment in you.

EXAMPLE ANSWER

“The fast food store chain I worked at (where I was promoted from crew member to shift leader)
offered college tuition reimbursement if people were interested in the hospitality industry. I took
advantage of the opportunity to get a degree in Hospitality Management as I continued to work at the
store. When I got my degree, I stayed on for a few more years to give the chain the benefit of the
knowledge and expertise they’d allowed me to gain. It is my belief that we must continue to learn and
grow while we are in the workforce. Now I’d like to work in your hotel’s banquet service, and
understand that you offer your employees XYZ Company University Courses specific to your
organization. I would love to be able to further my education this way.”

DO:
 Quality: continuous learning
 Multiplier: XYZ Company University Courses
 This person has shown himself or herself to be someone who was promoted, and who is
interested in the field of Hospitality Management enough to take the time to go to school to
learn it, and who is also grateful and loyal to a company that promoted his or her professional
growth.
 A company may have an educational or certification program that is being underutilized. Show
yourself to be a good candidate to invest in with such programs.

DON’T:
 Don’t recount how you skipped out on any continuing education opportunities because it ate
into your personal time.
 Don’t make the hiring manager feel that you are too lazy, slovenly, careless, or indifferent to
invest in yourself or allow a company to invest in you.
 Don’t ever hint that you “took the money and ran,” so to speak. Show how the investment the
company made in you paid off for them.

“Give An Example Of A Situation In Which You

Took Specific Steps To Further Your Career.”
The hiring manager wants to know how ambitious you are and how much work you are willing to do
and how much initiative you are willing to take in order to increase your personal value.
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EXAMPLE ANSWER

“Although I was trained as a bookkeeper, I knew that accountants had more responsibility, but that I
would need more schooling. Keeping my day job, I enrolled in accounting courses at a local college and,
after a period of several years, took the CPA exam and passed. I was then promoted into the accounting
department at Bliss Software.” This is a good example of me being a self-starter, which I feel is a
necessary characteristic in our industry.

DO:
 Quality: self-starter
 This person has shown by a clear example that she took the initiative to take a step up in
training, responsibility, and salary.
 If the company you are interested in is going to invest in you (by hiring you and training you),
the company wants to know that you are willing to invest in yourself.

DON’T:
 Don’t brag, exaggerate your accomplishments, or cite a time when you undercut someone
else to get ahead in this competitive business environment.

“Give An Example Of A Risk You Took In An

Employment Situation And How It Panned Out.”
The hiring manager is trying to discern your risk profile and assess your good judgment.

EXAMPLE ANSWER

“When my mother became seriously ill and needed someone with her at all times, I approached my boss
about working from home. None of the company’s workers worked from home; it was strictly an onsite
workplace. Yet my boss had always been pleased with my work and did not want to lose me as an
employee, so she took the time to go over my workload with me in detail. This was a situation in which a
certain amount of calculated risk would need to be taken. We both realized that I could work from
home via computer and there would be nothing amiss in my work. I was glad I took the risk of
approaching her about my situation. Until Mom died, I was able to be at her home all day, every day,
and still stay abreast of my work and my career. As a side note, I know that your company is leaning
toward an increase in telecommuting and I believe that this experience shows that I am prepared for
this challenge.”

DO:
 Quality: calculated risk-taking
 Multiplier: telecommuting

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  People have all different levels of risk tolerance. Tell a story that shows you are capable of
taking well-thought-out, calculated risks
 Recount a risk that turned out positively that is within your risk tolerance level.

DON’T:
 Don’t talk about anything that was extremely risky or extreme in any way: “I decided to single-
handedly change the secret recipe at Coke and see if anyone would notice and if customers
would like my version best!”
 Don’t talk about something that really involved no risk: “I asked the boss if we could have the
company picnic at a different park next year.”

“Describe How Your Very First Job Benefited

Your Career Path.”
The hiring manager may want to know if there is a rhyme or reason to your employment history (a
direction, in other words) or if it has just been random.

EXAMPLE ANSWER

“My first job was as a cashier at a big discount department store. It had just opened, there were fifteen
cash registers, and even then the lines were to the back of the store. I became a fast and accurate
cashier, which developed my keyboard skills and led me to an interest in a career in IT. In this industry,
efficiency is the name of the game and this is the skill I developed at the department store.”

DO:
 Quality: efficiency
 Show that you respect and value employment of any sort, including your first job, and how well
you are able to make connections and see the silver lining in any job experience.
 Connect your first job to skills you are using now.

DON’T:
 Don’t get all misty-eyed and stroll down Memory Lane too much. Leave out extraneous or too
much information.
 Don’t say it was irrelevant, as you are so much superior to that kind of work now.
 Don’t cite work you can’t relate to the job at hand.

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 “Describe A Time When A Non Work-Related
Experience Taught You Things You Might Find
Useful In This Job.”
Tell me about a time when a non-work-related experience taught you things you might find useful at
this job. The hiring manager wants to know if you will be a good fit for this job and this company.

EXAMPLE ANSWER

“When my husband went through a lung cancer operation and chemo, I knew the kinds of concerns,
fears, and communication needs that we had. That was when I realized that being a patients’ advocate
would be a good fit for me. I feel I have a special understanding of patients’ needs so that I can
appreciate good treatment as well as see ways that hospital services might be tweaked to better serve
patients’ needs. I volunteered at St. Clare’s Hospital for three years as a patients’ advocate, and the
head nurse and several doctors have recommended me for this position here at your hospital. Part of
the reason for me wanting to work at XYZ Company is your Children’s Hospital Outreach Initiative. I
would very much like to be a part of that initiative and help it grow exponentially.”

DO:
 Quality: outreach/volunteering
 Multiplier: Children’s Hospital Outreach Initiative
 This is an excellent opportunity to show the interviewer that you understand the company’s
needs and desires in relation to this job. It also gives you a little more leeway in answering than
simply referring to your work or educational experience, but it is an opportunity to show how
you will fit in on the personal level with the ethos of the company.
 Answering this question well shows that you bring life skills to the table too. In this case, the
interviewee has provided a non-work-related experience that fits perfectly with the job she is
applying for. Try to make your answer do the same.

