Traditional interview questions can sometimes be challenging to answer. When interviewers ask tough interview questions, you can appear confused or inarticulate. To prepare for these potential curveballs, you should be aware of example questions that may come your way. Being privy to potential interview questions and how to answer each will help you prepare for what otherwise can be an uncomfortable situation.

The questions below are actual ones that have been asked during interviews.

· You lack experience, and I don’t have time to train you. With that in mind, why should I hire you over another candidate who fits the job description perfectly?

The interviewer is looking for you to demonstrate that you are a self-starter. This question is also an opportunity for you to highlight times you hit the ground running with little or no training.

· You’ve been unemployed for a long time. How are you keeping your skills from turning stale?

If you are keeping your skills up-to-date while you are unemployed, this is an easy question to answer. However, if you aren’t, your answer can blow the interview. To avoid leaving a negative impression, enroll in a class or volunteer in an organization that will utilize your skill set (or at least mention that you were just looking through the offerings at your local college or professional organization for a chance to upgrade your skills.)

· I’m not comfortable offering you the position because you are a job hopper. How do I know you wouldn’t get bored and leave this position within a year?

This question shouldn’t throw you off balance. After all, your job-hopper image is showcased on your resume. Although the interviewer knows about your work history, she invited you in for an interview anyway. This is a good sign that the interviewer is open to listening to your explanation. Simply answer the question honestly and without getting defensive.

· You are over qualified for this job. How do I know that you won’t leave as soon as a better opportunity arises?

In this job market, many companies will interview employees who possess qualifications that exceed the requirements they seek. You should explain that you are seeking an opportunity with a Company that provides stability and an opportunity for growth. If the Company perceives you as “overqualified” then perhaps when an opportunity for a promotion becomes available, you’ll be one of the top candidates for consideration.

Conclusion

Interviewers ask tough questions to test your demeanor. Sometimes it doesn’t matter what your answer is. The interviewer will focus more on whether or not you keep your cool under pressure. This isn’t to suggest that your responses shouldn’t be coherent. Obviously you are accountable for everything you say during an interview. But no matter what you say, a negative tone in your voice and a defensive nonverbal stance sends a strong message—one that doesn’t work in your favor.

For example, if you are dynamic throughout the interview but your demeanor noticeably changes when asked tough yet reasonable questions, the hiring manager may interpret that as a lack of self-confidence or that you aren’t able to withstand constructive feedback.  Interviewers will overlook many indiscretions, but not candidates who demonstrate they don’t believe in themselves or are easily tripped up.

-Written by Linda Matias

Many people put too much weight on the resume. Simply, the resume’s purpose is to get your phone to ring. It’s not going to win you a position before you get in the door. Sure, you can gain a competitive advantage with a well-written resume, since the interviewer will have preconceived notions of who you are and what you can bring to the table. However, the interviewer will not be smitten enough to hire you based on the resume alone. To win an interviewer over, you will have to do well during the interview.

This is because an employer cannot possibly identify all she needs to know just by reading your resume. He will need to ask clarifying questions. Just as important, he will assess your personality to determine compatibility.

On the flipside, you will want to conduct your own due diligence by actively participating during the interview. In other words, you should ask questions because you can’t learn everything you need to know about the hiring organization by only reading the classifieds.

As you can see, neither you nor the interviewer can make a definitive decision solely based on a piece of paper. Keep that in mind when you are tempted to respond to a question with, “You can find the answer on my resume.” This response is not only rude, but if you feel that you are repeating information from the resume, that means you are not providing the interviewer with well-rounded responses. The resume provides a snippet of your experience. The interview is an opportunity for you to expand on your experience. It is not a time to provide a play-by-play repeat of the resume.

That said, you could use your resume to your advantage by referring to it and expanding on the information. For example, let’s say the interviewer asks, “Name an accomplishment you are most proud of.” You can respond by saying something like, “In the introduction of my resume, you will note that I included that I am a sought-after change agent who paves the way for smooth-running, lucrative retail organizations. An example of this is the time I reversed the department’s prior history of low efficiency and productivity by shifting district manager mindset from a reactionary ‘put out fires’ outlook to a proactive approach. This included championing change-management solutions that focused on setting benchmarks and measuring results to achieve high performance levels.” By elaborating on the statement during the interview, you are providing context and concrete details that will interest the interviewer.

