Questions To Anticipate During An Interview

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1. What experiences do you have along the line of work you are interested to work in? Nic Lim, director of human resources for Universal Robina Corporation, often asks applicants about their actual job experiences using the STAR approach. STAR stands for situation, task, action and result. "This question will elicit the candidate's depth and breath of functional knowledge on the chosen field or position being applied for," explains Lim. More than asking for actual job experiences, some interviewers will inquire about specific situations that will demonstrate the competency and experience you have actually been exposed to. How you reacted to these situations and tasks and the results you generated will measure your depth and breadth of experience. This type of approach may prove to be an advantage. Although you do not have the experience in the industry you are applying for, your previous responsibilities may prove that you are qualified for the position, which in most cases, are far more preferred. For instance, if you are applying for a marketing job and have never done marketing-related tasks before, you might want to share experiences in your previous jobs that entailed a lot of interaction with people. Mention tasks and responsibilities that displayed your capability to influence people. "If experience is the only measure of suitability for a position, then no fresh graduate will be hired. Potential and past performance in related jobs are better indicators of job success," affirms Ernie Cecilia, president of EC Business Solutions and Career Center who has over 25 years solid experience in the HR field.
2. What are your strengths and weaknesses? After you've identified your career goals, expressed your commitment to the company, showed genuine interest and enthusiasm for the position and enumerated your experiences, the recruiter would like to know you better as a person. Your answers to these questions will exhibit your self-worth and your drive to improve. More than identifying your strengths and weaknesses, know what you should do to improve your weaknesses. It may also be a good idea to let your weaknesses work for you. Put your less admirable points in a positive light. For instance, restlessness could be a negative trait. But looking at it in another way, restless energy may be transformed to productivity. Another example is being obsessive compulsive. At an extreme, it can be viewed as a disorder, but when checked and controlled, obsessive compulsiveness may mean being very detailed and exact with your output. Study your weaknesses carefully and see how you can work them to your advantage and to your prospective company's benefit.
3. What are the personal/professional values that are important to you? This question checks your alignment with the company's goals. This question establishes your character and personality. Think of the top five things that mean a lot to you. What are the things that you value the most? What is it that you believe in? What are your principles in life? "The candidate must be able to put proper priority on his/her life values and should be exhibited in actual behavior and circumstances," adds Lim of URC.
4. What are the challenges in your current/previous jobs? Inquiring about the challenges and difficulties you've encountered and knowing how you dealt with them will exhibit your problem-solving skills. Similarly, you should be able to answer Esguerra's follow-up question, "How were you able to surpass such challenges?"
5. What leadership experiences do you have? Aside from job experience, knowing how to work with people is also important. It is not enough that you know how to do your job well; you must also be able to work effectively as a team or lead and motivate people. "The candidate must be able to show proof that he or she has in fact gone through a number of situations that required him or her to display his or her leadership qualities and capabilities. Or should be able to describe examples of actual leadership situations or positions he or she has been exposed to," suggests Lim.
6. Why are you leaving your present employer? This is a tricky question. The bottom-line of this inquiry leads to the question of loyalty and again, commitment. If you stayed with your previous employment for less than a month, how can your prospective employer know for certain that you will stay after they've invested on training and grooming you for the position? Make sure you have a legitimate reason for leaving your previous employer. Most reason that they are looking for better opportunities; this is fairly acceptable. However, make sure that you do not bad mouth your previous employer. "Sour graping" will not give a very good impression. Instead of putting your previous employer in a bad light, put your prospective employer in a good light. Explain to your interviewer how you think the company will offer you the most advantages in terms of career growth.
7. What can you contribute to the company? This is the part where you start to sell yourself by being on the offensive. Again, know yourself. Know your strengths. Be confident about what you can bring to the company. This leads you back to knowing the company you are applying for, the position you desire and your capabilities. See how you fit into the company. Determine what the company needs that you can provide. "Start with your research of what the recruiter is looking for in terms of competencies, skills, values, fit with the organization and bearing." Answer these questions with an air of authority and confidence. "If you think you are beaten, you are." Above confidence, do not undermine honesty and sincerity. Recruiters deal with dozens of applicants everyday. They know how to read people. They can smell fakes and posers a mile away.