Office Assistant Interview Questions

Office Assistant Interview Questions

Are you in the market for an office assistant job? Make sure you’re prepared for whatever your interviewers ask by rehearsing answers to the interview questions on this list:

• Tell me about your previous work experience as an office assistant. 
• What were your primary responsibilities? 
• What type of duties did you handle in previous positions? 
• What type of reporting structure did you work within in previous jobs? 
• What skills do you consider to be your greatest strengths? 
• Do you have experience maintaining office equipment? If so, what type of products? 
• Tell me about a complex project you were tasked with completing under deadline. 
• What type of documents and formats have you generated in the past? 
• What have you done at your present/last company to increase revenues, cut costs or save time? 
• Tell me what you’ve done to improve your skills as an office assistant. 
• Why do you think you’re a great fit for this position? 
• What type of schedule are you looking to work? 
• Would you be available to work extra hours if needed?

Resource: monster.com

Ace Quantitative Interview Questions

In quantitative interviews, the questions are designed to measure your brainpower. That’s why the most important thing you can do during a quantitative interview -- beyond having great analytical skills -- is to think out loud.

Companies use quantitative interview questions to test the limits of your knowledge, as well as the techniques, applications and methods you use to attack and solve problems. These kinds of questions are most likely to turn up in interviews for positions requiring analytical skills in investment banking, business analysis and research, capital markets, marketing, and applications systems and technology.

Common quantitative questions include those designed to probe:

• Your Logic and Deductive Reasoning Skills: How many gas stations are there in the United States?
• Your Math Skills: How many times a day do a clock’s hands overlap?
• Your Knowledge in a Particular Field: What is the best valuation method to use when evaluating a technology company?

No matter how smart you are or how hard you studied in school, you shouldn’t expect to know the answer to every analytical question put to you during an interview. “A good interviewer will find out where the knowledge of the candidate ends, and the candidate very often gets to a point where he or she has to say, ‘I don’t know,’” says E. Daniel Raz, principal of Analytic Recruiting in New York City, who has nearly three decades of experience placing candidates in quantitative jobs.

The best way to deal with analytical questions is to take your time, listen and then talk through your thought process, says David Schwartz, a financial services headhunter at D N Schwartz & Co. in New York City. “If you talk through your thought process and get the right answer, people will be happy,” he says. “If you talk through the thought process and get the wrong answer, but it’s the right process, the interviewer may still be happy with you. If you talk and yours is not an analytical thought process, people will think this is not the right career for you.”

Approach with Caution

Before you begin to answer an analytical question, be sure you fully understand it. “You’re always allowed to ask questions, to modify things or ask for an explanation,” Raz says. “Just make sure you don’t ask stupid questions.”

Take time to think quietly to yourself and jot down notes. (Ask for a pencil and paper if you didn’t bring them.) Once you know where you’re going, give your answer in a cooperative, collaborative, friendly and conversational manner.

Whether the question has an exact answer or not, you should then begin to think out loud in a way that shows the building blocks you used to arrive at your answer.

What happens if you suddenly realize you’ve giving a wrong answer? “Stop and say, ‘I was a little excited -- let me give you a second answer,’ even if it comes to you three questions later when you’re more relaxed,” Raz says. “If you figure it out on the subway on your way home, send an email as soon as you get home saying, ‘I’m really embarrassed to tell you, but…’ or ‘I thought about it all night and came up with this answer -- is it right?’”

If you don’t know the answer, your goal should be to avoid looking foolish. Give an honest, logical explanation as to why you don’t know the answer, Raz says. “If it’s something that you’ve forgotten or should have known, but didn’t, put it in perspective by saying ‘I didn’t do that, but I did this similar thing, which I’m very familiar with,’ and then lead the conversation to an area of strength,” he says.

Combine Analytical and Behavioral

If you have hot analytical skills, you’ll want to display them, even when the questions you’re asked are behavioral rather than quantitative, says Gillian Steele, managing director of DePaul University’s Career Center.

“Most interviews these days use behavioral questions, and we prepare students for those by having examples and stories ready of various situations,” she explains. Use these questions to highlight your analytical skills. “Describe the situation, the challenge, what you did and what was the result,” Steele says.

