Sample free Typical interview questions

You've submitted your CV, made it through the initial screening process, now you're ready for the interview. With so much competition in the job market, this is your opportunity to demonstrate you're the best person for the position. The way you handle yourself during the interview is only one of several factors that ultimately determines whether you get the job, but it is one of the most important nonetheless.


The good news is you can generally prepare in advance for questions you may be asked. Following are some typical interview questions, and some insights on what a hiring manager may be looking for in your answers.






"Tell me a little about yourself."


This is the ice-breaker of the interview world, and it's always a challenge to answer because it's so broad. The best approach is to narrow the scope of the question by focusing on those aspects of your background that make you qualified for the position. From there, you can talk about your interest in this particular job and company.






"Tell me about your last job."


Most interviewers are looking for a direct link between your responsibilities in your most recent position and the job they have open. This is your chance to highlight your transferable skills and talk about specifics, including who you reported to, the number of people you managed, how your position fit into the company's big picture and the contributions you made. Make sure you aren't general in your answers. Tell the interviewer what your job entailed day to day and how those responsibilities have prepared you for the current position you're seeking.






"What are your strengths?"


For many positions in today's market, the requirements have changes so it is important to have broad skill sets. While you'll always want to tailor your most applicable skills to the job description, companies also value people who demonstrate flexibility and can fill in where necessary on occasion. You'll also want to mention those strengths that are relevant in almost any position, such as solid communication skills and your ability to work well on a team.






"What are your weaknesses?"


This one can be the bane of the interviewee's existence. After all, it's difficult enough admitting your downfalls to those you know well, much less someone whom you've just met. This isn't the time to beat yourself up: Don't talk about all those projects you started but didn't have time to finish at your last job. Instead, be candid and brief. Maybe planning wasn't your strong suit in the past, but you've found an organisational system that keeps you on track.






"Why should I hire you?"


Don't get caught up in what may appear to be an easy answer ("Because I'm the best person for the job"). Instead, hone in on specific qualities that make you a good fit for this position. Talk about what you know about the job from the description and how you can make a significant contribution. Then relate examples of your skills to back it up.






"What's the biggest problem you faced in your last job, and how did you solve it?"


An interviewer who asks this question is looking for insight into what you consider a challenge and how you would handle a difficult situation. Come prepared with two or three examples of difficulties you overcame on the job that are relevant to the position for which you are interviewing.






"What kind of salary do you require?"


Generally, it's better to postpone discussions about salary until you have a thorough understanding of the job responsibilities and what the employer is willing to pay. But in case it does come up early in the interview process, be sure you know your monetary requirements and market value. Your perceived 'value' is generally the basis of most companies' salary decisions. Use a salary guide to research what you're worth.


The questions covered above are not all encompassing, but you will probably encounter many of them during the interview process. By practicing your answers in advance and knowing what not to say, you'll be well on your way to a successful meeting, and maybe a new job as well.






How to answer competency-based interviewing questions


Many companies now employ a method of interviewing called Competency or Behavioural Based Interviewing. Using this method they will start the interview by asking you to talk about your background. They will then ask you some questions that will require you to give examples from your past. We have included a list of questions below that are representative of the types of questions they may ask. The key to answering these questions is to be as specific as possible and to bring examples out from your past. If you cannot think of an example ask them to rephrase the question.

We also encourage you, as the candidate, to ask as many questions as possible. This should be a give and take conversation.






Sample competency-based interview questions:
Describe a time when you were faced with a stressful situation that demonstrated your coping skills.
Give me a specific example of a time when you used good judgment and logic in solving a problem.
Give me an example of a time when you set a goal and were able to meet or achieve it.
Give me a specific example of a time when you had to conform to a policy with which you did not agree.
Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.
Tell me about a time when you had too many things to do and you were required to prioritise your tasks.
What is your typical way of dealing with conflict? Give me an example.
Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa).
Tell me about a difficult decision you've made in the last year.
Give me an example of when you showed initiative and took the lead.
Tell me about a recent situation in which you had to deal with a very upset customer or co-worker.
Give me an example of a time when you used your fact-finding skills to solve a problem.

