# 11 – What would your former boss/colleagues say about you?
An objective view of how others see you and your performance is a valuable commodity to interviewers. Micah Stanford from Management Recruiters of Salt Lake City said, "People have to know how they are perceived, if they can’t answer this question, they don’t know how their behavior effects other people." Understanding one’s strengths and limitations can positively influence teamwork and draw attention to areas where improvement is needed.
Elizabeth Baars of Wisconsin's Gilson, Inc. adds, "The idea behind this question is to try to get them to look at themselves through the eyes of one of their colleagues. It is easy to ask them what they consider to be their strengths and weaknesses but when you ask them to answer this from someone else's point of view it makes them think more. I am looking for a real team player that can positively look at both their good and bad points and see that their fellow team players can do this too."
# 10 – Why are you interested in this position? Our company?
As is the case with many of the top questions asked, the interviewer is seeking to find out if the candidate is compatible with both the company and the role they will play within it. Interviewers want to know: Is the candidate is eager to work for their particular company; Is it the position itself that entices them or do they simply just want a change.
Steve Wynn of Motor Cargo finds this question valuable in assessing a candidate's drive, "The more that they talk and respond the better handle one gets on their character. People that have looked us up on the Web site, or spoken with others that work here, or perhaps spoken with those that have done business with us, are showing me some thought processes and actions, that not all applicants possess. That has meaning to me."
According to Kim Morgan of State Farm, this question also gives the candidate a chance to gain further information and clarification about the position for which they are applying, "What I am looking for is to see whether the candidate has a true understanding of what this position entails. Sometimes the candidate has not done any research or listened during our dialogue and is not suited for the position. This particular interview question is a chance for the candidate to gain clarity, as I always encourage questions and a free flow of information. I am looking for a long-term employee relationship and I want to make sure that the candidate has a clear idea of what the expectations are prior to making a commitment."
Questions 15 & 14
Questions 13 & 12
-J. Michael Worthington, Jr.
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