Connors Group Interview Prep Packet 2016

PREPARATION, THE KEY TO INTERVIEW SUCCESS
By: Jackie Connors
Too often we see candidates who are highly qualified being passed over because of lack of interview skills or preparation. Below
are 5 key points to help you PREPARE for your next interview.
1. Research the company, opportunity, and people you are meeting with. In today’s digital age, there is an expectation that you
have done this. Nothing can make the interview go south more quickly than having no knowledge of the company or
opportunity you are interviewing for.
2. Bring clean copies of your resume and have extras in case anyone new is added to the agenda. Be sure to be thorough with
proofreading so there are no spelling or grammatical errors.
3. Bring a folio and pen for note taking. Have a list of 3 questions prepared in advance for each person you will meet with as
well as a list of 3-5 highlights about your accomplishments you wish to convey to the people you are meeting with about
your ability to add value to the organization and team.
4. Dress for an interview. Although many people believe this to be obvious, it is not always the case! Even though many
companies are business casual these days, unless you are specifically asked to dress that way, you should dress professional.
5. Express your Interest! This is often over-looked but can be the one thing that sets you apart from your competition. Ask if
there is anything else you can answer about your ability to be successful in the role. Let them know you look forward to the
next steps and are eager to be part of the team.
A Roman Philosopher once said, “Luck Is What Happens When Preparation Meets Opportunity"

THE DO’S AND DON’TS OF INTERVIEWING
BEFORE THE INTERVIEW
DO speak with your recruiter to prepare for the interview and obtain insight into the hiring process.
DON’T skip the necessary step of proactively researching the company on your own.
DO dress conservatively; aim for business attire. When unsure; always dress up rather than dress down.
DON’T underestimate the impact of a sincere smile and friendly hello in first impressions.
DO bring several copies of your Connors Group resume and a list of reference contacts for employment verification.
DON’T write “see resume” or overlook any required sections of your application; fill it out neatly and completely.
DO plan to arrive 10-15 minutes before an interview; build in extra time for yourself for delays in transit.
DON’T wait until the day of the interview to improvise; be proactive in prepare inquiries in advance.
DO give a firm handshake, make direct eye contact, and refer to the interviewer by his/her surname.
DON’T forget to bring a pen and notebook to take notes before, during and after the interview.
DO psyche yourself up! It’s O.K. to be nervous. You have nothing to lose and everything to gain.
DON’T be unprepared for the interview. You’ll never get a second chance to make a first impression.
DURING THE INTERVIEW
DO be yourself; people can tell when you are faking it. Maintain a positive attitude. Life is good!
DON’T ever say anything negative. Be careful when talking about past and present employers.
DO be confident; you are the kind of professional this employer needs!
DON’T appear inflexible to learn something new regardless of prior experience.
DO represent yourself honestly; remain professional and authentic.
DON’T hesitate to admit when you don’t know the answer to something.
DO maintain direct eye contact and sit up straight.
DON’T get too comfortable regardless of how friendly your prospective manager appears.
DO ask questions about the position, company and the interviewer. Request clarity when necessary.
DON’T be redundant when questions you prepared in advance are addressed in conversation.
DO focus on the unique benefits of your skillset and how they can meet the needs of the employer.
DON’T directly inquire about company salary, benefits, or what they can do for you.
AFTER THE INTERVIEW
DO call your recruiter to provide feedback from the interview within the same business day, when possible.
DON’T wait more than 24 hours to email or drop off a thank you letter.

IT JOB INTERVIEWS: WHEN PRACTICE MAKES PERFECT
Address Stage-Fright:
It’s perfectly natural to feel anxious prior to an interview; especially if it has been awhile since you last had the opportunity to
participate in one! In addition to the support you will receive from your recruiter, you can proactively tackle nerves and with a
little more advanced preparation. Below are a few potential tactics you can use to elevate your comfort level for this inaugural
meeting with your prospective new employer.
