27 Most

Common Job
Interview
Questions
and
AnswersWant to
know (or use) some
of the most common
interview questions
and answers? Here's
a comprehensive list,
along with some of
the best answers.
While some job interviewers take a fairly
unusual approach to interview questions,
most job interviews involve an exchange of
common interview questions and answers
(including some of the most often-asked
behavioral interview questions). Here are
some of the most common interview
questions, along with the best way to
answer them.
1. "Tell me a little about
yourself."
Answer
I´m a physician from Bolivariana University , I
have postgraduate studios in Social Security
management , experience for about 30 years in
the health industry. I have a mix profiles among
management fields, administrative and
assistant duties, and commercial achievements.
I´ve have oriented in reaching big budgets,
accomplish strategic goals .
I´ve developed fortress relating administrative
and assistant fields inside health organizations ,
letting for the companies a path of progress ,
well enterprise running and stable financial
stability .
Also I have skills in data and environment sector
analysis , leading practical managements
decisions looking for strategic deployments like
a big commitment.
I show up good personal and professional
reputation as a practical negotiator in the
industry.

Soy Médico de la Universidad Pontificia Bolivariana, con especialización en Gerencia de

Seguridad Social en Salud de la Universidad CES, con más de 30 años de experiencia
mixta en el sector salud, en las áreas gerenciales, administrativas, asistenciales y
comerciales, con una alta orientación al logro, cumplimiento de objetivos y cumplimiento
de altos presupuestos de venta; con facilidades para interrelacionar las áreas
asistenciales y administrativas de la organización, permitiendo así el desarrollo, montaje y
funcionamientos de proyectos y programas que permitan la sostenibilidad financiera de la
institución. Así mismo con habilidades para el análisis de datos y cifras, y hacer las
proyecciones de crecimiento, desarrollo de estrategias y modelos de negocio. Gozo de
una buena reputación en el medio como persona, como profesional y negociador.

If you're the interviewer, there's a lot you

should already know: The candidate's
resume and cover letter should tell you
plenty, and LinkedIn and Twitter and
Facebook and Google can tell you more.

The goal of an interview is to determine

whether the candidate will be outstanding
in the job, and that means evaluating the
skills and attitude required for that job.
Does she need to be an empathetic leader?
Ask about that. Does she need to take your
company public? Ask about that.
If you're the candidate, talk about why you
took certain jobs. Explain why you left.
Explain why you chose a certain school.
Share why you decided to go to grad
school. Discuss why you took a year off to
backpack through Europe, and what you
got out of the experience.
When you answer this question, connect
the dots on your resume so the interviewer
understands not just what you've done, but
also why.
2. "What are your biggest
weaknesses?"
My biggest weakness may be is over planned
some new projects trying to assure its future ,
but that’s because a I need to be sure that we
have good prospects about the project itself,
avoiding a waste of resources .
Generally I prefer trying to do the projects
getting a small batch at a time , likes one step
after another.

Mi principal debilidad es tratar de planear

mucho los nuevos proyectos , para evitar el
desperdicio de recursos , tratando de
asegurarme un mejor prospecto de lo que se va
a hacer . En general trato de trabajar los
proyectos por lotes o fracciones del proyecto.,
un paso a la vex y probar que funciona bien
para seguir ,

Every candidate knows how to answer this

question: Just pick a theoretical weakness
and magically transform that flaw into a
strength in disguise!
For example: "My biggest weakness is
getting so absorbed in my work that I lose
all track of time. Every day I look up and
realize everyone has gone home! I know I
should be more aware of the clock, but
when I love what I'm doing I just can't think
of anything else."
So your "biggest weakness" is that you'll
put in more hours than everyone else?
Great.
A better approach is to choose an actual
weakness, but one you're working to
improve. Share what you're doing to
overcome that weakness. No one is perfect,
but showing you're willing to honestly self-
assess and then seek ways to improve
comes pretty darned close.
3. "What are your biggest
strengths?"
My biggest strengths consiste are positive
thoughts about the future , about expansion
plans , planning company stability including my
own company , the family . I believe strongly in
a social role , a professional role that’s
transforms lives, companies , human beings
and the entire country.
As a disciplined person, I always do the most
than I can , because I enjoyed very much how
an idea becomes a reality , a good project get
results and live so long .

