Professional Documents
Culture Documents
Interview Questions
Interview Questions
6. How long would it take you to make a meaningful contribution to our firm?
- very quickly after little orientation and a brief period of adjustment on the learning curve
19. what do you see as the most difficult task in being manager
- getting things planned and done on time within the budget
23. You were long time in one company w/o ranking upgrade, why?
- My current employer is a stable company with a good working environment, but there was a minimal growth in my area ( hasn't
been any promotion for long time). I have skills and ability to take on more responsibility and looking for place to do that.
25. Personal weaknesses - what are your weaknesses regarding this job?
- I believe that my skills and abilities are a good fit for this position. Do you have any specific concerns?
26. what is your weakness (as manager)
- having problem reprimanding people, so I always begin with something positive first
27. Going the extra mile – would your current boss describe you as the type of person who goes that extra mile?
- always backup statements with specific examples
- Absolutely. In fact, on my annual evaluations, he writes that I’m the most dependable and flexible person on his staff. I think this
is mostly because of my ability to juggle and prioritize
28. standing out from the crowd - what new skills or ideas do you bring to the job that our internal candidates don’t offer?
- because I’ve worked with the oldest player in this industry, I can help you avoid some of the mistakes we made in our established
markets.
29. Being specific – why did you choose this particular career path?
- I like fast-paced high energy environment, dynamic environment
30. tough question about your past - why didn’t finish studies, do you tend to complete things..
…when I do anything, I always give 150%
31. great expectations - what do you want out of your next job?
- I’m really interested in taking over a territory where we aren’t very well positioned…
35. In 5 years…
- I would like to have progressed to the point where I have bottom-line responsibility and the chance to lead a unit
38. off- the wall questions – questions to see if able to work under stress
39. Illegal question – about age, race, religion, national origin, sex, plans to have children
- ‘I’m not quite sure that I understand what you’re getting at – would you please explain to me how this issue is relevant to the
position? … I’m very interested in developing my career, travel is not definitely problem for me
- That question makes me uncomfortable. I’d really rather not answer it.
Asking questions:
1. What is possible career path…next position that it can lead to
2. It’s a great company and I’m confident I could do this job well – what is the next step in selection process
3. I assume that you are going to put that offer in writing to me and once I have received it, I will have a few days to review it an get
back to you, is that right?
Perfect Image:
1. first minutes are the most important – come on time, ‘dress for success’, confident approach, sincere smile, firm handshake (have
free hand), remember the interviewer name, eye contact, make ‘small talk’ easily
2. to show interviewer that seriously interested in a career in that particular field at that particular company
3. tone of voice, body language – capability, enthusiasm, confidence, flexibility, dependability, resourcefulness, easygoing manner,
strong work ethic (try to relax an visualize myself as smooth and confident, will project these qualities)
4. adapt the answers to match the type of company for which am interviewing
5. never make negative statement about former boss or colleague
6. project positive, upbeat attitude
Situational Interview Questions
Situational interview questions give managers keen insights into your ability to do the job.
The idea is to ask you to describe how you would handle a certain situation, or what you would do under certain circumstances.
It's easy to list skills and accomplishments on your resume. Now you need to demonstrate to the satisfaction of the interviewer how you
successfully go about solving problems, resolving conflicts, and making things happen.
What makes situational interview questions challenging, is there are an infinite number of situations or circumstances.
How do you know in advance what specific situational interview questions you will be asked? Actually, it's really not that difficult once you
know the pattern to answering these types of questions.
Resolving conflict
Coping with difficult people
Influencing co-workers
Working in a team
Flexibility, adaptability
Missing deadlines
Getting criticized
Dealing with demanding customers
Do you have the skills you say you do, to do the job?
Are you a self-starter and easy to manage? Do you take the initiative to solve problems and get things done?
Large companies:
More layers of management
Policy and procedure driven
More structured
More image conscious
Slower decision making process
Diverse culture
More 15-25 year vets in their workforce
More politics
Global presence and the need for people to relocate and travel
Medium companies:
Small companies:
I thrive in a fast-paced work environment and welcome change. I am flexible, hard working, and open to long hours and travel to get the job
done. I enjoy a challenge and I'm good at problem solving. I'm a self-starter and do my best work when I'm given the freedom to do my job
with minimal oversight.
I enjoy working for a smaller organization where everyone knows each other. I am flexible, hard working, and get along well with people. I
don't mind pitching in to help others with their work. I do my best work when I can see a company from a big picture perspective.
2. Share with me an idea or improvement you implemented that made a difference. - Employer interview questions about your
ideas or improvements provide you with a tremendous opportunity to stand out from other candidates.
Every good story delivers...
an attention grabbing introduction (problem or crisis),
a compelling story (characters/details that build interest),
a crescendo that invokes strong feelings or emotions.
Pearl of Wisdom: Employers are most interested in improvements that save them money, make them money, or save them time.
Your improvement story should speak to these 3 objectives to really impress hiring authorities.
3. Describe the toughest challenge you ever faced and how you worked through it. - This is one of my favorite free interview
questions.
Your company was losing or wasting money
Spending too much on overtime
Poor quality or warranty issues
High overheads or cost of materials
Too much inventory
2. Your company was inefficient or wasting time
Low productivity
Low morale
Negative or unmotivated workforce
Resistance to new technology
Lack of sales due to weak sales strategy
3. Your company was negatively impacted by outside factors beyond anyone's control
Natural disasters
Recession
Competitor with new technology
Overseas competition
Large price spike in materials or commodities
It doesn't matter if you are a manager or not. What actions did you personally take to overcome a challenge?
4. Tell me about a time when you had to stick by a decision you made even though it made you unpopular. - This is one of those
questions that tests your resolve to stand firm when the situation dictates.
