|Interview Questions Reveal
You can address an employer’s concerns via your
interview answers only if you understand where the
concerns are coming from and what the employer wants
to explore. Interview questions can be grouped by
the interviewer’s needs. So, what are such needs?
Similar to a personal investment, employers need to
do their due diligence in order to explore and then
understand what they are buying, as well as to
ensure that their purchase will both grow and
produce satisfactory results and that there won’t be
any hidden surprises.
- First, the employer will want to validate
that you’ll be productive on the job and that
your skills will deliver as anticipated. If
you’ve done this job elsewhere, were you
successful? And if you ran into problems, how
did you resolve them, and what did you learn
from the process?
- Second, the interviewer will want to gain a
clear understanding of how much you want this
job. Are you strongly motivated and interested
enough to perform well and make significant
contributions? The interviewer will want to
verify certain soft-skill issues such as your
determination, desire to succeed, work ethic,
and willingness to give 100 percent. Pertinent
questions will prompt you for evidence and not
just anecdotal stories.
- Third, the big question is whether the
company can afford you. The interview would end
promptly if the interviewer realizes there’s a
significant gap between the candidate’s
compensation expectations and the company’s
ability to pay for this job.
- And fourth, the interviewer will ask a
significant number of questions that assess
whether you’d fit into the company’s culture. Of
all of the other concerns, this is probably the
most critical one, because it is psychologically
based and left to the interviewer’s
interpretation. For example, you might be asked
whether you’re a team player and can bring
evidence. Or whether you get along with people
or would cause friction. Or whether your
personality, values, attitude, and personal
style would align with the corporate culture. Or
whether you’re manageable and could align
yourself with organizational policies? Or
whether you’re flexible enough to live with
constant change and adapt to it quickly.
The interviewer’s questions can be the
well-known, standard, typical interview questions or
can be what is called behavior or situational
questions. The latter types of questions pigeonhole
you into a situation, and you’re asked to give
examples from your past that show how you solved a
problem or dealt with a specific circumstance.
There’s no question that interviews can be
challenging, and—even with live practice with a
friend, a family member, or, better yet, a qualified
career coach—not result in the desired outcome.