Tag Archives: Interview questions

Tips for Interviewing: Boss Fit

In general, millenials state that open communication and support are the most important qualities in a manager/supervisor. However, individuals very different and have varied experiences, expectations, and goals. When considering whether a candidate is a good fit with the manager, the hiring manager will ask questions in the hope of understanding each candidate values and how those values match with the manager’s personal style and the job expectations. Source: Randstat’s Gen Z and Millennials Collide @ Work report, U.S. findings.

Questions the hiring manager may ask are the following questions:

  1. In your previous jobs, have you ever reported to more than one person at a time? How did you prioritize your work? How did this process work for you?
  2. Tell me about some constructive feedback you received from a manager. How did you react?
  3. In your most recent position, how much direction did you get from your immediate supervisor? do you feel that this level of supervision was sufficient, excessive, or not enough?
  4. Describe the best manager you’ve ever had. What did you appreciate the most about this person?
  5. Tell me about the manager who was the most effective in motivating you. What, specifically, inspired you?
  6. Give an example of a time when your manager did something that demotivated you. What was the situation and how did you react?
  7. Describe the manager for whom you least enjoyed working. What, specifically, did you dislike about the approach?

Hiring managers typically interview candidates who will work for others, not for themselves. As a result, the hiring manager is trying to compare the candidates stories and anedotes to what he or she understands about the position, the team, and the the manager’s leadership style. It is not an easy task to determine whether the manager (someone else) can effectively motivate the employee, deliver constructive feedback in a manner that will be accepted by the candidate, or provide the level of management the candidate will need and want.

Now, get to it . . .

This Blog is made available by me, an attorney licensed to practice law in the State of Connecticut. I am not a recruiter, hiring manager, or career agent. Nor am I an expert in any of the areas or issues related to job search activities. I am merely sharing my job search experiences. This Blog/Web Site is designed to provide accurate information on the subjects presented but should not be considered professional or legal advice.

Tips for Interviewing: Company Fit

Interviewing is a skill that requires cultivation and on-going maintenance because one never knows what to expect when arriving at a company for an interview. The reason for this is that interviews are often the least disciplined component of the talent acquisition process. While recruiters and human resource managers who oversee talent acquisition are trained interviewers, many hiring managers are not. Worse, many hiring managers find the task to be unpleasant and grueling. Regardless of who is conducting the interview, most interviewers have the goal of determining if the candidate is a good fit for the company, for the leadership, and the job.

To determine whether a candidate is a good fit for the company, the interviewer may ask the following questions:

  1. What do you know about the company? What aspects of working at the company are most appealing to you?
  2. Of all the companies you’ve worked for so far in your career, which one(s) did you enjoy working for and why?
  3. Where did you experience the best teamwork? What made that team successful?
  4. Provide an example of someone with whom you found it diffcult to work? Why? What did you do, if anything, to make the situation better (more workable)?
  5. Describe a time when you had difficulty accomplishing a task. What obstacles did you encounter? Who did you go to for help?
  6. Describe a time in your previous job where you were asked to do something which you didn’t agree. What did you do?
  7. Describe the different workspace arrangments you’ve experienced (open space, cubicle, private office). Which one did you prefer and why?

In general,  employees who are able to function well in teams and organizations will have had mostly positive experiences with past employers. A candidate who will fit into the work environment, work well with other members of the team, and respect company values is likely to use the word “we” more than the word “I” when describing team projects  and accomplishments and will demonstrate a measure of understanding and ownership for team objectives.

Conflict or disagreement between colleagues are bound to occur in a work setting. The ability to resolve these situations constructively is a valuable skill for employees to have and an asset to the team.

Both Gen Z and Millennials cite the people they work with as the number one attribute that enables them to do their best work. During the interview process, it is likely that candidates will be offered the opportunity to meet some of the members of the team to measure compatibility. Source: Randstad’s Gen Z and Millennials Collide @ Work report, U.S. findings.

Now, get to it . . .

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This Blog is made available by me, an attorney licensed to practice law in the State of Connecticut. I am not a recruiter, hiring manager, or career agent. Nor am I an expert in any of the areas or issues related to job search activities. I am merely sharing my job search experiences with you. This Blog/Web Site is designed to provide accurate information on the subjects presented but should not be considered professional or legal advice.

Marc Cenedella’s (Theladders.com) Best Interview Tip

According to Marc Cenedella of TheLadders.com: “In the decade I’ve been writing this newsletter, the single best tip I’ve given, that has come back to me over, and over, and over again, is this:

“When it gets to that part of the interview with your future boss where they ask, ‘well, do you have any questions for me?’, say yes, and ask . . .