Reconnect with Old Colleagues:
Recruiters regularly conduct candidate reference calls with individuals with prior working relationships for insights. There is
no reason why you can’t employ this tactic in the application process yourself. When you check in with old coworkers during
your job search and request permission to share contact information for a reference, you have the perfect platform to
preemptively ask exactly why they enjoyed working with you. Be prepared to reciprocate for a candid two-way conversation
based on your shared experience. First-hand perspectives will likely be very positive; so you can leverage the opportunity to
elaborate on achievements and contributions deemed most valuable by your former team in your interview.
Study Up & Practice:
Another strategy to reduce pre-interview apprehension is to role play common interview questions. Practice responses packed
with impactful, factual, and quantifiable information. If you don’t have someone immediately available to help you conduct a
mock interview, you can always practice in front of the mirror for visual reference. You can also utilize Voice Recording on your
mobile phone to hear your rehearsed responses. Below are standard interview questions and recommended response
parameters for you to exercise before your onsite meeting:
Standard Question #1: “What can you tell me about yourself?”
 Answer should directly address the concerns and fit the objectives of the prospective employer.
 You want to be “selling” what the company is “buying.”
 Spend more time highlighting professional accomplishments, not personal ones.
 Be brief - take a minute or less to answer this question.
Standard Question #2: “Why are you looking?”
 Never speak poorly about your current company, team, or boss regardless of circumstance.
 Situate your reason for leaving your earlier roles in the best light possible; this is an opportunity to sell yourself, not to
air dirty laundry or share grievances.
 If you are not actively looking, be honest about your current situation and upfront if your search is confidential.
 Be prepared to articulate your reasons for initial interest; never claim your actions are driven by salary.
Standard Question #3: “Why do you want to work for our company?”
 This question is the perfect opportunity to showcase the research you completed as you relay your preemptive
understanding of the business and how you could see yourself adding value.
 Make sure that you can articulate “why here” – what specific attributes about the working environment, the reputation
of the firm, the type of work, or the support of the team are most compelling to you?
 Prepare to respond in a way that continues to sell your skills and demonstrate interest in their company culture.
Standard Question #4: “Why should we hire you?”
 At this point, you should consider the short list of areas the hiring manager is identified as critical.
 Share a relevant accomplishment: outline the situation, what needed to be done, the specific results– quantify.
Standard Question #5: “What would you describe as your greatest weakness?”
 Keep in mind any potential concerns that your recruiter has shared with you from the client’s perspective.
 Your answer should be honest and structured in a way that expands or negates any potential hiring concerns.
 Pair your response with how you overcame the weakness and how this experience impacts your work today.
 Keep in mind that everyone has weaknesses and they can change multiple times as a career progresses.

List of Strengths
http://www.best-job-interview.com/list-of-strengths-and-weaknesses.html
Common Strength How it Presents at Work
Communication
Written communication skill evident in reports, correspondence. Verbal communication skills
evident in presentations, managing conflict, selling, dealing with customers, active listening,
meeting participation and negotiation.
Strong Work Ethic &
Diligent
Hard working, works extra hours, completes projects before time, takes on more than others,
does more than required, maintains a high quality of work, imposes own standards of
excellence, works without supervision, follows up on own.
Organizational &
Planning Skills
Evident in time management, prioritizing, using resources effectively, meeting deadlines,
multi-tasking, dealing with competing demands, achieving objectives and goals, setting targets,
maintaining schedules and calendars, optimal use of available resources, coordination of
resources to complete projects.
Flexible & Adaptable
Able to change activities and priorities to meet new demands, willing to learn new skills and
knowledge, make a positive effort to accept changes, able to work and communicate effectively
with diverse people, willing to work in different environments, willing to attempt new tasks.
Decision-Making &
Judgment
Gather the necessary information to make a sound decision, come up with viable alternatives,
consider pros and cons for each, fully commit to the best action, follow through on decision.
Problem-Solving
Identify and define problems, analyze problems to find causes, find possible solutions, consider
possible outcomes of each solution, decide on best solution and implement it.
Gathering, Analyzing
& Managing Information
Collect required information efficiently from different sources, integrate information and put
it together in a logical format, process information, identify trends and patterns, distribute and
communicate correctly, store and maintain information efficiently.
