The Interview Doctor

38 Common and Tricky JOB INTERVIEW QUESTIONS and BEST ANSWERS

2010-04-03T15:39:00.001-04:00

Here are the Best Answers to 38 Common and Tricky Interviewing Questions and Tough Behavioral Interviewing Questions based on my 34-year corporate experience, advising candidates for 16 years, and presenting seminars on Interviewing Skills for Managers.
Since the operational word for real estate is location, location, location, then the requisite word for interviewing is prepare, prepare, prepare. Research the company, the culture and the position and prepare your answers to these common and tricky interviewing questions beforehand. Keep in mind that the two most important concerns of the interviewer are:

1 – Do you have the ability to do the job?
2 – Can we stand to have you around while you do it?

Common Interviewing Questions

1 – Tell me about yourself.
This seems to be an innocent enough question. But be aware that Interviewers often ask this as an invitation for you to share your life story or personal information. Interviewers often want to know personal details like your age and marital status, but fear asking the “illegal” questions.* So this question often elicits background information such as when you graduated high school or college, your marital status, number of children, etc. When you hear the tell-me-about-yourself question, think of how you can answer with details about your prior work experience, abilities and professional accomplishments that will fit this job.

Prepare a 60-second commercial beforehand to answer this question. After you recite it, you can always ask, “Would you like to hear more details about the Zilch project I mentioned?”

* If you want to find out everything you always wanted to know about the illegal questions and how interviewers often ask them in a sly and covert way, take a look at my earlier blog.

2 – What else should I know about you?
If the "tell-me-about-yourself" question doesn’t prompt you to reveal personal statements, later in the interview (when you have been lulled into complacency), the interviewer often asks this question. Reiterate why you are the best fit for the job. No personal info is required. It’s up to you what private details you reveal.

3 – Why should we hire you?
Here’s another opportunity for you to toot your own horn. Talk about a job or project where you used skills you believe will be necessary in this job. Point out how your skills or experience meet the needs of the organization.

You can say, “Because I am the best candidate for the job,” as long as you add the reasons that make you the best candidate. Be confident and enthusiastic and emphasize several reasons why you should be hired. “I’ve got extensive experience in (whatever) with the specific skills you are looking for. I’m a fast learner who has learned to adapt quickly to change …” Give examples to back up your statements that demonstrate your unique qualifications.

4 – What are your weaknesses?
When I asked my coaching candidates and the participants in my workshops which question they believed was the most difficult to answer, the overwhelming response was the weakness question. Four successful strategies for answering this “killer” question are fully explained in my new book, "Much of What You Know about Job Search Just Ain’t So." You can read the Introduction and Chapter One free of charge at Barnes and Noble: http:/bn.com Just insert title of book.

One/ of the secrets to answering this question is being honest about a weakness, but at the same time, demonstrating how you have turned it into a strength. For example, if you had a problem organizing your work in the past, demonstrate the steps you took to more effectively keep yourself on track. This will show that you have the ability to recognize aspects of yourself that need improvement, and the initiative to improve.

Do not say, “I don’t have any weaknesses,” or “I am a bit of a perfectionist.” Those answers will turn off interviewers. They know the first is probably untrue and the second is impossible. Being a little bit of a perfectionist is like being a little bit of a liar. Better to use a weakness that is really something you are trying to learn like a foreign language or a new software program. Make sure that any weakness you talk about is not a key element of the position.

5 – What is your greatest strength?
This is your opportunity to highlight your best skills. Focus on your top three or four. Examples would be: “my leadership skills, problem-solving ability, team-building skills, interpersonal skills, ability to work under pressure, professional expertise, ability to resolve conflict” and so on. Be prepared to offer examples for each skill you mention.

6 – What qualities do you feel a successful manager should have?
Mention at least these two: “leadership and vision.” You might give an example of someone who has displayed these qualities and served as your mentor or role model.

7– How long have you been looking for a job?
This is an example of a negative question. The Interviewer may be concerned that something unsuitable about you or your background may have been discovered by other potential employers.

Be honest. If you were downsized (laid off) or the company restructured (laid off), say so. “After I lost my job, I began my job search with a definite goal in mind and as a result have been very selective about the positions I consider. Your company and this position are of great interest to me.”

8 – How did you prepare for this interview?
The interviewer wants to learn if you were interested enough to do some research and networking beforehand.

“As soon as I learned about this opening, I checked out the company on the Internet. After reading about the founders and executives, I was very impressed and began networking with my industry contacts to learn more.”

9 – Where do you see yourself five years from now?
If you say, “In your job,” you have shot yourself in the foot. Interviewers ask this question because they want to hire people who are focused on specific professional goals. Vague works best. “In five years I expect to have more responsibility and new, exciting challenges.”

Do not indicate that you hope to start your own business, change careers, or go back to school. Such responses indicate a lack of long-term interest in the organization. Keep in mind that throughout the interview, the interviewer is trying to discover if you are a good fit and can make a positive contribution in the job.

10 – Why do you want to work here?
“Because you have a job,” won’t win any points for you. Instead, use this question to talk about what you know about the company, and how your background and experience relate to issues they may have. This shows the interviewer that you have done your homework and at the same time, gives you another opportunity to show how your qualifications and experience match the job. “What I can bring to this job is six years experience and knowledge of the industry, plus my ability to build and sustain customer relationships …”

11 – Why did you leave your last job?
If you lost your last job because of downsizing, restructuring, the company closing, etc., say: “I didn’t leave my last job. My job left me.”

If you left on your own accord, do not say anything negative about your former company, boss, or co-workers. You might say: “There were many aspects of my job that were rewarding but I believe this new position will give me the opportunity to contribute even more.”

12 – What did you dislike most about your last job?
If you loved your last job, say: “What I dislike most is that it ended.” If you didn’t love your last job, do not say anything negative. Instead, use a variation of the statement: “There were many aspects of my job that were rewarding.”

13 – What is a weakness you still have?
A negative question again. Repeat a “weakness” you may have used earlier that indicates how you are working to learn something new.

14 – Name three positive characteristics other people have said you possess.
Here are a few examples to use: “creative, team builder, knowledgeable, diligent, hard worker.” Explain the context. “My boss said I was a born leader.” “My professor called me imaginative and creative.”

15 – Name three negative characteristics you have been told by others.
Give just one. But turn it around into a positive: “I was once told I was a perfectionist but I have since learned to strive for excellence knowing that is possible when perfection often is not attainable.”

16 – What book would I find on your bedside table?
If you say, “Puff, the Magic Dragon,” you are revealing either an infantile reading choice or the presence of children in your household. Better to say, “the latest issue of Time / Business Week / Forbes/ Fortune/ Fast Company/' or other business periodical. Place an issue there and you won’t be telling a fib.

17 – Would you rather be liked or feared?
Only one answer is suitable here. Say, “Neither. I would rather be respected.”

