As 12 perguntas mais frequentes numa entrevista de emprego

Envie este artigo a um amigo

Tem uma entrevista de emprego  e não sabe o que vão perguntar? Nós daremos umaajuda para saber o que responder. Leia
com atenção, treine e boa sorte!

1. Fale sobre si. 

Esta pergunta é quase obrigatória em uma entrevista de emprego e deverá ser muito bem praticada para uma resposta sucinta,
direta e, acima de tudo, que valorize o seu perfil profissional.

2. Quais são seus objetivos a curto prazo? E a longo prazo? 

Seja específico e tente aproximar, de alguma forma, os seus objetivos aos da própria empresa. Respostas como "ganhar bem" ou
"aposentar-se" são totalmente proibidas.

3. O que o levou a enviar o seu curriculum a esta empresa? 

Aproveite esta deixa para demonstrar que fez o seu "trabalho de casa" e fale sobre a atividade da empresa e a forma como o
posicionamento desta a torna uma empresa de elevado interesse para qualquer profissional. Naturalmente, para responder a esta
pergunta, é preciso fazer previamente uma pesquisa sobre a empresa. Vá ao site institucional, faça pesquisas usando
mecanismos de busca, leia revistas da especialidade e converse com pessoas que trabalham ou já trabalharam lá.

4. Qual foi a decisão mais difícil que tomou até hoje? 

O que é pretendido com esta questão, é que os candidatos sejam capazes de identificar uma situação em que tenham sido
confrontados com um problema ou dúvida, e que tenham sido capazes de analisar alternativas e consequências e decidir da
melhor forma.

5. O que procura num emprego? 

As hipóteses de resposta são várias: desenvolvimento profissional e pessoal, desafios, envolvimento, participação num projeto ou
organização de sucesso, contribuição para o sucesso da sua empresa, etc.

6. Você é capaz de trabalhar sob pressão e com prazos definidos? 

Um "não" a esta pergunta pode destruir por completo as suas hipóteses de ser o candidato escolhido, demonstre-se capaz de
trabalhar por prazos e dê exemplos de situações vividas em trabalhos anteriores.

7. Dê-nos um motivo para o escolhermos em vez dos outros candidatos. 

Esta é sempre das perguntas mais complicadas mas o que se espera é que o candidato saiba "vender" o seu produto. Isto é,
deverá focar-se nas suas capacidades e valorizar o seu perfil como o mais adequado para aquela função e a forma como poderá
trazer benefícios e lucros para a empresa.

8. O que você faz no seu tempo livre? 

Seja sincero, mas sobretudo lembre-se que os seus hobbies e ocupações demonstram não só a capacidade de gerir o seu tempo,
preocupações com o seu desenvolvimento pessoal e facilidade no relacionamento interpessoal.

9. Quais são as suas maiores qualidades? 

Aponte aquelas características universalmente relacionadas com um bom profissional: proatividade, empenho, responsabilidade,
entusiasmo, criatividade, persistência, dedicação, iniciativa, e competência.

10. E pontos negativos/defeitos? 

Naturalmente que a resposta não poderá ser muito negativa, pois serão poucas as hipóteses para um profissional que diga ser
desorganizado, desmotivado ou pouco cumpridor dos seus horários. 
Assim, o truque é responder partindo daquilo que normalmente é considerado uma qualidade mas agravando-o de forma a
parecer um "defeito". Ou seja, exigente demais, perfeccionista, muito auto-crítico, persistente demais, etc.

11. Que avaliação faz da sua última (ou atual) experiência profissional? 
Não se queixe e, em caso algum, critique a empresa e respectivos colaboradores. Diga sempre alguma coisa positiva, ou o
ambiente de trabalho ou o produto/serviço da empresa. Se começar a apontar defeitos ao seu emprego anterior correrá o risco de
o entrevistador achar que o mesmo pode acontecer no futuro relativamente aquela empresa.

12. Até hoje, quais foram as experiências profissionais que lhe deram maior satisfação? 
Seja qual for a sua escolha, justifique bem os motivos. Tente mencionar as mais recentes e que sejam mais adequadas aos seus
objetivos profissionais.

Confira a seguir 13 dicas para aumentar as suas chances na entrevista de emprego:

1. Preparando a memória
Dias antes da entrevista, pare para pensar nas situações mais importantes da sua vida profissional. O ideal é que você selecione de 5 a 10
situações e avalie o papel que você desempenhou em cada uma, o que você aprendeu, quais foram os desafios etc. “Essa dica é muito
importante para quem vai passar por uma entrevista por competência, aquela em que o entrevistador pergunta sobre situações passadas em
que o candidato precisou trabalhar sob pressão ou teve de liderar um grupo, por exemplo”, explica Fernanda Thees, sócia-diretora da Loite,
empresa de orientação de jovens para carreira e para processos seletivos. Isso porque, na hora do vamos ver, você pode estar nervoso e não
se lembrar dos melhores exemplos para contar. Quando selecionar essas situações, observe que cada uma pode se encaixar em diversas
competências — liderança, trabalho em equipe, comunicação, resiliência etc. “É a melhor forma de você se preparar já que nunca vai saber ao
certo que pergunta terá de responder na hora.”