Coaching & Mentoring
Willing and able to coach others, enable and facilitate learning, impart knowledge, help people
to identify and achieve what they are capable of, assess training and learning needs, develop
appropriate learning interventions, adapt teaching/coaching style to meet employee's needs.
Teamwork
Work effectively in a team, contribute to team objectives, communicate effectively with team
members, respect, listen to and encourage team members, pitch in, put success of team ahead
of individual success.
Reliable & Dependable
Consistent work performance, complete projects accurately and within deadlines, arriving on
time, fulfilling obligations, following through on commitments, checks own work, corrects own
work, complies with workplace policies and procedures, takes responsibility for own actions.
Self-Reliant & Self-
Management
Uses own resources, skills and abilities fully, accountable for own activity, progress and
success, manages self towards goals, completes projects and activities independently, obtains
own help and assistance, internally motivated and does not seek external rewards for good
performance.
Self-Discipline
Controls own behavior, self-motivated, prepared to work hard to achieve goals, sets own
targets, avoids distractions, perseveres with difficult tasks and activities, does not
procrastinate, continues with projects in the face of obstacles and challenges.
Persistent & Resilient
Handle disappointment, deal effectively with rejection, stay enthusiastic after a set back,
maintain work performance despite difficulties, accept criticism, bounce back quickly,
overcome obstacles to achieve, keep trying until task is completed.
Persuasive
Evident in selling, customer management, negotiating, dealing with objections, getting
agreement/commitment from co-workers/management, presenting ideas, motivating people,
gaining the confidence of others.
Integrity
Maintain confidentiality, provide complete and accurate information, observe company
policies and procedures, comply with regulations, maintain values and ethics in the face of
opposition and pressure.
Energetic
Works long hours, maintains fast work pace, tackles challenging tasks, stays positive, takes on
extra tasks, maintains high productivity levels, tenacious in achieving goals.
Initiative
Proactive attempts to sort out problems and issues, provide ideas for improvement, make full
use of opportunities, identify needs and come up with solutions, take steps to make your job
and the company better.

List of Weaknesses
http://www.best-job-interview.com/interview-questions-weaknesses.html
Common Weakness Solution
Procrastination Recognize the cause of the procrastination. If a task seems too
overwhelming, break it into smaller, more manageable
activities and set deadlines for completing each activity.
Alternatively, if you lack confidence in your ability to do the
task, ask for help and find resources to assist you.
Misses deadlines, rushing at the last minute to complete
tasks, needing help to complete tasks, unprepared for
meetings, low productivity.
Impatience Recognize people have different work standards and
different levels of productivity. See it from their point of view.
Provide constructive feedback in a pleasant way and offer
help to move the project forward.
Frustration with others who perform at a slower pace or to a
lower standard than you expect of yourself, doesn't accept
mistakes easily.
Reluctance to Delegate Tasks Admit that others can do the work as well as you. Accept that
mistakes may be made but they can be corrected. Learn to
trust other's abilities. Clarify what has to be done. Put support
mechanisms in place to minimize the chance of failure.
Doesn't assign tasks to others, lacks confidence in co-
workers, doesn't fully utilize other staff members, checks up
on others.
Unassertive Read books and undertake training courses on how to be
assertive. Practice suggested techniques. Practice strategies
for saying no to unreasonable demands. Practice making
requests and asking for what you need. Use assertive body
language to get your message across.
Reluctant to speak up and contribute in group situations.
Agrees with others despite own feelings, allows others to take
advantage, difficulty in saying "no", puts other's needs ahead
of own.
Cautious Practice increasing pace of communication and activity. Be
open to new ideas. Avoid over-attending to details and focus
on the big picture. Learn to trust other people's judgment. Set
yourself specific time frames for reviewing information and
getting started on a project.
Adverse to taking risks and trying new things, difficulty in
accepting change, continually reviews all details before
making a decision or starting on a task, over-analyzes
outcomes.
Uncompromising / Stubborn Be open to different ideas and listen to opinions that conflict
with your own. Take time to consider an idea or change and
not just immediately dismiss it. Actively ask for people's
contributions and feedback.
Inflexible, difficulty in adapting to changes, resistant to
different ideas, one way communication.
