A modern employer is very demanding of applicants for a vacant position in his company. How to pass an interview and be accepted for the desired position? If you want to get your lifelong dream job, you need to know what questions are asked in an interview. For many, an interview can be a stressful exam; some people get lost because they are not ready to answer. It is absolutely impossible to know what the interview will ask about. Each organization has its own specifics of work, and questions are drawn up individually. But there is a list of the most asked interview questions. Let's look into them.

Frequently asked questions during a candidate interview

When conducting interviews, first of all, the HR department tries to check the candidate’s interest in the proposed position, business qualities, having the knowledge or experience necessary to perform the job. The first questions asked at an interview are called open-ended and give the applicant the opportunity to tell more information about himself. This:

• What can you tell us about yourself? The purpose of the question is to find out the applicant’s life priorities.
• What do you know about our company?
• Why did you decide to look for a job with us?

Questions to identify motivation

To find out what interests you and what your needs are related to the proposed vacancy, the employer asks the following questions:

• Tell us about your achievements?
• Why do you think people quit?
• What is your dream job?
• Why did you leave your previous job?
• In 5 (10) years, what position do you see yourself in?

Questions to identify work experience and knowledge

The most difficult questions are asked to identify robot experience, awareness in specific case, certain knowledge. In each organization they will be different, it depends on the field of activity. Some enterprises arrange trick tests for applicants, others set tasks, and conduct assessments for management positions. To get an idea of ​​what you might be asked, check out some sample assignments for management positions:

• What will you do if an employee does not complete the task assigned to you?
• On the 16th, the monthly plan is 60% completed, what actions will you take?

At the end of the interview, you will be asked questions aimed at summarizing your overall impression of you. It is important to answer without errors, confidently and clearly. Possible questions are:

• Why do you think you deserve this position?
• Have you received any other job offers?
• What salary are you expecting?
• Describe your strengths (weaknesses)?
• Will your personal life interfere with your work?
• When could you start working?

How to behave and answer questions correctly

The success of an interview depends on how effectively you can present yourself. The effectiveness of an interview with an employer depends not on the duration of the conversation, but on the first impression of the candidate, which is formed in the first few minutes. Next, questions will be asked either to fill in (if a negative impression has been formed), or to reveal the professional qualities of the applicant.

The interviewer draws most of his conclusions by observing appearance candidate, his behavior, pronunciation, gestures, communication style. Negative signals that create a negative opinion about you are:

• being late;
• twisting in a chair, demonstrating emotion;
• the gaze is not directed towards the interlocutor;
• turning your face away from your employer;
• the use of closed (crossing arms; crossed leg), threatening (shaking the head, waving a finger) gestures;
• passive behavior, yawning, malicious smile;
• shabby, defiant appearance.

Positive signals that encourage the interlocutor to talk include:

• Listening attentively to the interlocutor, taking part in the conversation, showing a friendly attitude.
• The gaze is focused on the speaker.
• During the conversation, take notes in a notepad.
• When talking, be in an open position.
• There is a slight smile on his face.
• Business, discreet style clothes.

5 minutes after the start of the conversation, you will be able to understand what opinion has formed about you. If the result is positive, half the battle is already done, but in order to achieve 100% success and get the coveted position, you need to speak competently. To do this, use the correct verbs ( perfect form):

• completed;
• developed;
• did;
• designed;
• invented;
• created;
• wrote.

Avoid vague verbs that don't convey your accomplishments:

• have worked;
• answered;
• managed;
• participated.

• at all;
• type;
• All in all;
• so to speak,

When answering your employer's questions, give honest, detailed answers. Remember that a question is an opportunity to advertise yourself, your professionalism, and knowledge of the matter. Add details to your speech, let's expert assessment. Do not interrupt your interlocutor, listen to the end, then speak. If you don’t understand something, ask again correctly, for example: “Did I understand correctly?” Be prepared to talk (if asked) about your strengths and weaknesses as an employee.

What questions should you ask an employer during an interview?

Very often, when preparing for negotiations, the applicant thinks only about how to answer the employer’s questions well. But an interview is a two-way process. The interviewer forms his opinion about the applicant not only by the questions he asks and the resume, but also by the questions that arise in your mind. To make a good impression and demonstrate your interest in the position, increasing your chances of getting the position, think through a list in advance that may include the following questions:

• What will be the functional responsibilities and tasks in the new place?
• Is the vacancy for which you are applying new or open due to the dismissal of a previous employee, what are the reasons for his departure?
• Ask about the prospect career growth, opportunities professional development.
• Find out information about working hours, possible business trips, overtime work.
• Find out if there is a probationary period
• What is the organization's social package, is sick leave paid?
• What is the atmosphere in the team, is there a dress code, are corporate events held?
• Check the possibility of receiving bonuses, bonuses, size wages, method and timing of its payments.