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interviews tips - for interviewers

interviews tips - for interviewers

1. You must makes notes of the questions you intend to ask - otherwise you'll forget.
2. Decide the essential things you need to learn and prepare questions to probe them.
3. Plan the environment - privacy, no interruptions, ensure the interviewee is looked after while they wait.
4. Arrange the seating in an informal relaxed way. Don't sit behind a desk directly facing the interviewee - sit around a coffee table or meeting room table.
5. Clear your desk, apart from what you need for the interview, so it shows you've prepared and are organised, which shows you respect the situation and the interviewee.
6. Put the interviewee at ease - it's stressful for them, so don't make it any worse.
7. Begin by explaining clearly and concisely the general details of the organisation and the role.
8. Ask open-ended questions - how, why, tell me, what, (and to a lesser extent where, when, which) to get the interviewee talking.
9. Make sure the interviewee does 90% of the talking.
10. Use 'How?' and 'What?' questions to prompt examples and get to the real motives and feelings. 'Why?' questions place more pressure on people because they suggest that justification or defence is required. 'Why?' questions asked in succession will probe and drill down to root causes and feelings, but use with care as this is a high-pressure form of questioning and will not allow sensitive or nervous people to show you how good they are. Think about how your questions will make the interviewee feel. Your aim and responsibility as an interviewer is to understand the other person - not to intimidate, which does not facilitate understanding.
11. High pressure causes people to clam up and rarely exposes hidden issues - calm, relaxed, gentle, clever questions are far more revealing.
12. Probe the cv/resume/application form to clarify any unclear points.
13. If possible, and particularly for any position above first-line jobs, use some form of psychometric test, or graphology, and have the results available for the interview, so you can discuss them with the interviewee. Always give people the results of their tests. Position the test as a helpful discussion point, not the deciding factor. Take care when giving the test to explain and reassure. Ensure the test is done on your premises - not sent in the post.
14. Give interviewees opportunities to ask their own questions. Questions asked by interviewees are usually very revealing. They also help good candidates to demonstrate their worth, especially if the interviewer has not asked great questions or there is a feeling that a person has for any reason not had the chance to show their real capability and potential.

interviews tips - for interviewees

1. Research as much as you can about the company - products, services, markets, competitors, trends, current activities, priorities. See the tips about researching before job interviews.
2. Prepare your answers for the type of questions you'll be asked, especially, be able to say why you want the job, what your strengths are, how you'd do the job, what your best achievements are.
3. Prepare good questions to ask at the interview. See the section on questions to ask at job interviews.
4. Related to the above, request a copy of the company's employment terms and conditions or employee handbook before the interview, in order to save time covering routine matters during the interview.
5. Assemble hard evidence (make sure it's clear and concise) of how what you've achieved in the past - proof will put you ahead of those who merely talk about it.
6. Have at least one other interview lined up, or have a recent job offer, or the possibility of receiving one from a recent job interview, and make sure you mention it to the interviewer.
7. Make sure your resume/cv is up to date, looking very good and even if already supplied to the interviewer take three with you (one for the interviewer, one for you and a spare in case the interviewer brings a colleague in to the meeting).
8. Get hold of the following material and read it, and remember the relevant issues, and ask questions about the areas that relate to the organisation and the role. Obtain and research: the company's sales brochures and literature, a trade magazine covering the company's market sector, and a serious newspaper for the few days before the interview so you're informed about world and national news. Also worth getting hold of: company 'in-house' magazines or newsletters, competitor leaflets, local or national newspaper articles featuring the company.
9. Review your personal goals and be able to speak openly and honestly about them and how you plan to achieve them.
10. Ensure you have two or three really good reputable and relevant references, and check they'd each be happy to be contacted.
11. Adopt an enthusiastic, alert, positive mind-set. If you want some help with this try the 'I Am' self-belief page.
12. Particularly think about how to deal positively with any negative aspects - especially from the perspective of telling the truth, instead of evading or distorting facts, which rarely succeeds. See the CV pointers about this - it's very significant.
13. Try to get some experience of personality tests. Discover your personality strengths and weaknesses that would be indicated by a test, and be able to answer questions positively about the results. (Do not be intimidated by personality testing - expose yourself to it and learn about yourself.) To understand more about personality testing and the underpinning theory - and to find out more about yourself in this respect - see the section on personality theories and make time to read and understand it.
14. Think about what to wear. See the guidance about choice of dress, clothes and colours for interviews below.
15. Some jobs invite or offer opportunity to re-define or develop the role itself. It might be a existing role or a new position. If so prepare for this. Most jobs in fact offer this potential, but sometimes it is a stated requirement. See the notes in the CV section aboutapproaching a vacancy for which the role has not yet been fully defined.

