Fwd: 50 Common Interview Questions and Answers

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Date : Wed, 09 Dec 2009 18:21:20 +0530
Subject : 50 Common Interview Questions and Answers
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50 Common Interview Questions and Answers

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50 COMMON INTERVIEW QUESTIONS AND ANSWERS     Very Important Please Don't Miss it.Review these typical interview questions and think about how you would answer them. Read the questions listed; you will also find some strategy suggestions with it.   1. Tell me about yourself?Ans : The most often asked question in interviews. You need to have a short statement prepared in your mind. Be careful that it does not sound rehearsed. Limit it to work-related items unless instructed otherwise. Talk about things you have done and jobs you have held that relate to the position you are interviewing for. Start with the item farthest back and work up to the present.   2. Why did you leave your last job?Ans: Stay positive regardless of the circumstances. Never refer to a majorproblem with management and never speak ill of supervisors, co-workers or the organization. If you do, you will be the one looking bad. Keep smiling and talk about leaving for a positive reason such as an opportunity, a chance to do something special or other forward-looking reasons.   3. What experience do you have in this field?Ans: Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can.   4. Do you consider yourself successful?Ans:You should always answer yes and briefly explain why. A good explanation is that you have set goals, and you have met some and are on track to achieve the others.   5. What do co-workers say about you?Ans: Be prepared with a quote or two from co-workers. Either a specific statement or a paraphrase will work. Jill Clark, a co-worker at Smith Company, always said I was the hardest workers she had ever known. It is as powerful as Jill having said it at the interview herself.   6. What do you know about this organization?This question is one reason to do some research on the organization before the interview. Find out where they have been and where they are going. What are the current issues and who are the major players?   7.. What have you done to improve your knowledge in the last year?Try to include improvement activities that relate to the job. A wide variety of activities can be mentioned as positive self-improvement. Have some good ones handy to mention.   8. Are you applying for other jobs?Be honest but do not spend a lot of time in this area. Keep the focuson this job and what you can do for this organization. Anything else is a distraction.   9. Why do you want to work for this organization?This may take some thought and certainly, should be based on the research you have done on the organization. Sincerity is extremely important here and will easily be sensed... Relate it to your long-term career goals.   10. Do you know anyone who works for us?Be aware of the policy on relatives working for the organization. This can affect your answer even though they asked about friends not relatives. Be careful to mention a friend only if they are well thought of.   11. What is your Expected Salary?A loaded question. A nasty little game that you will probably lose if you answer first. So, do not answer it. Instead, say something like, That's a tough question. Can you tell me the range for this position? In most cases, the interviewer, taken off guard, will tell you. If not, say that it can depend on the details of the job. Then give a wide range.   12. Are you a team player?You are, of course, a team player. Be sure to have examples ready. Specifics that show you often perform for the good of the team rather than for yourself are good evidence of your team attitude. Do not brag, just say it in a matter-of-fact tone. This is a key point..   13. How long would you expect to work for us if hired?Specifics here are not good. Something like this should work: I'd like it to be a long time. Or As long as we both feel I'm doing a good job.   14. Have you ever had to fire anyone?How did you feel about that? This is serious. Do not make light of it or in any way seem like you like to fire people. At the same time, you will do it when it is the right thing to do. When it comes to the organization versus the individual who has created a harmful situation, you will protect the organization. Remember firing is not the same as layoff or reduction in force.   15. What is your philosophy towards work?The interviewer is not looking for a long or flowery dissertation here. Do you have strong feelings that the job gets done? Yes. That's the type of answer that works best here. Short and positive, showing a benefit to the organization.   16. If you had enough money to retire right now, would you?Answer yes if you would. But since you need to work, this is the type of work you prefer. Do not say yes if you do not mean it.   17. Have you ever been asked to leave a position?If you have not, say no. If you have, be honest, brief and avoid saying negative things about the people or organization involved.   18. Explain how you would be an asset to this organization ?You should be anxious for this question. It gives you a chance to highlight your best points as they relate to the position being discussed. Give a little advance thought to this relationship. .   19. Why should we hire you?Point out how your assets meet what the organization needs. Do not mention any other candidates to make a comparison..   20. Tell me about a suggestion you have made ?Have a good one ready. Be sure and use a suggestion that was accepted and was then considered successful. One related to the type of work applied for is a real plus. Non $top Entertainment only at Funzug! Click to Join 4 Free! 21. What irritates you about co-workers?This is a trap question. Think real hard but fail to come up with anything that irritates you. A short statement that you seem to get along with folks is great.   