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Top Secret! 20 Extraordinary Answers To Tricky Interview Questions

Top Secret! 20 Extraordinary Answers To Tricky Interview Questions

Interview questions can be pretty tough. Employers know if an employee is qualified to do the work before they walk into the interview. The real question is how does each perspective employee react to situations outside of their control. Many companies ask the same old questions but a few have gotten really creative. Let’s take a look at some great answers to some tricky interview questions.

1.Question: What would you do if the Internet went down?

This question is posed as a simple problem solving exercise. The lazy and uninspired would probably just call IT and let them deal with it. A more practical approach would be to figure out if it’s something that’s happening inside the building only or if there is a regional outage. For bonus points, offer to work from your home internet or even take your laptop to your local WiFi hot spot and work from there.

2. Question: How many skis are sold in Sweden every year?

tricky interview questions

    Answer: This classic question can be asked a number of different ways but the point is the same. The boss is asking you how you’d go about finding out this information. You can say that you’d use Google Search to find data such as the population of Sweden, how often people replace their skis, and perhaps sales records from companies that are local to Sweden. It’s not about finding the answer but how you go about finding the answer.

    3. Question: Tell me about a time you had to deliver some bad news.

    Answer: It’s all about how you deal with giving bad news. If you’re a doctor the reason for this question is uncomfortable but fairly obvious. If you’re in management you may have to fire someone. The key is to tell them that you plan on rehearsing your answer and that you show compassion when delivering bad news. It’s one of the hardest things to give bad news so the more tactful you can be, the better the answer will sound.

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    4. Question: What is your guilty pleasure?

    Answer: Choose something that you can do that isn’t shameful or embarrassing. For instance, my guilty pleasure is watching TV show marathons. I once watched an entire season of Star Trek: The Next Generation in two days. Something like that is a good answer. Talking about how you like to go out and get smashed wasted on alcohol is a bad answer. Just use common sense.

    5. Question: What is your favorite day of the week?

    Answer: Any day of the week that isn’t Friday, Saturday, or Sunday. Employers want to hear you say that you enjoy work. This question is commonly asked to people applying to places like Amazon where the culture is that of a workaholic. You want to answer Monday, Tuesday, Wednesday, or Thursday and tell them it’s because you like being busy. The weekend is coming anyway, there’s no need to glorify it in your job interview.

    6. Question: Will you be out to take my job?

    Answer: Under no circumstances should you tell the boss that you’re out for his job. Instead, placate them. State that you would probably like his job in a number of years after s/he has moved up the ladder. That way you don’t have to hide that you’re looking for a higher paying job with more responsibility and it shows that you’re willing to work with your boss to move up together. That’s a win-win.

    7. Question: What is your biggest weakness that is really a weakness and not a strength?

    Answer: Well the classic workaholic answer gets thrown out the window. What you want to do is choose a character trait that is really a weakness but in a way that is still work appropriate. Business Insider recommends saying something like telling your boss that you’re impatient and you expect people to do their jobs correctly the first time. You can then wheel back and state that you deal with this weakness by letting people know that they’re not doing their jobs correctly and offer to help. That’s a winning answer.

    8. Question: You have changed careers before. Why should I pay you if you’re going to change again?

    Answer: This is a tough one to answer because frankly you’d switch careers again if you needed to. Instead of committing, explain the benefits of having switched careers before. Let them know that your prior careers have given you experience and a diversity of problem solving skills that allow you to approach issues more creatively.

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    9. Question: Tell me a story about the last time you had to apologize to someone.

    Answer: This question (that’s clearly not a question) is specially crafted and asked to see how you deal with being wrong. Here’s the thing. It’s not about what you did wrong. It’s about what you did afterward. Be sure to choose a mistake from which you learned and grew. Tell them what you learned about your mistake, how you fixed it, and why you won’t do it again. Whatever you do, don’t deny that you make mistakes. Frankly, that is really stupid. We’re humans, we all make mistakes.

