The Interview Question Code · 2015. 2. 25. · The Interview Question Code InterviewExpertAcademy.com 7 Branch 2 – Hypothetical Based Questions Purpose – to test your problem

The Interview Question Code

InterviewExpertAcademy.com 1



INTRODUCTION Congratulations!

You are now on the path to unlocking the Interview Question Code.

No longer will you fear what an interviewer is going to ask you. And no longer

will you worry about how you should respond. Remember interviewers ask the

same questions time and again.

At the end of the Interview Question Code you will be able to create and

deliver great answers to interview questions.

• You will deliver them with confidence.

• You will show that you know yourself.

• You will perform at your best.

• You will stand you out against the competition.

The Interview Question Code will unlock:

• The Interview Tree showing types of interview questions you’ll be asked.

• The 5 Golden Rules of Answering, and

• How to answer the 6 Most Popular Interview Questions.

Follow the techniques in this book and you will unlock the Interview

Question Code.

Remember preparation and practice are key to a great performance. Let’s get to

it!



TYPES OF QUESTIONS Preparation and understanding the types of questions you’ll be asked are the

starting points for unlocking the Interview Question Code.

Few candidates prepare in advance for the types of questions they’ll be asked.

Therefore, they go into an interview feeling nervous and their brain freezes – not

knowing how to answer a question.

Preparation will take aware the nerves. And remember you can never be too

prepared for an interview.

More preparation = more confidence = better performance

So spend time going through this guide, using the techniques that stand out

candidates use. Also use the cheat sheet that came along with this guide to

prepare answers to the popular interview questions.

Most questions fall into one of two categories either Open or Closed.

Closed questions

Closed questions are questions that usually lead us to giving a short answer –

often yes or no.

They generally start with:

Do you…?

Are you…?



Can…?

Have…?

Why are they used? Well, closed questions allow interviewers to check

information and gain confirmation of facts.

The downside of using them is that they do not allow candidates to open up. An

interviewer will learn very little about a candidate if they just used closed

questions.

Open questions

Most of the questions in interview are Open questions. Open questions allow for

a longer response, more creativity, more information and more description.

Interviewers will ask you lots of open questions, so that you can provide a more

in-depth answer. As the candidate you need to provide an answer that will

showcases your:

• Experience

• Knowledge

• Skills

relevant to the role you’re applying for.

Open questions generally start with:

What?

When?

Why?

Where?



Who?

How?

And on occasions:

Tell me about…

How do you…

Describe to me…

So, questions fall into either an open or closed category. But within open

questions you’ll find particular categories of interview questions.

Let’s dig a little deeper into those

categories.

The Interview Tree

I’d like you to imagine a tree, like

the one below. You can see it has a

main thick trunk holding up lots of

branches.

Now the trunk of the tree is the

Interview. The trunk is holding up

branches that vary in thickness from

large to small. Those branches are

the categories of questions you’ll

be asked.



This is the Interview Tree.

Interviewers will pick questions from some or all of those branches.

The 4 main branches (questions categories) on the Interview Tree are:

Competency

Hypothetical

Competency

Personal

Branch 1 – Competency Based Questions

Purpose – using what you did in the past to predict your future performance.

Background

They are based on the idea that past behaviour is the best predictor of future

behaviour. Interviewers are looking for specific examples of what you did and

how you performed in a certain situation. They want to uncover your strengths,

weaknesses and skills - based on what you’ve done previously. These are also

known as Behavioural questions.

How to answer?

Have examples where you’ve shown the competencies (or behaviours) that they

are looking for. Find 3 examples from your past for each competency that they

are looking for.



Branch 2 – Hypothetical Based Questions

Purpose – to test your problem solving, analytical and critical thinking abilities.

Background

These questions are also known as ‘Situational’ or ‘What if’ questions. Often an

interviewer will start by asking, ‘What would you do in…’

They are designed to put you under pressure and test how you solve problems.

