BEHAVIORAL-BASED INTERVIEW QUESTIONS:

• Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.
• Describe a time when you were faced with a stressful situation that demonstrated your coping skills.
• Give me a specific example of a time when you used good judgment and logic in solving a problem.
• Give me an example of a time when you set a goal and were able to meet or achieve it.
• Tell me about a time when you had to use your presentation skills to influence someone's opinion.
• Give me a specific example of a time when you had to conform to a policy with which you did not agree.
• Please discuss an important written document you were required to complete.
• Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.
• Tell me about a time when you had too many things to do and you were required to prioritize your tasks.
• Give me an example of a time when you had to make a split second decision.
• What is your typical way of dealing with conflict? Give me an example.
• Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa).
• Tell me about a difficult decision you've made in the last year.
• Give me an example of a time when something you tried to accomplish and failed.
• Give me an example of when you showed initiative and took the lead.
• Tell me about a recent situation in which you had to deal with a very upset customer or co-worker.
• Give me an example of a time when you motivated others.
• Tell me about a time when you delegated a project effectively.
• Give me an example of a time when you used your fact-finding skills to solve a problem.
  § Tell me about a time when you missed an obvious solution to a problem.
• Describe a time when you anticipated potential problems and developed preventive measures.
• Tell me about a time when you were forced to make an unpopular decision.
• Please tell me about a time you had to fire a friend.
• Describe a time when you set your sights too high (or too low).
  
  
  As we indicated earlier, there are no “pat” answers to these questions. Review the questions and your responses. While some of the questions seem difficult, the keys to answering effectively are to be direct, be truthful, and be positive and succinct.
  
  Some examples:
  
  What’s wrong with your present firm?
  
  I really don’t feel there is anything wrong with the firm. I have enjoyed working there and think they have some good people in management. It’s a good company, but I’m ready to handle additional responsibilities now and the opportunities don’t exist in my present position.
  
  How long would it take you to make a contribution to our firm?
  
  I would want to be sure that I understood the operating environment and the personnel, but I feel that I have the skills and experience to make a contribution in a very short time. What do you feel will be the main focus of the position for the first six months?
  
  Why are you leaving your present position?
  
  I enjoy my work, but I’m anxious to expand my knowledge and take on more responsibility. I’d like to earn more money. Frankly, these opportunities don’t exist in my present position.
  
  If you are interested in the position, ask for it, or ask for the next interview. If you want this job, say this: “I’m very interested in your company? I am confident I can do an excellent job for you. How soon may I start?

Acing a Dicey Interview Question: Why Did You Leave Your Last Job?

"Why did you leave your last job?"
It's one of the most common interview questions -- and one of the toughest. Flubbing risks harming your candidacy. Don't think you'll be exempt if you're still employed. You may be asked: "Why do you want to leave your current position?"

As employees change jobs more often, hiring managers are increasingly concerned about a candidate's reason for leaving a job carrying into the next. "A lot of employers are realizing it's very expensive to have 'mishires,' " says Paul Falcone, author of "96 Great Interview Questions to Ask Before You Hire" (AMACOM, 1997).
Will your answer stand up to a hiring manager's scrutiny? Here are six tips that can help you prepare for meeting with even skeptical interviewers.

• Tip 1: Be concise.
  When asked about your reason for leaving, a brief response -- two to three sentences --will do. Candidates who ramble on can sound as if they're trying to justify their answer or explain it away, says Matthew Assael, director of the pharmaceutical search division at Lloyd Staffing in Melville, N.Y.
  "If they go on and on, they may be trying to cover something up," says Mr. Assael.
  Your best bet is to be honest, confident and to the point, recruiters say.
  Tip 2: Avoid clichés.
  One overused phrase employed candidates offer is that there is no room for growth, says Mr. Falcone, a human-resources professional in El Segundo, Calif. This response drives him crazy, he says.
  "Most candidates see it as a positive, because it sounds like they are ready for more responsibility. But on the employer side, it translates into bored, tired and not motivated," says Mr. Falcone.
  Rather than explaining your grievances with your current or previous job, talk about opportunities you're seeking, he suggests.
  When Stephen Grosso, 32, decided to leave his position as an accountant at a private company for a public company in March, he stressed the benefits of the move to the recruiter.
  "I told them I was looking for a long-term opportunity and emphasized some benefits of a big corporation, such as a better structure and promotional opportunities," says Mr. Grosso, who works as a senior accountant for a large travel company in Parsippany, N.J.
  Tip 3. Be up front about a job loss.
  If you were let go as part of a large company cutback, emphasize that a group of employees was laid off and give the exact number of job cuts, if available, Mr. Falcone says.
  If you were laid off individually, say that you were laid off and leave it at that. "If they don't ask, don't explain," Mr. Falcone says. "Most interviewers won't necessarily think to qualify a layoff."
  If you were fired, assume responsibility for the situation and then explain what you learned from the experience, Mr. Falcone says.
  Above all, be honest, says Mr. Assael. "You don't want to be caught in a lie," he says.
  Tip 4: Avoid raising red flags.
  Steer clear of citing more money or a shorter commute as your main reason for seeking a new job. These answers can sound alarm bells to recruiters.
  If you list money as your main reason for leaving a current job, the hiring manager may think you are fishing for a counteroffer to win a higher salary, recruiters and hiring managers say.
  A candidate motivated most by money may be tempted to jump ship if another offer with a higher pay came along, says Melissa Fusi, a partner at Executive Staffing Inc. in Miami. Recruiters want to avoid placing "job hoppers," she says.
  Peter Nissman, principal attorney at the Law Offices of Peter Nissman, a law firm in New York, says he was surprised when a candidate he recently interviewed for an associate position said that she was interested in the job because it would shorten her commute.
  "She didn't inspire me to think that she would be committed to this practice," says Mr. Nissman. She didn't get the job.
  Instead, focus on the merits of the position and how the position fulfills your needs, says Ms. Fusi.
  Tip 5: Resist the urge to talk trash.
  Criticizing a past or current employer may seem like an obvious faux pas, but recruiters are surprised at the number of candidates who do it. Such bad mouthing, says Mr. Falcone, shows a lack of maturity that reflects poorly on the candidate. It also raises concerns that the candidate is difficult to get along with, says Mr. Assael.
  Tip 6: Prepare for follow-ups.
  Experienced recruiters often will probe a bit for a better understanding of your motives.
  Before an interview, ask yourself how this position fulfills a need you have at your current job. Ms. Fusi says she asks candidates what their job functions are and why they consider the open position a step up from their current or previous position. Research both the company and the position for which you're interviewing so you are well-prepared for these questions.
  Two follow-up questions Mr. Falcone says he asks are:
   What your next move would be if you stayed with your company?
   What you would like to see different in your next position?