I've never had any specific kinds of things I'm looking for when I ask a candidate if they have any questions for us. But I do like to see how they respond. And it's a big plus if you come up with something that shows you are thinking ahead about the job and / or the company.
When you inch toward the end of your interview and you get asked, "So, what questions can I answer for you?" it might cause you to draw a blank because you feel like you're already covered it all. Although you're tempted to say, "I think we covered it all" —don't.
Not asking questions at the end of your interview is one of the biggest interview mistakes you can make. Here are some steps to follow instead:
1. Know Who You're Interviewing With + Prepare Your Questions in Advance
When the interview is set up—whether it's a phone interview or an in-person interview—ask who you'll be meeting with. This will help you prep because the questions you ask the recruiter might be different than the questions you ask your hiring manager.
For example, recruiters will ask high-level questions with the goal of learning whether you're a good fit to move to the next interview round. You might ask less specific questions about the role and team, but more questions about the company and interview process.
Once you know who you're interviewing with, it's time for the real homework. Consider looking up the interviewer(s) on LinkedIn to learn more about their background. You might also learn more about the background of people on their team.
Next, thoroughly research the company using their career site, company website, LinkedIn, recent press, or other online articles. And your last research puzzle piece is researching the job description and determining the most important information.
With all this research, you'll be able to create more specific questions, and you can write down any questions that come up for you in the process. Try to create open-ended questions that will invite conversation with your interviewer instead of "yes or no"-type questions. You'll learn more this way.
We've also suggested lots of ideas below grouped by "themes" that you can ask. We would recommend that you organize your questions into themes as well because you might not have time to ask every question. This brings us to our next tip...
2. Prioritize Your Questions
Depending on your interview length, you might not get to ask all your questions. That's why it's a good idea to not only prepare the questions you want to ask but also organize them and "star" the ones that are the most important to you.
Many times during an interview, a question you have on your list might naturally get answered in your conversation, but if it doesn't, and it's important to you, this tip can help.
When trying to decide what questions to ask, prioritize the questions that will show you were engaged and listening in the interview. Don't waste your precious interview time asking a question that's already been answered.
3. Rehearse + Practice Your Questions
Interviews are generally nerve-racking. You know this. I know this. Do yourself a favor, and practice asking your questions in front of the mirror or to a friend ahead of time. This extra prep work can help you feel more comfortable during your interview and, hopefully, will make it all feel like a smooth conversation versus a loaded Q and A session.
4. Bring Your Questions With You
You've done some great prep work, and now you're worried about how you'll ever memorize it all. Great news—you don't have to. It's totally acceptable to bring a notebook with you to your interview with your questions ready to go.
Example Questions
By now you understand how important it is to go into the interview with some questions already prepared. Let's help you create your list with some suggestions that will make you think further about what you want in the role, from the company, team, and more.
And don't forget to tailor any of your questions to the specific person, job, team, and/or company you're interviewing with.
Ask Questions About Your Specific Role
We like this type of question because it shows the interviewer, human resources, or hiring manager that you've already done work to imagine yourself in the role. These can be incredibly thoughtful questions—and, in addition to impressing the interviewer, you'll learn valuable, personalized information about what the role looks like—with you specifically in it.
Can you tell me more about the history of this position?
The answer to this question can tell you a lot about the organization For example, if it's a role with a high turnover rate, what's the deal with that? This could be a red flag for bad management, unclear expectations, or a high-stress role. If it's a brand-new position, it shows you where the organization's priorities are at this moment. Ask this question—and take in the answer.
Can you tell me about the day-to-day responsibilities of this role?
A job description can only tell you so much. What does your day-to-day look like? Are Mondays packed with meetings? Is there travel involved? How does the team work together? Are there a number of repeatable weekly tasks? Find out by asking this important question.
What is the onboarding process like?
Are you going to be dropped in the deep end of the pool and asked to swim—or will someone guide you for a certain period of time and check in with you? Depending on what you want in your next job, this answer can share a lot.
