10 INTERVIEW QUESTIONS YOU SHOULD NAIL

Editor’s Note:? In the field of executive recruiting, what is old is new again.? With the possible exception of powerful automation and shockingly sophisticated artificial intelligence which purports to do the candidate recruiting and screening better and faster than mere mortals.? Today’s newsletter draws on one of John’s blog posts from February 2018.? ?

When planning this week’s editorial calendar, I suggested we draw on the information he wrote more than six years ago.? What is old is new again, and with today’s automated recruiting, once you make it through the maze of maddeningly sophisticated computer code and blinking lights, you cannot afford to muff a softball question.

My 2018 post sounds a wee bit like some of my career management sermons of today: you cannot escape the ordeal of computerized recruiting and screening, get to the interview table with actual human beings, and be content just to answer questions.

Please do not make this big, potentially eliminating mistake.

The genesis for my post in 2018 was a survey in which executive recruiters, both from firms and the corporate halls of talent acquisition, said one of their biggest frustrations was how poorly prepared applicants were when they showed up for an interview.? This poor preparation by candidates, which recruiters say is woefully lacking, is a major reason otherwise qualified executives are not advanced in a search. ?

Another inspiration for that 2018 post was the script from one of my podcasts, SelfPerspective. In that episode, I talked about an article in FastCompany,? “How You Can Prepare for These Common Interview Questions” ? The article was written by Isabel Thottam of Glassdoor. (We are studying whether to relaunch the podcast in 2025.)

The article explained that recruiters reviewed important questions that many candidates simply soldier through as if they are not that important.? In reality,? the answers to these questions count a great deal.? And all had the potential for being easy home runs. ?

This is a topic in one of my coaching modules on “Mastering the Art of Job Interviewing.”? This course is one of my favorites.? For more than 10 years I taught the executive/management interviewing course at the annual meeting of a global professional association.? Interviews are dynamic and challenging, one of the most difficult forms of business communication.? I developed my love of interviewing and the importance of interview questions as a young crime writer and investigative journalist for The Houston Post, now a relic of Houston’s storied history. ?

As we watch the economy slow, and hopefully cool to the extent that grocery prices are once again tolerable, there has been considerable discussion on what effect this slowdown will have on jobs, a market for executives already in a hole as thousands look unsuccessfully for work.?

That today’s automation and AI screening already pose huge hurdles for executives is not in dispute.? All the more reason that those who manage to make it to the interview table cannot afford any missed opportunities.? A matter-of-fact approach to interviewing is like day drinking when you work from home — a ridiculously dumb idea.

+PLUS:? Examples of 10 Interview Questions You Should Knock Out of the Park

Drawing some of the work from Glassdoor’s Ms. Thottam here are nine questions we selected for your MOCK/practice interviews.? Yes, you need to practice before any interview.? Not rehearsing is another ridiculously bad idea.?

For your answers to be memorable, intertwine them in stories.

1. Tell something about yourself we do not know.? If you think they are asking for a career summary, stop and think. ? They have. Your resume, so give them something clever and compelling about yourself that they do not know. This is a common first question in many interviews.? Not being prepared with a real stemwinder answer is a big lost opportunity.
2. Tell me about a conflict you faced at work and how you dealt with it.? This is one of the soft skill questions designed to zero in on how you do things.? This is an answer, Ms. Thottam says, that you should ace because your answer will reveal how you deal with conflict and how adept you are at thinking on your feet, both important skills, especially for executives. ? Prepare in advance ( a recurring theme here), succinctly state the issue, provide a brief but complete answer, and end on a positive note.?
3. Tell us about your strengths and weaknesses. Some recruiters decry these questions, arguing they are unnecessary intrusions and do not yield any productive information. I disagree. Everyone likes to brag a bit about those tasks where they excel. But we all have weaknesses. How you answer this question will go a long way in defining your quotient of emotional intelligence.
4. What is your dream job?? This is all about how realistic you are at setting goals and whether you will fit with the organization over the long term, a good place for personal growth.? Be sure your answer focuses squarely on career goals and how this job will advance your quest.? By the way, it is not only cheesy but bad form to answer “CEO of this company.” ? A fellow recruiter once quipped, “That is a winning answer about zero times in a 100.”
5. What do you expect out of your team and coworkers?? The underlying reason for this question is all about culture, how you work on a team, and whether your style will be a good fit. ? Ms Thottam recommends, and I concur, that to prepare for this type of question applicants should look at social media profiles, especially LinkedIn, or read reviews at Glassdoor.
6. What do you expect from your manager?? Here again, preparation is critical.? This question also focuses on soft skills — your emotional intelligence and whether you will fit with the team.? Be honest and it is important to use some relevant examples from past jobs.? For your answers to be memorable, intertwine them in stories.
7. How do you deal with stress?? This, too, is a culture-based question.? No manager wants a drama queen, constant complainer, or serial jerk on their team.? Stressful situations typically expose some of those negative tendencies. Employers are looking for people who can effectively work through stressful periods to accomplish goals.? Provide specific examples of how you relieve stress during the workday and emphasize your effectiveness in completing assignments promptly during these times.? Wrap your examples in brief stories.? People remember stories more than facts.
8. What would the first 30 days in this position look like for you? ? Not to beat the drum too much, but careful preparation of an answer for this question can go a long way in establishing your “favorability” score.? Companies, now more than ever, need employees who can get up to speed as soon as possible.? While corporate onboarding programs designed to ensure just that are gaining favor as part of an effort to improve employee engagement, they are not widely in use.? Candidates should ask during the interview about performance deliverables, how the manager will define success in a year, and, when this question comes up ask for information you feel you will need to get started as well as those things you will need to help you transition into this new position, Ms Thottam writes.
9. What are your salary requirements?? This question has “locked up” — as in a deer in the headlights —? more candidates than you can imagine.? This question is not always asked but it is best to be prepared.? I am prejudiced on this issue based on my work with senior-level executives. We give them the salary range upfront to avoid wasting anyone’s time.? I find it astounding how many internal executive recruiters do not reveal that information, and how many candidates do not ask. That don’t tell, don’t ask approach has led to some embarrassing moments in a search, and a lot of wasted time.? At entry level, or searches for supervisors or managers I can see how this will not be discussed.? So how should is to state your current base salary and any bonus or incentive pavement plans?? Do not exaggerate. When explaining your salary, state the current base, the percentage potential for incentives, and your total cash earnings in the last full fiscal year. Do not get cute and factor in non-cash awards to negotiate a better deal.? For lower-level employees and managers, there are tools on sites like Glassdoor that can help you determine your compensation worth. Remember this, the lower you are in the organization, the less negotiation there will be on compensation.
10. Do you have any questions?? Not having questions is, more often than not, a BIG negative for the candidate.? Saying the employer has already answered your questions is beyond lame so think about multiple questions you want to know about in advance, or make notes of questions that come up during the day.? Be prepared. ? Asking questions can be vital in helping you avoid a hiring mistake that could damage your career.

Start with: Tell me about your culture and how I will see it in daily interactions and decision-making.

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“Working with John was an incredible experience. When I interviewed, I was calm and self-aware because I was so well prepared.” Healthcare executive in Florida

“John gave me so many great ideas on how I could answer questions more effectively. I do not know where all his ideas come from — I was astounded — but he is truly a gifted interview coach.” Healthcare executive in California.

“I retained John even after I won the job. He helped me with preparing for onboarding and my messaging. Today we talk every month and I am always getting great tips on communication strategies.” Publishing executive in NewYork.

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