Nailing the First Impression: A Guide to Answering Common Interview Questions
Alina Runova
HR & Tech Recruitment Expert | Helping Companies Thrive & Professionals Find Ideal Careers | Agile Enthusiast | Insights in "HR & Recruitment Insider" for Your Career Advancement
We all understand the importance of making a great first impression, especially during a job interview. It's no surprise that recruiters often start the conversation with standard initial interview questions. While these questions may seem simple, they serve a purpose beyond breaking the ice. In this guide, we will explore why recruiters ask these questions and provide effective approaches to answering them. To make this guide as practical as possible, I have covered various common interview questions, so you can be prepared for any case from the recruiter or HR manager.
Let's get started!
First, let's discuss the different types of interviews and their purposes. It is crucial to be well-prepared for any questions by understanding WHY they are being asked and HOW they will be asked.
In other words, grasping the main principles of an interview will provide you with a comprehensive understanding. Moreover, according to psychology, when you know what to expect, you experience less stress, as our brains function in this manner.
In general, interviews can be classified into a few main groups: structured interviews, unstructured interviews, and semi-structured interviews. Additionally, there are two types of questions: open-ended and closed-ended questions. Finally, interview questions can be categorized into three types: behavioral, situational, and cultural fit.
Now, let's discuss the two main types of interview questions: open-ended questions and closed-ended questions.
Open-ended questions prompt candidates to provide detailed responses by asking for opinions, thoughts, or experiences. Examples include "Tell me about your relationship with your previous manager" or "How would you improve your previous team's performance?" Open-ended questions encourage candidates to elaborate on their experiences and express their competencies.
Closed-ended questions require brief specific responses and are often answered with a simple "yes" or "no." These questions help employers obtain direct answers and specific information from candidates. However, closed-ended questions have some drawbacks, such as limiting candidates' ability to discuss their competencies and leaving certain situations unclear. Examples of closed-ended questions include "How many years of experience do you have as a team leader?" or "Have you ever worked from home?"
Recruiters and interviewers typically use both types of questions, and it's essential to evaluate candidates' soft skills alongside their hard skills. While hard skills are crucial for the job, cultural fit also plays an important role.
Moving on to the different types of interview questions:
a) Behavioral Interview Questions: Behavioral job interview questions are questions that focus on how you’ve performed in the past, or how you’d perform in a specific situation. They’re used to understand your thinking patterns, and whether you can think on your feet.
Remember the SMART task we discussed earlier? Today, it's time to explore another essential term in HR and recruiting that can be used to answer just about any behavioral interview question - the STAR interview method! The main idea behind the STAR method is that each answer should involve the following:
S: Situation - Set the scene and provide context.
T: Task - Describe the challenge or responsibility you faced.
A: Action - Explain the actions you took to address the challenge or responsibility.
R: Result - Share the outcomes and how they align with the project or company's overall goal.
The main problem with this approach is that candidates need to recall past experiences in detail, which takes more time to evaluate their skills. Therefore, interviewers should focus and ask questions only for must-have skills.
b) Situational interview
Situational interviews involve questions that present hypothetical situations or dilemmas to candidates in order to gauge their reactions. Candidates reveal their way of thinking through this line of questioning, which helps interviewers predict their future performance. Since situational questions are hypothetical, they help interviewers assess candidates who may not have much experience in a role or who have never faced a particular situation.
A golden rule for interviewers to have great examples of structured interview questions is to:
For example:
"Imagine you have a tight deadline approaching, and you realize that you won't be able to complete the project on time due to unexpected complications. What steps would you take to address the situation?"
"You receive conflicting instructions from two supervisors regarding the same task. How would you handle this situation and ensure that you fulfill both expectations?"
"You notice a colleague consistently arriving late to work, affecting team productivity. How would you approach this situation?"
"You discover a mistake in a report that has already been sent to a client. What actions would you take to rectify the error and communicate it to the client?"
"You are leading a team project, and one team member is not meeting deadlines and delivering subpar work. How would you address this issue and ensure the project's success?"
"How do you ensure projects and tasks are on schedule (ETA and deadlines)? What would you do if an engineer on your team spent all hours and didn't achieve the result? How would you handle such a situation?"
c) Cultural fit interview
Every company, just like any community, has its own culture. Hiring people who fit well with the company's culture increases the chances of achieving business goals and fosters an engaging work environment, ultimately improving retention rates. However, cultural fit doesn't mean hiring people the interviewer personally likes. Hiring for cultural fit means recruiting people who will thrive in the company's environment. Usually, recruiters are responsible for evaluating this aspect, but sometimes technical interviewers or hiring managers can assess it better or notice what others might not.