2. Para quem não tem experiência profissional

Se você nunca trabalhou, pode pensar nas principais situações da sua vida escolar ou em família, por exemplo. “O importante é explorar as
experiências por que você já passou”, ressalta Caroline Cobiak, consultora interna da área de Jovens Profissionais da Across, especializada em
recrutamento de programas de estágio e trainee. E aqui valem os trabalhos em grupo da faculdade, a viagem com os amigos, o intercâmbio
que fez sozinho, a festa que organizou etc.

3. Método de estrela

Na entrevista, principalmente para quem já tem bastante experiência profissional, é sempre importante mostrar resultados. Para apresentar
suas entregas e realizações profissionais você pode utilizar a técnica STAR, estruturando os casos em Situação-Tarefa-Ação-Resultado. “Dessa
forma, você consegue mostrar uma sequência lógica e estruturada de suas conquistas”, afirma Denise Barreto, sócia-fundadora da GNext
Talent Group, especializada em recrutamento e seleção.

4. Com chave de ouro

O ideal, segundo Fernanda, da Loite, é que você sempre termine as suas falas com alguma coisa positiva. Por exemplo, você pode finalizar uma
história contando que, quando concluiu determinado projeto, foi promovido. “Provavelmente o entrevistador vai pegar um gancho no que
você diz por último e, se o gancho vier de alguma coisa positiva, ele tenderá a continuar o assunto”, explica ela. Por outro lado, se você
terminar a fala com alguma coisa negativa, como uma demissão, ele tende a perguntar, por exemplo, por que você foi demitido etc. A dica é
especialmente válida quando a entrevista for baseada nas informações do seu currículo.

5. Perguntas absurdas

Algumas empresas fazem, sim, perguntas bem esquisitas na hora da entrevista. Já ouvimos falar em “quanto pesa uma girafa”, “quantas bolas
de gude cabem num avião” ou até “quantos McDonald’s existem em São Paulo”. Essas questões — aparentemente engraçadinhas — podem
parecer só uma pegadinha, mas, em grande parte dos casos, são feitas para testar o seu raciocínio lógico. O mais comum é que elas sejam
aplicadas em bancos de investimento e consultorias, além de empresas modernas como o Google, que é muito adepto desse tipo de
questionamento para todas as posições. Se você se deparar com uma pergunta desse tipo, demonstre como você é capaz de estruturar seu
raciocínio para chegar a uma resposta lógica, que não necessariamente precisa estar correta. “No caso da pergunta do McDonald’s, por
exemplo, conheço uma pessoa que fez uma regrinha de três e foi aprovada no processo seletivo”, conta Fernanda, da Loite. O candidato
respondeu mais ou menos assim: na minha cidade, que tem x habitantes, há x McDonald’s. Em São Paulo, há mil vezes os habitantes da minha
cidade, logo, deve haver mil vezes a quantidade de McDonald’s que existem lá. Simples assim. “O importante é usar a lógica e o repertório
que você tem para demonstrar que entendeu a pergunta e estruturou bem seu pensamento.”

6. Sorriso amarelo

Há casos também em que esse tipo de pergunta aparentemente absurda é feita para “quebrar o gelo” e observar a reação do candidato. “Não
existe resposta certa ou errada, o que conta é a percepção do recrutador diante da resposta, seja ela qual for”, afirma Roberto Marques,
presidente do Instituto Brasileiro de Coaching. Portanto, vale a pena ter bom humor e evitar aquele “sorrisão amarelo” de quem não tem ideia
do que vai dizer, ok?

7. Fazendo a lição de casa

Outra questão que frequentemente aparece nas entrevistas é “Por que você quer trabalhar aqui?”. Pode parecer uma perguntinha à toa, mas
por trás dela existe a vontade de a empresa encontrar profissionais com valores alinhados aos seus. Pode acreditar que não existe resposta
pronta para essa questão. Para respondê-la, você tem, sim, de fazer a lição de casa e pesquisar tudo o que puder sobre a empresa – desde o
setor em que ela atua, suas características de gestão, seus dados financeiros, seus desafios, seus concorrentes etc. “Muita gente confunde a
empresa com a marca e responde que é consumidor da marca desde criança e sempre sonhou em trabalhar na empresa”, explica Caroline, da
Across. Segundo ela, não é isso que o entrevistador quer saber. Ele quer ver se você acha bacana o horário flexível que a empresa oferece, por
exemplo, ou a sua informalidade entre chefes e subordinados.

8. Perguntas são bem-vindas (e bem vistas)

Não é apenas respondendo as perguntas do entrevistador da melhor forma que você pode ganhar pontos com ele. Sabia? Outra estratégia
bem interessante é a de fazer perguntas que demonstrem primeiramente que você pesquisou informações sobre a empresa e, em seguida,
que tem interesse pela empresa e pela vaga em questão. Para começar, tome o cuidado de não perguntar coisas que você poderia saber
dando uma simples busca pela internet. Se a entrevista for para uma oportunidade de trainee, por exemplo, você pode perguntar como é a
retenção dos talentos na empresa. “Pergunte, por exemplo, quantos trainees a empresa teve no programa anterior, quantos permanecem lá,
quantos viraram gestores”, recomenda Caroline, da Across.