In a Personable Way

Brilliance alone isn’t going to land you most analytical jobs. Work is a social environment where personality and communication -- your body language, eye contact, how much you smile -- are extremely important, too.

Acting intelligent in a quantitative interview will overcome an inability to answer certain questions in some interviews, but not all. “If you have the right personality, the manager may say you’re not 100 percent, but what a nice guy [you’d be] to work with,” Raz says.

Resource: monster.com

Receptionist Interview Questions

Receptionist Interview Questions

Do you have an interview for a receptionist job coming up? Make sure you’re ready by rehearsing answers to the interview questions on this list:  

 

• Tell me about your previous work experience as a receptionist. 
• What were your primary responsibilities? 
• Do you enjoy interacting with the public? 
• How many people on average did you interact with on a daily basis? 
• How did you add value to your role as receptionist? 
• What type of security protocol did you follow? 
• What type of telecommunication systems are you familiar with using? 
• Tell me about your computer skills. 
• What additional responsibilities did you take on as receptionist? 
• What have you done at your present/last company to increase revenues, reduce costs or save time? 
• What do you know about this company and our services? 
• What makes you a great fit for this position? 
• What type of schedule are you looking to work? 
• Would you be available to work extra hours if needed?

Resource: monster.com

All-Time Deal-Killing Questions to Ask on Your Interview

10 Worst Interview Questions to Ask

By John Kador, Monster Contributing Writer

Whenever I meet people who routinely interview job candidates, I always ask them to tell me the worst question they were ever asked by an applicant. I’m constantly startled by what some applicants apparently believe is in their interests to ask. Here are 10 of the worst, most self-limiting questions that applicants have actually asked and the (usually unexpressed) comments of the recruiters who fielded them:  

More Resources from Monster:

Six Interview Mistakes Update Your Resume Search for Jobs

1. How many warnings do you get before you’re fired?
The better question is: How many warnings do you get before you’re hired? The answer is one. Thanks for providing it.

2. Is job sharing a possibility?

Possibly, but does this mean you can’t give us a commitment for full-time work?

3. Can you tell me whether you’ve considered the incredible benefits of telecommuting for this position?

Why do you want to get out of the office before you’ve even seen it?

4. Is relocation a necessary part of the job?

The very question raises doubts about your willingness to relocate. Even if the person selected for the position is not on a relocation track, the negativity of the question makes me wonder whether you’re resistant in other areas as well.

5. I understand that employee paychecks are electronically deposited. Can I get my paycheck the old-fashioned way?

You’re already asking for exceptions. What’s next? And are you afraid of technology?

6. I won’t have to work for someone with less education than I have, will I?

We’ll spare you that possibility. You clearly have a chip on your shoulder. Why should we take a chance that you don’t have other interpersonal issues?

7. Can I see the break room?

Sure, it’s on your way out.

8. What does this company consider a good absenteeism record?

It starts with guaranteeing your absence. 

9. What is the zodiac sign of the company president?

Not sure, but his sign is opposite to yours. There will never be conjunction.

10.  Is it easy to get away with stuff around here?

It would be a challenge even for someone with your credentials. Too bad we’ll never find out. 

Yes, Virginia, There Really Are Dumb Questions

It’s hard to generalize about such stunningly bad interview questions, but they all are forms of “me” questions -- questions that appear to put your needs before those of the employer. The best interview questions focus on what the applicant can do for the company, not what the company can do for applicant. Remember, interviewers will be asking themselves, “Do I really want this person in the next cubicle?” Be certain that the questions you ask don’t raise barriers or cause interviewers to doubt your professionalism. Remember, your goal in the interview is to get an offer. Once you have the offer, that’s the time to ask what the company can do for you.  

Rules for Asking Better Interview Questions  

• Ask Open-Ended Questions: Closed-ended questions can be answered “yes” or “no” and begin with words such as “did,” “have,” “do,” “would” and “are.” Open-ended questions usually begin with “how,” “when” and “who” and create opportunities for a conversation and a much richer exchange of information.
   
• Avoid “Why” Questions: Queries starting with “why” often come off as confrontational and can make the interviewer defensive. Reframe using “how.”
   
• Avoid Long Questions: One point per question, please.
   
• Avoid Obvious Questions That Are Easy to Look Up: Otherwise you look lazy.
   
