10 Sticky Job Interview Situations and How to Handle Them

Job interviewing can be an unnerving experience, but if you know how to handle some of the stickiest situations encountered in interviewing, you can be that much more confident. Here are 10 of the stickiest.

 

1. The Bad Interviewer. Not every professional who conducts job interviews with candidates knows how to conduct an interview effectively. In fact some are downright lousy at it. A bad interviewer might be unfocused, disinterested, unprepared. He or she might dominate the interview by doing all the talking or might ask inappropriate and illegal questions.The unfocused, unprepared interviewer probably hasn’t read your resume and maybe can’t even find a copy. This hapless soul doesn’t even know what to ask you. Be sure to offer this disorganized interviewer a copy of your resume while asking, “May I take you through some highlights of my career?”While the bigmouth interviewer is holding forth, make as many mental notes as you can (or jot them down if you’ve brought a small notepad). Don’t show your exasperation; instead be an attentive listener and hang on the interviewer’s every word. Try to get a word in edgewise by leaning forward and opening your mouth slightly, advises Anne Kadet on Smartmoney.com. If that doesn’t work, even a nonstop talker will likely eventually ask if you have any questions. At that point, you can ask questions or describe your fit with the company and the position based on the mental notes you’ve been making.For inappropriate and illegal questions, see No. 6 below and try your hardest to keep the interview focused on your qualifications for the job.

    

2. The “Tell Me about Yourself” Question. Of course, this question is not a question at all but a request for a command performance. It’s the most commonly asked interview questions, yet it frequently still rattles interviewees. The trick is to make your response a succinct summary of information that is specifically targeted to the job you’re interviewing for. (Sell yourself!) For example:
   

   “My background to date has been centered around preparing myself to become the very best financial consultant I can become. Let me tell you specifically how I’ve prepared myself. I am an undergraduate student in finance and accounting at ___________ University. My past experience has been in retail and higher education. Both aspects have prepared me well for this career.”

   The interviewer is not looking for your autobiography and probably is not interested in your personal life unless aspects of it are relevant to the job you’re interviewing for.

    

3. The “Weakness” Question. The conventional wisdom about responding to “What are your weaknesses?” used to be that the candidate should spin a weakness into a strength. For example: “I’m a perfectionist and don’t believe anyone can do the job as well as I can, so I sometimes have a hard time delegating.” That type of response has, however, worn out its welcome with interviewers. Other approaches include offering a weakness that is inconsequential to the job (such as being a poor speller and relying on spellcheck) or denying that you have any weaknesses that would stand in the way of your performing the job effectively. The former approach may work but be seen as shallow, while the latter sometimes lacks credibility. After all, everyone has a weakness.An approach that seems to work well is to talk about an area that was once a weakness but that you have worked to improve. Here’s how you could frame the perfectionist example above in terms of professional growth: “I tend to be a perfectionist who has had trouble delegating tasks to others, but I’ve come to see that teamwork and capitalizing on everyone’s strengths is a much more effective way to get the job done than trying to do it all myself.” 
4. The “Why should I hire you?” Question. The unspoken part of this question is: “Why should I hire you [above all the other candidates]?” This is your chance to shine, to really make a sales pitch for yourself. Use your unique selling proposition to describe what sets you apart from other candidates. The employer will make a significant investment in hiring and training you, so tell the interviewer that this investment will be justified. For example, you could say: “I sincerely believe that I’m the best person for the job. Like other candidates, I have the ability to do this job. But beyond that ability, I offer an additional quality that makes me the very best person for the job — my drive for excellence. Not just giving lip service to excellence, but putting every part of myself into achieving it. Throughout my career, I have consistently strived to become the very best I can become. The success I’ve attained in my management position is the result of possessing the qualities you’re looking for in an employee.” 
5. “Off-the-wall” Questions, also known as “Wild Card” or “No-Right-Answer” Questions. Occasionally you’ll be asked an interview question that’s just downright weird and certainly doesn’t seem to have anything to do with the job — for example, a question like this: “If you were an ice-cream cone, what flavor would you be?” Interviewers often ask these oddball questions to see how quickly you can think on your feet and whether you can avoid becoming flustered. Others, unfortunately, ask them because they enjoy seeing interviewees squirm. Still others are amused by the range of creative — and not-so-creative — responses they receive.Don’t let an off-the-wall question rattle you. Take a moment to gather your thoughts and respond the best way you can. There is rarely a wrong answer to this type of question, but quick-thinking candidates can turn the response into an opportunity to impress the employer. A response given by one of my former students has always stuck in my head as being a standout answer. The question was: “If you were a superhero, what would be your super powers, and why?” His response: “I think I would prefer to be a superhero like Batman, who doesn’t have superpowers per se, but who relies on his intelligence and use of the right tools to get the job done.” 
6. Illegal Questions: It’s illegal to ask about age, marital status, children, childcare arrangements, and the like, but employers still do — or come up with subtle ways to ask, such as by inquiring about when you graduated from high school/college. It’s best to address the concern behind the question rather than the question itself by saying something like: “There is nothing about my personal status that would get in the way of my doing a great job for your company.” While it may also be tempting to point out the illegality of the question, doing so likely won’t endear you to the interviewer. 
7. Salary Questions: As a screening device, interviewers often ask early in the interview what salary you are looking for. If you ask for more than the employer is willing to pay (or occasionally, on the flip side, undervalue yourself), the interviewer can eliminate you before spending a lot of time with you. That’s why the best tactic for salary questions is to delay responding to them as long as possible — ideally until after the employer makes an offer. Try to deflect salary questions with a response like this: “I applied for this position because I am very interested in the job and your company, and I know I can make an immediate impact once on the job, but I’d like to table salary discussions until we are both sure I’m right for the job.” Read more in our
8. Questions about Being Terminated from a Previous Job. It’s always uncomfortable to be asked your reasons for leaving a job from which you were terminated. Don’t lie about it, but don’t dwell on it either. You could explain that you and the company were not a good fit, hence your performance suffered. Or that you and your supervisor had differing viewpoints. Emphasize what you learned from the experience that will prevent you from repeating it and ensure that you will perform well in the future.
9. Questions about Reasons for Leaving a Current Job. This question is similar to the previous question, even if you haven’t been fired. Responses about fit with the company and differing views from your supervisor can also work here, but remember never to trash a current employer. Always speak positively about past and present employers even if your experience has not been positive with them. Another good response in this situation is to say that you determined you had grown as much as you could in that job and you are ready for new challenges. 
10. Questions about the Future. Interviewees are often asked, “Where do you see yourself in five (or 10) years?” Strike a delicate balance when responding to this kind of question, with just the right mix of honesty, ambition, and your desire to be working at this company long-term.