What does management expect of the hire in the first 90 days in this role?
Being thrown into a role where there are approximately one million things that have to be done by yesterday is...a lot. Manage your expectations—and the organization's expectations—by finding out what the first 90 days could look like for you. This question allows you to set yourself up for serious success.
How do you see this role evolving in the next six months? Could the responsibilities change?
This goes back to managing your expectations. While we all have to be willing to adapt, if it's important for you to know if this is the type of role that is constantly changing and that's not a fit for you, better to know now.
What are the biggest strengths that have led to success in this role?
This question will help to set expectations, but there's another perk to it. It's another chance to reiterate your strengths. For example, if the interviewer cites communication skills as a priority in this role, you can summon a story about how you set up your last team's remote communication setup—and how it led to success.
Use this question to drive home your strengths as they apply directly to the role.
What are the biggest challenges someone in this role will face?
If you take the job, you'll probably learn about this the hard (and longer!) way, so why not ask about challenges upfront? Depending on how they answer, you might be able to have a long discussion and learn what the manager is trying to do (if anything) to help employees overcome challenges.
What key performance indicators are set for this role?
Get those KPIs from day one! Find out what the key performance indicators are—and set off to achieve them. This question helps to provide clarity. It infuses your work with clarity and purpose.
What project and/or responsibilities would I work on immediately?
This is a great way to manage your expectations and get a clear picture of what your first few months might be. The interviewer might even share some examples of current projects (or you can ask!), which will all help better illustrate the job for you.
What budget will I be working with?
This is especially helpful if the job you're interviewing for requires a budget to complete the task. For example, this might apply to a role in marketing.
Ask Questions About Professional Development
Developing your career takes more than just a once-a-month check-in with your manager. To get a better understanding of how you'll be supported in your career development and what type of advancement you can look forward to in this role, we'll need to get specific.
What opportunities are there for professional development?
If you ask whether there are opportunities for professional development, the answer is probably "yes." This is why making it a more open-ended question is helpful— the interviewer can talk about specifics with you. The answer to this matters a lot, considering most people leave jobs because of bad bosses and the feeling that they've tapped out on their learning.
Where have successful employees previously in this position progressed to?
This is a nice way to peek into the future, and most hiring managers love to share the "success" stories of past employees.
Are there any training programs or stipends for career development and advancement that I pursue?
If you love taking online courses, attending industry conferences, etc., now is a great time to see if the company will cover the investment. Plus, you might learn that the company offers specific training or employee subscriptions that you can learn more about.
Do you and this company support the internal movement of roles and teams?
This is a big question that requires finesse because you don't want the interview to think you will want to switch jobs right away or that you're only interviewing for this job so you can hop to another. However, with so many ebbs and flows in careers, it's also natural to think further down the road and consider what would happen if you wanted to make an internal career transition.
If this question makes you too nervous, that's okay. A good default is that most companies want to keep great employees, so if you get the job and you're amazing, you'll probably be able to switch if you want.
Ask Questions About Your Team
The people you work with are going to become a pretty big part of your life, so don't you want to get a sneak peek of what the team looks like and how it works? No, we're not telling you to ask questions about specific individuals' quirks, how they like their coffee, or if they yawn loudly around 3:00 p.m. every day.
Rather, these should be questions about the function of the team, how it works together, and what kind of support you can expect in your role.
Can you explain the roles of each team member I'll work with?
Find out who is on your team, where their strengths lie, and (maybe most importantly) the skills you have to complement the current team's strengths. Consider yourself the missing piece to this team—and see if you can elaborate on how you can complete the puzzle.
Who do I report to in this role?
Who is your manager? Find out who your boss is going to be, what they're like, and how they work. If you go to the next round of interviews with this manager, you can do your research beforehand.
What is the process for performance reviews?
Will you be evaluated through a formal process? What time of year are reviews and what happens at those times? Performance reviews play a critical role in your growth at a company. It's important for you to understand how they work and what metrics you will be evaluated against.
