Most Common Interview Questions

All managers have their favorite questions for candidates, ranging from the basest to the most common interview questions. But in reality, what do the responses tell us about the interviewees?

Types Of Most Common Interview Questions

All questions from a job interview are designed to find out if the candidate can do the job, see how they react to the pressure and see how they fit into the team. They can usually be grouped into three types: standard questions, research questions and bad questions.

Standard Questions
are the most common interview questions asked in job interviews and it is likely that your candidate has prepared some answers. However, this does not mean that they should be avoided as they provide an effective way of evaluating candidates between them. For example:

  • What attracts you to this position? – This question will tell you how much research the candidate has done on the job and the company. You will want someone with a clear idea of ​​what the post entails and why it would be good for the post.
  • What are your main motivations? – Are you hoping to develop your skills in your company or have a passion for the sector of your company?
  • What are your strengths and weaknesses? – It is always good to find out what candidates think in regards to their strengths so you can ask them to speak to each area and think how it could help them succeed on the job. When you talk about your weaknesses, ask them what action they have taken to try to overcome them.

Research Questions
In addition to technical questions about the job, you should find out more about the type of worker who is and experience obtained. These could include:

  • Under what kind of management do you work better? – Does it fit the type of management they could expect if they get the job?
  • What kind of people do you like to work with? – Again, this will help you to find out if they could fit into the structure of your computer.
  • What has been the biggest challenge in your career? – Finding out how they solved the situation can tell you a lot about an individual. It also lets you evaluate what you consider a challenge.
  • What has been the biggest success of your career? – It is always good to find candidates who are proud and this question gives them an opportunity to shine.
  • If I could undo some professional decision, what would it be? – Have you learned anything from your mistakes? This question can tell you a lot about the path you have traveled in your career. Do they really like the career they have chosen or would they want to be doing something different?

You should also find out things like your knowledge of relevant software, language proficiency and control of your products, industry and the competition.

Bad Questions
A bad question could not only distract full interview on track, but could also make a bad impression in the interview. Here are some things to avoid:

  • Tell me about yourself – Firstly, there is a question. Second, you are not providing a starting point so the answer may not tell you anything you want to know. Try the alternative of; Can you describe why you have chosen this career path?
  • Where do you want to be in five years? – The honest answer would be on the beach in Hawaii after winning the lottery. The answer you receive will most likely be something like having progressed within your company to a management position or any other kind of pleasant response for the interviewer. Instead ask, what skills do you expect to develop over the next few years to help you move forward in your career?
  • What can you do for us that others can not? – Is not it your job as an interviewer to find out? It is very unlikely that candidates will know the strengths and weaknesses of their competition, so they will usually resort to answering something related to the ethics of their work. A question that will provide you with more useful answers would be What is your most valuable skill?
  • If it were an animal, what would it be? – This question is used to surprise the candidates, but many will now be prepared for this attempt at psychological analysis of beginners. If you are looking for a lion (or someone who shows leadership) then ask a more direct question about your leadership skills.
  • Civil status? – Any personal question (including age, gender, race, religion, sexuality or disability) is not only unethical but sometimes illegal.

What salary do you expect to get? – This is something that should be discussed before or after the job interview, but it is not right to put the interviewee under pressure to commit to an amount at that time.

Questions The Candidate Must Ask The Recruiter

We are in a job interview and we feel very nervous.

After answering many questions asked by the recruiter or the person designated by the company, the company says: “Any questions or doubts?”

At that moment, our mind is left blank. What can we ask the recruiter?

However, we should not remain silent but rather we should see this as a magnificent opportunity to find out about the position to which we are aspiring.

Examples of questions

Below are some examples of the most common questions that the candidate can ask the interviewer at the time:

• Was it a newly created post, or did it exist before? (If it already existed, you can ask why it is vacant and where the person who occupied it is now.)

• Who is the immediate supervisor of the position?

• How and how often is performance evaluated at the position?

• What kind of career path can anyone expect to hold the position? What kind of opportunities can you expect in the future?

• If it was not clear what the most important obligations and responsibilities are, and how the job relates to the company’s activities and goals, now is the time to clarify it.

• If the next step in the hiring process (other series of interviews, or a decision?) Is not clear to you, now is the time to ask.

Care you should have at the time of asking questions.

Do not interrupt the interviewer, whether you are asking a question, explaining something or talking about the weather. He commands and has the opportunity to talk as much as he wants.

Do not be tempted to speak badly of your former employers, the competence of your potential employer or anyone else. And do not blame anyone for your failures.

Do not monopolize the conversation. Studies show that successful interviewees speak only half the time.

Other types of questions you should be prepared to ask.

There is a second kind of question that you should be prepared to do in the interview, and to do it often: qualifying questions.

These are most common interview questions that you ask in response to questions from your interviewer, so you can be sure that you have given the most appropriate response possible.

Very often, the people interviewed draw conclusions about a question and then continue with a rant about something unrelated. You should almost always work to clarify the questions when you are asked. Here are some examples of qualifying questions:

• “Have you had problems in that area?”

• “What kind of impact can I have on your organization?”

• “Can you tell me a little more about that?”

• “Is something new here?”

• “What kind of changes have been made recently?”

The specific qualification questions you ask will depend on what you are told. There are four most common interview questions like these;

1. It gives your subconscious more time to make a response.

2. Demonstrate interest on the part of the interviewer.

3. It makes it more likely that you understand the real reason behind the question.

4. Gives the interviewer an opportunity to hear their favorite sound: their own voice.

These questions may help you discover all sorts of interesting perspectives.

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