Examples might include:
Putting a customer on COD for slow pay history
Not bending on a company policy or procedure
Increasing prices on your products or services
Reducing or denying a warranty claim
Limiting personal use of company phones, vehicles, merchandise, or supplies
Enforcing safety rules
Not relaxing quality requirements for your products
Not accepting calls or permitting interruptions during a certain time block of the day
Not accepting a project or report unless it is filled out neatly, completely, and correctly
Not serving alcohol at company functions
Charging employees for lost or misplaced items
The real question is, can you stand firm on a decision when the situation warrants it?
There is a lot of hype and sensitivity in the workplace today about teamwork and harmony. This is all well and good, but sometimes we
need to have the courage to simply do what is right.
Sometimes people go overboard about doing what is right. There is a fine line between taking a firm stand on something, and being overly
rigid and inflexible. As a general rule, throwing the gauntlet down over an issue should be a rare exception in your work environment
instead of the norm.
5. Discuss a situation during the past year in which you had to deal with an upset customer or coworker. - One of the sample job
interview questions centered around a common situation faced by every company.
6. Describe the most difficult boss you worked for and how you dealt with them. - Among my interview tips and questions are tough
situations you won't relish answering, but here is an example of what works well.
Here are some positives my interviewers might be thinking about me:
He can work with demanding managers
His management style is participative...which is what most employers want
He can stand up to a tough boss
He learned and grew from this experience
He is self confident, solves problems, and gets results
Maybe the reason you are being asked this question is because this employer knows you will be facing one or more of the following
challenges:
Your manager is autocratic and few people can work for him/her.
Your overbearing manager is nearing retirement and they see you as his/her replacement.
Expectations are high, and you will be held strictly accountable. Can you handle the pressure?
Your boss may be a good person, but a micro-manager.
You may be asking yourself, why would I even want this job if I may have to work for a tough boss? Here are a few possibilities:
This is a turnaround division of a large stable company with an overall good culture and reputation. This could be fertile ground
for you to make a difference and advance your career quickly.
This could be a start up operation of a great company that is experiencing short term headaches and problems.
This employer may have hired poor leaders in the past and now wants to infuse strong leadership into their organization.
This could be a stepping stone along your career path and you need specific skills and experience that this job provides.
7. What would you do if the priorities on a major project you were working on were suddenly changed - Find out why HR interview
questions like this can be a double edge sword.
Set-up question examples:
Have priorities ever changed on a project you were working on?
How often do priorities change on your major projects?
Do you find it frustrating when priorities are suddenly changed on a major project?
For all you know, the company is sick and tired of priorities changing all the time, and no one having the backbone to put their foot down
about it.
Whenever project priorities change, it costs employers money...and people get upset about it.
The essence of this HR interview question is, HOW would you handle this situation?
A good starting point would be to first answer this question by asking a question. Who is changing the priorities on this project?
Your boss?
The customer?
Engineering?
External factors like weather or strikes?
A key supplier?
Your answer to this question depends on who is initiating the change and why. Like all situational interview questions, the company
really wants to know how you think under pressure, how you analyze a situation, and how you will likely respond to others.
Can you be a leader when circumstances call for it?
Will you blow a gasket if things are changed?
What's your line of logic when someone throws you a curve ball?
Is your name Caspar Milquetoast when someone is controlling?
Can you suck it up and adapt even if you truly believe in this project and have many hours invested in it?
8. Tell me about a time when your work was criticized. - Here are 2 approaches to tough interview questions answers of this
nature...both positive.
The best way to answer this question is to share a criticism about yourself that had a measurable positive outcome. Good examples:
Cost cutting measures
Restructuring department resulting in layoffs or consolidations
Reducing or eliminating overtime
Raising quality standards
Replacing weak performers with strong ones
Standing up to a demanding customer or supplier
Increasing sales visits
Restructuring dealer network eliminating weak dealers
Greater scrutiny of warranty claims
Raising standards of professionalism including dress code
Firing malcontents or underachievers
Despite your good intentions, and positive results, you may have been criticized about:
9. Tell me about a time you went above and beyond the call of duty to get something done or resolve a problem. - See why this is
always included among my sample interview questions and answers.
Often times it's adapting to changes in a shifting business climate or solving a problem before it gets out of hand.
Companies want to employ flexible people who are easy to manage and can make good judgement calls when the situation warrants. All of
us have done this at some point in our careers.
Example answer:
"One of my strengths is my willingness to adapt to change. I understand that during a business downturn I may be needed more in another
department, or asked to make other sacrifices."
"As a matter of fact, when my current company was hit hard by the recession I was asked to step down as a sales administrator to a
receptionist in the lobby."
"No one wanted this job because of the frantic pace and the challenges of dealing with the public. However, I gladly accepted the position
and excelled at it."
"If hired by your company, you can depend on me to adapt well to change and to put my best foot forward."
10. Give me an example of an important goal you set and describe your progress in reaching that goal. - Answers to interview
questions like this provide keen insights into your character and motivations.
1. Describe the work environment where you perform your best work. This is a common question asked by hiring managers who work as
part of a company's human resource department. This can be a great question, if you give the right answer -- but it could also be a deal
breaker. It's important that you know the environment of the company, or department you're applying too, before you answer this
question. Make sure to perform your due diligence about the company, it's culture and the working environment it provides, before you
arrive for the interview.
2. Please provide an example of an improvement you made at your previous job that made a real difference. Give a good answer to this
question and you'll stand out from the competition. Give a bad answer and you'll like end up at the bottom of the list of job candidates. You
want your answer to leave a lasting impression, so structure it in a storyboard fashion. Describe the probem you faced, the steps you took
to resolve it, and the results of your efforts.
3. What is the biggest challenge you've faced, and how did you solve it? When answering this question, you want to share a work related
challenge. This is a great question because it gives you the opportunity to demonstrate your skills and show the interviewer what you bring
to the table. Suggestions for challenges you've faced include your previous employer losing or wasting money, inefficiently using time, or
being impacted by a factor outside your control. If you are early in your career, and haven't faced any work-related challenges worth
mentioning, you can use a personal challenge.