• Avoid Leading Questions: Leading questions signal the interviewer that you are looking for a specific answer or are being manipulative. 
   
• Ask Questions the Interviewer Can Answer: Want to make interviewers defensive and uncomfortable? Ask them questions they don’t know the answer to or can’t answer because of confidentiality. 
   
• Get to Yes: Your goal is to end the interview on an affirmation. In fact, the more “yeses” and statements of agreement you can generate, the better off you will be.

Resource: monster.com

What Would Your Colleagues Say About You?

It’s one of the more challenging job interview questions: “What would your colleagues say about you?” Instead of fumbling around for an answer, prepare for it ahead of time and you can slam dunk this difficult personal question.

Why Ask Interview Questions Like This? 

Most prospective employers ask this interview question to see if the description you give synchs up with the impression you’re making. “Some people are really good at interviewing,” says Sarah Baker Andrus, director of external relations and academic programs at CutCo in Olean, New York. “It’s a great way to measure if the person is the real deal.”

It’s also handy when doing due diligence. “Asking candidates this question also gives me something concrete to discuss when I call their work references,” she says. “They’ll either gush or pause, and either way it’s telling.”

Ask Your Sources

It’s a good idea to check in with former colleagues and employers to find out how they’d answer this question. Their answers will give you some useful material. Additionally, this will help you identify who among them would be good references.

“I would start thinking about coworkers who look on you favorably,” suggests Kathleen Steffey, founder and CEO of Naviga Business Services, a sales and marketing recruiting firm in Tampa. “Send these people a little friendly but honest feedback survey in advance that asks them how they felt about your work.”

Lee Perrett, a senior vice president with Tyler & Company, a healthcare executive search firm advises you “pick the best replies that can be tied back into the position or company you are interviewing with.”

If you don’t feel comfortable reestablishing contact, go back through your performance appraisals and pick out keywords like hard-working, tenacious, great attention to detail, excellent salesperson, etc. “A potential hiring manager may check your references, so it’s important to be honest and consistent with the feedback you give the interviewer, and the feedback the former manager or colleagues will give,” he cautions.

Respond Thoroughly

Avoid the temptation to use those key descriptors as your complete answer, however. Instead, use that information to introduceconcrete results. Anyone can say they’re reliable, for instance, so you want to show how you were reliable.

“An applicant is going to be seen as much more sincere and believable if they have tangible, articulated examples,” explains Rick Moore, a senior vice president for staffing firm Volt Services Group. “By having a clear example, they have created an image that the interviewer can easily relate to and reflect upon at the conclusion of the dialogue. Think: How can I use real life situations and describe something well enough that the interviewer feels like they were there?’”

Andrus has another idea. Use the question as an opportunity to show you’re interested in improving by saying something like this: “My boss would probably tell you I didn’t get off to the greatest start, but by the end of the summer she knew she could count on me” followed by an example of that. “Talk about a challenge you had and overcame related to how people saw you,” she notes.

Now you’ve got the keys to unlock one of the toughest interview questions you may be asked. A little networking and some preparation will put you at ease with answering interview questions like this one.

Resource: monster.com

vReason for leaving a job: What to say in an interview

There are many reasons you might have left your last job, and not all of them are rosy. Perhaps you worked for a toxic boss or you met obstacles on your way up the ladder. Or maybe you were just plain bored with your work.

When an interviewer asks you why you want to leave your current job, he or she wants to try to “understand your motives and gain insight as to how [you] handle work relationships,” says Duncan Mathison, author of Unlock the Hidden Job Market: 6 Steps to a Successful Search When Times are Tough. “In particular they are asking themselves, ‘Will they leave us in the lurch if they become dissatisfied?’ or ‘Is there some dirt here?’” In short, asking “Why did you leave your last job?” is one way for the interviewer to ensure you’re a person of integrity.

How to answer interview questions like this

The best strategy for effectively answering this tough interview question is to prepare for it. Here’s how to be ready and how to recover when you’re not.

Emphasize results

Do: Focus on results: Make a list of things you accomplished in your last position and focus on those, ending with something like, "‘Having successfully done that, I'm ready for another challenge,’" suggests Stephen Balzac, president of 7 Steps Ahead, a business consulting firm in Stow, Massachusetts. “Now what you're saying to the interviewer is: ‘You can count on me to get results and stay here until I do.’"

