First interview

 Tell Me About Yourself.

 How Would You Describe Yourself?
 Why Should We Hire You?
 What Are Your Strengths?
 What Is Your Greatest Weakness?
 What Motivates You?
 What Makes You Unique?
 Describe Your Current Job Duties.
 What Are Your Career Goals?
 Where Do You See Yourself in 5 Years?
 Why Did You Leave Your Last Job?
 What Is Your Management Style?

More Good Interview Questions With Answers

Those were common questions but not necessarily the only ones you
could potentially hear at the interview. Below, you’ll find some more
typical interview questions with brief explanations on why those are
being asked, plus sample answers that you can use as inspiration.

1. Where Did You Hear About This Position?

While this seems like a very simple question, your answer may come
with extra benefits. The employer wants to know how you found out
about them, and it’s a great way to:
 Show that you know someone in the company if you got a referral
(which means somebody who knows the company well thought
you’d be a great fit).
 Share that you’ve learned about the company through
research (you came prepared and know what you want).
 Express your genuine interest (maybe you’ve been keeping an eye
on the company for a while, which means you’re familiar with their
operations/values/messaging, etc.)
Think along the lines of:
My goal was to work for a top marketing agency, so while I was
doing my research via LinkedIn, I came across the job ad from
OffBrand. I was immediately attracted by your one-of-a-kind
tone of voice and amazing visuals. After looking at your portfolio
and learning about your values, I knew I had to apply.
2. What Prompted You to Apply?
If you feel inclined to say, “I really needed cash,” be sure to fight this
urge. What the employer is looking for is:
 This position aligns with your career goals.
 Your previous experience makes perfect sense for this role.
  The company will clearly benefit from your knowledge and
expertise, etc.
This is why it’s important to do preliminary research into the company
and ensure you’ve studied the job ad carefully. If you know what they’re
looking for, you’ll know how to formulate your response:
This is an opportunity for me to “marry” my love for tech and my
desire to create great products, ultimately. I’ve been working as
a software developer for over 5 years before deciding to
transition into the product owner role. Due to my strong
technical background, I know exactly how to steer the client’s
expectations toward what’s actually doable. The benefits are
two-fold: the customer’s needs are met without burdening the
team with unmanageable tasks.
3. Do You Think You’re Overqualified for This Position?
While the question might seem terrifying, this is a scenario both you and
the recruiter would really like to avoid. According to recruitment
statistics we’ve collected, a whopping 68% of professionals say they are
overqualified for their current positions, which can mean that they are:
 Underpaid for the actual qualifications they possess.
 In a position where they have no room for growth.
 Lacking job satisfaction, and may end up feeling resentful and
burnt out.
For the employing side, hiring someone who’s not a good fit is expensive
and unnecessary, as you’ll be a potential “flight risk” if you stay. So
make sure you ask questions (more on that in chapter 3) to get as many
details about the responsibilities as you can and be honest about what
you think:
I appreciate you asking this. While I know I’m competent in
editing, I have no managerial experience, which is my desired
potential next step. This is why this assistant role makes a lot of
sense: I can also learn a lot while doing it.
4. How Do You Handle Pressure/Stress?
The reason for this common interview question is quite obvious:
many studies prove that stress can significantly decrease an employee's
engagement, performance, and overall job satisfaction. If the job is
deemed high-pressure (and let’s be honest, many jobs today are like
that), the recruiter will want to make sure you’re able to manage that
stress efficiently.
However, it’s also the employer’s responsibility to create reasonable
working conditions, so you can (and should) definitely ask what could
potentially contribute to the level of stress at this position:
I have experienced burnout before, which led me to reassess my
time management and work-life balance approach. Now I’m
confident that I can deal with stress well, noticing the early signs
and tackling them before they have a chance to affect my work.
If I may ask, what would you consider to be the main potential stress
factors for this role?

5. Are You More of a Team Player or an Independent

Individual?
To answer this well, think of the expectations tied to the position. If
you’re applying to be head of the department but say you’re “better off
working on your own,” it may be a red flag. Still, don’t pretend you’re
the “life of the party” when you’d much rather talk to your dog than
other people.
I like working in sync with others—I think the best ideas are born
out of collaboration! However, I can be a self-starter, too. I’m
able to work independently and develop a game plan for myself,
executing it effectively and taking responsibility for its outcome.
6. What Is It That You Particularly Like About This
Company?
Ah, the perfect way to find out whether you came prepared. It’s not a
coincidence that questions like “Why do you want to work here?” are an
interview staple. Recruiters want to make sure you:
 Take this job seriously.
 Did your research.
 Actually like the company.
 Know what you’re signing up for.
Studies have shown that unmet employee expectations result in
decreased loyalty and productivity, leading to high turnover rates. Are
we surprised? Definitely not. So you need to show that you did your part
in figuring out what working for X would be all about:
Glad you asked! While doing my research and applying, I
realized that I was impressed by how smoothly everything was
going. Every detail was thought-through, and every step was a
logical continuation of the previous one. And now that I’ve had
the pleasure of talking to you and your colleagues, I’ve realized
that this is how Chia-Valry actually operates. For a position like
mine that involves a lot of creativity, it’s crucial to know that
there are well-defined processes in place that you can rely on.
Was my impression correct?
 Pro Tip: Don’t be afraid to be proactive! Ask the recruiter for the
particulars of the job—like job responsibilities, workload, etc. This is how
you’ll avoid surprises when stepping into the role. Chapter 3 covers all
that in greater detail.