Video: Answering Job Interview Questions

In large successful companies, interviews are conducted by qualified personnel officers using various psychological techniques, asking provocative, tricky questions, including invading the candidate’s personal life. This is done with the aim of selecting the best and most qualified personnel. To properly prepare and know how to react and answer tricky interviewer questions, watch the video below.

What could you ask a candidate so that you can immediately understand everything about him? “Right away” and “all”, of course, will not work, but the site will share several useful tactics for conducting a conversation - they will help you choose the right employee.

Keeping in mind that different professional and personal qualities are important for different positions, the interviewer should carefully prepare for the interview. Any company has a certain way of working, as well as unwritten rules, the violation of which can throw the system out of balance. What questions should you ask during an interview to determine how well the candidate meets the requirements of immediate management and the company as a whole?

To understand who is in front of you, you can use well-known principles of constructing a conversation when applying for a job, resort to newfangled trends, or delve into the study of the candidate’s psychology. The most proven methods are the following:

• The domino principle: assumes general tasks with a gradual deepening into the topic. In this case, the candidate, for example, is asked about his immediate responsibilities and is constantly clarifying the details and narrowing the topic of conversation. If the applicant does not invent responsibilities for himself, he answers confidently, without hesitation.
• The principle of the circle. In the middle or at the end of the conversation, return to important questions asked at the beginning of the interview to clarify the details. Based on the answers given earlier and now, you can determine how honest the applicant is.

This type of interviewing is always appropriate, since the recruiter has very little time to understand who is sitting in front of him and whether the person meets the requirements.

Standard questions from an employer

In a conversation, it is important to identify different qualities of a person, so you should provoke the interviewee to talk in a certain direction. At the same time, it is worth analyzing the answers in order to create a correct portrait of the applicant. The following questions are often asked during job interviews:

1. "Tell us about yourself". This question does not concern any specific places in the biography; rather, it gives general idea about a person's priorities. An applicant who provides information about his own experience, professional qualities, and demonstrates interest in the vacancy will be interesting. If the story is vague, and the listed facts are not relevant to the essence of the interview, then the person either has nothing to say or is simply unsure of himself and his abilities.
2. “Why did you decide to leave your previous job?” The reasons can be very different - from dissatisfaction with the lack of career growth to low salaries, while a worthy candidate will never speak badly about immediate supervisor or about the team. It is very sad if the reason for leaving was a conflict, since this characterizes the applicant as a person giving in to difficulties, and also reduces his self-esteem.
3. “What salary would you like to receive?” Good specialist knows that he deserves a high salary and is clearly not bluffing when voicing the cost of his services. If a candidate clearly overestimates the level of the desired salary, you can always cool his ardor by calling the salary much lower than the required one.
4. “What attracts you to work in the proposed position?” A smart candidate knows in advance that recruiters are looking for a person who not only has the necessary professional and personal qualities, but is also ready to be useful to the company, work in a team, share his own experience and learn from others.
5. Ask the applicant what his strengths and weak sides. If the candidate voices too general phrases, ask for clarification and more detail. Typically, applicants are happy to talk about their strengths, but avoid talking about their weaknesses.
6. “Tell us about your professional achievements.” A conversation in this vein will force the applicant to talk about himself, emphasizing the qualities necessary for the job. If the applicant says in general phrases, then his candidacy is unlikely to deserve attention.
7. “Name your professional mistakes.” A smart candidate will not give up when hearing such a question, because he understands perfectly well that there may be mistakes in the work, the main thing is to draw the right conclusion and not repeat them again. It is strange if the applicant cannot remember such a situation: he is either not self-critical enough or does not admit mistakes at all.
8. “Will family/personal life affect the quality of work?” This is a common question that is mainly addressed to young women who already have small children or are at an age when they can start a family. Such information is needed only when management puts forward certain requirements for the employment of young women and sets strict conditions.

Identification of the candidate’s life position

There is information that will help reveal the general qualities of a candidate, understand his desire to develop, identify his position in life, or simply feel the mood. What questions should a candidate be asked during an interview?