Don’t: Answer in a way that doesn't reassure the interviewer. “Answers such as, ‘I wasn't being challenged’, ‘The work was no longer interesting’ or ‘The pay was too low’ all say the same thing to the interviewer: that you might leave at any time if things aren't to your liking,” says Balzac.

Recover: If you give a bland answer, circle back to it quickly. And if you can’t, revisit why you left your last job just before you end the interview. This allows you to leave the interviewer with your previous accomplishments top of mind.

Be polite

Do: Remember that employers run the show and can act as they see fit, according to Mathison. “Yet at the same time, make it clear that the organization you seek has the qualities to perform at a higher level,” he says. An example: “We all know that sometimes promises exceed reality. Our CEO was comfortable, as many are, with pushing the limits. But I feel that lasting business partnerships and profitability are built on my ability to deliver on my promises, so I’m looking for that type of company.”

Don’t: Badmouth the boss or the company. “That implies you may be difficult to manage,” Mathison says.

Recover: Acknowledge you were hard on your previous employer and restate your answer like this: “That might be a little harsh. I know that my former company is trying to do its best under the circumstances. I’m looking for a company that’s a better fit for me.” This also shows that you’re self-aware and have decent manners.

One final Tip for the interview

Don’t dwell too long on your previous employer—the interview is about you, after all. “Always bring the conversation back to your results and reliability,” Balzac notes.

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Resource: monster.com

Recruiter Roundtable: Behavioral Interviews

By Yahoo! HotJobs

The Recruiter Roundtable is a monthly feature that collects career and job-seeking advice from a group of recruiting experts throughout the US.  

The question we put before our panel this month is: "How often do you askbehavioral interview questions, and how would you suggest candidates prepare for those types of questions?"

Review Real Situations

Behavioral interview questions are common and can be valuable since they help hiring managers learn how job seekers have handled real situations and challenges previously in their careers. There are a couple of steps candidates can take to prepare for these questions. First, anticipate the types of situations the employer may want to discuss. While every interview is obviously different, there typically are common inquiries; the hiring manager may want you to describe a time you solved a business problem or overcame a client objection, for example. Once you have an idea what you may be asked, identify specific experiences you want to share that demonstrate why you are the right fit for the job, and practice delivering your responses.

-- DeLynn Senna, executive director of North American permanent placement services, Robert Half International

Share the Behavior's Impact

Our primary interview strategy is based on asking behavioral interview questions. We understand that past behavior is the best predictor of future behavior. Interviewing is more about getting good answers, not asking clever questions. Candidates should identify key experiences that demonstrate accomplishment, leadership, motivation, communication, problem-solving, the ability to learn quickly and success working in groups. Candidates should be prepared to give specific examples of behaviors in these areas. Questions often start with the phrase, "Can you give me a time when…?" After giving an example of a behavior that demonstrates these attributes, candidates need to be prepared to share the effects of these behaviors. How did it help you become the person you are today? What did you learn? How did your behavior help others? Why would this demonstrate you are capable of performing at a high-level in this position? We focus on the candidate's ability to do the work, not get the job. Our questioning is designed to identify a trend of consistent high-quality performance.

-- Bill Woodington, learning & development manager, Wells Fargo Audit & Security

Validate Your Answers

I always ask behavioral questions, and you should be ready to answer them as more and more recruiters are using them. As a candidate, you should know which skills or tasks you want to use the most or the ones required by the potential job. After you brainstorm on situations that you faced in the past that are applicable, identify some examples on how you dealt with them. Validate that your actions/examples were appropriate then, perhaps by asking colleagues to provide third-party validation.

-- Yves Lermusi, CEO, Checkster

Resource: monster.com

Tough (and Sometimes Strange) Interview Questions in Tech

Tech has a reputation for tough interview questions, with Google being one of the most rumored companies to ask its potential employees complicated brainteasers and other tough -- or sometimes downright strange -- questions. While Google is alleged to have banned some of its tougher interview questions, the logic behind this interview practice remains at plenty of tech companies.