4. Describe a time when you had to defend an unpopular decision you made. As you might guess, this question is designed to test your
ability to stand firm and defend a decision when it's unpopular with other employees, or even superiors. This question allows the
interviewers to see that you can demonstrate leadership and good judgement when the situation warrants it -- notwithstanding opposing
pressure.
5. Describe a recent situation where you dealt with an upset coworker or customer. Dealing with discontentment in the work place and
upset customers is a regular occurance. Hiring managers and employers want to know that you're able to resolve concerns of customers
and work well with others -- if they aren't that easy to work with.
6. Tell me about your most difficult boss and how you were able to deal with them. This one of those situational questions that's a bit
more difficult to answer. There are several reasons an interviewer may be asking this questions, one of which may be that you're going to
have a difficult boss to work for. However you respond, you want to stay positive. You want to show you can work with demanding people,
you can stand up for yourself, that you're a problem solver and that you can get results -- even in a difficult situation.
7. What would you do if you were working on an important project and all of the sudden the priorities were changed? When faced with
this question, interviewees often assume the interviewer is trying to gauge how flexible they can be. In some instances, this may be true.
However, the interviewer may just easily be trying to determine if you're the type of person who will put their foot down about it. Like all
situational interview questions, the interviewer is trying to determine if you can think under pressure, how you analyze a situation, and how
you're likely to interact with others.
8. Please describe for me a time when your work was criticized by your boss or other co-workers. No one is always perfect, and the
interviewer knows this. The interviewer wants to see if you can admit that you've made mistakes, but more importantly how you dealt with
the situation and learned from it. You want to share with the interviewer an example criticism that had a measurable positive outcome.
Make sure to turn the negative criticism into a positive experience.
9. Share with me a time you went the extra mile to resolve a problem or accomplish something. Employers want employees who
contribute to the success of the company, and don't just show up to collect a pay check. This question is designed to see if you'll be a
contributing team member, can adapt to changing situations and to ensure that you're flexible. You don't need to share something overly
spectacular, but you do want to show that you're the type of person who will go above and beyond the call of duty.
10. Provide me an example of a meaningful goal you set and how you achieved it. Situational interview questions relating to goal setting
provide an interviewer insight into your character, motivation and dedication. When asking this question, the interviewer wants to find out
if you set goals, what are your priorities, how you go about accomplishing a task, and how you measure success. We recommend starting
out by sharing a work related goal. However, sharing a personal goal gives an interviewer a deeper look into your character and values.
Team members you've been assigned to lead during a new project object to your vision and ideas for implementation. What specifically
would you do to address their objections?
Answer: I usually ask for feedback about my ideas and take into account everyone's opinions prior to beginning a new project. When
possible, I organize meetings with group members to discuss my plans and explain how the company will benefit after the project is
successfully completed. Likewise, I make it clear to team members that policy changes can be made if they are dissatisfied after beginning a
new project.
You're responsible for an important project near completion but receive another important project that must be completed
immediately. How do you multi-task and prioritize?
Answer: Before beginning the new project, I determine what must be completed and estimate how long it will take and what resources are
needed to successfully complete the project. If I'm confident it cannot be completed by the deadline, I would request that a superior be
assigned the project, while recommending another co-worker to take responsibility for any current projects the superior is working on.
When a subordinate is performing below average, what specific steps do you take to correct the problem?
Answer: I begin by identifying what factors have contributed to the poor performance. I then figure whether the cause of the poor
performance is work related or personal. When the problem is related to the individual's private life, I determine whether it's possible, or
appropriate, for me to recommend solutions.
Additionally, when dealing with a subordinate's personal problems, I attempt to evaluate how much of his or her poor performance is due
to the problem. I then try to help the subordinate understand the importance of remaining productive while handling the problem, and
encourage the individual to do what is necessary to resolve the issue.
You're responsible for ensuring a large amount of work be finished before the end of the new year. A subordinate decides to use sick
hours to take an entire week of work off. What would you do to address the problem?
Answer: I start by finding out how much vacation time the worker used during the year. If the individual has used few vacation hours, I do
not report the situation to my superiors, but will encourage the individual to remain at work during the week and consider using their
vacation time during a less critical time for the company. If the individual has lied about being sick in the past to take time off work, I would
refer the situation to the human resources department.
What would you do if you realized a project you completed just before deadline did not meet all of the project specifications?
Answer: First, I would not expect that this would ever happen as I always review all project specs, time requirements, and deadlines prior to
starting any new assignment to ensure my work is done on time, within budget, and that it meets all project specifications. If it ever were to
occur, I would bring the issue to the attention of my superiors and ask for a realistic extension to make sure the project met all
specifications. I would review my project planning process to see what went wrong, why the project was not done on time according to
specs and take steps to make sure it never happened again.
Suppose you don't see eye to eye with your supervisor on how to deal with a problem? How would you handle the situation?
Answer: I would first try and put myself in my supervisor's shoes and view the problems from his or her perspective. If I was still struggling
to see eye to eye with my supervisor's assessment and/or solution to the problem, I would analyze the problem and come up with a few
other ways to address the problem. In private, I would then discuss the problem with my supervisor and suggest how I think it should be
addressed.
If hired, what steps would you take to make important job related decisions?
Answer: 1. First, I would determine if the decision is one that would benefit the company.
2. I would then assess if and how the decision would fit within the scope of the company's core values.
3. I would assess how a decision might negatively impact the company.
What would you do if you knew your boss was absolutely wrong about an important work related issue?
Answer: It would depend on a number of factors, including the personality of my boss, how critical the issue is, and the overall situation.
If my boss did not like having his authority brought into question or challenged, or was prone to anger, I would probably never tell him he's
wrong. I would simply be polite, try to understand his perspectve and what he is wanting to get accomplished, handle the situation the way
I know it needs to be handled, and then provide my boss with the results he desired.
