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40 Common Interview Questions to Make You 90% Prepared Before the Interview

40 Common Interview Questions to Make You 90% Prepared Before the Interview

Interviewing for a new job can be stressful. Especially if you’re asked questions that you haven’t prepared for.

Fortunately, most interviews follow a standard format, and are likely to include common interview questions.

While it’s impossible to cover all questions that you may be asked, we’ve picked out 40 of the most common interview questions. If you learn responses for these, you’ll find yourself 90% prepared for any interview.

Imagine how much more relaxed you’ll be going into an interview, knowing that you have answers prepared for the vast majority of questions you may be asked.

Let’s dive straight into the questions…

Focus on These 10 Most Common Interview Questions First

To help you get started, we’ve chosen 10 most common interview questions that could make or break your interview.

1. What can you tell us about yourself?

Employers often ask this open-ended question as a way to break the ice. It also gives them an early opportunity to view your personality, as well as an insight into whether you would be a good match for the company and job.

Tips:

  • Summarize your career highlights and goals.
  • Talk about personal interests or accomplishments that could create a positive impression in the minds of the interviewers.
  • Avoid rambling.

Good Example:

“After my graduation with honors, I immediately found work with a blue-chip company. I’ve spent the last five years helping them to grow their B2B market by more than 75%. I’m now ready for a new challenge and a new company.”

Bad Example:

“I wouldn’t describe myself as lazy, but I do like to sleep in late and go home early!”

2. What motivates you?

Depending on the role you are applying for, it’s likely the company will ask this question to determine if your motivations match what they are looking for. If it’s a sales role, then they’ll be expecting you to say money. For a caring or nursing role, then they’ll expect you to say you’re motivated by helping others.

Tips:

  • There are no right or wrong answers to this question.
  • It’s best to be open and honest about your motivations.

Good Example:

“I’m driven by a desire to have a successful career.”

Bad Example:

“I’ve got loads of credit card debts so I really need the money!”

3. Why should we consider hiring you?

Employers ask this question to see whether you’ll be a good fit for their company. They’ll also be looking to see if you understand the duties of the role they are hiring for.

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Tips:

  • Reply with a concise sales pitch.
  • Show that you’ve researched their company.
  • Talk about how you can fill the duties of the role successfully.
  • Avoid talking negatively about your current (or past) employer.

Good Example:

“I believe I have the necessary skills and experience to be a genuine asset to your company.”

Bad Example:

“It’s a good question. Let me see… I live locally, and I’m happy to start anytime after 10 a.m.”

4. Why do you want to work here?

This is similar to the two questions above. Namely, employers are looking to ascertain if you’ve researched their company and the role you are applying for.

Tips:

  • Research the company thoroughly. (For example, their history, ethos and market sector.)
  • Demonstrate your career goals.
  • Explain why you believe you’ll be a good match for the company.

Good Example:

“I was tremendously excited when I saw your advertised position. I know your company well, as I already use some of the great services you offer. I believe that I can contribute significantly to the continuing growth and success of your company.”

Bad Example:

“My friend used to work here, and he told me that you have some great staff benefits. To be honest, I think your early finish on a Friday afternoon would suit me perfectly!”

5. Can you list your strengths?

Don’t be fooled by the simplicity of this question. Employers are looking to see if your strengths include suitable qualifications for the specific role as well as personality traits that match the needs of the company.

Tips:

  • Avoid cliches such as: capable, enthusiastic and hard-working.
  • Give concrete examples of things you do well.
  • Talk about attributes that might set you apart from other applicants.

Good Example:

“I am a skilled public relations expert with over ten years of experience. I have represented and protected my current employer for the last five years. This has included several ‘damage limitation’ exercises, all of which ended positively for the company. My contribution to the company was rewarded recently with an ‘Employee of the Year’ award.”

Bad Example:

“By strengths, do you mean my force of personality? If yes, then I’m great at telling people what to do and getting my own way!”

6. What weaknesses do you have?

Let’s be honest, this question appears to be designed to catch you. In reality, however, employers will most likely ask this question simply as a contrast to the one about your strengths.

Tips:

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  • Don’t say that you have no weaknesses. (Looks arrogant!)
  • Talk about a weakness that would not affect the job you are applying for.
  • Identify a weakness that you’re now in the process of eliminating.
  • Turn a perceived negative into a positive. (For instance, your obsessive attention to detail.)

Good Example:

“Organization was never my strongest point, but I’ve recently learned and implemented a time management system that has massively boosted my organizational skills.”

Bad Example:

“I have lots of weaknesses. The worst of these being my tendency to drift off to sleep at inopportune moments…”

7. What makes a good team player?

If an employer is considering you for a team leader or department management position, then they’ll want to be 100% sure that you can work well in a team environment. They’ll also want to hear that you understand team dynamics.

Tips:

  • Talk about examples from your past that demonstrate your team-building prowess.
  • As well as work examples, you could mention clubs and organisations that you are an active member of.
  • Teams rely on harmony to be successful, so show that you know how to get on with people.

Good Example:

“Being a good team player means being able to understand the goals of the team and to be an active participant in reaching these goals. I have some experience of this, as I play weekly for my local basketball team. This has taught me the power of a harmonious team as well as how to deal with difficult people.”