Strong-Willed / Controlling Increase self-awareness of how one is perceived by other
staff members. Actively listen when given feedback and
direction. Focus on building relationships as well as task
achievement. Consider other people's needs.
Single-minded on own goal achievement, does not take
direction easily, can be insensitive to feelings and needs of
others, wants to be in charge, tries to control other people's
activities.
Talkative Stay at desk and do not move around office unnecessarily,
have a specific work-related purpose for going over to a co-
worker, set aside a specific time to chat with co-workers such
as lunch break, stick to the facts when communicating and do
not get off the point, learn to listen more.
Distracting and distracted, indiscreet, does not get the job
done, wastes time, often away from desk.

How Gestures Speak Louder Than Words
The tired and true saying "a picture paints a thousand words" is certainly relevant for the active job seeker. Hand placement,
posture, and eye movement are subtle but powerful indications of interest and self-esteem that are often overlooked in
preparation. Whether delivered in person or through a video interview; your visual impression provides context associated with
your name in vital hiring conversations. That's right, the words you use are not the only measure of capability, desire, and
confidence to deliver value.
So why is this so crucial to hiring authorities? An application offers a short window to substantiate value. Interviewers have very
few parameters to verify fit. Words alone can be misinterpreted, body language closes the gap in a reliable, organic dynamic.
Here's an example; conveying excitement with your arms crossed in front of your chest relays hesitation and communicates
doubt; directly contradicting acceptance "with open arms." Anticipate that your interviewer will be tuned in and practiced in
reading unintended signals. Controlling your nonverbal messages is as important as rehearsing your answers to interview
questions.
Once you fine tune your own body language, you can sharpen your perception to uncover additional insight in all of your
conversations. Take this approach to your interview and continually monitor the body language of the opposing party, too. Those
with an acute sense of attention to what is not explicitly said more often maintain an accurate assessment of employer interest.
Say an interviewer takes in the answer to your question with a head shake; you may sense a hidden message of disapproval.
Seize on the opportunity to adjust your response, turning the initial negative impression into approval - molding the best
possible interview outcome.
Silent Considerations for Your Next Interview:
Control Facial Expressions | Your face is the most prevalent nonverbal domain; animating content, validating integrity,
and relaying emotion. Genuine smiles and direct eye contact convey positive energy and authentic honesty; universal
qualities every employer seeks. Maintaining a steady amount of eye contact also reaffirms interest and adds the weight of
conviction; insinuating that you care about engaging the listening party, and that you are confident in your contribution to
the conversation.
Watch Those Hands | It is fairly common for people to "talk" with their hands; it's probably one of the loudest ways your
body communicates without words. Keep those palms up to indicate friendliness and don't be afraid to move animatedly if
that's how you normally communicate. Demonstrate emphasis with your hands. Be natural; respond in a way that reflects
your regular style of conversing. A well-managed attempt to prohibit engrained habits may negatively impact your answers;
read as overly stiff, or insincere. Don't change your tendencies; just be extra aware of them - that way if something catches
you off guard when it counts; your gestures don't betray you.
Sit Up Straight but Lean In, Too | Posture tells people a great deal about your confidence and interest level. Slouch in your
chair and the message is that you're not very interested. Lean back- adding physical distance between yourself and the
interviewer; and you are inadvertently demonstrating a gap in expectations and your ability to deliver. Sit up straight and
command competence; lean in to the interviewer while addressing them and imply a shared level of interest.
Practice Makes Perfect | No matter who your interview is with and what medium they choose to use... You will be expected
to discuss your professional background in detail. To prepare; identify the most relevant accomplishments and build
responses around your contributions. Practice emphasis as well as content. Do you have a video interview? Record yourself;
rehearse with questions identified by your recruiter or other reliable source. If you have an in-person; conduct a mock
interview in advance with someone you trust. The person most equipped for the task can offer the critical feedback you
need to improve and share reasonable encouragement to reinforce confidence.

