In this video, Linda breaks down the ‘why did you leave your last job’ answer. Why did you leave your job is an important question and if you want to know the why did you leave your last job answer then I discuss that here. The best answer for leaving a job is always telling the truth. I'll help you explain if anyone asks why did you leave your previous job. Watch my video as I discuss scenarios and how to approach why did you leave your last job answers.

My displacement happened after 21 years with the same company at the age of 47. A new CEO, a changing of the guard, so to speak. I have struggled for the past 6 years. I am either over-qualified or under-qualified (generally based on specific industry experience). I can learn any technology and have successfully managed technical people, complex global projects and successfully transitioned between vastly different industries. However, in a recent interview I couldn’t correctly identify 25 IT acronyms, which were hurled at me in rapid succession. Is this what my decades of experience are boiled down to? In spite of the fact that specific IT applications can easily be learned, it is usually the lack of specific knowledge that seems to be my downfall and yet for several jobs I have been told, “You are clearly over qualified. Why would you want this job?” How do I explain that I am either over qualified or under qualified? How do I convince employers that I would look forward to being appreciated for the skills I bring to the table, even if it means I need to start at the bottom? I would welcome suggestions.

If you have a job interview coming up, Don wants to give you 12 of his best questions to ask in a job interview so you’ll sound smart and you’ll look interested in the job. So, how do you know what’s a good question to ask? Well, you want to ask questions that are going to help you make a decision about whether you want this job or not.

• For starters, never ask stupid questions. Now, I know you’ve been told your whole life, people tell you there are no stupid questions, “Don you can ask anything”. Yes, there are stupid questions and you don’t want to ask stupid ones. I’m just going to show you the right ones to ask.

  • The first question to ask on a job interview; Can you tell me more about the day to day responsibilities of this position?

Tip: Don’t just ask questions in your interview because you saw some guy on the internet, in a video and he told you that you should ask these questions.

• You only want to ask questions that are going to help you make a decision about whether you want this job or not.
• And when you go into the interview, you should be interviewing objectively.
• You shouldn’t have already been decided that you want this job. You should ask them questions, grill them on some questions; don’t overwhelm them, but hit them with some questions that are going to help you make that decision.

Let’s look at some questions that you might want to ask. Remember, I said might. Only ask questions that feel right for you. Don’t ask questions because I said to ask them. Make sure they help you qualify the employers a place you want to be. Okay?

Get the transcript of QUESTIONS TO ASK IN A JOB INTERVIEW FROM HERE: Get the transcription here:

Is it right to correct the interviewer when they ask wrong questions? Yesterday I went on a second interview. The original interviewer plus his boss. Basically we went over same stuff.Then Boss stated to ask questions that made no sense to me.They were questions concerning the process of a repair to truck. But they were wrong. Parts wrong. Way repair should be made was wrong. Needless to say I was confused and looked it. Had to get clarification. Climate changed. As soon as I went out door knew I was not going to hired. Yes got the typical thank you note same day. So I guess I should have showed my knowledge if they were trying to trip me up. Right???

• How can you prepare for a behavioral interview?
• Do your homework. ...
• Come up with a list of competencies, attributes, and skills. ...
• Create a list of your past experiences. ...
• Focus on the good and the not-so-good. ...
• Use the STAR method. ...
• Look at past performance documents and appraisals. ...
• Begin taking notes now.

If you're in the market for a new job, preparing for potential interviews is likely on the top of your priority list.

In today's world, practicing for the traditional interview isn't enough. In recent years, the behavioral interview, also known as the competency-based interview, has gained popularity.

Developed in the 1970s by industrial psychologists, behavioral-based interview questions help the interviewer understand how you've performed and behaved in the past with actual results and scenarios. The traditional interview, on the other hand, focuses on open-ended questions that permit the opportunity for you to share what you think the interviewer wants to hear because they ask for opinion-based responses.

When candidate selection is solely based on a traditional interview, the wrong candidate can easily be selected for the job. That's not to say the same thing can't happen when a behavioral-based interview is used, but the behavioral interview typically allows for a better job fit and performance match long-term. In fact, per Ph.D. Katherine Hansen on Quintessential, behavioral interview questions are said to be 55 percent predictive of future on-the-job behavior, whereas traditional is only 10 percent predictive of future on-the-job behavior.

At the same time, the traditional interview can add value, because it allows for questions that show whether or not a candidate has ambition, goals, and has thought about their future. The traditional interview question "Where do you see yourself in five years?" is one such an example.

Many companies use a combination of traditional and behavioral interview questions, which is a smart strategy in my opinion. When I'm interviewing a candidate, I want to know how well they've performed and how they approach difficult situations or problem-solving. However, I also want to know what they have to say about themselves prompted by traditional, open-ended questions. When you ask competency-based questions coupled with traditional questions, it's harder for an interviewer to fabricate on the traditional questions, because a follow-up question to an answer might require real-life examples and quantifiable results.

Why prepare for behavioral-based interview questions? The benefits of preparing for a behavioral interview goes beyond the interview itself.

