Interview Questions

Below are lists of questions frequently asked in job interviews.   No one candidate will be asked all of these questions; however, one should always be prepared.

Twelve Standard Interview Questions

1. Tell me about yourself.
   • Often the opening question/command in a job interview.  Think “Why should we hire you?” 
   • Take care not to dash out of the gate here and talk too long.  Keep your answer to one or two minutes at most.  Cover a few topics: education, work history, and recent experience and interests as they directly relate to the job at hand.  Emphasize this last point.  At the same time, remember that this is likely to be a warm-up question.  Do not exhaust your best material on it.  Prepare for this question/command in advance.  Keep your response simple.
   • How not to respond:
     • Bad:  Uuuhhhhh, what do you want to know?  You know what the employer wants to know.  Why you?  Why that job?
     • Not good:  Rambling on out of nervousness, talking off-topic about information that does not relate to the position, the employer, or your interest.
     • Could be better:  Getting too specific; saying too much too early; exhausting your best material too early.
     • Good: Smile and make a few general points about your qualifications and how they would allow you to make contributions on the job.  Express your enthusiasm and interest in the position/employer.  Be poised, and start off the interview strong. 
2. What do you know about our organization?
   • Discuss products or services, revenues, reputation, image, goals, management style, people, history, and/or philosophy.  Do not act as if you know everything about the employer, though.  Just show that you have done some research that has stimulated your strong interest.  Do not overwhelm the interviewer; make it clear that you wish to learn more.
   • You might say something like: "I've researched a number of companies in the industry. Yours interests me because..."  Give your answer a positive tone.  Do not degrade the competition.  Be careful not to spotlight problems—even if you feel you can solve them—unless you do so in a very upbeat, proactive way without offending others.
3. Why do you want to work for us?
   • A good answer comes from having done your homework.  Speak in terms of the employer's needs.  You might say that the employer is doing things you would like to be involved with, and that it is doing them in ways that greatly interest you.  Highlight your interest and what you can contribute.
   • If you feel that you have to concoct an answer to this question or stretch the truth—then think seriously about your reasons for pursuing the job.  It is difficult to con people in a job interview. 
4. Why you? What can you do for us that someone else can't?
   • Here you have to toot your own horn.  Create your answer by thinking in terms of your skills, ability, experience, and energy.  Talk about your record of getting things done (focus on outcomes and results), and mention specifics from your resume or list of accomplishments.  Say that your skills and interests, combined with your history of getting results, make you valuable.  Mention your ability to set priorities, identify problems, and use your training and energy to solve them.
5. Your resume suggests that you may be over-qualified for this position. What's your opinion? Why do you want this job? Are you over-qualified (read: over-educated)?
   • These are common questions for first-timers with advanced degrees on the market outside academe.  Emphasize your interest in establishing a long-term association with the organization.  Say that you would hope for new opportunities to open up for you if you were to perform well in this job.  Mention that a strong company needs a strong staff.  Suggest that since you are so well-qualified that the employer will get a fast return on its investment.  A growing, dynamic, and productive company can never have too much talent.  Your specialized knowledge will add value to the position.
6. What important trends do you see in our industry?
   • Again, you should be good at this one. 
   • Show off your research and analytical dexterity.  Be prepared with two or three trends that illustrate how well you understand the industry.  Trends may include opportunities for growth, changes in the market, technological challenges, economic conditions, regulatory demands, etc.  Think big picture and where you come in.
7. What do you find most attractive about this position?  What seems least attractive?
   • List three or four attractive features of the job, and mention a single, minor, unattractive item if you can identify one.
8. What do you look for in a job?
   • Focus on opportunities at this organization.  Talk about your desire to perform and be recognized for your contributions.  Make your answer oriented toward opportunities to show what you can do, rather than personal comfort and security (e.g. “I like to work with nice people.”)
9. What features did you like the most about graduate school/former position/project?  The least?  What did you think of your boss/adviser?
   • Be careful and be positive.  Describe more features that you liked than disliked.  Do not bring up personality problems. 
   • If you make your previous work sound bad, an interviewer may wonder if you are difficult to please.
10. What are your weaknesses?
    • Other versions:  Have you ever failed?  How do you think you could improve?  Tell me about a time when you disappointed your supervisor or yourself, etc.  
    • Be prepared to discuss a weak point in an area that is not of high value in the position you are applying for.  For example, if the work is collaborative, you may say that you thrive less in isolated working environments. 
    • Be honest, though.  If you have a weakness that relates directly to the job in question, be sure to convince the interviewer that you plan to address your shortcoming (e.g. if you are a foreign national with limited spoken English skills, and the job requires a great deal of verbal communication, be sure to discuss your concrete plan for improving those skills.)
11. What are your long-range goals?
    • Show that you are thinking forward professionally.  Do not answer, "I’d be happy forever in this job."  Relate your goals to the employer/industry, e.g. “in an organization such as yours, I would like to...”
12. What do you feel this position should pay?  What are your salary expectations?
    • Defer tying yourself to a precise figure for as long as possible.  Ideally, you should wait to discuss salary when an offer has been made.  At that point, you know that the company is interested in you and is thus more likely to be flexible in salary negotiations.
    • Prior to that point, you may say, "I understand that the range for this job is between $______ and $______."  You might answer the question with a question: “Is there a range for similar jobs in the organization?"
    • If asked the question during a screening interview, you may say that you need to know more about the position's responsibilities before you can give a meaningful answer.
    • Investigate salaries for similar positions at peer organizations.  Remember that salary is only part of the compensation package.  Be sure to gain information about benefits.
    • Do not give the impression that salary does not matter—that you will accept whatever is offered.  Continue to stress the fact that the job itself is the most important thing in your mind.  The interviewer may be trying to determine just how much you want the job.  Link questions of salary to the work itself.