13 Tips for Nailing a Skype Interview
http://www.usatoday.com/story/tech/personal/2013/08/01/13-tips-for-a-great-skype-interview/2608915/
Etiquette surrounding a Skype interview is different from both in-person and phone interviews, but mastering the art could land you the job
you've been coveting. Skype interviews can really be the best of both worlds- you still get face-to-face time with an employer while cutting
travel out of the equation. While mastering the interview is a common practice, etiquette surrounding a Skype interview is different from both
in-person and phone interviews. Here are 13 tips to help you rock a Skype interview.
1. Look at the camera, not the screen.
It is very tempting to watch yourself or your interviewer during a Skype session, but looking directly at the video camera is the only way
to maintain direct eye contact with your interviewer.
2. Dress the part.
When it comes to what you wear, treat your Skype interview like an in-person interview and dress professionally from head to toe (or at
least from head to waist!). A professional dress code with video interviews is expected, not excused.
3. Prepare your surroundings.
Pick a quiet place to interview without an elaborate backdrop so that you can be the focal point on the screen. Remove anything distracting
behind you and keep it neutral.
4. Practice makes perfect.
Doing a run through interview with a friend beforehand is helpful because your first few Skype calls are likely to feel awkward, especially
if you have to retrain yourself to watch the camera and not the screen. Play around with everything beforehand so that when it's interview
time, you can shine without being distracted by the program.
5. Close other programs on your computer.
Getting Facebook notifications during your interview is distracting and unprofessional. Before your interview, make sure all other
windows on your computer are closed (especially if they make noise).
6. Use notes.
Don't be afraid to help yourself with post-it notes or a copy of your resume handy when you interview. A benefit of having a Skype
interview is that you can have a cheat sheet in front of you so that you don't have to memorize everything you want to mention.
7. But don't rely too much on your notes.
Just make sure your notes are easily scannable so that you use them as quick reminders, not a script. While having notes is certainly a
plus, relying too heavily on them can cause awkward pauses during your interview. An interviewer won't be impressed if they only see
the top of your head during the interview, so while having notes is good, be sure to use them sparingly.
8. Avoid interruptions.
If you are interviewing in a house with multiple people or pets, be sure to let everyone in the house know ahead of time that you will be
in an interview while securing any animals away from your interview space. Nothing is less professional than having to tell your potential
employer to hang on while you shoo your dog away from the camera.
9. Keep your profile professional.
Unlike an in-person or phone interview, your first impression during a Skype interview doesn't actually involve you. The first thing your
interviewer will see is your Skype username and picture, so double check that they are both interview appropriate (or create a
professional Skype account — after all, they're free!)
10. Watch your body language.
Not all physical cues translate from in-person interviews to Skype interviews, which make the ones that do even more important. Be sure
to have good posture and relax your shoulders to avoid stiffness.
11. Avoid a "Can you hear me now?" situation
Nothing is more frustrating than only catching every other word a person is saying, so be sure to tweak the Skype audio ahead of time to
make sure you can both hear and be heard without difficulty.
12. Make sure the interviewer is engaged.
Stop every once in awhile and make sure your interviewer is engaged in what you are saying. Being aware of the interest level of your
interviewer is crucial in a Skype interview since they may have interesting e-mails pop up that direct attention away from you.
13. Follow up!
A thank-you letter is just as important after a Skype interview as it is in an in-person interview. Avoid following up on Skype, though,
unless the interviewer requests it!

Interview Preparation Checklist
Your Attire:
 A navy blue, dark gray, or black suit is appropriate for most positions. Be sure it’s cleaned and pressed.
 Shirts should be freshly laundered and well-pressed, and a quiet tie with a subtle design is suitable for a first interview. For both, avoid
loud colors and busy designs.
 Shoes that are black and freshly polished are a safe choice for an interview. Socks should be black or blue and worn over the calf. Ladies,
avoid open-toed shoes.
 Fingernails should be short, clean, and freshly manicured if possible. Ladies, choose subtle colors for nail polishes.
 Hair should be well-groomed and freshly trimmed. Avoid combing or brushing hair with your jacket on.
 Jewelry should be limited and subtle. Avoid colognes or fragrances completely.
 Do not take your cell phone into the interview. For ladies, avoid oversized purses if possible.