Mis principales fortalezas son tener

pensamientos positivos acerca del futuro,
acerca de expandir los planes , de planear la
estabilidad de las compañias , incluyendo mi
propia empresa la familia.Creo fuertemente en
un rol social y progesional que transforme vidas
,compañias , seres humanos y un pais entero.
Como una persona disciplinada siempre hago lo
mas que puedo , por que disfruto cuando una
idea se vuelve realidad y un buen proyecto
consigue resultados y permanece mucho
tiempo.

I'm not sure why interviewers ask this

question; your resume and experience
should make your strengths readily
apparent.
Even so, if you're asked, provide a sharp,
on-point answer. Be clear and precise. If
you're a great problem solver, don't just
say that: Provide a few examples, pertinent
to the opening, that prove you're a great
problem solver. If you're an emotionally
intelligent leader, don't just say that:
Provide a few examples that prove you
know how to answer the unasked question.
In short, don't just claim to have certain
attributes -- prove you have those
attributes.
4. "Where do you see
yourself in five years?"
In five years I will have accomplished a real
challenge in my career , getting a better
company that I work for , a real satisfaction for
the achievements, a great stability for my
company and for my family . I know there are
economical and social challenges that we face
up , specially in a postpandemic period , but
that’s life , never boring .

En cico años habre logrado un reto real en mi

carrera , consiguiendo una mejor compañía para
la que trabajo, verdadera satisfaccion de los
logros , gran estabilidad para mi compañía y
para mi familia . Se de los retos economicos y
sociales que encararemos , especialmente en
una era postpandemica , pero esa es la vida ,
nunca aburridora.

Answers to this question go one of two

basic ways. Candidates try to show their
incredible ambition (because that's what
they think you want) by providing an
extremely optimistic answer: "I want your
job!" Or they try to show their humility
(because that's what they think you want)
by providing a meek, self-deprecating
answer: "There are so many talented
people here. I just want to do a great job
and see where my talents take me."
In either case you learn nothing, other than
possibly how well candidates can sell
themselves.
For interviewers, here's a better question:
"What business would you love to start?"
That question applies to any organization,
because every employee at every company
should have an entrepreneurial mind-set.
The business a candidate would love to
start tells you about her hopes and dreams,
her interests and passions, the work she
likes to do, the people she likes to work
with -- so just sit back and listen.
 5. "Out of all the candidates,
why should we hire you?"
Of course I respect my colleagues , but I´m very
prepared for this position, because I have the
skills for this precise period of time , when you
need positiveness, persistence, creativeness,
leadership , practical management style , fast
adaptability . I combine strengths in a
multisided profile, likes as insurance and
management features, medical and commercial
knowledge that is asking the future for .

Por supuesto respeto mis colegas , buy yo estoy

muy preparado para este cargo , por que yo
yengo las habilidades para este preciso
momento cuando usted necesita positivismo,
persistencia , creatividad, liderazgo y un estilo
geerencial pragmatico, con rapoida
adaptabilidad.
Combino forlaezas de un perfil de gerencia y
aseguramiento, conocimientos medicos y
comerciales por los que el futuro pregunta.

