Search Consulting

Hall of Fame Interview Supplement

I. QUESTIONS THAT YOU COULD BE ASKED DURING AN INTERVIEW

A. Exploring your Background Questions

Tell me about yourself

• Answer these questions in terms of the qualifications required of the position.
• Keep responses concise and brief and avoid being derogatory or negative about
previous jobs and bosses.
• "Tell-me-about-yourself” means, "Tell me about your qualifications." Prepare a one to
two minute discussion of your qualifications. Start with education and discuss your
experiences. Describe your performance (in raises, promotions, innovative designs,
sales volume, increased profits, etc.)

What are your greatest strengths?

• Interviewers like to hear abstract qualities. Loyalty, willingness to work hard, eagerness,
fast-learner, technical skills, politeness, and promptness, expressed in concrete terms
are good examples. Avoid the simple generalization "I like people". It's not a good
answer.

What are your greatest weaknesses?

• Don't be intimidated. The interviewer probably wants reassurance that hiring you won't
be a mistake. This is not the time to confess all of your imperfections. (Do not
state "not being able to go to work on Mondays", or "coming in late", etc.). Present your
weaknesses as professional strengths, (i.e. "Sometimes I work too hard to make sure
things are done accurately" or "I have the tendency to take on too much work myself,
but I have been learning to delegate more effectively"). Do identify a weakness.
Nothing is more annoying than talking to someone who thinks they have no weakness.
Identify an "area you need improvement in" and say what you've done to improve in that
area.

B. Personality Questions

What do you do in your spare time?

• Workaholics are not always the best employees. Present yourself as a well-rounded
person. Your answer gives you dimension. Name some hobbies.

C. Motive Questions

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Answer motive questions enthusiastically. Show the interviewer that your are interested in the
position and that you really want the job. Remember to maintain eye contact and be sincere.

How can you contribute to this company?

Be positive and sell! Bringing strong technical skills, enthusiasm, and desire to complete
projects correctly and efficiently are good responses.

Why should I hire you for this position?

• Explain your qualifications and how they "fit" the available position. Address your
interest in the job and the field and why it's work that you enjoy. Emphasize your ability
to successfully perform the duties required.

Why do you want to work for our firm?

• Make a compliment about what the company does, its location, or its people. Other
positive remarks might be about the company s product or service, content of the
position or possibilities for growth or advancement. Research about the company is
important here.

Where do you hope to be in five years?

• Use conservative growth positions that clearly show you plan to be there in five years,
and that their investment in you will pay. Be sure that you know what can and cannot be
achieved by the ideal candidate in the position. Never tell the interviewer that you feel
you'll be more successful than they are, but do show a strong desire for promotions.

What interests you most about this position?

• Teasing the interviewer with a truthful one or two-word answer such as, "the challenge"
or "the opportunity", will force them to ask you to explain. Here again, you have a
chance to demonstrate your knowledge of the company.

How long do you plan to be with this company?

• As with marriage, most employers expect a till-death-do-us-part attitude, but they can
be equally attracted to the candidate with ambition and candor. "As long as I continue to
learn and grow in my field", is a reasonable response. (Be consistent with reason why
you’re looking to make a change).

What are your career goals?

Your answer should depend on a specific time frame:
• Short term - "I want to be the best in my current position, while learning additional
responsibilities. This, in itself, will assure my commitment to the firm and raise me to the
next level of responsibility and promotion. I see myself wanting to stay technical but
learn the necessary skills to lead people and projects."

• Long term - "After proving my abilities, I see myself in a firm with the possibility of
moving into a level of management that allows me to keep my skills sharp."

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41875 W. Eleven Mile Rd  Suite 202  Novi, MI 48375 USA
248.305.9727  www.scnovi.com
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What are you doing to achieve your goals?

• "I look at continued learning as the key to success. I continue my education, as you see
from my resume, by taking company educational courses, when offered, and college
courses. I also read trade publications and magazines to keep me informed about the
current and future directions in my field. When possible, I participate in professional
organizations in my field." (Make sure you can expand on statement).

D. Job Satisfaction Questions

Why did you leave your previous employer?

• NEVER speak poorly about a former employer. Be pleasant, be positive and be honest.
Your answer will probably be checked. Mention your desire to work for a more
progressive company that offers more growth opportunities and recognition.

What did you like most about your previous job?

