40 Difficult Interview Questions

1. Tell me about yourself. Since this is often the opening question in an interview, be extra careful that you don’t run off at the mouth.

Keep your answer to a minute or two at the most. Cover four topics: early years, education, work history and

recent career experience. Emphasize this last subject. Remember that this is likely to be a warm-up question.

Don’t waste your best points on it.

2. What do you know about our organization?

You should be able to discuss products or services, revenues, reputation, image, goals, problems,

management style, people, history, and philosophy. But don’t act as if you know everything about the place.

Let you answer show that you have taken the time to do smote research, but don’t overwhelm the interview,

and make it clear that you with to learn more.

You might start your answer in this manner: “In my job search, I’ve investigated a number of companies.

Yours is one of the few that interest me, for these reasons….”

Give your answer a positive tone. Don’t say, “Well, everyone tells me that you’re

in all sorts of trouble, and that’s why I’m here,” even if that is why you’re there.

3. Why do you want to work for us?

The deadliest answer you can give is “Because I like people.” What else would

you like? Animals? Here, and throughout the interview, a good answer comes

from having done your homework so that you can speak in terms of the

company’s needs. You might say that your research has shown that the company

is doing things you would like to be involved with, and that it’s doing them in ways that greatly interest you.

For example, if the organization is known for strong management, your answer should mention that fact and

who that you would like to be a part of that team. If the company places a great deal of emphasis on research

and development, emphasize the fact that you want to create new things and that you know this is a place in

which such activity is encouraged. If the organization stressed financial controls, your answer should

mention a reverence for numbers.

If you feel that you have to connect an answer to this question – if, for example, the company stresses

research, and you feel that you should mention it even though it really doesn’t interest you-then you probably

should not be taking that interview, because you probably shouldn’t be considering a job with that

organization.

Your homework should include learning enough about the company to avoid approaching places where you

wouldn’t be able-or wouldn’t want- to function. Since most of us are poor liars, it’s difficult to con anyone in

an interview. But even if you should succeed at it, your prize is a job you don’t really want.

4. What can you do for us that someone else can’t?

Here you have every right, and perhaps an obligation, to toot your own horn and be a bit egotistical. Talk

about your record of getting things done, and mention specifics from your resume or list of career

accomplishments. Say that your skills and interest, combined with this history of getting results, make you

valuable. Mention your ability to set priorities, identify problems, and use your experience and energy to

solve them.

5. What do you find most attractive about this position? What seems least attractive about it?

List three or four attractive factors of the job, and mention a single, minor, unattractive item.

6. Why should we hire you? Create your answer by thinking in terms of your ability, your experience, and your energy. (See question 4)

7. What do you look for in a job? Keep your answer oriented to opportunities at this organization. Talk about your desire to perform and be

recognized for your contribution. Make your answer oriented toward opportunity rather than personal

security.

8. Please give me your definition of [the position for which you are being interviewed]. Keep your answer brief and task oriented. Think in terms of responsibilities and accountability. Make sure

that you really do understand what position involved before you attempt an answer. If you are not certain, ask

the interviewer; he or she may answer the question for you.

9. How long would it take you to make a meaningful contribution to our firm? Be realistic. Say that, while you would expect to meet pressing demands and pull your own weight from the

first day, it might take six months to a year before you could expect to know the organization and its needs

well enough to make a major contribution.

10. How long would you stay with us? Say that you are interested in a career with the organization, but admit that you would have to continue to feel

challenged to remain with any organization. Think in terms of, “As long as we both feel achievement-

oriented.”

11. Why are you leaving (did you leave) your present (last) job? Be brief, to the point, and as honest as you can without hurting yourself. Refer

back to the planning phase of your job search where you considered this topic as

you set your reference statements. If you were laid off in an across-the-board cut

back, say so; otherwise indicate that the move was your decision, the result of your

action. Do not mention personality conflicts.

The interviewer may spend some time probing you on this issue, particularly if it is

clear that you were terminated. The “We agree to disagree” approach may be useful. Remember that your

references are likely to be checked, so don’t concoct a story for an interview.

12. What is your management style? You should know enough about the company’s style to know that your management style will complement it.