18 – What salary are you looking for?
Negotiating salary can be a minefield if you aren’t prepared. There are twelve pages fully explaining how to successfully negotiate salary, and the language to use, in my new book, "Much of What You Know about Job Search Just Ain’t So."

This strategy is an excerpt: “Do not disclose your salary history or the salary you are seeking. Instead, ask: ‘What is the range for this position?' You focus continuously on asking for the range, not the salary. When you disclose, you lose the power of negotiation.”

Behavioral Interviewing Questions

Behavioral interviewing focuses on the candidate’s actions and behaviors and therefore minimizes the personal impressions that can affect hiring choices. This style of interviewing is based on the premise that the best, most effective way to predict your future behavior is to determine ypur past behavior.

These questions ask about what you have done in previous jobs, not what you would do. You will know it is a behavioral question when the past tense is used. “What did you do … Tell me about how you handled … Describe a time when …”

19 – Describe a problem situation and how you solved it.
If you had responsibility in your previous jobs, you can describe a work situation where you were responsible for turning it around. If you do not have professional experience, describe something like prioritizing your schedule and making to-do lists to give you enough time to study. Regardless of the issue involved, you demonstrate that you can think critically and develop a solution.

20 – Describe how you handled a stressful situation in the past.
Give an example of how you used your problem-solving or decision-making skills to reduce stress. An example might be that you learned the value of a time-out for both yourself and your staff. Or if it’s true, how you actually seem to work better under pressure and deadlines.

21 – Tell me what has been your greatest work-related accomplishment?
Choose an example that was important to you and also helped your company. Give specific details about what you did, how you did it, and what the results were. Talk about an accomplishment that relates to the position you are seeking. Interviewers like to hear about accomplishments that reduced expenses, raised revenue, solved problems or enhanced a company’s reputation.

22 – How did you keep current and informed about your job/industry?
The interviewer is concerned that once you get the job will you continue to learn and grow? You could say, “I stay on top of what is happening in my industry by reading newspapers, magazines and journals. I am a member of several professional organizations and continually network with colleagues at the meetings. Whenever possible I take classes and attend seminars that offer new information or technology.”

23 – Tell me about a time when you had to plan and coordinate a project from start to finish.
“I led a project that involved customer service employees and back-office people. Together we drew up a plan and organized teams.” Briefly describe the project. “We exceeded expectations and were commended by management “

24 – What kinds of people do you have difficulties working with?
The interviewer may be concerned abut your flexibility and ability to work in a diverse environment. You could say, “During my career I have worked with men and women from diverse backgrounds and cultures. The one time I had difficulty was with a team member who was taking credit for work that the team accomplished. I met with this person and explained, diplomatically, how morale was being affected. Her behavior soon changed dramatically. I learned that perception is reality and sometimes we are not aware of how others perceive our actions.”

25 – Which of your jobs has been the most satisfying to you?
The interviewer is trying to learn what motivates you? Or de-motivates you?

You might say something like: “My previous job was the most rewarding. There was camaraderie and mutual respect on the team and we came up with original ideas, and completed projects within timelines and often below budget.” Give examples.

26 – Tell me about the worst boss you ever had.
Do not complain about former bosses. Simply state that some may not have taught you as much as others did and point out a few good qualities of a favorite past boss.

Strange and Tricky Interview Questions

Within the last ten to fifteen years, some strange and tricky interview questions have become popular with U.S. interviewers. These off-the-wall questions are designed to make you think creatively and quickly. Unusual questions are often asked in order to find out more about your inner self and how your mind works. Don’t try to think of answers that the interviewer wants to hear. Just be yourself.

27 – If you were an animal, what kind of an animal would you be?
Choose an animal that is strong, intelligent and often perceived as a leader – example: “lion, tiger or elephant.” Relate the animal to the skills needed in the position you are applying for. No snakes, no teddy bears, no koalas – nothing snaky, fluffy or cuddly.

28 – If you were a tree, what kind of a tree would you be?
Choose a tree that is strong and long-lived – example: “oak or sequoia.” No weeping willow or drooping elm.

29 – If you were a Star Trek® or Star Wars® character, which one would it be?
Pick a character that is a leader and a risk-taker. Say: “Captain Kirk, Han Solo, Luke Skywalker, Spock." If you really are a risk-taker: “Darth Vader. But be prepared to justify your selection.

30 – Why are manhole covers round?
The interviewer is testing your imagination and creativity. Microsoft was the first to make this question famous by asking it as a job interview question. You can answer as follows: “1 - A round manhole cover cannot fall through its circular opening. 2 – A heavy, round manhole cover can be more easily moved by being rolled. 3 - If an car rolls over a dislodged manhole of another shape, the sharp corners could puncture a tire, but a circle doesn’t have corners.”

31 – What is your favorite drink?
A colleague once shared that he was interviewed for a senior position at Pizza Hut and later learned from an inside contact that he didn’t get the offer because he asked for a Coke when offered a soft drink. At that time Pizza Hut was owned by Pepsi Cola. Seems they felt he should have done more in-depth research. If you are asked this question (and you've done your research), specify a soft drink or energy drink. Otherwise your answer may indicate whether you drink alcohol, and there’s always a possibility that the company may try to hire non-drinkers to keep health insurance costs low.

32 – If aliens landed in front of you and offered you any position on their planet, what is the first thing you would do?
The most creative answer I ever heard was: “The first thing I would do is go change my pants because they scared the crap out of me. Then I would ask to travel with them so I could scare the crap out of others.” Creative? Yes. Appropriate? No. Offering to be the Travel Director is imaginative. The rest of the answer – crappy. (sorry about that).

33 – If someone wrote a biography about you, what do you think the title should be?
Your answer will be interpreted as a clue to your personality, creativity, accomplishments and degree of humility.

34 – What would your mother say is your greatest weakness?
Be aware that it isn’t your mother responding; it’s you. Another negative question to trick you. Repeat a strength that appears to be a weakness but really isn’t. It’s also fairly safe to use something she might have told you as a child: “Stop drinking orange juice out of the carton. Use a glass.”

35 – What kind of people do you dislike?
Do not name members of any political party, religion, ethnic group or minority. Say: “There are no particular people I dislike, but I do find some behaviors annoying – such as not completing work assignments on time, gossiping, laziness … “

36 – What makes you most angry?
Do not admit having episodes of anger. Say: “I try to handle problems or conflicts as soon as they arise so that they don’t build up to the anger point.”

37 – On a scale of 1 to 10 how happy are you?
Say: “Usually I am an 8 or 9, but will quickly become a 10 if I get this job.”

38 – You only have time to save three things from a fire in your home. What are they? (Any people have already escaped.)
Your answer reflects your values and priorities. Most people respond: “pets, important documents, photographs, scrapbooks, computer.” Be prepared to explain why you would save these items.

This post has been revised from an earlier post. If you have any questions about interviewing questions or answers, please ask them as a comment and I will be happy to respond.