If my boss was a little more open to outside suggestion, or constructive criticism, I would first validate his opinion/view by sincerely
considering his perspective and letting him know I understand why he might feel the way he does. I would then suggest that there might be
a better, more efficient, or more effective way to accomplish what he wants.
Job Interview Question Database:
Situational Job Interview Questions & Excellent Sample Responses, 1-10
1. What would you do if the work of a subordinate or team member was not up to expectations?
Sample excellent response:
Luckily, I have quite a bit of previous team experience, and have faced this situation a few times in the past -- so let me tell you
how I've learned to handle the issue. The most important first step in dealing with an underperforming subordinate or team
member is honest communications -- talking with the person can lead to some surprising discoveries, such as the person not
understanding the assigned tasks to being overwhelmed with the assignment. Once I discovered the problem, I could then forge a
solution that usually solved the problem and allowed the work to move forward. So often in situations like this, the problem is
some combination of miscommunications and unrealistic expectations.
2. A co-worker tells you in confidence that she plans to call in sick while actually taking a week's vacation. What would you do and why?
3. Describe how you would handle the situation if you met resistance when introducing a new idea or policy to a team or work group.
4. What would you do if the priorities on a project you were working on changed suddenly?
5. How would you handle it if you believed strongly in a recommendation you made in a meeting, but most of your co-workers shot it
down?
6. In a training session, you find that the trainer has a thick accent, and you can't understand what's being said. What would you do?
7. List the steps that you would take to make an important decision on the job.
8. What would you do if you realized at deadline time that a report you wrote for your boss or professor was not up to par?
9. How would you deal with a colleague at work with whom you seem to be unable to build a successful working relationship?
Sample excellent response:
This situation would certainly be unique to me. Ever since I can remember, I've had a knack for finding something in everyone that
then becomes common ground for a friendship and/or good working relationship. Certainly there are all types of people, some
less motivated to work in teams or simply unhappy in their jobs, but we're all people when you strip away titles and such -- and
it's at that base level in which I find a connection that results in some degree of rapport -- even when few others can do so. For
example, in my senior year of college, I was placed onto a team that had one member that the rest of the team disliked. This team
member was kind of an outcast, but I knew we needed this full commitment to make the project work. Even though I was not the
team leader, I took it upon myself to forge a connection -- and discovered we had a mutual passion for horses. We did not end
best friends or anything, but through our common interest, I was able to build enough rapport to connect and engage him as a
key team member. There is always something that bonds us all together -- it is just harder to find with some people than with
others.
10. You disagree with the way your supervisor says to handle a problem. What would you do?
11. Who would you talk to if you discovered that a co-worker was disclosing confidential information that should not be divulged?
Sample excellent response:
I would first sit down privately with my co-worker and let him or her know what is happening. I would make it a dialogue rather
than a lecture -- with the goal of helping the co-worker realize what a serious mistake he or she is making and how it could impact
both the company and his or her personal life -- and the lives of family and friends. If nothing comes of the meeting -- either the
co-worker is defensive and denies it -- or does not agree to stop divulging confidential information, then I would be forced to go
directly to my manager with the proof that I have of the unethical activities.
12. When would it be appropriate to bring in your supervisor while dealing with an angry customer?
13. How would you attempt to make changes in the process if you felt a policy of your organization was hurting its members/workers?
A good manager brings the team together -- perhaps even a retreat -- to foster communications and develop common goals and
objectives. During this meeting, the manager should also show how all the team members play a role in making the team
successful -- and that only by working together and respecting each other can the team fully succeed.
Sometimes, too, when the team is from different departments or backgrounds, it's important for the manager to address this
issue from day one -- if possible. I was once put in a team with a mix of marketers and accountants, and the manager sat us all
down and told us a story of a successful competitor and how their accounting team thought like marketers and how their
marketers understood the importance of return on investment for new marketing initiatives. Using the story of a successful
competitor helped us realize that we had more in common than we had differences and that we could come together as a team
and succeed.
15. How would you organize the steps or methods you'd take to define/identify a vision for your team or your personal job function?
Sample excellent response:
I believe a good team vision starts first with a strong understanding of the organization's mission. So, my steps would be as
follows.
Second, develop some rough ideas of how I would word a team vision statement in preparation for a team meeting to discuss the
issue.
Third, I would call a meeting of the team and have a discussion of what we do best, how what we do fits with the organization.
Then I would discuss the organization's vision and ask for ideas and suggestions for the team's mission. If asked, I would mention
some of my thoughts on our team vision.
Fourth, following the meeting, I would craft a vision statement -- perhaps with the help of one or two other team members -- and
then distribute it to the team and ask for feedback.
Fifth, I would finalize the vision statement from the comments and feedback from the team... and then post our vision statement
in places where all the team members could see it on a regular basis.
16. How would you react if two teammates were embroiled in a conflict that kept the team from completing its task?
17. You don't have the information you need to prioritize your projects. Your co-workers and supervisor are unavailable for you to ask
for assistance. How do you handle the situation?
So, my first inclination would be that I would sit down and review all the projects and examine a couple of key issues -- things like
deadlines, potential impacts, and involvement of others. Obviously, projects that are mission-critical and have the shortest
deadlines need to be addressed first.
If I wer still stumped -- and my manager and team members were truly unavailable -- rather than sitting there paralyzed, I would
probably consult a mentor within the organization and seek his or her advice -- more as a sounding board for my own thoughts
than seeking a solution from them.
18. As a supervisor, you've made an unpopular decision. What action would you take so that morale in the department is not negatively
affected?
19. In a team-leadership role, you discover that a team member has gone "over your head" to propose an idea or complain about an
issue without talking to you first. How do you handle the situation?
If you discover the discussion was in fact a planned action, the first thing you need to do is evaluate how you -- and your team --
have treated this person. Next, I would call a private meeting with the person and simply have a conversation about the situation
and how and why it happened -- and how this person can get his or her voice back within the team so that the situation will not
repeat itself.