Since a candidate cannot compare himself

with people he doesn't know, all he can do
is describe his incredible passion and
desire and commitment and ... well,
basically beg for the job. (Way too many
interviewers ask the question and then sit
back, arms folded, as if to say, "Go ahead.
I'm listening. Try to convince me.")
And you learn nothing of substance.
Here's a better question: "What do you feel
I need to know that we haven't discussed?"
Or even "If you could get a do-over on one
of my questions, how would you answer it
now?"
Rarely do candidates come to the end of an
interview feeling they've done their best.
Maybe the conversation went in an
unexpected direction. Maybe the
interviewer focused on one aspect of their
skills and totally ignored other key
attributes. Or maybe candidates started
the interview nervous and hesitant, and
now wish they could go back and better
describe their qualifications and
experience.
Plus, think of it this way: Your goal as an
interviewer is to learn as much as you
possibly can about every candidate, so
don't you want to give them the chance to
ensure you do?
Just make sure to turn this part of the
interview into a conversation, not a
soliloquy. Don't just passively listen and
then say, "Thanks. We'll be in touch." Ask
follow-up questions. Ask for examples.
And of course if you're asked this
question, use it as a chance to highlight
things you haven't been able to touch on.
6. "How did you learn about
the opening?"
Job boards, general postings, online
listings, job fairs -- most people find their
first few jobs that way, so that's certainly
not a red flag.
But a candidate who continues to find each
successive job from general postings
probably hasn't figured out what he or she
wants to do -- and where he or she would
like to do it.
He or she is just looking for a job; often,
any job.
So don't just explain how you heard about
the opening. Show that you heard about
the job through a colleague, a current
employer, by following the company--show
that you know about the job because you
want to work there.
Employers don't want to hire people who
just want a job; they want to hire people
who want a job with their company.
7. "Why do you want this
job?"
Now go deeper. Don't just talk about why
the company would be great to work for;
talk about how the position is a perfect fit
for what you hope to accomplish, both
short-term and long-term.
And if you don't know why the position is a
perfect fit, look somewhere else. Life is too
short.
8. "What do you consider to
be your biggest professional
achievement?"
My best achievements are the projects that are
still running, my own medical center at the
rural area and a pharmacy still alive;. Different
branches of fractures clinic ; developments in
Cedimed Diagnostic Center; Outpatients units ,
diagnostic areas, oncology unit, Zafiro and
membership loyalty programs, Neon Journey
program , successful aroused incomes in
commercial area, new contracting models at
Clinic Medellin during the past 15 years .
I like to do projects that go trough the time

Mis mejores logros han sido los proyectos que

aun estan funcionando ,mi propio centro medico
y farmacia en el area rural; diferentes sedes de
clinica de fracturas; desarrollos en Centro de
diagnostico medico Cedimed ; unidades
ambulatorias, diagnosticas , unidad de
oncologia, programas de lealtad Zafiro y tarjeta
de membresia, ruta neon , exitos ingresos en el
area comercial de la clinica medellin. Me gusta
hacer proyectos que persistan en el tiempo.

Here's an interview question that definitely

requires an answer relevant to the job. If
you say your biggest achievement was
improving throughput by 18 percent in six
months but you're interviewing for a
leadership role in human resources, that
answer is interesting but ultimately
irrelevant.
Instead, talk about an underperforming
employee you "rescued," or how you
overcame infighting between departments,
or how so many of your direct reports have
been promoted.
The goal is to share achievements that let
the interviewer imagine you in the position
-- and see you succeeding.
9. "Tell me about the last
time a co-worker or customer
got angry with you. What
happened?"
Conflict is inevitable when a company
works hard to get things done. Mistakes
happen. Sure, strengths come to the fore,
but weaknesses also rear their heads. And
that's OK. No one is perfect.
But a person who tends to push the blame
-- and the responsibility for rectifying the
situation -- onto someone else is a
candidate to avoid. Hiring managers would
much rather choose candidates who focus
not on blame but on addressing and fixing
the problem.
Every business needs employees who
willingly admit when they are wrong, step
up to take ownership for fixing the
problem, and, most important, learn from
the experience.
10. "Describe your dream
job."
Three words describe how you should
answer this question: relevance, relevance,
relevance.
But that doesn't mean you have to make
up an answer. You can learn something
from every job. You can develop skills in
every job. Work backward: Identify things
about the job you're interviewing for that
will help you if you do land your dream job
someday, and then describe how those
things apply to what you hope to someday
do.
And don't be afraid to admit that you might
someday move on, whether to join another
company or -- better -- to start your own
business. Employers no longer expect
"forever" employees.
11. "Why do you want to
leave your current job?"
Currently I wasn’t have looking for a New Job ,
but you have to listen a new opportunity , that
was my case when the recruiter agency ask for
the process, than I involved in .My profile
match very strongly with the position of
provider health manager . I think its perfect.
I have done a great job in my current company ,
I´m very grateful with Clinica Medellin, I learnt a
lot in it , I have unlimited true moments there ,
but I´d like a New life and job Cycle , the most
mature and professional moment for the new
company.I will bring with me all my
backgrounds, experience and creativity .
Actualmente no estaba buscando trabajo , pero
usted tiene que oir sobre una nueva
oportunidad , ste esra mi caso cuando de la
agencia de reclutamiento me preguntaron por el
proceso, en el que estoy involucrado . mi perfil
se apareja muy fuertemente con la posicon de
Gerente de prestacion de servicios , piendo que
es perfecto.
He hecho un gran trabajo en mu compañía
actual, estoy muy agradecido con la clinica
Medlelin, he aprendido mucho , he tenido
ilimitados moemntos de verdad alla, pero me
gustaria un nueco ciclo de vida y de trabajo, el
momento mas profesional y maduro para una
nueva compañía. Traeria conmigo mis
antecedentes, mi experiencia y creatividad.