The Glass is Half Full

2009-07-18T17:28:00.004-04:00

This is a true story. Would you believe that a major league baseball player who led the league in making the most errors ... who was struck out the most times ... who hit into the most double plays ... was still voted the Most Valuable Player for that year?
It happened in 1942. Joe Gordon did all those things and still won the MVP Award that season in the American League.
What's the lesson for us when job searching? Even if you have some faults, you can overcome them and be recognized for your good points. As long as you stay positive about yourself, your ability and your accomplishments.
The most positive people don't necessarily have the best of everything. They just make the best of everything.

Try This Great Negotiating Strategy

2009-06-18T16:17:00.005-04:00

Did you know there’s a “magic” two-letter word you can use when negotiating that will help you to get what you want? Do you know what it is? No, it isn’t the word, “no.” Although “no” can be useful. It’s the magic word, “if.” When someone asks you for something, do not say just “yes” or “no.” Start saying, “yes … if.” You say exactly what you want in return if you agree to the proposal. For example, "I agree to ABC if I get XYZ in return."

Or, "Yes, I agree to ABC but then you understand I won’t be able to do DEF." And you can use the, you’ll pardon the expression, “if-word,” as often as you wish. Here’s an example:

Your boss, Max Marvelous: “I need you to finish this Doomsday report before Friday.”
You: “No problem. You will have it before Friday if I can have those 2 weeks vacation in December that we talked about.”
Max: “That’s not possible. Out of the question. And I also need the Apocalypse contract by Wednesday.”
You: "I can do Apocalypse by Wednesday if I can have those two weeks in December.”
Max: ”What about the Doomsday report?"
You: “Doomsday and Apocalypse on Wednessday for those two weeks in December.”
Max: “Wednesday?”
You: “Wednesday before 5 pm.”
Max: “O.K. You got a deal.”

How the $1 Coffee Cup Caper can Win You a New Job

2009-06-03T15:59:00.009-04:00

Unusual Job Search Tactic Pays Off

I read this story about a lady named Jann FritzHuspen (that's her real name) who lives in Minnesota. She lost her job and for 18 months she searched for work without success. She attended a job search workshop and learned the "coffee-cup" strategy.

She visited a dollar store, purchased three coffee mugs (at $1 each) and mailed a coffee mug together with her resume to three prospective employers. She included a short cover letter asking each one if they would meet her for coffee. Two did not respond but the third agreed and one month later, offered her a job as executive director for a local nonprofit organization.

Ms. FritzHuspen wasn't the first to use this approach. This tactic, the coffee-cup-caper, is one I suggested to my outplacement clients when I provided career counseling. We found that it yields phone interviews almost 100% of the time and an in-person interview about 30% of the time. The strategy succeeds because it sets applicants apart from the horde and provides a unique opportunity for them to get their feet, literally, in the door.

Read about more unusual strategies in my book, "Much of What You Know about Job Search Just Ain't So." You can read the first chapter free of charge at Barnes & Noble: http://bn.com.

173 BEHAVIORAL QUESTIONS

2009-05-20T13:14:00.009-04:00

Subjective interview questions – what WOULD you do – are seldom asked these days. The weapon of choice is behavioral interview questions – past tense – what specifically DID you do?

What is Behavior Based Interviewing?
In the 1980s, Dr. Tom Janz, a psychologist, introduced a new method for interviewing that he called the "Behavioral Question Interview." This interviewing style is extremely effective and has rapidly increased in popularity, often replacing subjective interviews where the candidate is asked what he or she would do. The premise for behavioral questions is that the best predictor of future behavior is the candidate’s past behavior so they are asked what they did do.

Behavioral interview questions are said to be 55% predictive of future job performance compared to traditional subjective questions which are only about 10% predictive. Experienced interviewers probe for more details after asking the initial question, so you may hear additional questions such as ”What were you thinking at that point?” or “Tell me more about …,” etc.

