How to interview for a leadership position? Interview - how to avoid mistakes.

Want to know what questions are asked most often in interviews? Here full list(with the most successful answer options).

Some companies take an unconventional approach to interviews, but for the most part they ask standard questions (and get standard answers).

Here is a list of the most common interview questions the best options answer:

1. "Tell me about yourself"

If you're interviewing, you probably already know a lot. Have you read the summary and covering letter, viewed the candidate’s pages on LinkedIn, Twitter and Facebook.

The purpose of any interview is to find out whether a particular candidate is suitable for the vacancy to be filled, i.e. whether he has the skills and personal qualities that will allow him to do the job. Do you need a leader who can put himself in another person's shoes? Try to find out if the candidate can become one. Do you want the general public to know about your company? Ask if the candidate can convey the information.

If you are looking for a job, tell us why you did what you did. Explain why you left your previous job. Describe how you chose the university. Tell us why you decided to study in graduate school. Don't forget to mention that you spent a year traveling around Europe and the experiences you had during that time.

When answering a question, do not limit yourself to listing the facts (they can also be read in the summary). Tell your interlocutor why you did certain things.

2. "Name your main weakness"

Every candidate knows how to answer this question. You need to choose an abstract weakness and turn it into a strength.

For example: “Sometimes I get so caught up in my work that I lose track of time. When I come to my senses, I see that everyone has already gone home. I know that I need to keep track of time more carefully, but I really like what I do and I just don’t I can think of nothing else!"

So your "flaw" is that you spend more time working than everyone else? Hmmm.

It would be much better to describe the actual flaw you are working on. Talk about what you are doing to improve. There are no perfect people, and you must prove that you can evaluate yourself objectively and strive to improve.

3. "Name your main strength"

I don't know why company representatives ask this question. The answer to this is always contained in the resume.

If you are asked about this, formulate an accurate and specific answer. There is no need to argue for a long time. If you are a problem solver, be sure to provide examples that are relevant to the job you are interested in. Confirm your words! If you are a leader with high level emotional intelligence, give examples that prove that you can answer questions that have not yet been asked.

4. “Where do you see yourself in five years?”

When answering this question, candidates follow one of two possible scenarios. Some begin to describe their ambitions (it seems to them that this is exactly what the interlocutor wants to hear) and with all their appearance they show: “I need this job!” Others are modest (they also think that the interlocutor is expecting such a reaction) and give a self-deprecating answer: “There are so many people around talented people... I just want to get a job and see what kind of success I can achieve.”

Both types of answers do not provide any information about the candidate - except perhaps their ability to sell themselves.

If you're interviewing, rephrase the question: "If you could start your own company, what would it do?"

This is a universal question because everyone needs employees with an entrepreneurial spirit.

The answer will tell you about the candidate's dreams and hopes, his interests and true passion, his work preferences, the people he gets along with easily... All you need to do is listen carefully.

5. "Why should we hire you?"

Since the candidate cannot compare himself with those whom he does not know, he can only describe his love for the business and a burning desire to benefit. In fact, the company makes candidates beg it to meet them halfway. Having asked this question, representatives of many companies lean back in their chairs and cross their arms over their chest. This gesture seems to say: “Come on, I’m listening! Come on, convince me!”

Unfortunately, this is another uninformative question.

But it can be changed: “What do you think we forgot to talk about?” or “If you could answer one of the previous questions again, what would you say?”

At the end of the interview, it’s rare that candidates feel like they’ve shown everything they’re capable of. Perhaps the conversation took an unexpected direction. Perhaps the interlocutor placed emphasis in his resume in his own way, focusing on some skills and forgetting about others. Or maybe the candidate was too nervous at the beginning of the interview and was unable to correctly formulate everything he wanted to talk about.

After all, interviews are about learning as much as possible about a candidate, so why not give them a second chance?

Be sure to keep the conversation going at this stage and don't let the candidate talk to himself. You should not listen in silence and then say: “Thank you, we will contact you.” Ask clarifying questions. Ask for examples.

If a candidate asks you a counter question, be sure to answer it and try to post new information, which had previously remained in the shadows.

6. "How did you find out about the vacancy?"

Job search portals, advertisements in newspapers and the Internet, job fairs... Many people look for their first job there, and there is nothing wrong with that.

But if a candidate constantly uses these channels, most likely he has not yet decided what and how he wants to do.

He's just looking for a job. Any job.

