Interview Questions
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Here is a synopsis of the skills you will develop during this Interview Questions segment:
- Understand that interview questions are a test of how you do your work; the quality and character of your work
- Accept that questions are masked and designed to measure underlying characteristics
- Some questions are designed to measure past and projected behavior under specific circumstances
- Separate leading and inappropriate questions and how to answer them
- The best way to answer questions is with facts and results.
Most of the candidate selection process takes place long before the job interview. Potential candidates are scrutinized and sorted based on the merit of their resume and cover letter. The final 4-6 candidates are then interviewed in person, usually face-to-face, although in some cases the interview may still be conducted remotely via conferencing systems such as Zoom.
During the face-to-face job interview each candidate is measured between how they look on paper and how they act in person. The resume is static, compared to the live interview which is dynamic and flexible.
A rough cut for the most qualified candidates was made based on work history, responsibilities, accomplishments, career progression, education, and a summary of the candidate’s career. Next, the interview is designed to evaluate the depth and flexibility of the experience, ability, and personal characteristics of each finalist. It is designed to assess their specific and general knowledge and behavior under live, spontaneous circumstances.
Many questions today are skewed to the past and projected behavior of the candidate under diverse pressures and challenges. Questions may also be asked about hypothetical circumstances introducing different challenges which test decision-making, reaction, and behavior.
Generally, answers to questions should be kept succinct and definite. See Rules of the Road for word use that demonstrate a positive outlook and results. Also look for the “silent pause” from the interviewer which is designed to elicit more information than is necessary without asking for it.
You want to have questions to ask when the hiring manager says at the end of the interview: “Do you have any questions for me?” Come prepared for the interview by bringing 8 – 10 questions of your own to ask the hiring manager. These questions should come from your research about the company, the industry, the hiring manager, the leadership of the company, and current events and news which may apply.
I recommend practicing interview questions, but not scripting your responses. Refer to samples of stock questions in my Source Blog to decide what the interviewer is really asking when they pose a specific question.