What kind of support would I have in this role?
Find out what sort of support you'd have. We're not talking assistants here. Is there someone who solves technology roadblocks? Does someone have a library of knowledge on your ideal customer persona? Find out where the support is—and how it fits into you doing your job better.
What methods or software does the team use to collaborate?
What software does this team use for collaboration, communication, customer management, design, and more? Use this opportunity to get familiar with the organization's technology arsenal—and chime in about the platforms in which you have experience.
How long do employees tend to stay in their roles here? Does the company promote from within?
Be careful with this one. If you ask it right, it sounds like you're excited about longevity within the organization. If you ask it "wrong," it might just sound like you're looking for a promotion three months down the line. When asking this question, make sure you're stressing the former. You want to see what it looks like to actually grow within the organization.
Ask Questions About the Company Culture
You're only going to find out so much when perusing the organization's website, following their Instagram account, or looking up their LinkedIn. And, by the way, do all of this reconnaissance work before your interview. It will actually help you to ask pointed, specific questions about the company culture.
Company culture is important when making any career move. There's going to be a huge difference between working at an organization that expects 60+ hours of in-office time a week and working at an organization that allows flexible work.
One might work better for you and for your life. Ask some questions to gauge what the culture looks like. Be honest with how your work personality fits into it.
How would you describe the management style at this organization?
I think we all know how a bad or incompatible boss can ruin a good job. Find out what the leadership style tends to be at this organization. Make sure it works best for you.
What is the biggest challenge the company currently faces?
We feel that this is a great question that isn't asked very often—probably because it's one that might stump the interviewer. Find out where the organization's focus lies at this moment. How can you ease that pain point within your role?
What are the organization's biggest goals over the next year?
Just like the last question, this one provides clarity around goals. Find out the company's goals for the next year. Is it to increase sales, launch a marketing effort, or reach a milestone quarter?
Ask Questions About The Interviewer’s Own Experience
Get the inside scoop from the interviewer. Okay, okay, we know you're not going to be able to ask questions like, "So, who is the office bully here?" but you can use these questions to gauge...a lot.
Ask the interviewer about their own experience with the organization. Were they hired in the role they're currently in? What do they love about the job? Is there anything specific you can do as a candidate to stand out more? You've got the source sitting right in front of you. Get the juice.
What's something that makes you happy about working at [ORGANIZATION]?
If your interviewer struggles to answer this, take note. Seriously.
What attracted you to this company?
Find out why the interviewer was attracted to the organization. Does it live up to expectations?
How long have you been with the company?
It's great to know what steps in their career led them here, as well as how long they have been with the organization. You might discuss how the interviewer compares the current organization to the ones they previously worked for.
Can you talk about company culture?
Get an interviewer's perspective on what makes the company culture. Is it a culture of learning, dedicated teamwork, or head-to-the-grindstone work? Get their personal take.
If you could have been told anything about [ORGANIZATION] during your interview process, what would you share?
Learning about their experiences is bound to shed some valuable insight for your own.
Ask Questions About Continuing the Interview Process
We know you're wondering when they're planning on hiring for this role, so why not ask? Gain some clarity on the next steps, and set your expectations accordingly. Use the end of the interview to gain insights into what's next.
When are you looking to hire for this role?
There's nothing quite as frustrating as being ghosted after an interview. Find out what the expectations are in terms of hiring. This can help you when writing your follow-up to a thank-you note if you haven't heard back.
Is there anything I can do to further show my interest in this role?
Ask this question. There might be more you can do to show your interest.
What are the next steps after this interview?
Get a look at what might happen next. Will you be invited to complete a trial project? Is there another round of interviews? Are they looking to hire by the end of the week? Find out what's next, and set your own expectations accordingly.
Is there anything else you'd like to know about me or anything I left unclear?