    10. Question: What would you do if you found out your best friend at work was stealing?

    Answer: I hate this question, don’t you? Thankfully, there is a good answer. Tell your boss that you want to know the severity of the theft. If it’s like a couple of paper clips, you’ll remain loyal to your friend. If it’s something truly heinous you’ll have no choice but to turn them in. After all, your friend is putting your job at risk too by letting you know about it.

    11. Question: Here’s a somewhat large number listed in random order. Find the missing number.

    Answer: These are tedious and annoying but there is a reason. This is meant to test your attention to detail. There is a really good way to do this called the Sieve of Eratosthenes. Here’s how it works. You go through and find all the numbers that are divisible by two and cross them off. Then do it again with three, then 5, then 7, then 11, etc until you find the missing number. The key is to use prime numbers. Check the link above to learn more about it.

    12. Question: Do you think you’ll ever be so angry that you’ll quit?

    Answer: This is actually a trickier question than you think it is. If you tell them you’ll never get that angry it actually shows a lack of passion. Getting angry means you care and not getting angry means you don’t care. The best way to answer is to admit that you may get frustrated every now and then but then talk about how you manage your anger so that it doesn’t become a problem.

    13. Question: Why do humans have two eyes?

    Answer: Questions like this get asked fairly frequently although the content of the question may be different. The idea is to get you to think outside the box. For this, there is a right and a wrong answer but the right answer may lead to more difficult questions. The point is that bosses are trying to get you to think about something you may not know a lot about. Don’t get frustrated, answer to the best of your ability, and if you don’t know then create an educated guess and explain why you guessed that way. It’s better to try than to say you don’t know because that shows a lack of creativity and critical thinking skills.

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    14. Questions: Should poetry be difficult to understand?

    Answer: This is another one of those brain teasers that are designed to make you think. Like the last one there is no right or wrong answer. However, it is important to consider other people before yourself. If poetry is difficult to understand than it obviously has a deep meaning. However, if it is too difficult there’s no way our children will ever understand it and may never read it. It’s all about compromise, thinking of others, and having a conversation. All of these traits are important.

    15. Question: Why were you not promoted at your last job?

    Answer: Your boss is essentially asking you if you’re a good worker. People who get promoted regularly are those who are perceived to be better workers than those who were deemed not worthy for promotion. The key here is to emphasize that you were working hard to help in any way you could. It was through loyalty to the company that you worked that long without a promotion.

    16. Question: Why is the vision of our company important to you?

    Answer: This question is meant to flesh out what you know about the company. Under no circumstances should you answer with statements like how they pay you money or had a job opening. Before going into the interview you should do some research about the company and see if there’s anything you like about it. If so, use that as your answer. If not, simply state that you like what they’re doing and that it’s a team you can see yourself being a part of.

    17. Question: How would your peers describe you?

    Answer: This question is all about self-awareness and with a question like this you need to cherry pick answers from both sides. You should pick a few traits that people like about you but make sure to pick a couple of things that people don’t like about you. Bosses like to hear that you’re human and they love hearing that you’re aware of your flaws.

    18. Question: What motivates you to get out of bed in the morning?

    Answer: The question may seem pretty simple but there is a lot of meaning behind it. What your boss is trying to figure out is what motivates you. They need to know that when things get rough, you can always find a reason to keep working hard and doing your best. That means it’s important to choose an answer that’s universal and constant. You may think kids are a good answer but consider this. If you have a 15-year-old, your motivation is only living at home for another three years before your motivation goes off to college, moves out, or otherwise leaves. Your boss may not think you’re motivated after that happens.

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    19. Question: Why are manhole covers round?

    tricky interview questions

      Answer: This is actually not a trick question disguised as a trick question. There is a real answer to this question. Manhole covers are round because that prevents the lid from falling into the sewer. This is a question that questions your common sense. These sort of questions have an obvious answer that people who pay attention would know. Here’s hoping you’ve been paying attention to, you know, life.