DON’T:
 Don’t stray from the Point, which is to convince the hiring manager that you are the right person
for the job.
 Don’t bring up an irrelevant life experience that only has the dimmest possible connection to
the work to be done.
 Don’t skip doing your homework on the company, its history, its projections into the future, its
mission statement, and its philosophy, as your best answer about your life experience needs to
resonate with some aspect of the company.

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 “Tell Me About A Situation Where You Had To
Work In Your Supervisor’s Place And How You
Managed It.”
The hiring manager may want to know if you can handle more responsibility than the job
currently calls for; they may want someone who will grow into the next highest position
in time.

EXAMPLE ANSWER

“I was a teacher at Rolling Meadows, a small private school covering Grades 1 through 8.
One day when I was on my lunch break, I found the principal in the ladies’ room in tears.
Apparently, personal and professional stresses were overwhelming her, and she told me
there were some parents upstairs in her office who were extremely upset over a
disciplinary situation arising from their child’s behavior. Someone needed to manage this
crisis, and I was the one to do it. Since she was in no condition to handle such a difficult
situation, I went upstairs and served the parents coffee and cookies and did an initial
intake about the situation. I listened to their concerns and took notes and by the time the
principal returned to the office, calm and dry-eyed, I had established rapport with them. I
stayed a few more minutes to help everyone transition into the next phase of the
discussion—between the principal and the parents—and then I returned to class. The
principal later thanked me and said they were in a very reasonable frame of mind by the
time she talked to them, and it was a productive discussion.”

DO:
 Quality: crisis management
 Show that you are willing to go beyond your job description when push comes to shove.
 Show that you are a person who can take on responsibilities that are above your pay grade.

DON’T:
 Don’t brag about how you took over your (incompetent) supervisor’s position and did it better
than that poor hapless boob could ever do.
 Don’t show a lack of respect.
 Don’t draw a blank either: “I don’t think that ever happened. I don’t really know what my
supervisor did at my old job, to tell you the truth.”

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 “Describe A Time When You Had To Bring Two
Departments Together To Work More
Effectively With Each Other.”
The hiring manager wants to know if you are capable of promoting cooperation and if you are a person
who strives for teamwork and unity.

EXAMPLE ANSWER

“There was a growing stress in the business services firm where I worked because of an emphasis on
making profits and selling more services to clients. Those of us in the accounting department felt like
everyone thought we were old-fashioned when we adhered to accounting standards and ethics and
sometimes had to tell clients some bad financial news or restrain them from doing things that were
illegal. When the pressure got bad, I wrote an article in the company newsletter about the downfall of
Anderson Accounting (you remember the Enron scandal) called ‘The Consequences of Creative
Accounting.’ It was subtle, but I think it made the point, because after that, some of the stress between
the departments died down. The diplomacy I demonstrated ultimately solved the problem and allowed
us to continue on successfully as a company.”

DO:
 Quality: diplomacy
 Show that you are someone who brings people together through a relevant example.
 Show that you are someone who cares more about the purpose of the whole than one who
takes sides or wears blinders, seeing only his or her part in things.

DON’T:
 Don’t exaggerate or lie.
 Don’t claim big swaths of credit for cooperation that was not yours to claim.

“Describe A Time When You Had To Let A Friendly

Co-Worker Go For Poor Job Performance And How
You Did It.”
The hiring manager wants to know if you will put principles of professionalism above personalities but
be sensitive while doing it.

EXAMPLE ANSWER

“It’s always painful to have to let anyone go, but if it is right and fair, it must be done. I had hired a
friend of mine as a freelancer for excess editorial work. We were writing a lengthy manual that required

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research, and I assigned her five thousand words to research and write. I expected her to behave
professionally, but I found that she did not take deadlines seriously enough. When I called her before
the deadline to ask if there was anything else she needed, she said, ‘Thanks for the reminder about the
deadline! I had forgotten it!’ Given a slightly extended deadline, she turned in only about a third of the
work and it could not pass a plagiarism test. Someone had to make the tough decision in this situation
and that person was me. I knew this person to be extremely talented at what she did, but it seemed that
other concerns in life had eroded her professionalism. I gave her feedback about the situation, honestly
but without any anger or accusation. I paid her fee, and I simply never used her again.”

DO:
 Quality: making tough decisions
 Emphasize words like “right and fair” and make sure you show that your actions were both.
 Show that you were not mean or condemnatory toward the person but that you had to uphold
professional standards in spite of friendly personal feelings.

DON’T:
 Don’t say how you were “betrayed” by someone you trusted.
 Don’t put down the person’s job performance too harshly.
 Don’t ever use coarse language to try to prove your point in this or any other scenario. As a
matter of fact, don’t use foul language at ANY point of the interview process.

“Tell Me About A Time When You Managed An

Individual Who Was Technically Competent But Who
Lacked People Skills.”
The hiring manager probably wants to know if you yourself have people skills and that you know how
important they are.

EXAMPLE ANSWER

“I believe very much in the “sandwich” technique of giving people criticism. This is an effective method
for personality management, which I will show using the following example. You compliment them first,
get to the meat of the matter, which is the criticism, and then compliment them again. One of the
members of our team had a superior intellect and education (he had a Ph.D. from Princeton). He was
superlative at what he did, but very impatient with subordinates. As his subordinate, I had to tread
delicately, but I knew I spoke for everyone when I emailed him that his superior education and skills
meant that others needed help and guidance from him and not to be dismissed because they had BAs
and MAs from average universities. I confessed that I needed his help and instruction and that I
recognized his superior abilities but I hoped he would be more understanding about my limitations.
Actually, he was, after that, and he was kinder to me and to his other co-workers too.”

DO:
 Quality: personality management

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  Cast your actions in a diplomatic light, acknowledging the delicacy of such a situation.
 Affirm the importance of dealing with people well.
 Affirm the importance of people skills as well as professional skills.

DON’T:
 Tread carefully when discussing the other person’s lack of people skills, sketching them rather
than describing them in gory detail or making broad generalizations about the person, such as:
“Everyone in the department hated this man.”

“Give Me An Example Of A Time When You

Counseled An Employee To Improve His Or Her
Performance, But Your Efforts Failed.”
Give me an example of a time when you counseled an employee to improve his or her performance but
your efforts to help failed. The interviewer wants to know how effectively you handle ineffective
workers.