Why is it that tech is known for asking potential employees tough questions? “Developers, network administrators, programmers, etc. must be excellent problem solvers and quick to think on their feet. A critical mind that responds well to challenges is necessary. Asking off-the-wall questions is more about seeing how a candidate responds to the unknown and how they creatively solve problems. Responding well to a crazy question could indicate a candidate's ability to solve a crazy bug or glitch in a system or program,” states Healther Neisen, HR Manager of TechnologyAdvice.

Chances are, if you find yourself in an interview for a tech position, and the questions seem a bit odd, they might be testing certain aspects of your personality. Whether the interviewer is trying to gauge how patient you are, your level of critical thinking, or some other trait that will be necessary in the position, there is a reason behind even the oddest interview questions. Well, most of the time, at least.

Here is a list of some of the toughest, weirdest, and most innovative interview questions and practices in tech.

Explain the Internet

Michelle Burke, Marketing Supervisor of WyckWyre Food Industry HR Systems, says she often asks employees to "explain the Internet to someone who's never heard of it before?" The reasoning behind this question is to determine an applicant’s “problem solving skills, attention to detail, patience levels, and overall customer service techniques.”

Why Shouldn’t I Hire You?

This question takes a unique spin on “What is your greatest weakness,” by testing an applicant's honesty. Most of us know by now that we are supposed to spin the “greatest weakness” question into our greatest strength, but Burke’s company isn’t interested in how good you can make yourself look. Burke states, “Honesty is the best policy in an interview. If we can tell an applicant is lying by saying 'Don't hire me because I'm too organized,' we don't suggest hiring them. Honest answers such as 'Don't hire me because I have too little experience, but I plan to expand that in this job by doing 'x',' are great responses because they show honesty but with a plan to succeed within the company.”

Ping Pong

At TechnologyAdvice, HR Manager Heather Neisen asks potential employees to join in on a game of ping-pong. “We did a short trial run of observing candidates' responses to varying levels of difficulty in a game. We were able to see their reactions in real-time how they reacted to challenges and adversity as we played. We found this method was not only fun, but very insightful in seeing someone's ‘true colors,’ since in-person interviews are often rehearsed for both employer and employee - games of ping pong are definitely not!”

The Imposter

Sometimes you might never receive an explanation for the strange interview process, which was the case for Jamie Gianna. During an in-person interview, he noticed the COO of the company was asking him questions about what he ate for breakfast and where he purchased his tie. After asking Jamie what animal he would describe himself as, the interviewer answered his own question, “He jumped up onto his seat and said ‘for myself I would be a monkey’ and began with gesturing arm movements, grunting sounds and swinging side-to-side. Suddenly the door opened up and there stood the COO. ‘Jimmy get out of here now’ he screamed.” While Gianna can’t know if he was being tested, or just the victim of a practical joke, it taught him to remain calm and to expect the unexpected, because “you never know when you might meet your own Jimmy.”

The Stress Test

Hunter Nuttall, founder and CEO of NextChore, wasn’t sure if an interview was the result of a hasty interviewer or a strategic stress test. “I once had an interview filled with tricky logic questions. The weird thing was that the interviewer was reading the questions lightning fast over the phone. I was trying to write down all the details but couldn't keep up. I had to ask him to repeat each question a few times. Some people thought it was a stress test to see if I'd crack under the pressure. I took the job though.”

Search job openings on Monster to land your next tech interview. 

Monster wants to know: What is the strangest, toughest, or weirdest question you've ever been asked in an interview?

Resource: monster.com

Three Ways to Explain Your Resume Gaps

You’ve got a stellar resume, impeccable references and a ton of experience. You also have an eight-month gap in your employment history. And while that time you spent cliff jumping and swimming with dolphins was personally enriching for you, it may signal total slacker to prospective employees -- if you don’t spin it the right way. Here are ways to explain your time off. 

Have an answer ready: Interviewers will want to know why there is a gap in your job history and what, if anything, you did during that time. When applying for a job, acknowledge the gap in your job history in your cover letter and briefly explain the reasons for the period of unemployment. In the interview, you can talk more about it at length. Don’t go in unprepared, hoping the employer will gloss over it. Not having a reason for your employment gap only leaves it to the employer’s imagination. 

