Preparing for An Interview

Congratulations!

You landed the job interview…. Preparing for an interview is as important as the interview itself. While there are many ways to help you prepare, the best way to go about it is to schedule a few mock interviews with someone you can trust. You can also sit in front of a mirror and practice. Keep in mind that interviewers are looking for answers, but it's how you answer that equally matters.

When being interviewed, HR managers are mainly looking for three main criteria; whether you can do the job, whether you truly want the job, and whether you are likely to enjoy the job and stay. Hiring managers are also looking for a few attributes in the candidate. To name a few.

●      Confidence- They will look at your body language, eye contact and overall demeanor. They will notice if you are nervous (although to some extent this is normal) the pace at which you speak will give them an indication of whether you are in a hurry to finish, this will be used to assess your ability to handle stressful situations. Make eye contact, maintain a strong body position, don’t fidget when answering, smile, deliver an answer to the question and avoid sharing more information than asked for, avoid rambling on about any topic, don’t come out as desperate, listen actively and avoid listening just to respond, prepare questions to ask the interviewer, and don’t be afraid if you are unsure of what to answer, instead ask for more clarity on the question .

 ●      Knowledge- Research and be prepared to answer questions about the specific position you are applying for. The more you know, the more you will be ready to answer. If you have gaps in your knowledge, find the time during the interview to ask. Hiring managers are looking for enthusiasm, knowledge, and overall attitude.

 ●      Social Adaptability- Your ability to adapt and integrate in the internal culture of the organization is important. SQ (Social Quotient) is what they want to see in the candidate. Research as much as you can about the organization, find out what the overall internal culture is about and be prepared to answer any question that is aimed at finding out whether you will be able to integrate in the organization’s culture.

 ●      Honesty and Accountability- Employers want to hire an employee who is honest, accountable, and upfront, and they judge this in the interview. It also means being honest if you’re not sure how to answer a question and simply saying, “Sorry, I’m drawing a blank on this one,” or, “I’m not sure.” Showing your vulnerability is not necessarily a negative thing. A good hiring manager will not fault you for doing that once or twice in an interview, and they’d almost always prefer to hire that type of employee onto their team, rather than someone who tries to hide their lack of knowledge.

While every HR department will have their own set of questions, here is a compiled list of a few borrowed from HBR that you can prepare yourself with.

 1. Could you tell me about yourself and describe your background in brief?

This question seems simple, so many people fail to prepare for it, but it’s crucial. Here's the deal: Don’t give your complete employment (or personal) history. Instead, give a pitch—one that’s concise and compelling and that shows exactly why you’re the right fit for the job. Muse writer and MIT career counselor Lily Zhang recommends using a present, past, future formula. Talk a little bit about your current role (including the scope and perhaps one big accomplishment), then give some background as to how you got there and experience you have that’s relevant. Finally, segue into why you want—and would be perfect for—this role.

Talk about a relevant incident that made you keen on the profession you are pursuing and follow up by discussing your education. In the story, weave together how your academic training and your passion for the subject or industry the company specializes in, combined with your work experience, make you a great fit for the job. If you’ve managed a complex project or worked on an exciting, offbeat design, mention it.

Example: “I come from a small town, where opportunities were limited. Since good schools were a rarity, I started using online learning to stay up to date with the best. That’s where I learned to code and then I went on to get my certification as a computer programmer. After I got my first job as a front-end coder, I continued to invest time in mastering both front- and back-end languages, tools, and frameworks.”

2. How did you hear about this position?

Employers want to know whether you are actively seeking out their company, heard of the role from a recruiter, or were recommended to the position by a current employee. In short, they want to know how you got to them.

If someone recommended you for the position, be sure to say their name. Don’t assume that the interviewer already knows about the referral. You’ll probably want to also follow up with how you know the person who referred you. For example, if you and Steve (who recommended you) worked together previously, or if you met him over coffee at a networking event, mention it to give yourself a little more credibility. If Steve works at the company and suggested that you apply for the job, explain why he thought you’d be the perfect fit.

If you sought out the role yourself, be clear about what caught your eye — extra bonus points if you can align your values with the company and their mission. You want to convince the hiring manager that you chose their company, over all other companies, for a few specific reasons.

