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(Competency questions very often take up the bulk of an interview. The panel may have a grid with all 6-10competencies required listed (usually found on the job description) and are ticking them off as you go. Youtherefore need concrete evidence of displaying each.)Personality QuestionsWhat are your strengths/weaknesses?How would your friends/colleagues describe you?How would you describe yourself?What part do you usually play in a team?Can you deal with difficult people? Give me an example.What have your read recently that has taken your interest?(Fascinating, as you no doubt are, insights into your personality should be precise and relevant to the job.When talking about weaknesses, only mention those that aren't crucial to the role and that you are currentlyworking on improving. Offer practical solutions for development. When talking about teamwork, show thatyou know what roles every team needs, then give evidence that you have done them. Straightforwardexamples from customer focused jobs, sport, music and community work will demonstrate howcompetently you work with others).Motivation QuestionsWhat do you like doing in your spare time?How do you motivate yourself?How do you deal with pressure/stress?What has your membership of 'x' committee/group involved?How have your interests changed since coming to university?What positions of responsibility do you hold/have held?What has been your greatest achievement?(Employers are so keen on interests because they reveal what motivates you, what you value and how youorganise your time. Many organisations have core values of their own so try and blend yours into theirs. It'salways best to highlight activities you've enjoyed in teams/groups as they demonstrate potential leadershipqualities).Employer QuestionsWhy did you apply to us?

Why do you want to work for this company?How much do you know about our organisation?What do you see as the main problems and opportunities facing ourorganisation/industry/sector at this time?(Demonstrate that you have been reading relevant company literature e.g. case studies, annual report,website and prove this by dropping in some key facts and figures about the organisation's strengths. Matchyour skills and interests to what they do best).Career QuestionsWhat attracted you to this industry/sector?Where do you see yourself in 5/10 years time?What do you look for in a job?Tell me about your career aspirations.Describe your ideal employer/manager.Why are you interested in management?Tell me about a time when you took on a leadership role.What have you learnt from your work experience?(Although needing to be sensible and realistic, your answers should show some ambition in the context ofthe job and the company. Employers want to see some long term dividend if they are to invest in you andin your training. Be positive and ensure that you take this opportunity to emphasise how well you match theneeds of your potential employer within this career. Your description of an ideal manager gives theemployer some clues about what kind of manager you'd make).Unexpected Questions...What will you do if you're not offered the job?(Show confidence in your ability to cope with failure and what practical steps you would take. Don't beafraid to name any of the key competitors: this demonstrates commercial awareness which employers arevery keen on).What has been your biggest failure?(Life is one big learning cycle: focus on what you would do differently next time).If you were a cake, what kind of cake would you be?

(Have you got a sense of humour? If so, here's your chance to show just how good-natured and unruffledyou are in dealing with daft questions!)Personal QuestionsA well-trained interviewer should not ask you any questions which bear no relevance to the job. If youconsider a question inappropriate, be polite but, if necessary, be firm in your refusal to answer.'Have you got any questions for us?'The answer, clearly, is 'YES'. But if all your questions have genuinely been covered, then say so, politely.Don't just sit there looking blank and uninterested.When thinking of questions, consider the following:Show further interest in the organisation e.g. the working culture, socialactivities, charity or community work, work-life balance, the diversity ofthe workforce, products available, sector trends, future strategies.Show an interest in your training e.g. appraisal procedures, mentoring,courses, potential for moving around the organisation.If you're unclear about the next stage, ask: When can I expect to hearfrom you? What happens next?Don't ask about company cars, pensions or million pound bonuses. It'snot appropriate at this stage.Salary negotiations usually take place once a job is offered or may bediscussed in the interview itself: wait for the right time.