Possible styles include: task oriented (“I’ll enjoy problem-solving identifying what’s wrong, choosing a

solution and implementing it”), results-oriented (“Every management decision I make is determined by how it

will affect the bottom line”), or even paternalistic (“I’m committed to taking care of my subordinates and

pointing them in the right direction”).

A participative style is currently quite popular: an open-door method of managing in which you get things

done by motivating people and delegating responsibility.

As you consider this question, think about whether your style will let you work happily and effectively within

the organization.

13. Are you a good manager? Can you give me some examples? Do you feel that you have top

managerial potential? Keep your answer achievement and task-oriented. Rely on examples from your career to buttress your

argument. Stress your experience and your energy.

14. What do you look for when you hire people? Think in terms of skills, initiative, and the adaptability to be able to work comfortably and effectively with

others. Mention that you like to hire people who appear capable of moving up in the organization.

15.Have you ever had to fire people? What were the reasons, and how did you handle the

situation? Admit that the situation was not easy, but say that it worked out well, both for the company and, you think,

for the individual. Show that, like anyone else, you don’t enjoy unpleasant tasks but that you can resolve them

efficiently and – in the case of firing someone – humanely.

16. What do you think is the most difficult thing about being a manager or executive?

Mention planning, execution, and cost-control. The most difficult task is to motivate and manage employees

to get something planned and completed on time and within the budget.

17. What important trends do you see in our industry?

Be prepared with two or three trends that illustrate how well you understand your industry. You might

consider technological challenges or opportunities, economic conditions, or even regulatory demands as you

collect your thoughts about the direction in which your business is heading.

18. Your resume suggests that you may be over-qualified or too experienced for this position.

What’s your opinion? Emphasize your interest in establishing a long-term association with the organization, and say that you

assume that if you perform well in this job, new opportunities will open up for you. Mention that a strong

company needs a strong staff. Observe that experienced executives are always at a premium. Suggest that

since you are so well qualified, the employer will get a fast return on his investment. Say that a growing,

energetic company can never have too much talent.

19. How do you feel about leaving all your benefits to find a new job? Mention that you are concerned, naturally, but not panicked. You are willing to accept some risk to find the

right job for yourself. Don’t suggest that security might interest you more than getting the job done

successfully.

20. In your current (last) position, what features do (did) you like the most? The least? Be careful and be positive. Describe more features that you liked than disliked. Don’t cite personality

problems. If you make your last job sound terrible, an interviewer may wonder why you remained there until

now.

21. What do you think of your boss? Be as positive as you can. A potential boss is likely to wonder if you might talk about him in similar terms at

some point in the future.

22. Why aren’t you earning more at your age? Say that this is one reason that you are conducting this job search. Don’t be defensive.

23. What do you feel this position should pay? Salary is a delicate topic. We suggest that you defer tying yourself to a precise figure

for as long as you can do so politely. You might say, “I understand that the range for this job is between

$____ and $____. That seems appropriate for the job as I understand it.” You might answer the question with

a question: “Perhaps you can help me on this one Can you tell me if there is a range for similar jobs in the

organization?” If you are asked the question during an initial screening interview, you might say that you feel you need to

know more about the position’s responsibilities before you could give a meaningful answer to that question.

Here, too, either by asking the interviewer or search executive (if one is involved), or in research done as part

of your homework, you can try to find out whether there is a salary grade attached to the job. If there is, and if

you can live with it, say that the range seems right to you.

If the interviewer continues to push, you might way, “You know that I’m making $______now. Like

everyone else, I’d like to improve on that figure, but my major interest is with the job itself.” Remember that

the act of taking a new job does not, in and of itself, make you worth more money.

If a search firm is involved, your contact there may be able to help with the salary question. He or she may

even be able to run interference for you. If, for instance, he tells you what the position pays, and you tell him

that you are earning that amount now and would like to do a bit better, he might go back to the employer and

propose that you be offered an additional 10%.

If no price range is attached to the job, and the interviewer continues to press the subject, then you will have to

respond with a number. You cannot leave the impression that it does not really matter. That you’ll accept

whatever is offered. If you’ve been making $80,000 a year, you can’t say that a $35,000 figure would be fine

without sounding as if you’ve give up on yourself.