7. Would You Be Willing to Relocate?

Well, there’s no secret to this one. If you think relocation might be in the
cards for this job, you must thoroughly assess the pros and cons before
making a decision. Remember that you don’t necessarily have to answer
right away! It’s a big commitment, so make sure you ask the hiring
manager about how the company would compensate it, whether they’re
providing help with accommodation, etc.:
It’s definitely something I would consider. I just need to know
the details. Have you successfully relocated other employees?
What was the process like?
8. What Was the Last Book You Read?
Probably one of the all-time pet peeves, this common interview question
is supposed to give the hiring manager insight into your personality. It’s
probably not as popular as it used to be (the question, not your
personality), but think of a book just in case. If it was 50 Shades of
Gray by any chance, maybe choose the one before that. It would be nice
if the piece had some connection to your job, but it’s not a must. Make a
very brief synopsis, and say why you liked it:
I’m a huge fan of modern art, so the last book I read
was Breakfast at Sotheby's. It’spenned by one of the high-
ranking Sotheby’s employers and reveals how art is evaluated,
how the prices are formed, what contributes to the appeal, and
if your child could actually have drawn it (smile). A lot of what’s
in there can actually be translated into marketing, so I was
surprised to find out that I could use the concepts from the book
at work!
Some interview questions might be particularly tricky. Not necessarily
“sell me this pen” tricky, yet they can still catch you off guard. The good
news is, there are ways to get them right:
Join other members in mastering the know-how behind the pre-interview
stage. Use the practice set tailored to your experience level and find out
what to improve. You’ll feel instantly ready to nail your next interview.
GET READY FOR YOUR INTERVIEW

Connect with interview coaches today. You’ll know you did a good job
when you’re done.

9. Did You Ever Have a Major Mishap at Work?

No one’s perfect. But why would you want to throw yourself under the
bus this way? Don’t worry, this interview question is not aimed at finding
faults with you. The recruiter wants to see how you handled the tough
situation or what you’ve learned from the mistake:
I was just transferred to a new project that involved new
responsibilities. I had a bit of impostor syndrome and was afraid
I’d not be able to handle it well enough. Being scared to ask for
help and prove my “lack of competence,” I ended up being
completely burnt out soon and having to delay an important
presentation by almost a week. Even though it didn’t impact the
completion of the project, it made me reconsider my whole
approach to work. I learned to communicate, not let things reach
boiling point, and request assistance when I really need it. It
made me a better professional and a better colleague, and I’m
glad I could learn from this situation.

Pro Tip: The STAR technique is a great way to tackle such questions.

10. Could You Explain the Gap in Your Employment

History?
Employment gaps are nothing to be ashamed of. Whether you took time
off to study, for medical reasons, or just because you needed a breather,
all are ok—just be honest about it. There’s no need to try to conceal
them or invent creative cover-up stories. Just make sure you focus on
the good outcomes—it’s about how well you can explain and justify
those gaps:
Yes, I did have a gap of about 6 months in 2018. Several factors
influenced that decision: I was severely burned out from the
intense work tempo I’d been maintaining for 3 years prior, I had
money saved up, and there was a trip I’d been postponing for
years. I took that trip, and it was a wonderful chance to realign
my goals, re-think my career, and come back with new ideas
and aspirations.
11. Are You Comfortable Working for Someone Who
Knows Less Than You Do?
Ouch! One of those weird interview questions that definitely has a
hidden agenda. How do you answer it elegantly, and what do they want
to figure out about you?
Well, a couple of things:
 How you see yourself.
 How you treat other people.
So, what you shouldn’t say is:
 “Hell no, I’m not coming to work for some inexperienced noob.”
 “Why would my supervisor be inexperienced? Should I supervise
then?”
What you could say is:
I believe that if someone is made a manager, they have the
necessary skills for the job. I’d be glad to learn from them and
share what I know.
12. What Was Your Previous Boss Like?
The first rule of Fight Club? Do not talk about Fight Club. The first rule of
interviews? Do not talk poorly about your former employer, no matter
what.
Some day, this job will become an “ex,” too. And your potential
colleagues would not like to learn that you’ll talk behind their backs
when you leave. Focus on the opportunities you received or what you've
understood along the way:
A manager with a very clear vision and expectations. Even
though my former boss and I didn’t always see eye to eye, I am
forever grateful for all the lessons I learned from him. He was
quite stern, but I learned to be organized, manage my time
better, and take responsibility for my actions. Also, to notice red
flags when taking on a new job and to speak my mind.
13. Why Were You Fired?
This is not the recruiter providing you space for a friendly rant. Be
honest but polite. Remember that if you lie, it’s possible for the hiring
side to contact your old boss to verify. Keep the answer brief and to the
point, explain why it happened and what you did to make sure it never
happens again (unless it was downsizing, etc.):
I was going through a trial period, and within the first month, I
realized the job was not what I was looking for. This affected my
motivation and productivity, but I thought I was not ready to go
through another job search again. Obviously, my results
reflected what I felt, and I was fired soon, they decided not to
extend my contract. While it was quite an unpleasant
experience, I learned about what I really wanted in a job and
that I don’t have to settle.
14. How Come You Have Changed Jobs so Frequently?
You must have had good reasons, so now you have to persuade the
interviewer of the same. Maybe some personal events drove your
decisions, maybe you chose to do freelance work, maybe something
changed within the company, and you went to pursue better
opportunities. In any case, speak about the positive experiences and
skills you’ve acquired along the way and re-aligning with your career
goals:
It was never my intention to change jobs a lot. I loved my job at
Eureka, but unfortunately, they had to relocate their office. I
couldn’t move for personal reasons, so I had to quit. I joined
Restart then but soon realized that I was overqualified for that
job, so together with my boss, we came to the decision it was
better if I moved on to something that matched my expertise.
Not sure what skills to highlight? While the specific skills required can
vary by industry and job role, certain skills are highly valued across
many fields.
We reviewed 11 million resumes generated with our
builder and identified the top 10 most commonly listed
skills:
 Teamwork and Collaboration
 Problem-solving
 Excellent Communication
 Multitasking
 Attention to Detail
 MS Office
 Analytical and Critical Thinking
 Data Entry
 Project Management
  Team Management
15. What Are Your Salary Expectations?
If we’re talking about expectations, this is definitely a question to expect
at the end of your interview. It can certainly be daunting, so we highly
recommend preparing in advance.