The resume and the interview work as a team. You need the resume to get in the door, and you need the interview to land a job offer. So give each the time and effort it deserves.

Written by Linda Matias

There are certain employees who are worth their weight in gold, and there are others who should be thrown to the curbside.  Which are you, you ask?  The more cherished employee, of course, reflects a higher value to the employer.  The latter of the two shows up for work, completes the job, and no more.

Becoming a valuable employee takes time, dedication, and a strong will to succeed…not to mention, a plan.  Stepping up to the plate will cause other employees to feel like you’re up to something.  A valuable employee stands out from the pack, regardless of what coworkers feel about them.  They have a goal in mind, and they don’t let outside influences hinder their plan.

Standing out from the pack requires a strong and obtainable plan.  If seeking a higher salary is your initial plan, you must succeed and exceed your boss’ expectations.  Doing this is much easier than one might think.  Taking on additional responsibilities is a sure way to get any manager’s attention.  By crossing over into other positions, department, and responsibilities, the employee automatically becomes a more valuable player.  This added experience can allow you to overflow into another area due to knowledge.  Knowledge and know how are worth extra income.  An employee can easily negotiate a higher salary once they have proven their worth to the company’s management team.

Asking for a raise requires an updated resume, designed specifically for internal purposes.  This resume should highlight all skills and qualifications one currently possesses from in-house experience, including additional classes or industry-related organization participation completed outside of normal business hours.  By logging this information accordingly within the document, superiors will see the added value brought to their business.

Some businesses do not pay their employees what they are worth.  This is no hidden secret.  If your company refuses a pay increase, there are always other companies willing to pay for experience and expertise.  The trick is to become good at what you do, and this will ensure you are a hot commodity.

Below is an overview of what you can do to ensure career advancement:

Continue Education. This one seems like a “no brainer”, but with the hectic schedules some workers maintain, it’s a surprise they find time for anything non-work or home-life related.  Online universities are making it extremely easy to continue one’s education…utilize these resources!

Take on Added Responsibilities. As mentioned above, taking on added responsibilities can solidify your career goals, not to mention, increase your knowledge of your industry.

Join Industry-Related Organizations. Like education, joining industry-related organizations can also increase your field knowledge.  These organizations will also provide a networking forum for new career opportunities.  Business executives, consultants, and owners make-up a large portion of groups’ board of directors, advisory committees, marketing teams, and public relations personnel.  These types of contacts can become invaluable to a jobseeker.

Perform your Own Public Relations and Marketing Campaigns. Public relations and marketing campaigns work in correlation with organizations, the resume, and continued education.  Adding to one’s experience, networking pool, and beefing up the marketing documents that represent themselves can prove to be crucial marketing and PR steps to increase chances of landing a better job or a higher paying salary.

Maintain a Career Journal. Everyone should maintain a career journal.  This journal should be a complete log of career advancements, achievements, bonuses, and short and long-term goals. When I consult a resume client, I’m often surprised at how little they remember about their career or company-related achievements.  Achievements are documented abilities provided to an employer.  These abilities are, in essence, ‘proof’ that you are worth your weight in gold.

There is no hidden secret to becoming a valuable employee.  The steps listed above are common sense.  Becoming an asset to your employer is something that takes time and dedication.  If you are willing to expend the effort, you are destined to become a worthy and valued employee.

We’ve all heard stories of job candidates who looked great on paper but who were absolute disasters in person.  With fewer and fewer interview opportunities available in this competitive market, it’s essential to make the best possible first impression.  You can learn from the mistakes of others and avoid the top 10 worst interview blunders.

Poor handshake
The three-second handshake that starts the interview is your first opportunity to create a great impression.  But all too often an interview is blown right from the start by an ineffective handshake. Once you’ve delivered a poor handshake, it’s nearly impossible to recover your efforts to build rapport.  Here are some examples:

*  The Limp Hand:   Gives the impression of disinterest or weakness
*  The Tips of the Fingers :  Shows lack of ability to engage
*  The Arm Pump:  Sincerity is questionable, much like an over-agressive salesman

Even if you’re a seasoned professional, don’t assume you have avoided these pitfalls.  Your handshake may be telling more about you than you know.  Ask for honest critiques from several friends who aren’t afraid to tell you the truth.