Put a positive spin on it: Not all employment gaps are due to layoffs or getting fired. You may have taken time off to take courses, freelance or travel -- all of which can make you a better candidate for the job. List the courses you’ve taken and explain how they will help in this new position. Talk about your freelancing experience and what you learned and accomplished during that time. Share your travels with your prospective employer. At the very least, they may find comfort in knowing you’ve “been there, done that” and won’t be taking off any time soon to travel the world again! Adding in this kind of detail to your resume will also supply the additional details that Monster’s search-and-match technologies use to find you several great options that are the most tailored to what you’re looking for.

Always be honest: While a gap in your resume isn’t a surefire reason to reject you, being dishonest is. If you were laid off from a company, don’t omit it from your resume. List the dates you worked, and if interviewers want more details, they’ll ask for them. If you chose to leave your previous job, let the employer know. You can then say that you were fortunate enough to take time off to figure out your next move and apply for jobs you want to do, not just what you can do. Unemployment happens. Being honest about your situation gives the employer a sense of your integrity and confidence -- two characteristics every employer is looking for.

About Nicole: 

Career expert and best-selling author of Girl on Top, Nicole Williams is redefining the world of work -- making it glamorous, entertaining and relevant to modern women. Nicole founded WORKS by Nicole Williams in 2006 with the vision of building the first media and content company focused on career development specifically for the highly dynamic and powerful market of young professional women. Her Web site, Nicolewilliams.com, is the go-to destination site for modern working women.  

Resource: monster.com

Interview questions: Describe your work style

During the course of any job interview it’s likely you’ll be asked to describe your work style. How you answer this interview question will help the interviewer determine how well you’ll fit into the company.  

When the interviewer asks this question, here are five key points he is looking to find out about you:
 

1. Do You Like to Work Autonomously or Collaboratively?

During the job interview, detailing how you work with others is important. The vast majority of companies value a collaborative work style. If you prefer working independently, the best way to answer this interview question is to say, “While I do my best work alone, I like input and feedback along the way.” This will communicate to the interviewer that you value the opinions of others, but prefer executing primarily on your own. If you enjoy working collaboratively, let the interviewer know that. Elaborate on the process and rewards (synergy, fun, superior results, etc.) that come from working closely with others.

2. How Do You Like to Work with Your Boss?

This is one of the most common interview questions. The interviewer wants to see if you and the boss would work well together. Some people prefer a boss who simply states the goal and then lets them run with it. If that’s you, say, “I like a manager who sets the main objective and then lets me figure out the best way to reach it.” Others may prefer having the boss give more specific direction up front. If that’s more your style, in the interview, emphasize that, in return, you like to provide regular updates to your boss so he’s informed about the status of the project.

3. What Is Your Communication Style?

How you communicate is part of your work style. The interviewer may ask if you like to communicate through email, phone or in-person meetings. Some cultures place a premium on written communication, while others are less formal. Email is generally more efficient; however, it’s important to balance email with a personal touch -- whether it’s a phone call or meeting. During the job interview, discuss the framework in which you typically communicate. For example, some people like to give an overview while others get deep into the details. Both can work depending on the situation and audience. A more balanced approach to this question would be, “I tend to give the overview and then a few supporting details.”

4. What Hours Do You Work?

Let the interviewer know how many hours you work in the course of a day. Some people like to get in early and leave before rush hour, while others conform to whatever the work hours are. What the interviewer wants to hear is that you are committed to doing whatever is necessary to be successful, so you might want to say something like, “I’ll work as late as needed to get the job done.”

5. Do You Plan Your Day?

During the interview, talk about how you approach your day. People who plan their days typically get more done. Let the interviewer know that you focus on getting the most important things done first. This will let her know that one of your strengths is prioritization.

Being asked to describe your work style is an open-ended question -- and your opportunity to focus on the things that will portray you in the most positive light. For example, if you say, “I start at 7 a.m., like to work collaboratively, plan my days and always make sure I get the most important things done early,” that helps the interviewer picture you successfully doing the job. You can’t ask for a better result in a job interview than that.

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Resource: monster.com

Recruiter roundtable: Tips for handling the weakness question

The question we put before our panel this month is: "Being asked about one's own 'biggest weaknesses' in a job interview is considered (by many job seekers, at least) one of the worst interview questions. Do you ask candidates this, and how would you recommend candidates answer this question in a job interview without being phony?"