“‘How do I help you get a gold star on your review next year?’

“This bit of advice has helped more people in more interviews than any other bit of advice I’ve shared in the last decade that I’ve been writing to you.

“Why?

“Well, the interview process lends itself to self-absorption. We spend so much of the time talking about ourselves that we can sound like one of those people who talks only about themselves.

“Or, conversely, we become ‘job analysis engineers’ and ask all sorts of questions about the job and reporting structure and how it fits in with the company’s five-year plan and so on. I love getting questions from candidates in interviews, but I do have to admit that I feel they’re not quite getting the point of a ‘face-to-face’ interview when they pull out six pages of typed, single-spaced questions and promptly bury their nose in their papers without making eye contact.

“We get so obsessed with the detail of the job that we forget about the work.

“Working together and being a good addition to the team means being concerned with how you are making the team successful. And that means being concerned with how well you are helping your boss to succeed.

“Asking this question shows that you have empathy. It shows that you have an interest in your boss’ career and future success. It shows that you are not just a self-absorbed ‘what’s-in-it-for-me’ kind of person. And it shows that you know you are there to ‘give’ as much as you are there to ‘get’.

“Dozens of subscribers have told me how the interviewer’s face lights up when asked this question. I have heard time and time and time again from our six million subscribers how effective it’s been in interviews.

“(And, remember, you want the vibe to be cool & relaxed Vince Vaughn, not an obsequious Steve Buscemi.)”

Source: Marc Cenedella, TheLadders.com newsletter, viewed February 15, 2016.

Now, get to it . . .

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This Blog/Web Site is made available by me, an attorney licensed to practice law in Connecticut. I am not a recruiter, hiring manager, or career agent. Nor am I an expert in any of the areas or issues related to job search activities. I am merely sharing my job search experiences with you. This Blog/Web Site is designed to provide accurate information on the subjects covered but should not be considered professional or legal advice.

25 Oddball Interview Questions

It’s been awhile since I offered any suggestions for answering interview questions. This is always an interesting topic because there are so many possible interview questions and so many excellent answers to those questions. Today I’d like to share with you some strange and unique interview questions I found on Forbes.com.

After reading the list below you may think there is no way that you can prepare in advance to answer these questions. You would be wrong.

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Your goal in responding to an oddball interview question should not be to get to the “right” answer. Your goal should be to show, by example, how you handle challenges and approach the process of solving problems.  The interviewer will assess whether, when faced with a difficult situation, you are likely to freeze like the proverbial “deer in the headlights” or if you are quick “on your feet,” composed, and confident.

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If asked an “oddball” question at an interview, do not rush into your answer. Take a moment to breathe and gather your thoughts. Perhaps you will ask a pointed question for added details or descriptions. Then respond with a thoughtful and reasoned answer.

 

 

fotolia_26700943The Forbes.com 25 Oddball Interview Questions are:

  • If you were to get rid of one state in the United States, which would it be and why?
    • Asked at Forrester Research
  • How many cows are there in Canada?
    • Asked at Google
  • How many quarters would you need to reach the height of the Empire State Building?
    • Asked at JetBlue
  • A penguin walks through the door right now wearing a sombrero. What does he say and why is he here?
    • Asked at Clark Construction Group
  • What songs best describes your work ethic?
    • Asked at Dell
  • Jeff Bezos walks into your office and says you can have a million dollars to launch your best entrepreneurial idea. What is it?
    • Asked at Amazon
  • What do you think about when you are alone in your car?
    • Asked at Gallup
  • How would you rate your memory?
    • Asked at Marriot
  • Name three previous Nobel Prize Winners.
    • Asked at BenefitsCONNECT
  • Can you say: “Peter Pepper Picked a Pickled Pepper” and cross-sell a washing machine at the same time?
    • Asked at MasterCard
  • If we came to your house for supper, what would you prepare for us?
    • Asked at Trader Joe’s
  • How would people communicate in a perfect world?
    • Asked at Novell
  • How do you make a tuna sandwich?
    • Asked at Astron Consulting
  • My spouse and I are going on vacation, where would you recommend that we go?
    • Asked at PricewaterhouseCoopers
  • You are a head chef at a restaurant and your team has been selected to be on Iron Chef. How do you prepare your team for the competition and how do you leverage the competition for your restaurant?
    • Asked at Accenture
  • Estimate how many windows are in New York City?
    • Asked at Bain & Company
  • What’s  your favorite song? Perform it for us now.
    • Asked at LivingSocial
  • Calculate the angle of two clock hands (pointers) when time is 11:50.
    • Asked at Bank of America
  • Have you ever stolen a pen from work?
    • Asked at Jiffy Software
  • Pick two celebrities to be your parents.
    • Asked at Urban Outfitters
  • If you were kitchen utensils, which kitchen utensils would you be?
    • Asked at Bandwidth.com
  • On a scale form one to ten, rate me as an interviewer.
    • Asked at Kraft Foods
  • If you had turned your cell phone to silent, and it rang really loudly despite it being on silent, what would you tell me?
    • Asked at Kimberly-Clark
  • If you could be anyone else, who would it be?
    • Asked at Salesforce.com
  • How would you direct someone else on how to cook an omelet?
    • Asked at PETCO

