6 questions you need to be able to answer to ace your job interview

As the new year dawns, employers are resuming normal business activities and starting to restart recruitment processes. Similarly, many school and university graduates begin their job search after taking ample time off.

Although some employers are adopting increasingly sophisticated recruitment approaches, such as psychometric testing and artificial intelligence, interviews remain one of the most common selection methods.

If you’ve been invited to a job interview, congratulations because you’ve likely been selected for the position. But for many people, interviewing can be an anxious process. Candidates are required not only to think on their feet, but also to make a positive impression of themselves as potential colleagues.

With that in mind, it’s always useful to prepare by anticipating what will be discussed and practicing your answers. Here are six types of her questions you might be asked.

1. Please tell us a little about yourself.

Interviews often begin with broad questions about your background and interest in the job. This may include questions such as ‘What motivated you to apply for this role?’ or ‘Tell me about your long-term career aspirations.’

A strong answer to these types of questions will highlight the relevant skills you can bring to the role. These specialized experiences do not have to come from the same type of job. For example, if you are applying for a customer service job, you can list the communication and problem-solving methods you used on your student team project.

A compelling answer will focus on intrinsic motivation, specifically the aspects of the job that you find interesting, fun, or otherwise rewarding. These may include working with people, solving difficult business problems, and having an impact on society. Avoid speaking negatively about your current employer or sources of extrinsic motivation, such as money or benefits, unless it’s part of a salary negotiation.

Your answer will also indicate how the role aligns with your own values. For example, if you’re applying for a teaching position, you can highlight your beliefs in the importance of education, extracurricular programs, and anything else about the school you admire.

2. How have you solved specific problems in the past?

Behavioral questions require candidates to provide examples of past actions they have taken to manage situations. For example: “Tell me about a time when you received a complaint from a customer. What action did you take and what was the outcome?” Their purpose is to learn how candidates would act in similar situations. is to predict.

You can prepare for these questions by researching the job selection criteria and anticipating the questions your interviewer might ask.

If you have no experience related to either question, you can say that you cannot remember a specific example, but you can outline how you would handle the situation described in the question.

3. What are your weaknesses?

Interviewers often ask you about your biggest strengths and weaknesses.

The strengths part of this question allows you to highlight your knowledge and skills that are most relevant to the role. It is generally a good idea to provide examples of specific accomplishments that demonstrate these features.

You can address your weaknesses by framing them as professional aspirations. In general, we recommend focusing on abilities that you want to gain experience in and that are not essential to the role. For example, if you’re not confident in public speaking, but know it’s necessary for your long-term career, it might be a skill you want to work on.

Expressing your desire to receive further training and development will leave a much more positive impression than simply listing your current deficiencies.

4. What are your salary expectations?

Salary negotiations usually take place after a job offer is made, but it can also come up during the interview.

It’s wise to check the salary and other benefits associated with the role before expressing your expectations. If the salary is not listed in the job description, you should ask the employer what the salary budget range is for the position.

Before your interview, do your research and find out what’s typical of the role you’re applying for based on your level of experience.

Be careful when disclosing your current salary. This information can serve as a basis for difficult salary increase negotiations. If you are asked this question, you can politely decline to answer or indicate that the information is between you and your current employer.

5. Inappropriate or illegal questions

Unfortunately, some employers may ask inappropriate or illegal questions. These may be related to relationship status, carer responsibilities, childhood plans, physical or mental health, cultural or ethnic background, and union activity.

If you are asked an inappropriate question, you can politely ask the interviewer how the information relates to your ability to do the job.

After all, job applicants have the right to refuse to answer such questions, and employers who ask questions may be subject to legal action.

6. Do you have any questions?

Interviewers often encourage candidates to ask their own questions. Carefully chosen questions can leave a long-lasting positive impression.

This part of the interview allows you to clarify any questions you may have about the position, such as working hours. You may also want to research the organization and ask more specific questions about clients, projects, and long-term plans.

Besides the specific requirements of the role, another good topic to ask about is the team and organizational culture. For example, you can ask your team member what her typical day is like.

At the end of the interview, you should ask about next steps, such as when they will contact you.

The final thing to consider about interviews is that they are a two-way process. Also, interview with the employer to see if the job is a good fit for you personally and professionally. If you’re not attracted to the role, organization or person after the interview process, it’s wise to look elsewhere.

Timothy Colin Bednall is Associate Professor of Management at Swinburne University of Technology.

This article is republished from conversation Under Creative Commons License.read Original work.