Therefore, you should not just talk about how you found out about the vacancy. Let them know that a colleague or employer told you about it, that you have been keeping an eye on the vacancies of a particular company because you want to work for it.

Companies don't want people who just want a job. Companies need people who need company.

7. "Why do you want this job?"

Let's go a little deeper into the details. When answering this question, you need to talk not only about the fact that you want to work for this particular company, but also about why the vacancy is ideal for you and what you want to achieve in the short and long term.

If you don't know why a position is right for you, look for another job. Life is too short.

8. “Name your greatest professional achievement.”

The answer to this question should be directly related to the vacancy. If you say that over the past year and a half you have increased production volume by 18%, claiming to be the head of the personnel department, the interlocutor will find your answer interesting, but not at all informative.

Instead, tell us about a problem employee you “saved,” or a conflict between departments you resolved, or a subordinate who was promoted in the last six months...

9. “Tell me about your last conflict with a colleague or client. What happened?”

When people work hard to achieve common goal, conflicts are inevitable. We all make mistakes. Of course, the good is remembered better, but the bad cannot be forgotten either. Ideal people don't exist, and that's okay.

However, people who seek to shift their blame and responsibility onto others should definitely be avoided. Employers prefer those who focus not on the problem, but on the solution.

Everyone needs employees who are willing to admit when they're wrong, take responsibility for the mistake, and, most importantly, learn from the experience.

10. “Describe your ideal job.”

When formulating your answer, remember - it must be relevant to the vacancy!

However, it doesn’t have to be invented at all. You can learn and grow no matter what you do. Try to determine what skills you can gain from the position you're applying for, and then imagine how those skills could be useful to you in the future.

Don't be afraid to admit that one day you may leave to find another job or maybe even start your own own business. Employers no longer expect employees to stay with them forever.

11. “Why do you want to leave the job you have now?

Let's start with what you don't need to talk about (if you represent an employer, you should be wary):

Don't say that you don't like your boss. Don't talk about how you can't get along with your coworkers. Don't throw mud at the company itself.

Focus on the benefits this step will bring you. Talk about what you want to achieve. Tell us what you want to learn. Tell us about how you plan to develop. At the same time, do not forget to mention the benefits for the potential employer.

People who complain about their bosses and colleagues are like gossips. If they gossip about someone else, the day will come when they will start gossiping about you.

12. "Which work environment do you find most attractive?"

If you like to work alone but are applying for a call center agent position, an honest answer may not sound appropriate.

Think about the job and the company culture as a whole (every company has a culture - artificial or spontaneous.) If flexible work hours are important to you, but you are not offered it, focus on something else. If you need constant management support and your employer encourages self-management, forget about it for now.

Find ways to combine your needs with company rules. If you can't do this, you should probably look for another job.

13. “Tell me about the hardest decision you’ve made in the last six months.”

By asking this question, the employer wants to assess the candidate's ability to solve problems and find arguments, as well as willingness to take risks.

If you don't have an answer to this question, that's too bad. Everyone has to make difficult decisions, regardless of their position. My daughter once worked part-time as a waitress at a nearby restaurant. She constantly made difficult decisions, such as how to deal with a regular customer whose actions sometimes bordered on harassment.

A good answer should include the arguments that helped make the decision (for example, analyzing large amounts of data to determine the optimal direction to take).

A great answer also describes the relationships with everyone involved in the decision-making process, as well as its consequences.

Of course, the results of the analysis are a great argument, but almost every decision affects people. The best candidates usually consider questions with different sides and make informed decisions.

14. "Describe your management style"

This is a question that is difficult to answer without resorting to platitudes. Try to give examples. Say, "Let me tell you about some of the challenges I've faced as a leader. I think they'll give you a good idea of ​​my style." After that, describe how you solved a problem, motivated a team, overcame a crisis, etc. Explain what you did and why, so that the interlocutor understands exactly how you manage other people.

Don't forget to mention the results you achieved.

15. "Tell me about a situation in which you did not agree with the decision of the majority. What did you do?"

People around us sometimes make decisions with which we do not agree. And this is normal, the only important thing is how we show our disagreement. (We all know those who like to stay after meetings to challenge a decision they publicly supported.)

Showcase your professionalism. Prove that you can express your concerns constructively. If one day you manage to change the general opinion, and this change is successful, good. If there are no such examples, emphasize that you can support a decision even if it seems wrong to you (we are not talking about unethical or immoral decisions).