Source: 25 Oddball Interview Questions – In Photos, Forbes.com. Viewed on 2/4/2016.

Do you think you would be called back for a second interview if asked an oddball question in the first interview?  The way to your next job is just like the path to Carnegie Hall . . . Practice, Practice, Practice.

Now, get to it . . .

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This Blog/Web Site is made available by me, an attorney licensed to practice law in Connecticut. I am not a recruiter, hiring manager, or career agent. Nor am I an expert in any of the areas or issues related to job search activities. I am merely sharing my job search experiences with you. This Blog/Web Site is designed to provide accurate information on the subjects covered but should not be considered professional or legal advice.

Sample Interview Questions and Answer Strategies, Part 3

Why are you thinking of leaving your current position?

Your answer should be positive. Avoid any negative comments about your position, industry, company, boss, coworkers, or customers.

Let the interviewer know what you are looking for in a new position and how the open position meets your interests. Does the open position offer more money, responsibility or the potential for advancement or growth? If you are not 100% certain that you want to leave as your present position for the open position, let the interviewer know this too.

If you are presently unemployed, be prepared to give a brief reason for leaving your prior position. Let the interviewer know if you left your position voluntarily or if you were let go. If you were let go, was it the result of a company-wide or department layoff, merger or takeover?

If you were fired, give as fair and unbiased a response as you can; answering from both your point of view and the point of view of your former employer. This means describing the situation candidly, succinctly and without any bitterness. Be prepared to answer follow up questions such as “What did you learn from this experience?” or “What would you have done differently?”

What could you have done better in your last job?

Again, it is best to avoid being negative. Likewise, do not confess to any problems, major or minor. A better answer is to say “With the benefit of hindsight you can always find things to do better, but off the top of my head I cannot think of anything of major consequence.”

If the interviewer pressures you for more information, describe a situation that failed as a result of external conditions beyond your control.

Why have you been out of work so long?

You’re answer should be the same regardless of whether you are doing a telephone screen or an in-person interview with a recruiter or hiring manager. Here are some possible responses:

  • I decided to start a business (like a consulting business)
  • I am the officer of XYZ organization
  • I took some college courses to stay current in my career (or on-line classes)
  • I am currently teaching XYZ subject (ensure that it has business relevance)
  • I volunteer at a local soup kitchen, my child’s school or an organization in my current industry or business
  • I started a networking organization to help those out of work
  • I decided to coach a season of my child’s baseball league

Source: www.info.theladders.com.

It is suggested that you emphasize factors that have prolonged your job search by your own choice. You do not want to seem like damaged goods.

Why should I hire you?

If you have done your homework and prepared for the interview you should be able to answer this question easily. Help the interviewer to see you in the position. Walk him or her through each of the position’s requirements as you understand them, and follow each with a reason why you meet that requirement. Specifically, if you understand the employer’s needs and company culture, you will be able to match each position requirement with your personal qualifications.

Why aren’t you making more money at this stage in your career?

Your answer should not sound defensive or give the impression that money is not important to you. You will need to explain why your present salary or salary history might be below industry standards.

Your best answer is that money is important to you but other factors are even more important. For example, “Making money is important to me. That is one of the things that interests me in this position because I am looking to make more money at this point in my career. But even more important to me is doing work I really enjoy and am proud to do at the kind of company I like and respect.”

Be prepared for follow up questions about your ideal position and company. Be sure to match your answers as closely as possible to the requirements of the open position and the culture of the company/department.

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Now, get to it . . .

