\n<\/p>\n
If you\u2019re the interviewer, there\u2019s a lot you should already know: The candidate\u2019s resume and cover letter should tell you plenty, and LinkedIn and Twitter and Facebook and Google can tell you more.<\/p>\n
The goal of an interview is to determine whether the candidate will be outstanding in the job, and that means evaluating the skills and attitude required for that job. Does she need to be an empathetic leader? Ask about that. Does she need to take your company public? Ask about that.<\/p>\n
If you\u2019re the candidate, talk about why you took certain jobs. Explain why you left. Explain why you chose a certain school. Share why you decided to go to grad school. Discuss why you took a year off to backpack through Europe, and what you got out of the experience.<\/p>\n
When you answer this question, connect the dots on your resume so the interviewer understands not just what you\u2019ve done, but also why<\/em>.<\/p>\n Every candidate knows how to answer this question: Just pick a theoretical weakness and magically transform that flaw into a strength in disguise!<\/p>\n For example: \u201cMy biggest weakness is getting so absorbed in my work that I lose all track of time. Every day I look up and realize everyone has gone home! I know I should be more aware of the clock, but when I love what I\u2019m doing I just can\u2019t think of anything else.\u201d<\/p>\n So your \u201cbiggest weakness\u201d is that you\u2019ll put in more hours than everyone else? Great\u2026<\/p>\n A better approach is to choose an actual weakness, but one you\u2019re working to improve. Share what you\u2019re doing to overcome that weakness. No one is perfect, but showing you\u2019re willing to honestly self-assess and then seek ways to improve comes pretty darned close.<\/p>\n I\u2019m not sure why interviewers ask this question; your resume and experience should make your strengths readily apparent.<\/p>\n Even so, if you\u2019re asked, provide a sharp, on-point answer. Be clear and precise. If you\u2019re a great problem solver, don\u2019t just say that: Provide a few examples, pertinent to the opening, that prove<\/em> you\u2019re a great problem solver. If you\u2019re an emotionally intelligent leader, don\u2019t just say that: Provide a few examples that prove you know how to answer the unasked question.<\/p>\n In short, don\u2019t just claim to have certain attributes \u2014 prove<\/em> you have those attributes.<\/p>\n Answers to this question go one of two basic ways. Candidates try to show their incredible ambition (because that\u2019s what they think you want) by providing an extremely optimistic answer: \u201cI want your job!\u201d Or they try to show their humility (because that\u2019s what they think you want) by providing a meek, self-deprecating answer: \u201cThere are so many talented people here. I just want to do a great job and see where my talents take me.\u201d<\/p>\n In either case you learn nothing, other than possibly how well candidates can sell themselves.<\/p>\n For interviewers, here\u2019s a better question: \u201cWhat business would you love to start?\u201d<\/p>\n That question applies to any organization, because every employee at every company should have an entrepreneurial mind-set.<\/p>\n The business a candidate would love to start tells you about her hopes and dreams, her interests and passions, the work she likes to do, the people she likes to work with \u2026 so just sit back and listen.<\/p>\n Since a candidate cannot compare himself with people he doesn\u2019t know, all he can do is describe his incredible passion and desire and commitment and \u2026 well, basically beg for the job. (Way too many interviewers ask the question and then sit back, arms folded, as if to say, \u201cGo ahead. I\u2019m listening. Try to convince me.\u201d)<\/p>\n And you learn nothing of substance.<\/p>\n Here\u2019s a better question: \u201cWhat do you feel I need to know that we haven\u2019t discussed?\u201d Or even \u201cIf you could get a do-over on one of my questions, how would you answer it now?\u201d<\/p>\n Rarely do candidates come to the end of an interview feeling they\u2019ve done their best. Maybe the conversation went in an unexpected direction. Maybe the interviewer focused on one aspect of their skills and totally ignored other key attributes. Or maybe candidates started the interview nervous and hesitant, and now wish they could go back and better describe their qualifications and experience.<\/p>\n Plus, think of it this way: Your goal as an interviewer is to learn as much as you possibly can about every candidate, so don\u2019t you want to give them the chance to ensure you do?<\/p>\n Just make sure to turn this part of the interview into a conversation, not a soliloquy. Don\u2019t just passively listen and then say, \u201cThanks. We\u2019ll be in touch.