When the interviewer asks you, "Do you have any questions for me?" don't respond with this question right away. If you asked a few other thoughtful questions, then you can volley this question back to the interviewer.
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But this is also a chance for you to decide if the job and company are right for you. So don't be afraid to ask questions that give you some feel about what it would be like to work there – and what they really expect, apart from anything in the job description.
We know what it's like to interview in the dead middle of January when you're dreaming of a Bahamian July, but now is not the time to ask about vacation. Avoid asking questions that don't really have to do with the function of the job or the organization. This includes queries bout vacations, perks, solid salary numbers, or future promotions.
Some of these are very valuable questions, but not at the forefront of the interview. Of course, you should set your salary expectations, get an idea of your benefits package, and notify the interviewer of any immovable vacation plans you may already have set (think of your brother's wedding in August). However, our advice is to keep these questions to the very, very end of the process.
In short, make sure you're asking two or three really thoughtful questions before diving into what you really want to know (and we don't blame you for being curious about your potential salary).
What's my salary going to be?
There's a time and a place for this question—and it might not be right now. Before heading into the interview, conduct some salary research. When the topic comes up, you might share your salary expectations.
When can I go on vacation?
This is not the time to talk about vacation. Sorry.
What do you guys do here? + other questions you could have researched on your own
If you don't arrive to the interview knowing what the organization does, it's probably not going to work out. Do your research beforehand.
When can I get my first promotion?
Again, it's okay to look for growth within the company, but asking this off the bat is foolish. Remember, you're interviewing for one role today, so don't get too ahead of yourself.
Do you have happy hours?
If there are happy hours, you'll find out. Don't ask this question.
These questions are the ones you’re bound to hear at just about any job interview - whether you’re an intern or a senior professional with a decade of work experience.
All of these questions are used to learn more about you, both as a person and a professional.
You might have heard the popular idea that there’s no right or wrong answers for job interview questions.
Well, while that might be true, there ARE a set of rules you need to follow when answering these questions.
If you understand what, exactly, the interviewer is looking for with each question, you’ll be able to give the right answer (and rock that interview!)
In this section, we’re going to go through 14 of the most common job interview questions and answers. We’re going to explain what the HR manager wants to see in you, as well as give you sample answers you could use.
So, let’s get started!
1) Tell me something about yourself.
How hard can it be to talk about yourself? We do it on a daily basis without much thought to it.
However, recruitment managers are not looking for your whole life story, your third-grade achievements, or what you had for dinner last night. Instead, they are looking for a pitch.
This is usually the first question asked in an interview, so it acts as your introduction. Make sure your answer is relevant to the position you are applying for. What you should be aiming for here is to present yourself as the ideal candidate for the job.
A good rule of thumb is to structure your talking points as follows:
Although at first glance this might seem like a straightforward question, you should grab any opportunity you can to show your interest in the company.
Even if you haven’t been continuously refreshing the company’s website for job listings, make it seem like you have (in a professional way, of course). Show excitement and curiosity.
If someone inside the company told you about the position or recommended that you apply, definitely make sure to mention that.
You’ll have a much better chance at getting hired if someone credible can vouch for your skills.
So, mention his/her name and his/her position inside the company and give their reasoning for inviting or recommending you to apply for the position. Tell the hiring managers what excites you about the job opportunity or what exactly caught your eye.
Through this question, the interviewers want to assess how passionate you are for the position. And no, the answer isn’t:
“Well, I’m very passionate about not starving to death.”
Or…
“Well, I needed the money, and you guys tend to pay a lot.”
What the interviewer is looking for here is to see how passionate you are about the job or the company. After all, job performance is directly linked to job satisfaction. The happier you are about your position at the company, the more productive you’ll be.
And here’s the kicker - your passion will be very evident during the interview.
When you’re talking to a person that’s passionate about something, you can pretty much feel them glow as they talk. And if you’re an HR manager who’s interviewed hundreds of people, this is a very good sign to hire the candidate.
So, use this knowledge to your advantage.