They test your ability to think on your feet.

How to answer?

Take your time. Do not rush out an answer. Think carefully and follow a logical

process such as the one below:

• Gather information about the situation

• Review and evaluate

• Consider possible solutions

• Seek advice or help from someone

• Make a decision

• Monitor what happens

Branch 3 - Strengths Based Questions

Purpose – to find out what you are good at.

Background

These are becoming increasingly popular. The interviewer is trying to find out

about your interests and what you are good at. If you can show that you have



the right strengths for the job, you are much more likely to be happy in the role

and perform better. This question focuses on what you like to do rather than

what you can do.

How to answer?

Think about what you like doing. Ask yourself why you like doing it? What makes

you good at it? And why is it relevant to the role you’re applying for.

It’s also worth thinking about what you do not like doing too. That is sometimes

easier to start with as an exercise.

Branch 4 – Personal Based Questions

Purpose – to learn more about you.

Background

This branch all about you. These are questions about your CV or Resume,

education and life outside work including your hobbies and interests.

These are often the easiest questions to answer. You will feel more relaxed. But

be careful. Whilst an interviewer wants to know more about you as a person, it

does not mean that you should tell them everything about you. Be honest and

open, but just don’t stray too far with your answers.

How to answer?

Know your CV or Resume inside out. Understand why you like the hobbies you

do and anything else that is relevant to tell an interviewer.



5 GOLDEN RULES OF ANSWERING INTERVIEW QUESTIONS Part 2 of The Interview Question Code is about understanding what makes a

great answer.

Answering questions at interviews is a given. There will always be a point when

someone asks you questions. And often that person will have great influence

over the final decision.

And the reason? It’s all because people interact with people. We want to see

whether someone can fit into our company or the role we’re recruiting for. The

only way we can do that is by asking questions. That means you’re going to

have to answer them.

There are 5 Golden Rules of answering interview questions.

But first let me tell you about Mike.

Mike sat across the table from me. He was tall with dark hair that

he swept back across his head. He wore a black suit, white shirt

with black tie. The tie had slipped away from the collar,

highlighting that the top button of his shirt was undone.

Mike was confident. He’d spend the best part of 10 minutes

talking to my Personal Assistant (PA), before she called me into

the interview. Perhaps that 10 minute chat with my PA was a clue.



Mike highlighted a problem that many candidates lack. They lack the 5 Golden

Rules of Answering Interview Questions.

So what are the 5 Golden Rules?

The 5 Golden Rules are all about ensuring that every answer you give is the best

it can possibly be.

1. Clear - you need to be clear in the point or points you’re making. Do not

cover more than 3 points in an answer to an interview question.

2. Concise - 5 minutes is too long for answering an interview question. 2

I opened up with the standard question. ‘Tell me about yourself’.

For the next 5 minutes Mike gave me his life story. He went on

and on and on. When he eventually stopped to draw breadth, I

jumped in to ask my next question, ‘What are your strengths?’.

Off he went again. Another 5 minutes passed. I was starting to

think that this was going to be a long interview.

As I sat there listening to his answers, I realised what was wrong. I

couldn’t understand what point he was making. He wasn’t

answering my question and the examples he was using weren’t

interesting and had no depth to them. Amazing, considering he’d

be talking for 5 minutes!



minutes is long enough to get the main points across. If an interviewer wants to

know more they will delve deeper. Less is more in this case.

3. Depth - too many candidates answer an interview question without adding

any depth. Their answer is too superficial. They say something that they think

the interviewer wants to hear. Add depth to your answer by providing concrete

examples.

4. Showcase - for every answer make sure that it showcases you. It must

showcase your skills, knowledge, expertise and personality. If you don’t do it, no

one else will.

5. Interesting - finally make sure your answer is interesting. Where possible

tailor your answer to the role you’re applying for. So when you’re preparing your

answers, ask yourself:

• Is this interesting?

• How can I make it more interesting and relevant?