Here are 173 common behavioral interview questions covering 31 different managerial competencies:
Builds Trust
1) Think of a situation where you distrusted a coworker/supervisor, resulting in tension between you. What steps did you take to improve the relationship?
2) Tell me how you have kept your supervisor advised of the status on projects.
3) Give me examples of how your have acted with integrity in your job/work relationship.
4) Tell me about a time when you gave feedback to an employee who was not professional in work relationships. What did you say? What standards did you set? What was the outcome?
5) Setting high expectations implies you believe the employee can deliver. Give me an example of a time when you did this.
6) Trust requires personal accountability. Can you tell me about a time when you chose to trust someone? What was the outcome?
7) Tell me about a time when you had to give the benefit of the doubt to a coworker/supervisor. What was the outcome?
8) Give me an example of when you went to the source to address a conflict. What was the result?
Coaching and Counseling Skills
9) Give me an example of a time when you helped a staff member accept change and make the necessary adjustments to move forward. What were the change/transition skills you used?
10) Tell me about a specific time when you had to handle a tough morale problem.
11) Tell me about a time when you tool disciplinary action with someone you supervised.
12) Tell me about a time when you had to tell a staff member that you were dissatisfied with his or her work.
13) Tell me about a time when you had to handle a highly emotional employee.
14) Discuss a work situation in which you felt you successfully directed the work of others.
Communication Skills
15) Tell me about a time when you were particularly effective in a talk you gave or a seminar you taught.
16) Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.
17) Tell me about a time in which you used your written communication skills in order to get an important point across.
18) Give me an example of a time when you were able to successfully communicate with another person even when that individual may not have agreed with your perspective.
19) Tell me about your efforts to sell a new idea to your supervisor.
20) How do you make your feelings known when you disagree with the views of your staff?
21) What have you done to improve your verbal communication skills?
22) What have you done to improve your listening skills?
23) Tell me how you kept your supervisor advised of the status on projects.
24) How have you assessed your behavioral messages and what have you learned about yourself as a result?
Conflict Resolution
25) Give me an example of a time when you were able to successfully communicate with another person even when you felt the individual did not value your perspective.
26) Tell me about a time when you and your previous supervisor disagreed but you still found a way to get your point across.
27) Describe a time when you facilitated a creative solution to a problem between employees.
28) Tell me about a recent success you had with an especially difficult employee/coworker.
29) Thinking of the most difficult person you have had to deal with, describe an interaction that illustrates that difficulty. Tell me about the last time you dealt with him/her? How did you handle the situation?
30) Describe a time when you took personal accountability for a conflict and initiated contact with the individual(s) involved to explain your actions.
Creativity
31) Describe the most significant or creative presentation/idea that you developed or implemented.
32) Describe a time when you came up with a creative solution/idea/project/report to a problem.
33) Tell me about a time when you created a new process or program that was considered risky. What was the situation and what did you do?
34) Can you give me an example of how you have been creative in your work?
35) Can you think of a situation where innovation was required at work? What did you do in this situation?
Customer Orientation Skills
36) Give me a specific example of a time when you had to address an angry customer. What was the problem and what was the outcome
37) Give me an example of when you initiated a change in process or operations in response to customer feedback.
38) Tell me about a marketing promotion or initiative you developed. How did it meet the customer’s needs?
Decision-making
39) What was your most difficult decision in the last six months? What made it difficult?
40) How quickly do you make decisions? Give me an example.
41) Tell me about a decision you made but wish you had done differently.
42) Tell me about an experience in which you had a limited amount of time to make a difficult decision. What was the decision and the outcome of your decision?
43) Give me an example of a time when there was a decision to be made and procedures were not in place? What was the outcome?
44) Tell me about a time when you had to make an unpopular decision.
45) Discuss an important decision you’ve made regarding work. What influenced the decision?
Dependability
46) Give me a specific example of a time when you did not meet a deadline. What happened?
47) We all face times when personal issues pull us away from work responsibilities. Tell me about a time when your dependability or attendance was challenged. How did you handle it?
Employee Development
48) What have you done to develop the skills of your staff? How many of your employees have received any form of training during the past year? What were the specific topic areas? Did they ask for the training or did you suggest it?
49) Tell me about a specific development plan that you created and carried out with one or more of your employees. What was the specific situation? What were the components of the development plan? How long was the time frame from start to finish? What was the outcome?
Empowers Staff
50) Tell me about a time when you needed to delegate parts of a large assignment. How did you decide whom to distribute them to? What problems occurred? What was the outcome?
51) What specific information did you share with your staff, how often did you share this information and why?
52) Give me an example of how you’ve empowered your staff to make independent decisions.
53) Tell me about the expectations you create for staff. What are they? What factors do you consider in setting and communicating expectations?
Encourages Teamwork
54) Describe a team experience you found disappointing. What could you have done to prevent this?
55) Describe a team experience you found rewarding.
56) Give a specific example of when you had to gain the cooperation of others and what challenges you faced. What was the outcome?
57) Tell me about a time when your coworkers/team members gave you feedback about your actions. How did you respond? What changes, if any, did you make?
58) Describe a project you were responsible for that required your interaction with others over a long period of time.
59) How have you recognized/rewarded a team player in the past? What was the situation?
60) Describe a problem you have had when someone else’s help was very important to you.
61) Please tell me about your most successful attempt to encourage others to take action and get the job done. Exactly how did you encourage others to take action or responsibility? What was the result of your efforts?
62) Tell me about a time when you needed to have coworkers working on a project who normally have different work styles/ideas. How did you pull them together?
Ethics
63) Tell me about a specific time when you had to handle a tough problem which challenged fairness or ethical issues.
64) Tell me about a tough decision you made. What steps, thought processes, and considerations did you take to make an objective decision?
Flexibility
65) Give me examples to demonstrate that you can adapt to a wide variety of people, situations and/or environments.
66) What do you do when priorities change quickly? Give me an example.
67) Tell me about a decision you made while under a lot of pressure.
68) Tell me about a specific time when you were given new information that affected a decision that you had already made.
69) Give me an example of a time when there was a decision to be made and procedures were not in place? What was the outcome?
70) When was the last time you felt pressure on a job? How did the situation come about? How did you react? What made you decide to handle it that way?
71) What are some of the things your last employer could have done to keep you?
Interpersonal Skills
72) Tell me about the most difficult challenge you faced in trying to work cooperatively with someone who did not share the same ideas. What was your role in achieving the objective? What was the long-term impact on your ability to get things done while working with this person?
73) Describe a work situation that required you to really listen and display compassion to a co-worker/employee who was telling you about a personal/sensitive situation.
74) Describe the way you handled a specific problem involving people in your last job.
Leadership
75) Describe your leadership style and tell me why you use that “label.”
76) What are three effective leadership qualities you think are important? How have you demonstrated these qualities in your past/current position?
77) Describe a situation in which you were able to use persuasion to successfully convince someone to approach things your way. At what level was the person you had to persuade?
78) What risks did you take in your present/previous job? Tell me about it.
79) Tell me about your efforts to "sell" a new idea to your supervisor.
80) Describe a leadership situation you would handle differently if you had it to do over again.
81) What one experience proved to you that you are/would be a capable manager?
82) Tell me about a time you influenced the outcome of a project by taking a leadership role.
83) Using a specific example of a project tell how you kept those involved informed of progress.
84) What have you done to develop the skills of your staff?
85) Tell me about a time when you were able to provide a coworker with recognition for the work he or she performed. What did you do?
86) Tell me about a time when you reached out for additional responsibility.
87) Tell me about a project/suggestion that you initiated. Explain how you communicated the project/suggestion.
88) What have you done in your present/previous job that goes beyond what was required?
Leads Change
89) Tell me about a time when you were responsible for hiring and orienting new employees. What did you do to help them adjust?
90) Tell me about a time when your department was going through long-term changes or working on a long-term project. What did you do to keep your staff focused?
91) Give me an example of a time when you helped an employee accept change and make the necessary adjustments to move forward.
Learning and Development
92) Describe a decision you made or a situation that you would have handled differently if you had to do it over again.
93) When you have been made aware of, or have discovered for yourself, a problem in your work performance, what was your course of action? Give me an example.
94) Tell me about a time when your supervisor/coworkers gave you feedback about your work/actions. What did you learn about yourself?
95) What have you done to further your own professional development in the last five years?
96) Tell me about a job that you had which required you to learn new things.
97) Tell me about a recent job/experience you would describe as a real learning experience.
98) Tell me about a time when you were asked to complete a difficult assignment even though the odds were against you. What did you learn from that experience?
99) Discuss the highlights of your most recent educational experience. What were your most difficult challenges?
Negotiating
100) Describe the most challenging negotiation in which you have been involved. What did you do? What were the results for you? What were the results for the other person?
101) Have you ever been in a situation where you had to bargain with someone? How did you feel about this? What did you do? Give an example.
102) Tell me about the last time you had to negotiate with someone. What was most difficult? Organizational Knowledge
103) Describe how your position contributes to your organization’s goals. What is the organization’s mission?
104) Tell me how you keep your job knowledge current with the ongoing industry changes?
Planning and Organization
105) How did you decide what gets top priority when scheduling your time?
106) Give me an example of a time when you did not meet a deadline. What was the result?
107) What tools have you used for planning and to stay organized?
108) Are you better at working on many things at a time, or are you better at working on and getting results on a few specific things? Please give me two examples that illustrate this.
109) Name one of your best accomplishments, including where the assignment came from, your plans in carrying it out, how you did carry it out, and any obstacles you overcame.
110) Of your current assignments, which do you consider to have required the greatest amount of effort with regard to planning/organization? How have you accomplished this assignment?
Positive Attitude
111) What three specific things about your last job gave you the most satisfaction? Why?
112) What have you done in your last job that makes you feel proud?
113) Please think back to a time when setting a positive example had the most beneficial impact on people you worked with. How did you determine that a strong example was needed?
114) Tell me about a time when you needed to address an employee’s attitude. What did you say to that person? What was the outcome?
115) Describe your best boss.
116) Describe your worst boss.
Problem Solving
117) Tell me about a problem that you solved in a unique or unusual way. What was the outcome? Were you satisfied with it?
118) Describe an instance when you had to think quickly in a difficult situation.
119) Tell me about a politically complex work situation in which you worked.
120) Give me an example of a time when you used good judgment/logic to solve a problem.
121) Give me an example of a time when there was a decision to be made and procedures were not in place? What was the outcome?
122) How do you go about solving problems at work?
123) Tell me about a specific time when you eliminated or avoided a potential problem before it happened.
124) What types of problems did you most enjoy solving? Give me some examples of such problems. What did you enjoy about them?
125) What types of problems did you least enjoy solving? Give me some examples. What was it about the problems that you least enjoyed?
126) To whom did you turn for help the last time you had a major problem and why did you choose that person?
127) In some aspects of work it is important to be free of error. Can you describe a situation where you have tried to prevent errors? What did you do? What was the outcome?
Process Improvement
128) Tell me about a suggestion you made to improve job processes or operations. What was the result?
129) Tell me about one of your workplace improvements that another department now uses.
130) In previous jobs, what problems did you identify that had previously been overlooked? Were changes made? Who supported the changes as a result of your ideas?
131) Describe something you have implemented at work. What were the steps you used to implement it?
Productivity
132) Give me an example of an important goal that you set in the past, and tell me about your success in reaching it.
133) Tell me about a time when you had to complete multiple tasks or projects within a tight timeline.
134) Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.
135) Give me two examples of things you’ve done in previous jobs that demonstrate your willingness to work hard.
Recognition of others
136) Give me an example of how you and your staff have celebrated success in the past. What was the occasion?
137) Tell me about a time when you were able to provide a coworker/employee with recognition for the work he or she performed. What did you do?
138) What consistent methods do you use to ensure that team members feel valued for their contributions?
Respect for Others
139) Tell me about a time when you had to resolve a difference of opinion with a colleague, employee, customer or supervisor. How do you feel you showed respect?
140) Tell me about a time when you needed to give feedback to an employee with emotional or sensitive problems. What was the outcome?
141) Describe the way you handled a specific problem involving others with differing values, ideas and beliefs in your current/previous job.
Responsibility
142) Give me an example of something you have done in previous jobs that demonstrates your willingness to work hard.
143) What is the biggest error in judgment or failure you have made in a previous job? Why did you make it? How did you correct the problem?
144) Tell me about a time when your supervisor criticized your work. How did you respond?
145) Tell me about a time when you took responsibility for an error.
Results-oriented
146) Describe a situation in which you were able to use persuasion to successfully convince someone to approach things your way.
147) Give me an example of an important goal that you set in the past, and tell me about your success in reaching it.
148) What projects were accomplished during your previous job? How were these accomplished? 149) What experiences did you have when meeting deadlines for project completion? Explain.
150) Are you better at working on many things at a time, or are you better at working on and getting results on a few specific things? Please give me two examples that illustrate this.
151) What do you consider your greatest accomplishments in your current or previous position?
Supports Diversity
152) Tell me about a time when you had to adapt to a wide variety of people by accepting and/or understanding their perspectives.
153) What have you done to further your knowledge/understanding about diversity? How have you demonstrated what you have learned?
154) Can you recall a time when a person's cultural background affected your approach to a work situation?
155) How have you handled situations in which you could not understand a customer's strong accent?
156) Tell me about a time that you successfully adapted to a culturally different environment.
157) Tell me about a situation in which you had to separate the person from the issue when working to resolve differences?
158) How have you taken responsibility/accountability for an action that may have been offensive to the recipient?
159) Tell me about a time that you adapted your style in order to work effectively with those who were different from you.
160) How have you reacted to conversations between coworkers that were clearly offensive to non-participants?
161) Tell me about a time when you avoided forming an opinion based upon a person's outward appearance.
162) How have you made your voice heard in a predominantly male or female-dominated environment?
163) What measures have you taken to make someone feel comfortable in an environment that appeared to be uncomfortable with his or her presence?
164) Give me a specific example of how you have helped create an environment where differences are valued, encouraged and supported.
165) What have you done to support diversity in your unit?
166) Can you recall a time when you gave feedback to an employee who was not accepting of others?
Understands Others’ Perspectives
167) By providing examples, convince me that you can adapt to a wide variety of people.
168) Gaining the cooperation of others can be difficult. Give a specific example of when you had to do that.
169) Tell me about the most difficult challenge you faced in trying to work cooperatively with someone who did not share the same ideas. What was the difference in ideas? What was the outcome?
170) Tell me about a time when you felt your staff was under too much pressure. What did you do about it?
Vision
171) Describe what steps/methods you have used to define or identify a vision for your unit/position.
172) In your current or former position, what were your short and long-term goals? How long ago did you set them? Who else was involved in setting them? Which were achieved?
173) Tell me about a time when you anticipated the future and made changes to current responsibilities/operations to meet future needs.