When asked this question, your answer should include 2 things:
What motivated you to apply for this position, specifically.
Why this company? Have you heard of them before?
Keep in mind, though, that if you don’t know much about the company or the position - that’s OK too. Just be honest and show your passion for the job. However, it’s always better to do your homework before going to an interview..
There are two answers you could go for here: what your actual strengths are, and what you think the hiring manager or HR representative wants to hear. We would most certainly suggest you go with the first answer.
For this question, you would want to narrow your answer down to at most three strengths. Pick 1 or 2 skills that would help you really excel at the job, and 1 or 2 personal (more or less unrelated) skills.
Not sure which ones are your top strengths? Check out the table below to learn which one’s perfect for your field:
After picking your strengths, back it up with a situation or story that shows how you have used it to benefit you on the job.
After all, words are just that - words. The HR can’t know whether your “natural leadership” is an actual strength, or just means that you were super active in your high school class.
As you probably already know, this is one of the most common interview questions out there, so make sure you’re prepared for it before facing the HR manager!
Ah, this is always a tricky one!
After all, you don’t want to mention your flaws during an interview, so it’s guaranteed to be a tough question.
The trick to answering this one is realizing that the interviewers don’t expect you to be perfect. Everyone has flaws, weaknesses, and things to improve on.
When asking this question, the HR manager is actually seeking to learn:
Whether you have the right skills for the job. If you’re applying for the position of a server in a busy restaurant, and you say your biggest weakness is performing under pressure, then you’re definitely not getting a callback.
If you’re self-aware and really know what your sticking points are.
And NO: fake humble-brag weaknesses don’t count as weaknesses. You can’t just say that your biggest weakness is that you work too hard, or that you’re a perfectionist.
The key here is to mention a weakness that’s real, but not something that would get in the way of you doing your job. You wouldn’t want to say you’re bad at math if you’re applying for an accountant position, would you
It’s also good practice to mention how you are working towards overcoming this weakness and realizing how it affects you negatively. If you can, just balance it with a positive side effect: treat it like two sides of the same coin.
Imagine 2 equally competent candidates:
One who doesn’t particularly care much about your company, and is only applying because they know you pay good salaries
Another who’s been following your company blog for ages, loves your product, and has several friends already working in the company
Which one would you pick? Exactly, the second one!
So, with this job interview question, you want to convince the recruiter that you’re the candidate #2.
Now, how do you do that? Well, a rule of thumb here is to do some Googling before the interview and learn the following about the company:
What does their product or service do?
What impact does the product / service have?
What’s the company culture like?
What are the latest news about the company? How are they performing?
...And pretty much whatever other type of info you can dig up.
Wouldn’t it be great if you knew exactly what questions a hiring manager would be asking you in your next job interview?
We can’t read minds, unfortunately, but we’ll give you the next best thing: a list of 50 of the most commonly asked interview questions, along with advice for answering them all.
SEARCH OPEN JOBS ON THE MUSE! See who’s hiring here, and you can even filter your search by benefits, company size, remote opportunities, and more. Then, sign up for our newsletter and we’ll deliver advice on landing the job right to you.
While we don’t recommend having a canned response for every interview question (in fact, please don’t), we do recommend spending some time getting comfortable with what you might be asked, what hiring managers are really looking for in your responses, and what it takes to show that you’re the right person for the job.
Consider this list your interview question and answer study guide. (And don’t miss our bonus list at the end, with links out to resources on specific types of interview questions—about emotional intelligence or diversity and inclusion, for example—and interview questions by role, from accountant to project manager to teacher.)
This question seems simple, so many people fail to prepare for it, but it’s crucial. Here's the deal: Don’t give your complete employment (or personal) history. Instead, give a pitch—one that’s concise and compelling and that shows exactly why you’re the right fit for the job. Muse writer and MIT career counselor Lily Zhang recommends using a present, past, future formula. Talk a little bit about your current role (including the scope and perhaps one big accomplishment), then give some background as to how you got there and experience you have that’s relevant. Finally, segue into why you want—and would be perfect for—this role.