1. “How do you feel about life?” This question is philosophical, but it allows us to identify what position in life the applicant for the position occupies. Optimists are convinced that there are difficulties in life, and they need to be dealt with or not taken to heart. They are also confident that a person creates his own destiny and can change everything. Pessimists are sure that people are evil and are always ready to set them up, let them down, that they need to keep their ears open and be on the alert. Such a person is pre-set for failure and is always unsure of his abilities.
2. What questions should you definitely ask during an interview in order to understand that the specialist in front of you is standing in front of you? Ask the applicant how many interviews he has completed in the past Lately and from whom I received the invitation. This will allow you to assess which of your competitors are interested in the candidate and offer worthwhile work. Perhaps your company needs such a specialist.
3. “Where do you see yourself in 5-7 years?” It has been proven that the ability to plan and set goals characterizes people as purposeful and focused on personal success. People who do not take any initiative, do not plan their careers and future lives, are unlikely to become outstanding.
4. “What would you like to change in your new job?” A very insidious question, since the overwhelming majority of applicants believe that it is necessary to change something radically and are happy to talk about it, without presenting the internal problems of the company. A smart candidate will not plan major changes without understanding the internal structure of the company and without knowing its work as a whole.
5. “Who can recommend you?” This is a standard question that helps verify the qualifications of the employee you like, and also once again confirms that the applicant did not have personal conflicts at his previous place of work.
6. “What do you know about our company?” Of course, this should not require deep knowledge about the company. However, a small brief story about the activities and types of products will make sure that the applicant at least prepared for the interview and was interested in what kind of job he could get.
7. “Why do you think you can handle this job?” It is very important here that the candidate is sufficiently convincing in his answers - this is the quality he must demonstrate by talking about his strengths and advantages over competitors.

Non-standard questions

It is not at all necessary to conduct a conversation in a classical way. Today, many recruiters, when hiring a person, are interested in the most unusual and sometimes even strange things. The point is that you need to check the candidate’s reaction to an unusual question, the ability to think logically, or to adequately get out of ridiculous or stupid situations that have arisen. But in everyday life, and at work, this often happens.

The interesting thing is that there are no right or wrong answers and special attention those candidates who can answer wittyly without perceiving the recruiter with negativity deserve it. You can ask the following questions:

1. Have you stolen office supplies from your office employees?
2. How many people will fit in this room?
3. Rate my interviewing skills on a 10-point scale.
4. What is life like for people in an ideal world?
5. How many liters of alcoholic drinks do people drink in one night in the city?
6. Have you gotten into fights at work?
7. What songs characterize your attitude towards work?

Now you know what questions are asked during a job interview to allow the candidate to open up as much as possible and avoid possible mistakes.

An interview is an inevitable stage of employment. To prepare for it, you need to write a resume, think about answers to the most likely and most common employers (read the link), and select examples of previously implemented projects. And even these points do not exhaust the preparation process. Hiring managers value not only competent answers, but also the right questions at the interview by the applicant. This The best way demonstrate interest in the future job and company.

Be sure to prepare a list of topics to discuss at the interview in advance. The number should not exceed four to five. They can only concern those points that are really important to know when choosing a job. Questions asked simply “for show” create a negative impression. It is not necessary to voice everything, because answers to some of them can be obtained during the interview. And repeating what has already been said will not work in favor of the job seeker, as it will demonstrate his inattention.

Why ask questions in an interview?

The opinion that counter-questions during an interview with a hiring manager or direct employer tires, delays and, ultimately, reduces the chances of learning the job is incorrect. It is necessary to ask the employer at least one or two pre-thought questions. Business etiquette does not prohibit this.

1. Firstly, thanks to counter questions you can get maximum amount information of interest to the applicant about working conditions. This is a guarantee that, upon starting to perform your duties, you will not have to face unexpected and unpleasant circumstances.
2. Secondly, questions to the recruiter during an interview show your interest in the work of this company, as well as professionalism and awareness. A person who knows how to speak always leaves a good impression on his interlocutor.

What topics should be discussed at an interview?

Questions about the company

Expresses the applicant's interest in a specific position. An approximate list of questions for the interviewer that are appropriate to discuss:

• What plans does the company have in its market segment?
• Tell us about the company structure.
• What are the company's strengths and advantages in the market?
• Does the company provide training and internal certification?
• Do employees have career prospects?

Information about structural divisions company, indicating the vacant position for which the applicant is applying, gives him an idea of ​​his own place and role in the future place of work and the number of managers.

Employees of many organizations at least once a year have the opportunity to take courses that improve their skills. During the interview, you can ask what courses can be taken this year and who pays for them - the company or the employee. Some organizations practice working out a certain amount of time or returning funds spent on training.

In addition, it is possible to discuss whether employees who undergo training are rewarded financially. This allows you to determine whether a potential employer is interested in the professional growth and career advancement of its employees.

Questions about job responsibilities

During the interview, be sure to touch on topics about responsibilities, workplace, probationary period and business trips. Here is a rough list of the most important questions.

What will be my main responsibilities

This is a priority question, because our own job responsibilities every employee should know from “A” to “Z”. Moreover, in each organization they can be special, different from others. Information about exactly what functions will be performed helps applicants decide whether they meet the requirements and whether they are interested in new job.

Can you show the workplace and equipment required?

