1. If we talk about our review of the past year, what would you say were our achievements?
It is important to ask questions not only to the interviewer but also to the job seeker. This will help the employer understand that you are well prepared about the organization and what to do and they will also be sure that you really want to do the job. Just reviewing one year is not enough, the candidate must have foresight, which will prove that he is fully aware of the organization.
2. When were you most satisfied in life?
Except for entry-level candidates, employers expect the necessary skills and discretion from other candidates. Smart people with experience can adapt quickly and do well in new environments. Therefore, employers pay attention to the character of the candidates and see how well it fits with the culture of the organization. Through this question, employers want to know what makes the candidate happy and how he will be happy working in their organization compared to other companies.
3. Suppose you are hired with respect according to your needs and you love your job, in such a situation, what kind of offer from another company can attract you?
Through this question, employers want to know whether their workplace or money is more important to the candidate. Can any other company buy them for more money? The answers of the candidates in this regard surprise many employers.
4. Who is your role model and why?
Through this question, the candidate’s perspective on personal and professional development is revealed, which is very helpful for success and ambition. It also helps to understand what kind of character traits and behaviors the candidate prefers.
5. What do you dislike doing?
Employers think that if they give a person a job, he will start liking everything about the job, but this does not always happen. Candidates may not answer this question correctly, so many employers ask this question in different ways and sometimes the candidates give the right answer. A salesperson might say that they don’t like meeting new people, or an accountant might say that they don’t like to check their work over and over again. That’s when employers know who to hire and who to not hire.
6. Tell me about the most important job or achievement in your career in your opinion.
This question opens the door to other new questions and gives the candidate a chance to explain themselves from a specific perspective. The employer may also ask additional questions, such as: What position were you in at the time of this achievement? How did it impact the growth of the company? Who else was with you and how did this achievement affect your team? Talking about a specific achievement can easily provide additional information and help you learn more about the candidate. Especially about their work habits and how they work with others.
7. How do you…
Many interview questions can start this way. There are many employers who view interviews as a conversational space rather than a restrictive process, so they like to ask their own questions in the interview. All organizations want motivated, well-organized, well-minded and skilled people, so employers can ask various creative questions indirectly. They can start trusting the candidate by looking at him in the eyes because it is said that the eyes rarely give false impressions.
8. What is your super power or what kind of power do you have inside you?
During the interview, employers can ask candidates about their favorite animal. A candidate may answer that the leopard is his favorite animal because it is quite fast. Then the employer will be able to understand that it is possible to make the candidate do fast-paced work. And later the candidate can spend years and years in that job with efficiency.
9. What is the reason for having so many jobs in these few years?
Through this question, employers try to know the complete history of the candidate’s past work. What motivates the candidate, why he moved from one job to another and why he left a job – these are some of the reasons employers want to know. The employer verifies the credibility and explanation process through the candidates’ answers. There is nothing wrong with moving from one job to another, the reason why the job was left is important.
10. We are constantly trying to make things better, faster, smarter, and cheaper. In other words, we want to do more in less time. Tell us about a recent task or problem that made you better, faster, or smarter.
Good candidates can give multiple answers to this question. And qualified candidates will be excited to answer them. Someone might say that they have only raised the price of their product once in the last decade, but that doesn’t mean their costs have decreased, it means that their entire team was able to keep their prices under control. Each candidate answers this question in their own way, based on their own experience.
11. Tell us about any specific achievements you have made in your previous jobs that will show that you are capable of excelling in this position.
Past performance is usually a measure of future success. If the candidate fails to highlight any successes in their previous jobs, then they may not have much success in the employer’s organization either.
12. Tell us about yourself.
This question gives the candidate a chance to speak for themselves and there is no right or wrong answer to this question. The candidate is free to say whatever they want. The candidate can use their creativity in answering this question because there is no right or wrong answer. This gives the employer an opportunity to know about the candidate’s character, imagination and innovative power. The answer to this question can be in the form of a story and in today’s era where everyone is busy with marketing themselves, it is not bad to market any brand [be it a product or a person] by telling a story. Employers also pay attention to the expression of the candidate while asking this question. If the candidate becomes aggressive, gets uncomfortable, or stops for a few seconds, employers assume that the candidate is not as open-minded and agile as the organization needs.
13. What questions do you have to ask?
Employers often ask this question to test the candidate’s thinking skills, to see how prepared they are and how strategic they are. Many employers believe that a person should be judged by their questions, not their answers.
14. Tell me about a time when you wanted something but didn’t get it, maybe you asked for a promotion but it didn’t happen, or a task didn’t go as you expected.
This question is simple but can have a lot to say. Candidates may say they understand the importance of teamwork, but that doesn’t mean they are truly capable of working well as part of a team. Employers want people who will take initiative and see themselves as a team player. In this case, candidates usually answer based on three main factors: 1) shyness, 2) personal incompetence, or 3) development opportunities. Many organizations want people who are able to meet goals and work beyond their responsibilities, who have the right perspective. If a candidate blames others, speaks negatively about employees at a previous organization, or speaks in a way that suggests they are not willing to be a part of the team, the employer will know that the candidate will not do well in their organization. However, if they are willing to understand their responsibilities and put their learning to use, they can be a great asset to the organization.
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