Trainer’s Manual – Personal Interview

List of Personal Interview Questions:

1. Tell me about yourself.

2. Where do you see yourself five years from now?
3. What is the difference between hard work and smart work?
4. Why should I hire you?
5. How do you deal with your weaknesses?
6. Who are the competitors of our company?
7. What do you know about our company?
8. Tell me about a time when you worked under pressure.
9. How quickly do you adapt to new technology?
10. How do you manage stress?
11. What are your salary expectations?
12. What does success mean to you?
13. Do you prefer working in teams or on your own?
14. What software are you familiar with?
15. What makes you an organized person?
16. Do you have any questions for me?
17. What makes you think that you are qualified for this position?
18. What are your dream company, job, and location?
19. What is your opinion of working nights and weekends?
20. Tell me about an example of your creativity.
21. In what ways do you cope with criticism?
22. Have you ever experienced an environment or situation where you did not thrive
instantly?
23. Suppose you're paid more by another organization? What would you do?
24. What was the most challenging decision you ever made and how did you come to it?
25. Can you tell me what you did - or didn't do - that makes you feel slightly ashamed of
yourself?
Structure of Answers:

1. Tell me about yourself.

• Clarity and Structure: Logical flow and relevant details about education, skills, and
background.

• Conciseness: Avoids excessive personal details; stays within 2–3 minutes.

• Confidence: Clear and steady voice, positive tone.

• Relevance: Focuses on points that align with the role or organization.

2. Where do you see yourself five years from now?

• Ambition and Vision: Clear goals that are realistic yet aspirational.

• Alignment with Role: Connection between their goals and the company’s objectives.

• Critical Thinking: Shows awareness of the industry and personal development needs.

3. What is the difference between hard work and smart work?

• Understanding of Concepts: Clear distinction between the two.

• Application: Examples or scenarios demonstrating both skills.

• Critical Insight: Balanced perspective on when each approach is appropriate.

4. Why should I hire you?

• Unique Selling Points: Highlights strengths that match job requirements.

• Confidence: Shows self-belief without sounding arrogant.

• Relevance: Focuses on how they can add value to the organization.

5. How do you deal with your weaknesses?

• Self-awareness: Ability to identify genuine weaknesses.

• Improvement Mindset: Demonstrates steps taken to address weaknesses.

 • Maturity: Frames weaknesses positively without oversharing.

6. Who are the competitors of our company?

• Industry Knowledge: Names relevant competitors.

• Research: Displays a good understanding of competitors’ strengths and weaknesses.

• Critical Thinking: Compares companies constructively.

7. What do you know about our company?

• Preparation: Mentions key facts about the company (e.g., products, values, recent
news).

• Alignment: Links company values or goals to their own aspirations.

• Passion: Demonstrates genuine interest in the company.

8. Tell me about a time when you worked under pressure.

• Specific Example: Provides a relevant and structured STAR (Situation, Task, Action,
Result) example.

• Problem-Solving: Explains strategies to handle pressure.

• Outcome: Focuses on the positive results achieved.

9. How quickly do you adapt to new technology?

• Examples: Shares instances of learning or adapting to technology.

• Enthusiasm for Learning: Shows eagerness to embrace new tools.

• Practicality: Balances eagerness with realistic adaptation timeframes.

10. How do you manage stress?

• Techniques: Mentions specific strategies (e.g., prioritization, relaxation methods).

• Examples: Shares instances where these techniques were applied.

 • Resilience: Demonstrates the ability to stay calm and focused.

11. What are your salary expectations?

• Realism: Provides a range appropriate to the role and industry standards.

• Professionalism: Frames the answer diplomatically.

• Flexibility: Open to negotiation.

12. What does success mean to you?

• Personal Definition: Shares a well-thought-out and personal perspective.

• Relevance: Links their definition to professional growth or goals.

• Balance: Shows understanding of success beyond financial or superficial

achievements.

13. Do you prefer working in teams or on your own?

• Adaptability: Acknowledges the value of both depending on the task.

• Strengths in Both: Highlights relevant skills (e.g., collaboration, independence).

• Examples: Provides specific instances of thriving in teams or individually.

14. What software are you familiar with?

• Relevance: Lists software aligned with job requirements.

• Experience: Shares level of proficiency (beginner, intermediate, expert).

• Adaptability: Willingness to learn new software if required.

15. What makes you an organized person?

• Techniques: Mentions tools or habits for organization (e.g., calendars, checklists).

• Examples: Provides specific scenarios of managing tasks effectively.

• Consistency: Demonstrates long-term application of these habits.

16. Do you have any questions for me?

• Preparation: Asks thoughtful questions about the company or role.

• Interest: Demonstrates genuine curiosity and engagement.

• Professionalism: Avoids questions about salary or benefits unless the interviewer

initiates.

17. What makes you think that you are qualified for this position?

• Alignment: Links qualifications, skills, and experiences with the job description.

• Confidence: Articulates strengths convincingly.

• Specific Examples: Provides evidence of past achievements.

18. What are your dream company, job, and location?

• Realism: Answers align with career goals and industry standards.

• Alignment: Mentions factors that overlap with the current opportunity.

• Passion: Shows genuine excitement about their aspirations.

19. What is your opinion of working nights and weekends?

• Flexibility: Acknowledges the importance of adaptability.

• Balance: Mentions maintaining a healthy work-life balance.

• Professionalism: Answers diplomatically without outright rejection.

20. Tell me about an example of your creativity.

• Specific Example: Shares a relevant STAR example.

• Originality: Highlights innovative thinking or problem-solving.

• Impact: Focuses on the results achieved through creativity.

21. In what ways do you cope with criticism?

• Maturity: Accepts criticism constructively.

• Examples: Shares instances of learning or improving from feedback.

• Resilience: Shows emotional stability.

22. Have you ever experienced an environment or situation where you did not thrive
instantly?

• Honesty: Acknowledges challenges faced.

• Adaptability: Explains how they overcame the situation.

• Learning: Highlights lessons learned.

23. Suppose you're paid more by another organization? What would you do?

• Loyalty: Demonstrates commitment to factors beyond salary (e.g., growth, values).

• Balance: Addresses the importance of compensation but prioritizes other aspects.

• Professionalism: Avoids extreme or emotional responses.

24. What was the most challenging decision you ever made and how did you come to it?

• Specific Example: Shares a relevant STAR example.

• Decision-Making Process: Explains steps taken to reach the decision.

• Outcome: Focuses on the results achieved.

25. Can you tell me what you did - or didn't do - that makes you feel slightly ashamed of
yourself?

• Self-awareness: Acknowledges a genuine incident without oversharing.

• Accountability: Takes responsibility for actions.

• Growth: Highlights lessons learned and changes made.

STAR Technique:
The STAR method is a structured framework for answering behavioural interview questions
by providing clear and concise examples. It stands for:

• Situation: Describe the context or background of the event.

• Task: Explain the challenge or responsibility you had.

• Action: Detail the specific actions you took to address the task.

• Result: Share the outcome or impact of your actions, highlighting any measurable
achievements or lessons learned.

Using STAR ensures that responses are organized, and focused, and highlight relevant skills
effectively.