Because this is such a common interview question, we’ve made a full

guide on it. Read more: How to Negotiate Salary Offer

Can you prepare for absolutely everything? Probably not. Can you decide
to face whatever’s coming your way with confidence and a touch of
humor? Absolutely. While creative interview questions like “If you were
an animal, what type would you be and why?” could potentially creep in
(this did happen to people we’ve questioned), normally, they’re there
just to see how you react to unexpected situations.

Best Interview Questions for Candidates (to Ask

the Hiring Manager)

By the way, did you know you can (and should) ask questions during
your job interview?
It’s a great way to show your interest in the position and the company,
your knowledge of the processes, and your desire to work at a place that
is a good fit for you.
Take the time to think those questions through before you go into the
interview to avoid losing that opportunity due to stress. Consider the
topics that matter to you, are important for your future professional
development, or are deal-breakers.
Good interview questions to ask at the end of an
interview include:
 What a typical workday/project/workload is like?
 What are the main challenges for this position?
 What is onboarding like?
 Are there any learning opportunities/resources?
 If there are promotion/growth opportunities, what’s a typical
trajectory for this role?
 What are the performance expectations, and how are they
measured/reviewed?
You can also ask those throughout the interview if it makes more sense,
but recruiters usually specifically dedicate some time toward the end.
Those questions are guidelines, so feel free to tailor them to your needs.
Go to our full list of questions to ask the interviewer for more ideas.
 Pro Tip: Remember that the interviewer may be your potential
colleague. So if the situation allows it, you can ask questions to establish
a personal connection, like “What is your favorite aspect of working
here?” or “What’s something you’re particularly proud of/excited
about?”

1. Is there anything from your first interview

you'd like to revisit?

Yeah, that’s an easy one.
Or is it?
It’s okay to say “no”, but you’d do much better to answer in the
affirmative. You’ll show your engagement and interest in the
opportunity.
If there’s nothing in particular you want to revisit, you can still ask the
recruiter to elaborate on something that was mentioned in the first
round of questions, for example:
RIGHT
In our last conversation, Dana from HR mentioned that the company is looking to expand into European mark
Could you tell me more about that? Would it affect this role in any way?
You can also use your response as an opportunity to set the record
straight if you feel like you haven’t answered a question to the best of
your ability during your first interview.

2. How would you describe yourself?

A variation of the classic Tell me about yourself, this question may
seem like an innocent ice-breaker—
But in fact, it’s a way to get an idea of your interpersonal skills and your
suitability for the job.
The best way to answer this question is to:
 Focus on a soft skill that’s highly relevant to the job, e.g.
teamwork, creativity, or problem-solving.
 Give an example of a professional situation in which this quality
came in useful.
Here’s an example:
RIGHT
I’m very organized. My friends and family find my color-coded systems for everything quite amusing, but I’v
found this quality to be a huge advantage in my professional life. At BHH Co., my organizational skills transla
into a 57% increase in systems efficiency, thanks to a task management solution I introduced for the whole tea
See? This way, you can work a professional achievement into your
answer, instead of just giving an answer with no real value:
WRONG
I’m a friendly person who gets on well with others. I like to keep organized, it’s important for me to know wh
WRONG
doing and when.
So, who would you hire, out of those two candidates?

Read more: How to Describe Yourself in a Job Interview: Guide

and Examples

3. Why do you want to work for us?

Also: Why are you interested in this position? and What interests you
about our company?
With this question, the interviewer is gauging your interest in the
position and the company. To you, it may be obvious that if you’re
attending a second interview, you want the job—
But the interviewer can’t be sure how much you really care. Maybe
you’re just going from one interview to the next, hoping something will
stick?
So, here’s how to answer this question:
 Start with what inspires you about the company. Focus on factors
such as its mission, values, goals, market position, or anything
else that makes it unique.
 Mention your skills and experience that can be leveraged in the
context of company growth.
 Say how you can contribute.
“Why do you want to work for us?” answer example:
RIGHT
I’ve been a big fan of your products since 2017, when you released the final version of XYZ Software. Ever si
I’ve been continually impressed with your growth and, in particular, the style and efficiency of your marketing
strategies. It would be an honor to contribute my own social media and PR skills towards broadening your aud
even further, especially at this exciting time. The demo of your new product looks amazing, with incredible
marketing potential.
If you’ve done your research and you genuinely want to work at the
company, you’ll have no trouble coming up with an answer of your own.
And just remember:
You can’t do worse than this person, who said that they wanted to work
at the company because “there are worse companies than you out
there”.

Read more: Interview Questions and Example Answers: Why Do

You Want to Work Here?

4. Why should we hire you?

Also: What makes you the best candidate for this position?
What the interviewer really wants to know here is whether you
understand what the company expects from you—
Plus, they want to know how you can contribute.
So, in your answer, you should highlight that:
 You understand the job through and through
 You have the right skills and experience to excel in this role
 You’d be a great fit with the team
 You can deliver the results the company is after
 You’re enthusiastic about this opportunity
“Why should we hire you?” answer example:
RIGHT
I know you’re looking for an experienced IT manager, and I believe that my resume speaks for itself: I have a
track record of delivering excellent results in this role, including increasing systems efficiency by 20% across
board without straining the company budget. I’m also enthusiastic about finally getting the chance to apply my
systems security skills on a larger scale. Plus, my leadership style fits in with your company values of open
communication and constructive feedback.
Aren’t those all great reasons?