Remember to apply these 5 Golden Rules when you’re preparing your answers

to Interview Questions.



6 MOST POPULAR INTERVIEW QUESTIONS So far you’ve learnt about the Interview Tree and the 5 Golden Rules of

Answering Interview Questions.

This is the final part of the Interview Question Code – the 6 most popular

interview questions. You are about to create great answers for these questions.

Just remember to follow what you’ve learnt in the first two parts and to apply to

each of the questions below.

The 6 most popular interview questions are:

1. Tell me about yourself

2. What are your strengths?

3. What are your weaknesses?

4. Tell me about a time something didn’t go well

5. Why do you want to work here?

6. What do you like to do outside of work?



Q1. TELL ME ABOUT YOURSELF

Interviewers love asking this question. They want to see how you’ll react to it

and what you’ll tell them.

This is your moment to tell the interviewer in a few short sentences about

yourself – what you do; what you have done; and how you can make a

difference. They are not looking for your life story!

How to answer?

1. Background – in one sentence create a statement of your career history.

‘Over the last 5 years I’ve worked in sales and marketing roles. I help

organisations develop their businesses.’

If you’re a recent graduate and lack work experience, include other experience

that is relevant.

‘I am a Science graduate and have worked in office roles helping the

organization develop a new product. I have also undertaken charity to work to

help others.’

2. Strengths – make a list of what you are good at. Choose the top 3 that are

most relevant for this role. For example excellent communicator, fast learner,

positivity, resilient, pragmatic etc.

‘I am a good communicator, have a positive attitude and am a fast learner.’



3. Achievements – what’s your biggest achievement(s) in your career or

experience to date? For example:

‘I went travelling for a year to learn more about myself and other cultures’

‘I led a [enter name] project from start to finish that is contribute [enter

contribution] to an organization’

‘I have exceeded my sales targets every year by ‘x’%’

‘I set myself the challenge of running a marathon, when I’ve never run before’

4. Future – think about what you’re looking for in your next role e.g. career

development, company culture, types of clients and products and services it

provides etc.

‘I am looking to develop my sales skills and a career in a blue chip organization’.

5. The Pitch – put all the elements together. Read it aloud. How does it

sound? It has to keep the interviewer interested and intrigued to learn more

about you. If not, make changes.

It might look something like this:

“Over the last 5 years I’ve worked in sales and marketing roles. I help

organisations develop their businesses. I am a good communicator, have a

positive attitude and am a fast learner. I have exceeded my sales targets every

year by ‘x’%’ . I am looking to develop my sales skills and a career in a blue chip

organisation.”



6. Practice & Time – is it clear and concise? A good Elevator Pitch is usually

between 2 and 3 minutes long. How long is yours? Shorten it, if you need to.

Finally learn and practice it time and again.



Q2. WHAT ARE YOU STRENGTHS?

We all have strengths. And your strengths are unique to you. No 2 people are

the same. It’s important to know what you’re good at.

How to answer?

Here’s where the Rule of 3 can help you discover yours.

Rule 1 - Get yourself a pen and paper. Create a heading ‘Strengths’. Then add

your answers to following questions:

• What are you good at?

• What do you really enjoy doing?

• When are you doing something that you forget all about time?

• What do others say you’re good at? (If you don’t know ask family, friends

and/or work colleagues)

The table below is a useful guide to discover your strengths:

Listening Communication Presenting Calm Problem solving Change Plan & Organise Adaptability Writing Numeracy Networking Decision making

Creative thinking Socialable Negotiation Self-esteem Leadership Teamwork Responsibility

Aim for at least 5. The more you list the better at this stage.



