1. If you were hiring a person for a position similar to your last one, what traits would you look for?
Really Means: "How do you perceive the requirements of your job?" In effect, the interviewer is asking you to describe yourself. If you were successful in your last job, go ahead and describe yourself, building on your strengths and playing down your weaknesses. For example, if your last job required a high degree of intelligence, a high energy level, outstanding interpersonal skills, strong technical competence, and day-to-day problem solving, then you should articulate those strengths.
2. What do you know about opportunities in the field in which you are trained?
Really Means: "How much knowledge and interest have you in your present career field?" Obviously, a vague, generalized answer to this question would indicate either that you haven't explored opportunities in your chosen career field or that you don't have enough interest and enthusiasm for your career field. In answering this question, be prepared to discuss all entry-level positions as well as top individuals in your chosen field.
3. Have you had any serious illness or injury?
Really Means: "If you had heart trouble, mental illness, or chronic alcoholism, it may be a knockout factor." Many companies are getting away from company physicals, due to government regulations that require and encourage employers to hire the handicapped. Often you'll encounter companies that have an enlightened position about giving individuals a fair chance in working for them. On the other hand, the personnel manager wants to hire the best person he or she can get for the job. If you've had a serious illness or injury that's now under control and you feel it won't give you recurring problems, you should try to minimize it in the interview. A candidate who goes into a great deal of explanation about a serious illness or injury is talking him- or herself out of a job. Employers are concerned that when they hire an individual to perform a job, that individual is capable of fulfilling requirements. If the individual hired can't perform the job, then the employer suffers a great loss. Carefully word any information you give out about your health, particularly if it's of a serious nature. I have had candidates tell me quite frankly that they had been alcoholics but that they were recovered. I appreciated very much hearing their sincerity and their honesty. However, in the final analysis, I had to make a decision about whether or not to take a chance on them.
Invariably, I hired other candidates who didn't appear to have serious health problems.
4. What do you do to keep in good physical condition?
Really Means; "In order to perform efficiently and effectively, you must be in good physical shape." A candidate who keeps him- or herself fit has an edge over other candidates. If you don't engage in any physical conditioning programs or participate in any sports, then you should be prepared to come up with something that would indicate an effort on your part to stay physically fit, even if it only involves brisk walks. If, on the other hand, you engage in a lot of physical activity, then by all means tell the interviewer.
5. Are you willing to go where the company sends you've?
Really Means: "How flexible are you?" If the interviewer does not have any specific geographic locations in mind, then you should answer this question in the affirmative. But follow it up by saying, "Yes, provided it is within a major metropolitan area," or whatever your preference happens to be. Do not indicate an unwillingness to relocate; it can only work against you. The due that it means something is when you're actually faced with the relocation; you can cross that bridge when you come to it. During the interview, however, play it smart and indicate that you're willing to relocate.
6. What single thing in your life would you judge to be your greatest Achievement?
Really Means: "Are you an achiever?" Try to come up with something job related. If you can call to mind mastering a musical instrument or becoming a competition skier or diver or winning some award, then by all means relate that activity to the interviewer. The main thing, of course, is to indicate to the interviewer that you're capable of achieving noteworthy goals.
7. You have probably known some people who were (job title). What, in your opinion, are the chief causes of failure among them?
Really Means: "Have you ever looked at elements that lead to failure as well as the elements that lead to success?" The interviewer knows that the successful person has looked at both sides of the fence and has learned to maximize elements that lead to success and to reduce those elements that lead to failure.
Some causes of failure are:
- Not meeting objectives
- Producing a low volume of unacceptable work
- Managing in such a way as not to obtain motivation and commitment among subordinates
- Inhibiting subordinates from growing in their capacity to handle increasingly difficult work
- Being unable to identify primary causes when faced with complex problems
- Incorrectly zeroing in on the most essential aspects of a problem by being misled by secondary or irrelevant aspects
- Inability to evaluate the probable consequences of an individual's actions
- Inability to maintain relationships with others
8. What single skill or ability are you most expert at? How did you develop this expertise?
Really Means; "Give me a succinct self-opinion." This question is subjective, and you should answer it as clearly and concisely as you can.