Your Arrival:
 Arrive no earlier than fifteen minutes, but no later than five minutes, prior to the interview.
 Prior to entering the building, chew mint gum or a breath mint – but do not chew gum during the interview.
 Allow adequate time for traffic, parking, and a last minute appearance check.
 Treat everyone you meet as if they are the decision maker, including the receptionist.
Bring With You:
 Printed directions, your recruiter’s phone number and the client’s phone number (in the case you run late).
 A pad of paper and pen (preferably a folio).
 Three copies of your resume (make sure the resume is identical to the one supplied to the interviewer).
 Samples of your work, if relevant and appropriate. Never discuss or show proprietary information.
 Your prepared questions for the interviewer.
During the Interview:
 Try to maintain a 50/50 balance between talking and listening.
 Be aware of body language; maintain good posture, lean forward slightly to indicate interest, and maintain eye contact.
 With any open-ended question, reframe to understand what specifically the interviewer would like you to cover. Example: for “tell me
about yourself,” your response could be, “I’d love to! Is there a specific area you’d like me to start?”
 With any confusing, or multi-angled questions, reframe to clarify if you are responding with the type of information they are looking for.
For example, if the question is “tell me about a time when you had a conflict with a supervisor”, your clarifying response could be
“would you like me to discuss my relationship with my last supervisor?”
 If you are even slightly unsure about a specific question, or need time to formulate and process your response, ask for clarification: “Can
you be more specific? I want to make sure I respond accurately to what you are asking for.”
Avoid:
 Speaking negatively about your current situation, boss, or working environment.
 Asking questions about or sharing information regarding current or expected compensation.
Closing:
 Unless you are absolutely certain you would not like to move forward in the interviewing process, close for next steps. Ask how they
perceive you fitting in to the organization, and if there are any areas that haven’t been covered that are important to the hiring
decision.
 An example close: “I like what I have heard today and am very interested in moving forward. I understand you are looking for
someone in this role who has (A, B, and C) and as we’ve discussed, I have (specific experience with A, B, and C). Before I leave,
are there any more questions about my background or qualifications that I can answer or clarify for you to better assess my fit within
your team?”
Following the Meeting:
 Call your recruiter and we will discuss what you liked, what questions you still have, what questions you perceive they have about you,
and your interest in next steps.
 Send an email to each person that you met, thanking them for their time. Cite specifics from the meeting and cover any areas further you
think may need supplementation.

Interview Question Worksheet
Over 200 questions to choose from - customize and add to your own collection
Quality Sample Questions
Attendance /
Dependability
 When do you feel it is necessary to work overtime? Please give recent examples. What do you
think is a fair tardiness standard to hold employees to?
 If I were to ask your last supervisor, what would he/she tell me about your attendance?
Change  Tell me about a time when you organized and implemented a new work system, process or
procedure. What was the outcome? What was your role?
 When has an organizational change made the work you had been doing irrelevant?
 Describe the toughest work transition you ever had to make. What made it so difficult? What was
the outcome?
 When did you take an idea from beginning to end?
 Think of a time when you had to change something significant in your work environment. What
happened?
 Describe the last time someone criticized your ability to deal with change and ambiguity.
Communication  Tell me about a time when someone misunderstood a memo or e-mail message you wrote.
 Describe an example of poor communication from a co-worker, boss or peer. How did you
respond to it?
 Tell me about a time when you were speaking in front of a group and realized they weren’t
“getting it”. Give me a recent example of how you communicated to others an idea that was well-
received and implemented.
 Tell me about an experience where you had to speak up and share an opinion with others that was
contrary to the majority view.
 What are your e-mail answering habits?
 When have you not listened well enough on the job?
 Who is the highest level person you have ever presented to?
 What was the most difficult presentation you ever made?
 Does writing come easily to you? What types of communication are easiest to compose? Hardest?
Why?
 Are you better at verbal or written communication? Why?
 Tell me how you ran your last meeting.
Composure /
Stress
 When was the last time you got angry and showed your temper too quickly at work? How did it
turn out?
 Give me an example of a recent time when you were confronted with an extremely stressful work
situation. How did you handle it?