The candidate needs to protect himself from a situation where, for example, instead of the expected comfortable office he will have to work in a stuffy basement. The recruiter's refusal should raise suspicion. If he meets you halfway and offers to go to workplace, along the way you can meet potential colleagues and evaluate the atmosphere in the team.

Who will I report directly to?

This question can be converted into a request to meet and talk with the direct one to discuss responsibilities and work stages. Conducting an interview in the presence of a manager is the right and smart move. This helps both the boss and the future subordinate evaluate how comfortable they will be working with each other.

Availability and frequency of business trips? Will there be a need or opportunity to go on a business trip?

It is no secret that many employees are willing to travel to other cities and countries for work needs, since the salary for business trips is higher than usual. It is also worth finding out about the rules for paying for trips in advance, since each company has its own.

What is the probationary period and the conditions for passing it?

The employer can set the duration probationary period from 30 days to 3 months, putting before the new employee specific tasks for this period of time. The decision to hire a job, as well as the amount of salary, depend on how well a person copes with them.

Why did the previous employee leave, or a new vacancy just opened?

If the position is new, then it is necessary to clarify what exactly is expected from its owner. And if the vacancy is old and the employee was fired from it, it is quite possible to ask why this happened.

Is a further increase possible and after what period of time?

The answer to this question often depends on how honest the company leader is. Everyone knows of cases where, instead of the promised career growth, people have to be content with working without promotion for many years.

Questions about corporate rules and regulations

This group of questions acceptable for discussion at an interview includes points relating to what is accepted in the organization; procedure for registering an employee and position; meetings, planning meetings and conferences that you will have to attend for work.

In addition, it is important to discuss work schedule and vacation with a potential employer. The question of the organization’s work schedule is one of the most important for the applicant. Each company sets its own schedule. In addition, there are nuances regarding working on weekends and holidays, lunch breaks.

The issue of vacation may be especially relevant in summer period. Employers are often reluctant to let go of new employees who have been with their organization for less than six months. Many provide vacation only after a year of work. Therefore, if the issue of vacation is important, it must be discussed during the interview.

Questions about finances

Information about financial side– one of the most important; Questions on this topic must be voiced. They may relate to salary and benefits package, the amount and periods of bonus accrual, wages during the trial period and the possibility of its revision based on the results, payment of sick leave for voluntary health insurance. You can find out exactly what medical services your insurance covers. Some companies do not include dentistry in their VHI.

During the interview, you can ask the recruiting manager about payment for overtime, ask for the company’s approved regulation on compensation for overtime.

Final question

After the main part of the conversation is completed, it is appropriate for the applicant to ask the recruiter the following questions:

• Do you have any idea whether my qualifications qualify for the vacancy?
• What are my next steps in the hiring process?
• When can I expect a decision on my candidacy?

What not to ask at the first interview

• When initial interview You should not ask about salary and benefits package if the recruiter himself has not touched upon this topic. This is a talking point next stages devices for work.
• The same can be said about the topic of career growth. It is important to make it clear to the recruiter that the applicant is interested in a specific position, and not in what he may become in the future.
• Inappropriate questions also include personal topics and requests to name the future boss. The employer, if necessary, makes the decision to introduce the candidate and the manager.
• Questions about the number of applicants for a position are also considered bad manners.

Questions to the interviewer during the interview must be correct and well-structured. This always increases the applicant's rating and his chances of getting the desired position. When asking questions, you need to be confident and remember that asking the employer about all aspects of a new job is the candidate’s inalienable right.

Want to know what questions are asked most often in interviews? Here full list(with the most good options answer).

Some companies take an unconventional approach to interviews, but for the most part they ask standard questions (and get standard answers).

Here is a list of the most common interview questions the best options answer:

1. "Tell me about yourself"

If you're interviewing, you probably already know a lot. Have you read the summary and covering letter, viewed the candidate’s pages on LinkedIn, Twitter and Facebook.

The purpose of any interview is to find out whether a particular candidate is suitable for the vacancy to be filled, i.e. whether he has the skills and personal qualities that will allow him to do the job. Do you need a leader who can put himself in another person's shoes? Try to find out if the candidate can become one. Do you want the general public to know about your company? Ask if the candidate can convey the information.

If you are looking for a job, tell us why you did what you did. Explain why you left your previous job. Describe how you chose the university. Tell us why you decided to study in graduate school. Don't forget to mention that you spent a year traveling around Europe and the experiences you had during that time.

When answering a question, do not limit yourself to listing the facts (they can also be read in the summary). Tell your interlocutor why you did certain things.

2. "Name your main weakness"

Every candidate knows how to answer this question. You need to choose an abstract weakness and turn it into a strength.

For example: “Sometimes I get so caught up in my work that I lose track of time. When I come to my senses, I see that everyone has already gone home. I know that I need to keep track of time more carefully, but I really like what I do and I just don’t I can think of nothing else!"

