Once you have been invited for an interview, it is time to prepare yourself. Research the company through the library and from information gathered from former or current employees who work there. You may also call the company directly and ask the human resources or marketing department for any information such as brochures, company profile, product literature, etc. As you gather information about the position and the company, you are building the foundation for a successful interview. The next step of preparation is to anticipate the questions that you will most likely be asked during the exchange.
There are four primary sources of interview questions. It is essential that the candidate know what those sources are, and what some of the likely questions might be. Those primary sources are 1) “textbook”, 2) the job description, 3) your resume, and 4) current issues of the department.
1) Textbook questions are those standard ones that are most written about. Fairly general in nature, these are questions you are most likely to encounter in the preliminary stages with human resources or personnel. They include, for example, “Tell me about yourself” “What do you know about our company?” “Why did you leave your previous position?” “What are your strengths/weaknesses?” “What aspects of your former job gave you the most satisfaction?”
If you need practice with these, there are many well-written books to be found in the library or local book stores. You should read at least one good standard book on interview questions if you are currently in job search.
2) The job description of the position you are seeking is the second source of interview questions. Initially, it provided the criteria against which your resume was matched during the resume screening process. It is important to the employer that the specific experiences or technical skills you listed on your resume are sufficient to meet their requirements. Typical questions derived from a job description might include: “What kind of software and applications have you worked with over the last 5 years?” “How knowledgeable are you with OSHA regulations?” “Do you know how to operate a lathe machine?” “What experience have you had in developing annual budgets?” “How fast can you type?”
The best way to prepare for these questions is to get a copy of the job description ahead of time. This is easily done by asking the person who calls to invite you in for the interview how you can get a copy beforehand.
3) Your resume is the third source of interview questions. Sometimes, the interviewer will ask you to restate what is on the resume and to expand on your accomplishments. In addition to understanding your contributions in more depth, they are seeking to confirm that what you stated in your resume was truthful, and not inflated. The questions asked from your resume will tend to be open-ended, inviting you to give examples and explain more fully. They typically start with “Tell me more about …..” or, “How did you…..” referencing information or an accomplishment stated in your resume. Do not go into an interview unprepared to expand on this information about yourself! Expect that you will be asked expansion questions from your resume and practice out loud beforehand so that your responses will flow smoothly.
4) The fourth source of interview questions is current or recent issues or problems which the manager or department may have experienced, which they want resolved by you or do not want to have repeated in the future. These questions will generally emerge in the final stages of interview. This is where you need to be an astute listener and gain insights into the real issues you will be dealing with when you accept the position. These questions sound theoretical, and usually take the form of “What would you do if….” or “How would you handle a situation of…” While not always indicating a problem, be aware that this could be a major clue of what lies ahead.
For instance, if you are asked the question, “How would you deal with a demanding boss?” it is fair to assume that this is the personality of your new boss. This should raise a caution flag to you.
Other examples of situational questions include, “How would you keep employees motivated if there were a companywide salary freeze?” “What would you do if two members of your team refused to get along with one another?” “How would you handle an employee who was a good worker but had a habit of being late all the time?” By understanding the different sources of questions, you will be better prepared to participate successfully in the interview process.
