How to answer tricky interview questions
14 December 2010
Read by 1604 persons
In interviews, destabilizing or deceptively naive questions are asked to test our skills and personality. These examples will help you to prepare and answer without getting flustered.
Even the most confident candidate generally dreads the job interview. Often, recruiters put the reasoning and communication skills of their interlocutors to the test. Be careful with your answers. Your interviewer will carefully analyze them, both in terms of content and form. Without making a big deal of it, it is advisable to prepare. To help you, we will review a series of tricky questions that tend to come up often.
"Could you tell me a little more about yourself?"
This question is tricky because it is extremely open-ended. What does the recruiter really want? To get a first idea, based on what you tell them about your professional background, of what you can bring to the company. And in terms of form, they want to test your ability to react and your ease of expression. Some candidates, thrown off, stammer or remain vague. This is a bad point, because you must answer quickly by delivering a smooth and concise speech that links your personality, your experience, and the position to be filled. For example: "I worked in such and such companies, then in consulting. I have always had a culture of success and I know how to take calculated risks. I am proactive and curious. Because I have the ability to get people to work together, I became a manager." Without going on too long, illustrate your points with concrete examples that will show that you correspond well to the profile sought. Beware of follow-up questions about your professional past! If you left your previous company because of a bad atmosphere and you are asked: "It was really hell with management?", don't get into that game. Instead of attacking your former boss, briefly explain their shortcomings and their negative impact on the department's operation. Today, we are looking for managers who know how to negotiate and find solutions. Not cowboys who add fuel to the fire.
"How many times in a day do the hands of a clock overlap?"
In the face of this kind of riddle, don't panic. It's not about finding the right answer at all costs (in this case, 24 times in 24 hours, since the minute hand overlaps the hour hand once per hour). The recruiter is less interested in testing your reasoning skills than your ability to improvise. Take the time to analyze the problem, aloud if necessary, then propose a logical method. Don't delay too long in giving an answer; it's not the solution that will determine your career. If you are not applying for a position as an engineer or scientist, you can even consider getting out of it with a joke: "Sorry, but I only wear liquid crystal watches, I hate anything that ticks." Above all, don't react blankly by saying "no idea" or "the solution is impossible to find": you could be perceived as someone who gives up easily or who is disinterested in problems.
"What particularly interests you about this position?"
The purpose of this question is to assess your motivation. Two scenarios can occur. First hypothesis: you have precise information about the function and the company that is recruiting. You must then use this knowledge to show the interest you have in the company, its products, and its services. Also explain that the position is in line with your professional career. Then ask additional questions about the function and career prospects in two or three years.
Second situation: you do not know the name of the company or its managers – this is often the case during the first interview with a headhunter. Don't risk vague answers such as "I like it a lot" or "it suits me". If you feel that you have not been given enough information to give an opinion, say so. Like this candidate, a financial director, who retorted: "I perfectly understand that you want to keep certain information confidential, but I can hardly, on my part, be precise until I know a little more." An answer that went beyond "politically correct" and which pleased the recruiter with its sincerity.
"In your opinion, what are your weaknesses?"
This is, par excellence, the question that scares people. The candidate thinks that if he reveals himself, he can say goodbye to the position. The reflex is often to cite flaws that can be considered qualities, such as "I am a perfectionist" or "I am a workaholic". Not fooled, the recruiter will insist to break the shell and get a real answer. Don't keep beating around the bush, it could make a bad impression. It is better to be transparent from the outset: indicate your areas for improvement, the points you are trying to improve. Without resorting to self-flagellation, honestly self-criticize by explaining the consequences that such and such shortcomings have had on your work and the lessons you have learned from them. For example: "I don't pay enough attention to detail because I am often overwhelmed. To correct this flaw, I followed training on time management, and I have learned, in particular, to delegate certain tasks."
"Do you have any other questions?"
In a single interview, it is impossible to discuss all the facets of a job. Not having any questions to ask will therefore be seen as a lack of curiosity or motivation. In order not to be caught off guard, prepare questions beforehand about the sector, the company, and the position: "Who will be my manager and what is their background?" or "Is the acquisition of company X by your competitor putting you in difficulty?" At this stage, avoid finding out more about remuneration or leave: you will only do so at the end of the recruitment process. However, nothing prevents you from asking what your interlocutor thought of your application, without hoping for a precise answer. At best, they will assure you that they enjoyed speaking with you. They will probably also return the question to you. Avoid self-satisfaction and flattery: "I felt very comfortable and you are an excellent recruiter." Don't denigrate yourself either: "I should have prepared better." Remain measured and conclude by reaffirming that you are interested in the position and that you hope to have been convincing. Even if you are not hired, you will leave a positive impression and you will be remembered for a future opportunity.