PRACTICE PERSONNEL/HR INTERVIEW

Try a practice interview for personnel / HR management, answering typical questions and also getting tips on how you should answer. There are also other questions students have been asked at HR interviews.



PERSONNEL MANAGERS must be good at LISTENING when interviewing people for jobs, and also at WRITING reports. They need to be able to ANALYSE the requirements for a particular job (rather like this!) and to MAKE DECISIONS on who to invite for interview. They must CO-OPERATE with other managers when dealing with staff problems in their particular departments and must be able to PLAN ahead to predict future needs for training and recruitment.

Employers will be looking to see how you can talk about and demonstrate these skills at your interview. The sort of evidence you could offer includes:

MAKING DECISIONS - deciding where to live off campus and who with next year.
SPOKEN COMMUNICATION - campus drama group.
NEGOTIATING - asking for time off from a vacation job.
TACT - resolving an argument between friends.
LISTENING - working as a barman or waitress.

Competency Interview Answers - How To Structure

Competency Based Interviewing is an increasing popular tool used in large organisations such as Banks and Government departments with interviewers now being trained to analyse competency answers as standard.

This format is used in an effort to make the interview process as fair as possible. It is being adopted increasingly where many managers are interviewing for the same type of position at the same time.

Studies have shown this format to be about 5 times more accurate than traditional interviewing in assessing and choosing the right applicant.

Competency Interview Questions Summary

This article deals with how to answer competency questions asked in Interviews. These are commonly Behavioural Based in nature and are used to assess how a candidates past actions can be used as a predictor of future performance.

These questions require you to provide specific examples and usually take the form of:

- Tell me about a time when you....
- Give an example of a situation where....
- Describe a scenario....

Read more about Comptency Interview Questions in this article 

How to Structure Competency Interview Answers

When preparing your Competency Interview Answers, I suggest choosing examples based on real experiences you have had. Avoid the temptation to invent or embellish.

Your response needs to be relevant and sufficiently detailed to show that you understand what is required, that you possess the relevant core competency and can use it effectively.

Your answers will be scored and the quality will depend on the extent of your preparation. Use the job description or advertisement to get an idea of the essential competencies required and prepare example of situations where you used these skills to achieve a successful outcome.

Most Competency Based and Behavioural Questions require you to give an example of a situation you have been involved in. This sounds straightforward however it is very easy to give a long rambling answer resulting in a low score. The key to an effective and top scoring competency answer lies in it's structure and there are two standard formulas we recommend:

1. The STAR technique = This technique is often referred to as the SAR and PAR technique and gives a logical process to create and deliver your answer as follows:

S or T =	Situation or Task Start by describing the SITUATION you were involved in or the TASK that you were asked to complete. This situation can be from a previous job, from a personal experience or from any relevant event. Give enough detail for the interviewer to understand what was involved.
A =	Action Describe the action you took, the process you followed and the steps you completed. Even if you are discussing a group project or task, describe what you did rather than the achievements of the team.
R =	Result This is the most important part of the answer and you will need to show that your actions resulted in a successful outcome. Talk about what you accomplished, what you delivered in terms of benefit and what you learned.

2. The iPAR technique = Similar to the STAR technique and is favoured by us:

i =	Always use I and give an Introduction Always answer in the first person using 'I' rather than 'we' even if your example refers to a team effort. The interviewers want to hear about what you did and if you constantly use 'we' it could weaken your answer. Give an INTRODUCTION consisting a single sentence summarising your achievement for example: "I recently introduced a new system which reduced the time it takes to deal with customer complaints from 4 days to 4 hours." This has the effect of informing the interviewer and heightening their interest as well as being a powerful sales statement for yourself.
P =	Problem Detail the PROBLEM (situation or task) in no more than 2 sentences but giving sufficient details so that the interviewer can get a full grasp of the challenge involved. If you can also show that you identified the problem and initiated the action this will stand in your favour however it is not essential.
A =	Action As with the STAR technique, describe the ACTION you took, the process you followed and the steps you completed being clear about the part you played.
R =	Result As mentioned above the RESULT is the most important part of your answer as a successful outcome proves that your actions were effective. If possible, detail statistics or figures which highlight the magnitude of your success, mention positive feedback you received and talk about what you learned and how this learning will help you in the job being recruited.

