Friday, 8 January 2016

2015 TOP 100 MOST FAQ COMMON INTERVIEW QUESTIONS ANSWERS FOR ALL

2015 BEST INTERVIEW QUESTION ANSWER FOR JOB INTERVIEW 

Job interview must prepare thoroughly.
Think about what kind of specific situations, previous professional chapters and we will use along it. It does not try to memorize answers or drop automatically. It should give a sense of naturalness and spontaneity, but it is better not improvise. They must be prepared before and have clear answers to a number of issues that may be more embarrassing for help, and much, to exit gracefully.

Do not lie , but choose those answers that benefit us and prevent us can rule on the selection process or may restarnos points. The only way to answer it is that the answer is true.
Always start and as close as possible answers focusing on the positives.

Do not be critical. Above all, never criticize a previous company where work has been or former bosses or colleagues.
There are situations that cause us to wonder what interests us explain and try to avoid giving rise to interrogate us about what we favor least.
There need be no questions about the private lives of candidates, but if we have to make them answer . If not, you seem to want to hide something negative.
We must show motivated, but not needed or get to beg for this job. Always keep in a professional field and not get into the personal.
A job interview is a constant sale candidate . Whenever you have occasion.
Avoid talking about economics or working conditions of the post in the first steps of the selection process. That needs to be addressed in the final stages, when you have a real chance of being elected.


|||||||||||||||||||||||||||||||||GENERAL QUESTIONS|||||||||||||||||||||||||||||||||||


  • PERSONALITY
1. Tell me about yourself.
Message submission. Always a professional level, the interviewer is not asking us for personal reasons.

2. Define yourself yourself with three adjectives and justification.
Should always choose positive issues, ie the strengths that we have professional detect because before going to the interview.

3. What are your strengths? And the weak?
You have to answer those same strengths as you are asking and choose weaknesses actually seen otherwise be too strong points. For example, sometimes I'm too hard on myself, perfectionist, too planner or organized, and so on. We present them as a weakness from our point of view, but in fact they are moving the recruiter aspects like their employees.

4. What does the work for you?
It is not appropriate to give a linked money because the interviewer wants to know this question the order of priorities in life and how far the private sphere is the professional answer. Without going to praise too much work, you can tell that is a form of personal fulfillment which the candidate spends all your efforts. It is a so-called killer question . That is, the awkward questions and more stress generated in the candidates interviewed.

5. If I won the lottery, would continue coming to work?
The interviewer wants to know what the candidate's motivation, so the ideal response should make clear that it not only does it for money but work takes him as a person and likes to take on challenges.

6. Tell me about a situation where you did not act properly. What have you learned from it?
You have to choose an error has been committed throughout working life, but that is of little impact, a mistake without gravity in everyday issues, and we have taken a lesson. For example, if a manager once lost an investment of one million euros in his bank for poor performance, this example should not be chosen to tell the interviewer.

It must respond naturally and without dwelling on the mistake to focus on the answer quickly on the positive side, in what has been learned and how the situation was corrected. How has changed such behavior in our professional work from that time, as now avoid that happen to us again.

7. Tell me something I feel a little embarrassed.
Many interviewers formulated this question to try to hunt the candidate and check whether it supports something committed. If they fail, then they analyze whether the candidate if he can overcome the initial shock and improvise. It's another killer question and if you are not well prepared you can get nervous and out of trance talking about personal issues or work, and that is the worst option.

The best strategy is to pause to reflect and offer a similar "I sometimes think I have to pay more attention to something or talk to someone to avoid possible confusion, especially when teamwork response. It is a matter of anticipating situations instead of lamenting later. " A response of this kind gives us the opportunity to convey openness and wisdom, reconciliation into something positive.

8. How do you feel reporting to someone younger or a woman?
Some interviewers formulate this question if they detect that the candidate may have some kind of prejudice and want to control it from the start. First of all claims that sound paternalistic or insensitive avoid. The answer has to be credible and that does not seem automatic. An example of response might be: "I like companies that hire and promote people on merit and age or gender to which will have to report is indifferent."