IMPORTANT:
To answer these behavioral interview questions, remember S A R – talk about the Situation, the Action you took, and the Result.
Or, if you prefer –: S A T Y R – Situation, Action Taken, Your Result.

You Appear to be Overqualified for This Job.

2009-04-28T11:38:00.003-04:00

What do you think is the best answer when the interviewer says, "You appear to be overqualified for this job."
I spent 16 years as an executive coach and senior career counselor with the world's largest outplacement organization, and the majority of the candidates I counseled were overqualified by virtue of their age, experience, previous salary or all of the above.

One of the best ways to answer the "You appear to be overqualified" question is to take the offensive. You can answer, "Yes, absolutely! And isn't that to your benefit?" That gives you the opportunity to reiterate why you would be such an asset to the company: your experience bringing in revenue, new customers, research, whatever is pertinent to the position you're seeking. Don't apologize for your age, experience or pay grade. Use them as assets.

If there's a tough or tricky question I haven't yet listed on this blog, feel free to make a comment. I'll be happy to reply.

38 JOB INTERVIEW QUESTIONS and BEST ANSWERS

2009-04-27T09:50:00.003-04:00

These are the Best Answers to 38 Common and Tricky Interviewing Questions and Tough Behavioral Interviewing Questions based on my 34-year corporate experience, advising candidates for 16 years, and presenting seminars on Interviewing Skills for Managers.

If the operational word for real estate is location, location, location, then the word for interviewing is prepare, prepare, prepare. Research the company, the culture and the position and prepare your answers to these common and tricky interviewing questions beforehand. Keep in mind that the two most important concerns of the interviewer are:
1 – Do you have the ability to do the job?
2 – Can I stand to have you around while you do it?