22. What is your greatest strength?Numerous answers are good, just stay positive. A few good examples: Your ability to prioritize, Your problem-solving skills, Your ability to work under pressure, Your ability to focus on projects, Your professional expertise, Your leadership skills, Your positive attitude   23. Tell me about your dream job ?Stay away from a specific job. You cannot win. If you say the job you are contending for is it, you strain credibility. If you say another job is it, you plant the suspicion that you will be dissatisfied with this position if hired. The best is to stay genetic and say something like: A job where I love the work, like the people, can contribute andcan't wait to get to work.   24. Why do you think you would do well at this job?Give several reasons and include skills, experience and interest.   25. What are you looking for in a job?See answer # 23   26. What kind of person would you refuse to work with?Do not be trivial. It would take disloyalty to the organization, violence or lawbreaking to get you to object. Minor objections will label you as a whiner.   27. What is more important to you: the money or the work?Money is always important, but the work is the most important. There is no better answer.   28. What would your previous supervisor say your strongest point is?There are numerous good possibilities: Loyalty, Energy, Positive attitude, Leadership, Team player, Expertise,Initiativ e, Patience, Hard work, Creativity, Problem solver   29. Tell me about a problem you had with a supervisor?Biggest trap of all. This is a test to see if you will speak ill of your boss. If you fall for it and tell about a problem with a former boss, you may well below the interview right there. Stay positive and develop a poor memory about any trouble with a supervisor.   30. What has disappointed you about a job?Don't get trivial or negative. Safe areas are few but can include: Not enough of a challenge. You were laid off in a reduction Company did not win a contract, which would have given you more responsibility.   31. Tell me about your ability to work under pressure.You may say that you thrive under certain types of pressure. Give an example that relates to the type of position applied for.   32. Do your skills match this job or another job more closely?Probably this one. Do not give fuel to the suspicion that you may want another job more than this one.   33. What motivates you to do your best on the job?This is a personal trait that only you can say, but good examples are: Challenge, Achievement, Recognition   34. Are you willing to work overtime? Nights? Weekends?This is up to you. Be totally honest.   35. How would you know you were successful on this job?Several ways are good measures: You set high standards for yourself and meet them. Your outcomes are a success. Your boss tell you that you are successful   36. Would you be willing to relocate if required?You should be clear on this with your family prior to the interview if you think there is a chance it may come up. Do not say yes just to get the job if the real answer is no. This can create a lot of problems later on in your career. Be honest at this point and save yourself future grief.   37. Are you willing to put the interests of the organization ahead of your own?This is a straight loyalty and dedication question. Do not worry about the deep ethical and philosophical implications. Just say yes.   38. Describe your management style ?Try to avoid labels. Some of the more common labels, like progressive, salesman or consensus, can have several meanings or descriptions depending on which management expert you listen to. The situational style is safe, because it says you will manage according to the situation, instead of one size fits all.   39. What have you learned from mistakes on the job?Here you have to come up with something or you strain credibility. Make it small, well intentioned mistake with a positive lesson learned. An example would be working too far ahead of colleagues on a project and thus throwing coordination off.   40. Do you have any blind spots?Trick question. If you know about blind spots, they are no longer blind spots. Do not reveal any personal areas of concern here. Let them do their own discovery on your bad points. Do not hand it to them. Non $top Entertainment only at Funzug! Click to Join 4 Free! 41. If you were hiring a person for this job, what would you look for?Be careful to mention traits that are needed and that you have.   42. Do you think you are overqualified for this position?Regardless of your qualifications, state that you are very well qualified for the position.   43. How do you propose to compensate for your lack of experience?First, if you have experience that the interviewer does not know about, bring that up: Then, point out (if true) that you are a hard working quick learner.   44. What qualities do you look for in a boss?Be generic and positive. Safe qualities are knowledgeable, a sense of humor, fair, loyal to subordinates and holder of high standards. All bosses think they have these traits.   45. Tell me about a time when you helped resolve a dispute ?between others. Pick a specific incident. Concentrate on your problem solving technique and not the dispute you settled.   46. What position do you prefer on a team working on a project?Be honest. If you are comfortable in different roles, point that out.   47. Describe your work ethic ?Emphasize benefits to the organization. Things like, determination to get the job done and work hard but enjoy your work are good.   48. What has been your biggest professional disappointment?Be sure that you refer to something that was beyond your control. Show acceptance and no negative feelings.   49. Tell me about the most fun you have had on the job.Talk about having fun by accomplishing something for the organization.   50. Do you have any questions for me?Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. How soon will I be able to be productive? and What type of projects will I be able to assist on? are examples.And Finally Best of Luck Hope you will be succussful in the interview you are going to face in coming days."Never take some one for granted,Hold every person Close to your Heart because you might wake up one day and realise that you have lost a diamond while you were too busy collecting stones." Remember this always in life.