9. Totalmente Big Brother

Fique também atento a todos os seus gestos desde o momento em que chegar à empresa. “Você pode estar sendo analisado já na recepção,
na forma como trata o atendente”, alerta José Roberto, do Instituto Brasileiro de Coaching. Gentileza e educação nunca fazem mal.

10. Coerência nas redes sociais

Se você está nas redes sociais, por mais que tente proteger sua privacidade, pode estar certo de que o recrutador já deu uma espiadinha no
que você anda fazendo por lá. Portanto, vale a velha recomendação de pensar antes de postar qualquer coisa. Além disso, na hora da
entrevista, seja coerente com seu perfil das redes. Não diga, por exemplo, que não bebe, se já postou uma foto com copo de cerveja.

11. Nem pense em mentir

Contar uma mentira, aumentar uma coisinha aqui e outra ali é muito arriscado em qualquer tipo de entrevista. O recrutador — lembre-se
disso — é uma pessoa treinada para perceber esses deslizes. Ele faz isso o dia inteiro e tem experiência no assunto…

12. Cuidados essenciais

Na hora de escolher o que vestir, procure algo que combine com sua área de atuação. O ideal é usar uma roupa bem cuidada, mas com que
você se sinta confortável (e não como se estivesse usando uma fantasia). Na dúvida, prefira cores neutras e formas simples.

13. Seja você

Por fim, mesmo que você esteja sob pressão, nervoso, ansioso, tente ser você mesmo na conversa com o entrevistador. “Somente se você se
colocar de forma genuína, autêntica e verdadeira é que será lembrado pela sua individualidade”, afirma Denise, da GNext.

Boa sorte!

- See more at: http://www.vagas.com.br/profissoes/dicas/13-dicas-mandar-entrevista-de-emprego/#sthash.Ziz9DPbm.dpuf

A entrevista com o recrutador ou com o potencial gestor é uma das fases mais importantes de qualquer processo seletivo. É nessa etapa que
as habilidades de um candidato são de fato colocadas à prova. Como explica Denise Barreto, sócia-fundadora da GNext Talent Group,
especializada em recrutamento e seleção, essa é fase final de validação do candidato, já que ocorre depois de uma criteriosa triagem curricular
e muitas vezes também após a realização de testes psicológicos ou comportamentais, analíticos ou de valores.

Para José Roberto Marques, presidente do Instituto Brasileiro de Coaching, o objetivo da entrevista é reforçar o que o candidato colocou no
currículo, saber qual seu grau de comprometimento com o cargo pretendido, conhecer seus anseios e objetivos e conversar sobre os desafios
que ele já enfrentou na carreira. Entretanto, ele alerta:

“Mas não pense que seja um simples diálogo para conhecer o profissional. O entrevistador tem habilidades para observar gestos, respostas e
atitudes que dizem muito sobre o seu comportamento. Recrutadores são profissionais altamente capazes de extrair diversas informações de
pequenas respostas.”

Segundo os especialistas no assunto, a entrevista por competências é a que mais vem sendo adotada nos processos seletivos. “Essa técnica,
aplicada na contratação de profissionais dos mais variados níveis de senioridade, é a mais frequente e difundida no mercado”, afirma Denise,
da GNext.
Fernanda Thees, sócia-diretora da Loite, empresa de orientação de jovens para carreira e para processos seletivos, concorda com ela e ainda
acredita que, apesar de a entrevista por competências não ser exatamente uma novidade, a tendência é de que sua utilização continue
aumentando nos próximos anos. “Como as grandes empresas, principalmente as multinacionais, utilizam esse tipo de entrevista há bastante
tempo, as pessoas que saem das grandes para empresas menores acabam replicando o mesmo modelo, mesmo que não saibam que nome ele
tem”, afirma.

Desvendando as competências

Nessa conversa, o entrevistador pede que o candidato conte situações por que já passou, que possam mostrar como ele fez para atingir uma
meta desafiadora ou resolver um problema de comunicação, por exemplo. O teor da entrevista é tão comportamental que, muitas vezes, o
entrevistador nem leva o currículo do candidato para checar informações. “Apenas pressupõe-se que ele tenha lido e que os pré-requisitos
para a vaga tenham sido cumpridos”, diz Fernanda.

Na entrevista por competência, quem dá as cartas é basicamente o entrevistador. “Ele sabe quais competências quer avaliar e, para isso, pede
que o candidato conte exemplos concretos”, explica Fernanda. “O recrutador pode pedir, por exemplo, que o entrevistado relate uma situação
em que precisou trabalhar em equipe”, explica Caroline Cobiak, consultora interna da área de Jovens Profissionais da Across, especializada em
recrutamento para programas de estágio e trainee. “O que ele quer, na verdade, é avaliar o quanto o candidato tem essa competência
desenvolvida.”

