![]() ![]() Maybe the conversation went in an unexpected direction. Rarely do candidates come to the end of an interview feeling they've done their best. Here's a better question: "What do you feel I need to know that we haven't discussed?" Or even "If you could get a do-over on one of my questions, how would you answer it now?" (Way too many interviewers ask the question and then sit back, arms folded, as if to say, "Go ahead. Since a candidate cannot compare himself with people he doesn't know, all he can do is describe his incredible passion and desire and commitment and. "Out of all the candidates, why should we hire you?" The business a candidate would love to start tells you about her hopes and dreams, her interests and passions, the work she likes to do, the people she likes to work with - so just sit back and listen. That question applies to any organization, because every employee at every company should have an entrepreneurial mind-set. In either case you learn nothing, other than possibly how well candidates can sell themselves.įor interviewers, here's a better question: "What business would you love to start?" I just want to do a great job and see where my talents take me." Candidates try to show their incredible ambition (because that's what they think you want) by providing an extremely optimistic answer: "I want your job!" Or they try to show their humility (because that's what they think you want) by providing a meek, self-deprecating answer: "There are so many talented people here. "Where do you see yourself in five years?"Īnswers to this question go one of two basic ways. In short, don't just claim to have certain attributes - prove you have those attributes. If you're an emotionally intelligent leader, don't just say that: Provide a few examples that prove you know how to answer the unasked question. If you're a great problem solver, don't just say that: Provide a few examples, pertinent to the opening, that prove you're a great problem solver. I'm not sure why interviewers ask this question your resume and experience should make your strengths readily apparent.Įven so, if you're asked, provide a sharp, on-point answer. No one is perfect, but showing you're willing to honestly self-assess and then seek ways to improve comes pretty darned close. Share what you're doing to overcome that weakness. So your "biggest weakness" is that you'll put in more hours than everyone else? Great.Ī better approach is to choose an actual weakness, but one you're working to improve. Every day I look up and realize everyone has gone home! I know I should be more aware of the clock, but when I love what I'm doing I just can't think of anything else." "What are your biggest weaknesses?"Įvery candidate knows how to answer this question: Just pick a theoretical weakness and magically transform that flaw into a strength in disguise!įor example: "My biggest weakness is getting so absorbed in my work that I lose all track of time. When you answer this question, connect the dots on your resume so the interviewer understands not just what you've done, but also why. Discuss why you took a year off to backpack through Europe, and what you got out of the experience. Share why you decided to go to grad school. ![]() If you're the candidate, talk about why you took certain jobs. Does she need to take your company public? Ask about that. Does she need to be an empathetic leader? Ask about that. The goal of an interview is to determine whether the candidate will be outstanding in the job, and that means evaluating the skills and attitude required for that job. If you're the interviewer, there's a lot you should already know: The candidate's resume and cover letter should tell you plenty, and LinkedIn and Twitter and Facebook and Google can tell you more. Here are some of the most common interview questions, along with the best way to answer them. ![]() While some job interviewers take a fairly unusual approach to interview questions, most job interviews involve an exchange of common interview questions and answers (including some of the most often-asked behavioral interview questions). now has a paywall, I decided to re-publish it here so it can be available to anyone interested. (It still averages ~200k readers a month.) Over the past four years this article has been read by between 8 and 10 million people on Inc. ![]()
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