16. “How would other people describe you?”

I hate this question. This is a waste of words! True, one day I did ask it and received an answer that I really liked.

“People would say I am what I appear to be,” the candidate responded. “If I say something, I do it. If I promise to help, I definitely help. I don’t think that everyone likes me, but they can count on me because they know how I work.”

What could be better?

17. “What should we expect from you in the first three months of work?”

Ideally, this question should come from an employer who wants to set his expectations for a new employee.

You need to answer like this:

• You are trying to determine how your work benefits you. You don't just pretend to be busy. You do what needs to be done.
• You learn to help all participants in the process - management, colleagues, subordinates, clients, suppliers, implementers...
• You figure out what you do best. You were hired because you have specific skills, and those skills need to be applied.
• You achieve positive results, work with enthusiasm and feel part of the team.

Use this response plan, adding details that are specific to your job.

18. "What do you like to do when you're not working?"

Many companies believe that their culture is very important and use information about a candidate's preferences outside of work to determine whether they will fit into the team.

When trying to convince someone that you're a perfect fit, don't rave about activities you don't actually enjoy. Focus on activities that allow you to develop - learn something new, achieve higher goals. For example: “My children are still very young, so there is almost no free time, but on the way to work and back I learn Spanish.”

19. “How much were you paid at your previous job?”

It's a difficult question. This is usually asked before making a salary offer, and you must answer honestly, but not go wrong.

Try the method suggested by Liz Ryan. Say: “Currently, I am focusing on jobs that would allow me to earn approximately 50 thousand rubles. Your vacancy fits this criterion, right?” (Actually, you probably already know the answer, but why not play along?)

20. “A snail sits at the bottom of a well 9 meters deep. Every day it crawls 2 meters, and at night it slides down 1 meter. How many days will it take for it to crawl out of the well?”

IN Lately Questions like these are becoming increasingly popular (thanks, Google!). Perhaps your interlocutor does not expect you to immediately rush to calculate. Most likely, he wants to understand how you think.

Try to solve the problem, commenting on each step. If you make a mistake, don't be afraid to laugh at yourself - maybe it's a stress test and the other person wants to see how you react to failure.

21. "Did you want to ask something?"

Don't miss the opportunity! Ask a smart question - not only to highlight your personality, but also to make sure you choose the right company. Don't forget that an interview is a two-way process.

Examples of questions:

22. “What results should I achieve during the first three months of work?”

If you haven't been asked this question, ask it yourself. For what? Good candidates are eager to hit the ground running. They don't want to spend weeks and months getting to know each other better. organizational structure"They don't see the point in orientation events and prefer to learn as they go.

They want to be useful now.

23. “Name three qualities that your best employees have.”

Good candidates want to be good employees. They know that every company is different, and for successful work they require different qualities.

Maybe all the good employees work late. Maybe you value creativity more than the ability to strictly follow protocol. Maybe you are trying to conquer new markets, so attracting new customers is more important to you than long-term relationships with old ones. Or maybe you need someone who is willing to spend an equal amount of time on a first-time buyer and a regular wholesale customer.

Good candidates need to know this. They want to make sure not only that they will fit into the team, but also that they can achieve success.

24. “What actually determines the results of work in this position?”

By investing in employees, employers expect them to bring profit (otherwise why pay them at all?).

In every job, there are activities that provide greater returns than others. You need an HR professional to fill open positions, but in reality they need to find the right people, thereby minimizing turnover rates, reducing the cost of training new employees and increasing overall productivity.

You need a repairman to fix appliances, but in reality he needs to effectively solve customer problems and build relationships with them so that they come back to him again and again.

Good candidates want to know what qualities will enable them to make the greatest contribution, because their personal success depends on the success of the entire company.

25. "List the company's priorities for this year. How can I contribute if I take this position?"

Every candidate wants to know that their work matters to others.

Good candidates want to do meaningful work, serve a higher purpose, and work with people who share their values.

Otherwise, the work becomes meaningless.

Employees who love their work are sure to recommend the employer to their friends and acquaintances. The same goes for managers - they always bring with them those with whom they have worked before. It took them a long time to prove their competence and build relationships based on trust, so people instinctively follow them.

All this speaks about the quality of the working environment and the atmosphere in the team.

27. “What will you do if..?”

Every company has problems - technologies become outdated, new competitors appear on the market, economic trends are constantly changing. Not everyone has economic moats to protect them.