Com base no currículo

Outro modelo também bastante utilizado é o da entrevista baseada no currículo. É aquela mais tradicional de todas, em que o recrutador vai
perguntando sobre as experiências que o candidato listou no documento. “O entrevistador pede, por exemplo, que o candidato conte como
foi a sua passagem por determinada empresa”, afirma Fernanda, da Loite. “Nesse tipo de conversa, em que as perguntas são mais abertas, o
candidato tem oportunidade de escolher que pontos quer enfatizar e que pontos prefere deixar de lado”, diz ela.

Técnicas variadas

Denise, da GNext, afirma que um outro formato que começa ser difundido é a entrevista baseada em valores, que observa se existe
alinhamento entre a cultura da empresa e as motivações profissionais do candidatos. Esse, aliás, é um tema cada vez mais recorrente nos
processos seletivos. Veja mais aqui.

Há também a entrevista baseada em análise de caso, quando o entrevistado precisa explicar como resolveria um desafio proposto pelo
recrutador. O desafio pode ser real ou hipotético, o que importa é a capacidade de o candidato avaliar a situação e propor soluções com base
no seu conhecimento e na sua agilidade de raciocínio.

Perguntas esquisitas

Também não é raro surgirem perguntas esquisitas (“Quantos bueiros existem em São Paulo?”) durante a conversa entre candidato e
recrutador. Essas questão aparecem para avaliar estrutura lógica, criatividade, capacidade de abstração e análise do candidato. “Normalmente
são mais aplicadas em processos de Consultorias de Gestão e Mercado Financeiro,” afirma Denise.
Ainda falando de Mercado Financeiro, Denise conta que já foi comum utilizar a “entrevista por estresse” nesse setor. “A ideia era testar o
limite emocional e a perspicácia da pessoa, colocando-a numa situação real de estresse durante a entrevista, já que este seria seu desafio
diário”, explica. “Essa técnica caiu em desuso depois da Avaliação por Competência, que pode levar à mesma conclusão sem expor o
candidato”, conta. “Hoje, a recomendação é proporcionar à pessoa uma experiência positiva e de aprendizado ao longo do processo seletivo,
visto que qualquer entrevista é estressante por natureza.” E não é?

- See more at: http://www.vagas.com.br/profissoes/acontece/no-mercado/entrevista-emprego-baseada-competencias/

#sthash.hmuhZ5xh.dpuf

https://www.themuse.com/advice/how-to-answer-the-31-most-common-interview-questions

How to Answer the 31 Most Common Interview Questions

By The Daily Muse Editor

Wouldn't it be great if you knew exactly what a hiring manager would be asking you in your next interview?

While we unfortunately can't read minds, we'll give you the next best thing: a list of the 31 most commonly asked interview

questions (and, of course, some expert advice on how to answer them).

While we don't recommend having a canned response for every question (in fact, please don't), we do recommend spending some

time getting comfortable with what you might be asked, what hiring managers are really looking for in your responses, and what it

takes to show that you're the right man or woman for the job.

Consider this your interview study guide.

1. Can you tell me a little about yourself?

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. Start off with the 2-3 specific accomplishments or experiences that you most want the interviewer to know about,

then wrap up talking about how that prior experience has positioned you for this specific role.

Read More

2. How did you hear about the position?

Another seemingly innocuous question, this is actually a perfect opportunity to stand out and show your passion for and connection

to the company. For example, if you found out about the gig through a friend or professional contact, name drop that person, then
share why you were so excited about it. If you discovered the company through an event or article, share that. Even if you found

the listing through a random job board, share what, specifically, caught your eye about the role.

3. What do you know about the company?

Any candidate can read and regurgitate the company’s “About” page. So, when interviewers ask this, they aren't necessarily trying

to gauge whether you understand the mission—they want to know whether you care about it. Start with one line that shows you

understand the company's goals, using a couple key words and phrases from the website, but then go on to make it personal. Say,

“I’m personally drawn to this mission because…” or “I really believe in this approach because…” and share a personal example or

two.

Read More

4. Why do you want this job?

Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want

the position. (And if you don't? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a

great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from

helping someone solve a problem"), then share why you love the company (e.g., “I’ve always been passionate about education,

and I think you guys are doing great things, so I want to be a part of it”).

Read More

5. Why should we hire you?

This question seems forward (not to mention intimidating!), but if you're asked it, you're in luck: There's no better setup for you to

sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only

do the work, you can deliver great results; that you'll really fit in with the team and culture; and that you'd be a better hire than any

of the other candidates.

Read More

6. What are your greatest professional strengths?

When answering this question, interview coach Pamela Skillings recommends being accurate (share your true strengths, not those

you think the interviewer wants to hear); relevant (choose your strengths that are most targeted to this particular position); and

specific (for example, instead of “people skills,” choose “persuasive communication” or “relationship building”). Then, follow up with

an example of how you've demonstrated these traits in a professional setting.

Read More

7. What do you consider to be your weaknesses?

What your interviewer is really trying to do with this question—beyond identifying any major red flags—is to gauge your self-

awareness and honesty. So, “I can't meet a deadline to save my life” is not an option—but neither is “Nothing! I'm perfect!” Strike a

balance by thinking of something that you struggle with but that you’re working to improve. For example, maybe you’ve never been

strong at public speaking, but you've recently volunteered to run meetings to help you be more comfortable when addressing a

crowd.