Talking too much
In my recruiting days, I abhorred over-talkative candidates.  So did most of my client employers.  Over-talking takes several forms

*  Taking too long to answer direct questions.  The impression:  This candidate just can’t get to the point.
*  Nervous talkers.  The impression:  This candidate is covering up something or is outright lying.

To avoid either of these forms of over-talking, practice answering questions in a direct manner.  Avoid nervous talking by preparing for your interview with role-play

Saying negative things about your current or past employers/managers
The fastest way to talk yourself out of a new job is to say negative things.  Even if your last boss was Attila the Hun, never, never state your ill feelings about him/her.  No matter how reasonable your complaints, YOU will come out the loser if you show that you disrespect your boss.  When faced with the challenge of talking about former employers, make sure you are prepared with a positive spin on your experiences.

Showing up late or too early
The first lesson in job-search etiquette is to show up on time for interviews.  A lot of job seekers don’t realize, however, that showing up too early often creates a poor first impression as well.  Arriving more than ten minutes early for an interview is a dead giveaway that the job seeker has too much time on their hands, much like the last one picked for the softball team.  Don’t diminish your candidate desirability by appearing desperate.  Act as if your time were as valuable as theirs.  Always arrive on time, but never more than ten minutes early.

Treating the receptionist rudely
Since the first person you meet on an interview is usually a receptionist, this is also the first impression you’ll make.  Don’t mistake low rank for low input.  Often, that receptionist’s job is to usher you into your interview.  The receptionist has the power to pave your way positively or negatively before you even set eyes on the interviewer.

Asking about benefits, vacation time or salary
What if a car salesman asked to see your credit report before allowing you to test drive the cars?  That would be ridiculous and you’d walk away in disgust.  The effect is about the same when a job seeker asks about benefits or other employee perks during the first interview.  Wait until you’ve won the employer over before beginning that discussion.

Not preparing for the interview
Nothing communicates disinterest like a candidate who hasn’t bothered to do pre-interview research.  On the flip side, the quickest way to a good impression is to demonstrate your interest with a few well thought out questions that reflect your knowledge of their organization.

Verbal ticks
An ill-at-ease candidate seldom makes a good impression.  The first signs of nervousness are verbal ticks.  We all have them from time to time—umm, like, you know.  Ignore the butterflies in your stomach and put up a front of calm confidence by avoiding verbal ticks.

One of the best ways to reduce or eliminate them is through role play.  Practice sharing your best success stories ahead of time, and you’ll feel more relaxed during the real interview.

Not enough/too much eye contact
Either situation can create a negative effect:  Avoid eye contact and you’ll seem shifty or untruthful; offer too much eye contact, and you’ll wear the interviewer out.  If you sometimes have trouble with eye-contact balance, work this out ahead of time in an interview practice session with a friend.

Failure to match communication styles
It’s almost impossible to make a good first impression if you can’t communicate effectively with an interviewer.  But you can easily change that situation by mirroring the way the interviewer treats you.  For instance

*  If the interviewer seems all business, don’t attempt to loosen him/her up with a joke or story.  Be succinct and businesslike
*  If the interviewer is personable, try discussing his/her interests.  Often the items on display in the office can be a clue.
*  If asked a direct question, answer directly.  Then follow up by asking if more information is needed.

When you allow the interviewer to set the tone of conversation, this can vastly improve your chances of making a favorable impression.  You can put the interviewer at ease—and make yourself seem more like them—by mirroring their communication style.

Just as a strong resume wins you an opportunity to interview, strong interview skills will win you consideration for the job.  You already know that you won’t earn an interview unless your resume sets you apart as a candidate of choice.  Likewise, you should know that polishing your interview skills can mean the difference between getting the job offer—and being a runner-up.

Start your job search with a resume that creates a stellar first impression, then back those facts up with your extraordinary interview skills.  You will have made yourself a better candidate by avoiding these ten interview pitfalls.  And no one will have to talk about you as the candidate who “almost” got the job.
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Deborah Walker, CCMC
Resume Writer ~ Career Coach
For more in-depth information on resumes, job-search strategy and interview skills, visit the article archive at: www.AlphaAdvantage.com

The following will assist you to determine the questions which Employers may or may not ask you during a pre-employment interview.