Make a mark in group discussion

GD is an essential round in the battle to grab a managerial position. The GD is all about working in a group to achieve a common goal. It is a test to see how well an individual can work in a team as managers have to be team leaders.

In the beginning of a career, a manager works as a member of a team and when he rises in the hierarchy, he leads a team. So, the ability to work with team spirit is the most important criteria that the panel or the jury tests in a GD. If an individual cannot work in a group, he can never be a good manager.

Team spirit

The GD aims at assessing your group dynamics. However, there is a tendency to move from a general topic to a specific, issue-based one. You, therefore, need to have a fairly good general knowledge to have an edge over the others.

All qualities of a manager — good communication skills, group dynamics, leadership qualities, general knowledge and even good listening skills — are the important ingredients to crack a GD.

The jury tests your verbal as well as non-verbal communication skills (body language).

Just like a game of basketball, where players of a team pass the ball from one player to the other for the final goal — the basket, the GD is teamwork incorporating the views of different participants to reach a common goal.

Well, you cannot learn to swim until and unless you plunge into the water. So, one should rehearse well to prepare for the GD.

                                                      Handy hints

However, to make a mark in a GD here are some dos and don’ts:

• If youre not confident of the topic given by the panel, then do not be the one to start the discussion.
• When somebody kicks off the discussion, listen carefully and gather the important points or certain lead words to form the basis of your communication.
• Always follow a diplomatic approach. Never criticise or firmly support a view. Even in the beginning of the discussion, you should not take a stand for or against the topic.
• Do not look at the panel while discussing, as you are working in a group and the jury is not the part of your group.
• Change the focus of your eyes from one individual to the other and never look at one person continuously while discussing because you are discussing with the group and not an individual.
• Do participate in the discussion. If the topic is tough it is better to repeat the idea or a point said before. Madan says GDs are all about your communication skills and group dynamics. And one must speak or participate in the discussion. He says if one gets a difficult topic, then it is better to repeat the idea of one of your group mates. In this case, one can produce the same idea with a different example. It is just like packing the same product in a different wrapper.
• GDs are not only about being good speakers but good listeners too. The panel even tests you there. So, whenever you speak, do include a point mentioned before in the discussion to elaborate or put forward your own point of view.
• Remember you are working in a group, so don’t argue or fight.
• Like a good leader, steer the group towards the goal. Bring the group back to the point when it gets diverted from the main topic.
• Be confident of what you speak.
• In the interview you can be asked questions from whatever you speak in the GD.  

 

Types of Personalities

Well known behavioral scientists and psychologists have identified many types of personalities. We shall concentrate on the nine types of personalities. These are perfectionists, Helpers, Romantics, Achievers, Asserters, Questioners, Adventures, Observers and Peacemakers. They have their own unique personality traits that are briefly analyzed below.