Let's start with what you shouldn't say (or,

if you're the interviewer, what are definite
red flags).
Don't talk about how your boss is difficult.
Don't talk about how you can't get along
with other employees. Don't bad-mouth
your company.
Instead, focus on the positives a move will
bring. Talk about what you want to achieve.
Talk about what you want to learn. Talk
about ways you want to grow, about things
you want to accomplish; explain how a
move will be great for you and for your new
company.
Complaining about your current employer
is a little like people who gossip: If you're
willing to speak badly of someone else,
you'll probably do the same to me.
12. "What kind of work
environment do you like
best?"
Maybe you love working alone, but if the
job you're interviewing for is in a call
center, that answer will do you no good.
So take a step back and think about the job
you're applying for and the company's
culture (because every company has one,
whether intentional or unintentional). If a
flexible schedule is important to you, but
the company doesn't offer one, focus on
something else. If you like constant
direction and support and the company
expects employees to self-manage, focus
on something else.
Find ways to highlight how the company's
environment will work well for you -- and if
you can't find ways, don't take the job,
because you'll be miserable.
13. "Tell me about the
toughest decision you had to
make in the last six months."
The goal of this question is to evaluate the
candidate's reasoning ability, problem-
solving skills, judgment, and possibly even
willingness to take intelligent risks.
Having no answer is a definite warning
sign. Everyone makes tough decisions,
regardless of their position. My daughter
worked part-time as a server at a local
restaurant and made difficult decisions all
the time -- like the best way to deal with a
regular customer whose behavior
constituted borderline harassment.
A good answer proves you can make a
difficult analytical or reasoning-based
decision -- for example, wading through
reams of data to determine the best
solution to a problem.
A great answer proves you can make a
difficult interpersonal decision, or better yet
a difficult data-driven decision that includes
interpersonal considerations and
ramifications.
Making decisions based on data is
important, but almost every decision has
an impact on people as well. The best
candidates naturally weigh all sides of an
issue, not just the business or human side
exclusively.
14. "What is your leadership
style?"
Communicating style with all the interest
publics, like patients, internal clients, external
clients, health providers , medical industry,
insurance companies , private businesses ,
government agencies , medical association ,
entrepreneurs , It’s a matter of relationships
webs , It’s a net of contacts and good and
effective communications.
I like definitively work in team projects ,
working under practical processes , work by
batches of activities, checking advances and
achievements constantly. Working in units .

