If you are the candidate with the best skills, you can still lose the job if you don’t demonstrate that you are also the best person for the job. Your interview preparation will be less stressful and better organized if you realize that all interview questions are designed to address five key employer concerns.
Can you do the job?
- Do you currently possess the skills to do the job at hand and become a productive employee within a reasonable amount of time?
- Have you demonstrated that you can do this job elsewhere? (This is always the best evidence that you possess the required skills.) How successful were you at this job? What types of problems did you encounter? In addition, did these problems draw out your problem-solving abilities and push you to develop new skills, or are they likely to be problems on this job, too?
- If you have not done this job elsewhere, can you provide evidence that you have the necessary skills to succeed at this job?
Are you motivated to do the job well?
- Are you interested in and excited by this type of work? Do you have the energy and self-confidence to do the job? What evidence can you provide to support this?
- Will you be hardworking and conscientious – or will you be absent or frequently late, miss assignments, be distracted or otherwise mess up?
- Will you stay long enough to make a contribution after the expense and time that the company invests in recruiting and training you?
Will you get along well with others?
- Will you fit in with the “culture” of this organization – the values, attitudes and personal style of this particular workplace?
- Will you be a team player, and what evidence can you provide to support this?
- Will you be a positive influence on your co-workers – an enthusiastic non-complainer, willing to take on extra tasks when needed – or will you hold grudges, breed dissension and talk down your managers and the company?
Are you manageable?
- Do you take directions easily? Do you communicate openly and tactfully? Will you be easy to manage, or will you try to circumvent or undermine your manager’s authority? What evidence supports this?
- Will you fit in with the existing management style? Will you support organizational policies and procedures?
- Does the benefits package meet your needs and expectations?
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