Be up front

There are times when I ask job candidates this question. It's not that I want to nitpick or make people feel uncomfortable, but rather I want to see in which areas they feel they need to improve and what they are doing about it. In order to advance professionally, we all need to be able to honestly identify not just our strengths but also our weaknesses and how we can upgrade in these areas.

I recommend that job candidates be up front during interviews. Don't say you have "no weaknesses" or "work too hard." Instead, tell hiring managers what you are working on improving and what you've done to build your skills in these areas.

One thing to keep in mind: If one of your weaknesses is directly related to the position and could potentially take you out of the running, the opportunity may not be right for you.

— DeLynn Senna, executive director of North American permanent placement services, Robert Half International

Let the job description guide you

First, make sure you truly understand the job duties before the interview starts. Match the job duties with your strengths. What is a strength you have that someone may consider as a weakness?

For example, if you apply to a sales job, your weakness could be "not quick to close":  "I really take a lot of time to listen to a customer before I provide recommendations. A lot of sales people are quick to answer, but I spend time making sure I understand the customer's needs." Salespeople need to be good listeners although they don't always come across that way.

Another example is if you applied to a very detail-oriented job, your weakness is you are a perfectionist. The hiring manager needs someone that pays close attention to the little things.

In summary, a weakness on one hand is a strength on the other.

— Amanda Mertz, lead recruiter, Wells Fargo Home and Consumer Finance Group

Will it match your references?

The importance of this question is often not the candidate's answer per se, but whether or not the candidate's referencesrespond in a similar manner. In short, it is a way for employers to assess the candidate's awareness of his or her own strengths and weaknesses.

— Yves Lermusi, CEO, Checkster

Choose wisely

This is definitely a popular question that we often ask, and a lot of our clients also like to include when interviewing candidates. While "weakness" is a harsh word, remember that nobody is perfect, and we all have areas of development that we need to work on.

Employers are cognizant of this and ask the question for two reasons — first, to make sure your weakness isn't a skill they need someone to have mastery of immediately, and second, to see how you handle yourself under pressure and when asked tough questions.

We advise our candidates to be honest and focus on a weakness that is not one of the top three qualities required for the job. Also, be sure to describe how you've already taken steps and made strides in strengthening this skill, showing your ability and desire to constantly learn and grow.

— Kathy Gans, senior vice president, Ajilon Professional Staffing 

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Resource: monster.com

Own the Interview: 10 Questions to Ask

Own the Interview: 10 Questions to Ask

By Larry Buhl

For many job seekers an interview can seem too much like an inquisition. That's usually because they're doing all the answering and none of the asking.

"Somewhere in the interview you have a chance to impress the employer on your own terms and see if the job is a good fit for you," says Florida-based career coach and executive recruiter Jonathan Milligan. "And you absolutely should take this opportunity. By asking the right questions you can determine if the job is right for you and also show you're engaged and interested in the job."

Employment experts identify five key question areas where you can gain insight, put yourself in a good light and take some control in the interview.

Identify Their Pain:

• "What is one of the biggest problems the company faces that someone with my background could help alleviate?"
• "If I started in this job tomorrow, what would be my two most pressing priorities?"

Find Out Where the Company Is Going:

• "Where do you see this department/company in five years?"
• "What are the long- and short-term goals of the company/department/work group?"

Determine Whether You'd Fit In:

• "How would you describe your company's culture?
• "What tangible and intangible qualities attracted you to the organization?"

Show You're Really Interested:

• "What additional information can I provide about my qualifications?"
• "What are the next steps in the selection process?"

Ask Follow-Ups:

• "Can you clarify what you said about...?"
• "Can you give me some examples of...?"

"By requesting clarification or examples, you show interviewers you care and that you're thinking deeply about the issues they brought up," says learning and development consultant Bill Denyer. He suggests taking notes in the interview, using keywords to jog your memory of what was discussed but not burying your head in your notebook.

What you don't want to ask are questions with obvious answers, according to Susan RoAne, author of Face to Face: How to Reclaim the Personal Touch in a Digital World.

"You really need to do your homework," RoAne says. "Before the interview, go to the company Web site and use search engines to get up to speed, and browse social networking sites to see who knows what about the company."

And never, never ask an interviewer, "How long is the vacation?" or "What does your company do?'" RoAne added.