Title VII of the Civil Rights Act of 1964 made it illegal make hiring decisions based on race or perceptions of race, or based on gender. *

An employer may not ask you about your religious beliefs, what holidays you celebrate, or what religious institution you belong to. *

In 20 U.S. states,   (http://www.unmarriedamerica.org/ms-statutes.htm) an employer may not ask you if you are married, widowed, divorced, intend to be married, are in a committed relationship or how many times you have been married. They may not make decisions based on your marital status or their perception of your marital status.

Employers may not ask you about your family or plans for your family. They may not ask about the number or age of your children. They may not ask if you intend to have children. And they may not ask about the living arrangements of your children. It is even illegal for employers to refuse to hire a visibly pregnant woman based on her pregnancy. *

The Age Discrimination in Employment Act of 1967 prohibits discrimination against potential employees over the age of 40.
The Age Discrimination Act of 1975 prevents agencies receiving federal funding from discriminating against potential employees on the basis of age – for all age groups.

Minors have certain restrictions on the types of work, work times and number of hours per week they are allowed to work and this may cause them to be excluded from certain types of employment.

A company may not discriminate against a qualified person based on certain physical disabilities. An employer may require a physical examination of an employee but only after making a job offer and only if all employees are subject to the same examination. *

Asking questions about a person’s ethnic background or ancestry is another violation of Title VII of the Civil Rights Act of 1964.*

It is illegal for an employer to discriminate against a potential employee based upon U.S. citizenship status or a person’s country of origin.

However, it is legal and required to ask all potential employees if they are authorized to work in the United States.*

A proposed bill called the Employment Non-Discrimination Act is currently before congress and if passed, it would make discrimination based on sexual preference illegal at the federal level.

Currently 25 states and the District of Columbia have laws that protect against potential employers discriminating against potential employees on the basis of sexual preference. However, in five of those states the laws only apply to employers with public workplaces.

The Uniformed Services Employment and Reemployment Rights Act of 1994 prohibits employers from discriminating against employees on the basis of current or past military service.  An employer can ask you about military experience as an example of former employment, but should not ask how you were discharged or if your current military service will interfere with your ability to do your job.

However, if you are applying for a job with the federal government, you may be asked about your military service because the Veterans’ Employment Opportunities Acts (VEOA) of 1998 and 1944 entitle veterans to receive preference when applying for federal jobs.

It is legal to ask about organizations that are relevant to the job, such as trade organizations.  However, employers should not ask about organizations that would reveal information that might be protected such as age, ethnicity, sexual preference or religion.

While it is not specifically illegal to discriminate against a person based on height and weight, it is illegal to do so if the same restrictions are not applied to all employees in the same way or are used to hide another type of discrimination.

* This law only applies to companies with 15 or more employees.

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This article was published by Salary.com in a newsletter issued June 10, 2009. Salary.com builds on-demand software around a deep domain knowledge in the area of compensation to help customers win the war for talent by simplifying the connections between people, pay and performance.

1. During an interview, it’s best to turn the interview into a conversation. The key is to explain to the employer how you can answer questions and incorporate a question into a response.
   
2. Using Assumptive Interviewing techniques.

Personalize the interview whenever and wherever possible. To glean information about responsibilities or job duties, use phrases such as “What will I be doing for you on a day-to-day basis? To whom will I report? Who will be reporting to me?”

3. The Salary Question

Most of the time, many candidates may have very difficult time answering questions about expected income. A few employers will bring up the subject of pay and benefits during interviews. Responding to salary matters can be difficult at times.

If the Employer asks: “What salary are you expecting?”

You can answer by saying, ” Although money is important to me Mr./Ms Employer — it isn’t my primary goal. I’m more interested in the people I will be working with on a day-to-day basis and the kind of long-term opportunities here at ABC Co.”

“What salary RANGE did you have in mind?”

If the employer answers you with a salary range, then you can answer them by saying “When you decide I am the person for you, I am sure we can come to an agreement in that range.” If the interviewer insists that you specify a figure, then be prepared to answer with a salary your own and add “How does that fit into the range you had in mind?”

4. Blue Sky Questions

Blue sky questions force candidates to deal with abstract ideas rather than skills and facts. A question like “What are your long term goals?” can be tricky because many candidates think in terms of job titles and answer “I want to be an Operations Manager some day”.