Lastly, if you were recruited, explain why you took the bait. Did this role sound like a good fit? Does it align with the direction you want to take your career? Even if you weren’t familiar with the organization prior to being recruited, be enthusiastic about what you’ve learned and honest about why you’re interested in moving forward with the process.

Example: “I learned about the position through LinkedIn as I’ve been following your company’s page for a while now. I’m really passionate about the work you’re doing in X, Y, and Z areas, so I was excited to apply. The required skills match well with the skills I have, and it seems like a great opportunity for me to contribute to your mission, as well as a great next move for my career.”

3. What type of work environment do you prefer? 

Be sure to do your homework on the organization and its culture before the interview. Your research will save you here. Your preferred environment should closely align to the company’s workplace culture (and if it doesn’t, it may not be the right fit for you). For example, you may find on the company’s website that they have a flat organizational structure or that they prioritize collaboration and autonomy. Those are key words you can mention in your answer to this question.

If the interviewer tells you something about the company that you didn’t uncover in your research, like, “Our culture appears buttoned-up from the outside, but in reality, it’s a really laid-back community with little competition among employees,” try to describe an experience you’ve had that dovetails with that. Your goal is to share how your work ethic matches that of the organization’s.

Example: “That sounds great to me. I like fast-paced work environments because they make me feel like I’m always learning and growing, but I really thrive when I’m collaborating with team members and helping people reach a collective goal as opposed to competing. My last internship was at an organization with a similar culture, and I really enjoyed that balance.”

4. How do you deal with pressure or stressful situations? 

The employer wants to know: Do you hold down the fort or crumble under pressure?

They want to make sure that you won’t have a meltdown when the pressure becomes intense,

and deadlines are looming. The ability to stay calm under pressure is a highly prized talent.

Share an instance when you remained calm despite the turmoil. If it’s a skill you’re developing, acknowledge that and include the steps you’re taking to respond better to pressure in the future. For example, you could indicate that you’ve started a mindfulness practice to help you better deal with stress.

Example: “I realize stressful situations are always going to come up, and I had to learn how to navigate them throughout my career. I think I get better at it with every new experience. While working on a new product launch at my last company, for example, things were not going according to plan with my team. Instead of pointing fingers, my first reaction was to take a step back and figure out some strategies around how we could solve the problem at hand. Previously, I may have defaulted to panicking in that situation, so being calm and collected was definitely a step forward and helped me approach the situation with more clarity.”

5. Do you prefer working independently or on a team?

Your answer should be informed by the research you’ve done on the company culture and the job in question. Nevertheless, you should expect that most work environments will have some team aspect.

Many positions require you to work collaboratively with other people daily, while some roles require you to work on your own. When you answer this question, highlight the best traits of your personality and how they fit the job requirements. It could also be in your interest to answer this question by highlighting the advantages and disadvantages of both situations.

Example: “I enjoy a blend of the two. I like having a team to strategize with, get diverse opinions from, and reach out to for feedback. But I am also comfortable taking on assignments that require me to work independently. I find I do some of my best work when I can focus alone in a quiet space, but I really value collaborating with my teammates to come up with the best ideas.”

6. When you’re balancing multiple projects, how do you keep yourself organized?

 Employers want to understand how you use your time and energy to stay productive and efficient. They’re also looking to understand if you have your own system for staying on track with the work beyond the company’s schedules and workflow plans. Be sure to emphasize that you adhere to deadlines and take them seriously.

Discuss a specific instance when you stayed on track. Talk about the importance and urgency of the projects you were working on and how you allocated your time accordingly. Explain how you remain organized and focused on the job in front of you.

Example: “I’m used to juggling projects at my current job where I’m often moving between coding one software program to another. I use the time boxing technique to make sure they’re all on track, allocating time on my calendar for certain tasks. I’ve found it really helps me prioritize what needs to get done first, and it holds me accountable for the more repetitive day-to-day tasks I’m responsible for.”

7. What did you do in the last year to improve your knowledge? 

This question may come up because of the pandemic. Employers want to know how people used their time differently. Know that you don’t have to feel scared about answering this question if you didn’t spend your time brushing up on skills or taking courses. We learn from any experience we have.

If you spent time honing your professional skills, you might say the following.