The perfectionist:

Perfectionists are realistic, conscientious and principled. They strived to live up to their high ideals. They can be got along well with if you take your share of the responsibilities so they do not end up with all the work. You need to acknowledge their achievements. It is better if you tell perfectionist that you value his\her advice. Perfectionists also expect others to be fair and considerate, as they are.
A perfectionist would like to be self disciplined and be able to accomplish a great deal. He would like to work hard to make the world a better place, having high standards and ethics. They are reasonable, responsible, and dedicated in everything they do.
Example: The great Indian software business leader Narayan Murthy falls in the category of a perfectionist.

The Helper:

Helpers are warm, concerned, nurturing, and sensitive to other people’s need. That cab be got along well with if you tell then you appreciate them. They would expect you to share fun time with them. They would like you to take interest in their problems; through they will probably try to focus on yours. They want you to know that they are important and special to you.
A helper likes to be able to relate easily to people and make their live better. They are generous, caring and warm. They are sensitive to and perspective others feelings. They are fun-loving and generally possess a good sense of humour.
Example: Mother Teresa is one such personality who was sensitive not only to the needs of few people around, but for the millions of poor in the country.

The achiever:

Achievers are energetic, optimistic, self-assured, and goal-oriented. An achiever gets along well with his coworkers. He welcomes honest, but not unduly critical or judgment harmonious and peaceful. You cannot burden with negative emotions. He likes being optimistic, friendly and upbeat, and likes to provide will for his family. He is happy if he stays informed, knowing what’s going on.
Achievers face problems when they have to put up with inefficiency and incompetence. They are gripped with the fear of failure or of not being seen as successful. They keep on struggling to hag on to their success.
Example; Sachin Tendulker the greatest batsman, and Kapil Dev, the greatest all rounder, fall in the category of achiever- always full of energy to achieve something big.

The Romantic

Romantics have sensitive feelings and are warm and perceptive.
A romantic would like to get plenty of compliments. They mean a lot to them. He expects you to be a supportive friend or partner. If you care for him you respect him for his special gifts of intuition and vision. He would like to establish warm connections with people, admire what is noble, truthful, and beautiful in life; he would like to be creative, intuitive, and have a sense of humour. He is unique and is seen as unique by others.
Example: The great Indian painter MF Hussain falls in the type of romantic personality. He has a sensitive and heart and romantic personality for his creativity.

The observer:

Observers have a need for knowledge and are introverted curious, analytical, and insightful.
An observer likes to be independent, not clingy. He prefers to speak in a straightforward and brief manner. He desires and needs time alone to process his feelings and thought and may doubt your sincerity if you intensely welcome him. He dislikes intrusions in his privacy. He remains calm in a crisis.
An observer faces a problem which he/she is not sure of the situation and is unable to understand the relation between cause and effect. He gets disturbed if his integrity is doubted.
Example: The great economist Noble laureate Amartya Sen is one such observer personality, who is curious analytical insightful.

The Questioner:

Questioners are responsible and trustworthy. They value loyalty to family, friends, groups and causes. Their personality rage broadly, from reserved and times to outspoken.
A questioner likes to be direct and clear. He likes others to listen to him carefully. You are required to reassume him that ‘everything is ok between us’ and not judge him for his anxiety. He is committed and faithful to family and friends, responsible and hardworking compassionate towards others, direct and assertive.
Example: The out spoken Bollywood actress and former Rajya Sabha member Shabana Azmi, may fall in this category. She can raise relevant questions in all platforms.

The Adventurer:

Adventurers are energetic, lively, and optimistic. They want to contribute to the world.
An adventurer likes to get companionship, affection and freedom. He likes engaging you in stimulation conversation and laughter and expects you to appreciate his grand visions and listen to his stories. He is optimistic and do not let life’s troubles get him down. He is spontaneous and free-spirited.
Example: The energetic NRI businessman, Vijay Mallaya, may be categorized in the adventurer type of trying something new that was not done by any Indian earlier.

The Asserter:

Asserters are direct, self-reliant, self- confident and protective.
An asserter likes to stand up for you and is confident, strong and direct. He is vulnerable and shares his feelings and at the same time acknowledges your tender, vulnerable side. He likes to get space to be alone, He is curious to hear about his own contributions, but do not flatter him. He likes being independent and self-reliant, able to take charge and meet challenges head on. He is courageous, straightforward, honest, supporting empowering and protective of those close to him.
Example: The former Chief Election Commissioner T.N. Seshan, the straightforward bold officer, is the best Indian example of an asserter.

The Peacemaker:

Peacemakers are receptive, good-natured and supportive. They seek union with others and the world around them.
A peacemaker does not like expectations or pressure. If you want him to do something, how you ask is important. He likes to listen and be of service, but do not take advantage of this. He us very easy to deal with if given time to finish things and make decisions. He likes a good discussion but not a confrontation. He is very caring and concerned about others, He is a good mediator and facilitator; he heightened awareness of sensations, aesthetics, is non judgmental and accepting.
Example: The former Indian Prime minister Atal Bhihari Vajpayee has the peace maker type of personality.