How many questions are asked in a job interview

Interview tips from the Toronto Academy of Acting The 5 most common interview questions and how to answer them like a boss. Job Title, Keywords City, Province. Blog Title, Keywords, or Category. Ten questions you are sure to be asked in every job interview and how to answer them By Workopolis.

Example interview questions. Basic interview questions. Can you explain these gaps in your resume? Are you willing to travel? Are you overqualified for this role? Would you be willing to work nights and weekends? What qualities make a good leader?

What is the name of our CEO? What do you know about our company? Why are you changing careers? Can you walk us through your resume? Why is our company interesting to you? Who was your favorite manager and why? Who are our competitors? Why are you the right person for this job? What is your greatest personal achievement? Where do you see yourself in 10 years? What do you know about our industry? Behavioral interview questions. Describe a time when your boss was wrong.

How did you handle the situation? How would you feel about reporting to a person younger than you? Describe a time you went above and beyond at work. Tell me about the last mistake you made. What do you want to accomplish in the first 30 days of this job? Describe a time you got angry at work. Describe a time when you had to give a person difficult feedback.

Describe a time when you disagreed with your boss. Would you ever lie for a company? Tell me about how you dealt with a difficult challenge in the workplace. What do you really think about your previous boss? What has been the most rewarding experience of your career thus far?

How would you deal with an angry or irate customer? Describe a time you chose to not help a teammate. Describe a time you went out of your way to help somebody. Describe a time when your work was criticized? What do you want to accomplish in the first 90 days of this job? Do you think you could have done better in your last job? How would you fire someone?

Questions about salary. Can you discuss your salary history? How much do you expect to be earning in five years? Questions about you. What makes you uncomfortable? What is your ideal working environment? What commonly accepted view do you disagree with and why? What are some positive things your last boss would say about you? What differentiates you from our other candidates? Are you a morning person? How would a good friend describe you?

Are you more of a leader or a follower? Do you have a personal mission statement? What do you like most about yourself? How long do you expect to work for this company? How do you keep yourself organized? What character traits would your friends use to describe you?

What is your favorite movie of all time and why? What are three skills or traits you wish you had? Describe your perfect company. Do you prefer to work alone or on a team? What is your proudest achievement? How do you want to improve yourself in the upcoming year? Who are your heroes? What is your favorite memory from childhood?

What is your favorite website? When were you most satisfied in a previous job? What is the best job you ever had? What is your greatest fear? What was your greatest failure, and what did you learn from it? What was the last project you led and what was the outcome? How many hours per week do you normally work? Do you ever take your work home with you? What three things are most important to you in your job?

What is one negative thing your last boss say about you? What will you miss about your previous job? Describe your work style. What is your management style? For example, "My immediate goal is to get a job in a growth-oriented company. My long-term goal will depend on where the company goes. I hope to eventually grow into a position of responsibility. One of the most critical job interview tips: Don't badmouth a former employer. So if an interviewer asks, " Why did you leave or why are you leaving your job?

If you are employed, focus on what you want in your next job: "After two years, I made the decision to look for a company that is team-focused, where I can add my experience. The interviewer who asks, "When were you most satisfied in your job? If you can relate an example of a job or project when you were excited, the interviewer will get an idea of your preferences.

Emphasize what makes you unique when you're asked, " What can you do for us that other candidates can't? Summarize concisely: "I have a unique combination of strong technical skills, and the ability to build strong customer relationships. This allows me to use my knowledge and break down information to be more user-friendly. It's time to pull out your old performance appraisals and boss's quotes to answer the question, "What are three positive things your last boss would say about you?

This is a great way to brag about yourself through someone else's words : "My boss has told me that I am the best designer he has ever had. He knows he can rely on me, and he likes my sense of humor. When you're asked, " What salary are you seeking?

Say, "The best way for me to answer that is to give you a few examples of leadership challenges I've faced," and then share situations where you dealt with a problem, motivated a team, worked through a crisis. Explain what you did and that will give the interviewer a great sense of how you lead. No one agrees with every decision. Disagreements are fine; it's what you do when you disagree that matters.

We all know people who love to have the "meeting after the meeting," where they've supported a decision in the meeting but they then go out and undermine it. Show that you were professional. Show that you raised your concerns in a productive way. If you have an example that proves you can effect change, great -- and if you don't, show that you can support a decision even though you think it's wrong as long as it's not unethical, immoral, etc.

Every company wants employees willing to be honest and forthright, to share concerns and issues, but to also get behind a decision and support it as if they agreed, even if they didn't. I hate this question. It's a total throwaway. But I did ask it once, and got an answer I really liked. If I say I will help, I help. I'm not sure that everyone likes me, but they all know they can count on what I say and how hard I work. Ideally the answer to this should come from the employer: They should have plans and expectations for you.

Many companies feel cultural fit is extremely important, and they use outside interests as a way to determine how you will fit into a team.

Even so, don't be tempted to fib and claim to enjoy hobbies you don't. Focus on activities that indicate some sort of growth: skills you're trying to learn, goals you're trying to accomplish. Weave those in with personal details. For example, "I'm raising a family, so a lot of my time is focused on that, but I'm using my commute time to learn Spanish.

This is a tough one. You want to be open and honest, but frankly, some companies ask the question as the opening move in salary negotiations. Try an approach recommended by Liz Ryan. Is this position in that range? Maybe the interviewer will answer; maybe she won't. If she presses you for an answer, you'll have to decide whether you want to share or demur. Ultimately your answer won't matter too much, because you'll either accept the salary offered or you won't, depending on what you think is fair.

Questions like these have become a lot more popular thanks, Google in recent years. The interviewer isn't necessarily looking for the right answer but instead a little insight into your reasoning abilities. All you can do is talk through your logic as you try to solve the problem. Don't be afraid to laugh at yourself if you get it wrong -- sometimes the interviewer is merely trying to assess how you deal with failure. Don't waste this opportunity.

Ask smart questions, not just as a way to show you're a great candidate but also to see if the company is a good fit for you -- after all, you're being interviewed, but you're also interviewing the company. If you weren't asked this question, ask it yourself. Great candidates want to hit the ground running. They don't want to spend weeks or months "getting to know the organization. Great candidates also want to be great employees. They know every organization is different -- and so are the key qualities of top performers in those organizations.

Maybe your top performers work longer hours. Maybe creativity is more important than methodology. Maybe constantly landing new customers in new markets is more important than building long-term customer relationships.

Maybe the key is a willingness to spend the same amount of time educating an entry-level customer as helping an enthusiast who wants high-end equipment. Great candidates want to know, because 1 they want to know if they will fit in, and 2 if they do fit in, they want to know how they can be a top performer. Employees are investments, and you expect every employee to generate a positive return on his or her salary.