So your "flaw" is that you spend more time working than everyone else? Hmmm.

It would be much better to describe real drawback, which you are working on. Talk about what you are doing to improve. Ideal people does not exist, and you must prove that you can evaluate yourself objectively and strive to improve.

3. "Name your main strength"

I don't know why company representatives ask this question. The answer to this is always contained in the resume.

If you are asked about this, formulate an accurate and specific answer. There is no need to argue for a long time. If you are a problem solver, be sure to provide examples that are relevant to the job you are interested in. Confirm your words! If you are a leader with high level emotional intelligence, give examples that prove that you can answer questions that have not yet been asked.

4. “Where do you see yourself in five years?”

When answering this question, candidates follow one of two possible scenarios. Some begin to describe their ambitions (it seems to them that this is exactly what the interlocutor wants to hear) and with all their appearance they show: “I need this job!” Others are modest (they also think that the interlocutor is waiting for such a reaction) and give a self-deprecating answer: “There are so many talented people around... I just want to get a job and see what success I can achieve.”

Both types of answers do not provide any information about the candidate - except perhaps their ability to sell themselves.

If you're interviewing, rephrase the question: "If you could create your own own company, what would she do?"

This is a universal question because everyone needs employees with an entrepreneurial spirit.

The answer will tell you about the candidate's dreams and hopes, his interests and true passion, his work preferences, the people he gets along with easily... All you need to do is listen carefully.

5. "Why should we hire you?"

Since the candidate cannot compare himself with those whom he does not know, he can only describe his love for the business and a burning desire to benefit. In fact, the company makes candidates beg it to meet them halfway. Having asked this question, representatives of many companies lean back in their chairs and cross their arms over their chest. This gesture seems to say: “Come on, I’m listening! Come on, convince me!”

Unfortunately, this is another uninformative question.

But it can be changed: “What do you think we forgot to talk about?” or “If you could answer one of the previous questions again, what would you say?”

At the end of the interview, it’s rare that candidates feel like they’ve shown everything they’re capable of. Perhaps the conversation took an unexpected direction. Perhaps the interlocutor placed emphasis in his resume in his own way, focusing on some skills and forgetting about others. Or maybe the candidate was too nervous at the beginning of the interview and was unable to correctly formulate everything he wanted to talk about.

After all, interviews are about learning as much as possible about a candidate, so why not give them a second chance?

Be sure to keep the conversation going at this stage and don't let the candidate talk to himself. You should not listen in silence and then say: “Thank you, we will contact you.” Ask clarifying questions. Ask for examples.

If a candidate asks you a counter question, be sure to answer it and try to post new information that previously remained in the shadows.

6. "How did you find out about the vacancy?"

Job search portals, advertisements in newspapers and the Internet, job fairs... Many people look for their first job there, and there is nothing wrong with that.

But if a candidate constantly uses these channels, most likely he has not yet decided what and how he wants to do.

He's just looking for a job. Any job.

Therefore, you should not just talk about how you found out about the vacancy. Let them know that a colleague or employer told you about it, that you have been keeping an eye on the vacancies of a particular company because you want to work for it.

Companies don't want people who just want a job. Companies need people who need company.

7. "Why do you want this job?"

Let's go a little deeper into the details. When answering this question, you need to talk not only about the fact that you want to work for this particular company, but also about why the vacancy is ideal for you and what you want to achieve in the short and long term.

If you don't know why a position is right for you, look for another job. Life is too short.

8. “Name your greatest professional achievement.”

The answer to this question should be directly related to the vacancy. If you say that over the past year and a half you have increased production volume by 18%, claiming to be the head of the personnel department, the interlocutor will find your answer interesting, but not at all informative.

Instead, tell us about a problem employee you “saved,” or a conflict between departments you resolved, or a subordinate who received a promotion in the last six months...

9. “Tell me about your last conflict with a colleague or client. What happened?”

When people work hard to achieve a common goal, conflict is inevitable. We all make mistakes. Of course, the good is remembered better, but the bad cannot be forgotten either. Ideal people don't exist, and that's okay.

However, people who seek to shift their blame and responsibility onto others should definitely be avoided. Employers prefer those who focus not on the problem, but on the solution.

Everyone needs employees who are willing to admit when they're wrong, take responsibility for the mistake, and, most importantly, learn from the experience.

10. “Describe your ideal job.”

When formulating your answer, remember - it must be relevant to the vacancy!

However, it doesn’t have to be invented at all. You can learn and grow no matter what you do. Try to determine what skills you can gain from the position you're applying for, and then imagine how those skills could be useful to you in the future.

Don't be afraid to admit that one day you may leave to find another job or maybe even start your own own business. Employers no longer expect employees to stay with them forever.

11. “Why do you want to leave the job you have now?