Read More

8. What is your greatest professional achievement?

Nothing says “hire me” better than a track record of achieving amazing results in past jobs, so don't be shy when answering this

question! A great way to do so is by using the S-T-A-R method: Set up the situation and the task that you were required to

complete to provide the interviewer with background context (e.g., “In my last job as a junior analyst, it was my role to manage the

invoicing process”), but spend the bulk of your time describing what you actually did (the action) and what you achieved (the result).

For example, “In one month, I streamlined the process, which saved my group 10 man-hours each month and reduced errors on

invoices by 25%.”

Read More

9. Tell me about a challenge or conflict you've faced at work, and how you dealt with it.

In asking this question, “your interviewer wants to get a sense of how you will respond to conflict. Anyone can seem nice and

pleasant in a job interview, but what will happen if you’re hired and Gladys in Compliance starts getting in your face?” says

Skillings. Again, you'll want to use the S-T-A-R method, being sure to focus on how you handled the situation professionally and

productively, and ideally closing with a happy ending, like how you came to a resolution or compromise.

Read More

10. 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.

Read More

11. What's your dream job?

Along similar lines, the interviewer wants to uncover whether this position is really in line with your ultimate career goals. While “an

NBA star” might get you a few laughs, a better bet is to talk about your goals and ambitions—and why this job will get you closer to

them.

Read More

12. What other companies are you interviewing with?

Companies ask this for a number of reasons, from wanting to see what the competition is for you to sniffing out whether you're

serious about the industry. “Often the best approach is to mention that you are exploring a number of other similar options in the

company's industry,” says job search expert Alison Doyle. “It can be helpful to mention that a common characteristic of all the jobs

you are applying to is the opportunity to apply some critical abilities and skills that you possess. For example, you might say 'I am

applying for several positions with IT consulting firms where I can analyze client needs and translate them to development teams in

order to find solutions to technology problems.'”

Read More

13. Why are you leaving your current job?

This is a toughie, but one you can be sure you'll be asked. Definitely keep things positive—you have nothing to gain by being

negative about your past employers. Instead, frame things in a way that shows that you're eager to take on new opportunities and

that the role you’re interviewing for is a better fit for you than your current or last position. For example, “I’d really love to be part of

product development from beginning to end, and I know I’d have that opportunity here.” And if you were let go? Keep it simple:

“Unfortunately, I was let go,” is a totally OK answer.

Read More

14. Why were you fired?

OK, if you get the admittedly much tougher follow-up question as to why you were let go (and the truth isn't exactly pretty), your

best bet is to be honest (the job-seeking world is small, after all). But it doesn't have to be a deal-breaker. Share how you’ve grown
and how you approach your job and life now as a result. If you can position the learning experience as an advantage for this next

job, even better.

Read More

15. What are you looking for in a new position?

Hint: Ideally the same things that this position has to offer. Be specific.

Read More

16. What type of work environment do you prefer?

Hint: Ideally one that's similar to the environment of the company you're applying to. Be specific.

Read More

17. What's your management style?

The best managers are strong but flexible, and that's exactly what you want to show off in your answer. (Think something like,

“While every situation and every team member requires a bit of a different strategy, I tend to approach my employee relationships

as a coach...”) Then, share a couple of your best managerial moments, like when you grew your team from five to 15 or coached

an underperforming employee to become the company's top salesperson.

Read More

18. What's a time you exercised leadership?

Depending on what's more important for the the role, you'll want to choose an example that showcases your project management

skills (spearheading a project from end to end, juggling multiple moving parts) or one that shows your ability to confidently and

effectively rally a team. And remember: “The best stories include enough detail to be believable and memorable,” says Skillings.

“Show how you were a leader in this situation and how it represents your overall leadership experience and potential.”

Read More
19. What's a time you disagreed with a decision that was made at work?

Everyone disagrees with the boss from time to time, but in asking this question, hiring managers want to know that you can do so in

a productive, professional way. “You don’t want to tell the story about the time when you disagreed but your boss was being a jerk

and you just gave in to keep the peace. And you don’t want to tell the one where you realized you were wrong,” says Peggy McKee

of Career Confidential. “Tell the one where your actions made a positive difference on the outcome of the situation, whether it was

a work-related outcome or a more effective and productive working relationship.”

Read More

20. How would your boss and co-workers describe you?

First of all, be honest (remember, if you get this job, the hiring manager will be calling your former bosses and co-workers!). Then,

try to pull out strengths and traits you haven't discussed in other aspects of the interview, such as your strong work ethic or your

willingness to pitch in on other projects when needed.

Read More

21. Why was there a gap in your employment?

If you were unemployed for a period of time, be direct and to the point about what you’ve been up to (and hopefully, that’s a litany

of impressive volunteer and other mind-enriching activities, like blogging or taking classes). Then, steer the conversation toward

how you will do the job and contribute to the organization: “I decided to take a break at the time, but today I’m ready to contribute to

this organization in the following ways.”

Read More

22. Can you explain why you changed career paths?

Don't be thrown off by this question—just take a deep breath and explain to the hiring manager why you've made the career

deicions you have. More importantly, give a few examples of how your past experience is transferrable to the new role. This doesn't

have to be a direct connection; in fact, it's often more impressive when a candidate can make seemingly irrelevant experience

seem very relevant to the role.