EXAMPLE ANSWER

“One of our employees seemed like a great young man, very polished and eager when we first hired
him. After a time, we noticed recurring lateness, slipshod performance, and a surly attitude. I would
invite him into my office for a talk, and he would agree with everything I said and also agree to change
the things he needed to change. I believed him every time and also lobbied for him to be given a second
chance. In my opinion, this person desperately needed a mentor and I made every opportunity to try
and be that to him. However, after a day or so, the same behaviors would crop up. Soon he was fired. I
later learned that he had a problem with alcoholism and had entered some kind of a treatment
program. I certainly wish him the best. I certainly could have benefitted from the Addiction Awareness
Program that your corporation provides for families. It may have helped me mentor him more
successfully.”

DO:
 Quality: mentorship
 Multiplier: Addiction Awareness Program
 Explain why you were ineffective, and if it was due to factors beyond your control, make sure
that is stated firmly without, however, making excuses for yourself.
 Own up to any factors you could control that might have made you ineffective and mention
what you learned from them.

DON’T:
 Don’t say negative things about the employee or put him or her down or seem to blame him or
her unduly for your ineffectiveness.
 Don’t over-apologize or put yourself down either.

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 “Tell Me About A Time When You Conducted A
Training Seminar And How Your Presentation Skills
Came Into That.”
Your prospective job may include training and presentation skills and the hiring manager wants to know
how well you will do at that.

EXAMPLE ANSWER

“My work history has never had me in that position; however, my husband and I are trained presenters
in family wellbeing. This allows me to excel in public speaking, something I thoroughly enjoy. The
program we teach, Kinship and Kindness, was developed by a family therapist, and we are certified to
teach a two-day seminar on it. Our training seminars usually take place on weekends. As trainers, we
have to procure a venue, make sure there is a good sound system, have a screen, our laptops, and our
PowerPoint presentations in place as well as coordinate refreshments and hard copy handouts ready for
the amount of people we are hosting. Then we give the presentations in turns and also conduct small
group discussions afterward. It’s taught me a lot about conducting conferences from the ground up.
More importantly, I think that I would be a great addition to your internal Toastmasters Mentorship
Program, as I could use the experience to help your younger employees who are trying to develop this
skill.”

DO:
 Quality: public speaking
 Multiplier: Toastmasters Mentorship Program
 Off-the-job training can be used to showcase skills if your on-the-job experience doesn’t include
them.
 Details about your presentation skills show a grasp of what a presentation takes.

DON’T:
 Don’t make something up or exaggerate it.
 Don’t use an unserious or questionable example: “I persuaded the guy at the auto mechanic’s
shop to give me a big discount if I didn’t put the repair through my insurance.”

“Tell Me About A Hobby You Engage In Outside Of

Working Hours And Relate That To The Skills You
Need On The Job...”
The hiring manager wants to know how well your work life and personal life gel—what kind of a person
you are and will be in both worlds.

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EXAMPLE ANSWER

“I love to garden in my spare time. I’m a serious gardener—in the wintertime, I order seed catalogues
and read them and plan for the coming spring. Growing things takes a lot of patience, understanding,
and planning. I think that patience, that understanding of the rhythm of the seasons, the understanding
that if you plant something, it will come up if you care for it, really helped me deal with difficult
employees in my last job in Human Resources. There were times when a person just needed some time
and training to settle into the job, and I was patient enough with some people others wanted to let go
because I knew they just needed a little bit of time to ‘grow.’”

DO:
 Quality: patience
 The interviewer has lobbed you a softball by reminding you to relate this to the skills you need
on the job. Do so!
 Remember, it’s not about you. Even when you are talking about your hobbies, it’s not about
you—it’s about how well you can serve the needs of the company.

DON’T:
 Don’t name hobbies that are too eccentric: “Well, on weekends, I like to close all the curtains,
pull down blackout shades, and watch horror movies for hours on end.”
 Don’t talk about a hobby you can’t relate to the job at hand: for example, “I like bird-watching”
followed by a silence, which you misinterpret and add, “Oh, and bowling.”

“Tell Me About A Time When You Contributed

To Employee Morale.”
Are you someone the hiring manager and the other employees at the company are going to be able to
stand to be around day in and day out? The hiring manager wants to know if you are a Positive person
or not.
EXAMPLE ANSWER

“We were in the midst of an environmental lawsuit at our factory, and morale was very low. As an
assembly line worker supervisor, I knew that the feelings among most workers were guilt and shame, for
the investigation alleged we had polluted the town’s well and caused illness in children. I suggested to
our manager that we draft a mission statement to refocus our attention on what mattered most to us as
a company. I convinced him that the employees should have input or they would not buy into it. When
he gave me the go-ahead, I wrote up an email and invited everyone to help draft a mission statement,
anonymously if they wished. I thought this was a great time to engage the employees around a
collective cause. People’s interest perked up. Many of the suggestions contained phrases about being
responsible to the environment. We adopted a mission statement that included that wording, and when
we had to retool to meet environmental standards, everyone jumped in and made the whole process a

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lot easier. As a result, I have become a dedicated advocate for the environment, and I understand that
your Earth First Employee Education Program is helping convert your employees as well. I would love to
be a part of that program if selected.”

DO:
 Quality: employee engagement
 Multiplier: Earth First Employee Education Program
 This worker was thinking of the whole purpose of the company and the welfare of the people
within it. He or she cared, a lot, and was very helpful. This is a nice person to have around!
 He or she took initiative too, another quality a hiring manager may want to see.

DON’T:
 Don’t dwell too long on why employee morale was low or criticize the company for the reasons
it was.
 Don’t end on a negative or even a neutral note.

“Tell Me About A Time When You Went Above

And Beyond The Call Of Duty.”
The hiring manager is wondering if you will sometimes be willing to sacrifice for the benefit of the
company.

