Does anyone really enjoy interviewing for a new position? Seeing no hands raised, I’ll assume we don’t. Many people have interview anxiety. Why? Because so much depends on how the interview goes. While none of us want a job that doesn’t suit us, we still need income, and an interview can feel make or break. To ease some concerns, here’s a useful primer on how candidates may best respond to the most frequently dreaded interview questions. Or, if you’re the interviewer, putting yourself in the interviewee’s shoes may position you to receive the ideal responses.
- “Tell me about yourself.” For any interview candidate, these words likely inspire dread. And many candidates struggle with how to respond.
As a recruiter, this request is a way to start getting to know the candidate. What we hope to hear is a rundown of the candidate’s employment history as well as any significant accomplishments. What we don’t want to hear is whether the candidate is married, has kids or has suffered any critical illnesses—or any other information that could reveal potentially discriminatory information.
For candidates, the information provided in this initial question gives the recruiter insight into how you perform under pressure and when the floor is open. When candidates respond by asking, “What would you like to know?” that tells the recruiter they need more guidance. When interviewing for a leadership position, it’s not a good way to start. Even when interviewing for an entry-level position, recruiters hope the candidate will take the lead and give an overall sense of who they are.
A well-crafted response to this question can help the recruiter conduct a better interview and ask more well-informed questions to glean more targeted information about the candidate’s background.
An example of a well-crafted response might be, “I started my career at X Association, where I achieved an additional 15% in non-dues revenue the first year, and then moved to Y Association, where I was confronted with significant staff resistance to change. Now, I’m looking for an opportunity to use my skills to increase revenue and manage change in a larger association.”
Another way to respond to the question is to tell the interviewer about your overall strengths and relate those to the position. As an example, an association executive might respond by saying, “I’m an association executive with strengths in strategic thinking and leading change. I demonstrated these strengths when I accomplished … .”
- “Tell me your strengths and weaknesses.” Job seekers often express their reluctance in responding to this question because it can be difficult to talk about yourself, positively or negatively, in a vulnerable manner.
A great way to respond to this question is to consider the key skills the job requires and how your strengths align. For example, if the job requires strong analytical skills, then point out your strengths in this area—as long as what you are saying is true—and back it up with some examples of how you demonstrated analytical skills in your current position. For those uncomfortable talking about themselves in a positive manner, it’s helpful to remember the old adage, “It’s not bragging if it’s true.”
The “weaknesses” side of the response is even more sensitive. You should be truthful, but also be sure that the weakness you share is not a skill required for the job. In the example in the paragraph above, it makes sense for the candidate to say they aren’t as creative as they would like to be and that’s something they could work on.
- “Why do you want this job?”
OK, let’s be honest. Most of us secretly want to respond to this question by indicating our need for income, but don’t do that. Talk about the highlights of the position and point out everything your research on the organization revealed. An example might be, “I understand you’re looking for someone with skills in developing and maintaining relationships. This is something I excel at doing, and I’m looking forward to an opportunity to utilize my skills in this area.”
- “Why should I hire you?” This is another question that stumps many candidates.
Again, a great way to answer is to point out how your strengths and previous experience align with the position. “I believe I’m good fit for this position based on my solid track record of increasing attendance at member events. I understand that is one of the organization’s goals.”
- “Do you have any questions about the position?”
For candidates, this is your opportunity to ask well-thought-out questions that show interest in the position and make clear that you have given the interview serious consideration. You should be prepared to ask questions that show you’ve at least researched the organization’s website and understand trends in the industry or other relevant issues. How a recruiter answers your questions could be a deal-breaker, so do your homework and ask good questions.
No matter what the questions are, it is essential that candidates demonstrate interview preparedness.
Finally, no matter what the questions are, it is essential that candidates demonstrate interview preparedness. Have a solid understanding of your own work experience and how it relates to the position you’re interviewing for. Before the interview, spend time anticipating questions you might be asked.
In fact, career experts advise job seekers to research as many questions as possible and write out responses. The responses should then be reviewed aloud to the point where they are almost memorized. This helps candidates appear confident and knowledgeable.
When interviewing candidates, AEs should consider whether the candidates have demonstrated the knowledge, skills and abilities required of the job. Last, but certainly not least, remember that the candidate, once hired, will spend approximately 40 hours a week with association staff. It’s important that they have the interpersonal skills to get along with others.