Let's start with what you don't need to talk about (if you represent an employer, you should be wary):

Don't say that you don't like your boss. Don't talk about how you can't get along with your coworkers. Don't throw mud at the company itself.

Focus on the benefits this step will bring you. Talk about what you want to achieve. Tell us what you want to learn. Tell us about how you plan to develop. At the same time, do not forget to mention the benefits for the potential employer.

People who complain about their bosses and colleagues are like gossips. If they gossip about someone else, the day will come when they will start gossiping about you too.

12. "Which work environment do you find most attractive?"

If you like to work alone but are applying for a call center agent position, an honest answer may not sound right.

Think about the job and the company culture as a whole (every company has a culture - artificial or spontaneous.) If flexible work hours are important to you, but you are not offered it, focus on something else. If you need constant management support and your employer encourages self-management, forget about it for now.

Find ways to combine your needs with company rules. If you can't do this, you should probably look for another job.

13. “Tell me about the hardest decision you’ve made in the last six months.”

By asking this question, the employer wants to assess the candidate's ability to solve problems and find arguments, as well as willingness to take risks.

If you don't have an answer to this question, that's too bad. Everyone has to accept complex solutions, regardless of position. My daughter once worked part-time as a waitress at a nearby restaurant. She constantly made difficult decisions, such as how to deal with a regular customer whose actions sometimes bordered on harassment.

A good answer should include the arguments that helped make the decision (for example, analyzing large amounts of data to determine the optimal direction to take).

A great answer also describes the relationships with everyone involved in the decision-making process, as well as its consequences.

Of course, the results of the analysis are a great argument, but almost every decision affects people. The best candidates usually consider questions with different sides and make informed decisions.

14. "Describe your management style"

This is a difficult question to answer without resorting to platitudes. Try to give examples. Say, "Let me tell you about some of the challenges I've faced as a leader. I think they'll give you a good idea of ​​my style." After that, describe how you solved a problem, motivated a team, overcame a crisis, etc. Explain what you did and why, so that the interlocutor understands exactly how you manage other people.

Don't forget to mention the results you achieved.

15. "Tell me about a situation in which you did not agree with the decision of the majority. What did you do?"

People around us sometimes make decisions with which we do not agree. And this is normal, the only important thing is how we show our disagreement. (We all know those who like to stay after meetings to challenge a decision they publicly supported.)

Showcase your professionalism. Prove that you can express your concerns constructively. If one day you manage to change the general opinion, and this change is successful, good. If there are no such examples, emphasize that you can support a decision even if it seems wrong to you (we are not talking about unethical or immoral decisions).

16. “How would other people describe you?”

I hate this question. This is a waste of words! True, one day I did ask it and received an answer that I really liked.

“People would say I am what I appear to be,” the candidate responded. “If I say something, I do it. If I promise to help, I definitely help. I don’t think that everyone likes me, but they can count on me because they know how I work.”

What could be better?

17. “What should we expect from you in the first three months of work?”

Ideally, this question should come from an employer who wants to set his expectations for a new employee.

You need to answer like this:

• You are trying to determine how your work benefits you. You don't just pretend to be busy. You do what needs to be done.
• You learn to help all participants in the process - management, colleagues, subordinates, clients, suppliers, implementers...
• You figure out what you do best. You were hired because you have specific skills, and those skills need to be applied.
• you achieve positive results, you work with enthusiasm and feel like part of the team.

Use this response plan, adding details that are specific to your job.

18. "What do you like to do when you're not working?"

Many companies believe that their culture is very important and use information about a candidate's preferences outside of work to determine whether they will fit into the team.

When trying to convince someone that you're a perfect fit, don't rave about activities you don't actually enjoy. Focus on activities that allow you to develop - learn something new, achieve higher goals. For example: “My children are still very young, so there is almost no free time, but on the way to work and back I learn Spanish.”

19. “How much were you paid at your previous job?”

This complex issue. This is usually asked before making a salary offer, and you must answer honestly, but not go wrong.

Try the method suggested by Liz Ryan. Say: “Currently, I am focusing on jobs that would allow me to earn approximately 50 thousand rubles. Your vacancy fits this criterion, right?” (Actually, you probably already know the answer, but why not play along?)

20. “A snail sits at the bottom of a well 9 meters deep. Every day it crawls 2 meters, and at night it slides down 1 meter. How many days will it take for it to crawl out of the well?”

These types of questions have become increasingly popular lately (thanks, Google!). Perhaps your interlocutor does not expect you to immediately rush to calculate. Most likely, he wants to understand how you think.

Try to solve the problem, commenting on each step. If you make a mistake, don't be afraid to laugh at yourself - maybe it's a stress test and the other person wants to see how you react to failure.

21. "Did you want to ask something?"