Even if a candidate views the employer as a launching pad for a high jump, he still hopes for growth and development. By accepting the employer's offer, each employee hopes to leave him at will, and not because the company was forced out of the market.

Let's say you own a ski shop. Another store has opened about a kilometer away. How do you plan to deal with competition? Or let's say you have a poultry farm. What will you do to reduce your feed costs?

Good candidates don't just want to understand how you think. They want to know what you are going to do in the near future and whether there is room for them in your plan.

Jeff Haden inc.com. Translation: Airapetova Olga

• Career, Work, Study

The more responsible the position, the more carefully candidates are selected. Very high demands are placed on managers of all ranks. These people will have to manage the team in conditions of constant change and development of the market.

How to pass an interview for a manager position?

In order to successfully pass an interview for leadership position, make a self-preparation plan. Determine the exact goal of your job search, how to achieve it, and move on to studying the labor market.

Select a sector of activity, evaluate the prospects for business development in the region or country. Select the types of companies, the management level you are applying for (higher or middle). Rate general level salaries, professional requirements. Then move on to researching specific vacancies.

Do you have a goal to pass an interview for a management position?

Interview questions for managers: what is being assessed?

Any interview will be built around basic management functions:

• Planning
• Organization
• Motivation
• Control
• Delegation/Coordination

Planning

The employer is interested in your ability to create an effective work plan for yourself and your employees. Typical planning questions:

• “What methods do you use to make plans?”
• “What planners do you use?”
• “Do you know how to work in accounting and project management programs?”

Remember what happened in your previous position. Maybe you were just implementing the plans of your superiors? A new job may require more independence.

Many firms practice collegial planning. Team members make their proposals, discuss them, and the leader approves the project. The approach is typical for young, creative companies and start-ups. Consider whether you are ready for such planning.

Pay attention to task managers (computer schedulers). A mandatory requirement is to know project management programs (examples: Bitrix, Megaplan), CRM systems for working with clients.

Each area of ​​business has special management and accounting programs. Find out about them, select the ones you need. Have you never used something like this or are you lagging behind the market? Take training courses. Establish useful communication in in social networks and forums, subscribe to specialist profiles.

Organization

Being a good organizer is the first commandment of a manager. Key interview questions for a leadership position:

• “How did you organize your work at your previous place, what did you achieve?”

A business employer will definitely ask how quickly you can respond to changes. For example:

• “During task B, difficulty b1 arose. What will you do to achieve goal A?

Motivation

Motivate – answer a subordinate’s question “Why should I do this task?” and push him to work. You will need remarkable knowledge of psychology, the ability to communicate effectively, apply different styles guidelines depending on the situation.

Questions about motivation:

• “What methods of motivating employees do you consider effective? Why?"
• “Which management style is closer to you: authoritarian, democratic, liberal?”
• “While working on task C, employee A failed to complete the plan for the day. How will you motivate your subordinate?

Here the recruiter can ask clarifying questions and put forward additional conditions for the task.

Do you want to successfully interview for a management position in a company? Participate in motivational trainings, subscribe to online publications and newsletters on psychology and management, watch webinars and videos on the topic.

Control

Knowledge of control systems is a mandatory requirement for those who want to interview for the position of head of a department or organization. The employer is interested in what, when and how you will supervise employees within a specific task.

Coordination and delegation

A good coordinator's team acts as a single, well-coordinated mechanism. No one gets out of line, no one pulls the blanket over themselves. All actions are coordinated and subordinated to a common task. Are you capable of achieving such department performance? Then the interview for the position of director will be successful.

A question about delegation might sound like this:

• “Goal A, tasks B, C, D have been set. How will you distribute them among employees 1,2,3,4?”

Effective communication

Your ability to be a good manager will be noticed already during preliminary communication. A portrait of a future manager – a well-written resume, completed profiles on social networks. Make sure there is no compromising information there.

Study vacancies carefully. Keep an eye on quality email correspondence with employers. Save information about resumes sent: to whom, when they were sent. Anything you need to clarify, clarify without delay.

Before communicating by phone or video, make a plan for the conversation. Get plenty of rest and get yourself in order so you look confident and calm.

Prepare your own questions to ask during an interview for a management position. Maintain balance confident behavior and goodwill. The interlocutor should feel in you a person capable of controlling the communication situation.

Good afternoon, dear friend!