  • TRAINING
9. Why did you choose your studies?
Actually what the recruiter wants to know this issue is not personal details of the candidate, but whether that has landed in your industry or professional specialty by accident, or by calling obligation. The interviewer wants to verify that the candidate has not been changing educational or career several times for lack of proof or evidence. Avoid a response in that regard.

10. Why did you leave your studies?
When the candidate's resume indicates this circumstance can be questioned about the reasons that led him to do so. Actually what we want to hear this question the interviewer is our level of complacency or comfort. If the studies are not left to do with the position for which you choose you can be answered quietly left the studies because it was discovered that was not his true calling, do not provide what you wanted or some similar response. If the job if it is related to the studies that were left should be noted that due to the immaturity of age or, if appropriate, the personal circumstances that forced us to abandon them. But I always point out that you're going to pick up (and do it for real).

11. What courses or seminars you've done in the last year?
Companies want to see if the candidate is recycled, if you care about professional improvement and increase its value. They do not like conformity. If you have not recently done courses, you have to give a positive response to the message: it has not been able to do for the intensity of work in which we were busy but it now has in mind (and actually do). You can also note if you have trained in internal courses in their previous companies or even tools or techniques that have been acquired informally (outside of course, in everyday work).

12. What areas do you think you would need to retrain?
With this question the recruiter wants the candidate conduct a self-analysis. The handiest, if the languages ​​are not a key and essential in the position for which you opt, ie you have to improve the level of English or other languages. In Spain the overall average is usually not optimal and almost always be improved in this respect. It is a response to avoid influencing other gaps or shortcomings that may be considered most important by the interviewer. Of course, you always have to explain that they are already being or will have the means to improve it. Never answer matters that may be grounds for dismissal by their importance to the position for which you choose.


  • PREVIOUS JOBS
13. Tell me about your last job, what were you doing, what was your role?
In this issue we must try to direct the description of our previous professional occupations in those areas or tasks that are more related to the position you are choosing. It tries to convince you that we are the best candidate for that position.

14. What experience do you have in relation to this job?
As in the previous question, we must highlight those tasks and responsibilities that we have played better before and that can be perceived by the interviewer to take employment by effectively which is competing in the selection process.

15. What has been the most boring job you've had? How did you made?
This question should never answer the similar jobs that will play in employment that is being chosen, but those that have no relationship with him.

16. What it was the most interesting job you've had?
Unlike in the previous need to highlight those related to the occupation to which they aspire or not highlight that have nothing to do with it.

17. What are the aspects of your previous company which were not subject?
This is one of the sensitive questions in a job interview. We must try to go through it on tiptoe. Never directly criticize the direction of your previous company or its business policy. But we need not agree with everything if we be credible because almost everyone has some disagreement with these aspects.

You can answer, for example, you were not very happy with the internal promotion policy or any other issue that is related to your career change, but never referring to any particular person in your previous company and without delving being politically correct. For example, "my previous company did not evolve with the market."

18. How do you update a professional level? Tell me again that you had to learn recently.
It may be noted knowledge or skills have been acquired in recent training courses or in the performance of the previous work.

19. What was your relationship with your boss, peers, peers or colleagues or subordinates?
Do not get in attacks, criticism or personal attacks towards them and always point out the positive aspects, while recognizing that in the day you can always come to be credible small differences in the response. But without delving into those issues likely to be more negative.

20. Why did you leave the company or why you fired?
When it is carrying out a professional change an outgoing message to explain briefly the reasons that lead us to make that decision must be built. This is the message that will move the interviewer in this question. Do not respond on the fly. The message must be very professional, to give a feeling of being very motivated and not emotionally touched. There should be criticism of the former company, former heads or former colleagues.

21. How long have you been unemployed?
As throughout the interview we must say the truth even if we have been a long period in unemployment, pointing Now that we have made during that time (active job search, job interviews or selection procedures, training, etc. ). You can also refer to poor labor market situation greatly hinders access to work and further justify those long periods of inactivity.

22. Why have you changed jobs so often?
Those professionals in your resume reflect many career changes should think this answer because the interviewer is trying to dig her if we are a bird of bad seat. If so, it is feared that soon we will also be leaving your organization, something companies want to avoid because staff selections are expensive.
If it is something that can be explained by the characteristics of your job or industry, because it is characterized by temporarily, substitutions, project work, etc., must be indicated to justify these constant changes.
If it was not so, we must never answer that has been in search of a better salary. And avoid giving the feeling that there is no compromise with the companies in which you work. It may be noted that there have been opportunities for personal development that you have emerged and you had to take advantage, but always with a very positive approach.

