Top 10 Question for Candidate and for Interviewer

[Intro]
- 지원자의 첫 이미지에 대한 생각 나눔

[지원 동기]
- 왜 이직을 하려고 하는가?
- 지원하는 회사는 어떤 회사라 생각하는가?

[전문지식]
- 해당 분야에 대한 경험과 지식은 있는가
- 해당 분야에 관심을 가지게 된 동기

[개인 성장환경]
- 가장 행복한 순간은 언제? 이유는?
- 가장 슬펐던 순간은 언제? 이유는?
- 본인의 가장 큰 단점은?
- 본인의 가장 큰 장점은

[커뮤니케이션]
- 업무영역에서 팀원
- 리더는 무엇이라 생각하는가?
- 리더가 갖추어야 할 가장 큰 우선 점은?
- Fellowship을 잘 발휘하기 위한 하나의 사례를 든다면?

#1 Tell me about yourself

A great way to get the ball rolling. Look for a confident coherent answer that doesn’t ramble and highlights aspects and experiences that relate well to the job opportunity and the organisation.

#2 Why do you want this job?

Ideally you want to hear enthusiasm, interest for this particular opportunity (not just a need for any old job) and evidence of some homework having been done.

#3 What are your key strengths or skills?

Here you’re wanting to find examples of skills that match what you have outlined in your person specifications and job descriptions.

#4 What would you describe as your greatest weakness?

This is a tricky one to answer and can often flummox candidates. It’s a good way to see how they react under pressure and at the same time hopefully hear an answer that is full of honesty and self-reflection but doesn’t reveal a flaw that writes them off. The best answers are those that admit a weakness (e.g. time planning) but describe steps taken to counter it (e.g. I now keep a day diary and plan my work more thoroughly).

#5 What are your career aspirations?

One of the key reasons talent leaks out of companies is because employers don’t ask right at the start what headroom they might need to make over the next two to three years to give them the career opportunities they need to develop and therefore keep employees engaged.

#6 Why did you leave your last job?

A great question to shake out any skeletons from the closet. The reasons given should be professional, understandable, and non-critical of the last employer.

#7 What achievements are you most proud of?

The canny interviewees will have prepared answers to this question in advance and give concrete examples that relate directly to the vacancy’s key tasks and measurement criteria. Give the interviewees the chance to shine and knock your socks off.

#8 Tell me about a time when things didn’t go right and what you did?

No job runs smoothly all the time and so you need to hire superstar employees who can respond to problems and then find and implement solutions.

#9 What do you know about us?

Any candidate worth their salt would have done a considerable amount of research on your organisation before attending the interview. If they haven’t then it’s a sure sign they’re not engaged fully in the process, are lazy minded or disorganised. Or perhaps all three.

#10 What would you like to ask us?

Following on from question #9 you can now give the floor to the candidate to ask you some questions. Here they can demonstrate enthusiasm for the opportunity, research skills, industry knowledge, ambition etc. Often I find some of the most illuminating insights come from these exchanges that take place towards the end of the interview when some of the formality has fallen away and it feels more like a conversation. (Source: TJ PEEL)

Questions to Interviewer (Source: Forbes)

1. What skills and experiences would make an ideal candidate? 

This is a great open-ended question that will have the interviewer put his or her cards on the table and state exactly what the employer is looking for. If the interviewer mentions something you didn’t cover yet, now is your chance.

2. What is the single largest problem facing your staff and would I be in a position to help you solve this problem? 

This question not only shows that you are immediately thinking about how you can help the team, it also encourages the interviewer to envision you working at the position.

3. What have you enjoyed most about working here? 

This question allows the interviewer to connect with you on a more personal level, sharing his or her feelings. The answer will also give you unique insight into how satisfied people are with their jobs there. If the interviewer is pained to come up with an answer to your question, it’s a big red flag.

4. What constitutes success at this position and this firm or nonprofit? 

This question shows your interest in being successful there, and the answer will show you both how to get ahead and whether it is a good fit for you.


5. Do you have any hesitations about my qualifications?

I love this question because it’s gutsy. Also, you’ll show that you’re confident in your skills and abilities.

6. Do you offer continuing education and professional training? 

This is a great positioning question, showing that you are interested in expanding your knowledge and ultimately growing with the employer.

7. Can you tell me about the team I’ll be working with?

Notice how the question is phrased; it assumes you will get the job. This question also tells you about the people you will interact with on a daily basis, so listen to the answer closely.

8. What can you tell me about your new products or plans for growth? 

This question should be customized for your particular needs. Do your homework on the employer’s site beforehand and mention a new product or service it’s launching to demonstrate your research and interest. The answer to the question will give you a good idea of where the employer is headed.

9. Who previously held this position? 

This seemingly straightforward question will tell you whether that person was promoted or fired or if he/she quit or retired. That, in turn, will provide a clue to whether: there’s a chance for advancement, employees are unhappy, the place is in turmoil or the employer has workers around your age.


10. What is the next step in the process? 

This is the essential last question and one you should definitely ask. It shows that you’re interested in moving along in the process and invites the interviewer to tell you how many people are in the running for the position.

(Forbes)