\u201d Ask follow-up questions. Ask for examples.<\/p>\n And of course if you\u2019re asked this question \u2026 use it as a chance to highlight things you haven\u2019t been able to touch on.<\/p>\n Job boards, general postings, online listings, job fairs \u2026 most people find their first few jobs that way, so that\u2019s certainly not a red flag.<\/p>\n But a candidate who continues to find each successive job from general postings probably hasn\u2019t figured out what he or she wants to do \u2014 and where he or she would like to do it.<\/p>\n He or she is just looking for a job; often, any<\/em> job.<\/p>\n So don\u2019t just explain how you heard about the opening. Show that you heard about the job through a colleague, a current employer, by following the company \u2026 show that you know about the job because you want to work there<\/em>.<\/p>\n Employers don\u2019t want to hire people who just want a job; they want to hire people who want a job with their<\/em> company.<\/p>\n Now go deeper. Don\u2019t just talk about why the company would be great to work for; talk about how the position is a perfect fit for what you hope to accomplish, both short-term and long-term.<\/p>\n And if you don\u2019t know why the position is a perfect fit \u2026 look somewhere else. Life is too short.<\/p>\n Here\u2019s an interview question that definitely requires an answer relevant to the job. If you say your biggest achievement was improving throughput by 18 percent in six months but you\u2019re interviewing for a leadership role in human resources \u2026 that answer is interesting but ultimately irrelevant.<\/p>\n Instead, talk about an underperforming employee you \u201crescued,\u201d or how you overcame infighting between departments, or how so many of your direct reports have been promoted\u2026.<\/p>\n The goal is to share achievements that let the interviewer imagine you in the position \u2014 and see you succeeding.<\/p>\n Conflict is inevitable when a company works hard to get things done. Mistakes happen. Sure, strengths come to the fore, but weaknesses also rear their heads. And that\u2019s OK. No one is perfect.<\/p>\n But a person who tends to push the blame \u2014 and the responsibility for rectifying the situation \u2014 onto someone else is a candidate to avoid. Hiring managers would much rather choose candidates who focus not on blame but on addressing and fixing the problem.<\/p>\n Every business needs employees who willingly admit when they are wrong, step up to take ownership for fixing the problem, and, most important, learn from the experience.<\/p>\n Three words describe how you should answer this question: relevance, relevance, relevance.<\/p>\n But that doesn\u2019t mean you have to make up an answer. You can learn something from every job. You can develop skills in every job. Work backward: Identify things about the job you\u2019re interviewing for that will help you if you do land your dream job someday, and then describe how those things apply to what you hope to someday do.<\/p>\n And don\u2019t be afraid to admit that you might someday move on, whether to join another company or \u2014 better \u2014 to start your own business. Employers no longer expect \u201cforever\u201d employees.<\/p>\n Let\u2019s start with what you shouldn\u2019t<\/em> say (or, if you\u2019re the interviewer, what are definite red flags).<\/p>\n Don\u2019t talk about how your boss is difficult. Don\u2019t talk about how you can\u2019t get along with other employees. Don\u2019t bad-mouth your company.<\/p>\n Instead, focus on the positives a move will bring. Talk about what you want to achieve. Talk about what you want to learn. Talk about ways you want to grow, about things you want to accomplish; explain how a move will be great for you and<\/em> for your new company.<\/p>\n Complaining about your current employer is a little like people who gossip: If you\u2019re willing to speak badly of someone else, you\u2019ll probably do the same to me.<\/p>\n Maybe you love working alone \u2026 but if the job you\u2019re interviewing for is in a call center, that answer will do you no good.<\/p>\n So take a step back and think about the job you\u2019re applying for and the company\u2019s culture (because every company has one, whether intentional or unintentional). If a flexible schedule is important to you, but the company doesn\u2019t offer one, focus on something else. If you like constant direction and support and the company expects employees to self-manage, focus on something else.<\/p>\n Find ways to highlight how the company\u2019s environment will work well for you \u2014 and if you can\u2019t find ways, don\u2019t take the job, because you\u2019ll be miserable.