Example: “The extra time on my plate really allowed me to get introspective around where I want to take my career. I read a lot of journals to keep abreast of the latest ideas in my field, and sharpened my skills by taking some online courses, such as…” (and then be specific).

If you chose to work on your personal development, you could say something like the following.

Example: “Like everyone else, I, too, gained some time last year from not having to travel two hours a day to and from work. I decided to spend my time on things I love. So, I got back to learning how to play the guitar and journaling. I feel it brought me closer to myself and has been really great for my mental health and productivity.”

8. What are your salary expectations? 

Before you walk in for your first interview, you should already know what the salary is for the position you’re applying to. Check out websites such as Glassdoor, Fishbowl, or Vault.com for salary information. You could also ask people in the field by reaching out to your community on LinkedIn.

Employers will always ask this question because every position is budgeted, and they want to ensure your expectations are consistent with that budget before moving forward.

Remember that it’s often better to discuss a salary range rather than a specific number during the interview and leave room for negotiation. It’s also better to err on the side of caution and quote a slightly higher number as it’s easier to negotiate downward than upward. As a general rule of thumb, I advise not bringing up the questions about salary until your interviewer does or bringing it up too early in the process.

Example: “Based on my skills and experience and on the current industry rates, I’m looking at a salary around $____” .

9. Are you applying for other jobs? 

Interviewers want to know if you’re genuinely interested in this position or if it’s just one of your many options. Simply, they want to know if you’re their top choice. Honesty is the best policy. If you’re applying for other jobs, say so. You don’t have to necessarily say where you’re applying unless you have another offer. But they might want to know where in the hiring process you are with other companies. You can also mention that you’re actively looking for offers if your interviewer asks.

Example: “I’ve applied to a couple of other firms, but this role is really the one I’m most excited about right now because…”

10. From your resume it seems you took a gap year.

Would you like to tell us why that was?

 Gap years are more popular in some cultures than others. In some professions, gap years may have a negative connotation (the industry moves too fast and you’re not up to date).

Let your interviewer know that your gap year wasn’t about procrastinating over your transition from childhood to adulthood, but that it added value to the confident professional you have become. Based on what part of the world you’re in and how common these are, employers are likely looking to hear stories of what you did and how your experiences have benefitted and prepared you for this role.

Provide a short explanation of why you decided to pursue a gap year, then focus on what came out of it that made a positive difference for your future.

Example: “During my last year of high school, I didn’t feel ready to choose my educational path, so I took a wilderness course for a few months to sort out my life goals. It may seem a little random, but the time I spent helped me develop so many new skills — in the areas of leadership, communication, (etc…). During that time, I realized that I wanted to earn a degree in (state your degree) to align with my passion (say what that is).”

To make a winning impression, you’ll need to answer each question with poise and passion. But practicing first really helps. Meticulous preparation will allow you to appear confident and in control, helping position you as the ideal candidate when the competition is tough.

11.Where do you see yourself in five years?

If asked this question, be honest and specific about your future goals, but consider this: A hiring manager wants to know a) if you've set realistic expectations for your career, b) if you have ambition (a.k.a., this interview isn't the first time you’re considering the question), and c) if the position aligns with your goals and growth. Your best bet is to think realistically about where this position could take you and answer along those lines. And if the position isn’t necessarily a one-way ticket to your aspirations? It’s OK to say that you’re not quite sure what the future holds, but that you see this experience playing an important role in helping you make that decision.

Example: “In five years, I’d like to be in a position where I know more about my longer-term career aspirations as a designer. I will have gotten experience working for a design agency and know more about the industry overall. I’ll have grown my technical skills and learned how to take feedback from clients and incorporate it. And the way your agency is set up, I’ll also have gotten the opportunity to design different kinds of deliverables—including websites, branding, and ad campaigns—for different kinds of clients to see where I really feel at home before settling on a focus.”

12.When can you start?

Your goal here should be to set realistic expectations that will work for both you and the company. What exactly that sounds like will depend on your specific situation. If you’re ready to start immediately—if you’re unemployed, for example—you could offer to start within the week. But if you need to give notice to your current employer, don’t be afraid to say so; people will understand and respect that you plan to wrap things up right. It’s also legitimate to want to take a break between jobs, though you might want to say you have “previously scheduled commitments to attend to” and try to be flexible if they really need someone to start a bit sooner.