EXAMPLE ANSWER

“I was a security guard for a large office building in the Midwest. This mostly consisted of checking
people in at the front desk and making sure they actually had an appointment before I directed them to
the bank of elevators. There was a vinyl tunnel that connected the office building to its twin across the
street. During a tornado, one of the vinyl frames in the tunnel popped open, and rain started coming in
while the wind scattered sharp pieces of vinyl all over the floor. The situation required me to make a
split decision under pressure and take action, so I did. While the custodian mopped up the water, I
called a repair crew to come and cover the frame with cellophane wrap, and I positioned myself at the
entry to the tunnel from our building and directed people to use the basement throughway if they had
to go into the other building. I managed to cover both the front desk and the tunnel entry. Someone
from one of the top floors noticed me and praised me for dealing with the emergency. He said I had
gone above and beyond the call of duty and recommended me for a raise.”

DO:
 Qualities: quick thinking, decision making under pressure
 The praise of a supervisor and the raise gives this story some heft.
 Use the STAR pattern whenever possible, citing results.
 The interviewee has shown that she is someone who cares about her job enough to stretch
herself beyond her job description .

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DON’T:
 Don’t exaggerate: “I simultaneously fixed the broken pane, swept up the broken vinyl pieces,
mopped the floor, all while preparing for the visit from the President of the United States.” If
you cast yourself in too heroic a role, your veracity will be doubted!
 Don’t talk about things that are not directly related to work: “I watched my supervisor’s kids one
weekend when I had been planning a shopping spree.”

“Tell Me About A Mistake You Made And What

You Learned From It.”
The interviewer may have in mind the question of whether you are someone who is capable of a course
correction when circumstances call for it.

EXAMPLE ANSWER

“My first year as a Language Arts teacher was really a baptism by fire, with discipline issues taking
center stage. Since private schools do not require teacher certification, while I was an expert in my field,
I knew little about class discipline. I spent the summer after that first harrowing year studying up on best
practices in classrooms. One of the main recommendations from all the sources I consulted was to make
rules clear from the very beginning. When the next school year started, I posted my classroom rules on
colorful poster board, spelling out what the kids could expect of me and what I could expect of them on
the very first day. Throughout the school year, the kids often pointed to the rules and reminded each
other of them, and we always had something to refer to when there was a question about behavior. I
had no serious discipline problems that year and because of that, the kids really experienced the joy of
learning. I was amazed at how their reading and writing improved.”

DO:
 Quality: enforcing discipline
 It is okay to admit to a mistake as long as you learned from it and took action to do a course
correction.
 Make sure you are able to report a Positive result directly related to the actions you took.

DON’T:
 Don’t recount a mistake that had irreversible consequences; that’s just too much for a job
interview. For example, don’t say, “I didn’t watch the kids well enough on the playground and
one child broke his wrist. He was unable to play sports throughout high school because of it. I
sure learned to be more alert.”

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 “Tell Me About A Time When You Questioned
Your Own Abilities.”
The interviewer may want to know if you are the type of person who strives for self-improvement and is
capable of taking responsibility when things appear to be going wrong.

EXAMPLE ANSWER

“As chef at a boarding school, I was responsible for all aspects of food purchases, preparation, serving,
and storage. One week, we had four or five children report to the sick bay with stomach ailments. To my
horror, it turned out they all had eaten a meat sauce for spaghetti and some parents were calling to
complain that the meat sauce must have been bad. I felt simply awful about it, and I wondered if I had
somehow been remiss. Then I checked the temperature and timing at which the meat sauce had been
stored; they were according to standard. I checked how long the meat sauce had been set out in the
cafeteria and what measures were taken to make sure it remained at a temperature sufficient to kill
bacteria for the amount of time it was out there. I went to the dumpster and exhumed all the packaging
of the meat sauce to make sure it had been properly wrapped in the freezer. As far I could see after
investigating, I had not been professionally remiss. I needed to do all of the due diligence necessary to
ensure that what I had done had not led to the children getting sick. At the same time, it was a great
relief when the outbreak of stomach problems was proven to have spread to children who had eaten
the vegetable sauce served at the same time as the meat sauce, and that a couple of teachers came
down with it who had not eaten in the cafeteria at all that day. Of course, I was sorry that anyone was
sick, but it was clear that it was not a professional slip-up on my part when the village doctor diagnosed
the illness as stemming from a virus. Nevertheless, I understand that your organization has an optional
Food Safety Program that I would be very excited to be a part of should I become a member of your
team.”

DO:
 Quality: due diligence
 Multiplier: food safety program
 The interviewee questioned her own abilities, but she also took action to double-check that all
systems in place were viable. She took responsibility for her actions and did an investigation to
make sure she had not contributed to the illness, all the while being objectively ready to admit
fault for the problem.
 In a Positive outcome, she was not actually at fault. This is an ideal answer.

DON’T:
 Don’t shift blame for a situation that made you question yourself.
 Don’t proclaim yourself innocent of all mistakes if you were at all at fault.

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 “Tell Me About A Time When You Had To Be
The Bearer Of Bad Tidings.”
This is another question where the hiring manager is trying to scope out your people skills.

EXAMPLE ANSWER

“As the assistant program manager, the task fell to me to tell one of our contractors that his role in our
project was going to be eliminated. Although budget constraints were a real issue, it was also true that a
lot of his work had to be redone. I knew this contractor well, and I knew that he needed the money and
that the loss of the job would add to his stresses. However, in the interests of the project and the
company, I had to be sympathetic yet firm.”

DO:
 Quality: sympathy
 The hiring manager wants to know how you handle the inevitable ups and downs (with an
emphasis on the downs) of a workplace.
 This is a particularly strong answer because it shows that the interviewer places the good of the
company and its projects over personal considerations and yet is an empathetic person who is
skilled in relationships.

DON’T:
 Don’t recount something that is not job-related or is too extreme: “I had to tell my boss that I
had seen her husband kissing a gorgeous blonde in a street-side café” or “I had to tell a co-
worker that his daughter had called from the municipal jail where she was under arrest on a
driving under the influence charge.”

“Tell Me About An Occasion When You Were Positive

About An Outcome While Others Around You Were
Negative About It.”
The hiring manager wants to know if you are a Positive person even when surrounded by pessimism. In
others words, he or she wants to know if you are brave and forward-looking even in adversity.

