15 most challenging job interview questions and how to answer them Effectively |Read Now |

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Job interviews can be  very disastrous if the candidate is not prepared enough especially for some tough questions that can be asked.

Interviewers use the interview as an opportunity to spot the really talented candidates who also have emotional intelligence, while screening out the rest of the job seekers. To improve your chances of landing a job, here are some of the fiftenn most chalenging questions and what is expected from the candidate.

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1.What can you offer us that someone else cannot?

A solid candidate can name specific skills, abilities, or understandings they have that apply directly to the job that other candidates are unlikely to have, or that are in short supply.

2.What do you know about our company?

Look for an answer that shows they’ve really done their homework and know what the company does, and they’re aware of any important current events that involve the company, and the work culture.

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3.What is your desired salary?

This is one of the best job interview questions for screening. Look for a number or range that falls within the market rate and matches their level of mastery of skills required to do the job.

4.Tell me about yourself.

Look for an answer that gives the interviewer a glimpse of the candidate’s personality, without veering away from providing information that relates to the job. Answers should be positive and not generic.

5.What is your greatest achievement outside of work?

This question reveals a lot about the candidate’s personality and drive. Look for candidates that have achieved something that requires plenty of time, hard work, and sacrifice. This type of work ethic will be beneficial for long-term projects.

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6.Tell me about a time you faced a conflict while working as part of a team.

A good candidate answers this behavioral interview question by naming a specific conflict and can talk constructively about how it was resolved without getting overly negative.

7.What is the most difficult problem you have had to solve?

Look for answers that name a real problem, talk about specific steps taken to resolve it, and any processes developed to ensure that it would be solved more quickly next time, or would not arise again.

8.How many other jobs are you applying for?

This is one of the standard interview questions used in stress interviews. The candidate should be able to stay calm, not get irritated that they’re being put on the spot, and answer the question honestly.

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9.What would you like to achieve within your first month on the job?

If a candidate has researched the company and the position, he or she will have some idea of what is expected of them and what they aim to achieve when they arrive. Top candidates will set realistic goals that will benefit the company and showcase their skills.

10.What is your strategy for working with people who annoy you?

This question reveals a lot about the candidate’s character and how they maintain professional relationships. Not everyone in the office is going to get along. Strong candidates use proactive measures to create a positive office environment while remaining assertive.

11.What are three positive things your former boss will say about you?

This is another way of asking “what are your strengths?” Except, in this case, the candidate can name anything that they feel will be advantageous to the company including soft skills, hard skills, personality traits, or work experience.

12.How long do you think it will take for you to make a significant contribution to this company?

This is a difficult question to answer and should be asked towards the end of the interview process. If the candidate has researched the company and the position, they should have a good idea of what they can bring to the table with their experience and skills. Based on this, they should be able to give you a well-thought-out response using deductive logic.

13.How would you deal with working under someone who is younger or less experienced than you?

It may be difficult for some candidates to work under a manager who is younger or less experienced than them. In today’s corporate environment, this is a very real possibility and candidates should be able to respect and work hard for their managers no matter who they are.

14.What are your strengths?

The consensus is to go for quality, not quantity here. Candidates should give a short list of strengths, and back each one up with examples that illustrate the strength.

15.What are your weaknesses?

Candidates should talk about a real weakness they’ve been working on improving. For instance, they’re not good at public speaking, but they’ve been taking a course to help them improve.

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