While we favour the iPAR technique, feel free to use whichever you are most familiar and comfortable with.

Sample Competency Interview Answers

Remember to tell it like a story as this will better engage the interviewer. Here is a sample competency answer using the iPAR technique above.

Question: Tell me about a difficult project you managed and describe the obstacles you encountered and how you overcame them.

Sample Competency Answer:

i = I have just introduced a system of monitoring and assessing electronic customer feedback which has reduced the time it takes to deal with customer service complaints from 9 days to 48 hours.

P = I saw that we were getting a lot of customer communications, feedback and complaints via email, but we had not developed any structured method to handle these. In addition we were not using them as an opportunity to learn about our customer or to drive process improvement initiatives. I realised very quickly that not only was this an issue for us which I knew I could solve quickly but also I saw the potential to enhance our relationship with our customers.

A = I completed a business case clearly outlining the benefits of this action. I then set up a project group with the goal to deliver a system of processing and managing these emails. I recruited internally as I wanted to give my team exposure to working on such a project. I put regular reporting in place, ensured that all stakeholders were involved and communicated with. Three weeks after starting the project I lost two team members due to sickness - we were on a very tight deadline and I knew that the success of this project lay in my ability to motivate and manage the team I had. I identified key replacements and revised the plan accordingly so that work would not fall behind. I ensured the team knew what had to be delivered and by when and I got staff buy-in from very early on. During the course of the project I managed the team, rescheduled tasks as required, communicated regularly with all interested parties and ultimately delivered the project successfully.

R= I overcame the challenges as presented and I delivered the new system on time and within budget. As a result of this system my team can address 100% of customer service emails within 48 hours, we have reduced the volume of complaints received by 35% and we have a suite of reports that can help us deliver further improved customer service. It’s a great achievement and one which I am very proud of.

Note the use of "I" throughout and note too the use of a powerful lead sentence which summarises the achievement and sets up the rest of the answer to come. This is a great selling tool and designed to get the attention of the interviewer.

How to Prepare Your Answers

A word of caution: While you may be tempted to use a sample competency answer such as that above, we caution against this. It is much better to use the structures and guides to create your own answer in your own words. In that way you will avoid being caught out in the interview.

We advise preparing competency answers in advance relating to all the achievements on your resume/cv. By doing so, you will find that you have a sufficient stock of information which will help you answer any competency question irrespective of the style used.

Even if you simply jot down bullet points rather than a full answer you will keep this content fresh in your mind and on the tip of your tongue when you go to the interview.

Competency Based Interview Questions and Answers

In Brief: “Competency based questions have long been considered tricky questions that are hurled at a prospective interviewee when the interviewer seems to have nothing else to inquire. However, nothing can be farther from the truth. The competency based answers during a job interview are quite an intelligent and quick way to find out about the attitude and mindset of the individual who has applied for the job. “
These competency based interviews give the HR and other departments a brief idea as to how the individual performs (i.e. behavioral interview). The answers to the competency based interview questions also provide a graphic portrayal of his or her attitude towards work, people and life in general.

Competency based interviewing is the best way to uncover the behavioral aspects of an individual in a quick and precise manner.

Competency based interview questions

Your initiative to solve problems
The interviewer can ask about how you had used your initiative to solve any difficult problem at the workplace. The question may also ask you about any situation in which you were supposed to solve a problem without being informed of the complete details.
Your achievements
The interviewer can also ask about the achievement which you think was the most important for you, professionally and personally speaking. If you think that there were two different achievements on the professional level as well as on the personal level, the interviewer may ask you to elaborate on the reasons.
The most difficult incident and other difficulties
The Interviewer can also ask about the most difficult incident you have ever had to handle. Also, the interviewer may ask you about the person whom you have found to be the most difficult to work with, in addition to the reasons why. The interviewer may also ask you whether your differences with the person were resolved in an amicable manner or in any other manner.
Your leadership 
Depending on the job that you are seeking, you may also be asked to give an example of a case in which you demonstrated any leadership qualities. These questions areteam leader interview questions but are often asked of any individual.