23. What reasons do you attribute your promotions within the company?
This question must answer yes to both professional skills, technical component of the work, as personal. Currently, not only looking for a kind of professional, but also a kind of person. And above all, it is noted that due to effective performance of your work, achieving goals or have reached a certain return. If they are specified and quantified these achievements, the better.

24. How did you get your last job?
Actually what the interviewer wants to know this issue is your level of pro-activity. Of course you have to tell the truth, as in all questions, whether it was through a contact or otherwise, but always trying to reflect a pro by us when to get it.

25. Why have you been so long in the same place and in the same company?
If working for many years in the same position and company, it should be emphasized that you have been changing as did the company, new products, new markets, changes in size, structure ... If there has been no transformation, You can argue that loyalty and stability is valued, total long-term commitment with a professional project in which it is created.

26. Why has satisfied his age with such a low salary?
It is another matter to destabilize the respondent, another killer question . You can answer: "I always thought that it is necessary to acquire experience and employed the most appropriate way forward skills. You can see it rewarded with a raise sooner or later ". It is also possible to finish with a question: "How much do you have to be my current salary esteem?".

27. His last post was his best work?
This is a controversial question, another killer question . If the candidate chooses to answer "no doubt" look your best work is behind us. But if you answer with a "no, my best work is yet to come", can give the impression that you have not given anything in your previous positions. So to cover both orientations. One option is to respond to always try to do my best and that the best time career is now.

  • COMPANY AND POSITION 
28. What do you know about us?
It is very important information about the company you are interviewing before coming to this meeting. Find information on its corporate culture, its history and trajectory, about their products or services. Arguably, it is time to make a little ball to the recruiter. What he is testing this issue is the degree of interest that the candidate has for that job.

29. What do you think would be your duties if you were employed by us?
Our questioner wants to check whether or not you have an erroneous vision of the post for which you are choosing, if they do overestimate. As indicated, therefore, it is to stick in our response to the job description to which we had access through the job posting or contacts preceding the interview. Do not assume anything, n imagine, assume or add functions or responsibilities.

30. Do not you think that this position is greater than those who have previously occupied?
Obviously, not like a candidate with a former professional level lower than the position to which you choose. The best in these cases is to rely on to note that this position is the one you want and you want to take now, and you can bring ... and again point out your strengths. Recall that motivates you, what you like and you're prepared for it. This is another of the so-called killer question .

31. Do not you think that this position is less than you've previously occupied?
With the employment crisis in our country, it is increasingly common for candidates opting to have lower positions to those who have previously played or their level of training. This is not like some companies because they think they may have a frustrated employee in the making.
It is very important to control non-verbal communication and facial expression in this kind of issue and respond as slowly as possible. An example might be: "This need not be an impediment; On the contrary, I think it is beneficial for the company and me. The work is very complicated and there are no people overqualified for any job. I sincerely believe that this is a good opportunity for me. " Do not opt ​​and, as in the previous question, affect that position responds to what you want, motivates you, you love and you're prepared for it and point out your strengths.
The biggest concern behind this question is whether the candidate will leave planted his new company as soon as you present a better opportunity, so everything that shows sincerity in terms of commitment, can help. This is another killer question .

32. If selected for this position, what actions will be carried out during the first week to get better?
This is also killer question . That is, the awkward questions and more stress generated in the candidates interviewed. Therefore it is important to prepare the response before the appointment and have a very clear idea of what we'll answer

33. What degree of availability you have for trips of short or long duration, or even a change of residence to another city or country?
This question must be answered exactly what you think. If not, we will know soon and problems may arise and can be removed from the company in the trial period of the contract.

34. What kind of leader you want to work?
Note that a participatory and democratic leader. Never mind that is so or not our future boss, that is information that can hardly have before starting work at the time of the interview. We want to be credible and nobody likes an authoritarian boss. In addition, we can use to transfer him back to positive aspects of our understanding of the work: we want a controller that makes you feel part of a team, project or company, and so on.