Like “Tell me about yourself,” this question is a common interview opener. But instead of framing your answer around what qualities and skills make you best for the position, your answer should group your qualifications by your past jobs and tell your career story. You might choose to tell this story chronologically, especially if there’s a great anecdote about what set you on this path. Or, as with “Tell me about yourself,” you can begin with your present job then talk about what brought you here and where you’re going next. But regardless, when you speak about your “past” and “present,” highlight your most relevant experiences and accomplishments for this job and wrap up by talking about the future, i.e. connect your past and present together to show why this job should be the next one you add to your resume.
Another seemingly innocuous interview question, this is actually a perfect opportunity to stand out and show your passion for and connection to the company. For example, if you found out about the gig through a friend or professional contact, name-drop that person, then share why you were so excited about the job. If you discovered the company through an event or article, share that. Even if you found the listing through a random job board, share what, specifically, caught your eye about the role.
Beware of generic answers! If what you say can apply to a whole slew of other companies, or if your response makes you sound like every other candidate, you’re missing an opportunity to stand out. Zhang recommends one of four strategies: Do your research and point to something that makes the company unique that really appeals to you; talk about how you’ve watched the company grow and change since you first heard of it; focus on the organization’s opportunities for future growth and how you can contribute to it; or share what’s gotten you excited from your interactions with employees so far. Whichever route you choose, make sure to be specific. And if you can’t figure out why you’d want to work at the company you’re interviewing with by the time you’re well into the hiring process? It might be a red flag telling you that this position is not the right fit.
Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don’t? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem”), then share why you love the company (e.g., “I’ve always been passionate about education, and I think you’re doing great things, so I want to be a part of it”).
This interview question seems forward (not to mention intimidating!), but if you’re asked it, you’re in luck: There’s no better setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only do the work, but also deliver great results; that you’ll really fit in with the team and culture; and that you’d be a better hire than any of the other candidates.
When interviewers ask this question, they don’t just want to hear about your background. They want to see that you understand what problems and challenges they’re facing as a company or department as well as how you’ll fit into the existing organization. Read the job description closely, do your research on the company, and make sure you pay attention in your early round interviews to understand any issues you’re being hired to solve. Then, the key is to connect your skills and experiences to what the company needs and share an example that shows how you’ve done similar or transferable work in the past.
Here’s an opening to talk about something that makes you great—and a great fit for this role. When you’re answering this question, think quality, not quantity. In other words, don’t rattle off a list of adjectives. Instead, pick one or a few (depending on the question) specific qualities that are relevant to this position and illustrate them with examples. Stories are always more memorable than generalizations. And if there’s something you were hoping to mention because it makes you a great candidate, but you haven’t had a chance yet, this would be the perfect time.
What your interviewer is really trying to do with this question—beyond identifying any major red flags—is to gauge your self-awareness and honesty. So, “I can’t meet a deadline to save my life” is not an option—but neither is “Nothing! I’m perfect!” Strike a balance by thinking of something that you struggle with but that you’re working to improve. For example, maybe you’ve never been strong at public speaking, but you’ve recently volunteered to run meetings to help you get more comfortable when addressing a crowd.
Nothing says “hire me” better than a track record of achieving amazing results in past jobs, so don’t be shy when answering this interview question! A great way to do so is by using the STAR method: situation, task, action, results. Set up the situation and the task that you were required to complete to provide the interviewer with background context (e.g., “In my last job as a junior analyst, it was my role to manage the invoicing process”), then describe what you did (the action) and what you achieved (the result): “In one month, I streamlined the process, which saved my group 10 person-hours each month and reduced errors on invoices by 25%.”
