Show that you raised your concerns in a productive way. If you have an example that proves you can effect change, great -- and if you don't, show that you can support a decision even though you think it's wrong as long as it's not unethical, immoral, etc.
Every company wants employees willing to be honest and forthright, to share concerns and issues, but to also get behind a decision and support it as if they agreed, even if they didn't. I hate this question. It's a total throwaway. But I did ask it once, and got an answer I really liked.
If I say I will help, I help. I'm not sure that everyone likes me, but they all know they can count on what I say and how hard I work. Ideally the answer to this should come from the employer: They should have plans and expectations for you. Many companies feel cultural fit is extremely important, and they use outside interests as a way to determine how you will fit into a team. Even so, don't be tempted to fib and claim to enjoy hobbies you don't.
Focus on activities that indicate some sort of growth: skills you're trying to learn, goals you're trying to accomplish. Weave those in with personal details. For example, "I'm raising a family, so a lot of my time is focused on that, but I'm using my commute time to learn Spanish. This is a tough one. You want to be open and honest, but frankly, some companies ask the question as the opening move in salary negotiations.
Try an approach recommended by Liz Ryan. Is this position in that range? Maybe the interviewer will answer; maybe she won't. If she presses you for an answer, you'll have to decide whether you want to share or demur. Ultimately your answer won't matter too much, because you'll either accept the salary offered or you won't, depending on what you think is fair.
Questions like these have become a lot more popular thanks, Google in recent years. The interviewer isn't necessarily looking for the right answer but instead a little insight into your reasoning abilities.
All you can do is talk through your logic as you try to solve the problem. Don't be afraid to laugh at yourself if you get it wrong -- sometimes the interviewer is merely trying to assess how you deal with failure. Don't waste this opportunity. Ask smart questions, not just as a way to show you're a great candidate but also to see if the company is a good fit for you -- after all, you're being interviewed, but you're also interviewing the company.
If you weren't asked this question, ask it yourself. Great candidates want to hit the ground running. They don't want to spend weeks or months "getting to know the organization. Great candidates also want to be great employees. They know every organization is different -- and so are the key qualities of top performers in those organizations.
Maybe your top performers work longer hours. Maybe creativity is more important than methodology. Maybe constantly landing new customers in new markets is more important than building long-term customer relationships.
Maybe the key is a willingness to spend the same amount of time educating an entry-level customer as helping an enthusiast who wants high-end equipment. Great candidates want to know, because 1 they want to know if they will fit in, and 2 if they do fit in, they want to know how they can be a top performer.
Employees are investments, and you expect every employee to generate a positive return on his or her salary. Otherwise why do you have them on the payroll?
In every job some activities make a bigger difference than others. You need your HR team to fill job openings, but what you really want is for them to find the right candidates, because that results in higher retention rates, lower training costs, and better overall productivity. You need your service techs to perform effective repairs, but what you really want is for those techs to identify ways to solve problems and provide other benefits -- in short, to build customer relationships and even generate additional sales.
Great candidates want to know what truly makes a difference and drives results, because they know helping the company succeed means they will succeed as well. Great candidates want a job with meaning, with a larger purpose -- and they want to work with people who approach their jobs the same way. Employees who love their jobs naturally recommend their company to their friends and peers. The same is true for people in leadership positions -- people naturally try to bring on board talented people they previously worked with.
They've built relationships, developed trust, and shown a level of competence that made someone go out of their way to follow them to a new organization. Every business faces a major challenge: technological changes, competitors entering the market, shifting economic trends. There's rarely one of Warren Buffett's moats protecting a small business. So while some candidates may see your company as a stepping-stone, they still hope for growth and advancement. If they do eventually leave, they want it to be on their terms, not because you were forced out of business.
Say I'm interviewing for a position at your ski shop. Another store is opening less than a mile away: How do you plan to deal with the competition? Or you run a poultry farm a huge industry in my area : What will you do to deal with rising feed costs? Great candidates don't just want to know what you think; they want to know what you plan to do -- and how they will fit into those plans. Top Stories. Top Videos. Getty Images. So your "biggest weakness" is that you'll put in more hours than everyone else?
Do some thinking ahead of time and come up with the reason you plan on giving. Keep your answer professional here and only talk about your personality and attributes as an employee. And try to give an example if you can. Also, some interviewers will enter the phone screen without having reviewed your resume at all unfortunate, but true. So this is your chance to highlight key career accomplishments and take the interviewer briefly through your resume and career story. Keep your answer to one or two minutes.
However, I had always wanted to work in manufacturing, so I made the move to this industry four years ago. This is another of the most commonly-asked phone interview questions.
To prepare for this question, think back to your two most recent jobs recent examples and experiences are seen as more relevant and come up with a scenario where you were presented with a task that was outside of your typical work duties. When you talk about a time you went above and beyond at work , always highlight a story with a positive outcome like a happy customer, a problem solved for your company, etc. And just like with the previous question, keep your answer length to one or two minutes and tell a clear story from start to finish.
He wanted a replacement because he needed to use the computer that night. I had closed the store already but was still in the building when he called. I told the customer that if he was able to come back, I could wait for him even though we had closed. He agreed and I waited for him to arrive, at which place I exchanged his product for a new unit.
He ended up leaving us a 5-star review the next morning and he has also returned multiple times and become one of our best long-term customers. Along with practicing the phone interview questions above, you should also have a plan for how to impress the employer after the interview.
Here are the two most important things to do after every interview:. First, always end your interview by asking when you can expect to hear about the next steps. And secondly, send a thank-you letter or email within 24 hours of the interview to reaffirm your interest in the position and show the employer you appreciate their time on the phone. Get our free PDF with the top 30 interview questions and answers. Share Tweet Share Pin.
Tell me about yourself The key here is to be concise. Why are you job searching right now? How did you hear about this position? For example, these are all good answers for how you heard about the job: You found them researching online You were familiar with them before you started job searching You found them in a press release or news article A colleague told you about them A recruiter contacted you about them Etc. What do you know about our company? Why do you want this job?
They should provide concrete examples that prove they have the experience required. If your candidate launches a full scale diatribe about how much they dislike their current employer, it should probably set your alarm bells ringing. Seek out candidates who are hungry for a fresh challenge or who have been waiting for an opening in this particular field or - even better - with this organisation.
This set of questions is great for finding out more about the professional mindset of your applicant. How ambitious are they? Are they looking for professional development? What's their self-discipline like? Listen carefully to how they structure their answers and look for similarities with the person specification document.
These questions allow you to assess how well the candidate will fit with your organisation's environment. Do they need a lot of assistance or are they self-starters? Do they prefer working alone or are they great collaborators? Sometimes individuals simply aren't suited to certain working environments, no matter how talented they are. It can be easy to forget that your candidate is a person first and a professional second. Look for signs that the person on the end of the line will click with other members of the team.
It's important to field any queries your candidate may have, whether about the job or the recruitment process. Once you have answered any questions, close the interview by thanking the candidate for their time and giving them your contact details - they will appreciate being able to get in touch should they think of any further questions. Getting the information you need from telephone interviews is about keeping things simple and looking for evidence that your candidates have the essentials required for the role.
Come the face-to-face interviews you will have saved a lot of time by filtering out unsuitable applicants, meaning less time asking basic questions and more time deep-diving into the people behind the CVs. Just the way it should be. Looking to recruit? Contact your local Reed office. With phone interviews becoming an increasingly popular way of introducing yourself to prospective employees, here are tips to ensure you conduct effective phone interviews. For many businesses onboarding remote workers is a new challenge.
Download our free guide to take you through the best practice steps.
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