Rule 2 - Now let’s take it a step further. For each of those strengths, list 3

reasons why you consider it to be a strength. So for example, if you chose

Presenting as a strength, the 3 reasons you might be:

Rule 1 – Presenting

Rule 2 – (3 reasons why it’s a strength)

a. Great feedback from colleagues and clients b. I’ve been presenting for 10 years on a regular basis c. Continually looking for ways to improve my presenting style and

approach

Rule 3 - Finally, let’s go even further. For each of the strengths you’ve listed in

Rule 1 list 3 examples of where you’ve showcased that strength. For example:


Rule 2 – (3 reasons why it’s a strength)

a. Great feedback from colleagues and clients b. I’ve been presenting for 10 years on a regular basis c. Continually looking for ways to improve my presenting style and

approach

Rule 3 – (example of showcasing that strength)

a. I’ve presented to over 200 people at a conference & ranked in the top 3 speakers

b. I’ve presented in front of numerous clients (or student council) and as a result won support or $k worth of business

c. I was asked to represent my company at a presentation

The Rule of 3 helps you add depth to your strengths. It’ll show that you really

understand yourself. Remember the more relevant you can make your strengths

to the role you’re applying for the better.



Q3. WHAT ARE YOUR WEAKNESSES?

This question is similar to the Strengths question. Weaknesses – yes we all have

them.

We all know that interviews are meant to showcase the best of us – all our

positive attributes. But unfortunately none of us are perfect and an interviewer

knows that. They want to:

• Identify any weaknesses that might hinder your ability to do the job

• See how you’ll deal with answering a difficult question

• Find out how self aware you are.

•

Old school interview training used to focus on ‘dressing up’ a strength as a

weakness. For example candidates used to say ‘my weakness is perfectionism’ or

‘my weakness is being impatient’. Whilst these can be weaknesses they can also

be seen as strengths. So don’t ever ‘dress up’ a strength as a weakness.

How to answer?

Let’s start by addressing the word ‘weakness’. Weakness is an odd word. It

means that we are inadequate at something. Are we really inadequate or just

not that good at it?

I recommend that you see this question in a different way. Reinterpret it as

‘What are you not so good at?’



Let’s use the Rule of 3 again.

Rule 1 – Identify your ‘Weaknesses’ or ‘What you’re not so good at?’ by

answering the following questions:

• What are you not so good at (see page 16 for some examples)?

• What do you not enjoy doing?

• What do others say you’re not good at? (If you don’t know ask family,

friends and/or work colleagues)

Rule 2 - Now let’s take it a step further. For each of those weaknesses, list 3

reasons why you consider them to be a weakness. So for example, if you chose

Presenting as a weakness, the 3 reasons you might include are:


Rule 2 – (3 reasons why it’s a weakness)

a. I get very nervous b. I’ve had limited experience of presenting c. I’m not very good at powerpoint or keynote

Rule 3 - Finally, let’s go even further, but take a slightly different approach to

what we did in Rule 3 – Strengths. Here we want to show an interviewer how we

are working to overcome/manage our weakness (or what we are not so good at).

So this time, list 3 ways in which you are overcoming or managing the weakness.



For example:


Rule 2 – (3 reasons why it’s a weakness)

a. I get very nervous b. I’ve had limited experience of presenting c. I’m not very good at powerpoint or keynote

Rule 3 – (example of how you are overcoming/manage that weakness)

a. I am reading books on overcome nerves and trialing a number of the proposed tips and techniques

b. I have booked myself on a presentation skills course that also includes how to build my skills in powerpoint or keynote

c. I have joined a local presenting club to help me build my experience of presenting in front of a group of people in a supportive environment

What could be a difficult question to answer becomes an easy one if you

prepare in advance.



4. TELL ME ABOUT A TIME SOMETHING DIDN’T GO WELL

This question is all about how you deal with failure. What’s your attitude to it?

And how did you cope?

We all have experiences where something went wrong – where we failed. But

it’s how we deal with it that’s important. Not everyone learns from failure. Not

everyone bounces back from it either.

It’s important:

• To accept that it happens to us all

• To manage it

• To learn from it

This may seem a difficult question. After all you have to admit a failure. But it

isn’t really. The secret is to choose the right failure. Let me explain.

