View your interviewee as an intelligent person.

By treating your interviewees as intelligent individuals, you can come up with challenging questions
that will allow you to not only see who may be right for the job, but who is the best fit.

Tell me about the relationships you’ve had with the people you have worked with. (best, worst
example) -the candidate might fit on a team at your work

Formulate questions that force your interviewee to express a knowledge of your company: What do
you regard the most successful achievement at your previous workplace? Could you tell me some of
the key activities you were engaged with managing that project? And how do you think that
experience would relate to this job?

Asking about skills? -photoshop: If I needed to create a banner and wanted to place a picture of
something from another photo onto the banner, how would I do that?

Challenging question: Which is better, to be perfect and late or to be good and on time?

To see how the candidate performs under pressure: Who is the smartest person you know
personally? And why?

What is something you’d be happy doing every day for the rest of your career?

When writing interview questions, plan to leave time at the end to let the interviewee ask questions.

always make sure to thank the interviewee. Then explain your next steps and when you’ll be in
touch.

Fact-based or general questions: "How many years did you work at [company x?]

Most interviews include some questions that clarify information listed on the candidate's resume.
Questions that ask about why the candidate wants to pursue a job in a specific field or with your
company also fall into this category.

Situational or hypothetical questions: "What would you do if you saw a coworker stealing from the
company?"

Asking the candidate what he or she would do if placed in a certain situation is a situational
question.

Stress questions: "Why would we hire you? You have no experience."

Behavioural questions: "Tell me about a time when you initiated a project that resulted in increased
productivity?"

Part one: Introduction

Set the candidate at ease with a couple minutes of small talk. Ask about the weather or traffic (but
avoid questions about children or anything else that could be considered discriminatory). Ask some
general or factual questions. Explain how the interview process is going to work.
Part two: Behavioral Questions (past oriented)

Situational question (future oriented) -Situational questions should follow behavioural

questions and use the information you’ve gained about the candidate’s specific experience to infer
how they would cope in hypothetical situations this company may throw at them.

Part three: Wrap-up

Give the candidate the opportunity to ask you questions. Describe what the next steps are in the
process and when you plan to follow-up. Thank the candidate for coming in, and walk them to either
the lobby or the next interviewer.

Depending on the job, supplemental methods could include a personality inventory, an aptitude
test, a writing test, or having the candidate give you a presentation.

Rating system: Don't compare candidates against each other until you have compared them against
this standard.

Study the candidate's resume before the interview (Facebook profile can give you further
information)

Be nice, try to reduce stress

Take notes.

Use the whole interview to evaluate each criterion of your standard (rating system)

Don't talk too much.

Asking questions: asking related to the facts and open-ended questions: “How do you hire a chef?
Have them cook you a meal,” he says. Explain a problem your team struggles with and ask the
candidate to walk you through how she would solve it. Or describe a process your company uses,
and ask her to identify inefficiencies.

How does your past experience make you qualified for this particular position?

Tell me about your education/designation/courses? Which course(s) do you/did you like best? Why
did you like it best? Which course did you dislike? Why?

What part of your job do you enjoy the most?

What part of your job could you could improve on?

What work-related accomplishment are you most proud of? Did it save the company money or
time?

What additional responsibilities would you like to see in a new job?

Why are you looking for new employment?

How could you make your current job better?

Who do you use for references? What will they tell me about your performance, attendance,
attitude, and teamwork skills?

Describe a difficult work situation with a co-worker and how did you resolve the situation?

Describe your ideal boss? What do you expect in regards to his/her management style?
Have you ever supervised people? If so, explain.

What creates stress for you on the job?

How do you eliminate stress in the workplace?

What value added can you bring to this new job?

What do you do in your spare time? What is your favorite hobby?

What are your salary expectations and when are you available to start?

Job responsibilities that require English skills would be:

work with documents in English, including data management and filing;

arranging travel, visas and accommodation;

taking notes at meetings or during presentations;

screening phone calls, enquiries and requests from foreign colleagues;

meeting and greeting visitors;

organising and maintaining diaries and making appointments;

dealing with incoming email, faxes and post;

carrying out background research and presenting findings;

producing documents, briefing papers, reports and presentations;

liaising with clients, suppliers and other staff.

Written: a simple letter or list, translation, filling the blank

Assistant role-play:

Your important customer has arrived, but your boss is still busy. Entertain the customer with small
talk for 15 minutes.

Here the interviewer will check the fluency of your speech, your pronunciation, your vocabulary
range and grammar level. You need to be prepared to talk about yourself, your experience, your
qualifications and different work situations.

So, tell me about yourself.

“Why are you interested in this position/job?”

“Why are you interested in working at XX Company?”

Why did you leave your last company/position?”

“Why are you leaving your current company/position?”

Tell me about …
A time you dealt successfully with a complaint or difficult customer successfully.

Your highest accomplishments or the accomplishment you are most proud of.

A time you made a mistake in your job. How did you handle it?

A time you handled a high-pressure situation.

A situation in which you showed real leadership.

A time when you disagreed with your boss.

What Do You Know about the Company

“What do you already know about our company?”

“What do you know about our competitors?”

“What makes you a good fit for our company?”

Goals and Problem-Solving

Example Questions

“Where do you see yourself in 5 years?”

“What are your career goals?”

“What would you do in your first 3-4 months here?”

“What would your first 30 days look like in this job?”

Motivation

Example Questions

“What is most important to you in your current position?”

“What is most important to you in a new position?”

“What is most important to you in a career?”

“What are you looking for in a company?”

Job-Specific Details

Example Questions

“What salary range were you looking for?”

“Would you be willing to relocate?”

“Would you be willing/able to travel often?”

“What is your availability?”

“How would your ideal work day look?”

Closing Questions

Example Questions

“Do you have any questions for me?”

“Are there any questions you’d like to ask?”

“Is there anything you wish I had asked about but didn’t?”