Don't miss the opportunity! Ask a smart question - not only to highlight your personality, but also to make sure you choose the right company. Don't forget that an interview is a two-way process.

Examples of questions:

22. “What results should I achieve during the first three months of work?”

If you haven't been asked this question, ask yourself. For what? Good candidates are eager to hit the ground running. They don't want to spend weeks and months getting to know each other better. organizational structure"They see no point in orientation events and prefer to learn as they go.

They want to be useful now.

23. “Name three qualities that your best employees have.”

Good candidates want to be good employees. They know that every company is different, and for successful work they require different qualities.

Maybe all the good employees work late. Maybe you appreciate creativity higher than the ability to strictly follow the protocol. Maybe you are trying to conquer new markets, so attracting new customers is more important to you than long-term relationships with old ones. Or maybe you need someone who is willing to spend an equal amount of time on a first-time buyer and a regular wholesale customer.

Good candidates need to know this. They want to make sure not only that they will fit into the team, but also that they can achieve success.

24. “What actually determines the results of work in this position?”

By investing in employees, employers expect them to bring profit (otherwise why pay them at all?).

In every job, there are activities that provide greater returns than others. You need an HR specialist to fill open positions, but in reality he should find the right people, thereby minimizing the percentage of staff turnover, reducing the cost of training new employees and increasing overall productivity.

You need a repairman to fix appliances, but in reality he needs to effectively solve customer problems and build relationships with them so that they come back to him again and again.

Good candidates want to know what qualities will enable them to make the greatest contribution, because their personal success depends on the success of the entire company.

25. "List the company's priorities for this year. How can I contribute if I take this position?"

Every candidate wants to know that their work matters to others.

Good candidates want to do meaningful work, serve a higher purpose, and work with people who share their values.

Otherwise, the work becomes meaningless.

Employees who love their work are sure to recommend the employer to their friends and acquaintances. The same goes for managers - they always bring with them those with whom they have worked before. It took them a long time to prove their competence and build relationships based on trust, so people instinctively follow them.

All this speaks about the quality of the working environment and the atmosphere in the team.

27. “What will you do if..?”

Every company has problems - technologies become outdated, new competitors appear on the market, economic trends are constantly changing. Not everyone has economic moats to protect them.

Even if a candidate views the employer as a launching pad for a high jump, he still hopes for growth and development. By accepting the employer's offer, each employee hopes to leave him of his own free will, and not because the company was forced out of the market.

Let's say you own a ski shop. Another store has opened about a kilometer away. How do you plan to deal with competition? Or let's say you have a poultry farm. What will you do to reduce your feed costs?

Good candidates don't just want to understand how you think. They want to know what you are going to do in the near future and whether there is room for them in your plan.

Jeff Haden inc.com. Translation: Airapetova Olga

• Career, Work, Study

The key moment in the exciting process of employment is the interview. All applicants are concerned with the question: what will happen there? Particularly acute feelings arise regarding the questions: what will interest the interviewer, and what if he puts me at a dead end? What if during the interview process you need to clarify something, is it appropriate to ask about it directly?

On the other hand, an employer, in search of a good employee, also takes care to find out through an interview the actual experience of the applicant and his main personal qualities. He has a leading role in this dialogue. How to structure a conversation in order to conduct it most effectively with the help of the right questions?

What questions will be asked at the interview?

Of course, it is impossible to predict the course of the interview with 100% certainty. Different vacant positions require different approaches to candidates, and therefore different questions. In addition, the personal opinion of management also plays a significant role: for some, professional characteristics are more important, for others they do not compensate for the unsuitable personal factor.

When conducting interviews, employers most often use one of two models that help quickly determine the sincerity of the applicant in his presentation of information:

1. "Cone". The questions start with more general topics and then gradually become more specific and specific. An applicant with the stated experience will easily withstand such detail, and long pauses and unclear answers will show that the applicant has embellished his professionalism.
2. "Spiral". At any point during the interview, the recruiter returns to topics already discussed and clarifies certain points. Sincerity can be judged by comparing the applicant's answers.

Rhino method

Sometimes creative recruiters build an interview according to the “rhino” principle, breaking through the emotional defenses of the interlocutor with unexpected and unusual questions. In this case, they are not interested in the adequacy and correctness of the answer, but rather in the interlocutor’s first reaction to non-standard question, the ability to get out of a difficult situation, sometimes even a sense of humor.

Don’t be scared or raise your eyebrows when you hear a question like “What is your inadequacy?” or “What breed of dog is your personality like?” Try to answer without thinking for long: the main thing is to show that you accepted the proposed conditions.

"Stressful" questions

A separate interview method involves a special approach that unsettles a person. The purpose of this method is to test the applicant’s psychological stability, ability to withstand pressure, and behave correctly in difficult situations. Such interviews are not conducted by ordinary companies; they are often the ticket to your dream job.