35. What are your financial claims?
Avoid talking about economics or working conditions of the post in the first steps of the selection process. That needs to be addressed in the final stages, when you have a real chance of being elected.

But if you ask the question, you have to answer it, you can not answer you'd rather not talk about it yet. Of course, you should do it by a fork, never a specific number, provided in annual gross, not net monthly which gives a feeling of unprofessional-ism. This fork should be: the minimum wage below that which are not willing to work, adding 1,000 per year; and its split high, adding to that amount 7,000 or 8,000 euros. It should be a fork that is in line with what is rewarding that position in the market and it is always good to note that it is willing to negotiate that amount, for example, if there are other social benefits or payment in kind.

36. What if you fired within two years?
It is best to answer this question killer with a positive and serene way vision. I must say, for example, does not have to happen; and if it happens, after two years in the company it has improved the experience and preparation for the labor market will have.

  • MOTIVATION
37. Why do you want to work for this company?
They should never noted their economic conditions or issues such as the duration of the holiday or the proximity to the candidate address. You have to refer to aspects such as corporate culture, development possibilities ... is another time to take flowers to the company you want to work.

38. What is it that attracts you to this job?
As in the previous Pentagon, not good indicate issues related to working conditions or wage issues. It should be noted aspects linked to the nature of that position.

39. What is your main source of motivation? What motivates you in a job?
It happens as in the two previous questions. Never emphasize the pay or working conditions issues, but aspects such as career development, the ability to learn, to feel part of a company or project team, and so on.

40. Where would you like to see in five years?
Although professional growth aspirations are taken must not raise them too in answers to questions of this type. The message must focus on our priority and motivation right now is be joining the position offered, although obviously we have our desires for professional development as usual. It is realistic and not too ambitious.

41. Why should I hire you to you?
It is time to re-emphasize our strengths, especially those who can differentiate you from other candidates and accompany them with real situations that you have lived and show those capabilities.

42. Are you participating in another selection process? What company?
If you find yourself immersed in gold selection process must be said, but noting that this job interests you the most. What is not due to name the other company. We can answer that we have been asked confidentiality and interviewer understood, discrete people seek.

  • PRIVATE LIFE
43. What is your marital status? Have children? How do you organize your time?
It is better to answer these questions, if you do not seem to want to hide something negative. But making it clear that personal and professional life are different plots and should not be interfered with from one to another.

44. How can you combine work with family care?
Again we must make clear that they are different plots and meet with one and another. You organize so as not to affect each other. Do not take problems home from work or from work to home.

45. Do you intend to become pregnant?
It's a killer question that women sometimes carried on a strip of normal age to be mothers.
It is a thorny issue and distinguished line when the question is out of place is very diffuse. It is best maintained politely, in the field of business, but if you is carried out clearly be answered objectively and diplomatic as possible, and you can even specify that "I just do not feel comfortable with this question, but it is important for the selection process try to answer it. "
In that case, simply answer naturally, without further explanation, that short-term (one year) is not within your plans (if it is really so).

46. ​​What are your hobbies or what you play sports?
This question can be answered almost anything but that may be too risky or too rare or projecting a negative image of you.

47. When can you start working with us?
The sooner the better. You can answer that immediately or, in any case, in a couple of days to organize your new career.


||||||||||||||||||||||||QUESTIONS ABOUT YOUR SKILLS|||||||||||||||||||||||||

  • AUTONOMY / INITIATIVE
48. What do you do when a decision must be made and there is no procedure on this?
This question is posed by interviewers to test our capacity for initiative or the level of conformity of the candidate. The answer must be oriented to show that we are able to propose actions, ideas, solutions.

49. What do you do when you have difficulty to solve a problem?
The ideal answer would explain the first thing we do in these cases it is to analyze the situation to see what is happening and according to that analysis establish a plan of action. And we should have no problem recognizing that if you need help, we ask. In companies do not like the excessive individualism or those who think they have solutions for all, it is normal that sometimes we need to seek the support of others within the organization.

50. What have you done in your current job or in previous positions to make it more rewarding or cash?
The answer should be directed to explain that to better do our job we set goals, we designed a planning , a schedule or plan of action. Even, one can say that we establish milestones rewards for ourselves we are getting in our professional performance or the performance of certain tasks.