You’re probably not eager to talk about conflicts you’ve had at work during a job interview. But if you’re asked directly, don’t pretend you’ve never had one. Be honest about a difficult situation you’ve faced (but without going into the kind of detail you’d share venting to a friend). “Most people who ask are only looking for evidence that you’re willing to face these kinds of issues head-on and make a sincere attempt at coming to a resolution,” former recruiter Richard Moy says. Stay calm and professional as you tell the story (and answer any follow-up questions), spend more time talking about the resolution than the conflict, and mention what you’d do differently next time to show “you’re open to learning from tough experiences.”
You don’t have to have a fancy title to act like a leader or demonstrate leadership skills. Think about a time when you headed up a project, took the initiative to propose an alternate process, or helped motivate your team to get something done. Then use the STAR method to tell your interviewer a story, giving enough detail to paint a picture (but not so much that you start rambling) and making sure you spell out the result. In other words, be clear about why you’re telling this particular story and connect all the dots for the interviewer.
The ideal anecdote here is one where you handled a disagreement professionally and learned something from the experience. Zhang recommends paying particular attention to how you start and end your response. To open, make a short statement to frame the rest of your answer, one that nods at the ultimate takeaway or the reason you’re telling this story. For example: “I learned early on in my professional career that it’s fine to disagree if you can back up your hunches with data.” And to close strong, you can either give a one-sentence summary of your answer (“In short…”) or talk briefly about how what you learned or gained from this experience would help you in the role you’re interviewing forefront
You’re probably not too eager to dig into past blunders when you’re trying to impress an interviewer and land a job. But talking about a mistake and winning someone over aren’t mutually exclusive, Moy says. In fact, if you do it right, it can help you. The key is to be honest without placing blame on other people, then explain what you learned from your mistake and what actions you took to ensure it didn’t happen again. At the end of the day, employers are looking for folks who are self-aware, can take feedback, and care about doing better.
This question is very similar to the one about making a mistake, and you should approach your answer in much the same way. Make sure you pick a real, actual failure you can speak honestly about. Start by making it clear to the interviewer how you define failure. For instance: “As a manager, I consider it a failure whenever I’m caught by surprise. I strive to know what’s going on with my team and their work.” Then situate your story in relation to that definition and explain what happened. Finally, don’t forget to share what you learned. It’s OK to fail—everyone does sometimes—but it’s important to show that you took something from the experience.
This is a toughie, but one you can be sure you’ll be asked. Definitely keep things positive—you have nothing to gain by being negative about your current employer. Instead, frame things in a way that shows that you’re eager to take on new opportunities and that the role you’re interviewing for is a better fit for you. For example, “I’d really love to be part of product development from beginning to end, and I know I’d have that opportunity here.” And if you were let go from your most recent job? Keep it simple: “Unfortunately, I was let go,” is a totally acceptable answer.
Of course, they may ask the follow-up question: Why were you let go? If you lost your job due to layoffs, you can simply say, “The company [reorganized/merged/was acquired] and unfortunately my [position/department] was eliminated.” But what if you were fired for performance reasons? Your best bet is to be honest (the job-seeking world is small, after all). But it doesn’t have to be a deal breaker. Frame it as a learning experience: Share how you’ve grown and how you approach your job and life now as a result. And if you can portray your growth as an advantage for this next job, even better.
Maybe you were taking care of children or aging parents, dealing with health issues, or traveling the world. Maybe it just took you a long time to land the right job. Whatever the reason, you should be prepared to discuss the gap (or gaps) on your resume. Seriously, practice saying your answer out loud. The key is to be honest, though that doesn’t mean you have to share more details than you’re comfortable with. If there are skills or qualities you honed or gained in your time away from the workforce—whether through volunteer work, running a home, or responding to a personal crisis—you can also talk about how those would help you excel in this role.
Don’t be thrown off by this question—just take a deep breath and explain to the hiring manager why you’ve made the career decisions you have. More importantly, give a few examples of how your past experience is transferable to the new role. This doesn’t have to be a direct connection; in fact, it’s often more impressive when a candidate can show how seemingly irrelevant experience is very relevant to the role.