Read more: Why Should We Hire You: How to Answer and Get the
Job

5. Describe your ideal job.

Sorry, but no—
Simply saying “this one!” won’t cut it.
But it’s not far off:
Build your answer around the job for which you are applying.
For instance, let’s say you’re interviewing for a developer position in a
cool tech startup—
“Describe your ideal job” answer example:
RIGHT
I’d love to work for a company that has a modern company culture with a focus on efficient teamwork and ope
communication—for me, a positive work environment is the key to job satisfaction. I’m looking for a job whe
can apply my Python and C++ skills in a creative way to solve usability problems and where I’ll feel confiden
role. At the same time, though, I enjoy overcoming challenges, so I’d like to be given the chance to grow and
enhance my skills even further.
Of course, your answer may vary wildly from this one, but you get the
idea: focus on what’s positive about the company and the job, and
weave that into your answer.

6. Where do you see yourself in 5 years?

Oh shoot!
I left my crystal ball in my car!
Yeah—
Most people don’t like this question, because it’s pretty much impossible
to answer accurately. But keep in mind that the interviewer is not
looking for an accurate answer:
They just want to know that you’re serious about your profession and
that you’re thinking about your career development. No one’s going to
randomly catch up with you in 5 years’ time to say, “Hey, weren’t you
supposed to be a CTO by now?! You told Karen you’d be CTO!”
Another version of this question is What are your career goals? So, in
your answer, refer to the skills you’re looking to develop, things you
want to learn, and progress you want to make. Include long- and short-
term goals, making sure they’re realistic and relevant to the job.
Let’s take a data analyst job as an example:
RIGHT
My aim is to gather enough experience to eventually reach a management position, ideally in the field of busin
development. To this end, I’m actively developing my business analytics skills by learning to apply Salesforce
I’m considering taking an MBA next year.
The details aren’t all that important: what matters is that this person has
a professional goal.

Read more: Where Do You See Yourself in 5 Years: How to

Answer + Examples

7. What kind of work environment do you

prefer?
The purpose of this question is to find out if you’d be a good fit for the
company and whether you’d achieve your full potential in the
environment that it provides.
There’s no “best” answer to this question:
Just be honest. Under what conditions would you most like to work?
If you’re not sure what work environment means in this context, here
are some starting points for your answer. Among other things, work
environments can be:
 Creative or highly structured
 Fast-paced or laid-back
 Quiet or busy
 Collaborative
 Based on a flexible or rigid work schedule
You can let your research on the company guide your response—for
instance, if the company encourages collaborative efforts and this
appeals to you, all the better.
Here’s an example:
RIGHT
I’m at my best when working in a collaborative environment, with regular brainstorming sessions and the chan
RIGHT
share ideas and techniques—I learn a lot by comparing notes and observing more experienced colleagues.
There is such a thing as being too honest, though:
WRONG
I prefer environments where I can get on with my job without someone looking over my shoulder, I find it
frustrating when other people judge me or my work.
…most of us don’t like being evaluated or judged—but, for obvious
reasons, this doesn’t mean it’s an acceptable answer during a job
interview.

8. What are the first three things you would do if

you were hired?

Ouch.
This is a tough one, and the best response will completely depend on
your circumstances.
To help you find the right answer, let’s examine the reason behind this
question. What the interviewer wants to know is:
 How well you understand the role, including the responsibilities
and capabilities that come with it
 That you’re proactive, creative, and action-oriented
 Whether you’re likely to implement major (or unnecessary)
changes that could bring negative results (especially true for
managerial positions)
Here’s an example for an IT support job:
RIGHT
I’d start by getting acquainted with the team to ensure they’re comfortable reaching out to me with any IT issu
they might come across. Since your issue reporting is spread across several platforms, I’d set up a master datab
which would later help me identify and solve commonly occurring errors. At the same time, I’d run a full anal
the systems that are already in place to identify potential inefficiencies or pain points.
See? With an answer like this, you’ll come across as a proactive,
problem-solving team player with a good understanding of the company
and the role.

9. What qualities do you look for in your

coworkers?
This one’s designed to measure whether you’re a good fit for the
existing team. Here’s where your in-depth research will come in handy.
How to answer:
Answer honestly, but refer to company values and communication style
to tweak your response.
For the vast majority of jobs, though, this example would work just fine:
RIGHT
I enjoy working with people who are as supportive, communicative, and open as I am, willing to give and receive
constructive feedback. Honesty and reliability are equally important to me, as these qualities form the foundation of
a positive, productive work environment.

10. What motivates you to perform at your

best?
Again, this second interview question measures whether you’re a good
match for the company culture.
How to answer “What motivates you?”:
The answer will be highly individual, but you could structure your
response around any of the following:
 Your strengths, passion, and talent
 Meeting (or exceeding) targets
 Learning new skills
 Working as part of a successful team
 Overcoming challenges and solving problems
 Receiving positive encouragement
 A personal backstory
“What motivates you?” answer example:
RIGHT
I find it immensely satisfying to see a project come together as expected. Hitting deadlines and completing
milestones gives me a boost of energy and makes it much easier to tackle any problems or challenges that aris
the process.
It should go without saying, but just in case—
Don’t mention money, perks, or incentives. Focus on whatever
constitutes success in your field, and you’ll be fine!

Read more: What Motivates You? Sample Interview Question

Answers for Different Jobs

11. At previous jobs, what have you done to

help your colleagues meet their goals?