<\/p>\n The goal of this question is to evaluate the candidate\u2019s reasoning ability, problem-solving skills, judgment, and possibly even willingness to take intelligent risks.<\/p>\n Having no answer is a definite warning sign. Everyone<\/em> makes tough decisions, regardless of their position. My daughter worked part-time as a server at a local restaurant and made difficult decisions all the time \u2014 like the best way to deal with a regular customer whose behavior constituted borderline harassment.<\/p>\n A good answer proves you can make a difficult analytical or reasoning-based decision \u2014 for example, wading through reams of data to determine the best solution to a problem.<\/p>\n A great answer proves you can make a difficult interpersonal decision, or better yet a difficult data-driven decision that includes interpersonal considerations and ramifications.<\/p>\n Making decisions based on data is important, but almost every decision has an impact on people as well. The best candidates naturally weigh all sides of an issue, not just the business or human side exclusively.<\/p>\n This is a tough question to answer without dipping into platitudes. Try sharing leadership examples instead. Say, \u201cThe best way for me to answer that is to give you a few examples of leadership challenges I\u2019ve faced,\u201d and then share situations where you dealt with a problem, motivated a team, worked through a crisis. Explain what<\/em> you did and that will give the interviewer a great sense of how you lead.<\/p>\n And, of course, it lets you highlight a few of your successes.<\/p>\n No one agrees with every decision. Disagreements are fine; it\u2019s what you do when you disagree that matters. (We all know people who love to have the \u201cmeeting after the meeting,\u201d where they\u2019ve supported a decision in the meeting but they then go out and undermine it.)<\/p>\n Show that you were professional. Show that you raised your concerns in a productive way. If you have an example that proves you can effect change, great \u2014 and if you don\u2019t, show that you can support a decision even though you think it\u2019s wrong (as long as it\u2019s not unethical, immoral, etc.).<\/p>\n Every company wants employees willing to be honest and forthright, to share concerns and issues \u2026 but to also get behind a decision and support it as if they agreed, even if they didn\u2019t.<\/p>\n I hate this question. It\u2019s a total throwaway. But I did ask it once, and got an answer I really liked.<\/p>\n \u201cI think people would say that what you see is what you get,\u201d the candidate said. \u201cIf I say I will do something, I do it. If I say I will help, I help. I\u2019m not sure that everyone likes me, but they all know they can count on what I say and how hard I work.\u201d<\/p>\n Can\u2019t beat that.<\/p>\n Ideally the answer to this should come from the employer: They should have plans and expectations for you.<\/p>\n But if you\u2019re asked, use this general framework:<\/p>\n Then just layer in specifics that are applicable to you and the job.<\/p>\n Many companies feel cultural fit is extremely important, and they use outside interests as a way to determine how you will fit into a team.<\/p>\n Even so, don\u2019t be tempted to fib and claim to enjoy hobbies you don\u2019t. Focus on activities that indicate some sort of growth: skills you\u2019re trying to learn, goals you\u2019re trying to accomplish. Weave those in with personal details. For example, \u201cI\u2019m raising a family, so a lot of my time is focused on that, but I\u2019m using my commute time to learn Spanish.\u201d<\/p>\n This is a tough one. You want to be open and honest, but frankly, some companies ask the question as the opening move in salary negotiations.<\/p>\n Try an approach recommended by Liz Ryan. When asked, say, \u201cI\u2019m focusing on jobs in the $50K range. Is this position in that range?\u201d (Frankly, you should already know \u2014 but this is a good way to deflect.)<\/p>\n Maybe the interviewer will answer; maybe she won\u2019t. If she presses you for an answer, you\u2019ll have to decide whether you want to share or demur. Ultimately your answer won\u2019t matter too much, because you\u2019ll either accept the salary offered or you won\u2019t, depending on what you think is fair.<\/p>\n Questions like these have become a lot more popular (thanks, Google) in recent years. The interviewer isn\u2019t necessarily looking for the right answer but instead a little insight into your reasoning abilities.<\/p>\n All you can do is talk through your logic as you try to solve the problem. Don\u2019t be afraid to laugh at yourself if you get it wrong \u2014 sometimes the interviewer is merely trying to assess how you deal with failure.