 Describe the last time you felt forced to comply with a decision made at work with which you did
not agree.
 Tell me about a recent time when your co-workers or subordinates would say you were stressed
or frustrated.
 When was the last time your supervisor praised you for handling a very stressful situation well?
 In your last job, when did you feel pressured? Why? What caused the pressure?
 Give me an example of when you had to work harder than normal to complete a task.
 What do you consider a reasonable amount of overtime? Tell me about a time when you had to
work overtime to accomplish a task.
Conflict  What was a recent business conflict you had with someone at work? What were the results?
 What types of disagreements are you able to handle easily? Which are the most difficult? Please
provide examples.
 What have you done to minimize conflict at work?
 Give me an example of a time when you took too long to deal with a conflict.
 When have you had to confront someone at work?
 What’s an example of a disagreement that did not get resolved?
 What situations get you angry or irritated?

Interview Question Worksheet - 2
Drive for Results /
Achievements
 Talk to me about your daily, weekly and monthly goals/deadlines and how your
performance is measured. Tell me about a frustrating task or project that didn’t
turn out the way you wanted.
 What are you proud of accomplishing? What impact did it have?
 What’s an example of an error or mistake you have made on the job?
 Describe two challenging goals you set for yourself in the past year. What were they, what was
the outcome?
 Describe some tactics you have used to ensure you meet your goals.
 When have you failed to reach a goal?
 Tell me about the most challenging task or project you’ve had.
 Tell me about a deliverable you were responsible for providing that exceeded expectations.
General  What do you like about your work? What rewards does it give you? Why did you choose this
field?
 Tell me about your ideal work situation or career.
 What do you like least about your work? Why?
 What type of manager do you need to get the most out of your potential?
 If I were to read your most recent performance appraisal, what would it tell me?
 Thinking about this job, what do you believe would be the most challenging aspects for you?
Initiative  Think of a time when you were asked to do or prepare something you knew little about. What
did you do to ensure your deliverable was acceptable?
 Describe a time when you saw a superior or peer treat someone in a manner that did not
comply with human resource procedures. What did you do?
 Tell me about a time when everyone in a group was saying, “It can’t be done”, and you showed
them a way it could be done.
 Tell me about a time when your willingness to take control of something worked really well.
 When have you passed up a job or assignment because you weren’t confident enough in your
ability?
 Describe a situation where you tried your best and failed.
 What’s the riskiest career change you’ve made? Why did you make it?
 How are you conducting your job search?
 What ideas have you sold to your own management? Why? What happened?
Integrity  Tell me about a time when you kept a confidence even though it cost you. What happened?
 Describe a time when you “walked your talk” at work. What was the situation?
 As a manager, tell me about a time when you had to present material you did not support.
 When did someone entrust you with a work confidence? Why do you think you were selected for
this confidence?
 Tell me how you gain others’ confidence and respect.
 When has disclosing a piece of information backfired on you?
 When have you felt it proper or necessary to circumvent company policy to make a sale?
Interpersonal Skills
& Relationships
 How have your relationships with peers improved or eroded over the years?
 Tell me about a time when your interpersonal skills were put to the toughest test.
 Describe a situation where you had to change your interpersonal style because it wasn’t working.
 How much of your success is due to your interpersonal skills?
 Has political savvy ever failed you?
 Describe the type of relationship you had with other key departments at your previous employer.
 When have “politics” affected your job?
 What are some “unwritten rules” for behavior at your last company?
 Tell me about a time when you felt it necessary to get assertive to get what you deserved or needed from
management.
 Tell me about a time when you anticipated a political problem in advance.

Job Knowledge /
Technical
Expertise
 When was the last time a peer called upon you because of your technical skills and level of expertise? How
have you prepared yourself to stay abreast of technical developments in your field?
 How do you stay current on trends in the marketplace? The competition? Legislative regulations
pertaining to the operation of your business?
 During the last year, what have you not been able to do because you lacked the needed skills?
 Tell me about a time when you enhanced the performance of your business unit through the application
of your specialized skills and technical expertise.
 When have you effectively put your technical expertise to use to solve a business problem?