 

 

 

 

 

 

This Blog/Web Site is made available by me, an attorney licensed to practice law in Connecticut, with extensive human resources experience. I am not a recruiter, hiring manager, or career agent. I am not an expert in any of the areas of job search. I am writing to share my job search experiences with you. This Blog/Web Site is designed to provide accurate information on the subjects covered but should not be considered professional or legal advice.

Sample Interview Questions and Answer Strategies, part 2

fotolia_60664026It is December and employers are, most definitely, hiring. Many employers want to fill vacated positions before the end of the year. Other employers will want to onboard new employees soon after the New Year.

You may find that there is less competition for job interviews around the holidays because many job seekers take time off from their job search to shop or make gingerbread houses. Do not be one of those people.

With that thought in mind, I wanted to provide you with more food for thought with regard to preparing for job interviews. Here are a few more sample interview questions and response strategies.

What was the most difficult part of your last job? 

Do not admit to anything. You might want to say that your last position was challenging but nothing that you could not handle. You do not want to describe a difficult situation and find out that it affected your candidacy for the open position.

If the interviewer presses for an answer, consider a positive response.  Perhaps avoid a direct response and describe aspects of the previous position that you enjoyed more than other aspects. Remember to focus on those tasks that are the most relevant to the position for which you are interviewing. These tasks will be the ones described in the job lead (job description or advertisement) and by the interviewer in the interview. You might also research the job online at glassdoor.com or O*Net (onetonline.com). These are two excellent resources that you should have bookmarked on your computer.

What was the toughest decision you ever had to make?

You will need to answer this question with a well-thought out example. The example will need to explain why the decision was difficult, the process you followed in reaching the decision, what actions or steps you took to carry out the decision, and how your unit, division or company benefited as a result of the decision.

Be prepared to justify the decision and the steps you took to resolve the situation. The interviewer may ask you why you did what you did or if you considered taking other steps to resolve the situation.

What makes you angry?

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If you have done your homework and researched the company, you should be able to answer this question in a way that is true to your personality and the management style of the company or division.

For example, if you are feisty and the position requires the candidate who can be tough, your answer should be straight-forward and direct. You might say, I am angered by people who do not pull their own weight, have a negative attitude, lie to cover up mistakes, are frequently late to work, do not take responsibility for their mistakes, constantly blame other people for their failure to meet deadlines, etc.

But if you are a reserved person and the company culture is low-key, your answer should reflect an even-tempered and positive approach to problem-solving. You could respond by saying you want to know as soon as possible if someone on your staff is having a problem or is not able to get the job done. You might elaborate and say that you would speak to the person or his or her supervisor and see to it that appropriate steps are taken to support the employee and move the process forward.  You might conclude by saying you believe every problem can be solved effectively and efficiently if you have hired the right people, motivate them to perform their best and continuously monitor progress.

Do you perform well under pressure?

You should answer “yes.”  To be convincing you will need to provide an example or two of a goal or project that you accomplished under extreme pressure. Your example might include ways in which you manage stress, like taking deep breaths, counting to 10 or remembering to take short breaks to hydrate or stretch at your desk.

Be prepared for follow-up questions. If you have described an interesting example or one that the interviewer can relate to, he or she is bound to ask follow up questions. You may be asked if you considered another path to accomplish the task or whether there was fall out from co-workers or clients.

Good luck and get to it . . .

Sample Interview Questions and Answer Strategies

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What is your greatest strength?

Select 3 to 5 strengths that are most relevant to the priorities listed in the job lead. Be prepared with examples for each strength.

You will remember from an earlier post that I described the difference between a strength and a skills. A strength is an ability that comes to you naturally like being organized, inquisitive, creative, independent, persuasive, and sensitive. A skill, on the other hand, is something that you learned in school or on the job, such as fixing equipment, reading blueprints, or translating/interpreting foreign languages.

Do not ramble on about things unrelated to the position. Without a doubt, it is extremely impressive that you are nationally ranked in martial arts but is it relevant to the position for which you are interviewing? If not, save that tidbit for water cooler conversation once you start working for the company.

Aren’t you overqualified for this position?

If you are asked this question it means that the interviewer is concerned that you will quickly grow bored in the position and move on as soon as something better comes along.

Your answer should demonstrate a commitment to the company and the position. Take the opportunity to explain how your vast and diverse experience can benefit the company. If you have done your research you will have excellent examples of how your experience will benefit this particular employer. For example, you will hit the ground running which means you will require little training and supervision and have a lot of extra experience to bring to the position. This will save the company money and time.