Example: “I am excited for the opportunity to join your team. I have several projects to wrap up in my current role at [Company]. I plan to give them two weeks’ notice to make a smooth transition for my coworkers and will be happy to come onboard with the team here after that time.”

13. Tell me about a time that you failed.

One of the interview questions job seekers dread most, up there with “Tell me about yourself” and “Why do you want to work here?” But you can’t blame interviewers for asking it. Stories of failure can reveal important insights about an applicant’s maturity, resilience, temperament, openness to learning, and ability to receive critical feedback — qualities that won’t appear on a resume or cover letter and probably won’t be brought up by the applicant unsolicited.

●      Focus more on the learning than the failure. What the recruiter ultimately wants — and they may even state this explicitly — is not so much your story of failure but what you learned from it and how you turned that insight into a productive approach. So, pick a story with those reflections in mind. These are often failures of realizing, appreciating, or preparing versus failures of doing, ruining, or harming, which emphasize the consequences of the failure. To source those episodes, don’t even look first for failures. Start by looking for moments of revelation, realization, course correction, and improvement. Those moments can be presented as a “story of failure” if you share them chronologically.

Example: Three years ago, we were doing A, but realized the result fell short of the goal. Things were just not working. Many saw it as a failure, but we also saw it as an opportunity to improve, so we did a thorough analysis and realized that B was a better tactic. We activated it, and now we’re seeing a greater C.

Notice also how the failure is followed up immediately by the fix (“Many saw it as a failure, but it was also an opportunity to improve.”) Don’t let the failure and its impact linger and possibly damage your reputation — emphasize the correction and let it take the spotlight. Finally, know the difference between learning/realization and correction/improvement. You didn’t go from failure to solution magically — the learning/realization was a critical step and catalyzed the correction/improvement. Make sure to articulate both steps so the interviewer knows how you traveled from failure to learning to improvement, not just failure to improvement.

●      Choose a miscalculation, not a mistake. Everyone makes mistakes, but in a job interview, a simple mistake may be perceived as a personal flaw — which can damage your reputation. Ultimately, the most productive learning comes not from a mistake but from a miscalculation. When did something not go as planned? When was a strategy ineffective? When did an approach miss the actual target? These events happen frequently in modern workplaces, are not seen as personal or connected to flaws, and are more likely than mistakes to produce impactful recalibrations.

Example: When we started the project, we made assumptions about what our customer base already knew. But when the first phase didn’t go as planned, it became clear that we misjudged their awareness. To correct that problem, we conducted focus group testing before the next phase to ensure our campaign matched the understandings of the audience we were targeting, and I carry that lesson with me today.

●      Don’t draw extra attention to the failure. Saying the word “failure” one time is appropriate to demonstrate that you’re answering the question directly. Afterward, you can minimize the sting of a failure by calling it a “result,” “event,” or a “consequence,” which are neutral, not negative terms.

Example: Our failure to foresee that problem compelled us to examine that event (not “error” or “mistake”) closely and take measures to avoid that result (not “failure”) in the future.

14. What are your greatest strengths?

Here’s an opening to talk about something that makes you great—and a great fit for this role. When you’re answering this question, think quality, not quantity. In other words, don’t rattle off a list of adjectives. Instead, pick one or a few (depending on the question) specific qualities that are relevant to this position and illustrate them with examples. Stories are always more memorable than generalizations. And if there’s something you were hoping to mention because it makes you a great candidate, but you haven’t had a chance yet, this would be the perfect time.

Example: “I’d say one of my greatest strengths is bringing organization to hectic environments and implementing processes to make everyone’s lives easier. In my current role as an executive assistant to a CEO, I created new processes for pretty much everything, from scheduling meetings to planning monthly all hands agendas to preparing for event appearances. Everyone in the company knew how things worked and how long they would take, and the structures helped alleviate stress and set expectations on all sides. I’d be excited to bring that same approach to an operations manager role at a startup, where everything is new and constantly growing and could use just the right amount of structure to keep things running smoothly.”

The most important part of the entire interview is to remember that honesty, clarity, and confidence are the most important traits that the interviewer is looking for. Joining an organization whereby your first step into the process is not based on these three traits will result in a lack of continuity and sustainability in the job. Be honest, be confident and be YOU.