Other Common Interview Questions

• What has been your toughest challenge?
• Pick one that you have risen to and overcome.   Say how.
• How do colleagues describe you?
• Why did you choose your field of study?
• What has been your most rewarding academic experience?
• What have you done that shows initiative?
• What motivates you?
• What frustrates you?
• What new skills have you developed in the past year?
• What have you learned from your mistakes?
• What qualities do you admire most in others?
• How would you describe your work style?
• How do you manage time?
• How do you deal with pressure?
• How do you resolve conflicts?
• Where do you see yourself five years from now?
• How do you define and evaluate success?
• How would you define a good manager?
• What is your leadership style?
• How do you think we could improve? 
• Be careful not to sound too critical.  Focus on what you can contribute.

Sample Behavioral Questions/Commands

• Describe an instance when you had to think on your feet to get out of a bad situation.
• Give me an example of a time when you had to deal with unreasonable expectations.
• Tell me about a time when you successfully persuaded someone to do things your way.
• Give me an example of your ability to think outside the box.
• Tell me about a time on the job that tested your coping skills.
• When have you had to cope with the anger or hostility of another person?
• Give me a specific occasion when you conformed to a policy with which you didn’t agree.
• When have you had to deal with an ambiguous situation at work?
• Give me examples of your ability to adapt to a variety of people, situations, and environments.
• Have you ever had to deal with an unresolved situation on thejob?
• Tell me about a time when you worked effectively with someone you didn’t like (or vice versa).
• Tell me about an experience that illustrates your ability to influenceanother person verbally.
• Tell me about a time when you were willing to disagree with another person inorder to build a positive outcome.
• Describe a time when you had to sell an idea to a boss, authority figure, ortechnical expert.
• Tell me about a time when your ability to reward and encourage others created positive motivation.
• Tell me about a time when you were asked to compromise your integrity.
• Describe a time when you had to bend the rules in order to be successful or accomplish a goal.
• Give me an example of a time when you used facts and reason to persuadeanother person to take action.
• Give me an example of the greatest success you ever had in the use of delegation.
• Have you ever made an unpopular decision?
• Tell me about a time when you were proud of your ability to remain objective eventhough you were emotional about a problem situation.
• Give me an example of a time when your timing, political awareness, andknowledge of how groups work enhanced your ability to generate a change.
• Tell me about a time when you fell short.