 What do you want to know more about? What additional skills do you wish you had?
 Compare and contrast examples of times when your functional or technical skills have been effective and
ineffective. When have your skills worked really well for you?
 Tell me about a time when your skills or knowledge – good or bad – were the subject of a performance
review or career discussion. What special skills could you bring to our company?
Learning / Self
Development
 Tell me about a time when you were surprised by negative feedback about your performance.
 Give me an example of a time when you encouraged self-development in a peer. What happened?
 Describe a time when you deepened your skills through an experience external to your organization.
 Tell me about the last time you requested feedback about your performance from someone whose
assessment you knew would be critical. What did you do with the information provided?
 What kind of criticism have you been given by your manager? How much is appropriate?
 In your last job, what did you need to learn? How did you go about learning?
 Give me an example of a situation at when others knew more than you. How did you close the gap?
 We all have areas to strengthen or enhance – what is something you could improve about yourself?
Management /
Leadership
 Describe your most recent attempt to develop someone on a particular assignment that failed. What
happened? Tell me about a time when you helped a team work more effectively together. What did
you do?
 Tell me about the last time you provided constructive feedback that was not well received.
 Describe the development needs of two direct reports you managed in the past. What did you tell
them about their capabilities? How did you determine and communicate their respective
development opportunities?
 Describe a time when a superior questioned the performance appraisal you prepared for one of your
direct reports. How did you handle the situation?
 Describe the last time someone disagreed with your assessment of his/her performance.
 Tell me about a person to whom you have made a difference in a career by developing his/her skills.
 Tell me about a direct report of whose accomplishments you are very proud. What role did you play?
 What do you do differently as a manager now than you did a year ago? Why?
 Tell me about a time when a direct report’s lack of self-development negatively impacted results.
 Give me an example of a time when you set an extremely challenging goal for one of your direct
reports.
 Tell me about the last time you supported an associate’s career progression.
 What is an example of a time you hired an associate who was not successful?
 Describe a complicated employee relations issue that you’ve managed. What was the end result?
Talk about a time when you managed people or departments that were located away from you.
 What feedback have you received about your ability to set goals and monitor others’ progress?
 How have direct reports reacted to your goal-setting style?
 Have you ever inherited a poor performer? If so, please describe the situation.
 Describe a time when one of your direct reports knew more about the technical aspects of a task.
 How would you describe your management style? When has it not been effective?
 How much of your success is due to your ability to hire the right people? Give me an example.
 Tell me about a “bad hire” that you made. What is the most difficult position to hire for?
 What talents do some of your subordinates have that you don’t possess?
 What kinds of tasks do you delegate and which do you not give to your subordinates?
 Describe a time when you delegated a task and it didn’t work out.

Negotiation  Describe a negotiation you conducted.
 Describe a situation when you have brought two reluctant groups together.
 Tell me about a time when you knew ahead that negotiations would be difficult. What
did you do to prepare? What was the outcome?
Planning / Organizing  Tell me about your most over budget project.
 Tell me about a time when you weren’t able to say “no” to a request and got overloaded.
 Walk me through how you prioritize.
 Tell me about an experience you’ve had where scheduling your workload exceeded the
amount of time you had available. What happened?
 What did you do to prepare for this interview?
 Tell me about situations when your schedule was interrupted unexpectedly. What did
you do to overcome them?
 What do you need from an organization to support your success? Please be specific.
 How do you get started on a typical day? What do you do from there?
 How do you stay on top of your paperwork and e-mail responsibilities?
 What is a current challenge you face with managing your time and priorities? How
have you attempted to overcome it?
 Describe a time when you prepared a large budget. Were you able to meet it? What
were the variances? How did it need to be altered?
 When have you underestimated resources required for a project or task?
Problem-Solving /
Decision-Making
 Give me an example of a time when you analyzed a situation
to prevent additional problems. Tell me about a persistent
issue that you resolved. What steps did you take to solve it?
 Describe a time when solving a problem poorly impacted the overall performance of
your business unit.

Connors Group Interview Prep Packet 2016

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Connors Group Interview Prep Packet 2016