Read More
23. How do you deal with pressure or stressful situations?

"Choose an answer that shows that you can meet a stressful situation head-on in a productive, positive manner and let nothing

stop you from accomplishing your goals," says McKee. A great approach is to talk through your go-to stress-reduction tactics

(making the world's greatest to-do list, stopping to take 10 deep breaths), and then share an example of a stressful situation you

navigated with ease.

Read More

24. What would your first 30, 60, or 90 days look like in this role?

Start by explaining what you'd need to do to get ramped up. What information would you need? What parts of the company would

you need to familiarize yourself with? What other employees would you want to sit down with? Next, choose a couple of areas

where you think you can make meaningful contributions right away. (e.g., “I think a great starter project would be diving into your

email marketing campaigns and setting up a tracking system for them.”) Sure, if you get the job, you (or your new employer) might

decide there’s a better starting place, but having an answer prepared will show the interviewer where you can add immediate

impact—and that you’re excited to get started.

Read More

25. What are your salary requirements?

The #1 rule of answering this question is doing your research on what you should be paid by using sites like Payscale and

Glassdoor. You’ll likely come up with a range, and we recommend stating the highest number in that range that applies, based on

your experience, education, and skills. Then, make sure the hiring manager knows that you're flexible. You're communicating that

you know your skills are valuable, but that you want the job and are willing to negotiate.

Read More

Dear Victoria,

When a job application asks for my salary requirements, what should I tell them—and will this impact my ability to negotiate if I get

offered the job?

I don't want to put something too high in case I put myself out of their target salary range, but I don't want to go too low and cheat

myself out of what I'm worth.

Can I leave it blank? What is your advice in this situation?

The short answer to your question is that you should include in your job application as high a salary requirement as you can

reasonably justify. I’ll explain the “why” in a minute—but first, let’s talk about the “how."
Do your research to get your number—learn as much as possible about the position and comparable salaries from local and

industry sources and job sites such as glassdoor.com. See if you can get any insider information, too. Try looking for salary

information on the company’s website or doing aninformational interview with the position’s recruiter.

You’ll likely come up with a range, and you should put the highest number in that range that applies, based on your experience,

education, and skills. And yes, that’s a little aggressive—but bear with me.

Next, I recommend writing “(flexible)” or “(negotiable)” next to your number. If you have room to do so—for example, in your cover

letter—stress again that your salary requirement is flexible or negotiable and that there are so many working parts to compensation

—benefits, job title, opportunities for advancement—that you’re certain you can find a way to satisfy both of you if you’re a good fit

for the position.

Now, I realize that making an aggressive initial offer can be a scary proposition. So let me explain the reasoning.

First, when the value of an item is uncertain—as your services to a prospective employer are—the first number you put on the table

acts as a strong “anchor” that will pull the negotiation in its direction throughout the entire bargaining process.

Professor Adam Galinsky of the Kellogg School of Business at Northwestern University has explained the anchoring phenomenon

this way:

Items being negotiated have both positive and negative qualities—qualities that suggest a higher price and qualities that suggest a

lower price. High anchors selectively direct our attention toward an item's positive attributes while low anchors direct our attention

to its flaws.

By stating a salary requirement that is lower than your prospective employer might be willing to pay, you not only cheat yourself out

of more money, but you might come across to the employer as unsophisticated or unprepared. By stating a salary higher than they

might be willing to pay, you risk little harm, so long as you indicate that your salary requirements are flexible. And at the same time,

you are communicating that you already know your skills are valuable.

Just as important as anchoring high, the second benefit of giving a number at the high end of your range is that you give yourself

enough room to negotiate if you are offered the job.

Research has proven that people are happier with the outcome of a negotiation if their bargaining partner starts at point A, but

reluctantly concedes her first couple of requirements before saying “yes.” So, by stating an initial salary that leaves room for

negotiation (I recommend room for at least three concessions, or back-and-forth conversations), you’re more likely to get what you

actually want.

By far the best advice on making an aggressive opening offer is that contained in Galinsky’s short article, "Should You Make the

First Offer?" The three major takeaways are these:

Don't be afraid to be aggressive: Galinksy’s research shows that people typically tend to exaggerate the likelihood of their

bargaining partner walking away in response to an aggressive offer, and that most negotiators make first offers that aren’t

aggressive enough.
Focus on your target price: Determine your best-case-scenario outcome, and focus on that. Negotiators who focus on their target

price make more aggressive first offers and ultimately reach more profitable agreements than those who focus on the minimum

amount they’d be satisfied with.

Be flexible: Always be willing to concede your first offer. In doing so, you'll still likely get a profitable deal, and the other side will be

pleased with the outcome.

Remember, there’s little to risk if you put the highest number you can justify, but there’s a lot to lose if you don’t.

If you have follow-up questions, please leave them in the comments and I’ll respond and invite other negotiators to chime in as

well.