During “stressful” interviews, applicants are asked to wait longer than usual, may be “accidentally” doused with water, given an uncomfortable chair, not greeted, and speak in a raised voice. The interlocutor is stunned by questions like: “Why did you leave your last job, were you incompetent?” “You have children, do you plan to take sick leave often?” “You don’t have children, so you don’t like taking responsibility?” “Not married, does that mean people don’t like you?”

Of course, manipulating self-esteem is an ethically ambiguous method, however, many believe that in business any means are good.

If this job is truly important to you, you need to remember that it is just a game and obey its rules. Don't "prepare" too much.

You should try to remain calm without changing your chosen line of behavior. Your answers should demonstrate your confidence and suitability for the position. To personal questions, even if they hurt you, it is better not to answer like: “This is no one’s business,” but to construct an answer in the style of “This will not interfere with my conscientious work.”

Everything will go as well as possible if you remember in time that the interviewer is not an ill-mannered boor, but a specialist in psychology who plays his role well.

What questions should you prepare for?

It's hard to invent too many ways to effective achievement the same goal. That is why during an interview they most often ask a series of questions that are more or less similar in content. The candidate has the opportunity to think about the most advantageous answer in advance.

1. What can you tell us about yourself?

"Incorrect answer. A lengthy summary of the biography or, conversely, a short listing of the standard facts “born-studied-married.”
"Correct answer. In the 2-3 minutes allotted for an answer, it is really impossible to tell about yourself in detail. The interviewer waits for the selection of facts the interlocutor will make: they are the ones who will say what is most significant for the applicant. It is better to focus on those points that indicate your benefit for working in this position.

2. Why should we hire you for this position?

"Incorrect answer. Formal listings of your experience and achievements.
"Correct answer. Drop false shyness and show yourself with best side, selecting convincing arguments.

3. Why do you want to work with us?

"Incorrect answer. Standard phrases about career prospects, a reputable company, and interesting work.
"Correct answer. The opportunity to effectively apply your qualifications, a strong team of professionals where you can hone your experience and bring the greatest benefit.

4. What are your weaknesses?

"Incorrect answer. Sprinkling ashes on your head, listing real shortcomings.
"Correct answer. Make disadvantages a continuation of advantages, for example, “I’m not very good at relaxing.”

5. What are your strengths?

"Incorrect answer. Frank boasting or well-worn cliches like “executive, responsible, obligatory.”
"Correct answer. Emphasizing specific properties that are significant for the position being sought. It is advisable to note on specific examples achievements made thanks to these qualities.

6. Where do you see yourself in a few years?

"Incorrect answer. An attempt to avoid answering, since the applicant has no plans for the near future.
"Correct answer. This question is how the interviewer judges your ambition. It is best to present a plan for your professional and personal growth.

7. What salary are you expecting?

"Incorrect answer. A vague answer indicating false modesty or ignorance of one’s worth.
"Correct answer. It is better to name a price that is slightly (no more than 15-20%) higher than the one that suits you or that offered for similar positions. In this case, you can agree to a smaller amount if the company has benefits, social packages, bonuses, insurance and other positive financial aspects, which the employer will not hesitate to inform you about.

Questions from an employee to an employer

The interview is in full swing, you have answered many tricky questions of interest to a potential employer, you have talked about many important points. The moment has come when the interviewer, having exhausted his interest, turns to you with a phrase that many take as a parting phrase: “Do you have any questions?”

Even if such a remark was not made, some things should definitely be clarified.

An applicant who does not ask questions will alert the recruiter: it means that the person is not too attentive, he is not too interested in the new job, or he is frivolous. The applicant’s questions complete the opinion formed about him.

What should you definitely ask, according to the managers conducting the interviews themselves? What questions will show the sincere interest and seriousness of the applicant’s intentions and will add “pluses” to his candidacy?

1. About functional responsibilities. Even if the position involves obvious responsibilities, it is worth clarifying how they are understood in this particular organization. The degree of specificity of the questions will show that the applicant is truly a competent specialist.
2. Clarifying questions about the company. If a person reacted responsibly to a future interview, he collected information about the future company in advance. Questions related to information the candidate already has will show that he has seriously prepared for the interview, and that he is really interested in the company.
3. About growth opportunities. The employer will consider it quite natural if he hears a question about the possible prospects of a future employee in the company.
4. About accepted corporate standards. If a person is seriously going to work at a company, the uniform of clothing, internal rules, etc. will be important for him.
5. Financial questions. If the topic of wages was not raised during the previous conversation, then it is necessary to raise this issue, clarifying at least what the payment consists of and what factors influence it. A person who is not interested in his future remuneration may give reason to think that he does not value himself, and is getting a job just “for show.”

Good luck with your interview!