• The top companies in the world use behavioral-based interviews and they're the companies may want to work for.
• The examples and stories you come up with for these types of interviews can also help you at networking and industry events.
• You'll be better equipped for any type of interview when you practice and prepare for a behavioral-based interview.
• You'll have a good record of your work accomplishments and scenarios to use for bios, your resume, your website and cover letter as a result of your preparation.
• Because many of us don't give credit where it's due, coming up with examples of behavioral-based interviews can be a confidence booster when we acknowledge our strengths and accomplishments on paper.
• When we are thinking back for examples to use, sometimes we forget about a process or idea that worked in the past that can be applied today or in the future when needed.
• You'll be one step closer to landing your dream job by knocking the interviewer's socks off with your amazing answers.

How can you prepare for a behavioral interview? Do your homework. You want to study the job description and company you'll be interviewing with to help you prepare for a behavioral-based interview. If you can, find out some info about the last or current incumbent of the position and the types of employees the organization hires. This will help you come up with a list of competencies, attributes, and skills, which is discussed in the next paragraph.

Come up with a list of competencies, attributes, and skills. Behavioral interview questions will give you the chance to showcase your talent, ability, and results. To prepare, you'll want to think about the type of competencies the company is looking for. Most companies will look for similar competencies, attributes, and skills, such as communication, team player, ability to focus, efficiency, timeliness, flexibility, attention to detail, management and leadership material, creativity, goal orientation, and responsibility. Take a moment to rank the list you come up with in relation to the position for which you are applying.

Create a list of your past experiences. Make a list of your past experiences and successes that highlight the list of competencies, skills, and attributes you come up with, as noted in the point above. Come up with good antidotes and stories, as we all love a good story. With that said, you want to keep your answers focused and to-the-point.

Focus on the good and the not-so-good. Don't forget to come up with some examples or scenarios that were challenging, yet you pulled through successfully. Such examples showcase your problem-solving skills and ability to handle challenges professionally. You might also be asked how you might handle such situations differently, so be prepared to discuss your areas for improvement, as well.

Use the STAR method. When coming up with examples, write down the Situation or Task you had to resolve, the Action(s) you took, and the results of the situation. Use specifics, such as people, places, scale, and scope, and quantify as much as possible. Provide details that can be verified by references in case the employers decide to check.

Look at past performance documents and appraisals. To prepare for future job interviews, look back at past performance appraisals and notes to help you identify achievements and situations that will help you come up with examples for a behavioral interview.

Begin taking notes now. If you're not currently working, then this might not apply to you; but could still be good to take note of for the future. Document your successes, achievements and so on, while you're working to help you come up with stories and examples for behavioral interviews in the future. This will also help you when it comes to completing performance appraisals if you're required to do so.

What if you're an entry-level candidate with little to no work experience? If you're a candidate fresh out of school with little relevant work experience, your interviewer should already realize this. You'll be asked similar behavioral interview questions as an experienced hire would be asked, and all of the above points on how to prepare still apply to you. Your answers, however, will be based on results or how you handled situations in college, within organizations, on sports teams, at a part-time job, within your family and so on.

Practice nailing a behavioral-based interview with a Top Interview Coach. Learn more.

source: Topresume.com/career-advice

Had a phone screen interview, then a phone interview with the entire team I would be working with. Great except I was told it would be only one person... They didn’t want to talk about the position, but rather about me to see if I would be a good fit for the team. They all asked questions and I answered good enough to be invited for a 2 hour in person interview. At the on-site I was greeted by my recruiter. Koodos to him. Then a man approached us as if we knew who he was. No professional demeanor at all. He escorted me to the interview room where there were 4 people in the room and 1 on the phone...Before starting I was told they wanted me to do an assessment during the second hour. (No one told me this requirement prior) During the interview the man who escorted me kept looking at me in all sorts of odd ways. He made me feel very uncomfortable. Then I did their assessment- which I felt I didn’t do well on and left. The hiring manager was not a part of this interview. Needless to say, I answered the questions great but the assessment showed I wasn’t strong enough in a particular skill set (which was not on the job description) they wanted. Big huge waste of time. Be sure to ask the recruiter what specific skill set the client is looking for so you can adequately prepare. Ask if the interview process will involve any type of test or assessment.

I have an interview for an office position in a construction company. What kind of attire should I wear?

One of the most common questions asked during an interview or a job fair is…

Can you tell me about yourself?

Other variations could include... -Why should we hire you? -Why do you want to work here? -What is it about us that makes you want to work here?

Answer these 5 questions to help you plan what to say and impress employers!

1- What are the three strongest reasons I am a great fit for this job?

2- What are some positive things I can say about the company, and how can I connect what they do with what I can bring to them?

3- Why do I really want this job beyond having a steady paycheck and perks?

4- What are three AWESOME things I did in my previous position that I can also offer in this new role?

5- What is the EXACT job description (make sure to write it down) and how do MY skills match up with it? Be as specific as possible.

Answering these questions will help you feel prepared to go in with some great things to say!

Good luck ; ) we are rooting for you!!

I went to an interview last week. There were two people doing the actual interviewing. One of them was very nice and smiled while asking the questions. The other person made the interview extremely uncomfortable. They cut me off during some answers and just seemed really snappy with the questions. It was like they didn't want to be there. I asked some of the other applicants that were there, and they said the same thing about their interview. Anyone ever gone through this during an interview?

The workplace is loaded with a variety of different people with varying personalities and the interviewer wants to know how you think you will fit in.

• Are you able to get along with different types of people?
• Do you have the skills to deal with other people of varying personalities?

You want to show the interviewer that it does not matter what kind of people you work with - just that work gets done. This shows the interviewer that you are more concerned with outcomes than personalities.