Your answer might also address the question, even if it has not yet been asked: Where do you see yourself in five years?

This is an opportunity to reassure the interviewer that this position is exactly what you looking for and that you are confident that you can do it extremely well. As for the future, you believe that if you do your best and work hard, good things will come your way.

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What books are you reading?

You should be reading current and influential books or magazine articles pertaining to your profession or industry. It should be part of the job search activities to stay current with what is being written about the companies you are interested in, trends in the industry, or advancements in your profession. But also stay current with recent fictional works that are all the buzz around the water cooler.

employee at desk

Would you lie for the company? This is an awkward question that seems to ask the candidate to choose between loyalty and integrity.

I suggest that you offer a positive response that highlights your integrity. For example, I would never do anything to hurt the company but it has been my experience that lying is a temporary fix. Eventually, the matter will come to light and require the company’s attention. I think it is best to deal with situations, even difficult ones, sooner than later in a direct and honest manner.

Questions you should ask the interviewer. The primary objective is to get more, specific information about the company, department and position as early in the interview as possible. The goal is to match your unique qualifications to the particular priorities for the position. To do this you must uncover the interviewer’s greatest wants and needs with regard to the position.

If the interviewer began the interview by describing the position, ask him or her to tell you more. For example, ask for a description of the important priorities of the position or a typical day for someone doing that job. Draw out as much information as you can from the interviewer so that your answers to subsequent questions will illustrate why your responsibilities and achievements are a perfect match for the position. You want to be selling whatever it is that the interviewer is buying.

Now, get to it. . .

NOTE: I am not a recruiter, hiring manager, or career agent. Nor am I an expert in any of the areas of job search. I am writing to share my job search experiences with you. This post, and my other posts, are designed to provide accurate information on the subjects covered but should not be considered professional advice.

Interview Preparation Exercise

In order to get the job you want you will have to master the interview process. Think of the interview as a buyer and seller relationship or interaction. You are selling your services to a company willing to pay you for your skills and experience.

An interview consists of five opportunities. First, establishing rapport and creating a favorable impression with the interviewer/hiring manager.

smiling interviewee

Second, obtaining a detailed description of the position and ideal candidate. Third, if you obtained a detailed description of the position and ideal candidate, you now know the employer’s specific needs and can share the benefits of hiring you. In other words, you will have the specific information you need to prove to and persuade the interviewer that you are the ideal candidate for the position.

Fourth, asking the interviewer/hiring manager if she has any  concerns about hiring you. By doing this you are creating an opening to share specific information to overcome and neutralize any objections to your candidacy through targeted STAR stories.

STAR stories are an interviewing technique for responding to behavioral job interview questions. The premise behind the behavior job interview is that the most accurate predictor of future performance is past performance. With that said:

  • “S” stands for situation. You must describe the situation with enough detail so that the interviewer understands the specific event that was at issue.
  • “T” is the task you needed to accomplish.
  • “A” is the action that you took to accomplish the task.
  • “R” are the results that you achieved. The results do not have to be yours alone if you worked with a group to resolve the task.

Fifth and finally, taking the opportunity to look the interviewer/hiring manager in the eye and ask for the job.

Interviewing does not come naturally to most of us and practice is absolutely necessary. Below is an exercise you can do with two friends to simulate an interview and improve your interviewing skills:

1. Each person plays a part. You are the interviewee, one friend acts as an interviewer and the other friend observes the interview. You can do this exercise with one friend but the friend will have to play the roles of interviewer and observer.
2. You provide the interviewer with a job lead (description of a position that you are interested in)
3. You are interviewed by the interviewer for 10 to 15 minutes.
4. The interviewer can ask you questions based on the job lead or ask “typical” interview questions such as:
  • What interests you about this position?
  • Why should we hire you? and
  • Why are tennis balls yellow?
5. The observer completes an interview evaluation/feedback form that rates you (the interviewee) on a scale of 1 (lowest) to 5 (highest) in the following areas of interviewing skill:
  • Professional Presentation
    • appropriately dressed
    • firmly shook hands with interviewer before and after interview
    • maintained good eye contact with interviewer
    • energy level and enthusiasm
    • greeted interviewer by name, spoke clearly
    • thanked interviewer
    • stayed calm and responded to questions promptly but not hurriedly

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  • Articulation of Professional Skills and Experience
    • answered questions completely yet briefly
    • emphasized qualifications, transferable skills, experience, STAR stories
6. When the interview is over, the interviewer and observer give you (the interviewee) their critique. The three of you discuss ways in which you can improve your interviewing skills.
Good luck!