There are things that most job seekers don't even know about. Today your humble servant will sit on the other side of the “barricades”. To your usual place, opposite the applicant. This will make it easier to answer the question “ How to properly pass an interview for a leadership position?

It would be more accurate to talk about one tool that is used by experienced, competent recruiters. Sometimes you'll come across some like this :)

This method is reading the candidate's metaprograms.

These are mental models, filters through which a person passes information and draws conclusions. They determine his thinking and behavior.

Everyone knows the example of a glass that is half full of water. One person thinks it is half full, another thinks it is half empty. They have different poles of metaprograms.

The idea is that managers have certain preferences in the meta-program profile. My task as a recruiter is to determine this profile and compare it with the optimal one for the position for which the candidate is applying.

I do this: I invite the interlocutor to talk about himself and record the meta-programs for constructing his phrases.

Then I ask and also watch his speech. After the conversation I draw conclusions.

Now let's talk more about meta-programs. There are many of them, but we will look at 4 of the most important.

You don't need to delve too deeply into this topic. Just understand the meaning and relationships of the poles of the meta-program in order to try to monitor your speech.

1. Type of motivation: desire/avoidance

For a person, the main incentives are either achievement or avoidance of problems.

“People who are achievers” pay more attention to their goals. They face problems with an open visor, considering them an inevitable companion and even an assistant in their work.

Those who are prone to avoidance direct their main efforts to avoiding problems and punishment.

The question might be: “Describe your ideal place to work.” Or similar.

The first type will say: work with interesting, complex tasks, prospects for professional growth.

Second: working with clear indicators, criteria for reward and punishment, in a non-conflict team.

The first one uses “leadership verbs” in his speech. I organize, I delegate, I motivate.

The second prefers careful wording, phrases such as “I had to do...”, “I had to...”.

For most leadership positions, an achievement-oriented profile is preferred.

The ratio of the poles of this meta-program is 8 to 2. That is, in 8 cases out of 10 I would like to record behavior characteristic of a person of “achievement”.

This does not mean that it is time for a leader with a prevailing avoidance motivation to shed his career. Such people can perform well in positions related to control and auditing. They are usually attentive to details.

2. Type of reference: internal/external

It shows whether a person is more focused on his own or someone else’s opinion when making a decision. What is more important to him?

People with internal reference usually decide for themselves what to do, based on their experience and intuition. “I decided to do this:...”

Managers with predominant internal reference good at positions of TOP managers, project managers, creative areas of work.

At predominant external reference, head of to a greater extent relies on the opinions of colleagues, management, and some statistical data. “Based on the analysis, I proposed... the executive director supported me.”

People with a predominance of external reference are more suitable for working with clients, as well as for positions that require high executive discipline.

Answers: “Experience suggested”, “I just see it this way...” are recorded in the internal reference.

For most positions in my “talmud” preferred pole ratio internal/external reference 6 to 4.

Your task is to determine what type of reference is preferable for the position for which you are applying and build your examples and phrases from this.

3. Focus in work: process/result

A question like this is asked: “What do you enjoy most about your job...?”

A process-oriented person primarily describes the process itself. In his speech the lion's share is occupied by verbs perfect form— organized, analyzed. Or nouns: provision, attraction, etc.

The person of “results” uses verbs of the perfect form: built, organized, accomplished. They are also called “leadership” verbs.

An attraction to the process is not a drawback, but for a manager, what is primarily important is effective work. We talked about this in the article

That's why The preferred ratio of process/result poles, for most positions, is 3 to 7.

4. Level of activity: activity/reflexivity (passivity)

Here, I think, it is clear without detailed comments.

The question could be: Describe your first day at work?

Active in his speech uses the first person in the active voice. “I do, I propose, I begin.”

Reflexive people prefer plural: “We do, we offer.” Uses phrases such as “We must do”, “They will tell us”, impersonal forms such as “It will be done”.

For a manager, the preferred ratio of activity/reflexivity poles is 8 to 2.

Much depends on the position you are applying for. Based on this, select examples and how you will answer the questions.

But still. The leader must have leadership qualities. You will never go wrong if you build your image as a leader on a leadership basis.

In the meta-programs we are talking about today, the leadership poles are aspiration, internal reference, result, activity. Start from this.