<\/p>\n Don\u2019t waste this opportunity. Ask smart questions, not just as a way to show you\u2019re a great candidate but also to see if the company is a good fit for you \u2014 after all, you\u2019re being interviewed, but you\u2019re also interviewing the company.<\/p>\n Here goes:<\/p>\n If you weren\u2019t asked this question, ask it yourself. Why? Great candidates want to hit the ground running. They don\u2019t want to spend weeks or months \u201cgetting to know the organization.\u201d They don\u2019t want to spend huge chunks of time in orientation, in training, or in the futile pursuit of getting their feet wet.<\/p>\n They want to make a difference \u2014 and they want to make that difference right now<\/em>.<\/p>\n Great candidates also want to be great employees. They know every organization is different \u2014 and so are the key qualities of top performers in those organizations. Maybe your top performers work longer hours. Maybe creativity is more important than methodology. Maybe constantly landing new customers in new markets is more important than building long-term customer relationships. Maybe the key is a willingness to spend the same amount of time educating an entry-level customer as helping an enthusiast who wants high-end equipment.<\/p>\n Great candidates want to know, because (1) they want to know if they will fit in, and (2) if they do fit in, they want to know how they can be a top performer.<\/p>\n Employees are investments, and you expect every employee to generate a positive return on his or her salary. (Otherwise why do you have them on the payroll?)<\/p>\n In every job some activities make a bigger difference than others. You need your HR team to fill job openings, but what you really want is for them to find the right candidates, because that results in higher retention rates, lower training costs, and better overall productivity.<\/p>\n You need your service techs to perform effective repairs, but what you really want is for those techs to identify ways to solve problems and provide other benefits \u2014 in short, to build customer relationships and even generate additional sales.<\/p>\n Great candidates want to know what truly makes a difference and drives results, because they know helping the company succeed means they will succeed as well.<\/p>\n Is the job the candidate will fill important? Does that job matter<\/em>?<\/p>\n Great candidates want a job with meaning, with a larger purpose \u2014 and they want to work with people who approach their jobs the same way.<\/p>\n Otherwise a job is just a job.<\/p>\n Employees who love their jobs naturally recommend their company to their friends and peers. The same is true for people in leadership positions \u2014 people naturally try to bring on board talented people they previously worked with. They\u2019ve built relationships, developed trust, and shown a level of competence that made someone go out of their way to follow them to a new organization.<\/p>\n And all of that speaks incredibly well to the quality of the workplace and the culture.<\/p>\n Every business faces a major challenge: technological changes, competitors entering the market, shifting economic trends. There\u2019s rarely one of Warren Buffett\u2019s moats protecting a small business.<\/p>\n So while some candidates may see your company as a stepping-stone, they still hope for growth and advancement. If they do eventually leave, they want it to be on their terms, not because you were forced out of business.<\/p>\n Say I\u2019m interviewing for a position at your ski shop. Another store is opening less than a mile away: How do you plan to deal with the competition? Or you run a poultry farm (a huge industry in my area): What will you do to deal with rising feed costs?<\/p>\n Great candidates don\u2019t just want to know what you think; they want to know what you plan to do \u2014 and how they will fit into those plans.<\/p>\n These are the ten most frequently-asked interview questions that you can expect to face:<\/p>\n It is fair to say that you might not be asked every one of these questions at an interview. You may even be asked other, more bizarre ones, like \u2018if you were an animal, which would you be?\u2019<\/p>\n Such questions are designed to see how good you are at thinking on your feet so you cannot truly prepare for them. Just relax and say something sensible. For the other common interview questions, consider how you might answer them before you get face-to-face.<\/p>\n Talk about yourself in summary and avoid rambling. Your detailed work history can be found on your CV, after all, so focus on elements that you want to highlight rather than going through everything.<\/p>\n It is okay to discuss your personality and what ambitions you have. Ideally, you will give the interviewer a positive insight into how you would fit in as an employee.