Examples:
"How do you define an ideal work environment?"
"Describe a time when you faced a challenge related to teamwork. How did you handle it?"
"What values do you consider important in a workplace? How do you demonstrate these values in your daily work?"
"How do you adapt to changes in the work environment or company culture?"
Cultural fit is a crucial aspect of finding the right individuals who resonate with a company's values, norms, and work environment, ultimately fostering a harmonious and productive atmosphere. However, it is important to remember that the interview process is a two-way street. As a job seeker, it is essential to actively listen to the questions asked and carefully consider the answers given, allowing you to evaluate whether the company is a good fit for you.
Reflect on questions such as, "Does this company align with my personal values and goals?" "Do I feel motivated and inspired to work here?" and "Do I share the core cultural aspects and standards embraced by this organization?"
Assessing these factors will enable you to determine whether there is a genuine connection between yourself and the company, paving the way for a mutually beneficial partnership.
Now that we're done with the theory, let's focus on practical cases:
Most Common Job Interview Questions
Q: "Tell me about yourself."
A: Ah, the classic icebreaker. How hard can it be to talk about yourself? We do it on a daily basis without much thought. However, recruitment managers are not looking for your whole life story, your third-grade achievements, or what you had for dinner last night. Instead, they are looking for a pitch. This is usually the first question asked in an interview, so it acts as your introduction. Make sure your answer is relevant to the position you are applying for. The goal here is to present yourself as the ideal candidate for the job.
Purpose: To introduce yourself and showcase your unique value proposition.
Approach: Craft a brief and compelling elevator pitch that showcases your name, professional experience, what you love about your job, and your top 2-3 relevant achievements.
Q: "Why are you interested in this position/company?"
A: Another common question you will definitely hear!
Purpose: Recruiters ask this question to assess your level of enthusiasm and to gauge whether you have done your research. They want to know if you have a genuine interest in their company and the role you are applying for. Take the time to thoroughly research the company, its values, culture, and recent achievements. Align your answer with specific aspects of the company that resonate with you, such as their mission, innovative projects, or opportunities for growth. Avoid generic answers like "I need the money" or "I'm passionate about not starving to death."
Approach: Demonstrate your knowledge and genuine interest in the company by highlighting specific reasons why you believe you are a great fit and how you can contribute to their success.
Q: "What do you know about this company/organization?"
A: A quick search on the company's "About" page should be enough, right? Well, yes and no.
Purpose: Recruiters want to assess if you have taken the time to research and understand the company before the interview.
Approach: Before the interview, do some Googling and learn about the company's products or services, the impact they have, the company culture, recent news, and their performance. Gather as much information as possible to showcase your knowledge during the interview.
Q: "How did you hear about this position?"
A: Although this might seem like a straightforward question, you should seize the opportunity to show your interest in the company.
Purpose: To understand your level of engagement and how you discovered the job opportunity.
Approach: Show excitement and curiosity. If someone inside the company told you about the position or recommended that you apply, mention their name and position. It can strengthen your credibility and increase your chances of getting hired. Explain what excites you about the job opportunity and what caught your eye.
Q: "What are your strengths and weaknesses?"
A: This question can make people feel lost and confused.
Purpose: Recruiters ask this question to gain insights into your self-awareness and to assess how well your strengths align with the job requirements. They also want to see if you acknowledge your areas for improvement.
Approach: Showcase your strengths by providing specific examples and highlight how they contribute to your success. When addressing weaknesses, be honest but strategic. Choose a weakness that is not a core requirement of the role and discuss how you are actively working on improving it.
Q: "Where do you see yourself in five years?"
A: Ahhhh, this question is often misunderstood by many candidates. Some individuals may start discussing personal plans such as family or travel, but in reality...
Purpose: The purpose of this question is for recruiters to assess your long-term goals, ambition, and alignment with the company's vision. They want to determine if your career aspirations align with the growth opportunities available within their organization.
Approach: To answer this question effectively, it is important to demonstrate your ambition and enthusiasm for professional growth. Discuss your career goals and how they align with the industry and the specific company you are interviewing with. Emphasize your eagerness to develop new skills, take on additional responsibilities, and make a significant impact within the organization.
Q: "Why should we hire you?"
A: This question can be seen as an opportunity to promote yourself without coming across as arrogant, desperate, or needy.
Purpose: The purpose of this question is for you to highlight your unique qualifications and convince the interviewer that you are the best fit for the job.
Approach: It is advisable to avoid extreme statements when answering this question. Instead of overselling yourself, make a general statement about being a great fit for the position and then discuss your relevant experiences and achievements. You can mention three key points: your passion for working with the company and why, how your skills align with their requirements, and how you can contribute to solving their existing problems, such as improving metrics or implementing efficient processes.