26. What do you like to do outside of work?

Interviewers ask personal questions in an interview to “see if candidates will fit in with the culture [and] give them the opportunity to

open up and display their personality, too,” says longtime hiring manager Mitch Fortner. “In other words, if someone asks about

your hobbies outside of work, it’s totally OK to open up and share what really makes you tick. (Do keep it semi-professional,

though: Saying you like to have a few beers at the local hot spot on Saturday night is fine. Telling them that Monday is usually a

rough day for you because you’re always hungover is not.)”

Read More

27. If you were an animal, which one would you want to be?

Seemingly random personality-test type questions like these come up in interviews generally because hiring managers want to see

how you can think on your feet. There's no wrong answer here, but you'll immediately gain bonus points if your answer helps you

share your strengths or personality or connect with the hiring manager. Pro tip: Come up with a stalling tactic to buy yourself some

thinking time, such as saying, “Now, that is a great question. I think I would have to say… ”

Read More

28. How many tennis balls can you fit into a limousine?

1,000? 10,000? 100,000? Seriously?

Well, seriously, you might get asked brainteaser questions like these, especially in quantitative jobs. But remember that the

interviewer doesn’t necessarily want an exact number—he wants to make sure that you understand what’s being asked of you, and

that you can set into motion a systematic and logical way to respond. So, just take a deep breath, and start thinking through the

math. (Yes, it’s OK to ask for a pen and paper!)

Read More

29. Are you planning on having children?

Questions about your family status, gender (“How would you handle managing a team of all men?”), nationality (“Where were you

born?”), religion, or age, are illegal—but they still get asked (and frequently). Of course, not always with ill intent—the interviewer

might just be trying to make conversation—but you should definitely tie any questions about your personal life (or anything else you

think might be inappropriate) back to the job at hand. For this question, think: “You know, I’m not quite there yet. But I am very

interested in the career paths at your company. Can you tell me more about that?”

Read More

You’re sitting in the interview for your dream job, and it’s going great. You’ve knocked the hard questionsout of the park, and you

and the interviewer are really hitting it off. Then, out of the blue, she asks, “Are you planning on having kids?”

Yep, that’s illegal. And so is any question related to your family, nationality, gender, race, religion, and more. But unfortunately,

these questions get asked more often than you'd think, and before you get to the interview, it’s good to know how to respond if

you’re faced with one.

I’ve found that the best approach is to determine why the interviewer is asking the question and whether she has a legitimate

concern she’s trying to address. Then, tailor your answer to speak to that concern, gracefully avoid the illegal part of the question,

and turn the conversation back to your job-related strengths. Here are a few of the most common examples, and how to face them.

1. Gender

Discriminatory questions about gender are wide and far-reaching. I’ve seen interviewees get questions from the overt (“Do you
think a woman can do this job effectively?”) to something more subtle (“As a single mom, what child-care arrangements have you

made?”).

But the fact is, nothing related to gender should be asked in the interview process—at all. If it comes up, the best approach is to

answer the question, but without referencing gender. For example, if you’re asked, “How would you handle managing a team of all

men?”, drop the last part of the question and focus on your leadership skills, instead. Try: “I’m very comfortable in a management

role. In fact, in my last position, the department I led exceeded its annual sales goals for three years straight.”

2. Marital or Family Status

In the movie Picture Perfect, Jennifer Aniston’s character hires an acquaintance to pretend to be her fiancé. The reason? Her boss

won’t promote her because she’s single—his rationale being that if she doesn’t have any roots or permanence, there’s nothing to

keep her from wandering away. Enter the fake fiancé, and she gets the promotion.

The chances that you’ll be faced with something so direct are slim. But, you may be asked when you’replanning on getting married,

or if you’ll continue to work after having children. Any questions related to your family status are technically illegal, but employers

often ask them to get a read on your future commitment to the job and company.
An appropriate answer to these types of questions would be “You know, I’m not quite there yet. But I am very interested in the

career paths at your company. Can you tell me more about that?” This assures the interviewer that you’re committed to your

professional growth, but doesn’t promise them anything in terms of your future—and lets you steer the conversation back to a job-

related topic.

3. Citizenship, Nationality, or Language

U.S. employers can get in big trouble for hiring people not legally allowed to work in the country, which has lead to companies

taking stronger measures to find out about their applicants even before they’re hired. But the only way they can do that legally to

ask the question directly: “Are you legally authorized to work in the U.S.?” Any other way of phrasing it, such as “Where are you

from?” or “Where were you born?” is illegal.

That said, these types of questions often slip out as conversation starters, so you can take a couple of different approaches to

answering them. If you think it’s a friendly mistake, just smile and say, “California. What about you?” But if this makes you

uncomfortable, you can gracefully dodge it with something like, “I’ve actually lived a lot of places. But I am legally allowed to work in

the U.S., if that’s what you’re asking.”

4. Age

We've all heard of age discrimination—younger candidates getting passed up for more experienced ones, and older workers being

pushed aside in favor of junior employees who might cost less in terms of salary. Though some states have laws that prohibit age

discrimination against younger employees, the Age Discrimination in Employment Act actually only protects workers who are over

40 years old. This means that a potential employer might tread into territory that’s discriminatory to a younger person, but not

necessarily illegal. For example, “We’ve generally hired older, more experienced people for this type of position.” Unfair? Yes.

