The interviewer isn’t the only person who asks questions at the interview.  You should be prepared to ask questions that are important to you and to the situation.


Questions you could be asked.

Behavioral interviewing is the style of interviewing conducted by most companies.  In this type of interview the interviewer asks you for specific examples of how you have reacted in a particular situation.  This information is proven to be a much more accurate representation of your behavior that you’re your philosophical answers and makes an interviewee think specifically about past accomplishments.

  • General
  • Situational

  • Preparing

  • Frequently
  • More
  • What They


  • How do you  deal with conflict?

    “I think conflict needs to be dealt with proactively.  I like to talk directly to the person I’m having conflict with.  I believe strongly that the quicker conflict is addressed, the better.”

LindaTell me about a time when you were in conflict with a peer, what was the situation and how did you deal with it, including a timeline of the course of events.

“A year ago I was working on a project with a peer for our bosses boss.  We had divided up te work and met to check in about how we were doing as we approached deadlines.  I flet likehe had waited until the night before our meeting to even start his part of the work.  Frankly – that wasn’t going to get he results we needed...."

If you don’t prepare for situational questions it can be very hard to come up with examples on the spot. Here are a couple of strategies to preparing:

  • Generate a list of topics you think might have a situational question for this interview, (ie conflict, teamwork, communication).  Its helpful to think about situations that went will or poorly.
  • Come up with a past situation you can use to illustrate specific skills, ie “Tell me about the last time you had to demonstrate courage on the job.”  “Tell me about a time when you didn’t think strategically”.


  • Tell me about the time you were most effective in persuading someone to do something.
  • What two or three accomplishments have given you the most satisfaction?  Why?
  • What personal characteristics do you believe are necessary for success?
  • Tell me about the most recent assignment you tackled – who gave it to you?  How long did it take?
  • What is the most innovative or imaginative thing you have done in your present position?
  • What do you think makes you the most qualified applicant for his position?

  • What are your long-range career objectives?
  • Tell me about the last time y ou did something that’s not normally a part of your job.
  • How do you plan to achieve your career goals?
  • What type of things interrupt your normal routine?  What problems does that create for you and how do you handle that?
  • What do you consider to be your greatest strengths and opportunities/development needs?
  • What was the last problem you had in your job and how did you solve it?
  • What motivates you to put forth your greatest efforts?
  • Describe the relationship that should exist between a supervisor and those reporting to him or her.
  • In what kind of a work environment are you most comfortable?
  • How do you work under pressure?
  • Tell me about something you’ve organized recently, what was the project and how did you set out to do it?
  • What two or three things are most important to you in your job?
  • What are your primary responsibilities in your current job?
  • What is the worst communication problem you have ever experienced?
  • How do  y ou prioritize your workload?
  • What frustrates you most about your current job?
  • What do you find most challenging in your current position?
  • Tell me about the last time you had to work with someone else to accomplish something.
  • Ideally, what would you hope to find in this job?
  • Does this person seem sincerely eager to succeed?
  • Does this person seem to have a clear idea on his/her value to an organization?
  • Does she or he show evidence of being assertive?
  • Is he or she frank in the answers to my questions?
  • Is he or she personality such as to insure getting along with fellow team members?
  • Is she or he open to new ideas?
  • Does he or she show signs of being observant?
  • Is she or he a team worker or a “loner” type?
  • Is he or she capable of sustained concentration?
  • Is she or he a clock-puncher or a job-doer?
  • Is her or his appearance pleasing on first glance?
  • Is she or he resourceful?
  • Is he or she capable of organizing their work?
  • Does he or she have sufficient initiative to work with a minimum of supervision?
  • Is she or  he tactful?
  • Does he or she have a sense of humor?
  • Will he or she work best with things or with people?
  • Is she or he a dependable team member?