It’s now illegal for some or all employers to ask you about your salary history in several cities and states, including New York City; Louisville, North Carolina; California; and Massachusetts. But no matter where you live, it can be stressful to hear this question. Don’t panic—there are several possible strategies you can turn to. For example, you can deflect the question, Muse career coach Emily Liou says, with a response like: “Before discussing any salary, I’d really like to learn more about what this role entails. I’ve done a lot of research on [Company] and I am certain if it’s the right fit, we’ll be able to agree on a number that’s fair and competitive to both parties.” You can also reframe the question around your salary expectations or requirements (see question 38) or choose to share the number if you think it will work in your favor.
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Always answer this one with a yes. After a little preparation, you'll be able to ask the right questions at the right time.
Carole Martin, Monster contributor
How to answer the question 'Do you have any questions?'
Always say 'Yes,' when an interviewer asks if you have questions.
Surprisingly, the most common answer to the interview question, "Do you have any questions?" is no. Not only is this the wrong answer, but it's also a missed opportunity to find out information about the company. It is important for you to ask questions—not just any questions, but those relating to the job, the company and the industry.
Consider this: Two candidates are interviewing for an inside sales position.
Assuming this is the first interview, it is premature to ask about benefits. "What's in it for me?" questions can be interpreted as self-centered and a sign of your lack of interest in the job.
The next candidate, Chris, says, "No, I think you just about covered everything I wanted to know. I'm sure I'll have more questions if I get the job."
This is a very passive response that doesn't demonstrate interest or imagination. Once you get the job—if you get it—may be too late to ask questions.
It is important to ask questions to learn about the company and the job's challenges. In some cases, the interviewer will be listening for the types of questions you ask. The best questions will come as a result of listening to the questions the interviewer asks you.
A good response to the interviewer asking, "Do you have any questions?" would be: "Yes, I do. From what you've been asking during the interview, it sounds like you have a problem with customer retention. Can you tell me a little more about the current situation and what the first challenges would be for the new person?"
This answer shows interest in what the problem is and how you could be the possible solution. It is also an opportunity to get a sense of what will be expected.
What information do you need to decide whether to work at this company? Make a list of at least 10 questions to take with you to the interview. Depending on who is interviewing you, your questions should vary.
If you are interviewing with the hiring manager, ask questions about the job, the desired qualities and the challenges.
You will have to use your judgment about the number of questions you ask and when to ask them. Think of this as a conversation. There will be an appropriate time to ask certain types of questions, like those about benefits and vacation. To be on the safe side, concentrate on questions about the job's responsibilities and how you fit the position until you get the actual offer.
When you begin to think of the interview as a two-way process, you will see it is important for you to find out as much as possible about the company. Questions will give you the opportunity to find out if this is a good place for you to work before you say yes.
Job interviews can be stressful. What, with remembering which questions to ask, what to wear, what to bring, it can be so confusing. Get expert advice on interviewing, negotiating, and conducting your job search by becoming a Monster member. The best part is that it all gets emailed to you so you don't even have to remember to check in. Instead, all you have to do is think about the first day at your dream job.
When you hear this query, you may groan inside, since it can feel like you've covered absolutely everything during the course of the interview. It's always better to respond with a question than to politely demur. Otherwise, you could leave interviewers with the impression that you're not engaged with the conversation, or that you're not interested enough in the position to jump at the opportunity to learn more.
Below are some suggestions for how to respond to this question strategically.
Since this question is common at the end of every type of job interview, it makes sense to plan for it in advance and be prepared. Develop a list of questions that you want answered and keep in mind that your questions may change slightly based upon your interviewer.
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what does cherry chapstick mean
what does lender funding mean on womply
eilish british vogue what cover means
what happened to mario murillo
what does 999 999 9999 mean on my phone usage
how do i watch hbo go on my laptop
what is the 25th island of greece
firefly lane what did tully do