Competency based interview answers

The questions that are asked are quite significant, and it is essential that you answer them in the best way possible:
1. The best way to answer these questions is to be concise, crisp and to the point.
2. You should not meander away from the point while answering these questions, because meandering way from the question will imply that you are inventing an answer at best, or would mean that you are a person who has no integrity at worst.
3. Firstly, ascertain that you make the interviewer understand the problem that you were facing.
4. Do not place the blame on anybody, or crib/complain about anything.
5. Let the interviewer decide whose side he or she should be on.
6. Make sure that you inform the interviewer about the steps that you took as an individual and as a team to ensure that the problem was sorted out without any hitches.
7. You may also tell the interviewer about the success that you experienced with these steps.
8. You can also inform the interviewer as to how you would presently handle the situation as opposed to your handling method employed in the past.
The difference between skill, competency and behavioral:
Skill is a part of competency. Competency consists of three parameters- Knowledge (K), Attitude (A) and Skills(S).
For example- I might be having very good interpersonal skills or people skills, but I will not be competent to join a company as HR Professional unless I possess adequate education/experience (Knowledge) and the right temperament/ behavior (attitude).
While rating skills, you have to determine what abilities are required to perform a job practically but while rating competency, you have to determine the set of abilities/ skills required along with the knowledge and attitude needed for the said job.
Read further at examples of competency based interview questions and answers.

Frequent HR Interview Questions & Answers

Questions & Answers

1.) How much salary Your Expecting?

    Answer1: I would expect a salary which reflects the experience and qualifications that I bring to the role.

    Answer 2: I’ve got a strong background in this industry and my skills are a perfect match for this role. I would expect my compensation to be at the upper end of the position’s salary band.

    Answer 3: Based on the information I have about the position, a salary in the range 15,000 - 18,000 would reflect the experience and expertise that I would bring to the role.

2.) Why did you take HR as a specialization?

    Basically i am a peoples person and enjoy interacting with different levels of people which is a basic requisite for any HR Personnel.Even i belive i can excel in people management too and hence for me HR is the right field where i can utilise my skills

3.) What kind of person would you refuse to work with?

    This is a very tricky question to test your attitude to others. So you must start the answer in a positive note.Eg., Well, I am a person, who can work with all kinds of people. However, I feel bit uncomfortable to work with persons of selfish and ingratitude in nature.

4.) What have you done to improve your knowledge in the last year?

    Every should learn from his mistake. I always try to consult my mistakes with my kith and kin especially with elderly and experienced person.

5.) What is more important to you: the money or the work?

    Money and work both are like siblings. But I believe when you work hard; money will flow to you. So work is more important than money. Only hard work can help you put another feather in your success cap.

6.) Why do you want to join in industry?

    industry is a place where the gradutes have the opportunity to apply thier skills n knowledge which they learn from their respective institutions.so feel industry is a best way for a person to applying their practical knowledge.

7.) Are you a team player?

    while answering this question, try to keep yourself on both sides. For example, if the interviewer asks if you prefer to work alone or on a team, he may be trying to get you to say you are one way or the other. But you don't have to play this game. The reality is that most jobs require us to work both independently and in teams. Your response to this question should show that you have been successful in both situations or (In case you dont find yourself comfy with team work say this) - I beleive in individual work recognition [this would not put your weakness in front of others that strongly, Remember people who take interviews are super masters, do not fool them

How to Answer 23 of the Most Common Interview Questions

Let's face it; no one likes the interview process. Well, certainly not the people being interviewed anyway. You have to be on your best behavior, you only get one chance to get it right, and it's like taking your driving test all over again. Over the years I've been to countless interviews. To get my first job out of college I attended some 15-20 interviews a week. Whether it was in Britain or over here in the States, the questions never really seemed to change from job to job. Not only that, but the answers to them are usually the same, with your own personal interpretation of course. Here I present 23 questions you're likely to be asked, and how I have learned to answer them. Why 23? Because I had more than 20 and less than 25. Remember, being interviewed is a skill, and if you do the preparation you should ace it every time. (See also: 12 Unique Ways to Score a Job Interview)

1. So, tell me a little about yourself.

I'd be very surprised if you haven't been asked this one at every interview. It's probably the most asked question because it sets the stage for the interview and it gets you talking. Be careful not to give the interviewer your life story here. You don't need to explain everything from birth to present day. Relevant facts about education, your career and your current life situation are fine.