Common Interviewing Questions
1 – Tell me about yourself.
This seems to be an innocent enough question. But be aware that Interviewers often ask this as an invitation for you to share your life story or personal information. Interviewers often want to know personal details like your age and marital status, but fear asking the “illegal” questions.* So this question often elicits background information such as when you graduated high school or college, your marital status, number of children, etc. When you hear the tell-me-about-yourself question, think of how you can answer with details about your prior work experience, abilities and accomplishments that will fit this job.
Prepare a 60-second commercial beforehand to answer this question. After you recite it, you can always ask, “Would you like to hear more details about the Zilch project I mentioned?”

Do you want to find out everything you always wanted to know about the illegal questions and how interviewers often ask them in a sly and covert way? See my earlier blog.

2 – What else should I know about you?
If the tell-me-about-yourself question doesn’t prompt you to reveal personal statements, later in the interview (when you have been lulled into complacency), the interviewer often asks this question. Reiterate why you are the best fit for the job. No personal info is required. It’s up to you what private details you reveal.

3 – Why should we hire you?
Here’s another opportunity for you to toot your own horn. Talk about a job or project where you used skills you believe will be necessary in this job. Point out how your skills or experience meet the needs of the organization.
You can say, “Because I am the best candidate for the job,” as long as you add the reasons that make you the best candidate. Be confident and enthusiastic and emphasize several reasons why you should be hired. “I’ve got extensive experience in (whatever) with the specific skills you are looking for. I’m a fast learner who has learned to adapt quickly to change …” Give examples to back up your statements that demonstrate your unique qualifications.

4 – What are your weaknesses?
When I asked my coaching candidates and the participants in my workshops which question they believed was the most difficult to answer, the overwhelming response was the weakness question. Four successful strategies for answering this “killer” question are fully explained in my new book, Much of What You Know about Job Search Just Ain’t So. You can read the Introduction and Chapter One free of charge at Barnes and Noble (bn.com). Just insert title of book.

One of the secrets to answering this question is being honest about a weakness, but at the same time, demonstrating how you have turned it into a strength. For example, if you had a problem organizing your work in the past, demonstrate the steps you took to more effectively keep yourself on track. This will show that you have the ability to recognize aspects of yourself that need improvement, and the initiative to improve.

Do not say, “I don’t have any weaknesses,” or “I am a bit of a perfectionist.” Those answers will turn off interviewers. They know the first is probably untrue and the second is impossible. Being a little bit of a perfectionist is like being a little bit of a liar. Better to use a weakness that is really something you are trying to learn like a foreign language or a new software program. Make sure that any weakness you talk about is not a key element of the position.

5 – What is your greatest strength?
This is your opportunity to highlight your best skills. Focus on your top three or four. Examples would be: “my leadership skills, problem-solving ability, team-building skills, interpersonal skills, ability to work under pressure, professional expertise, ability to resolve conflict” and so on. Be prepared to offer examples for each skill you mention.

6 – What qualities do you feel a successful manager should have?
Mention at least these two: “leadership and vision.” You might give an example of someone who has displayed these qualities and served as your mentor or role model.

7– How long have you been looking for a job?
This is an example of a negative question. The Interviewer may be concerned that something unsuitable about you or your background may have been discovered by other potential employers.
Be honest. If you were downsized (laid off) or the company restructured (laid off), say so. “After I lost my job, I began my job search with a definite goal in mind and as a result have been very selective about the positions I consider. Your company and this position are of great interest to me.”

8 – How did you prepare for this interview?
The interviewer wants to learn if you were interested enough to do some research and networking beforehand.
“As soon as I learned about this opening, I checked out the company on the Internet. After reading about the founders and executives, I was very impressed and began networking with my industry contacts to learn more.”

9 – Where do you see yourself five years from now?
If you say, “In your job,” you have shot yourself in the foot. Interviewers ask this question because they want to hire people who are focused on specific professional goals. Vague works best. “In five years I expect to have more responsibility and new, exciting challenges.”

Do not indicate that you hope to start your own business, change careers, or go back to school. Such responses indicate a lack of long-term interest in the organization. Keep in mind that throughout the interview, the interviewer is trying to discover if you are a good fit and can make a positive contribution in the job.

10 – Why do you want to work here?
“Because you have a job,” won’t win any points for you. Instead, use this question to talk about what you know about the company, and how your background and experience relate to issues they may have. This shows the interviewer that you have done your homework and at the same time, gives you another opportunity to show how your qualifications and experience match the job. “What I can bring to this job is six years experience and knowledge of the industry, plus my ability to build and sustain customer relationships …”

11 – Why did you leave your last job?
If you lost your last job because of downsizing, restructuring, the company closing, etc., say: “I didn’t leave my last job. My job left me.”
If you left on your own accord, do not say anything negative about your former company, boss, or co-workers. You might say: “There were many aspects of my job that were rewarding but I believe this new position will give me the opportunity to contribute even more.”

12 – What did you dislike most about your last job?
If you loved your last job, say: “What I dislike most is that it ended.” If you didn’t love your last job, do not say anything negative. Instead, use a variation of the statement: “There were many aspects of my job that were rewarding.”

13 – What is a weakness you still have?
A negative question again. Repeat a “weakness” you may have used earlier that indicates how you are working to learn something new.

14 – Name three positive characteristics other people have said you possess.
Here are a few examples to use: “creative, team builder, knowledgeable, diligent, hard worker.” Explain the context. “My boss said I was a born leader.” “My professor called me imaginative and creative.”

15 – Name three negative characteristics you have been told by others.
Give just one. But turn it around into a positive: “I was once told I was a perfectionist but I have since learned to strive for excellence knowing that is possible when perfection often is not attainable.”

16 – What book would I find on your bedside table?
If you say, “Puff, the Magic Dragon,” you are revealing either an infantile reading choice or the presence of children in your household. Better to say, “the latest issue of Time/ Business Week/Forbes/Fortune/Fast Company/' or other business periodical. Place an issue there and you won’t be telling a fib.

17 – Would you rather be liked or feared?
Only one answer is suitable here. Say, “Neither. I would rather be respected.”

18 – What salary are you looking for?
Negotiating salary can be a minefield if you aren’t prepared. There are twelve pages fully explaining how to successfully negotiate salary, and the language to use, in my new book, Much of What You Know about Job Search Just Ain’t So. .
This strategy is an excerpt: “Do not disclose your salary history or the salary you are seeking. Instead, ask: ‘What is the range for this position?' You focus continuously on asking for the range, not the salary. When you disclose, you lose the power of negotiation.”

Behavioral Interviewing Questions
Behavioral interviewing focuses on the candidate’s actions and behaviors and therefore minimizes the personal impressions that can affect hiring choices. This style of interviewing is based on the premise that the best, most effective way to predict future behavior is to determine past behavior.