Bad Example:

“Being in a team is great. There’s always someone who can fill in for you. And plenty of space to hide behind the more productive team members.”

8. Where do you see yourself five years from now?

As you can probably imagine, this question is usually asked to determine if you’re likely to move on quickly from the role you’re interviewing for. Hiring new members of staff is expensive. For this reason, companies will try to avoid hiring anyone who appears to be drawn to constant change.

Tips:

  • Use this question as an opportunity to state your career goals and why they are a good fit for the company.
  • Be sure to focus your answer on the specific role and company that you are being interviewed for.
  • It’s okay to say that in five years time you’d like to have progressed from the role on offer.
  • Don’t be afraid to sound ambitious or success-driven.

Good Example:

“Once I’ve gained sufficient experience, I’d love to move on to a management position.”

Bad Example:

“Hmm, I haven’t really thought about it before. Five years is a long time. Maybe I could switch from full-time hours to part-time?”

9. What is your salary expectation?

Employers will ask you this question to determine whether you’ve researched the average pay for the role, and to ensure that you’re not expecting a salary higher than what can be offered. Although it’s definitely an awkward question, employers will be impressed if you’re prepared with an answer.

Tips:

  • Make sure you’re aware of the pay rate for similar jobs.
  • Don’t feel pressured to provide a specific number. (Instead, offer a salary range that you would be happy with.)
  • As well as stating your salary expectations, ask questions about company benefits (such as healthcare and pensions).

Good Example:

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“I’m glad you asked me that question. I’ve taken a look around at similar roles, and I’d be happy to accept a salary in the range of $30,000 to $35,000.”

Bad Example:

“Well, I really need a lot more money than my current role, so what’s your best offer?”

10. Is there anything that you would like to ask us?

This question will be asked at the end of the vast majority of all interviews. It gives you a chance to ask questions about topics that may not have been covered in the interview. It also gives employers a chance to see how curious and enthusiastic you are about the role and their company.

Tips:

  • Always have a least one question prepared in advance. (Preferably more!)
  • Ask inquisitive questions about the job and company.
  • Ask the interviewers to expand on points they may have only touched on.

Good Example:

“You mentioned earlier that there would be opportunities for relevant professional training. Could you give me more information on this please?”

Bad Example:

“Err, when will I get my first payment?”

30 More Common Interview Questions

While the below questions aren’t as common as the 10 above, you should still read through them and make sure you know how to answer them.

11. What do you think we could do better or differently?

12. If you were an animal, which one would you want to be?

13. How do you handle stress and pressure?

14. Why do you want this job?

15. How do you deal with failure?

16. How do you deal with success?

17. What are your hobbies?

18. What separates you from the other applicants?

19. What’s the low-point of your career?

20. What’s the high-point of your career?

21. What would your first month look like in this role?

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22. Can you tell us why you changed career paths?

23. Why is there a gap in your employment history?

24. How would your colleagues describe you?

25. Why should we hire you?

26. If you had the opportunity, what would be your dream job?

27. Why do you want to leave your current job?

28. What are your expectations for this role?

29. What’s your ideal working environment?

30. Can you describe a time you disagreed with your manager?

31. What do you regard as your greatest contribution to your current employer?

32. Do you have a specific management style?

33. Where else have you applied to?

34. What do you think of our competitors?

35. Are you a leader?

36. How do you go about solving problems?

37. What gets you out of bed in the morning?

38. What do you do when you are late for work?

39. Would you describe yourself as competitive?

40. What’s the most fascinating thing about you?

Being prepared for interviews will not only help you relax ahead of them, but it will also give you an edge over most other applicants.

Of course, there will always be unexpected questions. However, your preparedness will boost your confidence and enable you to answer even the most difficult of questions.

Good luck with your next interview!

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Craig J Todd

UK Writer who loves to use the power of words to inspire and motivate.

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Last Updated on December 10, 2019

7 Strategies to Keep Employee Motivation High

7 Strategies to Keep Employee Motivation High

Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

But do you know what motivates your people?

It’s simple:

  • Is their work stimulating?
  • Does it challenge them?
  • Is there room to grow, a promotion perhaps?
  • Do you encourage creativity?
  • Can they speak openly and honestly with you?
  • Do you praise them?
  • Do you trust your staff to take ownership of their work?
  • Do they feel safe in their work environment?
  • And more importantly, do you pay them properly?

Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

1. Be Someone They Can Rely On

You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

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But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

Be reliable; it’s astounding how much this motivates your people.

2. Create an Awesome Company Culture

There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

Here are four ways to build a culture that keeps your employees highly motivated.

  • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
  • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
  • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
  • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

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3. Touch Base with Your Team Weekly

Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

4. Give Them the Tools They Need to Do Their Jobs Well

Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

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5. Provide Opportunities to Learn and Upskill

Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

6. Monitor Their Workload

Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

  • Red means they’re fully loaded.
  • Yellow means they’re busy, but they can potentially take on more.
  • Green means they haven’t got enough to do.

I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

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If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

7. Don’t Mess Around with Your Employees’ Pay

Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

So it’s your job to ensure that you pay your people on time.

The Bottom Line

A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

Wouldn’t you rather be part of their success story than the business that drove them away?

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Featured photo credit: Emma Dau via unsplash.com

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