2. Why are you looking (or why did you leave you last job)?

This should be a straightforward question to answer, but it can trip you up. Presumably you are looking for a new job (or any job) because you want to advance your career and get a position that allows you to grow as a person and an employee. It's not a good idea to mention money here, it can make you sound mercenary. And if you are in the unfortunate situation of having been downsized, stay positive and be as brief as possible about it. If you were fired, you'll need a good explanation. But once again, stay positive.

3. Tell me what you know about this company.

Do your homework before you go to any interview. Whether it's being the VP of marketing or the mailroom clerk, you should know about the company or business you're going to work for. Has this company been in the news lately? Who are the people in the company you should know about? Do the background work, it will make you stand out as someone who comes prepared, and is genuinely interested in the company and the job.

4. Why do you want to work at X Company?

This should be directly related to the last question. Any research you've done on the company should have led you to the conclusion that you'd want to work there. After all, you're at the interview, right? Put some thought into this answer before you have your interview, mention your career goals and highlight forward-thinking goals and career plans.

5. What relevant experience do you have?

Hopefully if you're applying for this position you have bags of related experience, and if that's the case you should mention it all. But if you're switching careers or trying something a little different, your experience may initially not look like it's matching up. That's when you need a little honest creativity to match the experiences required with the ones you have. People skills are people skills after all, you just need to show how customer service skills can apply to internal management positions, and so on.

6. If your previous co-workers were here, what would they say about you?

Ok, this is not the time for full disclosure. If some people from your past are going to say you're a boring A-hole, you don't need to bring that up. Stay positive, always, and maybe have a few specific quotes in mind. "They'd say I was a hard worker" or even better "John Doe has always said I was the most reliable, creative problem-solver he'd ever met."

7. Have you done anything to further your experience?

This could include anything from night classes to hobbies and sports. If it's related, it's worth mentioning. Obviously anything to do with further education is great, but maybe you're spending time on a home improvement project to work on skills such as self-sufficiency, time management and motivation.

8. Where else have you applied?

This is a good way to hint that you're in demand, without sounding like you're whoring yourself all over town. So, be honest and mention a few other companies but don't go into detail. The fact that you're seriously looking and keeping your options open is what the interviewer is driving at.

9. How are you when you're working under pressure?

Once again, there are a few ways to answer this but they should all be positive. You may work well under pressure, you may thrive under pressure, and you may actually PREFER working under pressure. If you say you crumble like aged blue cheese, this is not going to help you get your foot in the door.

10. What motivates you to do a good job?

The answer to this one is not money, even if it is. You should be motivated by life's noble pursuits. You want recognition for a job well done. You want to become better at your job. You want to help others or be a leader in your field.

11. What's your greatest strength?

This is your chance to shine. You're being asked to explain why you are a great employee, so don't hold back and stay do stay positive. You could be someone who thrives under pressure, a great motivator, an amazing problem solver or someone with extraordinary attention to detail. If your greatest strength, however, is to drink anyone under the table or get a top score on Mario Kart, keep it to yourself. The interviewer is looking for work-related strengths.

12. What's your biggest weakness?

If you're completely honest, you may be kicking yourself in the butt. If you say you don't have one, you're obviously lying. This is a horrible question and one that politicians have become masters at answering. They say things like "I'm perhaps too committed to my work and don't spend enough time with my family." Oh, there's a fireable offense. I've even heard "I think I'm too good at my job, it can often make people jealous." Please, let's keep our feet on the ground. If you're asked this question, give a small, work-related flaw that you're working hard to improve. Example: "I've been told I occasionally focus on details and miss the bigger picture, so I've been spending time laying out the complete project every day to see my overall progress."