EXAMPLE ANSWER

“During the worst year of the economic downturn, one of the grants that our non-profit depends upon
didn’t come through. Other people at our non-profit thought that we were doomed, but I chose to
remain positive throughout the process. They could not see that our work had a future without that one
sizable grant. I already had several new grant proposals in the works with other foundations, and I was

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confident that several of the smaller amounts would come through and that, in total, they would almost
cover the loss of the larger grant. That is exactly what happened.”

DO:
 Quality: positivity
 Everyone likes Positivity, including interviewers. That’s why we have stressed it as one of our
five Ps and an important key point toward scoring during an interview.
 If you can stay Positive when others are nay-saying, you will be a valuable asset wherever you
go, and you will probably achieve more than those who spend all their time saying “No,”
“Impossible,” and “It can’t be done.”
 Everyone loves an optimist, especially one who has good reason to be optimistic or who has
enough foresight to envision a better result.

DON’T:
 Don’t claim a Positive outlook if your outcome or result didn’t reflect the positivity of your
attitude about a situation. It’s great to be Pollyanna, but if your sunny-side-up approach to work
is founded in blindness and naiveté, no one is going to take you seriously.

“Have You Ever Been In A Situation Where You’ve

Found That Working In A Team Was More Successful
Than Working Alone?”

Have you ever been in a situation where you’ve found that working in a team was more successful than
working alone? The interviewer is asking if you are a person who can work as a team and admit when
you need help or if you’re someone who has to go it alone, no matter what the consequences or results.

EXAMPLE ANSWER

“I have been fortunate enough in my career to have worked both alone and in team situations on a
variety of different tasks and projects and I’ve found that there have been many times when being a
member of a team has resulted in much better results than if I’d gone it alone. What I like the most
about teams is each person brings their own perspective and knowledge to the group and there have
been times when someone brings something up that I never would have thought of on my own. In fact,
even during times when I’m working on a task alone, I’ve found it’s helpful to talk to others about what
I’m doing and get their perspective. Sometimes just having that outsiders view makes all the
difference.”

DO:
 Quality: teamwork
 Someone who recognizes the benefits of working with others is a better choice for an employer
than someone who can’t work well with others.

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  If you can find the value of working with others and consulting others who might be able to help
you, you are not only showing that you’re resourceful, but that you’re a team player and a
problem solver.

DON’T:
 Don’t talk about how horrible it is to work with others. Yes, we all have had bad experiences,
but it’s not in your best interest to bring them up right now. What the employer wants to know
is, are you open minded enough to consider others ideas and input?

“How Do You Handle Dealing With A Group Of People That

You Don’t Normally Work With Or Have Authority Over? How
Did You Manage It And Did Your Approach Work?”

How do you handle dealing with a group of people that you don’t normally work with? How did you
manage it and did your approach work? Your interviewer wants to know about your communication
skills and your interpersonal skills.

EXAMPLE ANSWER

“I was helping introduce new software my company had designed to a group of engineers who had
never used the program before. They had been using a competing company’s software for years so I
knew I was going to have to not only overcome their loyalty to the old product but help teach them a
whole new way of doing things. I knew right off the bat this was going to be an uphill battle so I
approached it not from an “Our product is better” standpoint, but from a “We’re here to save you time
so you can get back to doing other things” standpoint. By highlighting the benefits of switching over and
translating the time saved into both money and the ability to be more flexible with their hours, they
were not just more receptive to our product, but actually excited to test it out and see how it really did
stack up with their old way of doing things. The process was far smoother than I had originally
anticipated and I was proud that that was due in part to my communication skills with the engineers at
our first initial meeting. Facing challenges like this help to keep me on my toes and I really enjoy finding
new ways to approach situations like this. I know that your company also does similar educational
product introductions and demonstrations and I’m excited to keep winning over new and different
customers!”

DO:
 Quality: Communication Skills
 Multiplier: Product Information and Demonstrations
 Do talk about how you’ve managed to win over difficult groups of people by being creative or
changing your approach.
 Do emphasize that you enjoy a challenge…but only if you honestly do.
 This person realized they were facing a challenge winning over their new clients but rather than
approach it from the traditional angle, they looked for common ground they knew the clients
would appreciate and came at it that way. Being adaptable is a valuable skill.

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DON’T:
 Don’t talk about how miserable it is to be in a situation like this or how much you hate talking to
new groups.
 Don’t bash groups because you found them challenging.

“How Do You Motivate Other People To Work With

You? Can You Give Examples Of How You Build
Enthusiasm In Others Around You?”
How do you motivate other people to work with you? Can you give examples of how you build
enthusiasm in others around you? The interviewer wants to know how you deal with different
personalities and if you have the ability to get others to work together and cooperate with you.

EXAMPLE ANSWER

“I had been working at BetaBytes for a few months as a team leader and noticed that we had one
member who was incredibly gifted in programming but lacked the social skills to really gel with the
group. On numerous occasions we would hold team meetings and he would sit quietly in the back and
not say very much. However, when we would talk one on one, he would come out of his shell and offer
insights and ideas that really helped to move our tasks along. Rather than forcing him to interact and
make him uncomfortable by calling him out in those meetings, I motivated the rest of the team
members to approach him individually in the same way and draw him out that way. Slowly, over the
course of a few of these one on one meetings, he started warming up to the rest of the team as they
recognized not only his personality quirks but his phenomenal strengths and talents as well. Now when
we have our meetings, he’s an active participant and eager to jump in. “

DO:
 Quality: Motivator
 Do talk about how you’ve managed to inspire others and get them enthusiastic about what
they’re doing.
 Do talk about times you’ve brought diverse groups and difficult individuals together and how
you did it.
 By addressing the reluctant employee on a personal level rather than just seeing him as a cog in
a machine, this person was able to draw out someone who might never have really participated.
Interpersonal skills and diplomacy are key to running a good team and this individual clearly
demonstrates their ability with this answer.

DON’T:
 Don’t talk about how you hate those one or two odd ducks that pop up in every team.
 Don’t tell the interviewer that the best way to deal with difficult people is to just not deal with
them at all.

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 “We’ve All Had To Work With People Who Don’t Like
Us. How Do You Deal With Someone Who Doesn’t
Like You?”
We’ve all had to work with people who don’t like us. How do you deal with someone who doesn’t like
you? The employer wants to know if you’re willing to set aside personal feelings and remain
professional enough to get work done, even when faced with someone who is difficult or doesn’t like
you.