<\/p>\n An exhaustive list of adjectives, such as \u2018capable\u2019, \u2018hard-working\u2019 or \u2018diligent\u2019, won\u2019t really portray you well because anyone can make such claims about themselves. Instead, think about three things that you do well and give concrete examples.<\/p>\n If you are a strong organiser, for example, then talk about a project that you coordinated, or a new procedure that you formulated. If you are good with numbers, then talk about your skills with spreadsheets or financial matters.<\/p>\n Never say that you have no weaknesses. Everyone who does this comes across like they have simply not prepared for the interview. Likewise, avoid giving yourself a back-handed compliment, such as, \u2018I work too hard.\u2019<\/p>\n Remember that being able to identify a weakness is a strength. Focus on an area of your work that needs to be improved. You might have been trained in something that you\u2019d like to take to the next level, for example. Point out that this is a weakness, but something you have identified and are focusing on resolving. Interviewers want to understand that you have the ability to be honest about yourself and to seek self-improvement.<\/p>\n If you are highly qualified for the job you are applying for, then you should point this out, but don\u2019t forget that other people being interviewed may match or exceed your suitability. In such cases, focus on what else you can bring to the job, perhaps with your soft skill set, like being able to integrate well with existing members of the team, for instance.<\/p>\n Don\u2019t give up on an interview if you\u00b4re not fully qualified for the job. Appeal to the interviewer\u2019s desire to hire someone with drive. If you are not the finished article, then point out how keen you are to learn and be mentored. Accentuate the positive aspects of what you can do now and how quickly you will be able to progress with what you don\u2019t know if hired.<\/p>\n This is your chance to talk about your wider ambitions and goals. It is okay to say you\u2019d like to progress on from the position on offer in most cases. Bosses want to hire people with determination so don\u2019t be shy about sounding ambitious or hungry for success. Ideally, try to contextualise your ambitions within the organisation that you are applying to join because this tends to go down better.<\/p>\n This is your chance to show that you have researched the company you are applying to work with. Avoid saying anything negative about your current employer which makes it seem you are simply after any job at all.<\/p>\n Typical things you might say are that the company operates in your chosen sector, that it provides a clearly structured career path and that the organisation has a good reputation. Don\u2019t simply trot these ideas out, though. Do your research!<\/p>\n This is one of the most troublesome questions for many interviewees. For some people, however, it causes no bother at all. It will depend on your personality as to how you feel talking about salary expectations. That said, there are some tips to help you deal with the question.<\/p>\n Firstly, it is okay to talk about pay in terms of ranges and not to be specific about a particular number. It is also okay to include other benefits, like healthcare, pensions and time off within the context of salary. Make sure you have looked at other, similar jobs being advertised in other organisations so that you have an idea of the pay rate in the market.<\/p>\n Motivation is personal, so there is no wrong answer that you can give. It might be down to your desire to succeed and build a career, but it might also be because you want to provide for your family \u2013 both perfectly good answers if you choose to give them. In some professions, caring or vocational motivations might be worth mentioning, too.<\/p>\n Many people say in their CV that they are good at working cooperatively or are team players, but few say what this actually means. Think about examples from your past that demonstrate your ability to build bridges, form networks or simply get on with people. This needn\u2019t be from your professional life. You could cite any examples from clubs or organisations to which you belong.<\/p>\n Answering this question well is especially important for people who want to be team leaders or to manage a department.<\/p>\n Always have at least one question prepared in advance. This is your chance to drill down into an area of the business that might not have been covered in the interview. Alternatively, you may simply like to ask for feedback on how you have done in the interview.