13. Let's talk about salary. What are you looking for?

Run for cover! This is one tricky game to play in an interview. Even if you know the salary range for the job, if you answer first you're already showing all your cards. You want as much as possible, the employer wants you for as little as you're willing to take. Before you apply, take a look at salary.com for a good idea of what someone with your specific experience should be paid. You may want to say, "well, that's something I've thought long and hard about and I think someone with my experience should get between X & Y." Or, you could be sly and say, "right now, I'm more interested in talking more about what the position can offer my career." That could at least buy you a little time to scope out the situation. But if you do have a specific figure in mind and you are confident that you can get it, I'd say go for it. I have on many occasions, and every time I got very close to that figure (both below and sometimes above).

14. Are you good at working in a team?

Unless you have the I.Q. of a houseplant, you'll always answer YES to this one. It's the only answer. How can anyone function inside an organization if they are a loner? You may want to mention what part you like to play in a team though; it's a great chance to explain that you're a natural leader.

15. Tell me a suggestion you have made that was implemented.

It's important here to focus on the word "implemented." There's nothing wrong with having a thousand great ideas, but if the only place they live is on your notepad what's the point? Better still, you need a good ending. If your previous company took your advice and ended up going bankrupt, that's not such a great example either. Be prepared with a story about an idea of yours that was taken from idea to implementation, and considered successful.

16. Has anything ever irritated you about people you've worked with?

Of course, you have a list as long as your arm. But you can't say that, it shows you as being negative and difficult to work with. The best way to answer this one is to think for a while and then say something like "I've always got on just fine with my co-workers actually."

17. Is there anyone you just could not work with?

No. Well, unless you're talking about murderers, racists, rapists, thieves or other dastardly characters, you can work with anyone. Otherwise you could be flagged as someone who's picky and difficult if you say, "I can't work with anyone who's a Bronco's fan. Sorry."

18. Tell me about any issues you've had with a previous boss.

Arrgh! If you fall for this one you shouldn't be hired anyway. The interviewer is testing you to see if you'll speak badly about your previous supervisor. Simply answer this question with extreme tact, diplomacy and if necessary, a big fat loss of memory. In short, you've never had any issues.

19. Would you rather work for money or job satisfaction?

It's not a very fair question is it? We'd all love to get paid a Trump-like salary doing a job we love but that's rare indeed. It's fine to say money is important, but remember that NOTHING is more important to you than the job. Otherwise, you're just someone looking for a bigger paycheck.

20. Would you rather be liked or feared?

I have been asked this a lot, in various incarnations. The first time I just drew a blank and said, "I don't know." That went over badly, but it was right at the start of my career when I had little to no experience. Since then I've realized that my genuine answer is "Neither, I'd rather be respected." You don't want to be feared because fear is no way to motivate a team. You may got the job done but at what cost? Similarly, if you're everyone's best friend you'll find it difficult to make tough decisions or hit deadlines. But when you're respected, you don't have to be a complete bastard or a lame duck to get the job done.

21. Are you willing to put the interests of X Company ahead of your own?

Again, another nasty question. If you say yes, you're a corporate whore who doesn't care about family. If you say no, you're disloyal to the company. I'm afraid that you'll probably have to say yes to this one though, because you're trying to be the perfect employee at this point, and perfect employees don't cut out early for Jimmy's baseball game.

22. So, explain why I should hire you.

As I'm sure you know, "because I'm great" or "I really need a job" are not good answers here. This is a time to give the employer a laundry list of your greatest talents that just so happen to match the job description. It's also good to avoid taking potshots at other potential candidates here. Focus on yourself and your talents, not other people's flaws.

23. Finally, do you have any questions to ask me?

I'll finish the way I started, with one of the most common questions asked in interviews. This directly relates to the research you've done on the company and also gives you a chance to show how eager and prepared you are. You'll probably want to ask about benefits if they haven't been covered already. A good generic one is "how soon could I start, if I were offered the job of course." You may also ask what you'd be working on. Specifically, in the role you're applying for and how that affects the rest of the company. Always have questions ready, greeting this one with a blank stare is a rotten way to finish your interview. Good luck and happy job hunting.