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How to Answer Toughest Interview Questions --- Part 2

 

Question 2           What are your greatest strengths?

TRAPS:  This question seems like a softball lob, but be prepared. You don't want to come across as egotistical or arrogant. Neither is this a time to be humble.

BEST ANSWER:  You know that your key strategy is to first uncover your interviewer's greatest wants and needs before you answer questions. And from Question 1, you know how to do this.

Prior to any interview, you should have a list mentally prepared of your greatest strengths. You should also have, a specific example or two, which illustrates each strength, an example chosen from your most recent and most impressive achievements.

You should, have this list of your greatest strengths and corresponding examples from your achievements so well committed to memory that you can recite them cold after being shaken awake at 2:30AM.

Then, once you uncover your interviewer's greatest wants and needs, you can choose those achievements from your list that best match up.

As a general guideline, the 10 most desirable traits that all employers love to see in their employees are:

1.            A proven track record as an achiever...especially if your achievements match up with the employer's greatest wants and needs.

2.            Intelligence...management "savvy".

3.            Honesty...integrity...a decent human being.

4.            Good fit with corporate culture...someone to feel comfortable with...a team player who meshes well with interviewer's team.

5.            Likeability...positive attitude...sense of humor.

6.            Good communication skills.

7.            Dedication...willingness to walk the extra mile to achieve excellence.

8.            Definiteness of purpose...clear goals.

9.            Enthusiasm...high level of motivation.

Confident...healthy...a leader.

         

Tomorrow Question 3 continues.......

How to Answer Toughest Interview Questions --- Part 1

Dear Friends,

 

 

This report is dedicated to courage and knowledge, the two qualities most needed
to succeed in any human challenge,especially a job search.

 

Question No.: 1

          Tell me about yourself.

TRAPS:  Beware, about 80% of all interviews begin with this "innocent" question. Many candidates, unprepared for the question, skewer themselves by rambling, recapping their life story, delving into ancient work history or personal matters.

BEST ANSWER:  Start with the present and tell why you are well qualified for the position. Remember that the key to all successful interviewing is to match your qualifications to what the interviewer is looking for. In other words you must sell what the buyer is buying. This is the single most important strategy in job hunting.

So, before you answer this or any question it's imperative that you try to uncover your interviewer's greatest need, want, problem or goal.

To do so, make you take these two steps:

1.      Do all the homework you can before the interview to uncover this person's wants and needs (not the generalized needs of the industry or company)

2.      As early as you can in the interview, ask for a more complete description of what the position entails.  You might say: "I have a number of accomplishments I'd like to tell you about, but I want to make the best use of our time together and talk directly to your needs. To help me do, that, could you tell me more about the most important priorities of this position?  All I know is what I (heard from the recruiter, read in the classified ad, etc.)"

 Then, ALWAYS follow-up with a second and possibly, third question, to draw out his needs even more. Surprisingly, it's usually this second or third question that unearths what the interviewer is most looking for.

You might ask simply, "And in addition to that?..." or, "Is there anything else you see as essential to success in this position?:

This process will not feel easynatural at first, because it is easier simply to answer questions, but only if you uncover the employer's wants and needs will your answers make the most sense. Practice asking these key questions before giving your answers, the process will feel more natural and you will be light years ahead of the other job candidates you're competing with.

After uncovering what the employer is looking for, describe why the needs of this job bear striking parallels to tasks you've succeeded at before. Be sure to illustrate with specific examples of your responsibilities and especially your achievements, all of which are geared to present yourself as a perfect match for the needs he has just described.

 

Tomorrow Question 2 continues.......

...There are no shortcuts to any place worth going ;-)

«´¨`·.¸¸Ravi Kiran.¸¸.·´¨`»

--
Hyderabad Masti
 
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How to Read Women's Facial Expressions

How to Read Women's Facial Expressions

A quick instruction on how to cause certain facial expressions of your wife. Women are really apt to make any of facial expressions. Moreover, it is very easy to read them))     Non $top Entertainment only at Funzug! Click to Join 4 Free!