Un estilo comunicativo con todos los publicos de

interes como los pacientes , clientes internos ,
clientes externos , presatdore de salud ,
industria medica , compañias de seguros ,
negocios privados, agencias de gobierno,
asociaciones medicas , emprendedores. Es un
asunto de redes de relaciones , red de contactos
en una cominicacion buena y efectiva.
Me gusta definitivamente trabajar en equipos
por proyecto, bajo procesos practicos , trabajar
por lotes de actividades , chequear y
monitorizar avances y logros constantemente .
Trabajar por unidades .
This is a tough question to answer without
dipping into platitudes. Try sharing
leadership examples instead. Say, "The
best way for me to answer that is to give
you a few examples of leadership
challenges I've faced," and then share
situations where you dealt with a problem,
motivated a team, worked through a crisis.
Explain what you did and that will give the
interviewer a great sense of how you lead.
And, of course, it lets you highlight a few of
your successes.
15. "Tell me about a time you
disagreed with a decision.
What did you do?"
No one agrees with every decision.
Disagreements are fine; it's what you do
when you disagree that matters. (We all
know people who love to have the
"meeting after the meeting," where they've
supported a decision in the meeting but
they then go out and undermine it.)
Show that you were professional. Show that
you raised your concerns in a productive
way. If you have an example that proves
you can effect change, great -- and if you
don't, show that you can support a decision
even though you think it's wrong (as long
as it's not unethical, immoral, etc.).
Every company wants employees willing to
be honest and forthright, to share concerns
and issues, but to also get behind a
decision and support it as if they agreed,
even if they didn't.
16. "Tell me how you think
other people would describe
you."
I hate this question. It's a total throwaway.
But I did ask it once, and got an answer I
really liked.
"I think people would say that what you see
is what you get," the candidate said. "If I
say I will do something, I do it. If I say I will
help, I help. I'm not sure that everyone
likes me, but they all know they can count
on what I say and how hard I work."
Can't beat that.
17. "What can we expect
from you in your first three
months?"
Ideally the answer to this should come from
the employer: They should have plans and
expectations for you.
But if you're asked, use this general
framework:
You'll work hard to determine how
your job creates value -- you won't
just stay busy, you'll stay busy
doing the right things.
You'll learn how to serve all your
constituents -- your boss, your
employees, your peers, your
customers, and your suppliers and
vendors.
You'll focus on doing what you do
best -- you'll be hired because you
bring certain skills, and you'll apply
those skills to make things happen.
You'll make a difference -- with
customers, with other employees,
to bring enthusiasm and focus and
a sense of commitment and
teamwork.
Then just layer in specifics that are
applicable to you and the job.
18. "What do you like to do
outside of work?"
Many companies feel cultural fit is
extremely important, and they use outside
interests as a way to determine how you
will fit into a team.
Even so, don't be tempted to fib and claim
to enjoy hobbies you don't. Focus on
activities that indicate some sort of growth:
skills you're trying to learn, goals you're
trying to accomplish. Weave those in with
personal details. For example, "I'm raising
a family, so a lot of my time is focused on
that, but I'm using my commute time to
learn Spanish."
19. "What was your salary in
your last job?"
This is a tough one. You want to be open
and honest, but frankly, some companies
ask the question as the opening move in
salary negotiations.
Try an approach recommended by Liz
Ryan. When asked, say, "I'm focusing on
jobs in the $50K range. Is this position in
that range?" (Frankly, you should already
know -- but this is a good way to deflect.)
Maybe the interviewer will answer; maybe
she won't. If she presses you for an answer,
you'll have to decide whether you want to
share or demur. Ultimately your answer
won't matter too much, because you'll
either accept the salary offered or you
won't, depending on what you think is fair.
20. "A snail is at the bottom
of a 30-foot well. Each day he
climbs up three feet, but at
night he slips back two feet.
How many days will it take
him to climb out of the well?"
Questions like these have become a lot
more popular (thanks, Google) in recent
years. The interviewer isn't necessarily
looking for the right answer but instead a
little insight into your reasoning abilities.
All you can do is talk through your logic as
you try to solve the problem. Don't be
afraid to laugh at yourself if you get it
wrong -- sometimes the interviewer is
merely trying to assess how you deal with
failure.
21. "What questions do you
have for me?"
Don't waste this opportunity. Ask smart
questions, not just as a way to show you're
a great candidate but also to see if the
company is a good fit for you -- after all,
you're being interviewed, but you're also
interviewing the company.
Here goes:
22. "What do you expect me
to accomplish in the first 90
days?"
If you weren't asked this question, ask it
yourself. Why? Great candidates want to hit
the ground running. They don't want to
spend weeks or months "getting to know
the organization." They don't want to spend
huge chunks of time in orientation, in
training, or in the futile pursuit of getting
their feet wet.
They want to make a difference -- and they
want to make that difference right now.
23. "What are the three traits
your top performers have in
common?"
Great candidates also want to be great
employees. They know every organization
is different -- and so are the key qualities of
top performers in those organizations.
Maybe your top performers work longer
hours. Maybe creativity is more important
than methodology. Maybe constantly
landing new customers in new markets is
more important than building long-term
customer relationships. Maybe the key is a
willingness to spend the same amount of
time educating an entry-level customer as
helping an enthusiast who wants high-end
equipment.
Great candidates want to know, because 1)
they want to know if they will fit in, and 2)
if they do fit in, they want to know how
they can be a top performer.
24. "What really drives
results in this job?"
Employees are investments, and you
expect every employee to generate a
positive return on his or her salary.
(Otherwise why do you have them on the
payroll?)
In every job some activities make a bigger
difference than others. You need your HR
team to fill job openings, but what you
really want is for them to find the right
candidates, because that results in higher
retention rates, lower training costs, and
better overall productivity.
You need your service techs to perform
effective repairs, but what you really want
is for those techs to identify ways to solve
problems and provide other benefits -- in
short, to build customer relationships and
even generate additional sales.
Great candidates want to know what truly
makes a difference and drives results,
because they know helping the company
succeed means they will succeed as well.
25. "What are the company's
highest-priority goals this
year, and how would my role
contribute?"
Is the job the candidate will fill important?
Does that job matter?
Great candidates want a job with meaning,
with a larger purpose -- and they want to
work with people who approach their jobs
the same way.
Otherwise a job is just a job.
26. "What percentage of
employees was brought in by
current employees?"
Employees who love their jobs naturally
recommend their company to their friends
and peers. The same is true for people in
leadership positions -- people naturally try
to bring on board talented people they
previously worked with. They've built
relationships, developed trust, and shown a
level of competence that made someone
go out of their way to follow them to a new
organization.
And all of that speaks incredibly well to the
quality of the workplace and the culture.
27. "What do you plan to do if
...?"
Every business faces a major challenge:
technological changes, competitors
entering the market, shifting economic
trends. There's rarely one of Warren
Buffett's moats protecting a small business.
So while some candidates may see your
company as a stepping-stone, they still
hope for growth and advancement. If they
do eventually leave, they want it to be on
their terms, not because you were forced
out of business.
Say I'm interviewing for a position at your
ski shop. Another store is opening less than
a mile away: How do you plan to deal with
the competition? Or you run a poultry farm
(a huge industry in my area): What will you
do to deal with rising feed costs?
Great candidates don't just want to know
what you think; they want to know what
you plan to do -- and how they will fit into
those plans.