51. Tell me about the problems of the day to day of their own position and what it does to solve them?
It must be mentioned as examples small, everyday problems, which will not be a catastrophe. To solve, first think later analyzed for solutions. It is also possible to say that we asked for a second opinion to have a higher standard or a more objective view or ask for help if necessary.

52. Give an example of a new idea suggested in the work and what results had.
It is an opportunity to highlight our professional achievements. They must cite situations that are truly worthy of being highlighted and preferably we have not included in our curriculum because that information and have our interviewer.
  • DYNAMISM
53. Give an example of a special task in the work that you have claimed a major effort. How he does addressed? Which it was the result?
Again, as in the previous question, a good opportunity to explain more professional achievements that have not left it up to date.

54. How is normal workday?
The interviewer is concerned with the question of how is a day in your job, how you organize the tasks of a typical day. Do not give explanations on coffee breaks or the like, but to describe what tasks we do in every time slot of the day and why we do at the time, always linking it to increased productivity or efficiency. But we must also make it clear that even though we are organized and we plan to us, we always have the flexibility to go adapting to the demands of the moment, any incidents that arise on the fly, impromptu meetings, orders from the boss, and so on.

55. How has recently worked overtime? Why?
If we say we'll always work late in a system, which has already become routine, it can be negative because it gives feeling of not being able to carry forward our work in the normal working day. The ends are not good. Nor should show an inflexibility to be willing to do so when necessary, but openness to this possibility when so required or needed you because you owe it to the company.

56. What do you do in your spare time?
You can cite all kinds of hobbies or activities until they are too eccentric or odd, that may give a strange image of our personality. And you should never answer what you do is take work home. You have to know how to separate work and personal life.
Customer orientation external and internal

57. Define who their external and internal customers and how their needs attended to.
You have to describe, but always trying to give a feeling of being approachable, customer-focused and positive.

58. Describe a situation where you had to work hard to meet the demand of a client. What happened? As it did?
As in questions 40 and 41, it is advisable to give examples of everyday situations that are not of great seriousness. To resolve this situation, first we analyze the circumstances and solutions. You can also say that we ask for help. That last is not appropriate to repeat too often during the interview because it may appear that we are not operative for ourselves, but it is good to say sometimes that the opportunity is taken.

59. What do you do to improve the quality of the projects under their responsibility? Give an example of a project that he felt his team gave up.
This question is performed in middle management and response should seek to give the impression that a participate style of leadership is exercised. Always highlight the achievements motivating the team, recognizing their successes and their failures or helping get problems.

  • ADAPTABILITY 
60. Did you ever take over a task that was not in his usual work routine. What did?
Of course, the answer will help us that you took the trouble and they are things that everyone has to do sometime.

61. How long does it take to work effectively in this new position?
This question should not explain it immediately with a "no" because they always need an adaptation. Better to say, depending on the case, that in a few days, a week or after the welcome plan of the company or prior to incorporation into post if it is ongoing.

62. Tell me about a situation in which you had to change jobs unexpectedly.
To be chosen examples of situations without much importance to not lead the interviewer to pull over that thread and get information reaches us no beneficiary.

63. What changes have you seen in recent years in your organization? How you felt?
As in the previous question it is necessary to avoid getting into situations that could be sensitive to us or to provoke new questions recruiter about an issue that does not benefit us. So you have to choose examples that we do not compromise.

64. Have you ever had to take over for a while in an area that was not yours? How did you handle it?
It is a question for managers and again you have to convey the feeling that a democratic and participate style of leadership that knows how to motivate teams and recognize their achievements, to help them when they have problems is exercised.

  • DECISION MAKING
65. What are the decisions he made in your daily work?
It is time to list, if you have had these responsibilities, with some weight tangible issues, such as decisions on budgets, project validation. And if you have not played such functions with relevant decisions, it is noteworthy shamelessly small decisions that every candidate has to take in their daily work.

66. What kind of decisions cost you more to take?
It is a matter for managers and executives. Typically, the answer has to do with people, especially some as carrying out a dismissal or a drop in salary. But it must be added that if the best in their work are decisions made, even if they cost.