EXAMPLE ANSWER

“The best way I have found to deal with people I don’t like is to treat them with courtesy and respect
and always remain strictly professional. Not everyone is going to like me, but the best I can hope for is a
civil working relationship and the ability to maintain a professional atmosphere and get the job done. I
was working for a production a while back and was in charge of keeping all the departments on a tight
time schedule. One of the people I had to deal with was the costume designer. She was predisposed to
not like me from the moment I walked onto set because I had been hired to replace her friend who had
been fired earlier. Regardless of what I did, she never liked me. Rather than make it personal , I kept
our dealings strictly professional. I was polite with her but firm and made sure that I always worked with
her and tried to make sure that I maintained clear and open communication and made sure that I
answered all her questions. We worked together for six months and in that time she never warmed up
to me, which was fine. We did our jobs professionally and on time and the crew was able to operate
normally. I’ve found throughout my career that there have been a number of times when I’ve had to
work with people that don’t exactly mesh with me perfectly, but I used what I learned with that show to
deal with each new challenge. Although I have had supervisors and bosses since that I did not
necessarily get along with on a personal level, I maintained a professional demeanor and outlook that
made it possible for us to work together. Maintaining my integrity and professionalism is far more
important to me.”

DO:
 Quality: Professionalism
 Do talk about how you dealt with people you’ve had difficulty with.
 Do emphasize that you keep it professional and don’t make it personal.

DON’T:
 Don’t talk about how horrible this person was. Even now, after the fact, keep it professional.
 Don’t indicate that you take things like this personally. “If I’m not loved by everyone I work
with, I can’t do my job!” That mentality just isn’t realistic, no matter who you are.

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 “Tell Me About A Time You Had To Make A Decision You
Knew Was Going To Be Unpopular. Were You Able To Reach
A Compromise Or Bring People Around To Your Way Of
Thinking?”

Tell me about a time you had to make a decision you knew was going to be unpopular. Were you able
to reach a compromise or bring people around to your way of thinking? The hiring manager wants to
know that you’re able to make the tough calls and stick to them but at the same time, be open to the
possibility of compromise.

EXAMPLE ANSWER

“As a manager I was in charge of setting everyone’s schedules. Because it was up to me to make sure
hours were covered, I was often approached by people looking for shift changes, extra hours, or
reduced hours. During the holiday season we’re incredibly busy and I often had to scramble to make
sure that I got shifts covered as people tried to take time off. Rather than face a scheduling nightmare I
made it a policy that requests for time off had to be submitted two months prior to December in
writing. For those that followed the rules, it was a breeze and they were able to get the time they
needed off. For those that ignored the request, I had to be firm and say no, something that was often
difficult but necessary. Although I was firm, I wasn’t impossible and if an employee truly needed the
time off or something came up that had to be dealt with, I made sure to work with them on a case by
case basis to help meet their needs. This policy of firm fairness and reasonable compromise has helped
to make our holidays much smoother. It was a little tough at first, telling people I liked no, but now that
people know what to expect and how to properly request their holiday time off, the entire season has
become much easier to manage and schedule. “

DO:
 Quality: Fair/ability to compromise
 Do talk about how you‘ve navigated potentially difficult and unpopular decisions.
 Do emphasize that your decisions are based on the good of the company, not on playing
favorites.

DON’T:
 Don’t talk about how you were such a hard-ass that people are afraid to talk to you. Making
unpopular decisions that make other employees miserable can sometimes be used as a weapon
or tool. Don’t be that employee!

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 “Do You Consider Yourself To Be Creative? Tell Me
About Something Creative You’ve Done That You’re
Proud Of.”
Do you consider yourself to be creative? Tell me about something creative you’ve done that you’re
proud of. Creativity is a precious commodity within the corporate world and creative individuals are
highly sought after. Use this time to talk about things you’ve done that highlight your talents. And don’t
worry, being creative doesn’t always mean being artistic…finding new and unusual solutions to
problems is also a way to be creative!

EXAMPLE ANSWER

“One of the things I enjoyed the most about working at “Black Frog Technologies” was their enthusiasm
for employee inventions. I spend a lot of time doing very linear work so I always look forward to
opportunities to express my creativity. Every year we would hold a design challenge where our CEO
would present us with a ridiculously silly problem and we would have a month to come up with a
solution, design it, test it and then showcase them at the annual company picnic. Now traditionally the
fridge in the company break room is notorious for containing food and lunches that people have
forgotten. We were constantly dealing with situations where food would spoil and stink up the space.
So one year we were told we had to come up with a way to keep the break room from smelling like
rotted cabbage.
At the time I was working in the development department on a aerosol particulate detector used by
companies that store gas and other flammable materials on site. By taking the designs and tweaking
them, I was able to create a sensor that was sensitive to rising concentrations of methane, the natural
byproduct of rotting organic materials. Through a little creative rigging, I connected the sensor to a toy
pig that I got from my niece. The pig sits on top of the fridge and acts as the alert system. When food
begins to spoil, it triggers the sensor which sends a signal to the pig, causing it to oink. When you hear
the pig, it’s time to clean the fridge. The competition was meant to be silly but the technology I came up
with was actually put to practical use. We’ve started working on a new prototype that works on a large
scale and is specifically designed for produce and grocers to use to alert them to organics that are
getting close to becoming overripe. Food waste is a huge issue in this country and by helping to alert
people to the possibility of spoilage and encouraging them to move the product faster, we’re able to
prevent millions of dollars in losses. I was excited to learn that your company has a similar program with
your Employee Innovation Challenge and I can’t wait to see what sorts of projects we’re allowed to
tackle this year!”

DO:
 Quality: Engineering, creative problem solving
 Multiplier: Company Creativity Challenge
 Do talk about how you’ve been creative and if possible, relate it back to business
 Not only was this employee creative in their solution to a silly challenge, but they managed to
take their idea and expand on it, making it a viable product for the company.

DON’T:

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  Don’t go off the deep end and discuss your creative process if it is anything like the movie “The
Big Lebowski.”
 Don’t shake your head and say “I’m not creative. That’s just not me.” Everyone is
creative…think of something you’ve done in the past or a problem you’ve solved by finding a
new way to get a job done.