1. When talking about your professional experience, place more emphasis on the topic than on solving current problems. Choose relevant examples.
2. In your speech, try to use less cautious phrases: “It seems to me,” “As if,” “Probably.” They conflict with the image of the leader.
3. Try to use the particle “not” less. It is not perceived by our subconscious. For example, many people hear “not difficult” as “difficult”.
4. Eliminate words with a strong negative meaning from your speech: Horror, trouble, nightmare, etc. They create unnecessary tension.
5. Use more “leadership verbs.”

For example

It may not work out right away, because it is very difficult to consciously control your speech. But with training and practice, you will eventually learn to structure your speech in the right way. And broadcast the image of a manager-leader not only to pass an interview, but also in everyday work.

Paying attention to the construction of your speech is important not only for an interview. Your internal attitudes towards leadership behavior will gradually change.

Thank you for your interest in the article. I would appreciate your comment (at the bottom of the page).

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Have a nice day and good mood!

The smartest thing you can do when going for an interview is to put yourself in the right mindset. You don't lose anything, in the worst case you just gain nothing! It is with this attitude that we must go into battle! Although, of course, knowing some of the nuances won’t hurt either.

Start. Making contact

In order to make the most positive impression on the interviewer, it is very important to achieve mutual understanding with him as quickly as possible. What to do for this:

• try to sit in an open position (under no circumstances should your arms be crossed);
• communicate in one language: on the one hand, avoid complex technical terms (for example, if the interlocutor is HR), on the other hand, show that the market in which the company operates is familiar to you, so use words that are typical for the business you entered ;
• Speak at the same pace and at approximately the same volume as the other person. It is this type of communication that will be most comfortable for the person conducting the interview;
• It is important that your reaction speed is comparable to the reaction speed of your interlocutor: a slower reaction is annoying, you want to rush it, and a faster one leads to the fact that a significant part of the information simply falls out.

Correct response to questions

The interviewer expects the candidate to provide the most specific, precise and clear answers to the questions posed. Therefore, the desire to avoid an answer or give a vague option will significantly reduce your points. It happens that an experienced interviewer periodically turns to the same topic, trying to “catch inconsistencies.” Therefore, it is worth avoiding lies, including in order not to get into an awkward position.

Sometimes provocative techniques are used during interviews. In such cases, you must try to respond correctly and clearly to situations and questions. Remember that there is no point in appearing better than you are: the truth will come out anyway.

Typical questions that cause difficulties:

— Reasons for changing jobs

When a candidate speaks poorly of a previous employer, it almost always leaves a very unfavorable impression. Therefore, it is better to name the reason that best corresponds to the truth. But an even more painful impression is caused by an unmotivated change of place of work. In addition, “a small lie gives rise to great mistrust,” so sincerity within reason and without emotions will only be beneficial.

— Your shortcomings

Often, applicants answer this question in the spirit of paradox - when disadvantages are presented as extensions of advantages. But when they explain to you in all seriousness: “I’m too purposeful,” or “I’m too responsible,” you just want to add: “And also damn handsome, smart and charming.” This sounds funny. Therefore, it is worth naming real shortcomings, but not too significant for the job for which the candidate is applying. For example, a low degree of attention to detail is not fatal for a sales representative, and lack of communication is fatal for an accountant.

— Advantages, achievements, success

It is very strange to hear in response something like “let others evaluate”, “it can be better”, etc. But you shouldn’t imagine yourself as an ideal either. After all, if a person has achieved everything, he has nothing more to strive for. Therefore, it makes sense to always clearly indicate your success; it is best to confirm it with specific numbers and facts: this always endears you to the interviewer. It is also important to find a middle ground between the adequacy of self-esteem and the ability to present yourself with the best side. In addition, achievements and strengths must be truly relevant to the job and position for which you are applying. Remember also that achievements in personal and family life are of much less interest to a potential employer than official ones.

— Failures

When answering, you need to remember the main thing - everyone has had failures. A person who claims that he did not have them is either lying or inadequate. Mistakes must be admitted. It is important that the candidate demonstrates the ability to take responsibility for his mistakes, and the ability to correct them, learn from them, and use these “lessons” in the future for a positive experience. At the same time, failures should not look fatal - just as part of the normal work process.

— Your plans for the future

Such plans must be specific, and there must be a logical connection between the candidate’s current position and the one he expects to achieve. Of course, it is better to talk about social and work-related plans, rather than purely personal plans.

— Expectations from the current place of work

Here it makes sense to talk about real things, taking into account the specifics of the company’s business and its corporate culture. For example, a person applying for a vacancy as a representative in another city communicates how important it is for him to be constantly in the team and collective. Frankly speaking, with such expectations he is unlikely to receive an interesting offer.