      20. Question: How much would you charge to wash all the windows in Seattle?

      Answer: Many of these questions are designed to look simple but are really complicated. This is exactly the opposite. This sounds complex but it’s actually extremely easy so don’t over think it! You may be trying to figure out how many windows are in Seattle and give a ballpark figure for all of them in the millions of dollars range. Seriously, just say tell them that you’d do it for $15-$20 per window and you’re done.

       

      Interviews are getting increasingly difficult. Employers want smarter employees that can do more for them than just their basic jobs. Creativity and hard work are equally as important. Be prepared for the interesting questions!

      Featured photo credit: Details.com via details.com

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      Published on September 18, 2018

      17 Proven Tactics for Motivating Employees and Building a Stronger Team

      17 Proven Tactics for Motivating Employees and Building a Stronger Team

      Have there been instances when you noted a drop in your team’s productivity or observed a behavioral change in someone who used to be an excellent performer?

      Before you blame the team for not being motivated enough or worse still, choose to ignore these warning signs, look inwards and ask yourself if YOU are doing enough to keep your team motivated in the first place.

      Motivating employees is extremely crucial. As the leader of the pack, it is your responsibility to ensure each and every member of your team feels valued, driven and motivated.

      After all, you cannot expect a bunch of disengaged and demotivated people to deliver results and grow your business, can you?

      Here are 17 surefire tactics for motivating your employees and building a productive team:

      1. Show your appreciation

      In the whole race to achieve external business goals, leaders often forget to value their most important assets — their employees.

      The least you can do to boost performance and morale is to appreciate your employees, recognize their efforts and give them credit when it is due.

      Whether it’s sending a personalized note, recognizing achievements publicly during team huddles or even rewarding top performers at the end of every month, you will be surprised to see how these small acts of appreciation can go a long way.

      2. Communicate effectively

      Effective communication can do wonders in motivating employees. Who is a strong communicator? Someone who knows what they are talking about and are able to convey their message accurately.

      Communication is a lot more than just language and talking. Factors such as eye contact, active listening, hand gestures and postures also say a lot about a person’s communication skills.

      3. Be open to dialogue

      Gone are the days when leading through fear and putting on the tough, distant leader act would work.

      New age leadership is all about instilling trust by being accessible and encouraging discussions. Your team needs to feel comfortable speaking to you and you need to set the tone for such a camaraderie.

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      In spite of having a busy schedule, you can still show you care through simple, effective acts.

      For instance, having an open door policy, showing genuine interest while interacting with your employees or even greeting your team members helps breaking barriers and projects you as an accessible leader.

      4. Provide constructive criticism

      Giving negative feedback is always tricky — you don’t want to hurt feelings nor do you want the feedback to be taken lightly.

      So, what do you do? The idea is to offer criticism such that it inspires change and delivers results.

      Firstly, take criticism behind closed doors because nothing breaks self esteem the way calling out employees in public does.

      Have a one-on-one discussion with the concerned person and make your feedback very specific. Be clear about your expectations and offer guidance on how they can improve.

      Most importantly, give them the chance to explain their side of the story too instead of jumping to conclusions.

      5. Conduct one-on-ones

      Yes, you conduct weekly meetings with the team but how well do you know them on a personal level?

      While you may think this isn’t an important practice to follow, it is one of the best ways to engage with your employees and identify what drives them.

      Conduct a one-one-one session every month and use it to understand how your employees are doing and if they are facing any roadblocks.

      More than reviewing performances, consider this as a relationship building tool to ensure you are aligned with your team and are working towards a shared, common goal.

      6. Build training programs

      In this ever-changing business landscape, it is important to ensure your employees are updated with the latest, relevant skills that can help boost productivity and performance.

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      From imparting technical and soft skills to offering mentoring programs – investing in training and development significantly helps in motivating employees and keeps the learning going.

      While conducting training programs, remember to keep them engaging and interactive. They need to ultimately drive value and reinforce learnings.

      7. Offer growth opportunities

      Every employee envisions a different career path for themselves and demotivation strikes the day they feel they have reached stagnation. As a leader, you need to first be aligned with their goals and offer ample growth opportunities that constantly keeps them engaged and motivated.