What did you like least about your previous job?
• An employer can evaluate the type of worker you will be by the items you choose. Cite
specifics. You are also providing clues about the environment you seek. What you liked
most can include a strong teamwork atmosphere, high-level of creativity, attainable
deadlines. What you liked least should include any situations that you are unlikely to
encounter in your new position.

Why are you looking for another job?

• Again, be positive. "I have to say that I have really enjoyed my years at _______
Corporation. There are a lot of good people over there. But I am looking for a more
progressive organization with greater opportunities for growth, and recognition. I am
looking for a team to join where I can make real contributions and advance my career."

What do you think your employer's obligations are to you?

• Interviewers listen for employees who want a positive, enthusiastic, company
atmosphere, with the opportunity to advance. Such a person, they surmise, has
motivation and staying power.

Are you applying for any other jobs?

• In your answer, show that your search is geared for similar positions. This demonstrates
a well-defined, focused objective. Make it known that your talents are applicable to other
businesses and that you have explored ways to maximize your potential and are serious
about finding the perfect opportunity. Don't give an indication that you are just shopping.

E. Past Performance Questions

(To determine behavior based on past examples)

What kind of decisions are most difficult for you?

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• Again, be truthful and admit not everything comes easily. Be careful what you do admit
so as not to instantly disqualify yourself. Explain that you try to gather as much
information and advice as you can to make the best decision possible.

What causes you to lose your temper?

• Everybody has a low boiling point on some particular issue. Pick one of yours;
something safe and reasonable. People who are late to meetings, blame shifting,
broken appointments and office "back-stabbing" are suitable responses. Don't say that
you never fly off the handle. You won't be believed.

What are your greatest accomplishments?

• Be ready to recant one or two stories that demonstrate strong capabilities or
achievements that will make you attractive to your new employer. A special project that
you pioneered at your previous job, cuffing department expenses, increasing
productivity or receiving frequent promotions are a few examples. (Use your FABs)

How do you feel about a younger male/female boss?

• A question like this usually means that your boss will either be younger or of the
opposite sex or both. Be certain that if you register any concern, you will probably not
be hired. Explain that their age or sex is of no importance to you. You are only
interested in their capability and what you can learn from them.

What kind of worker are you?

• Again, no one is perfect. Showing that you tackle every assignment with all of your
energy and talents is admirable but mention that you also learn from your mistakes.

F. Salary Questions
Salary discussions should be avoided, if possible.

What type of salary do you have in mind?

• Do not state a starting figure. A suitable reply: "I am looking for the right opportunity and
I am confident that if you find me the best candidate for this position, you will extend me
your best and most fair offer.

What is your current salary?

Answer truthfully. Remember that "salary" includes base, bonuses, commissions, benefits, and
vacations as well as sick days and personal days. Also, if you are due a raise in the next three
months, state the approximate percentage you expect.

G. Other questions you should be prepared to answer truthfully:

• Are you willing to relocate?

• May we check your references?
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41875 W. Eleven Mile Rd  Suite 202  Novi, MI 48375 USA
248.305.9727  www.scnovi.com
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• May we verify your income?

Answer a question to the best of your ability and then relax. If there is a period of silence
before the interviewer asks the next question, stay calm. Interviewers often use silence to see
if you can handle stress and maintain poise.

II. QUESTIONS FOR YOU TO ASK DURING AN INTERVIEW

Your interviews, however, should be a two-way conversation. You must ask questions and
take an active role in the interview. This demonstrates the importance you place on your work
and career. Asking questions gives you a chance to demonstrate your depth of knowledge in
the field as well as to establish an easy flow of conversation and relaxed atmosphere between
you and the interviewer. Building this kind of rapport is always a plus in an interview.
Remember, you are not just there for the interviewer to determine if you are right for the
position but your questions can help you determine if this job is right for you. Some of your
questions should evolve from research you've done in preparing for the interview. The
following are some guidelines for your questions as well as some examples:

• Don't cross examine the employer.

• Ask questions requiring an explanation. Questions which can be answered with a "yes"
or "no" are conversation stoppers.
• Don't interrupt when the employer is answering YOUR question.
• Ask job-relevant questions. Focus on the job--the company, products, services, people.
• Prior to the interview, write your list of Interest Questions and take them with you.
• Ask about your potential peers, subordinates, and superiors.
• Take notes.
• Ask the employer how he/she got where they are today.

A. Interest Questions

Why do you want someone for this job?