Finally, if it turns out the person is simply a disgruntled employee and there is little that can be done to change his or her future
actions, and you've exhausted all options to bring the person back into the team and the organization, then you need to meet
again with your boss and then with the person and have a discussion about possible consequences of future occurrences.
20. You been placed in charge of a project team for a new project. What are your first steps to get the team going and complete the
project?
First, make sure we fully understand the problem and task at hand. We need to define the problem that will be solved by the
project.
Third, we get back together and choose the best path/process to completing the project.
Fourth, we divide the process into smaller parts and assign individual team members parts to complete -- based on their individual
skill sets -- assigning deadlines and budgets.
Fifth, we execute the plan and deal with any circumstances that arise as we move forward toward completion.
Sixth, we complete the project -- as planned, on deadline and budget (hopefully) -- and meet as a team one final time to discuss
any unanticipated problems or issues that arose and how we can prepare and better address them in the future.
Job Interview Question Database:
2. What specific goals, including those related to your occupation, have you established for your life?
3. How has your college experience prepared you for a business career?
Sample excellent response (equates ideal job with job he's interviewing for):
My ideal job is one that incorporates both my education and practical work skills to be the best I can be. Namely combining my
education in finance with my working knowledge of customer-service operations, entrepreneurial abilities, computer skills, and
administrative skills. I want to utilize my analytical expertise to help people meet their financial goals. This is exactly why I am
convinced that I would be a very valuable member of the Merrill Lynch team.
8. What will it take to attain your goals, and what steps have you taken toward attaining them?
10. How do you determine or evaluate success? Give me an example of one of your successful accomplishments.
11. Do you have the qualifications and personal characteristics necessary for success in your chosen career?
13. If you could do so, how would you plan your college career differently?
14. Are you more energized by working with data or by collaborating with other individuals?
15. How would you describe yourself in terms of your ability to work as a member of a team?
17. Given the investment our company will make in hiring and training you, can you give us a reason to hire you?
Sample excellent response:
I sincerely believe that I'm the best person for the job. I realize that there are many other college students who have the ability to
do this job. I also have that ability. But I also bring an additional quality that makes me the very best person for the job -- my
attitude for excellence. Not just giving lip service to excellence, but putting every part of myself into achieving it. In college and at
my previous jobs, I have consistently reached for becoming the very best I can become. I think my leadership awards from my
college, and my management positions result from possessing the qualities you're looking for in an employee.
19. Describe what you've accomplished toward reaching a recent goal for yourself.
20. What short-term goals and objectives have you established for yourself?
24. How would you evaluate your ability to deal with conflict?
25. Have you ever had difficulty with a supervisor or instructor? How did you resolve the conflict?
Sample excellent response:
Yes, I had an incident with my Spanish professor. I turned in an essay that she said was too good to be mine. I was honest with
her; I told her that I had a native speaker review the essay, but he made very few corrections. However, I had broken the Golden
Rule of Spanish Composition -- the essay must not even touch the hands of a native speaker. To prove to her that I was capable of
producing an essay that exceeded her expectations of a non-native speaker, I offered to re-write another essay in her office. I
earned an A-minus.
See also this page of our Job Interviewing Tutorial.
26. Tell me about a major problem you recently handled. Were you successful in resolving it?
27. Would you say that you can easily deal with high-pressure situations?
28. What quality or attribute do you feel will most contribute to your career success?
29. What personal weakness has caused you the greatest difficulty in school or on the job?
Sample excellent response (shows how he recognized his weakness and worked to improve):
My greatest weakness used to be delegation. To improve my workers' efficiency, I would take it upon myself to do many small
projects throughout my shift as a manager that could have been done by others. Once I realized that I was doing more work than
the other assistant managers, and they were achieving better results, I reevaluated what I was doing. I quickly realized that if I
assigned each person just one small project at the beginning of the shift, clearly state expectations for the project, and then
follow up, everything would get done, and I could manage much more efficiently and actually accomplish much more.
See also this page of our Job Interviewing Tutorial.
30. What were your reasons for selecting your college or university?
Sample excellent response (tells how education specifically will benefit the employer):
My college has always had a reputation as having an excellent accounting department, so I knew that if I enrolled there, I would
achieve first-class preparation for my chosen career field. It is also a highly accredited school known for satisfying employers with
the preparation of its graduates -- that's why companies like yours recruit at my school -- the school produces top graduates. The
school offers an excellent liberal-arts background, which research shows equips graduates with numerous qualities, such as
versatility and strong critical-thinking skills. Finally, having visited the campus before enrolling, I knew that the business school
emphasized group projects. During my four years in the school, I participated in more than 35 group projects, which taught me
invaluable teamwork, communication, and interpersonal skills.
31. If you could change or improve anything about your college, what would it be?
32. How will the academic program and coursework you've taken benefit your career?
Sample excellent response (response is very specific to the job he is interviewing for):
As you will note on my resume, I've taken not only the required core classes for the finance field, I've also gone above and beyond
by double majoring in accounting. I doubled majored since I knew that the financial-consulting field requires much knowledge of
portfolio analysis and understanding of the tax laws. I believe that my success in both areas of study have specifically prepared me
for this career. But it's not just taking the classes in these two areas that allows me to offer Merrill Lynch clients more. I minored
in Spanish to understand the growing hispanic clientele in the Central Florida area, which as you are well aware is a growing
source of revenue for the industry. If you like, I can elaborate on other aspects of my education further.
33. Which college classes or subjects did you like best? Why?
Sample excellent response:
My favorite classes have been the ones pertaining to my major, which is marketing. These classes have laid the groundwork for
my career in marketing. They have also taught me skills that I can bring to my employer, ranging from communication skills to
interacting with others.