How to set your own expectations

Before you come to the interview, clearly formulate for yourself what is fundamentally important to you and what is not. Remember that you too choose. It is important to know clearly what you want, because there is nothing worse than getting an option that is no better, or even worse, than what you had. It is best to do the analysis according to this plan:

- what is important and necessary for me,
- what is desirable and for what I can sacrifice some of these points,
- which is unacceptable.

Moreover, this analysis should be carried out on the following layers - content of work, working conditions, corporate culture, values, team and leader.

If you are asked to tell about yourself

Be clear about which of your characteristics best matches the job. First of all, talk about business qualities. Always try to show how you can be useful and beneficial to the company you are applying for. A very favorable impression is made by people who are initially focused on what they can give, and only then ask what they will get for it. Avoid comments that may reveal your overqualification: this is also often a reason for refusal. You should not be too detailed, nor should you show yourself to be too universal: this usually does not inspire confidence. Clearly show that you know what you are striving for, you understand where your strengths and weak sides. All decisions and career paths should appear as clear and reasonable as possible. Try to follow the logical sequence of the story, this will allow you to declare yourself as a systematic and structured person.

Examples from a resume:
— Desired position: commercial director, head of the sales department, sales manager, sales representative, assistant to the commercial director. (As you understand, such positioning is unlikely to make the candidate taken seriously).
— Additional Information: I have a personal car, driver license category B, wife, three children. (No comments here).

How and what to ask the interviewer

Questions should be asked when you are asked to do so. They must be addressed correctly (there is no point in asking the HR manager about the details professional activity). You cannot ask about anything that may contain confidential information, otherwise you will be suspected of being a “sent Cossack”. Also remember that the nature of the questions may indicate your motivation: therefore, you should not be interested only in remuneration and the content of the compensation package. In addition, the nature of the questions and their focus indirectly indicate the level of qualifications: therefore, try to prepare questions in advance that reveal your awareness of the specifics of the business and market.

The main thing is to be yourself, believe in yourself and your star, and everything will be fine. The people who do the best interviews are those who don't worry too much and don't bet too much on this one option.

What to say at an interview

1. Tell us a little about yourself.

When a candidate answers a question, pay attention to the following: - formally sets out biographical data or immediately lays out “trump cards”, emphasizing his desire and ability to take this position; - states only the main thing, that is, talks about his qualifications, experience, responsibility, interest, hard work and integrity, or cites irrelevant facts; - speaks briefly, accurately, clearly, or mumbles for a long time and expresses his thoughts poorly; - behaves or speaks calmly, confidently or unsure of himself.

2. How do you look at life: what difficulties do you see in it and how do you cope with them?

Some people express themselves in the sense that life is difficult, there are a lot of problems, most of which are insoluble, that people are angry and unkind, that there are few joys in life and everything is decided by fate, chance or other people, but not by himself. This means that this person is passive, unsure of himself, does not trust others, is pessimistic and unhappy (loser). Other people speak positively about life: there is no life without problems, difficulties are surmountable, a person’s fate and career are in his hands, people are friendly and ready to cooperate, a person is the architect of his own happiness. This is said by a person who takes an active life position, is aimed at success, is ready to take responsibility, successfully interacts with people and knows how to enjoy life.

3. What attracts you to work with us in this position?

It’s bad if they answer with common phrases: “I’m attracted by the prospects for growth, interesting job, a reputable company..." Must provide serious and specific arguments: the desire to apply your qualifications and experience where they can give the greatest return and will be appreciated, the attractiveness of working in a strong team of professionals.

4. Why do you consider yourself worthy to take this position? What are your advantages over other candidates?

This best question for the candidate to, without false modesty, name his main advantages over other applicants. At the same time, he must demonstrate his ability to persuade, emphasizing his advantages. It is bad if the candidate answers this question with weak arguments and cites his formal biographical characteristics.

5. What are your strengths?

The candidate must primarily emphasize the qualities required for this job and provide convincing evidence based on specific facts. But you can hear cliches repeated thousands of times: “I am sociable, neat, efficient,” etc. Ask him to clarify how his sociability, accuracy, diligence are manifested, what is his manner of listening to the client, what he has achieved thanks to his strong qualities.