How to answer?

1. The Failure – make a list of examples of projects or goals that didn’t go

according to plan. Either there were delays; problems or you just didn’t

achieve it.

2. What Happened? – write down what happened. What was the project or

goal that you were trying to achieve?

3. Why? – against each of the examples make a list of the reasons why it

failed.



4. Review – the reasons why it failed. Be careful not to directly blame others

for the failure. You want to subtly lay blame elsewhere, but do it in an

indirect way e.g. ‘I was working as part of a team’.

5. Feelings – now list how you felt about the failure. Were you disappointed?

And if so, why were you disappointed?

6. Learnings – finally make a list of what you learnt from the experience and

what you would do differently next time.

An example answer:

“In my last job I was part of a team bidding for a client’s business.

Whilst we had plenty of time to respond to their request, we ended up leaving it

until the last minute to respond. The manager of this project felt that we could

leave it to the day before to gather our response.

That meant we were under a lot of pressure to respond in a very short period of

time.

We experienced technical problems printing out our response and missed the

deadline. That meant we could not win the business.

I was really disappointed because we had such a good response.

I have learnt from that experience. Next time I will make sure we have enough

time to respond and print out our response, well in advance of the deadline.”



5. WHY DO YOU WANT TO WORK HERE?

This question tests how well you understand the job and the organization you’re

interviewing with.

You’ll need to show you’ve done your research about the organization, reviewed

the job description and are able to match yourself against their requirements.

There’s also a hidden meaning within this question. An interviewer is also

interested in your motivations for applying for this job.

Be careful not to say too much when answering this question. Remember the 5

Golden Rules.

How to answer?

1. Review the job description – pull out keywords or phrases for the type

of person they are looking to recruit e.g. skills, knowledge and experience.

2. Matching – identify where and how you match to the job description. Do

this by finding examples from your past that showcase the skills, knowledge

and experience that they need.

3. Motivations – what is it about this job and organisation that appeals to

you? Why did you apply for this job? Make a list of 3 to 5 reasons why e.g.

their brand, culture, interesting products and services, career development.



Finally, put it all together into an answer like the example below:

“I’ve applied for this role because it matches the skills, knowledge and

experience I have. Plus I know that it will be an exciting and interesting

challenge.

I have extensive experience [enter area] and have worked on projects that

have demonstrated what is required of this role. This includes… [enter your

strengths, skills or knowledge here e.g. helping others, building

relationships, managing clients, working on my own or as part of a team]

I have the [enter your personal motivations e.g. drive, determination, add

value, resilience] to be successful in this role.

And I want to be part of [enter reasons why you want to work for this

company e.g. brand, culture, products, solutions].”



6. WHAT DO YOU LIKE TO DO OUTSIDE OF WORK?

This question is all about getting to know more about you. We spend so much

time at work that it’s important to know what sort of person you are likely to be,

to work alongside.

Include hobbies and interests that you’re comfortable talking about in more

detail. Just make sure that everything you’ve listed on your CV or Resume is

true. If you do then this is an easy question to answer.

Never list anything that isn’t true as chances are you’ll be asked a question

about it. And you’ll get caught out.

You can also use your answer to subtly highlight your strengths, once again. This

will go to reinforcing their positive opinion of you.

How to answer?

If you’ve listed an interesting hobby use it in the interview. Don’t forget to tell an

interviewer why you like to do it and what you get from doing it? It will reflect

positively on you. But again be careful as to what you list. One candidate wrote

on his CV that one of his hobbies was ‘Searching for the perfect white shirt’. It

was a tricky one to show an interest in.

If there is anything you do outside of work that involves positions of

responsibility, mention them. It shows your leadership qualities and your ability

to step up when required.

Documents

The Interview Question Code · 2015. 2. 25. · The Interview Question Code InterviewExpertAcademy.com 7 Branch 2 – Hypothetical Based Questions Purpose – to test your problem