Cracking the Code Behind Interview Questions

There’s always a reason behind the questions asked during job interviews.

While job interviews can be nerve-racking for you, there’s also tremendous pressure on interviewers to get the right candidate for the job.

If you’re worried that they’re analysing your every word, remind yourself that they’re also worried that they can’t read you well enough. The secret is to know the unspoken intentions behind seemingly typical interview questions, and how to answer them accordingly.

1. “Does the candidate have the basic skills to get the job done?”

Recruiting and training new staff members can be expensive and time-consuming, so the greater your pool of skills, the greater the chance that you can hit the ground running as soon as you can.

Having the relevant skills for the job is no doubt much more appealing to recruiters than the prospect of grooming you from scratch. What your interviewer may ask you: • Could you tell me about yourself? • Tell us about your greatest strengths and weaknesses. How do I answer this? When asked to describe yourself, skip the biographical information. Focus on your skill sets, recent work-related experiences and your most important achievements – and why these make you the best candidate for the position.

When describing your strengths, relate them to the company or position you’re applying for. Promote yourself through specific examples and portfolios.

As for your weaknesses, you should show that you’ve taken steps to counter them. Alternatively, you can express willingness to taking opportunities to learn and improve yourself.

2. “Is the candidate really interested in this job?”

The last thing employers want is to hire someone who is unenthusiastic about the job and who may leave a few months after starting – or worse, pull out of the work arrangement right before starting work.

They also don’t want to employ someone who will be unhappy in their role. What your interviewer may ask you: • Why do you want this job? • Where do you see yourself in five years’ time? How do I answer this? Share your motivations for pursuing your chosen career path and how you were inspired by the industry and/or organisation. Storytelling adds a human element to your response, making it persuasive and believable.

Questions on your expectations in career progression are typically asked to find out how committed you are to the job. It’s important to research the kind of progression you could realistically expect within the industry and company.

Alternatively, you can also speak about the skills you would like to build upon if you get the job.

4. “How well will this candidate get along with colleagues and clients?

Recruiters want to avoid hiring someone whom they suspect may compromise relationships between colleagues or clients.

To that end, interviewees who come across as rude, cynical, difficult or arrogant will most likely be struck out from the list. Inversely, those with good interpersonal and communication skills will be favoured for the job. What your interviewer may ask you: • Have you ever disagreed with a senior whose approach you felt was wrong? • How would you manage conflicts with colleagues who may not agree with your work methods? How do I answer this? Instead of denying that you’ve ever been involved in any negative situation, just be as honest and authentic as possible. Conflicts and disagreements are regular workplace occurrences, and what’s important is how you go about resolving and managing such situations.

Describe the situation, the reason for the disagreement, and the final outcome as diplomatically as possible. Ideally, you should describe a situation where things ended in a win-win.

However, if things didn’t end on a good note, it’s not the end of the world. Your interviewers are also interested in assessing your ability to maintain your integrity.

3. “Does the candidate have other interviews or job offers lined up?”

Recruiters aren’t just trying to meet their bosses’ expectations; they’re competing with other companies for talent as well.

Interviewers want to know whether you’re being courted by any other organisations so that they can decide how long they can take to evaluate their pool of potential candidates and possibly extend a job offer to you before someone else does. What your interviewer may ask you: • What other companies have you applied to? • What other positions are you currently interviewing for?

How do I answer this? Don’t be shy about talking about other roles that you’ve applied for. If they’re similar to the one you’re interviewing for, it shows your genuine interest and dedication. Recruiters want to see the consistency of your career aims.

However, avoid pitting recruiters against each other just to get a better deal. Instead, admit that you’ve applied to other places as well, and give real examples that are consistent and relevant to the role on offer.

5. “Does this candidate fit the company culture?”

Company culture varies from organisation to organisation, and how it resonates with your own values, goals and preferences will affect how comfortable you are in your work environment.

Someone who fits with the company’s culture will more likely be happier in the company, thereby producing better results at work. On the other hand, choosing the wrong candidate may lead to unwanted conflicts in the workplace. What your interviewer may ask you: • What do you think about our company’s mission statement and values? • What do you think are the core values an employee should have?

How do I answer this? Needless to say, for you to respond to such questions, you need to have a good understanding of the values that the organisation stands for, along with its vision and mission. So be sure to do your research beforehand – even before you apply for the role!

This is also a chance for you to ask the interviewer about the company’s work culture beyond what’s showcased on their website to determine your fit for the role. After the interviewer has answered your questions, take the initiative to describe your interests, beliefs and motivation, and explain how they align with the company’s culture.