"Tell me about yourself."
Vague, open-ended questions such as this one can get you in a lot of trouble. If you're not careful, you can end up telling interviewers more—or less—than they want to know.
Different interviewers ask this question (or a variation of it) for different reasons. One hiring manager may want to know about your current position, for example. Another may want to hear about your entire work history, starting with your very first job. Yet another may be interested in finding out about your personality and approach to business. It's important that you address the interviewer's real concern, so clarify the question by asking, "What aspects of my background are you specifically interested in hearing about?"
Be careful not to ramble on when you respond to this question. Even if interviewers say they want to hear the story of your life, make it a capsulated version. Many interviewees, especially women, get carried away and launch into a 10 or 15 minute discourse. Keep your answers short and to the point, remembering that the point always is, "What can you do for the company?"
"What are your strengths and weaknesses?"
Interviewers ask this question not just to learn about your abilities and shortcomings, but also to find out how you see yourself—to see whether you think you've got what it takes to do the job.
Obviously, you want to identify as your strengths those skills or personality traits that seem most vital to the position. But what about that weaknesses bit? Do you really want to admit that you're lacking in some area? The answer is yes and no. Don't say that you don't have any weaknesses; employers are extremely suspect of people who give that response. Instead, pick a weakness that: a) is low on the employer's list of required skills; and b) you're taking steps to correct. If you're applying for a managerial position, don't answer that your weakness is not being able to handle personnel conflicts well, for example. It’s much better to mention your discomfort about having to speak to large groups and emphasize that you're going to your local Toastmasters Club to improve your skills.
Don’t spend a lot of time describing your weaknesses—you want to get off that subject as quickly as possible. Mention one weakness, explain how you are overcoming it, and then quickly shift the focus and start selling your strengths.
"What are your accomplishments?"
When you're asked this question, emphasize accomplishments that are most relevant to the job. Suppose, for example, that you're interviewing for a job as a buyer in a department store. You have three years of experience as a retail-store manager, a degree in elementary education, and four years’ experience as a child-care provider. From your company research, you know that the store is having problems because of poor relationships with suppliers. If the interviewer asks you to detail your current position, don't waste valuable interview time talking about your degree or your childcare experience—they are irrelevant to this position. Instead, talk up the vendor-relations experience and skills you gained as a store manager.
Be sure to stress how your accomplishment affected the company's bottom line in as specific terms as possible. It's also helpful to explain why you approached the project as you did. You need to show that you know how to assess a situation and plan a successful course of action.
Also mention any circumstances that made it more difficult for you to achieve your goal. For example, if you managed a department that met its sales quota during a period when your best producer was in the hospital, mention that and explain how you motivated the rest of the staff to pick up the slack. Often, what seems like a minor accomplishment at first glance is really a major achievement when you understand the circumstances under which it occurred.
"Tell me about a failure."
When you answer this question, take responsibility for the failure and also explain what you learned from it. Interviewers want to know if you understand why you failed and know how to avoid similar problems in the future. You should also explain why you think the failure was significant. Doing so reflects an understanding of what's important in business and what's not.
Resist the urge to cite a poor economy, an idiot boss, or miserable co-workers as the reason for your failure. Employers don't respect people who blame others for their troubles. They do respect people who have the courage to say, "I blew it, and here's why it will never happen again." This is your opportunity to convey your honesty, humility, and perseverance—all traits that employers want in an employee.
As with discussions about your weaknesses, don't spend too much time talking about your failures. Women, in particular, often overplay their failures and downplay their successes. Keep your answer brief and move quickly to a more positive subject. Try to follow up your failure story with an accomplishment that proves you learned your lesson.
"Why do you want to work here?"
Interviewers ask this question to assess several things. First, they want to find out how much you know about the company. They also want to learn about your motivation. Do you want this particular job because of money? Because you heard that the company was a great place to work? Because you think you would enjoy the day-to-day responsibilities? Because you can't stand where you're at now and think any job would be an improvement?
Your goal is to assure the interviewer that you're not just after any old job, but that you chose this particular job and company because you think you can really contribute. You should also demonstrate that you've given careful thought to your career goals, because employers appreciate focused individuals.