There are no pat answers here, but try to address your expectations rather than your ambitions). A good general answer discusses future job CONTENT such as “I would like to have the responsibility for people reporting to me, helping them to realize their potential, strengthening weaknesses, motivating them, etc. Is this opportunity available to me here at ABC Co?”

Another question, generally from HR or an astute manager, may ask a candidate to discuss weaknesses. The interview may be trying to determine if the candidate has done a self-assessment. One can’t hope to improve personally and professionally without knowing one’s strengths and weaknesses.

Think of traits in yourself that you are trying to change, i.e.; too bold, impetuous, impatient, etc. A response to this question might be “I am aware that sometimes I am too impatient. When I see someone doing a job, for which I know a better technique,, I want to jump in and do the job for him or her. I try to remind myself that people have to learn on their own so I try to hold myself back. I try to be patient and wait for a better opportunity to mention to the person that they might try this technique, but sometimes I forget and dive in – however, I’m working on that issue”.

“Learning how to interview will do no good if you

don’t have an effective résumé to solicit one.”

Learn about the company before the interview. The Internet is an “ocean” of information. Your local library also holds a wealth of information on various industries, etc.

Panel Interview. These types of interviews are performed mainly for upper management positions. One of the main purposes of this interviewing procedure is for the bulk of the staff to meet and question each candidate. Typically after the panel interview is complete, the staff meets to discuss the various candidates and determine which one (or more) is best suited for the position.

Phone Interview. These types of interviews are a favorite. They are informal, informal, informal. One of our staff members has been hired a couple of times by a phone interview only. Phone interviews are becoming more popular because they are indeed casual and allow the interviewer the opportunity to discuss matters with a candidate prior to an official meeting. However, proceed with caution, these types of discussions can get too casual and backfire.

Interview Discussion. Interview discussions can be boring and meaningless. A candidate can experience a live, regurgitation of the job description listed in the local paper rather than a meaningful conversation of what is expected of him or her. Take this opportunity (or any other) to discuss new procedures you wish to implement to increase the companies bottom line and productivity. Use dollars, percentages and cents. In today’s age, nearly anyone can do a job, but can they produce results.

Never make negative comments about former employers. No matter how tempting it is to want to notify the world about the awful business practices of a previous employer; DON’T DO IT. Remember, stay professional, don’t resort to mud slinging.

Are there some interview questions I should be concerned about? There are several interview questions that aren’t illegal, but may lead to answers that cause the hiring manager to make an illegal decision. These include: a) number of dependents b) do you have a sitter c) are you married d) how much do you weigh e) religion? Obviously, a hiring manager does not purposely break the law (at least we hope not), so give them the benefit of the doubt if asked anything you feel is inappropriate. Kindly, indicate to them you are uncomfortable with the question and decline to answer.

Don’t bring up salary or benefits in the first interview. In today’s world, we believe this is a passing phase. Virtually, our entire lives are beginning to evolve around one question, “How much?” If they bring it up first, then go for it. A simple rule to follow when you are presented with an amount is to ask, “Is this amount set in stone or is it negotiable?” If the amount is non-negotiable, take enough time to think about it (especially if it is lower than your previous salary). Rather, if the amount is negotiable, we recommend taking your time, before giving them an amount you may not be able to revise later.

What if I complete the entire interview and salary is not mentioned at all! This is not likely to occur, however, if it does, simply inquire at the end, if you feel it is appropriate, or continue to wait until the company provides an offer.

Is there a key or map to interviewing? Keep in mind, every hiring manager has different interviewing skills and tactics. You may interview with a highly-structured manager that will ask every official question, or you may have someone that just called you in to chat to see if your personality will “click” with the rest of the staff.

When the interviewer says, “Do you have any questions?” Do you automatically say, “No?” Try these:

a) Is there room for advancement?

b) Will I be required to work overtime?

c) Who will be my immediate supervisor and manager?

d) Where do you see the company in the next five (5) years? ten (10) years?

e) After an adjustment period, can I take on additional learning opportunities and/or duties to expand my working knowledge of the business?

Send a follow-up letter. (AKA thank you letter) A large percentage don’t even give a follow-up (after interview) letter a second thought. This letter can serve key functions: a) make the interviewer sway in your direction when they are torn in selecting a candidate b) notify them of your courteous, thoughtful demure which can aid you in salary and benefit negotiations.