In other words: are you a team player?
If you’ve worked in a team environment before, you’re bound to come
up with an example or two!
Here’s what to keep in mind when answering this question:
 Give a bit of context—an answer that’s too brief will draw more
questions and/or seem inauthentic.
 Focus on the question—talk about a time when professional goals
were involved, not just a situation when you helped a colleague
with something vague.
 Don’t overdo it—recruiters want their team players to help each
other out, but not to the point of doing other people’s jobs for
them.
Here’s an example:
RIGHT
At BHH Co., while we were working on a high-value, time-sensitive project, one of my colleagues was having some
personal problems which made it difficult for him to manage his end of the workload. I helped him prioritize his
tasks and schedule his work, using time management techniques I’d picked up at my previous job. Since my own
milestones were dependent on his completion rate, I also reorganized my own workload. As a result, we completed
the project on time with 100% customer satisfaction and just 3 hours of overtime.
Way to facilitate efficiency! Conversely, avoid generic answers like this:
WRONG
I covered my colleague’s shifts while he resolved his personal problems, taking over his workload in addition to my
own.

12. Do you prefer to work alone, or as part of a

team?
Spoiler alert:
The correct answer is both.
Say you like working alone, and you’ll come across as difficult to work
with. Say you prefer teamwork, and you risk suggesting you can’t work
independently.
To be safe, cover both bases:
RIGHT
I enjoy both independent work and being part of a team. Effective teamwork can be incredibly productive,
benefitting from brainstorming, sharing ideas, and mutual feedback and support. Still, as my experience at BHH Co.
shows, I can also manage my time effectively when working on my own—I was solely responsible for delivering
projects and exceeded my goals by at least 10% every quarter.

13. Have you ever faced a significant challenge

in a previous job?
Yes, you have.
Even though this seems like a yes-or-no question, the interviewer is
really looking for a longer answer—
Ideally, one that shows your problem-solving skills, persistence, creative
thinking, and adaptability.
When answering, make sure to include:
 A brief outline of the context in which you came across a challenge
 Why this challenge was an issue
 How you overcame it
For example:
RIGHT
I was overseeing a high-value software project at BHH Co., we were building a mobile app that would bring in
revenue in the form of subscription fees. Unfortunately, about halfway through the development process, one of the
investors pulled their funds, leaving us with not enough budget to finish the app. Rather than wasting the 6 months
and $30,000 already invested into the project, I restructured the remaining budget and focused the team’s efforts on
producing an MVP version. I also funneled more funds into marketing to make sure the app was well-advertised.
Over the course of another 6 months, the MVP made enough money to allow us to finish the project and eventually
release the full version, which received 97% positive reviews and provided a 280% ROI.

14. Have you ever made a mistake at work?

Eek!
Professional mistakes are likely to be one of the last things you want to
talk about to prospective employers.
Don’t worry—
We all make mistakes. What the recruiter wants to know is whether you
learn from yours and/or how you work to rectify them.
The best way to answer this second interview question is to focus on
how you fixed your mistake—not on the mistake itself.
For example:
RIGHT
As a sales rep at BHH Co., I forgot to make a call with an offer to a potential high-value customer. I called as soon
as I realized, but by then, they’d already chosen a different supplier. I let management know what had happened and
suggested I could call the customer again with an apology and a discounted offer. The customer eventually took our
offer at a 5% discount. To avoid making the same mistake again, I started using task management software, which I
still use every day.
See? 90% of this answer is about looking for solutions. Unlike this one:
WRONG
One time, I forgot to make a call to an important customer. I called them a day late, but by then they didn’t want our
offer anymore.

15. Have you ever received negative feedback

on your performance?
This question is more about gauging your response to feedback rather
than judging your performance. Most companies prefer their employees
to be able to handle constructive criticism and adapt their work
accordingly.
When you answer this question, make sure to show that you took the
feedback seriously and made appropriate corrections or adjustments
going forward. Mention what you’ve learned from the experience and
avoid appearing defensive—professional feedback is a learning
opportunity, not a personal attack.
 Here’s an example:
RIGHT
While I was working as a hostess at Faux nom, my manager pointed out that I wasn’t smiling enough when
interacting with customers. I hadn’t considered that I might look unfriendly with a neutral expression, but following
her comments, I started paying more attention to it. Immediately, customers started leaving more positive feedback
about me, plus my tips went up considerably, proving that they were satisfied with the service. Since then, I’ve
incorporated a professional smile into my service routine.
See how this example turns a negative into a positive? However, avoid
answers like this:
WRONG
While I was working as a hostess at Faux nom, my manager pointed out that I looked angry when serving customers.
But none of the customers ever said that I seemed unfriendly, plus my customer service feedback was fine.

15+ More Second Interview Questions

Alongside the common second interview questions listed above, you
should also expect questions specific to your profession, role, or
individual circumstances.
So, here are other typical second interview questions:
16. Why do you want to change your job?
17. What's the most important thing you learned at any of your
previous jobs?
18. Is there anything you find frustrating about your job?
19. What's your biggest professional accomplishment?
20. Which of your previous jobs did you enjoy the most?
21. What was the most important project you worked on in your
last job?
22. What is your greatest weakness?
23. What is your biggest strength?
24. How do you organize your work?
25. How do you prioritize your tasks?
26. Have you ever failed to meet a deadline?
27. Have you ever worked on a project that changed halfway
through?
28. What do you think your biggest contributions will be in this
role?
29. What do you do when you can't seem to solve a problem at
work?
30. How do you think you'd deal with the workload that comes
with this position?
31. Is there anything about our company that could be
improved?
32. What is your management style?
33. Which management style do you prefer?
34. Have you ever worked as part of a difficult team?
When responding to these and similar questions, remember to give just
enough context and to focus on solutions rather than problems. It’s also
worth learning the STAR method for answering behavioral questions.

Read more: How to Answer Interview Questions Using the STAR

Technique

How to Prepare for Your Second Job Interview

Here are the most important tips to keep in mind when getting
ready for your second interview:

1. Research the company in depth

By this point, you’re bound to know what the company does and how it
makes its profits. That’s a good start—
But it’s definitely not enough. To give yourself the best chance of acing
your second interview, you need to understand the company through
and through, complete with their values, goals, company culture, current
status, and plans for the future.
All of this information will be useful in guiding your answers to second
interview questions. You can conduct your research online, but don’t
limit yourself to the company website:
Read reviews, see what the press is saying about the company, consider
its communication style and branding to draw your own conclusions
about company culture and values. Glassdoor reviews can also prove
very informative.