These questions ask about what you have done in previous jobs, not what you would do. You will know it is a behavioral question when the past tense is used. “What did you do … Tell me about how you handled … Describe a time when …”

19 – Describe a problem situation and how you solved it.
If you had responsibility in your previous jobs, you can describe a work situation where you were responsible for turning it around. If you do not have professional experience, describe something like prioritizing your schedule and making to-do lists to give you enough time to study. Regardless of the issue involved, you demonstrate that you can think critically and develop a solution.

20 – Describe how you handled a stressful situation in the past.
Give an example of how you used your problem-solving or decision-making skills to reduce stress. An example might be that you learned the value of a time-out for both yourself and your staff. Or if it’s true, how you actually seem to work better under pressure and deadlines.

21 – Tell me what has been your greatest work-related accomplishment?
Choose an example that was important to you and also helped your company. Give specific details about what you did, how you did it, and what the results were. Talk about an accomplishment that relates to the position you are seeking. Interviewers like to hear about accomplishments that reduced expenses, raised revenue, solved problems or enhanced a company’s reputation.

22 – How did you keep current and informed about your job/industry?
The interviewer is concerned that once you get the job will you continue to learn and grow? You could say, ““I stay on top of what is happening in my industry by reading newspapers, magazines and journals. I am a member of several professional organizations and continually network with colleagues at the meetings. Whenever possible I take classes and attend seminars that offer new information or technology.”

23 – Tell me about a time when you had to plan and coordinate a project from start to finish.
“I led a project that involved customer service employees and back-office people. Together we drew up a plan and organized teams.” Briefly describe the project. “We exceeded expectations and were commended by management “

24 – What kinds of people do you have difficulties working with?
The interviewer may be concerned abut your flexibility and ability to work in a diverse environment. You could say, “During my career I have worked with men and women from diverse backgrounds and cultures. The one time I had difficulty was with a team member who was taking credit for work that the team accomplished. I met with this person and explained, diplomatically, how morale was being affected. Her behavior soon changed dramatically. I learned that perception is reality and sometimes we are not aware of how others perceive our actions.”

25 – Which of your jobs has been the most satisfying to you?
The interviewer is trying to learn what motivates you? Or de-motivates you?
You might say something like: “My previous job was the most rewarding. There was camaraderie and mutual respect on the team and we came up with original ideas, and completed projects within timelines and often below budget.” Give examples.

26 – Tell me about the worst boss you ever had.
Do not complain about former bosses. Simply state that some may not have taught you as much as others did and point out a few good qualities of a favorite past boss.

Strange and Tricky Interview Questions
Within the last ten to fifteen years, some strange and tricky interview questions have become popular with U.S. interviewers. These off-the-wall questions are designed to make you think creatively and quickly. Unusual questions are often asked in order to find out more about your inner self and how your mind works. Don’t try to think of answers that the interviewer wants to hear. Just be yourself.

27 – If you were an animal, what kind of an animal would you be?
Choose an animal that is strong, intelligent and often perceived as a leader – example: “lion, tiger or elephant.” Relate the animal to the skills needed in the position you are applying for. No snakes, no teddy bears, no koalas – nothing fluffy or cuddly.

28 – If you were a tree, what kind of a tree would you be?
Choose a tree that is strong and long-lived – example: “oak or sequoia.” No weeping willow or drooping elm.

29 – If you were a Star Trek® or Star Wars® character, which one would it be? Pick a character that is a leader and a risk-taker. Say: “Captain Kirk, Han Solo, Luke Skywalker, Spock." If you really are a risk-taker: “Darth Vader.” Be prepared to justify your selection.

30 – Why are manhole covers round?
The interviewer is testing your imagination and creativity. Microsoft was the first to make this question famous by asking it as a job interview question. You can answer as follows: “1 - A round manhole cover cannot fall through its circular opening. 2 – A heavy, round manhole cover can be more easily moved by being rolled. 3 - If an car rolls over a dislodged manhole of another shape, the sharp corners could puncture a tire, but a circle doesn’t have corners.”

31 – What is your favorite drink?
A colleague once shared that he was interviewed for a senior position at Pizza Hut and later learned from an inside contact that he didn’t get the offer because he asked for a Coke when offered a soft drink. At that time Pizza Hut was owned by Pepsi Cola. Seems they felt he should have done more in-depth research. If you are asked this question (and you've done your research), specify a soft drink or energy drink. Otherwise your answer may indicate whether you drink alcohol, and there’s always a possibility that the company may try to hire non-drinkers to keep health insurance costs low.

32 – If aliens landed in front of you and offered you any position on their planet, what is the first thing you would do?
The most creative answer I ever heard was: “The first thing I would do is go change my pants because they scared the crap out of me. Then I would ask to travel with them so I could scare the crap out of others.” Creative? Yes. Appropriate? No. Offering to be the Travel Director is imaginative. The rest of the answer – crappy. (sorry about that).

33 – If someone wrote a biography about you, what do you think the title should be?
Your answer will be interpreted as a clue to your personality, creativity, accomplishments and degree of humility.

34 – What would your mother say is your greatest weakness?
Be aware that it isn’t your mother responding; it’s you. Another negative question to trick you. Repeat a strength that appears to be a weakness but really isn’t. It’s also fairly safe to use something she might have told you as a child: “Stop drinking orange juice out of the carton. Use a glass.”

35 – What kind of people do you dislike? Do not name members of any political party, religion, ethnic group or minority. Say: “There are no particular people I dislike, but I do find some behaviors annoying – such as not completing work assignments on time, gossiping, laziness … “

36 – What makes you most angry?
Do not admit having episodes of anger. Say: “I try to handle problems or conflicts as soon as they arise so that they don’t build up to the anger point.”

37 – On a scale of 1 to 10 how happy are you?
Say: “Usually I am an 8 or 9, but will quickly become a 10 if I get this job.”

38 – You only have time to save three things from a fire in your home. What are they?
Your answer reflects your values and priorities. Most people respond: “pets, important documents, photographs, scrapbooks, computer.” Be prepared to explain why you would save these items.

2009-04-25T13:24:00.001-04:00

Technorati Profile

11 THINGS THAT INTERVIEWERS HATE

2009-04-23T22:55:00.004-04:00

1 –You are late to the interview – even five minutes late is irritating and unprofessional.
2 – You appear to be arrogant or indifferent to others. Perhaps you didn’t smile or try to chat with the receptionist or others before the interview.
3 – You seem to lack certain social or interpersonal skills – you are just not polished. Perhaps it was your chewing gum before or even during the interview. Or seating yourself without waiting for an invitation. Or the limp, cold-fish handshake.
4 – You are seen as apathetic – little or no energy or enthusiasm is displayed.
5 – Just the opposite. You are too talkative and tend to ramble.
6 – You seem to be passive and non-assertive (companion behavior of #4).
7 – Your professional skills appear to be either lacking or not applicable.
8 – You seldom use eye contact or smile.
9 – You appear to “manipulate” the truth.
10 – You disparage previous employers, companies, colleagues or bosses.
11 – There is a subconscious aversion on the part of the Interviewer. You remind him or her of a detested relative, colleague, former employee, ex-lover, etc.