12 things your CV should NOT have

12 things your CV should NOT have 


Your CV is your marketing brochure through which you try to sell a commodity, ie your skills to the potential buyer ie the prospective employer. The sole purpose of your CV is to fetch you an interview call. Nothing more, nothing less.
However, creating a CV isn't as simple as just using flowery language and pretty fonts. There are certain things that put recruiters off and if you want to make a good impression, make sure you do not commit these mistakes in what is arguably the most valuable document of your job hunt. 
While the rules listed are well-founded, they are not carved in stone. At times you will need to break the rules. If you want to add these things knowingly and purposefully to your CV we advise you to do that.
The points mentioned here are not listed in the order of priority; instead they are listed in the sequence in which they usually appear on a CV.
~ Colorful or glossy paper and flashy fonts
Your CV is a formal, official document. Keep it simple.
~ Resume or CV at the top
Many people tend to add headings to their CV. The usual are CV, Curriculum Vitae and Resume. Do not do this.
~ Photographs until asked
Do not add your photo to the CV until you have been asked for it. Photographs are required only for certain types of positions like models, actors etc. 
~ Usage of 'I', 'My', 'He', 'She'
Do not use these in your CV. Many candidates write, 'I worked as Team Leader for XYZ Company' or 'He was awarded Best Employee for the year 2007'. Instead use bullet points to list out your qualifications/ experience like: Team leader for XYZ Company from 2006-2007.
~ Spelling mistakes and grammatical errors
Proofread your CV until you are confident that it doesn't have any spelling mistakes or grammatical errors. These are big put-offs for the recruiters. Moreover, sometimes these mistakes might land you in an embarrassing situation.
A candidate who submitted his CV without proofreading it committed the mistake of wrongly spelling 'ask' as 'ass'. Now you can imagine the type of embarrassment he must have faced during the interview, when the interviewer pointed it out. These mistakes tend to convey a lazy and careless attitude to the interviewer.
~ Lies about your candidature
Do not lie about your past jobs or qualifications or anything which might have an impact on the job. You may be able to secure a job with these lies today but tomorrow you may lose it as well.
~ Abbreviations or jargon that is difficult to understand
People screening your resume usually belong to the HR department. If they do not understand what the abbreviations and jargon mean, they will simply dump your CV in the trash can. Avoid over-using such terms as far as possible.
~ Reasons for leaving last job
Leave these reasons to be discussed during the personal interview. For example, some candidates write: Reason for leaving the last job: Made redundant. Avoid making such statements in your CV, they add no value. Besides, if you do get an interview call, chances are the interviewer will address the issue.
~ Past failures or health problems
Mentioning these immediately slash your chances of getting an interview call.
For instance, you have a gap in your employment because you started your own business which did not do well. Some candidates might write -- Reason for gap in employment: Started own business which failed. Do not do this type of injustice with your job hunt at this stage of writing the CV.
~ Current or expected salary
Leave it to be discussed while negotiating the salary.
~ Irrelevant details
Leave out the details like marital status, sex, passport number, number of kids, age of kids. These are usually irrelevant for most interviewers but at times could be used as a basis for discrimination.
~ References
Do not include them until asked. In fact, it is not even required to mention the line 'Reference available on request'. If the recruiter requires a reference, he/she will ask you to bring it along for the interview.
Now that you have run through the list, take a fresh look at your CV and prune away unnecessary details and unaffordable blunders that could have cost you your dream job.

10 ways to survive office politics

#1: Live at peace with others

The easiest way to avoid problems with politics is to get along with people. I'm not saying you need to hug everyone and sing songs, and I'm not saying you have to be a pushover for everyone. You can be pleasant and professional, while at the same time being assertive when necessary. If you have a concern, focus only on the issue, not on the person. If you have to refuse a request, explain why and try to come up with alternative solutions.

Living at peace with others also means being careful about choosing sides during office power struggles. Aligning yourself with one faction or the other will prevent you from working effectively with people from the "other" side, thereby hampering your productivity and thus your performance. It's even worse if "your" faction loses out. Instead, try to focus on your tasks, dealing with people in either faction on the basis of the tasks alone, and avoid talk on the political issue that separates the groups.

#2: Don't talk out of school

Three can keep a secret if two of them are dead.
– Benjamin Franklin

Does your organization have issues? Have people told you things in confidence? Then keep those matters to yourself. Talking to outsiders about issues within your organization makes all of you look bad to that outsider. Furthermore, your boss or your boss's boss will not appreciate that behavior. People will find out that you spoke about what they told you, and they'll lose confidence in you and respect for you.