Top 10 Job Interview Questions With

Examples of the Best Answers

8. How do you handle stress and pressure?

What They Want to Know: What do you do when
things don’t go smoothly at work? How do you deal
with difficult situations? The employer wants to
know how you handle workplace stress.

Avoid claiming that you never, or rarely,

experience stress. Rather, formulate your answer
in a way that acknowledges workplace stress and
explains how you’ve overcome it, or even used it to
your advantage.

I’m not someone who is energized by or thrives in

stressful environments. My first step in managing
stress is to try to circumvent it by keeping my work
processes very organized, and my attitude
professional. When customers or associates come
to me with issues, I try to look at things from their
perspective, and initiate a collaborative problem-
solving approach to keep the situation from
escalating. I find that maintaining an efficient,
congenial office with open lines of communication
automatically reduces a lot of workplace stress. Of
course, sometimes unanticipated stressors will
arise. When this happens, I just take a deep breath,
remembering that the person I’m dealing with is
frustrated with a situation, not with me. I then
actively listen to their concerns and make a plan to
resolve the issue as quickly as possible.

I usually work under pressure and stressful situations ,

because I have to accomplish high budgets and
difficult new projects , the better way to deal with that
daily basis stress in to be well organized , planned and
well informed executive .
But , of course unanticipated stressor will arise . Try
to understand customer o associates , try to solve
their problems in a very collaborative communication .
First at all , breathe deeply , take a moment before
any answer , trying to solve the problem dividing the
problem and the people . If the situation is very hard ,
try to take a time , postpone the meeting , trying to
get some solutions for the next time. I´ve learnt that
you can answer every life trouble instantly , some of
them needs time and help.