2. Make sure you know who you’ll be talking to

The stages of the recruitment process vary between companies—
Your second interview could be with a senior HR representative, a
member of the team you’d be joining, a line manager, the CEO, or
someone else altogether: it all depends on the role and the company
procedures.
So, before you head out to your second interview, make sure you know
at least the names and roles of the people you’ll be talking to. If you
don’t know, it’s perfectly okay to ask the HR rep who contacted you
about the interview.
While you’re at it, check whether it’s a one-on-one or panel interview, so
that you know what to expect. You don’t want to be taken by surprise!

3. Check that you fully understand the role and

responsibilities
Nothing can destroy your chances of getting hired more completely than
misunderstanding the role.
Sure—
Your second interview is also a chance for you to find out more about
your future responsibilities, but you need to go in with a solid idea of
what you’ll be doing and what’s expected of you in this role.
So—review the job ad and if there’s anything you don’t understand,
contact the HR rep or make it one of your first questions during your
second interview.
If you’re an entry-level or career-change candidate with no experience in
the role, you could also boost your understanding of the role with an
informational interview. This involves contacting a person who already
works in a similar job and talking to them about their work life.

Find out more: Informational Interviews: How to Prepare & 15+

Best Questions to Ask

4. Prepare answers to common second interview

questions
This is why you’re here: to find out what questions to expect, so you can
prepare accordingly.
Good on you!
By now, you should have a good idea of what questions to expect and
how best to answer them. Here’s an extra piece of advice:
“Preparing” does not equal “memorizing”.
Unless you’re a superb actor, learning your answers by heart is not a
good idea. You’ll worry too much about remembering your script, and
you’ll risk being taken by surprise if the recruiter asks you a question
you hadn’t foreseen. Plus, you might come across as stiff and anxious.

5. Dress appropriately
Duh!
Of course, you already know that you need to dress professionally if you
want to be taken seriously at a job interview. But do you know just how
important it is?
In fact, statistics show that for as many as 65% of recruiters (!), clothes
can be the deciding factor between two similar candidates.
So, make sure you know exactly what to wear to your interview—

This guide will help you decide: The Interview Dress Code: What to
Wear to a Job Interview

6. Practice some confidence-boosting techniques

Don’t worry—
It’s perfectly normal to feel stressed before and during your second job
interview. After all, there’s a lot riding on those few quarters of an hour,
and even more on how you conduct yourself.
But here’s the thing—
While interview anxiety doesn’t necessarily translate into poor
performance if hired, you still can’t afford to show just how stressed you
are. This is especially true for jobs where one of the key skills is stress
management.
The solution? Use your body language, non-verbal cues, and tone of
voice to project confidence. Plus, if you do your research and fully
prepare for the interview, you should feel more at ease anyway!

Read more: 50+ Expert Interview Tips Guaranteed to Help You

Get Hired

7. Make a note of questions to ask the interviewer

An important job interview can sometimes feel like an interrogation, or
like facing the firing squad. In fact, it should be more of a conversation:
It’s not just there for the recruiter to decide if they want to hire you, but
also for you to figure out if you really want the job. So, make sure you go
in with a few questions for the interviewer. It will prove you’re proactive,
inquisitive, and passionate about the opportunity—plus, it’ll help you feel
more in control.

Read more: 65+ Best Questions to Ask the Recruiter During a Job
Interview

That’s all!

1. Tell me about a goal you were unstoppable pursuing

Remember—
The idea behind CBBI (competency-based behavioral interviewing )
questions. is to focus on actual behavior rather than what-if scenarios.
The candidates who’re truly committed should have no problems
recalling a past situation.
“In fact, some candidates not only tell you about their goals but take you
through the entire process step-by-step,” claims Sosnowski.
As a recruiter, you have a perfect opportunity to ask some follow-up
questions, such as:
 How did you feel then?
 Did you ask someone for help?
 Did you experiment with the solution?
 What happened next?
In fact, the possibilities are endless. And most importantly—
There’s no single best answer. Everything depends on what it is that
you’re looking for in the candidate.
Plus—
The way candidates deliver their answers counts as well.
Are they excited? Does their excitement show through in their body
language?
All these little things count!

2. The strangest moment when you found a solution to a

work-related problem?
How does this question measure commitment?
Simple.
It shows the candidate keeps analyzing their challenges and doesn’t put
them on a shelf.
Some of the best answers?
 In the shower.
 When walking my dog.
 I literally dreamed up the solution.
Now, let’s move on to Pete’s favorite interview questions to measure the
candidate’s passion:

3. Tell me about a time you failed

Everybody fails.
Sometimes.
If the candidate hasn't failed yet or tells you they've been successful all
the time—
Something's not right.
Maybe they're not being honest with you. Maybe their knowledge is just
too superficial?
Maybe, after all, they aren't passionate enough to have had an
opportunity to taste failure yet?
Plus—
It’s vital how the candidate perceives their failure.
Do they see it in terms of a dead-end alley? Or is this a learning
opportunity for them?
Only those truly passionate will find sufficient motivation to draw
conclusions from their failures and soldier on.
The question itself may take on different forms:
Ryan Moore, Director of Client Management at Peak Sales Recruiting,
frames it like this:
Describe a time when you did not hit your targets or achieve a
set goal?
The idea behind the question itself remains the same, though.
Moore explains:
“This question exposes the candidates work experience, particularly
things they might not want to share and allows me to observe how they
react to a direct question revolving around their past failures. I’m looking
to see that they’re comfortable owning up to their performance or if they
blame external circumstances, and whether or not they can counter with
steps they took to improve their results or any subsequent successes
that made up for it.”
Here’s another question Pete Sosnowski likes asking:

4. What are you exceptional at?

“If the candidate tells you they’re great at Jenga—
That’s pretty cool.
But totally irrelevant in the context of a job interview.
The best answers should naturally gravitate toward professionally-
relevant subject areas.
After all, it’s a job interview,” Sosnowski sums up.
If the candidate isn’t sure what the question is really about, they can
always ask you whether they should focus on their spare time activities
or professional life.
As you’re listening to the answer, you can ask a bunch of follow-up
questions about the candidate’s favorite sources of knowledge, modes of
learning, etc.
The rule of thumb is to be as specific as you can get.
And finally—
Pete’s interview questions to gauge the candidate’s transparency:

5. Tell me about a time when you received negative

feedback. How did you react? What happened next?
It’s one of the toughest interview questions—
But the answer will show you how open the candidate can be with you
about a negative situation.
Plus—
You’ll learn about the candidate’s reaction to criticism and how they use
and build their knowledge to avoid failure in the future.

6. Tell me about a situation in your professional life when

you were treated unfairly. What did you do?
Again—
The candidate’s answer will show you how transparent the candidate is,
and give you some invaluable insight into their understanding what’s fair
and what’s not.

7. Tell me about a time when you gave someone negative

feedback
“Apart from being yet another transparency-themed question, the
answer to this one will demonstrate whether or not the candidate has
the courage to give negative feedback to another person,” Sosnowski
explains.
We asked Pete a couple of follow-up questions.
Do you find situational interview questions along the lines of "What
would you do if ..." not effective enough?
Pete Sosnowski: No. It's just a matter of focus. The CBBI technique is
all about evidence. And that’s what interests me the most. This is how I
assess the candidate’s skills and dedication. Questions about
hypothetical situations are good if you want to probe the candidate's
critical thinking, or problem-solving skills.
How do you test the candidate's technical expertise in an interview?
Pete Sosnowski: Job interviews are just a part of the entire recruitment
process. The candidates who get invited to this stage were successful in
solving a technical task beforehand. Obviously, this doesn't mean the
interview must be entirely devoid of technical questions, no. But if
you’re willing to ask very specific technical questions, it's best to have
the hiring manager next to you and hand over such interview questions
to them.
And finally—
How can you tell if the candidate isn’t lying?
Pete Sosnowski: By asking more and more detailed questions. As a
recruiter, you expect a certain level of specificity. After all, you're
looking for evidence. If the answers are becoming too general, you have
a right to suspect something's not right. Plus, you can always ask the
candidate for references. If you’re having any doubts, the best way to
dispel them is to compare the candidate's version against that from an
independent source.
It goes without saying—
Past performance is one of the best predictors of the candidate’s
success.
It’s no wonder the CBBI approach is highly popular among business
owners and CEOs.
“I'm a small business owner who's continually hiring,” says Ryan Knoll
of Tidy Casa. “Bringing on great people is key to our growth so we've
had to learn the hard way what about what works. Last month alone the
business did over 60 interviews.”
Ryan says it’s imperative for him to ask questions that “get to the
bottom of who a candidate is.”
Over the years he realized that sometimes it all boils down to asking one
good question, such as:

8. What's your favorite project you've worked on

personally or at work?
“This question applies to many different fields. Everything from design,
computer programming, to human resources,” Knoll says.
“After asking this, it will be evident in the candidate's tone of voice and
body language if they’re genuinely passionate about a subject. The
perfect candidate going for the programmer position will talk about how
they program computer games on the weekends. The graphic design will
speak about the children's book they're creating. The human resources
executive will talk about the time they spend playing therapist to
friends,” he explains.
A genuine passion and dedication are what makes the hiring process so
much easier.
“Any individual working in an area they’re passionate about will work
harder and bring better insights to problems because they care,” Knoll
sums up.
Other business owners chime in:
Here’s one of the favorite questions Jeff Rizzo, Founder & CEO of The
Slumber Yard, likes to ask:

9. What achievement are you most proud of?

“We are open to all answers. The real reason we ask this is to get a
sense for the values of the candidate. We want to make sure that
they've completed a meaningful project that took a lot of time and
effort,” Rizzo reveals.
The CBBI questions are invaluable when you want to fact-check the
candidate’s resume and you’re looking for hard evidence of their skills
and competencies.
The best answers follow the STAR model, and this is exactly what you
should be looking out for as a recruiter.
Timothy Wiedman, a former hiring manager at two different Fortune-
ranked companies and Associate Professor of Management & Human
Resources at Doane University sums it up:
“As a general proposition, organizations seek people who can help them
grow stronger. Thus, they want folks who will solve problems, not create
them. So, as much as possible, I looked for applicants who discussed the
relevant transferable skills and related work experience that they could
bring to a particular job, a work team, and the overall organization.”
He adds: “I always expected the whole truth: folks who over-embellished
important facts were routinely ‘discovered’ down the line since my
organizations (like most, these days) did thorough reference checks and
background investigations!”
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More Good Interview Questions to Ask Potential

Employees
Here’s the thing—
CBBI questions aren’t the only good questions to ask at an interview.
There are many others a recruiter can ask to probe the candidate’s
motivation, industry knowledge, skills, or determine if the applicant fits
the company culture.
Here’s a look at a some of them:

10. Tell me what you know about the position and what
we do as a company
Slumber Yard’s Jeff Rizzo says this question is “the easiest way to weed
out candidates that aren't serious.”
If the candidate fails to offer a succinct and confident answer, their
chances of getting hired fall dramatically.
“I've actually had a few qualified candidates admit to not knowing what
we do. They were simply applying to jobs en mass,” Rizzo concludes.