“Tell Me About A Time You Had To Think On Your

Feet To Overcome A Sudden Obstacle. How Did You
Cope?”
Tell me about a time you had to think on your feet to overcome a sudden obstacle. How did you cope?
How well do you roll with the punches and come up with solutions to sudden problems? Are you
flexible and able to adapt or are you someone who loses focus when things aren’t perfectly aligned?

EXAMPLE ANSWER

“I was responsible for putting together a massive file for my boss that he needed to take with him to a
potentially lucrative business meeting the next day. Unfortunately I had just had a tragedy in the family
and was trying to get back home to my family two states away at the same time I was putting this
project together. I knew that the success of our company was riding on this file and that I was the only
one who could complete it. My boss allowed me to take it with me and work on it as I was travelling
with the promise that I would have it completed and emailed to him in time for the big presentation.
During my travels I had a long layover in an airport and was using that time to finish the presentation
and had planned on emailing it to him as soon as it was complete. What I didn’t know at the time I was
making these plans was that the airport I was stopping in was in the middle of renovations and their Wi-
Fi had been shut off. When I landed I realized that I had the time to finish the project but no way to
email it and not enough time to leave the airport and find somewhere to access the web. Rather than
panic I looked for a solution at hand. I realized that although I couldn’t access the net from my laptop,
my phone was still working and that I could tether to it and use it as a mobile hotspot. By downloading
an app and creating a quick network right there in the airport terminal, I was able to mail the project to
my boss on time and make it home to my family. The file was delivered and the meeting was a success.”

DO:
 Quality: Problem solver
 Do talk about times you’ve overcome something unexpected
 Do talk about how you stayed calm and solved the problem

DON’T:
 Don’t talk about how you fall apart when things go wrong
 Don’t relate your obstacles to things that are insignificant or ridiculous.

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“Have You Ever Had An Experience Where Your Performance
Was Less Than What You Expected And Or What Your
Supervisor Expected? How Did You Handle That?”

Have you ever had an experience where your performance was less than what you expected and or
what your supervisor expected? How did you handle that? Nobody likes to admit failure but in this
instance, you’re not actually admitting total failure if you can manage to bring it around to a learning
experience or show how it gave you the opportunity to improve in the future.

EXAMPLE ANSWER

“I had just been promoted at work into a new position vacated when my supervisor left unexpectedly.
Because their departure was sudden I wasn’t adequately trained for the job I was now holding.
Although I had a general idea of what was expected, there were things I didn’t realize I was responsible
for. During my first full staff meeting in this new role, it was discovered that I was supposed to have
brought in copies of a report for all the department heads to evaluate. Because of this, we had to
postpone the meeting for a few days while I scrambled to put the materials together, a delay which did
cause us to lose valuable time. I was humiliated and vowed to never be caught unprepared again. As
soon as I could, I set up a meeting with my new supervisor and we discussed everything I was expected
to do and she helped me clearly outline my new role and responsibilities. That experience made me
realize that people need to always be ready to step up and take on new positions which is why I am
really excited about the possibility of working here. Had I been able to participate in a supervisor job
shadowing program like you have here at my old job, I never would have been caught off guard.”

DO:
 Quality: Responsibility
 Multiplier: Supervisor job shadowing program
 Do talk about times you’ve made a mistake but make sure to relate it to a positive outcome
 Do talk about how you used the experience as a learning opportunity and how you’ve grown
because of it

DON’T:
 Don’t talk about a failure that had no learning outcome
 Don’t deny any failures and claim to be perfect. Nobody is actually perfect!

“Pretend You Had Six Months To A Year All To

Yourself To Do Whatever You Wanted And Money
Was No Object. What Would You Do?”
Pretend you had six months to a year all to yourself to do whatever you wanted and money was no
object. What would you do? This type of open ended question is meant to see what sort of a person
you are if you were allowed to dream freely without worrying about a job or work related
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responsibilities. The interviewer wants to see what makes you tick and what your true interests in life
are. This one can be fun to answer, but there’s still an angle you should keep in mind… Regardless of
what you’d really do with the money (Lemur farm in Siberia?!?), keep your answers closer to home and
a little more grounded in reality.

EXAMPLE ANSWER

“First thing I would do is spend time with my family. They’ve been there and really supported me these
past years and I want to be able to give back to them. We’d travel. I’d love to go to Europe and of
course I’d take them to Hawaii as well for a little sun and fun. I’d also like to get more involved. If
money were no object I’d like to be more philanthropic and start a foundation to help bring literacy to
underprivileged children and communities. I’d also like to donate to the Humane Society and sponsor
more space in the shelters for animals that have had to be turned in due to families losing their homes
in the struggling economy. Luckily for me, I don’t have to have a year off or an unlimited budget to do
some of those things. I know that the company participates in a wide variety of outreach and charitable
programs and I’m hoping that I can become involved as well if I am hired.

DO:
 Quality: Philanthropy
 Multiplier: Company participation in outreach and charity
 Do talk about reasonable and realistic dreams
 Do talk about how you want to improve not only yourself but your community as well.
 By mentioning the charities, it shows that this interviewee has a vision that extends beyond
themselves and the immediate concerns they might have for their own comfort and the comfort
of their family. The fact that they are aware of the company’ s involvement in charities and
outreach shows that they have done their research and that their values are in line with the
company’s as well.

DON’T:
 Don’t talk about how you want to be somewhere totally different in 5 years
 Don’t make your goals about somewhere other than the company, even if your plans are
different. They want to hire someone with the idea that they will be retaining them, not
replacing them in just a few years.

“Tell Me About A Time Someone On Your Team Didn’t

Do His Job, How Did You Resolve This Problem?”

Being a team leader means making sure all parts are operating together smoothly. If you have one
employee who is having difficulty or not doing their part, it can throw off the entire team and ultimately
the project. Employers like to know that the people they hire to lead teams can actually lead, and that
means dealing with these situations as they arise.