Don’t sell yourself short, but continue to stress the fact that the job itself is the most important thing in your

mind. The interviewer may be trying to determine just how much you want the job. Don’t leave the

impression that money is the only thing that is important to you. Link questions of salary to the work itself.

But, whenever possible, say as little as you can about salary until you reach the “final” stage of the interview

process. At that point, you know that the company is genuinely interested in you and that it is likely to be

flexible in salary negotiations.

24. What are you long-range goals? Refer back to the planning phase of your job search. Don’t answer, “I want the job you’ve advertised.” Relate

your goals to the company you are interviewing: “In a firm like yours, I would like to….”

25. How successful have you been so far? “Say that, all-in-all; you’re happy with the way your career has progressed so far. Given the normal ups and

downs of life, you feel that you’ve done quite well and have no complaints.

Present a positive and confident picture of yourself, but don’t overstate your case. An answer like,

“Everything’s wonderful! I can’t think of a time when things were going better! I’m overjoyed!”

is likely to make the interviewer wonder whether you’re trying to fool him….or

yourself. The most convincing confidences if usually quiet confidence.

26. What are your greatest strengths? This question seems like a softball lob, but be prepared. You don’t want to come

across as egotistical or arrogant. Neither is this a time to be humble.

Prior to any interview, you should have a list mentally prepared of your greatest

strengths. You should also have, a specific example or two, which illustrates

each strength.

27. What are your greatest weaknesses? Be careful with this question! It can be an eliminator question. It is asked to shorten the candidate list. Instead

of confessing a weakness, describe what you like most and like least, making sure that what you like most

matches up with the most important qualification for success in the position, and what you like least is not

essential. Be sure that the interviewer knows that you can think of nothing that will stand in the way of

performing in this position with excellence.

28. Tell me about a situation when your work was criticized. This can be a tough question because it’s a cleaver and subtle way to get you to admit to a weakness. You

can’t dodge it by pretending you’ve never been criticized. Everybody has been. Begin by emphasizing the

extremely positive feedback you’ve gotten throughout your career. However, it’s important to realize and let

the interviewer know that you realize that no one is perfect and you can always improve your performance.

Then, give an example of a not-too-damaging learning experience from early in your career and relate the

ways this lesson has helped you since. If you are pressed for a criticism from a recent position, choose

something fairly trivial that in no way is essential to your successful performance.

Add that you’ve learned from this experience too. This will demonstrate that you learn well from experience

and these lessons are now one of the strongest breastplates in your suit of armor

29. Have you ever had a conflict with a boss? How was it resolved? If you answer “no” to this question, the interviewer will likely keep drilling deeper to find a conflict. The best

answer to this question would be to explain that you have had conflicts, but that it has never been anything

major. Focus most of your time on how you resolved the conflict, instead of the actual problem. This will

prove to the interviewer that you are a problem solver.

30. What qualities do you feel a successful manager, supervisor or boss of any kind should

have? There are two key qualities that most interviewers are looking for: leadership and vision. Expand on what you

think the definitions of those two words are. Follow up by giving an example of a box that you’ve had that has

had both of those qualities and how they influence your work ability.

31. How do you define success? How do you measure up to your own definition? When defining success, think in terms of a sense of well-being. You should give a well-accepted definition of

success that will lead into your own achievements in your career thus far. Make sure that your interviewer

knows that you are happy with the way your career has progressed. You should paint a confident and positive

picture of yourself for the interviewer. Summarize your career goals and how your achievements have helped

your progress down the path of success. Be careful not to overstate yourself.

32. Looking back on your last position, have you done your best work? Think twice before you answer this question. If you answer with an astounding “Yes!” it may appear that your

best work is behind you. If you answer with a confident “No, my best work is ahead of me,” it can seem as if

you haven’t given your all.

The best answer should state that you always try to do your best, but that the best of your career is right now

due to several factors. Take a minute to state or to recap those factors and highlight your strongest

qualifications.

