Job interview tips: frequently asked questions

“Tell me more about yourself” is one of the most common questions asked in job interviews. However, recruiters now stress that when a candidate hears this question, they should respond to it as an invitation to highlight how they can contribute to the company, what competences they already have and how motivated they are. There may be more questions like this in a job interview. And although these questions often sound rather vague, the applicant’s answers should reflect his or her ambition to cope with the tasks given to him or her once the job is offered.

Question I: Where do you see yourself in 5 years’ time?

Probably one of the most popular questions in recruitment is the question of where the candidate sees himself or herself in five years’ time. With this question, the employer seeks to obtain information about what the employee dreams of doing in the future and what his or her expectations are. Although, in principle, it is as irrelevant to the employee as it is to the candidate whether or not he or she will be a head of unit, this question is often a strong identifier of the candidate’s level of motivation and commitment to work. When an applicant answers this question by saying that he or she will rise in the ranks because he or she expects to learn a lot during the period, to attend refresher courses and so on, this immediately tells the employer that the person is motivated and committed to the job.

Therefore, when asked such a question during the recruitment process, it should be answered quite clearly and in the clearest possible way, expressing the willingness to learn and become a professional in the field. If the job interviews are conducted by a dedicated recruiter rather than by the manager, it is also recommended that the candidate’s answer should reflect the management experience that has already led to the success of a project. Of course, the answer should not be different from the company’s core business, objectives, vision or mission. The candidate should therefore assess how he or she can pursue a career in a particular company, at what stages his or her professional competence will develop, and how this fits in with the company’s approach and internal culture.

Question II: Why should we employ you?

Another question candidates often ask is the rationale for applying for the proposed position. For a company manager or recruiter, it is important to know why the person wants to work for the company, what he or she likes about the company and how his or her expertise will fit in with the company’s activities and requirements. It is essential for applicants to emphasise that they are interested in the company and that they know exactly how their current experience or motivation will contribute to the development of the business.

Of course, it is not necessary to overestimate your potential, but it is more than advisable to emphasise that you are really worthy of the position for certain good reasons. Meeting all the requirements can also make a candidate stand out from the crowd: when looking for staff, companies write down what they expect from candidates in a paragraph for a reason, so that a candidate can gain a significant advantage by proving that he or she knows everything.

Question III: Why do you want to work here?

This job interview question reflects the homework the candidate has done. It is important for managers to know something about the company, the people who work here, the reviews in the media, etc. when the candidate comes to the job interview. So, to show that he or she has a genuine interest in the company, or has been following it for some time, the person should give a brief overview of what he or she knows about the company and, most importantly, highlight the things that fascinate and appeal to him or her.

It is also possible to mention aspects of that business that could be improved. If this is in the form of a proposal, the manager or recruiters will also assess the applicant’s initiative. Sincerity should always be maintained. Even if there are only a couple of things you like about the company, it is better to say so, rather than lying that everything the company or its staff do is extremely watched and liked.

Question IV: How would others describe you?

This is another opportunity to distinguish yourself from others at the job interview. However, it is very easy to spoil such a good opportunity to make a polite boast. To avoid this, candidates are advised to avoid clichéd phrases during the recruitment process: I’m a hard worker, I like to socialise, I’m friendly. The answer will be much more favourably received if the applicant makes clear his/her work habits, character qualities that will be useful in the company, etc. For example, ‘others would describe me as friendly’ is better replaced by ‘I think others would say that I am a good listener, I am always looking for a compromise, and that I can easily solve problems together with my colleagues’. A clear, but at the same time not boring, answer speaks for itself – it emphasises professionalism and personality. Candidates should be creative.

Question V: What are your strengths and weaknesses?

This question is about the candidate’s strengths. No one needs emotionally or physically weak employees, but a strong, demanding, determined person is appreciated by almost every employer. However, recruiters advise the candidate not to bombard the interviewer with information about their strengths. It is necessary to choose a few, which should be explained in a reasoned way, attaching it to the company’s field of activity. Unfortunately, the second part of the question on weaknesses should not be ignored under any circumstances. This would be a fundamental mistake, which the interviewer will ask again.

The answer must be sincere. If a candidate does not want to mention something because he/she thinks it would damage his/her career, in most cases it can be omitted. However, a neutral character trait is necessary and best suited to the answer, as it would not be detrimental to the performance of the task, but with which the candidate is not entirely satisfied.

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