34. Are you the type of student for whom conducting independent research has been a positive experience?
35. Describe the type of professor that has created the most beneficial learning experience for you.
36. Do you think that your grades are a indication of your academic achievement?
37. What plans do you have for continued study? An advanced degree?
38. Before you can make a productive contribution to the company, what degree of training do you feel you will require?
44. Why do you think you might like to live in the community in which our company is located?
46. To what extent would you be willing to travel for the job?
Sample excellent response:
I am more than willing to travel. I understand the importance of going above and beyond the call of duty to satisfy customer
requests is sometimes required and that Merrill Lynch's customer-focus belief means that travel is expected in some
circumstances. I am willing to make this commitment to do whatever it takes to develop that long-term relationship with a small
business or client. It is only through this relationship that loyalty can be maintained and financial gains and growth can occur for
both the client and Merrill Lynch. It is my understanding from other financial consultants that I have interviewed at Merrill Lynch
that this occurs maybe one or two times a month.
47. Which is more important to you, the job itself or your salary?
50. Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
51. Describe an instance when you had to think on your feet to extricate yourself from a difficult situation.
52. Give me a specific example of a time when you used good judgment and logic in solving a problem.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
53. By providing examples, convince me that you can adapt to a wide variety of people, situations and environments.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
54. Describe a time when you were faced with problems or stresses that tested your coping skills.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
55. Give an example of a time in which you had to be relatively quick in coming to a decision.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
56. Describe a time when you had to use your written communication skills to get an important point across.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
Situation (S):
Advertising revenue was falling off for my college newspaper,the Stetson Reporter, and large numbers of long-term advertisers were not
renewing contracts.
Action (A):
I designed a new promotional packet to go with the rate sheet and compared the benefits of Reporter circulation with other ad media in
the area. I also set-up a special training session for the account executives with a School of Business Administration professor who
discussed competitive selling strategies.
Result (R):
We signed contracts with 15 former advertisers for daily ads and five for special supplements. We increased our new advertisers by 20
percent [quantities are always good] over the same period last year.
57. Give me a specific occasion in which you conformed to a policy with which you did not agree.
Sample excellent response:
When I worked at Home Depot as an assistant manager, I was always looking for way to boost my employees' morale. Unloading
trucks is a very routine and physical job and can become very boring and exhausting, so to improve the unloaders' attitude toward
their duties and make the best of the situation, I put a radio in the receiving dock. It worked; however, the district manager did
not approve of the radio in the workplace even though it did not interfere with any set policy or company objectives. The radio
was also out of any areas where customers would hear the music. I did not agree with my DM's decision to remove the radio;
however, I understood his point of view once he explained it to me and promptly complied with his request. The employees were
not happy that their radio was gone, so I found an alternative method of reward and morale boosting by implementing a program
in which we provided lunch for the unloaders from any restaurant of their choice if they unloaded the trucks faster than normal.
This program succeeded by increasing their unloading time from 2 1/2 hours to only 1 1/2, a savings in payroll of 8 percent of
sales for that shift.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
58. Give me an example of an important goal that you set in the past and tell me about your success in reaching it.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
59. Describe the most significant or creative presentation that you have had to complete.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
60. Tell me about a time when you had to go above and beyond the call of duty to get a job done.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
61. Give me an example of a time when you were able to successfully communicate with another person even when that individual may
not have personally liked you (or vice versa).
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
62. Sometimes it's easy to get in "over your head." Describe a situation where you had to request help or assistance on a project or
assignment.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
63. Give an example of how you applied knowledge from previous coursework to a project in another class.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
64. Describe a situation where others you were working with on a project disagreed with your ideas. What did you do?
65. Describe a situation in which you found that your results were not up to your professor's or supervisor's expectations. What
happened? What action did you take?
Sample excellent response:
Recently I was asked to put together a proposal for a migration of network systems. Misunderstanding my boss, I thought it was
just an informal paper. When I presented it to him days later, he was upset with the quality since it had to be presented to our VP.
I explained my misunderstanding, apologized, reworked the paper, and had it back to him with enough time for him to review it
before he presented it successfully at the meeting.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
66. Tell of a time when you worked with a colleague who was not completing his or her share of the work. Who, if anyone, did you tell or
talk to about it? Did the manager take any steps to correct your colleague? Did you agree or disagree with the manager's actions?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
67. Describe a situation in which you had to arrive at a compromise or guide others to a compromise.
68. What steps do you follow to study a problem before making a decision.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
69. We can sometimes identify a small problem and fix it before it becomes a major problem. Give an example(s) of how you have done
this.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
70. In a supervisory or group leader role, have you ever had to discipline or counsel an employee or group member? What was the
nature of the discipline? What steps did you take? How did that make you feel? How did you prepare yourself?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
71. Recall a time from your work experience when your manager or supervisor was unavailable and a problem arose. What was the
nature of the problem? How did you handle that situation? How did that make you feel?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
72. Recall a time when you were assigned what you considered to be a complex project. Specifically, what steps did you take to prepare
for and finish the project? Were you happy with the outcome? What one step would you have done differently if given the chance?
73. What was the most complex assignment you have had? What was your role?
Sample excellent response:
My senior research was my most complex assignment. It took two semesters to complete and was made up of many components.
I had to make many critical decisions along the way that would affect the outcome of my research. I made these decisions
independently with minimal influence from my professor. I was very successful and happy with my final product.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
74. How was your transition from high school to college? Did you face any particular problems?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
75. Tell of some situations in which you have had to adjust quickly to changes over which you had no control. What was the impact of
the change on you?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
76. Compare and contrast the times when you did work which was above the standard with times your work was below the standard.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
77. Describe some times when you were not very satisfied or pleased with your performance. What did you do about it?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
78. What are your standards of success in school? What have you done to meet these standards?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
79. How have you differed from your professors in evaluating your performance? How did you handle the situation?
80. Give examples of your experiences at school or in a job that were satisfying. Give examples of your experiences that were
dissatisfying.
