8. Are you applying for other jobs?Be honest but do not spend a lot of time in this area. Keep the focus on this job and what you can do for this organization. Anything else is a distraction.
9. Why do you want to work for this organization?This may take some thought and certainly, should be based on the research you have done on the organization. Sincerity is extremely important here and will easily be sensed. Relate it to your long-termcareer goals.
10. Do you know anyone who works for us?Be aware of the policy on relatives working for the organization. Thiscan affect your answer even though they asked about friends notrelatives. Be careful to mention a friend only if they are well thoughtof.
11. What kind of salary do you need?A loaded question. A nasty little game that you will probably lose ifyou answer first. So, do not answer it. Instead, say something like,That’s a tough question. Can you tell me the range for this position?In most cases, the interviewer, taken off guard, will tell you. If not,say that it can depend on the details of the job. Then give a widerange.
12. Are you a team player?You are, of course, a team player. Be sure to have examples ready.Specifics that show you often perform for the good of the team ratherthan for yourself are good evidence of your team attitude. Do not brag,just say it in a matter-of-fact tone. This is a key point.
13. How long would you expect to work for us if hired?Specifics here are not good. Something like this should work: I’d likeit to be a long time. Or As long as we both feel I’m doing a good job.14. Have you ever had to fire anyone? How did you feel about that?This is serious. Do not make light of it or in any way seem like youlike to fire people. At the same time, you will do it when it is theright thing to do. When it comes to the organization versus theindividual who has created a harmful situation, you will protect theorganization. Remember firing is not the same as layoff or reduction inforce.
9. Why do you want to work for this organization?This may take some thought and certainly, should be based on the research you have done on the organization. Sincerity is extremely important here and will easily be sensed. Relate it to your long-termcareer goals.
10. Do you know anyone who works for us?Be aware of the policy on relatives working for the organization. Thiscan affect your answer even though they asked about friends notrelatives. Be careful to mention a friend only if they are well thoughtof.
11. What kind of salary do you need?A loaded question. A nasty little game that you will probably lose ifyou answer first. So, do not answer it. Instead, say something like,That’s a tough question. Can you tell me the range for this position?In most cases, the interviewer, taken off guard, will tell you. If not,say that it can depend on the details of the job. Then give a widerange.
12. Are you a team player?You are, of course, a team player. Be sure to have examples ready.Specifics that show you often perform for the good of the team ratherthan for yourself are good evidence of your team attitude. Do not brag,just say it in a matter-of-fact tone. This is a key point.
13. How long would you expect to work for us if hired?Specifics here are not good. Something like this should work: I’d likeit to be a long time. Or As long as we both feel I’m doing a good job.14. Have you ever had to fire anyone? How did you feel about that?This is serious. Do not make light of it or in any way seem like youlike to fire people. At the same time, you will do it when it is theright thing to do. When it comes to the organization versus theindividual who has created a harmful situation, you will protect theorganization. Remember firing is not the same as layoff or reduction inforce.
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