Hard Interview Questions
When interviewing for a new role, it’s important to prepare for tough questions that hiring managers might ask. While most job hopefuls are able to anticipate basic interview questions like, “How would you describe your strengths and weaknesses?” or, “What are your biggest accomplishments?” some interviewers may throw a few curveballs that can catch even the best-prepared candidates off guard. These difficult interview questions can reveal a lot about a candidate, such as how they handle stress, their work ethic, or how they view the company culture.
Typically asked at the end of an interview, this question is challenging for candidates to answer. The interviewer wants to understand a candidate’s long-term career goals, and whether they believe this job is a step in the right direction. It’s also a great way to determine how invested a candidate is in their current job, and whether they will leave their position if offered elsewhere.
Hiring managers are looking for a detailed response to this interview questions and answers that showcases a candidate’s creativity and problem-solving skills. They want to hear a well-structured story of a difficult work situation, their course of action, and the positive outcome they achieved. Using the STAR method (situation, task, action, and result), it’s important for interviewees to avoid simply listing their past failures or shortcomings.
Hard Interview Questions and How to Answer Them
In answering this question, candidates must be careful to choose a weakness that is not too damaging and will not be a deal-breaker for the company. For example, revealing a tendency to procrastinate on deadlines wouldn’t be ideal for a job in customer service. It’s also a good idea to emphasize the steps you took to overcome this weakness, such as attending Toastmasters or taking on extra work to learn new skills.
This is a tricky question because it can seem like an innocuous request, but interviewers are really trying to uncover a candidate’s values and work ethic. They want to know if the candidate’s work ethic and value system match those of the company, as well as how much effort they are willing to put in. This is an excellent question to ask if you’re unsure of a candidate’s fit for your company and can help you narrow down the best hires.
Furthermore, interviewers often pose situational or behavioral questions to assess the candidate’s problem-solving skills and ability to handle challenges. These questions typically begin with phrases like “Tell me about a time when…” or “How would you handle…”. Candidates should leverage the STAR method (Situation, Task, Action, Result) to structure their responses, showcasing their capacity to overcome obstacles effectively.
Moreover, questions regarding strengths and weaknesses provide insight into the candidate’s self-awareness and capacity for growth. While highlighting strengths, candidates should provide concrete examples that illustrate their proficiency in relevant areas. When discussing weaknesses, candidates should focus on areas of improvement and demonstrate a proactive approach to addressing them.
Additionally, technical interviews may include questions tailored to the specific requirements of the role, testing the candidate’s domain expertise and problem-solving abilities in their field. Preparation through review of relevant concepts and practice with sample problems is essential to excel in these interviews.