Don't be phony or overly gushing—you don't have to say, "I think you're the very best company in the world and I don't want to work for anyone but you." But do let the interviewer know that you are excited about the possibility of being part of the organization.
If you're a displaced homemaker or are returning to the work force after raising a family, you may also have to answer a variation of the "Why do you want to work here" question. The interviewer may want to know why you want to work, period. This question usually is a sign that the interviewer thinks you may not be serious about a career. Your answer should assure the interviewer that your decision to work is not a whim, but a carefully researched and planned life goal.
"Why are you leaving your job?"
Interviewers who ask this question want to know if you're leaving because you've been unable to succeed or fit in at your current company. They assume that if you have problems at your present company, you'll have problems at their company. They also may be interested in determining whether any of the issues that prompted you to leave your present position, such as salary, advancement opportunities and working conditions, exist in their company as well. If those issues do exist, they probably will eliminate you from further consideration, because they figure that you'll be just as unhappy in your new job as you were in your old one.
The best approach is to explain that you're running toward a new opportunity, not running away from a bad situation.
You can just say something to the effect of, "I've enjoyed a lot of success in my current job, but I'm ready for new challenges."
"What are your career goals?"
Interviewers who ask this question do so not because they care so much about your personal happiness, but because they want to know whether you're likely to stay with the company for a while. They also want to know whether you really are interested in the job that's available or see it as a fast springboard to something better. Unless the company is actively looking for people they can move up quickly through the ranks, announcing that you want to be promoted within 12 months is a death wish. With the high cost of training and hiring employees today, interviewers are likely to cut you from the running if they think you won't be happy in the job for a reasonable amount of time.
When you define your career goals, try to find a middle ground between having no goals at all and having your life planned out down to the finest detail, all the way to retirement. You want to show that you do have some goals that are important to you and that the job question fits nicely with those goals. But you also need to stress that your goals aren't written in stone—that you're always open to new opportunities.
"What do you do for fun?"
This question is designed to help the interviewer assess your personality. Are you a workaholic, or do you have a good balance between your work and personal life? Are you someone who takes an active part in your community, or is your idea of community involvement limited to attending the local high school football games? If you are involved, do you participate in any activities that might prove embarrassing to the company?
You might think that the best answer to this question would be to say that you don't have any spare time because you work so hard at your job. Everybody wants a dedicated worker, right? Yes, to an extent. But employers today are also searching for well-balanced individuals who place equal importance on their personal and professional lives. They have learned that employees who spend 18 hours a day on the job very quickly burn out.
Just as you emphasize those skills and accomplishments that are most relevant to the position, mention those outside activities that are most likely to be positives in the interviewer's mind. Fitness activities are good bets because employers want healthy employees. Participation in professional trade groups is another winner because it shows that you have a keen interest in the industry. Volunteering in community activities also is a plus, but be careful: If you're a supporter of some political, religious or otherwise potentially controversial group, just don't bring it up. The interviewer just may be a member of the opposition.
"So, do you have any questions?"
Many job applicants, in a rush to get out of the interview, don't ask any questions of the interviewer. That's a mistake.
Employers spend a lot of money hiring and training new employees. They want you to be sure the job is really a good fit before you sign on, because they know that if you're not happy on the job, you'll quit or be unproductive. Either way, they'll lose money. So don't be shy about asking for details you need to make an informed decision about whether the job is right for you. Most interviewers say that they are impressed when a candidate asks intelligent questions-and concerned when an interviewee doesn't ask any questions at all.
Choose your questions carefully, however. "What is your vacation policy?" or "How many single men work here?" are not the kind of questions an interviewer wants to hear. Stay away from questions about benefits or other personal issues.
What are some good questions to ask? Here are a few suggestions:
- What kind of orientation or training program will I complete when I begin the job?
- What kind of person succeeds in this company?
- What will be the biggest challenge I'll have in this job?
- What do you enjoy most about working for this company? What do you dislike most?
If you are interviewing with your prospective supervisor, consider these questions:
- Could you describe your management style?
- What are some goals you've set for this position for the coming year?
- Why did the person who had this job before succeed or fail?