• Force the interviewer to explain why this job can't be done by one of his current
employees. The answer may give you a valuable job description.

B. Job Satisfaction Questions

Ask questions that relate to the responsibilities, importance and authority of the position as well
as those investigating the rewards for a job well done and the long range career opportunities.

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41875 W. Eleven Mile Rd  Suite 202  Novi, MI 48375 USA
248.305.9727  www.scnovi.com
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C. Past Performance Questions

Why isn't this position being filled from within the company?
• You may discover that nobody in this organization would accept it or that your future
fellow employees are a weak lot.

How many people have held this job in the last five years?
Were they promoted or did they leave the company?
• If the turnover has been high, you have a right to suspect that the job may leave
something to be desired. Or it could mean that you can expect to be promoted quickly.

How did you get started in the company?

• A good way to get to know the interviewer better and gain insight into the promotional
path the company follows.

What are examples of the best results produced by people in this job?
• Here you may discover you are overqualified or in a position to ask for considerably
more money.

D. Additional Questions

• What would my responsibilities and duties be?

• What are the most difficult aspects of the position?
• Describe a typical day on the job?
• Describe the department's/company's growth in the next 2 years?
• What is the philosophy on training and development here?
• Has there been downsizing within the company? How is it handled?
• How do you think I'd fit into the job and into your organization?
• What projects would I be involved in now? In the future?
• Who would I be working for and with?
• What is the person doing who used to hold this position?
• When would you need me to start?
• May I see my work area?
• May I meet some of my future co-workers?
• Are there any current projects that this position will inherit? Are those projects on time?
On budget?

III. REASONS WHY CANDIDATES GET REJECTED FOR A POSITION

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41875 W. Eleven Mile Rd  Suite 202  Novi, MI 48375 USA
248.305.9727  www.scnovi.com
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There are many reasons that candidates are not extended offers from companies where they
interview. When asking Hiring Managers why they did not proceed with a candidate, the
following list cites the most common reasons:

1. Poor attitude. Many candidates come across as arrogant. While employers can afford
to be self-centered, candidates cannot.

2. Appearance. Many candidates do not consider their appearance as much as they

should. First impressions are quickly made in the first three to five minutes. Review the
appearance checklist.

3. Lack of research. It's obvious when candidates haven't learned about the job,
company or industry prior to the interview. Visit the library or use the Internet to research the
company, then talk with friends, peers and other professionals about the opportunity before
each meeting.

4. Not having questions to ask. Asking questions shows your interest in the company
and the position. Prepare a list of intelligent questions in advance.

5. Not readily knowing the answers to interviewers' questions. Anticipate and

rehearse answers to tough questions about your background, such as a recent termination or
an employment gap. Practicing with your spouse or a friend before the interview will help you
to frame intelligent responses.

6. Relying too much on resumes. Employers hire people, not paper. Although a resume
can list qualifications and skills, it's the interview dialogue that will portray you as a committed,
responsive team player.

7. Too much humility. Being conditioned not to brag, candidates are sometimes
reluctant to describe their accomplishments. Explaining how you reach difficult or impressive
goals helps employers understand what you can do for them.

8. Not relating skills to employers' needs. A list of sterling accomplishments means little
if you can't relate them to a company's requirements. Reiterate your skills and convince the
employer that you can "do the same for them".

9. Handling salary issues ineptly. Candidates often ask about salary and benefit
packages too early. If they believe an employer is interested, they may demand inappropriate
amounts and price themselves out of the jobs. Candidates who ask for too little undervalue
themselves or appear desperate.

10. Lack of career direction. Job hunters who aren't clear about their career goals often
can't spot or commit to appropriate opportunities. Not knowing what you want wastes
everyone's time.

SC Novi
41875 W. Eleven Mile Rd  Suite 202  Novi, MI 48375 USA
248.305.9727  www.scnovi.com
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11. Job shopping. Some applicants, particularly those in certain high-tech, sales and
marketing fields, will admit they're just "shopping" for opportunities and have little intention of
changing jobs. This wastes time and leaves a bad impression with employers they may need
to contact in the future.

12. Not looking the interviewer in the eye

13. Lack of enthusiasm

14. Poorly defined skill set

15. Poorly defined history of accomplishments

SC Novi
41875 W. Eleven Mile Rd  Suite 202  Novi, MI 48375 USA
248.305.9727  www.scnovi.com