81. What kind of supervisor do you work best for? Provide examples.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
82. Describe some projects or ideas (not necessarily your own) that were implemented, or carried out successfully primarily because of
your efforts.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
83. Describe a situation that required a number of things to be done at the same time. How did you handle it? What was the result?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
84. Have you found any ways to make school or a job easier or more rewarding or to make yourself more effective?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
85. How do you determine priorities in scheduling your time? Give examples.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
86. Tell of a time when your active listening skills really paid off for you -- maybe a time when other people missed the key idea being
expressed.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
87. What has been your experience in giving presentations? What has been your most successful experience in speech making?
Sample excellent response:
I have grown to be a confident presenter. My most successful presentation took place at my university when I was responsible for
presenting a leadership-development program for a class of Resident Assistants. The point of my program was to teach each RA
his/her leadership style, so he/she knew how to interact on his/her floor as a student leader. The most significant aspect of this
program is that it taught them about their leadership styles without their knowing it. Each student filled out a general
questionnaire that asked about preferences. Each person according to his/her responses was assigned to a group with a general
name. I then gave each group a book to read. Each group had to read it aloud. After each group read each book, I then explained
how each group tackled the task. They all had handled the task differently. Each student successfully understood how they
approached tasks and from that how they would approach their job as a RA. Not only did I engage the audience in what was being
presented, I have since seen the program adapted in other presentations by RAs in that class. Not only did they enjoy it, they
learned something about themselves that would help them help their residents.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
88. Tell of the most difficult customer service experience that you have ever had to handle -- perhaps an angry or irate customer. Be
specific and tell what you did and what was the outcome.
89. Give an example of when you had to work with someone who was difficult to get along with. Why was this person difficult? How did
you handle that person?
Sample excellent response:
As a Resident Advisor, I had another RA who often sought me as a person to confide her complaints to and shared quite a bit of
information about activities she'd engaged in that violated the rules. Although I did not mind being a resource for this person, I
knew that I could not compromise my integrity or her residents' safety. Although she became very outraged and angry with me, I
talked to her about the situation and and told her that I would have to tell my supervisor. She eventually understood my
responsibility and why I had to come forward with information. She knew that what she had done was against the rules, but never
realized before I talked to her that she had jeopardized her residents' safety.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
90. Describe a situation where you found yourself dealing with someone who didn't like you. How did you handle it?
91. Give me a specific example of something you did that helped build enthusiasm in others.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
92. Tell me about a difficult situation when it was desirable for you to keep a positive attitude. What did you do?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
93. Give me an example of a time you had to make an important decision. How did you make the decision? How does it affect you
today?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
94. Give me an example of a time you had to persuade other people to take action. Were you successful?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
95. Tell me about a time when you had to deal with a difficult person. How did you handle the situation?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
96. Tell me about a time you had to handle multiple responsibilities. How did you organize the work you needed to do?
97. Tell me about a time when you had to make a decision, but didn't have all the information you needed.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
99. What is the most significant contribution you made to the company during a past job or internship?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
101. Describe a situation in which you had to use reference materials to write a research paper. What was the topic? What journals did
you read?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
102. Give me a specific example of a time when a co-worker or classmate criticized your work in front of others. How did you respond?
How has that event shaped the way you communicate with others?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
103. Give me a specific example of a time when you sold your supervisor or professor on an idea or concept. How did you proceed?
What was the result?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
104. Describe the system you use for keeping track of multiple projects. How do you track your progress so that you can meet deadlines?
How do you stay focused?
105. Tell me about a time when you came up with an innovative solution to a challenge your company/class/organization was facing.
What was the challenge? What role did others play?
Sample excellent response:
The trucks at Wal-Mart come loaded by personnel at a distribution center, box-by-box. After receiving a few trucks, I noticed that
my employees were unloading broken merchandise that took a lot of time to clean up before the rest of the truck could be
finished. The broken glass, paint, or whatever material it was, prevented the employees from proceeding farther into the truck,
causing more person-hours than normal. I noticed that the merchandise was broken because heavier boxes were on top of lighter
boxes. After a couple of days of this situation, productivity decreasing, I learned that the rest of the stores in my district faced the
same problem. As a result, I asked each store to take pictures of the mess so the distribution centers could see exactly what was
happening. I also asked each one to write down how many additional person-hours it took to clean up the mess. After we
gathered this information for a four-week period, we had a pretty a good estimate of how much the company was losing,
approximately $9.50 per person-hour... an average of $125 per store times 15 stores times 30 nights a month, amounts to a
substantial sum. We took the information as a group to our district manager. Once he realized how much money his district was
losing each month because of broken merchandise in the trucks, he contacted his regional manager, and the trucks after that
were loaded more carefully. The district made our Profit and Loss the next month by a 9 percent increase.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
106. Describe a specific problem you solved for your employer or professor. How did you approach the problem? What role did others
play? What was the outcome?
107. Describe a time when you got co-workers or classmates who dislike each other to work together. How did you accomplish this?
What was the outcome?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
108. Tell me about a time when you failed to meet a deadline. What things did you fail to do? What were the repercussions? What did
you learn?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
109. Describe a time when you put your needs aside to help a co-worker or classmate understand a task. How did you assist him or her?
What was the result?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
110. Give two examples of things you've done in previous jobs or school that demonstrate your willingness to work hard.
Another example of something that merited a lot of effort on my part was my marketing-research paper. I enjoy group projects
because I enjoy learning about the perspectives of others; however, sometimes the burdens appear to outweigh the benefits.
Having a group project such as this one with 5-6 team members was a difficult task when most of us had school and jobs to juggle.
We created an online survey and sent it to everyone on our contact list. We were doing research for a museum, and they had a
contact list of award-winning artists whose perspectives they wanted us to use in our project. Anyone whose email didn't work or
who didn't fill out the survey we tried to contact over the phone. Then we ran all of that data through SPSS and started to create
our paper -- in completion our paper was 120 pages. The project was an amazing experience, and I am so proud to say I've done it.