Some experts suggest waiting for the inevitable "Do you have any questions for us?" at the interview, while others recommend looking for conversation openings to ask appropriate questions.

"It depends on the situation," Milligan says. "If the interviewer seems to be reading from a sheet of questions, don't interrupt. If it's a more casual conversation, you may have chances to turn the questions back on the interviewer."

RoAne advises job seekers to remember "the job interview is a two-way street."

Resource: monster.com

How to Answer Key Interview Questions When You’re Overqualified

How to Answer Interview Questions When You’re Overqualified

Especially in times of high unemployment and financial distress, many candidates will apply for jobs for which they are, by conventional standards,overqualified. Does being overqualified mean you’ll be disqualified if you’re lucky enough to face an interviewer? Not if you handle the interview wisely. 

First, calm yourself with the thought that it’s normal for candidates who are something more or less than a 100 percent match to be considered as finalists. “You never find the perfect candidate,” says Paul Falcone, an HR executive and author of 96 Great Interview Questions to Ask Before You Hire. “Everyone’s too heavy or too light in qualifications.”

If you’re lucky, you may even find that your prospective employer is pleased that your wealth of skills and experience exceeds the position at hand. “Sometimes my clients like to hire an overqualified candidate,” says Greg Gary, managing director of Technisource, an IT recruiter. “The theory is that a great manager surrounds himself with people who know what he doesn’t know.”

Next, acknowledge that the depth of experience you may have glossed over in your resume cannot be denied in the interview. “You’re not going to sell yourself if you’re misrepresenting yourself,” says Sylvia Lafair, a consultant and author of Don’t Bring It to Work: Breaking the Family Patterns that Limit Success.

Indeed, “it’s better for the candidate to take the objection of overqualification and hold it up under the light from the beginning of the interview,” says Falcone. In that spirit, take a look at some interview questions the overqualified candidate is likely to encounter and suggestions for how you can respond effectively.

What will motivate you in a job that won’t make use of many of your qualifications? 

The first thing an HR or hiring manager has to worry about is that the open position won’t stimulate you enough to keep youmotivated. Since you can’t successfully argue that the job requirements will offer a healthy stretch of your capabilities, try a different approach.

“You can never be overqualified in your enthusiasm, your thirst for learning and desire to mentor,” says Lafair. “You’re selling you, not your skills.”

Given our company’s sluggish near-term outlook, you can’t expect a promotion anytime soon. Is that OK with you? Why is it OK? 

Clearly you don’t want to say, “It’s OK. I’m happy to languish in a job that rarely challenges me, for however long.” Better to say: “I’m excited to learn as much as possible about your organization while I do my job every day. I’m confident that after the economy turns around, your company will offer further opportunities for me.”

Frankly, I’m concerned with this organization’s ability to keep you here. Aren’t you going to get bored or frustrated? 

Interviewers’ next concern about overqualified candidates is that they’ll leave for greener pastures at the economy’s first uptick. “The hiring manager has to recognize that if the hire is overqualified, [he] will continue to look,” says Gary. Counter this fear by offering examples of how you found opportunities for professional growth in previous positions you held for considerable periods.
Why should I believe that you’re going to stay with our company? 

Savvy interviewers are likely to challenge you on your contention that you’ll stick with the company even if you’re “underemployed” for an extended time. The trick, again, is to demonstrate you have a professional work history of sticking with it. “If your resume is tenured rather than choppy, point this out to the interviewer,” says Gary. “Point out how long you were at your last job, and say that what matters to you is fitting in.”

Starting out at the level of this position, what future do you see for yourself with our company?

When you talk about the future, keep talking about yourself and your prospective employer as business partners. “Emphasize that you are excited about the company and see good opportunities that can keep you there for a long time,” says Rodney Capron, CEO of Pongo Resume. The trick here is convince the interviewer that you’re looking for steady advancement in the long run, not a rapid series of promotions.

What would you tell an employer in five years about why you took this job? How would you justify it?

This is a tough interview question, because you’ve got to portray yourself as ambitious and yet realistic about your prospects. Work to persuade the interviewer that you’ve got a talent for making the most of any professional opportunity, and that you’re confident that after five years you will have notched substantial achievements with the company.

Resource: monster.com