Usualmente trabajo bajo presion y condiciones

estresantes , por que tengo que alcanzar el
cumplimiento de metas de presupuesto y nuevos
proyectos constantemente , la mejor manera de tratar
esto es estar siempre bien organizado,planeado y bien
informado como ejecutivo.
Si embargo llegan factores estresantes de manera
subita , tratar de resolver situaciones dificiles con
clientes o asociados debe hacer con comunicación
colaborativa , primero respirar profundamente ,
tomarse un momento antes de responder , dividir el
problemas y ls personas . Si el problema es muy duro
de resolver , apalzar la reunion para una proxima
ocasión , trayendo algunas soluciones. No todas las
preguntas se resuelven en el momento , a veces estas
toman tiempo y otras ayudas .

125 Common Interview Questions and

Answers (With Tips) may 29,2020

16. Do you have any questions?

Tip: This might be one of the most important questions asked during the
interview process because it allows you to explore any subject that
hasn’t been addressed and shows the interviewer you’re excited about
the role. By this point, you’ll likely have already covered most of the
basics about the position and the company, so take time to ask the
interviewer questions about their own experiences with the company
and gain tips on how you can succeed if hired.

Example: “What do you love about working for this company?” “What
would success look like in this role?” “What are some of the challenges
people typically face in this position?”

Read more: Interview Question: “Do You Have Any Questions?”

Yes , I ´d like to know which are the most important

goals for the company in the next five years .

Which are the most challenging difficulties to turnover

in the immediate future ?
What do you want from me for an outstanding
performance in this position ?

What do you expect from me in my firsts three months

in charge ?

17. What did you like most about your last position?

Tip: Tie your answer to this question into the company’s needs and
focus on explaining your proven performance at your last job. Be specific
and provide an example.

Example: “What I liked most about my last position the ability to

contribute in a collaborative way with other teams. Each team member
was encouraged to bring new ideas to the project which were
respectfully considered by all. For example, we once worked with a client
who was relying on us to solve a critical issue. Our team met to discuss
the situation. After I recommended a plan to resolve the issue, we took
time considering the pros and the cons of the solution, building on how
to make the idea better and more comprehensive. When we
implemented it, it worked better and faster than everyone expected. The
client was very pleased.”

I designed and developed my last position in the

company from the beginning , because this did´nt
exist until I started this .

I created this position under the necessity or pressure

of putting in contact the insurances companies and
Clinica Medellin , I enjoyed this creation every day
since 8 years ago.

It has been great to create a path of progress for my

company

Yo diseñe y desarrolle mi ultimo cargodvesde el

principio , bajo la necesidad de poner en contacto las
compañias aseguradoras y la clinica . he disfrutado
esta creacion cada dia desde hace 8 años .

Ha sido grandioso crear un camino de progreso en mi

compañía .

Read more: Interview Question: "What Did You Like Most About
Your Job?"

22. What does customer service mean to you?

Tip: If you’re applying for a public-facing role, an employer may ask this
question to see how you think customers should be treated. A good
answer will align with the company’s values, which you can glean
through researching their customer service policy, understanding their
products and clientele, and reflecting on your own experiences as a
customer. Your answer can either come from the perspective of a
customer or a customer service provider.

Example: “In my experience, good customer service involves taking

responsibility when something goes wrong and doing what you can to
make it right. For example, on a recent flight, I had pre-ordered my meal
only to discover they didn’t stock enough of my dish. Instead of simply
stating the facts, the flight attendant apologized sincerely and offered
me a free drink or premium snack. To me, this apology went a long way
in smoothing things over. The freebie was an added bonus that made
me feel valued as a customer and choose the same airline for my next
flight.”

Service client means the real goal for Clinics and hospitals , the
meaning of a true moment. Sometimes the health organization
forget about, their real commitments, its as simple like this , if you
do the real solution for patients and clients you will assure the
results of your company trough the future. As simple like you must
align the client necessities with your offerts,

Servicio al cliente significa el objetivo real de una clinica y hospital ,

algunas veces las organizaciones de salud se olvidan de sus
verdaderos compromisos . Es tan simple como si usted hace una
verdadera solucion para sus pacientes y clientes usted asegurara
los resultados de la compañía en el futuro , tan sencillo como
alinear las necesidades del cliente con su oferta.