EXAMPLE ANSWER

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“At my last position I was responsible for several other individuals, one of whom seemed to always be a
step behind the rest of the team and consistently missing deadlines. I him aside and I discovered
through the course of our discussion that he had been promoted from another department but never
given the necessary training for his new position. He was terrified to ask for help because he thought
that if it became known that he lacked this training he would be immediately fired. Instead, he had
been struggling and essentially learning as he went.
Rather than having him fired, I realized what he really needed was a little help. We worked out a
schedule where we could meet up and I could mentor him. By working together and helping him go
over the materials and learn his job, I was able to retain a valuable employee. Now rather than slowing
down the team, he has become an integral member.”

DO:
 Quality: Mentorship
 Taking responsibility for your team members and ensuring they’re all working together is a sign
of a good leader.

DON’T:
 Don’t brag about Machiavellian techniques you have employed in the past.

QUESTIONS TO ASK THE INTERVIEWER

And now we get to one of the most vital (but most often overlooked) parts of the job interview
process…questions to ask your interviewer. If you’ve ever had a job interview, you know that as the
interview draws to a close, the hiring manager inevitably will lean back in her chair and ask you, “So, do
you have any questions for me?”

Do you know what 75% of candidates will do? They’ll pause for a moment, clearly considering whether
or not they have any questions to ask, and then simply reply, “Nope, I think that’s everything.”

The Interview Guys have an expression we like to use to describe a situation like this:

EPIC FAIL

Why? Because anyone who has answered this way has missed one of the best opportunities in the
entire interview to demonstrate that they are the Perfect Candidate for the position. Do you know what
the hiring manager is thinking if you respond as written above?

“Ummmm…reallllly? Next candidate please.”

Why so harsh? First things first, going into an interview without any questions prepared shows right off
the bat that you are average. You haven’t done your homework, you don’t care about going the extra

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mile, and frankly, you just couldn’t be bothered. Having said that, could you blame them for wanting to
see the next candidate?

But it goes deeper than that. Because not only are you taking yourself right out of the running right
away, but you are missing an absolutely ENORMOUS opportunity to “turn the tables” from an
interrogation to a conversation. In other words, you’ve passed on the opportunity to take control of the
interview.

Because just like you tailor your responses to the questions they ask you, you can also tailor your
questions to ask to the company you are interviewing with, maximizing the affect they have on the
hiring manager.

How do you do this? The same way you do for traditional and behavioral questions. Do your research.
Find qualities and multipliers. And infuse them into your questions to ask. Here’s an example of a
question to ask with a Quality and Multiplier infused:

“I know from your “Value Jam” event that you were able to use the innovation of your global intranet
to easily bring your employees together. Are there any other important technologies or innovations
that I will use on a day-to-day basis to achieve my daily goals?”

So now you’ve seen the power of having tailored questions to ask prepared before you go into your
interview. Below we list several more examples of good questions to ask. Make sure you choose the
questions that are most appropriate for the position you are interviewing for. And remember, it’s
always better to tailor them!

1. If I were to start tomorrow, what would be the top priority on my to-do list?

2. What would you say are the top two personality traits someone needs to do this job well?

3. What improvements or changes do you hope the new candidate will bring to this position?

4. I know this company prides itself on X and Y, so what would you say is the most important
aspect of your culture?

5. Is there anything that stands out to you that makes you think I might not be the right fit for
this job?

6. How is the success of your employees measured?

7. Where do you see the company moving in the next five years?

8. "Is There Any Reason Why You Wouldn't Hire Me?"

9. "As an Employee, How Could I Exceed Your Expectations?"

10. "What Excites You About Coming into Work?"

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 11. "What is one of the biggest problems the company faces that someone with my background
could help alleviate?"

12. What qualities do your top performing employees have in common?

13. What would I have to do in order to exceed expectations in the short term, in the next 30-60
days?

OTHER THINGS TO REMEMBER

What questions CAN’T a hiring manager ask in a traditional or other type of interview?

Some questions that come close to or cross the line are:

 How old are you?

 Where were you born?
 What church (synagogue or mosque) do you go to?
 How many children do you have?
 Are you planning on getting married any time soon?
 Are you bi-racial?
 What kind of an accent is that?

If you have been looking for a job, you are probably familiar with most employers’ statements that they
do not discriminate on the basis of age, gender, national origin, color, creed, and etcetera. Any question
that addresses categories of potential discrimination is either pressing the limits or has crossed the line.
An employer also cannot ask about any disabilities you might have unless that disability will specifically
affect your ability to perform the job. There are laws about these things.

Rather than standing up and sweeping out of the room in indignation, though, you might want to
answer such questions with humor and grace, especially if you want the job.

If the interviewer continues to probe, it might be good to start gathering your things and saying, “I’ve
taken up so much of your time, I really must be going since you don’t seem to have any more questions
relevant to my potential job performance. It was a pleasure meeting you. If you have any more
questions relating to my ability to perform the job, I’ll be happy to answer them now or in a follow-up.
Thank you so much. It’s been a pleasure talking to you.”

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PUTTING IT ALL TOGETHER
After going through all of these questions and answers, you should have a much better feel for what to
expect in your interview. More importantly, you should have been able to visualize how to include your
Qualities and Multipliers in your response to really supercharge your answers.

So the moment of truth is here: simply reading these questions and answers and trying to memorize the
responses to use in your interview is not going to get the job done. You need to read the example
answers we have given you and use them as a starting point before you insert your own success stories,
Qualities and Multipliers.

You need to practice. Take out a piece of paper or boot up your word processor and get these answers
down. The more you repeat this step, the more second nature your answers will become and the more
likely you will feel calm and confident in your interview.

We have given you good examples of how to employ the DO’s and DON’T’s in any answer you give, no
matter what kind of job experience you have or have not had. This should help guide you along the way.

And please, PLEASE, remember to prepare some questions to ask. We’ve already talked about the
consequences of not doing this, so at the very least, make sure you accomplish this crucial step.

Above all else, remember our one simple mantra:

It’s not about you, it’s about them!

We wish you every success in your job search and interviews!

Your Friends,

Jeff & Mike

P.S. If you’ve read through this guide and have practiced and prepared the way we have taught you but
are still feeling like you need some more work OR you really would just like the feeling of being
personally coached by the Interview Guys, click the link below. We think you’ll like what we are going to
show you.

Click here to find out more about the Interview Master System
(NOTE: You may need to login to the Members Area and click the “Upgrade to the Interview Master
System” button at the top of the page.)

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