      Growth opportunities go beyond just financial growth. While money is a huge driving factor, what makes most people tick is making progress in the company and going up the career ladder.

      Being faced with new challenges and responsibilities lets them push the envelope and broaden their knowledge and skills.

      8. Reward them

      Go beyond verbal recognition and reward employees for their notable work. You can start an incentive program and reward top performers. This ensures increased productivity and brings out the best in them.

      If you don’t have enough budgets for that, you can also reward top performers with movie tickets, a paid vacation or something as simple as giving them the option to work from home.

      Rewarding employees promotes healthy competition and motivates them while meeting business goals.

      9. Encourage team outings

      Employee motivation also stems from how connected the team is. Invest time in team building because a team that works collaboratively is likely to deliver better results.

      From bowling nights to hosting team dinners – team outings are a great way to get to know each other and bond. Assign someone from your team to be in charge of organizing these monthly outings and make sure you join them too!

      10. Involve them

      Involve your employees in decision making because when they are involved, they feel more valued and part of a larger cause.

      Seek your team’s opinion and encourage healthy debates within the team. This boosts employee morale and challenges them to work harder as they know they are in a position to make an impact and will be taken seriously.

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      11. Set meaningful goals

      In the beginning of the financial year, make sure you sit down with each employee to set meaningful and realistic goals. The goal-setting conversation is an extremely crucial one and needs to be a two-way street.

      Whether your employee feels burdened or doesn’t feel inspired enough by the assigned goals – this is the time to come to a consensus and assign goals derived from business objectives that foster individual development while keeping in mind their strengths and weaknesses.

      12. Empower them

      You cannot expect employees to be motivated for long if you micro manage the team and do all the talking.

      Trust your employees and empower them to take decisions. Mistakes will happen but that is the only way they will learn.

      Be open to discussions, delegate effectively, set your expectations and give your team the freedom to do it their way.

      13. Deal with conflict

      A conducive work environment is one wherein there is open communication and trust, but every once in a while, you do encounter people in the team who indulge in office politics and spread negativity.

      How much ever fulfilled an employee feels with their work, gossiping co-workers are bound to ruin it for them. Workplace gossip if not tackled hampers productivity and soils working relations.

      As a responsible leader, you need to maintain a conducive work environment and act as a mediator in such cases. Don’t be the leader who is locked up in his/her cabin and is unaware of what is brewing within the team.

      14. Implement a flexible work culture

      Flexible work cultures are a growing trend and are here to stay.

      Whether it is offering flexible working hours or allowing employees to work from home once in a month – a flexible work culture promotes work-life balance and aids in employee satisfaction.

      It shows that the management is sensitive to employees’ schedules and is thereby highly appreciated.

      15. Host engaging activities

      All work and no play makes Jack a dull boy and we cannot agree more! So, why not devote one day of the week to employee engagement activities?

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      From hosting baking competitions to introducing wellness programs in the office – let your team have some fun beyond work. This keeps the environment engaging, light-hearted and interesting, giving them all the more reason to look forward to coming to work.

      16. Maintain a positive work space

      Your employees spend more than half their day at work and in order to keep them energized and motivated, it is important to maintain a positive and inspiring work space.

      Have a recreation center where employees can unwind after a hard day’s work, offer free snacks and beverages and invest in an open office design that promotes socializing and conversations.

      These are simple yet effective ways to create a space your employees will love coming to.

      17. Avoid discrimination

      Any kind of discrimination, be it due to age, gender, religion or race hugely impacts employee motivation and performance.

      In order to avoid such cases, you must lay down rules against discrimination and take strict action against accused employees. Lead by example and make sure no one in the team is a victim of bias and discrimination.

      The bottom line

      Don’t underestimate the power of motivating employees. Understand that the more engaged and motivated they are, the better their performance will be.

      It is also a good idea to send out a survey and get feedback from your employees on the company culture, work environment and their motivation levels.

      This will help you be more aligned with their expectations and further improve your efforts in building a stronger, engaged team.

      Featured photo credit: Unsplash via unsplash.com

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