Sample General Questions (think “fit”)

• Why are you interested in our organization?
• How do you see yourself enhancing it?
• What specifically would you like to address in your professional development?
• You don’t have [X skill] we’re looking for.  How will you address that?
• Do not apologize for what you lack.  Emphasize what you bring to the position and show how proactive you would be in developing new skills.  You will score points if you show that you have gotten a jump start on doing so (e.g. refer to a book you are reading to educate yourself in this area.  Know the author’s name.)
• So what do you think of us?  (Toward the end of the interview.)

“Fit” Questions for Arts & Sciences Graduate Students

• How will you make the transition from an academic environment to a [corporation, small business, NGO, government agency, high school, etc.]?
• If you were offered a faculty position, would you take it? 
• Many employers worry that market forces alone—not shifts in interest—drive PhDs out of academe.

Other Questions

Also be prepared for icebreakers and random questions in social conversation, for example:

• What do you do in your spare time?
• What do you think about the war in Iraq?
• Are you a Mets fan?

Questions You May Ask

Asking questions during an interview reflects your interest and preparation, and interviewers will usually incorporate time for your questions into the interview session.  Having no questions at that point looks very bad, so you should be prepared.  Use this opportunity to demonstrate your knowledge of the employer/industry, play to your strengths, and gather information.  Avoid questions that may come across as confrontational or that pertain to information easily gleaned from the internet.  Questions that refer to information you have gained during the interview will show your attentiveness and interest, thus scoring points.  Perhaps you learned about a new product or service that particularly interests you and you would like to know more.  Below is a sampling of questions you may wish to ask:

• Is this a new or a replacement position?
• (If new, how does it factor into the employer’s overall plans for growth?)
• How would you describe a typical day for this position?
• What do you enjoy about working here?  Least favorite aspects?
• What have previous people in this position moved on to?
• What is the average stay in this position?
• How much travel is involved?
• How frequently are employees relocated?
• What kind of initial training would I receive?
• What opportunities exist for professional development?
• Describe the ideal first year for someone in this position.
• What are the prospects for advancement beyond this level?
• Does the organization promote from within?  Fill senior-level positions with outside hires?
• What is a typical career path at your organization?
• What is your timeline for making a decision in this search? (They will usually tell you, but if they do not, feel free to ask.)

It is also a good strategy to show that your interests in the job opportunity extend beyond yourself.  Sample questions you may ask to convey this message are:

• What new product lines/services are being discussed?
• How does this division fit within the overall organization?
• What are biggest challenges facing the organization/division?
• How would you describe [X top manager or executive]?
• This can reveal much about the employer’s philosophy.
• In what directions is the company headed?  How do you envision things five years from now?

Refrain from asking questions about salary and benefits during the interview.  Doing so may be seen as presumptuous.  It is also best to respond evasively if someone asks you about your salary requirements.  Postpone such discussions until you have an offer, at which point the negotiation process begins.

Handling Illegal and Inappropriate Questions

According to Title VII of the Civil Rights Act of 1964, interview questions are illegal if they pertain to an applicant's gender, race, color, religion, age, disability, family or marital status, or national origin.  Examples of the sort of questions you should not be asked are:

• Where were you born? What is your native language?
• Are you a US citizen?  (It is legal to ask if you are authorized to work in the US).
• How old are you?
• Are you married? How many children do you have?
• Do you have any disabilities?  (It is legal to ask if you are able to perform the functions of the job).

That being said, some people may ask illegal or inappropriate questions, especially in social contexts, and you are certainly free to volunteer information that would be illegal for an employer to request from you.  If people ask you illegal or inappropriate questions, it is best to react calmly and politely, and respond in a way that addresses the concerns they may have without necessarily giving them the specific information they are fishing for, unless you are comfortable doing so.  You are well within your rights to refuse to answer a question, but remember that people are human—and this might not win them over.  Graceful dodging, on the other hand, can allay worries and even impress.