<\/p>\n A good tip is to pick up on something that has been mentioned in passing by the interviewer about the job. Ask him or her to expand on this. Not only does it make you appear interested, but it shows that you have been listening attentively to what has been said. It should leave the interviewer with a good final impression of you.<\/p>\n These ten questions are certainly not the only ones that can be posed, but they are the most common ones. Remember that you don\u2019t need to answer all questions at an interview if you feel they are too personal or you are not comfortable with them. Getting yourself prepared for common questions is necessary prep work before attending an interview.<\/p>\n Don\u2019t make the answer come across as rehearsed; rather, just remember the gist of your answer and then let the sentences flow freely during the interview, which gives the interviewer a much better impression of you. Good luck!<\/p>\n<\/div>\n\n","protected":false},"excerpt":{"rendered":" 1. \u201cTell me a little about yourself.\u201d If you\u2019re the interviewer, there\u2019s a lot you should already know: The candidate\u2019s resume and cover letter should tell you plenty, and LinkedIn and Twitter…<\/p>\n","protected":false},"author":1,"featured_media":16504,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-7799","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-all-posts"],"_links":{"self":[{"href":"https:\/\/www.uptymes.com\/edu\/wp-json\/wp\/v2\/posts\/7799","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.uptymes.com\/edu\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.uptymes.com\/edu\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.uptymes.com\/edu\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.uptymes.com\/edu\/wp-json\/wp\/v2\/comments?post=7799"}],"version-history":[{"count":0,"href":"https:\/\/www.uptymes.com\/edu\/wp-json\/wp\/v2\/posts\/7799\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.uptymes.com\/edu\/wp-json\/wp\/v2\/media\/16504"}],"wp:attachment":[{"href":"https:\/\/www.uptymes.com\/edu\/wp-json\/wp\/v2\/media?parent=7799"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.uptymes.com\/edu\/wp-json\/wp\/v2\/categories?post=7799"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.uptymes.com\/edu\/wp-json\/wp\/v2\/tags?post=7799"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}2. \u201cWhat are your biggest weaknesses?\u201d<\/h2>\n
3. \u201cWhat are your biggest strengths?\u201d<\/h2>\n
4. \u201cWhere do you see yourself in five years?\u201d<\/h2>\n
5. \u201cOut of all the other candidates, why should we hire you?\u201d<\/h2>\n
6. \u201cHow did you learn about the opening?\u201d<\/h2>\n
7. \u201cWhy do you want this<\/em> job?\u201d<\/h2>\n
8. \u201cWhat do you consider to be your biggest professional achievement?\u201d<\/h2>\n
9. \u201cTell me about the last time a co-worker or customer got angry with you. What happened?\u201d<\/h2>\n
10. \u201cDescribe your dream job.\u201d<\/h2>\n
11. \u201cWhy do you want to leave your current job?\u201d<\/h2>\n
12. \u201cWhat kind of work environment do you like best?\u201d<\/h2>\n
13. \u201cTell me about the toughest decision you had to make in the last six months.\u201d<\/h2>\n
14. \u201cWhat is your leadership style?\u201d<\/h2>\n
15. \u201cTell me about a time you disagreed with a decision. What did you do?\u201d<\/h2>\n
16. \u201cTell me how you think other people would describe you.\u201d<\/h2>\n
17. \u201cWhat can we expect from you in your first three months?\u201d<\/h2>\n
\n
18. \u201cWhat do you like to do outside of work?\u201d<\/h2>\n
19. \u201cWhat was your salary in your last job?\u201d<\/h2>\n
20. \u201cA snail is at the bottom of a 30-foot well. Each day he climbs up three feet, but at night he slips back two feet. How many days will it take him to climb out of the well?\u201d<\/h2>\n
21. \u201cWhat questions do you have for me?\u201d<\/h2>\n
22.<\/strong> \u201cWhat do you expect me to accomplish in the first 90 days?\u201d<\/h2>\n
23. \u201cIf you were to rank them, what are the three traits your top performers have in common?\u201d<\/h2>\n
24. \u201cWhat really<\/em> drives results in this job?\u201d<\/h2>\n
25. \u201cWhat are the company\u2019s highest-priority goals this year, and how would my role contribute?\u201d<\/h2>\n
26. \u201cWhat percentage of employees was brought in by current employees?\u201d<\/h2>\n
27. \u201cWhat do you plan to do if\u2026?\u201d<\/h2>\n
\n
1. What can you tell me about yourself?<\/h2>\n
2. Can you list your strengths?<\/h2>\n
3. What weaknesses do you have?<\/h2>\n
4. Why should I consider hiring you?<\/h2>\n
5. Where do you see yourself five years from now?<\/h2>\n
6. Why do you want to work here?<\/h2>\n
7. What is your salary expectation?<\/h2>\n
8. What motivates you?<\/h2>\n
9. What makes a good team player?<\/h2>\n
10. Is there anything that you would like to ask me?<\/h2>\n