Illegal? No.

This situation should rightly concern you, but be prepared to address what the interviewer is trying to get at: Do you have the
required experience for the position? A good answer would be to turn back to your job-related skills: highlighting specific

accomplishments and how your experience can benefit the company.

5. Religion

An employer may be curious about your religious practices in order to plan their weekend or holiday schedules—and ask questions

such as “What religious holidays do you observe?” or “Do you go to church on Sunday mornings?” While asking about your

schedule (e.g. “can you work on Sunday mornings?”), is appropriate, employers should never tie it to religion. If someone probes

into this part of your personal life, try answering back with a question: “What is the schedule like for the position?” Or, you assure

them of your availability by saying something like “I’m certain that I’ll able to work the schedule you need for this position.”

Keep in mind that many times, illegal questions aren’t asked with ill intent. An inexperienced interviewermay say something like,

“That’s a beautiful accent. Where are you from?” as a way to spark conversation. She might not realize the question is illegal, or

may not know how to frame the question in a legal way.

But if you feel that a question is inappropriate, you can definitely ask the interviewer to clarify how it relates to the job. You are also

within your rights to tell the interviewer that you’re not willing to answer a question that makes you uncomfortable. And if a question

is truly offensive and discriminatory, you have the option of filing a complaint with the Equal Employment Opportunity Commission.
When faced with an illegal question, you have to take into consideration a variety of factors in deciding how to respond—the intent

of the question, how much you want the job, and how your response might hurt your prospects for getting it. Ultimately, you’ll have

to decide the best course of action for the situation—but it’s good for you to know where the law stands.

30. What do you think we could do better or differently?

This is a common one at startups (and one of our personal favorites here at The Muse). Hiring managers want to know that you not

only have some background on the company, but that you're able to think critically about it and come to the table with new ideas.

So, come with new ideas! What new features would you love to see? How could the company increase conversions? How could

customer service be improved? You don’t need to have the company’s four-year strategy figured out, but do share your thoughts,

and more importantly, show how your interests and expertise would lend themselves to the job.

Read More

31. Do you have any questions for us?

You probably already know that an interview isn't just a chance for a hiring manager to grill you—it's your opportunity to sniff out

whether a job is the right fit for you. What do you want to know about the position? The company? The department? The team?

You'll cover a lot of this in the actual interview, so have a few less-common questions ready to go. We especially like questions

targeted to the interviewer (“What's your favorite part about working here?") or the company's growth (“What can you tell me about

your new products or plans for growth?")

Read More

You probably already know that an interview isn't just a chance for a hiring manager to grill you—it's your opportunity to sniff

out whether a job is the right fit for you. Which means: It's important to go in with some questions. What do you want to know about

the position? The company? The department? The team?

To get you thinking, we've put together a list of key questions to ask in your interview. We definitely don't suggest asking all of them

rapid-fire—some of this stuff will certainly be covered during the course of your discussion, and you can weave in other questions

as you go.

But when the inevitable, "So, do you have any questions for us?" part of the interview comes? Use this list to make sure you've

covered all your bases.

The Job

First, make sure you have a handle on exactly what the day-to-day responsibilities of the job will be—both now and in the future.

1. What does a typical day look like?

2. What are the most immediate projects that need to be addressed?

3. Can you show me examples of projects I'd be working on?

4. What are the skills and experiences you’re looking for in an ideal candidate?

5. What attributes does someone need to have in order to be really successful in this position?

6. What types of skills is the team missing that you’re looking to fill with a new hire?

7. What are the biggest challenges that someone in this position would face?

8. What sort of budget would I be working with?

9. Is this a new role that has been created?

10. Do you expect the main responsibilities for this position to change in the next six months to a year?

Be Ready to Interview Back

Most interviewers will save time at the end of your meeting to let you ask questions. And by all means, do! If you’re interviewing

with a founder, ask about his or her vision for the company, how the company defines success, and how it plans to get there. Don’t

be afraid to ask about the company’s business plan, funding situation, and potential roadblocks as well. If you’re talking with

someone who will be your peer, ask about his or her favorite parts of the company, the biggest challenges he or she has faced, and

what it’s like working with the team.

These conversations will not only give you helpful information to consider if you get an offer, they’ll show the interviewer that you’re

seriously evaluating the company yourself (and not just trying to get the first start-up job that lands on your plate).

4. Follow Up

This advice is as old as the interview process itself, but many candidates still fail to follow it, especially in the casual world of tech

start-ups: Send a thank-you note. Sending an email later that day shows that you’re polite, that you follow through on things, and

that you’re actually interested in the job.

It also opens up an opportunity to strengthen an interview area that you felt was weak. Ever been stumped in an interview then

realized what you should have said the moment you left? Or thought of a great marketing strategy on the drive home from the

interview? Feel free to add a quick paragraph mentioning your new ideas.

When you’re interviewing with a start-up, you goal is to ensure that the job is a great fit for you, and to convey that to your

interviewer as well. When you do, you’ll be in a better position to negotiate your offer and get started once you accept it—full of

ideas on ways to hit the ground running.