Published March 15, 2010
Posted online December 14, 2010
capital.fr
Even the most confident candidate generally dreads the job interview. Often, recruiters put the reasoning and communication skills of their interlocutors to the test. Be careful with your answers. Your interviewer will carefully analyze them, both in terms of content and form. Without making a big deal of it, it is advisable to prepare. To help you, we will review a series of tricky questions that tend to come up often.
"Could you tell me a little more about yourself?"
This question is tricky because it is extremely open-ended. What does the recruiter really want? To get a first idea, based on what you tell them about your professional background, of what you can bring to the company. And in terms of form, they want to test your ability to react and your ease of expression. Some candidates, thrown off, stammer or remain vague. This is a bad point, because you must answer quickly by delivering a smooth and concise speech that links your personality, your experience, and the position to be filled. For example: "I worked in such and such companies, then in consulting. I have always had a culture of success and I know how to take calculated risks. I am proactive and curious. Because I have the ability to get people to work together, I became a manager." Without going on too long, illustrate your points with concrete examples that will show that you correspond well to the profile sought. Beware of follow-up questions about your professional past! If you left your previous company because of a bad atmosphere and you are asked: "It was really hell with management?", don't get into that game. Instead of attacking your former boss, briefly explain their shortcomings and their negative impact on the department's operation. Today, we are looking for managers who know how to negotiate and find solutions. Not cowboys who add fuel to the fire.
"How many times in a day do the hands of a clock overlap?"
In the face of this kind of riddle, don't panic. It's not about finding the right answer at all costs (in this case, 24 times in 24 hours, since the minute hand overlaps the hour hand once per hour). The recruiter is less interested in testing your reasoning skills than your ability to improvise. Take the time to analyze the problem, aloud if necessary, then propose a logical method. Don't delay too long in giving an answer; it's not the solution that will determine your career. If you are not applying for a position as an engineer or scientist, you can even consider getting out of it with a joke: "Sorry, but I only wear liquid crystal watches, I hate anything that ticks." Above all, don't react blankly by saying "no idea" or "the solution is impossible to find": you could be perceived as someone who gives up easily or who is disinterested in problems.
"What particularly interests you about this position?"
The purpose of this question is to assess your motivation. Two scenarios can occur. First hypothesis: you have precise information about the function and the company that is recruiting. You must then use this knowledge to show the interest you have in the company, its products, and its services. Also explain that the position is in line with your professional career. Then ask additional questions about the function and career prospects in two or three years.
Second situation: you do not know the name of the company or its managers – this is often the case during the first interview with a headhunter. Don't risk vague answers such as "I like it a lot" or "it suits me". If you feel that you have not been given enough information to give an opinion, say so. Like this candidate, a financial director, who retorted: "I perfectly understand that you want to keep certain information confidential, but I can hardly, on my part, be precise until I know a little more." An answer that went beyond "politically correct" and which pleased the recruiter with its sincerity.
"In your opinion, what are your weaknesses?"
This is, par excellence, the question that scares people. The candidate thinks that if he reveals himself, he can say goodbye to the position. The reflex is often to cite flaws that can be considered qualities, such as "I am a perfectionist" or "I am a workaholic". Not fooled, the recruiter will insist to break the shell and get a real answer. Don't keep beating around the bush, it could make a bad impression. It is better to be transparent from the outset: indicate your areas for improvement, the points you are trying to improve. Without resorting to self-flagellation, honestly self-criticize by explaining the consequences that such and such shortcomings have had on your work and the lessons you have learned from them. For example: "I don't pay enough attention to detail because I am often overwhelmed. To correct this flaw, I followed training on time management, and I have learned, in particular, to delegate certain tasks."
"Do you have any other questions?"
In a single interview, it is impossible to discuss all the facets of a job. Not having any questions to ask will therefore be seen as a lack of curiosity or motivation. In order not to be caught off guard, prepare questions beforehand about the sector, the company, and the position: "Who will be my manager and what is their background?" or "Is the acquisition of company X by your competitor putting you in difficulty?" At this stage, avoid finding out more about remuneration or leave: you will only do so at the end of the recruitment process. However, nothing prevents you from asking what your interlocutor thought of your application, without hoping for a precise answer. At best, they will assure you that they enjoyed speaking with you. They will probably also return the question to you. Avoid self-satisfaction and flattery: "I felt very comfortable and you are an excellent recruiter." Don't denigrate yourself either: "I should have prepared better." Remain measured and conclude by reaffirming that you are interested in the position and that you hope to have been convincing. Even if you are not hired, you will leave a positive impression and you will be remembered for a future opportunity.
Published March 15, 2010
Posted online December 14, 2010
capital.fr
