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1.This is one of the most common questions to practice for. You’re very likely to hear it in an early-stage interview, especially a phone interview.
In the sample answers below, you’ll see that the goal is to show them you’ve done your research and didn’t apply to their company without knowing anything about them.
If you don’t seem like you know anything about them, you’ll come across as desperate – somebody who will take any job they can find. And that’s going to make you unattractive to any good employers out there.
So when they ask, “what do you know about our company?”, your primary goal is to show you’ve done your research or knew abo
ut their company before applying. If you do this, you’ll be fine.
2.Behavioural questions are asked to elicit information from you on how you would be likely to handle any of a range of real-world challenges based on your previous behaviour facing a similar circumstance. Whereas situational questions decipher how you would approach certain scenarios, and competency-based questions prove you have the skills required for the role, behavioural questions ascertain if you have the character traits the interviewer is looking for.
Such questions tend to be based on the principle that a candidate’s past behaviour is the best predictor of their future behaviour, and can touch on such aspects as your ability to work as part of a team, client-facing skills, adaptability, time management skills and more.
3.At certain points in the interview process, there will invariably come a time when the interviewer asks if you have any questions for him. Most people are so relieved to be done with the often difficult and uncomfortable behavioral questions that they take their foot off the gas and feel they have a license to breeze through what they consider to be the “easy part” of the interview.
Don’t make this mistake!
Asking good questions can give you critical insights into the role and company to which you’re applying, as well as demonstrate your interest in the role and knowledge of the company and industry. This is where you apply your research on the company and interviewer from the first two sections to fill gaps in your understanding of the role. You should have questions prepared in three key areas:
4.When your interviewer asks you this question, they want to know all your positive qualities. These positive qualities need to relate to what they want and are looking for.
So before you head into your interview, make sure you do your research as to what kind of person suits this job, especially if you’re a newbie (new) and entering the workforce for the first time. Treat this question as a chance to advertise yourself – you are the product, now market yourself. The thing to remember here is not to just list a number of adjectives (anyone can do this). Instead, use examples to support your point.
5.If a tree falls in the forest and no one is there to hear it, did it make a sound? More important, if you communicate your selling points during a job interview and the interviewer doesn't get it, did you score? On this question, the answer is clear: No! So don't bury your selling points in long-winded stories. Instead, tell the interviewer what your selling point is first, then give the example.
6.Dress appropriately, make eye contact, give a firm handshake, have good posture, speak clearly, and don't wear perfume or cologne! Sometimes interview locations are small rooms that may lack good air circulation. You want the interviewer paying attention to your job qualifications -- not passing out because you've come in wearing Chanel No. 5 and the candidate before you was doused with Brut, and the two have mixed to form a poisonous gas that results in you not getting an offer!
7.There will typically be an opportunity to ask questions during an interview. Hopefully throughout, allowing a good two-way street of communication, or otherwise towards the end. This is an opportunity for you to take.
The quality of your questions can differentiate you from an otherwise similar candidate. Questions that show you have done your research are great, and in general open questions that demonstrate your understanding or prove your interest going to foster a positive response and often further discussion.
Questions which can be seen as suspicious, negative or are just hard to answer will make for a negative atmosphere which ends up reflecting badly.
For example, try not to ask: “What happened to the last person in this role?” or “What’s your sick days allocation?” or “What’s the company’s financial position like?”
Believe me, I have heard them asked before.