Q: "What is the professional achievement you’re most proud of?" or "What are your greatest accomplishments?"
A: This question is a variation of the "Why should we hire you" question but with a focus on a specific achievement.
Purpose: The purpose of this question is for you to showcase a standout professional accomplishment that demonstrates your skills and qualifications for the job.
Approach: This question provides a straightforward opportunity for you to mention your most significant professional achievement. Ensure that the achievement you choose is directly related to the job you are applying for, highlighting the skills and expertise that make you an excellent fit.
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Q: "What are your salary requirements?"
A: This question can be challenging as you want to avoid undervaluing yourself while also not proposing an unrealistic number.
Purpose: The purpose of this question is to understand your expectations and assess whether they align with the company's hiring budget and salary trends.
Approach: When responding to this question, it is crucial to consider three factors. First, research the average salary range for someone with your skill level using resources like Glassdoor, LinkedIn, PayScale, or Indeed. Second, investigate how much the company typically pays employees with similar skill levels. Finally, consider your current salary as a reference point. In most cases, you can negotiate a pay increase from your current earnings. Incorporate all these points to arrive at a reasonable salary range. Alternatively, you can provide a range and the interviewer is likely to choose a number within that range.
Q: What is your possible date to start if we hire you?
A: This is a common question asked during the interview process.
Purpose: The purpose of this question is to determine your availability and readiness to start the job if offered.
Approach: You should be honest, and I suggest adding +1 week to the expected start date. Additionally, I always advise my clients to consider the possibility of taking 1-2 weeks of vacation before starting. This helps you to refresh your mind and be prepared for new challenges.
Q: "What are you looking for from a new position?"
A: The easiest way to answer this question would be to simply say that you’re looking for whatever the company is offering.
Purpose: The purpose of this question is for the interviewer to understand what you seek in a new position and if it aligns with what the company can provide.
Approach: To answer this question effectively, put yourself in the shoes of the potential employer. Explain to the interviewer that this job at their company is the perfect fit for you. Mention your short-term and long-term career
Q: "Do you have any questions for us?"
A: This question is commonly asked in interviews
Purpose: It provides an opportunity for you to demonstrate your enthusiasm for the company and gather more information about the organization.
Approach: When preparing questions to ask, imagine yourself as already being hired and starting work tomorrow. Think about the aspects of the company you would like to know more about to ensure it aligns with your interests and goals.
While it's important to show your genuine interest, avoid asking basic questions that can easily be found on the company's website or through a quick online search. Instead, aim for more in-depth inquiries that reflect your understanding of the organization and industry. Additionally, the answers you receive can provide valuable insights into whether the company is the right fit for you.
I have touched on some essential questions in my previous post on LinkedIn titled "Key Questions to Ask During the Hiring Process: What Every Candidate Should Consider." You can find more information and a comprehensive list of questions to ask in that article.
Situational Job Interview Questions
Q: "Why have you switched jobs so many times?"
A: If you’ve had multiple job changes within a short period, the interviewer may inquire about it.
Purpose: Job-hopping can raise concerns for HR managers.
Approach: Assure them that you are committed to staying with the company long-term and won't leave for a better offer. Explain the reasons for your job switches, such as a poor cultural fit, misleading job descriptions, or realizing that the role didn't align with your interests or qualifications. While it's not the ideal answer, honesty and mutual understanding can be expected.
Q: "Why did you change your career path?"
A: If you recently changed your career path, the interviewer may inquire about it. However, this is perfectly acceptable.
Purpose: To understand your goals and evaluate your adaptability.
Approach: Provide an honest response, explaining that your previous career wasn't fulfilling and how the new job aligns with your interests and offers more exciting prospects.
Q: "Why did you decide to leave your previous/current job?"
A: This question can be uncomfortable, but it's important to address it.
Purpose: Recruiters want to determine if you are a loyal and committed employee who will give proper notice before leaving.
Approach: Be honest and tailor your answer to the situation. Focus on the positive aspects of the new opportunity rather than dwelling on any negative experiences in your current or previous job.
Q: "Why were you fired?"
A: This question can be challenging to answer, but it's crucial to address it honestly.
Purpose: To understand the circumstances surrounding your termination and assess your ability to take responsibility and learn from past mistakes.
Approach: If you were fired, admit it and take ownership of your actions. Discuss the lessons you learned from the experience and how you have grown and improved as a professional since then.
Q: "How do you feel about working weekends or late hours?"