Don’t Be Afraid To “Tell Me About Yourself”

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The most dreaded interview question may be: “Tell me about yourself.”  Similar questions are: What are your greatest strengths? and What are your greatest weaknesses?

Do not shy away from this question. Look at it as an opportunity to selectively choose and decide which personal strengths you want to share with the interviewer. Describe strengths that characterize you as (1) the right person for the position and (2) a good fit with the company’s culture. 

So, what is the difference between a strength and a skill? A strength is an ability that comes to you naturally. Examples of personal strengths are qualities such as being analytic, considerate, creative, independent, observant, organized and persuasive. Strengths are also the aptitude for learning languages and public speaking.

Skills are the things you have learned to do. Skills are the ability to audit financial data, conduct interviews, counsel people, fix equipment, invent products, read blueprints and music, resolve/mediate conflicts, translate foreign languages, or teach/instruct.

When telling an interviewer about yourself, describe three to five unique strengths that are relevant to the position. Then back up each strength with an example of a marketable skill. For example, if you are analytic and have an aptitude for numbers, you may possess excellent financial auditing or data calculation skills. If you are action oriented, you may be skilled at multitasking and able to perform well in a fast paced, dynamic environment.

For help identifying the relevant marketable skills for a particular position, refer to the O*Net Code Connector (www.onetoneline.com). O*Net refers to marketable skills as “detailed work activities”.

Now, get to it . . .

This Blog/Web Site is made available by me, an attorney licensed to practice law in Connecticut, with extensive human resources experience. I am not a recruiter, hiring manager, or career agent. I am not an expert in any of the areas of job search. I am writing to share my job search experiences with you. This Blog/Web Site is designed to provide accurate information on the subjects covered but should not be considered professional or legal advice.

The 10 Million Most Important Interview Questions

As if the application process is not difficult enough, now its time to prepare for the interview. But how?

Despite receiving tens, if not hundreds, of applications from candidates all possessing the required skills and qualifications to do the job, employers conduct about three telephone interviews and three in-person interviews per position. This is according to a Candidate Behavior Study presented by CareerBuilder.com. In addition,

73% of employers say that less than 50% of the candidates make it past the initial screening or phone interview.

67% of employers say that of the candidates who manage to make it through the initial screening or phone interview, about 50% are eliminated after a bad in-person interview.

Interview questions run the gamut from open-ended questions (tell us about yourself and why should we hire you?) to odd ball, Barbara Walters-sque, questions (why are tennis balls fuzzy?, why are manhole covers round? and if you were a tree what kind of tree would you be?).

How will you stand out from the crowd?

There are literally hundreds of online and print resources professing to know the 100 most commonly asked interview questions or the 50 the most important interview questions. There are even multiple experts claiming to know the “smartest answers” to the 10 million potential interview questions.

The fact is that familiarizing yourself with hundreds of potential interview question or memorizing the “smartest answers” to interview questions is probably not enough to impress a recruiter or hiring manager. To distinguish yourself from the hundreds of other qualified and capable applicants who responded to the same posting, you must convince the HR gatekeeper that you are a good fit for the company’s culture.

What is company culture?

Wikipedia defines company culture as having to do with the behavior of the people “within an organization and the meaning that the people attach to those behaviors.” In other words, company culture is the personality of the company – its values, belief systems, underlying assumptions and biases, interests, and the experiences shared by the staff.

Some of the questions an interviewer might ask to determine whether you will be a good cultural fit for the company are:

What are the characteristics of the best supervisor you ever had or wished that you had?

Describe the management style that will bring out your best work and efforts.

Describe what you believe are the most effective roles that a good manager plays in his or her relationship with direct reports.

Do you prefer working alone or as apart of a team?

When you work with a team, what role are you most likely to pay on the team?

Knowing and understanding the company’s culture will give you an edge over the competition. If you understand the company culture you can assure the recruiter or hiring manager that you can relate to and support the organization in a meaningful and productive way. For the same reason that one would not enlist in the military without first understanding the missions, ideals and core values of the military culture, job seekers must understand the organizational culture of a prospective employer.

Information about a company’s culture is available from a number of different and diverse resources. Start with the company’s website and then move on to Google, LinkedIn, and glassdoor.com. According to CareerBuilder.com, 94% of recruiters are active on LinkedIn. Information may also be available on the company’s Facebook page and Twitter account.

Now, get to it . . .