#3: Be helpful

We all have responsibilities and objectives, and those things should receive priority. Nonetheless, if it doesn't take too much time, being helpful to others can reap benefits for you. Does someone need a ride in the direction you live? Did your co-worker leave headlights on in the parking lot? Is someone having trouble building an Excel macro? If you can help that person, especially if you can do so without taking too much of your time, you benefit yourself as well as the other person. By doing these things, you're building political capital and loyalty. In doing so, you reduce the chances that you will be the victim of political intrigue.

#4: Stay away from gossip

I never repeat gossip, so listen carefully.
— Old joke

Nothing destroys the dynamics of an office more than gossip. Stay away from it, because nothing good comes from it. Just be sure you avoid the "holier than thou" attitude of lecturing your co-workers on the evils of gossip. You'll make them lose face, and they'll resent you. Instead, try subtly changing the subject. For example, suppose the group is talking about Jane's problems with her child, and of course Jane is absent from the group. Do some free association and try to come up with some topic that's related to Jane or her child, but won't involve gossip. Then, make a comment about that topic.

For instance, suppose you know that Jane's child is involved in a sports league. Mention this fact, thereby linking the child and the league. Then, shift the conversation so that you're now talking about the league rather than Jane's child. You could ask when schedules will be published, or if they need parent volunteers. If you do it right, no one will even notice that you've moved them away from the gossip.

#5: Stay out of those talk-down-the-boss sessions

Suppose your co-workers start complaining about the boss. If you join in, it makes you look disloyal to the boss. If you don't, it looks awkward in the group. What can you do? As with the situation of gossip, try changing the subject by linking the boss to another topic, then talking about that topic instead. Or you could simply respond to your co-workers with a smile and a tongue-in-cheek, "Come on, aren't we exaggerating? [name of boss] really isn't THAT bad." Be careful, though, because it could be taken as an admission by you that the boss is bad.

#6: Be a straight arrow

The best way to keep out of trouble politically is to be seen as someone who doesn't play office politics — in other words, a straight arrow. Do what you say you're going to do, alert people to problems, and admit your mistakes. Others will respect you, even if they don't always agree with you. More important, you have a lower chance of being a victim of politics.

#7: Address the "politics" issue openly when appropriate

Many times, when I do organizational assessments, I sense anxiety on the part of client staff. To address this anxiety, I tell people I interview that I'm not there to get people fired. I'm there to help the organization function better. It might not completely allay their fears and suspicions, but at least I've brought up the issue and addressed it.

Think about doing the same thing if you believe politics is an underlying theme at your company. Tell people you're not interested in scoring political points but only in getting the job done. It might not work, but unless you bring the matter up, there's no chance at all that they will believe you. So if a co-worker is unavailable, and you have to act on that person's behalf, consider saying to that person, "I had to act because of your absence. I wasn't trying to go behind your back and I wasn't trying to show you up."

#8: Document things

Nothing saves a job or career more than having a written record. If you believe a matter will come back to haunt you, make sure you keep a record of the matter, either via e-mail or document. Documentation is also an effective way to highlight of your own accomplishments, which can help you when your performance evaluation is conducted.

#9: Set incentives to foster teamwork

If you're a manager or senior executive, take a close look at your incentives. Are you unwittingly setting up your staff to work against each other? Do your metrics address only individual departments, or do they also address how departments could benefit the larger organization?

For example, suppose the hardware department of Sears reduced all its prices by half. If you measured only profitability of the department, you would conclude that it is performing horribly. However, that measurement would neglect to account for increased volume in all other departments because of the hardware department.

If you reward employees in a department based only on how well that department does, you may inadvertently cause destructive competition among departments. Each one will be competing against every other one, and all the departments could end up in a worse position. To minimize this possibility, give employees incentives based not only on department results but on organization results as well. That way, employees from different departments have more motivation to work together and less motivation to engage in destructive politics.

#10: Set an example for your staff

People in an organization look to leadership to see how to act. Do you want your staff to refrain from negative politics? Do you want to see collaboration and teamwork instead of petty rivalries, jealousy, and back-stabbing? Act the way you want your staff to act, and they will follow you.

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Calvin Sun consults with clients to address and resolve organizational issues and writes and speaks on this topic. His Web site is http://www.calvinsun.com. You can also find him on Twitter. Read his full bio and profile.