  • LEADERSHIP
67. How do you motivate your team?
Also it made to executives and managers. The correct answer is that is achieved by participants in their decisions to the members of the group, helping them in their small failures and acknowledging their successes. It is important to make a team responsible.

68. Have you ever had to work with someone difficult to deal with? How did you resolve this problem?
Never answer that they have had problems with bosses, the answer is more focused on a co-equal professional level. But then you have to affect our ability to adapt to the environment, our generosity to give our positions when it is advisable to talk with the people that you were able to have that problem, and so on. Always show a conciliatory and positive attitude.

69. Point out an example of a concrete achievement and highlights of his tenure as leader.
Again we must highlight our major professional accomplishments, but at this point in the interview indicating the ideal is to do quantitative, relying on objective data: results, goals achieved, the level of sales or profitability or as appropriate in each case.

70. What are the procedures used to evaluate your team?
Unlike previous questions, yes to this question they should be cited professional parameters, such as ratios, compliance with established objectives, etc.; with personal aspects such as attitude, ability to work, optimism. You have to see the interviewer do we value the work teams, and to that end we consider also the type of person and not just the kind of professional.

71. How often do you meet with your partners? How do they develop?
It should simply answer the truth, but added that we do because we are aware of to involve the team decisions, helping with their problems or obstacles and recognizing their successes.

72. Have you ever had to reprimand a subordinate? What was the situation?
Rather than rebuke, we must answer them talking about aid to solve their problems, to achieve improve a determined question.

  • TEAMWORK 
73. Describe a challenge you've had with a partner to work together.
You have to explain a particular situation that has really happened more or less recently and always count the same way, if the interviewer returns to this subject later or cross-examination on it. But we must always do it with a positive message explaining how it was addressed and what lessons we draw.

74. Describe a task you had to perform in groups. What was your contribution?
A new opportunity to bring up our professional achievements. We posed this question to see if we are individualists or if we get involved with the team.

75. What are the aspects most valued when working in a team?
It should be noted that like qualities in companies such as involvement, initiative, and so on. But you must always stick to the question and mention only positive issues. No wonder we have so add this spare occasion of our harvest the negatives or less value.

76. What groups have you felt more comfortable and has worked better? What people find it more difficult to work?
The right answer is that those who engage and fight as a team. This time if we have wondered what it costs us more, so you can answer the most difficult is to work with individualistic people, with whom the group work is not taken seriously. Again we must avoid giving a feeling of negativity, so we must avoid escapades responses as those that do not do what they should do and it ends you, and so on.

  • PRESSURE TOLERANCE 
77. Describe a difficult problem you had to face.
Sometimes interviewers reformulated so that other questions have already been made to check if given the same answers. Like other previous similar questions, we must now answer setting an example of a not very important issue, something concrete than transcendent and explain the learning we have learned from the situation.

78. Expect some work experience in which you have worked within very strict time limits. How would you rate its performance under these conditions?

The answer must be oriented in a way that demonstrates that you get on well under pressure, you like to work for goals and follow a timetable . Companies want to know prevalent employees and operated in such circumstances.

79. When you have an important pressure at work and problems accumulate, what do to solve them?
In such cases, the answer, we must work in an organized, knowing prioritize and delegate tasks, and if still not enough you have to know to ask for help in time.

  • VERBAL COMMUNICATION AND PERSUASION
80. Do you remember a time when it was important for you to convey your ideas and / or feelings at work?
This question is made by the interviewer to check based on our response if we are manipulators. We must avoid giving the feeling to choose the example tell him.

81. Describe any idea proposed to the next and that was not accepted. Why do not they approved? What did you do when this happened?
The recruiter wants to know with this issue if we are conformist, if we surrender easily, how we react when our ideas are rejected. The right answer should be to accept such decisions, redirect your initial idea and continue working as if had happened.

82. What if I disagree with your superior?
This is also a killer question . This question seeks to ascertain the candidate's degree of conflict, so the best option is to mention the ability to assume the differences.

83. Lie for your business?
Above all to avoid answering position at the ends yes or no. It can give an answer like: "I would never do anything to hurt the company for which I work ...". If the recruiter press in search of a more direct answer, it would be advisable to always choose the personal integrity.