11. What do you need to be successful?

Ryan Moore, Director of Client Management at Peak Sales
Recruiting explains:
“This question requires the candidate to respond with their own
questions to provide a structured answer, and I pay close attention to
what they ask.
This uncovers their expectations, critical thinking skills, and to what
extent their previous experience can be directly applied to the
opportunity at hand.”

12. What is your biggest regret and why?

Initially, you may be tempted to think it's one of the CBBI type of
questions—
But it’s not.
Why?
Because the answers can be about the things that didn't take place.
So, what's the point of asking this?
Jordan Wan, Founder and CEO of CloserIQ explains:
“When hiring managers ask this question, they're looking for two things:
1. They want to see candidates give an honest response, and
2. They want to see how candidates overcame this regret.
This is an opportunity for candidates to explain something missing in
their resume or something that might look bad in their career. For
example, if they had a low GPA in college, this would be a great
opportunity to explain how they regret not taking their coursework as
seriously as they should have, and how they had to make up for it by
working extra hard at a job or internship. This shows the hiring manager
that they're honest and it can also clear any doubts about red flags in
their resume.”
If you want to see how the candidate behaves in an uncomfortable
setting when they need to think on their feet, the next question is
something you might want to give a shot to:

13. I'm not sure if you're the perfect fit for this role. I'm
curious to hear why you think you'd be a great candidate.
“This is a great question because it's an objection,” Jordan Wan says.
“Hiring managers want to see how candidates handle objections like
they would from a potential client, business partner, or from a co-worker
with a contrarian opinion.
It's also a way for hiring managers to see if the candidates have done
their homework on the company and their depth of understanding for
what it would take to be successful in this role.”

14. What was your last good deed?

This is another one from Jeff Rizzo, Founder & CEO of The Slumber Yard.
“We want to see if they can recall anything selfless they've done
recently. Unfortunately, we have a lot of people reply I can't think of
something right now. Obviously, that's not what we want to hear.
I've had a recent college grad tell me (in a joking manner) that they
recently bought beer for high school students at a liquor store.
The interview was casual, but apparently, the candidate got so nervous
that they started resorting to the so-called humor. While I got a laugh
out of the situation, this was one of several red flags in the interview
process with this candidate.”

15. What is something about yourself that you are

currently working on improving?
This kind of question is a non-intrusive way of getting to know the
candidates’ weaknesses.
It’s much subtler than asking “Tell me why we should NOT hire you,” and
in tandem with another question:
What do you foresee as being your biggest challenge in this
position?
Can tell you quite a lot about the candidate.
Nate Masterson, HR Manager for Maple Holistics explains:
“When asking these questions, you might get some cliché answers like “I
can sometimes be too much of a perfectionist’ or ‘I sometimes get too
passionate about my work.’ However, what makes for a great answer is
something that is genuine and specific to the person.
For example: trying to work on being firmer with colleagues.
Bad answers include things that simply reflect a poor work ethic, such as
the candidate saying that they are bad with time management or that
they don’t interact well with customers.”

16. Why are manholes round and not rectangular or

square?
Yes, it’s a trick question.
But—
There’s a method in this madness.
Here’s an explanation from Jeff Rizzo, Founder & CEO at The Slumber
Yard:
“This is a thought-provoking question, but the correct answer is that
manholes are round so that the lid cannot slip back into the hole
because it's a perfect circle.
We find that this remarkably simple question can really tell you a lot
about someone's thought process. We prefer it over math questions or
riddles because it has more to do with common sense, which we hold in
high regard.
The most common response we get is ‘I'm not sure.’ We've had a few
people answer the question correctly, but most people can't stop and
think for a second about what practical reason there would be for the
universal shape of a manhole.
We've had an individual reply to us that he thought that this was a ‘fit’
interview and wasn't prepared for technical questions. Of all the wrong
answers, that's perhaps the worst. I personally didn't even know what to
say back. It was almost as if the candidate thought he was going to lead
the interview.”

Advice for Recruitment Rookies from

Recruitment Veterans
Here’s a little bonus, which might come in handy if you’re at the
beginning of your adventure with recruiting talent.
This might help you set your recruitment priorities, build your own set of
questions, or at least offer some food for thought.
“For recruiting newbies I recommend to hire for character and
personality and not just for skills and experience the candidates claim
they have. Would you hire a cat to fetch sticks out of a pond if they had
8 years experience and a masters degree in stick fetching or would you
hire a Labrador Retriever?” Dave Munson, owner and CEO of Saddleback
Leather
“Newbies need to dig into the terminology of the positions they are
recruiting for and write down everything during the interview. Modern
recruiters must have a strong desire to learn; Google is your best
friend.” Nevena Sofranic, CEO at Omnes Group
“The best advice I would share with recruitment newbies is to really
understand the industry you're recruiting for from both the perspective
of the candidate, but also the employer. If you understand what’s going
on in the business environment, you can ask the right questions and
stay on top of trends, which adds a lot of value for everyone involved.
This is what takes recruiting beyond matching a candidate to an
employer, and effectively elevates the profession to strategic consulting,
and can result in higher satisfaction and lower attrition.” Ryan Moore,
Director of Client Management at Peak Sales Recruiting
“A crucial piece of advice for any individual new to recruitment is to let
the candidate do the talking and listen. If you’re not satisfied with an
answer from a candidate, using pauses and silence is often a good way
to draw out more information.” Lars Herrem, Group Executive Director
at Nigel Wright Group
“Don’t be afraid to ask the tough questions, when you’re afraid to ask
the question: just ask, and then be quiet and wait for the answer on the
other end of the phone.” David Armendariz, General Manager of the IT
Practice Group for Lucas Group
“Advice for recruitment newbies is to always be prepared for the
unexpected. Always have a list of questions ready, but also go with the
flow and be ready to think on your feet as you get to know the candidate
better and more questions arise.” Nate Masterson, HR Manager
for Maple Holistics