33. How would others describe you? To answer this question honestly, it is important for you to be continually asking for feedback for your

colleagues and supervisors. Stay prepared by keeping track of this feedback as it is given to you. This will

allow you to have a better idea of how you can answer this question. You will also be prepared with a list of

qualities to give to your interviewer if you are asked. It is also wise to be prepared with a letter of

recommendation that can be given to your interviewer. Like previous questions, staying positive is key.

Emphasize your strengths and minimize your weaknesses.

34. Tell me about your least favorite boss. This question is asked so the interviewer can understand how you talk about your previous

boss. It may sound like the interview is looking for a negative answer, but doing so will

create problems. Don’t complain about your previous boss to your interviewer, even if

what you have to say is justified. Your interviewer will conclude that you either don’t get

along with people or that you shift the blame to others. The best way around this dilemma

is to choose an example that’s not too negative, touch on it briefly, and then focus the rest

of your answer on what you learned from the experience.

35. What career options do you have right now? In other words, “How desperate are you?” Prepare for this question by thinking of how you can position

yourself as a desired commodity. If you are still working, describe the possibilities at your present firm and

why you’re looking for something more, whether you need a greater challenge, more responsibility, more

money, etc. If you’re not working, talk about other employment possibilities you’re exploring.

Speak only of these possibilities in general term. Don’t go into too much detail or you may risk the chance of

seeming manipulative or coy.

36. Looking back, what would you do differently in your life? This question is asked to uncover any life-influencing mistakes, regrets, disappointments or problems that

may continue to affect your personality and performance. You don’t want to give your interviewer anything

negative to remember you by. So, think hard before you answer this question. Indicate that you are a happy,

fulfilled, optimistic person and that, in general, you wouldn’t change a thing. However, the interviewer is

looking for a specific answer to this. State one defining moment in your life and what you would have done

differently. Stay positive and let the interviewer know that you are trying to change it into a positive thing for

your future.

37. How do you usually go about solving a problem? The interviewer is looking for the different techniques you use to solve a conflict, whether you brainstorm

with others, write down all your thoughts, or any other technique you may use. The interviewer is also

looking for the outcomes you are able to achieve. Giving an example is the best way to answer this question

most effectively. Include the different problem-solving qualities you have. Are you decisive? Are you a

leader? Are you organized? All of these qualities should be included in your answer.

38. Can you work under pressure? This can be a simple question to answer. However, you must make your answer believable. By answering

with a simple “yes”, the interviewer is going to wonder how you work under pressure and why you didn’t go

into more detail. Back up your answer by providing an example from your list of accomplishments that you

have already prepared before the interview.

39. What makes you angry? When answering this question, you don’t want to come across either as a hothead or a wimp. Your answer

should be based on your personality and the management style of the firm. Researching the firm before hand

and doing your homework will be helpful as you choose your answer.

40. What changes would you make if you came on board? Watch out! This question can derail your candidacy faster than a bomb on the tracks – and just as you are

about to be hired! Remember it doesn’t matter how smart you are, it is difficult to know the right actions to

take in a position before you settle in and get to know the operation’s strengths, weaknesses, key people,

financial condition, methods of operations, etc. The interviewer wants to hear that you are going to make a

difference, but you are going to make a difference based upon experience and the values that the company

already upholds. The interviewer does not want to hear that you are going to come in, turn the place upside

down, and with sweeping grand gestures, promptly demonstrate what jerks everybody’s been for years.

Resources:

"Ten Tough Interview Question and Ten Great Answers." CollegeGrad.com. 2009. Web. 18 Dec 2009. <http://www.collegegrad.com/jobsearch/mastering-the-interview/ten-tough-interview-questions-and-ten-great-answers/>.

"The Best Answers to Tough Interview Questions." studentsaffairs.edu. July 2006. Carnegie Mellon Career Center, Web. 18 Dec 2009. <http://www.studentaffairs.cmu.edu/career/cit/jobSearch/InterviewQuestions.pdf>.

"50 Tough Interview Questions." Unoceo.unohama.edu. Web. 18 Dec 2009. <http://unoceo.unomaha.edu/documents/toughinterviewquestions.pdf