  • SELF-DEMANDING AND RESPONSIBILITY
84. Name one time that his performance has been outstanding in relation to their peers.
In this response we must try to rely on quantitative targets or to be able to endorse our argument data. But we must ensure discuss a joint achievement reached between the team and explain that if the role you played in the same throwing some small flower itself, but not much. In this type of questions should not appear much, the recruiter wants to check your level of arrogance.

85. What are your greatest professional accomplishments?
Again, now unlike the previous question, it's time to explain what have been the results achieved important goals or more in their work. Now they are simply asked why not, while in the previous question, the interviewer tried that we compare our performance with that of our peers.

86. What has been the biggest mistake you've made in your career?
This is another killer question . It must be answered trying not have a problem with huge negative consequences, but take it to a positive sense as far as possible, "not seizing that opportunity by a sense of responsibility," for example.

87. How do you deal with the tasks that you dislike?
You never answer that are left for last. We can say that we do first for output as soon as possible and focus on what we are most pleased with our work; we follow a planning system; or even we use a form of reward ourselves when we complete.

88. What are your professional goals in the medium term?
This time the answer will depend on what the position to which we aspire and must be in relation to it. Always with a positive and realistic sense and drawing to highlight once again that job right now is your professional calling and repeat again our strengths, "I'm going to get because I think I can contribute ...".

  • ANALYTICAL ABILITY
89. Considers that the tasks that are relevant to the organization? Why?
The appropriate response is that everyone is important in an organization, with more or less weight in it, but relevant. "My position is important because ...." And return to take advantage ara highlight some of our strengths. Remember that the interview is a constant sale by the candidate, but with credibility, arguments and a certain humility, fleeing look like a smartass .

90. Do you use financial data in their work? What include in their reports?
In answering this question will depend on the candidate's profile and the prospective employer. Not all positions are handled financial data. If not used in yours no problem answering no.

91. Describe a complex situation that has crossed his department in recent years. How does it analyzed? What decisions did you make? How he coordinated their team?
This question is asked when you opt for a management or middle management position. Must be answered with an example of a not very important problem and explain the lessons learned from that juncture.

  • EMOTIONAL CONTROL
92. Do you remember any time that has lost his temper at work. Why?
Here the ideal answer is no. We recognize that in the daily work can arise friction or sensitive situations, but never lose the nerves, know how to handle.

93. What behaviors dislikes so much they can make out of their boxes?
It is important to answer the truth without criticizing directly to any of the bosses, colleagues or subordinates who has worked before. For example, you can answer "I dislike tardiness" or lack of commitment, which are easily applicable to everyone answers.

94. When you have personal problems, how it manifests itself in your work environment?
Ideally say never. Separate personal and professional life and we do not bring home problems to work.

95. How would you respond if you were told that your performance was inefficient?
The sole purpose of this question is to destabilize the candidate and test the reaction to criticism. Before it, you can answer that efforts would be made ​​to analyze the reasons for this negative impression. It is another killer question .

  • SOCIABILITY
96. Who are your best friends at work? What do you value most in those people?
What you want the interviewer to this question is to check your empathy and sociability. No need to name names, just say a number. Of course, you should never answer that does not have any friend at work. And then the answer guide to explain the qualities we like them. Remember, always positive, never adding what we dislike.

97. What peers you kept better relationship?
One can say that with everyone, but it is also logical answer to your apartment, which is with those who have more daily relationship. Pro should never mention anything about those with whom you get along well not.

  • ABILITY TO DELEGATE 
98. When you're overworked, what do you do? How do you organize you to finish it?
The appropriate response must include the words planning, calendar, agenda. Also they are relying on the equipment and distributing tasks, if any one responsible for a group of qualitative, quantitative and equitably.

99. When you have had to delegate some of your tasks to someone else, what was the result?
If in your case this experience has been positive, tell it. If it was not, do not lie, but you can use phrases without a sense too catastrophic, like, "No faith than I expected but chatted and we put remedy".

100. How do you spread the work among the members of your team? What criteria do you use?
It is a question that arises only at the controls. The appropriate response is that it is based on criteria of quality, quantity and, above all, fairness. Appreciating what is best in each component of the group, but always by involving all and trying not to frustrate anyone.
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