A: This question may be a potential red flag for you if the position you are applying for doesn't require weekend or late-hour work.
Purpose: To assess your availability and willingness to work outside regular hours.
Approach: Seek clarification from the interviewer regarding their expectations. Understand whether they are testing your dedication or if they expect you to work excessive hours without proper compensation.
Q: "How would your boss/teammates describe you?"
A: This question is similar to "What are your greatest strengths?" but focuses on the perspective of your superiors or colleagues.
Purpose: To understand your work style, interpersonal skills, and how you contribute to a team.
Approach: Share specific situations where you excelled at work and received recognition from your boss or coworkers. Alternatively, you can mention positive feedback from performance reviews if applicable.
Q: "What would your first 30, or 90 days look like in this role?"
A: If you're applying for a senior or leadership position, expect this question.
Purpose: To evaluate your goals, prioritization skills, and ability to plan your work effectively.
Approach: Demonstrate your expertise in the field and outline a plan for making a positive impact in the company during the initial months. Highlight your ability to set clear objectives, establish priorities, and deliver results.
Q: "Do you think there is a difference between hard work and smart work?"
A: This question is aimed at understanding your work ethic and approach to tasks.
Purpose: The recruiter or hiring manager wants to gauge if you have a balanced approach that combines both hard work and smart work. They are looking for a candidate who not only works diligently but also thinks strategically.
Approach: When answering this question, consider the true meaning behind it. While it's important to adapt your response to your specific situation, remember that the question is about acknowledging the distinction between hard work and smart work. You can emphasize that hard work involves putting in effort and dedicating time to complete tasks, while smart work involves finding efficient ways to achieve goals by leveraging skills, knowledge, and effective strategies. Highlight the value of combining both approaches to maximize productivity and achieve successful outcomes.
Behavioral Questions in a Job Interview
Q: "Describe a challenging situation you faced and how you resolved it."
Purpose: This question allows recruiters to evaluate your problem-solving and critical thinking skills. They want to understand how you handle obstacles and whether you can navigate difficult situations effectively.
Approach: Follow the STAR method to structure your response and provide a clear and concise account of the challenging situation and your successful resolution. Highlight the actions you took, the strategies you employed, and the positive outcome you achieved.
Q: "Give an example of how you have handled a challenge in the workplace before."
Purpose: This question aims to assess your ability to handle challenges and problem-solving skills in a work environment.
Approach: Choose a specific example that showcases your approach to problem-solving and highlight the steps you took to address the challenge. Discuss the strategies, actions, and outcomes that demonstrate your effectiveness in handling workplace challenges.
Q: "Give an example of when you performed well under pressure."
Purpose: To evaluate your ability to handle high-pressure situations and maintain composure while delivering results.This question may be a potential red flag for you if the position you are applying for doesn't require this attribute.
Approach: Share an example where you successfully managed a situation under pressure. Discuss the actions you took, the strategies you employed, and the positive outcome you achieved. Emphasize your ability to stay focused, make sound decisions, and deliver quality work within tight deadlines.
Q: "Give an example of when you showed leadership qualities."
Purpose: This question aims to assess your leadership abilities and potential.
Approach: Choose an example where you demonstrated leadership qualities, such as taking initiative, guiding a team, or influencing others positively. Explain the situation, your specific actions as a leader, and the impact you had on the team or project. Highlight your ability to motivate, collaborate, and achieve goals collectively.
Culture fit questions
Q: "How do you handle working in a team?"
Purpose: This question helps recruiters assess your interpersonal and collaboration skills. They want to understand how you contribute to a team dynamic, communicate with others, and work towards shared goals.
Approach: Share examples of successful team collaborations, highlighting your ability to listen, communicate effectively, and contribute to achieving team objectives. Discuss your flexibility, willingness to support others, and ability to resolve conflicts constructively.
Q: How often would you like to meet your team?
A: Purpose: This question helps assess your preferences for collaboration and team interaction.
Approach: Express your preference based on your work style and the nature of the role. Discuss the importance of regular communication and collaboration while also considering the need for individual focus time. Mention your willingness to adapt and find a meeting frequency that promotes effective teamwork.
Q: Do you prefer working alone or as part of a team? Why?
A: Purpose: This question aims to understand your preferred work style and how you contribute to a team dynamic.
Approach: Share your preference based on your past experiences and the specific job requirements. Emphasize the benefits of both working alone and collaborating with a team. Highlight your ability to work independently and take ownership of tasks, while also expressing your appreciation for teamwork and the collective synergy it brings.
That's all for today. By preparing and practicing your responses, you can increase your chances of making a positive impression and securing the job opportunity. Good luck with your future interviews!