Behavior Questions and Answers --3
Foreword: "All models are wrong, but some are useful
Question: What are your greatest strengths?
: You know that your key strategy is to
your interviewer's greatest wants and needs before you answer questions.
And from Question 1, you know how to do this.
Prior to any interview, you should have a list mentally prepared of your greatest strengths. You
should also have, a specific example or two, which illustrates each strength, an example chosen
from your most recent and most impressive achievements.
You should, have this list of your greatest strengths and corresponding examples from your
achievements so well committed to memory that you can recite them cold after being shaken
awake at 2:30AM.
Then, once you uncover your interviewer's greatest wants and needs, you can choose those
achievements from your list that best match up.
As a general guideline, the 10 most desirable traits that all employers love to see in their
A proven track record as an achiever...especially if your achievements match up with the
employer's greatest wants and needs.
Honesty...integrity...a decent human being.
Good fit with corporate culture...someone to feel comfortable with...a team player who meshes
well with interviewer's team.
Likeability...positive attitude...sense of humor.
Good communication skills.
Dedication...willingness to walk the extra mile to achieve excellence.
Definiteness of purpose...clear goals.
Enthusiasm...high level of motivation.
Confident...healthy... a leader.
Question: Are you a team player?
Teamwork is the key. Almost everyone says yes to this question. But it is not just a yes/no question. You need to provide behavioral examples to back up your answer.
A sample answer
"Yes, I’m very much a team player. In fact, I’ve had opportunities in my work, school and athletics to
develop my skills as a team player. For example, on a recent
Emphasize teamwork behavioral examples and focus on your openness to diversity of backgrounds. Talk about the strength of the team above the individual. And note that this question may
be used as a lead in to questions around how you handle conflict within a team, so be prepared You are, of course, a team player
Be sure to have examples ready. Specifics that show you often perform for the good of the team rather than for yourself are good evidence of your team attitude. Do not brag,
just say it in a matter-of-fact tone. This is a key point.
Question: Why are you leaving (or did you leave) this position ?
(If you have a job presently tell the hr)
If you’re not yet 100% committed to leaving your present post, don’t be afraid to say so. Since
you have a job, you are in a stronger position than someone who does not. But don’t be coy
either. State honestly what you’d be hoping to find in a new spot. Of course, as stated often
before, you answer will all the stronger if you have already uncovered what this position is all
about and you match your desires to it.
(If you do not presently have a job tell the hr.)
Never lie about having been fired. It’s unethical – and too easily checked. But do try to deflect
the reason from you personally. If your firing was the result of a takeover, merger, division wide
layoff, etc., so much the better.
But you should also do something totally unnatural that will demonstrate consummate
professionalism. Even if it hurts , describe your own firing – candidly, succinctly and without a
trace of bitterness – from the company’s point-of-view, indicating that you could understand
why it happened and you might have made the same decision yourself.
Your stature will rise immensely and, most important of all, you will show you are healed from
the wounds inflicted by the firing. You will enhance your image as first-class management
material and stand head and shoulders above the legions of firing victims who, at the slightest
provocation, zip open their shirts to expose their battle scars and decry the unfairness of it all.
For all prior positions:
Make sure you’ve prepared a brief reason for leaving. Best reasons: more money, opportunity,
responsibility or growth.
Behavior Questions --4: Why should I hire you? Why are you leaving?
Behavior Questions --2: What is your greatest weakness?