My group was good; they were a solid group of people who were smart and willing to put in the time, and we got the highest
grade in the class.
[contributed by Cynthia Buenger]
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
111. Describe the last time that you undertook a project that demanded a lot of initiative.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
112.What is the most competitive work or school situation you have experienced? How did you handle it? What was the result?
113. Describe a project or situation that best demonstrates your analytical abilities.
Sample excellent response:
During my Marketing Research course, we were assigned a group project to do marketing research for a local business. After we
collected all of the data, we had to analyze the data in a meaningful way for the business and report the results. It turned out that
I had the strongest analytical abilities in the group, so I led the rest of the group in analyzing the data. Because of my analytical
skills, we found that the business had been targeting the wrong market all along and were able to show the owner the market
segment that the business should be targeting.
[contributed by M. Kearney]
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
114. Give an example of when you took a risk to achieve a goal. What was the outcome?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
115. Tell about a time when you built rapport quickly with someone under difficult conditions.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
116. Some people consider themselves to be "big picture people" and others are detail oriented. Which are you? Give an example that
illustrates your preference.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
117. Describe a situation where you felt you had not communicated well. How did you correct the situation?
118. Describe a time when you took personal accountability for a conflict and initiated contact with the individual(s) involved to explain
your actions.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
119. Give me an example of when you were able to meet the personal and professional (or academic) demands in your life yet still
maintained a healthy balance.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
120. Everyone has made some poor decisions or has done something that just did not turn out right. Give an example of when this has
happened to you.
121. What do you do when you are faced with an obstacle to an important project? Give an example.
Sample excellent response:
When faced with an obstacle to an important project, I always find a way to complete the project in the best manner possible. As
an intern at the insurance company I worked for last summer, I was responsible for designing the marketing materials that are
handed out at the conventions and to insurance agents to keep the company on top of their minds. Since I was unfamiliar with the
materials and the designing software, it took me a little while to get a grasp on it. By the end of the workday on the deadline, I did
not have all of the materials completed. So I spoke to my supervisor and tried to work something out. She told me that I was not
allowed to do more than a certain number of hours in a week and that the materials needed to be done to turn in to production
early the next morning. So I suggested that I stay after work that day to complete the project without hourly compensation. After
a little persuasion, she allowed it, and I had the materials completed for the next morning successfully.
[contributed by M. Kearney]
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
122. Tell about the most difficult or frustrating individual that you've ever had to work with, and how you managed to work with that
person.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
123. Tell about a time when your trustworthiness was challenged. How did you react/respond?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
124. Describe a situation when you were able to have a positive influence on the actions of others.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
125. Tell about a recent job or campus experience that you would describe as a real learning experience? What did you learn from the
job or experience?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
126. Describe a team experience you found disappointing. What could you have done to prevent it?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
127. Recall a situation in which communications were poor. How did you handle it?
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
128. Describe a time when you had to make a difficult choice between your personal and professional (or academic) life.
129. On occasion we are confronted by dishonesty in the workplace or in school. Tell about such an occurrence and how you handled it.
Sample excellent response:
I worked for a magazine that had two main competitors, and at the time I worked there, the economy was a bit slow, and the
competition for readers and advertisers among these three publications was fierce. We had just finished a market-research study
that showed that our audience was just a bit larger and more attractive (better educated, higher incomes) than our competition.
We sent the good news to our publisher, who called us in for a meeting to tell us he wanted to combine some numbers to make
our position appear even stronger -- and then put those numbers in an ad campaign touting how much better we were than our
competition. We told the publisher that he was mistaken and that you could not combine the numbers the way he suggested, but
he replied he knew that, but no one else would, and it would strengthen our position in a bad market. It took a lot of courage, but
after the meeting, I went back and talked with him one-on-one so as not to embarrass him in front of my colleagues, and told him
that what he was doing was dishonest -- and could get us all fired. I knew I risked getting fired for even talking to him this way, but
I felt pretty sure he was not dishonest at heart. He did not decide right then, bit he did call back the next day to say he decided
not to run the ad.
Also, remember the S-A-R (situation-action-result) technique and see a sample S-A-R story.
130. What are the most important rewards you expect to gain from your career?
131. How would you define "success" for someone in your chosen career?
132. What qualifications do you have that will make you successful in this company?
133. What skills have you acquired from your work experience/internships and part-time jobs?
134. What have you learned from your experiences outside the workplace/classroom?
135. What criteria are you using to choose companies to interview with?
136. If you were hiring for this position, what qualities would you look for (in a new college grad)?
Interestingly, I would want a college grad who had the same experiences and skills sets that I bring to you.
140. What have you accomplished that shows your initiative and willingness to work?
142. What two or three things are most important to you in your job?
I also seek fulfillment. I don't want to work in a job that I feel is below what I am capable of doing. I seek a job that will challenge
me to perform at the highest levels and seek ongoing professional development so that I can be even better at my job, making an
even stronger contribution to my employer. From everything I've researched and seen, this job that I'm interviewing for meets all
my criteria.
143. Some people work best as part of a group -- others prefer the role of individual contributor. How would you describe yourself?
145. If there were one area you've always wanted to improve upon, what would that be?
Sample excellent response:
Sometimes I have trouble admitting to people that I am not understanding something they want me to do or am struggling with a
certain task, I can be reluctant to ask others for help. This is something that I want to improve on and am taking steps toward
becoming better at asking those around me for help when I need it.
[contributed by Lauren Spalding]
146. When you have been made aware of, or have discovered for yourself, a problem in your school or work performance, what was
your course of action?
147. What kinds of things have you done at school or on the job that were beyond expectations?
148. What, in your opinion, are the key ingredients in guiding and maintaining successful business relationships?
149. What sorts of things have you done to become better qualified for your career?