6. What are your weaknesses?

From an intelligent candidate you are unlikely to hear repentance of sins and a long list of his shortcomings. He will try to twist the answer in such a way as to further increase his chances. For example, he will say: “Many people consider me a workaholic” or “I don’t know how to relax, I only feel good when I’m working” or “I’m too demanding of myself and others.” If the candidate boasts too much and you want to take him to frank confession your shortcomings, you can tell him such a joke. In such a situation, the candidate characterizes himself: “Conscientious, hardworking, I don’t drink, I don’t smoke...” Then he is asked in surprise: “You don’t have a single shortcoming?” “There is one,” the candidate admits, “I like to lie.”

7. Why did you leave your previous job?

It’s bad if the reason for leaving was a conflict, if the candidate criticizes the existing order there and his former leader. Leaving work due to conflict is an escape from difficulties, an admission of one’s own defeat, which leaves an imprint on the individual’s self-esteem. A negative attitude towards people, the habit of conflicts with employees, and especially with management, is a stable characteristic of a person and will certainly manifest itself in one form or another at work. new job. A good candidate will emphasize the positive things that were in his previous work and relationships with people, and will name such worthy reasons as the desire for a more interesting (highly paid, providing opportunities for professional growth) work and the desire to fully realize his capabilities.

8. Why did you decide to change jobs?

This question is asked to someone who is working at the time of the interview. As with the answer to the previous question, a story about a conflict will not characterize the candidate well. While the desire for professional growth, expanding the scope of application of one’s knowledge and skills, and increasing salaries is respected and welcomed in all developed countries.

9. Have you received other job offers?

The candidate’s authority will increase if he talks about other job offers, but notes his particular interest in this one. It’s good if he expresses his desire to receive maximum satisfaction from his work. His mood not only affects his health and the moral climate in the team, but is also the most important a necessary condition high labor productivity, the most reliable guarantee against errors, negligence and defects, and ultimately the main guarantee of the company’s prosperity.

10. How successful were you in interviews in other places?

It is important to find out why you failed an interview in some places and passed successfully in others. If he convinces you that your competitors are interested, then you try to keep him.

11. Will your personal life interfere with this job, which is associated with additional stress (irregular working hours, long or long-distance business trips, constant travel)?

This question is often asked to women. In some companies, trying to circumvent the law, they set strict conditions, such as not having children for a certain time, not issuing sick leave for child care, not taking leave without pay, etc.

12. How do you imagine your position in five (ten) years?

Many uninitiated people who do not plan their careers and lives answer that they cannot imagine such long-term prospects. And a person aimed at personal success will readily talk about his planned professional growth, and, possibly, personal goals. Max Eggert, in his book A Brilliant Career, talks about the importance of career planning. At one famous business school, on the first day of classes, students were asked who had written down the stages and goals of their personal career. Only 3% of them raised their hands. After 10 years, it was these 3% who achieved more financial success than everyone else combined.

13. What changes would you make in your new job?

It’s good if you show your initiative and familiarity with the situation of innovation and reorganization. However, this is only permissible with a thorough knowledge of the problems in the company. It’s bad if you don’t know the state of affairs very well, but strive to change everything in your own way.

14. Who can I contact for feedback on your work?

Must readily provide telephone numbers and addresses of former colleagues and managers. Concealing such information will immediately reveal the lack of positive recommendations or the inexperience of the applicant.

15. What salary do you expect?

A Russian proverb says: “He who doesn’t know his own price will always sell himself short.” A good specialist always knows his worth and expects a high salary. It is better for the candidate to overestimate the expected payment for his work than to underestimate it. If the proposed salary, do not forget to “enlarge the pie” and list the benefits available in the organization: bonuses, medical insurance, children’s preschool institutions, free travel and meals, free training and other manifestations of care for staff. [...] If the candidate is clearly bluffing, you can “knock him out of the role” and cool his ardor by sharply lowering the proposed salary and benefits. Remember this joke? An arrogant young artist, in a demanding tone, puts forward his conditions to the chief director of the theater when applying for a job: “Salary 500 dollars, main roles, 8 performances per month and the provision of a separate apartment.” To which the chief director calmly puts forward his own: “50 dollars, daily performances, extras and a dorm room.” - "Agree".

You can add 5 more questions to the main ones.

16. What can you tell us about your professional connections that you could use in your new job?

17. How do you increase your professional qualifications?

18. What do you like to do in free time?

19. When could you start a new job?

20. What questions do you have?

V. Polyakov
excerpt from the book “Career Technology”