Hint: Lose the cologne, aftershave or perfume. It may be the scent that triggers the subconscious aversive response.

Please take a moment to comment. Your thoughts, suggestions and interviewing experiences are welcomed. Thank you.
B. J. Rakow, Author, Much of What You Know about Job Search Just Ain’t So

The Interview Doctor

2009-02-28T19:28:00.007-05:00

44 “illegal” Interviewing Questions You Should Not Ask and 33 Ways to Ask Those Same Interviewing Questions “legally.”

B.J. Rakow, Ph.D., the Interview Doctor, shares what she has learned about the best ways to legally ask the “illegal” questions based on her 34-year experience advising interviewers and candidates and presenting seminars on Interviewing Skills for Managers.

The questions you should not ask are called illegal questions because they could be considered discriminatory or prejudicial. They solicit personal details that may not be relevant to the candidate’s ability to perform a job.

It's ironic but many illegal questions are asked by untrained interviewers who are trying to establish rapport by asking what they believe are innocent questions about your personal life or family background. As interviewers, we need to be certain that candidates can legally work for us but at the same time we need to exercise caution in the way we interview them.

Nationality or country of origin
1. You should not ask, “Are you a U.S. citizen?”
2. “Where were you born?”
3. “Where were your parents born?”
Ask, “Are you authorized to work in the U.S.?”

4. You should not ask, "What is your native tongue?"
Ask, "What languages do you speak, read or write fluently?"

5. You should not ask, “How long have you lived in the U.S.?”
Ask, “What is your current address and phone number?”
Ask, “Are there any alternative locations where you can be reached?”

Age
6. You should not ask, “How old are you?”
7. “What is your birth date?”
8. “When did you graduate from high school/college?”
Ask, “Are you over the age of 18?”

Back in the day when I began interviewing, our job application forms questioned if you were a high school graduate and the year you graduated. Now, the year you graduated is omitted from printed applications as being discriminatory. So interviewers can no longer subtract 18 from that year to gauge your age.

9. You should not ask, “How much longer do you plan to work before you retire?”
Ask, “What are your long-term career goals?”

Religion
10. You should not ask, “What religion do you practice?”
11. “What religious days do you observe?”
Ask, “What days are you available to work?”

12. You should not ask, “Which religious holidays do you observe?”
Ask, “Are you able to work on the days we require?”

Marital and family status
13. You should not ask, “What is your marital status?”
14. “Is this your maiden name?”
Ask, “Have you worked or earned a degree under another name?”

15. You should not ask, “Do you have or plan to have children?”
Ask, “Are you available to work overtime on occasion? Can you travel?”

16. You should not ask, “Can you get a babysitter on short notice for overtime or travel?”
17. “What are your child care arrangements?”
Ask, “You may be required to travel or work overtime on short notice. Is that a problem for you?”

18. You should not ask, “Do you have children?”
Ask, if the position requires that the candidate work with children, “What is your experience with children in the “x/y” age group?”

19. You should not ask, “Who is your closest relative to notify in case of an emergency?”
Ask, “In case of an emergency, who should we notify?”

20. You should not ask, “What does your spouse do for a living?”
21. “What do your parents do for a living?”
Ask, if you are trying to find out if the candidate’s family has worked in your industry, “Tell me how you became interested in our business/industry?”

22. You should not ask a woman, “If you get pregnant, will you continue to work, and will you return after maternity leave?”
Ask, if you are trying to gauge her commitment level, “What are your long-term career goals?”

Gender
23. You should not ask, “We have always had a man/woman do this job. How do you think you will measure up?”
Ask, “What do you believe you have to offer our company?”

24. You should not ask, “How do you feel about supervising/managing men/women?”
Ask, “Tell me about your previous experience managing employees/ teams?”

25. You should not ask, “What do you think of intra-office dating?”
26. ”Have you ever been sexually harassed?”
Ask, “Have you ever been disciplined for your behavior at work?”

Health and physical ability
27. You should not ask, “Do you smoke or drink?”
Ask, “In the past, have you been disciplined for violating company policies forbidding the use of alcohol or tobacco products?”

28. You should not ask, “What is the state of your health?”
State, “Offer may be contingent on your passing a job-related physical exam.”

29. You should not ask, “Do you take drugs?” The candidate may think you’re asking about prescription drugs.
Ask, “Do you use illegal drugs?”

30. You should not ask, “How tall are you?”
Ask, “Are you able to reach items on a shelf that’s “x” feet high?”

31. You should not ask, “How much do you weigh?”
Ask, “Are you able to lift boxes weighing up to 50 pounds?”

32. You should not ask, “How many sick days did you take last year?”
Ask, “How many days of work did you miss last year?”

33. You should not ask, “Do you have any disabilities?”
Ask, “Are you able to perform the specific duties of this position?”

34. You should not ask, “Have you had any recent or past illnesses or operations?”
35. “What was the date of your last physical exam?”
Ask, “Are you able to perform the essential functions of this job with or without reasonable accommodations?”

Residence/Transportation
36. You should not ask, “Do you own or rent your home?”
37. “Do you live nearby?”
Ask, “Are you able to start work at 8:00 am?”

38. You should not ask, “Do you own or lease an automobile?”
Ask, “Do you have reliable transportation?”

Affiliations
39. You should not ask, “Do you belong to any clubs or social organizations?”
Ask, “Are you a member of any professional organizations?”

Arrest record
40. You should not ask, “Have you ever been arrested?”
Ask, “Have you ever been convicted of a felony?

Military service
41. You should not ask, “In what branch of the Armed Forces did you serve?”
Ask, “What kind of training or education did you receive in the service?”

42. You should not ask, “Were you honorably discharged from the military?”
Ask. “Tell me how your experience in the military can benefit the company?”

43. You should not ask, “Are you a member of the National Guard or Reserves?”
Ask, “Do you have any upcoming events that would require extensive time away from work?”

Bonding
44. You should not ask, “Have you ever been refused bonding or had it canceled?”
State, if bonding is required for the position, “Bonding is a condition of employment.”

Note to Interviewees: If you are asked an “illegal” question you don’t wish to answer, respond with the words used in the bold-typed sentences. For example, if asked, “How old are you?” or “When is your birthday?” you may safely answer, “I am over the age of 18.”
If asked, “Do you own an automobile?” and you depend on the bus or a relative’s generosity, simply respond, “I have reliable transportation.”

Please take a moment to comment. Your thoughts, suggestions and interviewing experiences are welcomed. Thank you.
B. J. Rakow, Author, Much of What You Know about Job Search Just Ain’t So. You can read Chapter One free of charge at Barnes and Noble - bn.com