101 Great Answers To The Toughest Interview Questions © http://dougleschan.com/the-recruitment-guru/tell-me-about-yourself/job-interview-questions-and-answers-part-3-tell-me-about-yourself/


This is an excellent guide to attend interviews. 101 Great Answers To The Toughest Interview Questions contains a collection of all possible interview questions and how to answer and face them in a typical interview. A prospective job seeker can also get excellent tips to cracking hard interview questions in this video.

Learn to crack your interview today!

The interviewing process is a kind of sale. In this case, you are the product—and the salesperson. If you show up unprepared to talk about your unique features and benefits, you’re not likely to motivate an interviewer to “buy.”

The sad fact is that many job candidates are unprepared to talk about themselves. You may have mailed a gorgeous resume and cover letter. You may be wearing the perfect clothes on the day of the interview. But if you can’t convince the interviewer—face to face—that you are the right person for the job, you aren’t likely to make the sale.

Too many candidates hesitate after the first open-ended question, then stumble and stutter their way through a disjointed litany of resume “sound bites.” Other interviewees recite canned replies that only highlight their memory skills.

The days of filling out the standard application and chatting your way through one or two interviews are gone. These days, interviewers and hiring managers are reluctant to leave anything to chance. Many have begun to experiment with the latest techniques for data-gathering and analysis. For employers, interviewing has become a full-fledged science.

More employers seem to be looking for a special kind of employee—someone with experience, confidence, and the initiative to learn what he or she needs to know. Someone who requires very little supervision. Someone with a hands-on attitude—from beginning to end.

Because employers can’t tell all that from a job application and a handshake, here’s what they’re making you do:

Pass the test(s). You’ll probably have to go through more interviews than your predecessors for the same job—no matter what your level of expertise. Knowledge and experience still give you an inside edge. But these days, you’ll need stamina, too. Your honesty, your intelligence, your mental health—even the toxicity of your blood—may be measured before you can be considered fully assessed.

Brave more interviews. You may also have to tiptoe through a mine field of different types of interview situations—and keep your head—to survive as a new hire.

Don’t go out and subscribe to a human resources journal. Just do all you can to remain confident and flexible—and ready with your answers. No matter what kind of interview you find yourself in, this approach should carry you through with flying colors.

Let’s take a brief, no-consequences tour of the interview circuit.

What (Who) are You Up Against?

There are three predominant interviewing types or styles: the Telephone Screener, the Human Screen, and the Manager. Which is which, and why would someone be considered one or the other? While personal temperament is one factor, the adoption of one or the other style is primarily a function of the interviewer’s role in the organization and his or her daily workload.

The Human Screen

Many human resource and personnel professionals fall into this category. For these people, interviewing is not simply just a once-a-quarter or once-a-month event, but rather a key part of their daily job description. They meet and interview many people,
and are more likely than either of the other two categories to consider an exceptional applicant for more than one possible opening within the organization.

A primary objective of the Human Screen is to develop a strong group of candidates for Managers (see category three) to interview in person. To do this, of course, they must fend off many applicants and callers—a daunting task, because the Human Screen or the department in which he or she works is often the only contact provided in employment advertisements.

Among the most common reasons for removal from the Human Screen’s “hot” list are: lack of formal or informal qualifications as outlined in the organization’s job description; sudden changes in hiring priorities and personnel requirements; poor performance during the in-person interview itself; and inaction due to the Human Screen’s uncertainty about your current status or contact information. That last reason is more common than you might imagine. Human Screens are constantly swamped with phone calls, resumes, and unannounced visits from hopeful applicants. Odds are that despite their best efforts, they sometimes lose track of qualified people.

Subscribe to our Channel at

Follow us on our Official Facebook Fanpage at

Link to this video


49 thoughts on “101 Great Answers To The Toughest Interview Questions © http://dougleschan.com/the-recruitment-guru/tell-me-about-yourself/job-interview-questions-and-answers-part-3-tell-me-about-yourself/

  1. I just realized what AN ACTUALly HONEST business
    school would have to tell teenagers who're hopeful about getting a high-paid
    corporate job= promise your boss that, for his profit, you will: "ROB THE
    POOR; HATE THE POOR/MIDDLE CLASS; HATE/poison The PLANET; cover up all your bosses' planet-destroying crimes"! in order to be a 'success', you must promise your boss that you'll laugh at all who recommend you pursue decency instead of sadistic, psychotic greed. Call me to learn genuinely effective tactics to force democratic rule= Bill Kahn 714-794-5116

  2. 16:47 "Know Thyself"
    22:49 Screening interview
    27:48 Stress Interview
    31:56 1:55:44 2:03:15 Situational Interview [hypothetical questions]*
    32:45 1:04:17 reason for probing
    33:02 How you handled yourself in a disaster situation
    33:49 answer
    34:24 Group interview
    37:02 What the Hiring manager is looking for
    38:10 49:53 How to ACE any interview***
    41:27 How to make a “Personal Inventory” for interview

    40:45 Tell me about yourself
    42:44 Sales interview answers
    45:04 2:01:59 lack of experience***
    46:31 58:53 1:37:19 1:42:54 Manager interview answers
    59:47 Fiscal duties/Budgeting questions

    52:05 Why did you leave your last job?
    54:49 Fired/laid-off [don’t dwell on the negative, what have you learned]
    55:17 Job hopping/quitting job ***
    56:52 1:02:40 **********Answer***********
    1:01:00 how long have you been looking for work
    1:06:06 Hardest questions
    1:06:48 1:07:27 How to answer them
    1:07:52 1:09:16 Talk about worst boss/Answers**

    Questions about fitting into organization
    1:11:18 1:12:14 Organized habits/Answers
    1:12:40 1:13:04 Handling Change/Answers
    1:14:01 1:14:34 Making decisions/Answers
    1:15:19 Handling pressure
    1:15:47 Anticipating problems
    1:16:32 Are you a Risk taker
    1:17:00 What are your regrets
    1:18:15 1:36:01 How you interact with people
    1:21:54 Questions about last job
    1:31:37 Questions about our job/company
    1:33:40 “Ideal Job”
    1:40:35 What is failure to you?
    1:41:27 Where do you see yourself in five years
    1:42:20 Any new objectives/goals
    1:43:28 Definition of a Manager
    1:45:57 Personal Questions***
    1:59:01 2:00:13 Do you want your bosses job?/Answer
    2:01:09 Handling least interesting job duties

    2:06:40 1st interview out of school/college
    2:10:06 Different careers from degree major
    2:12:36 Interview trap
    2:14:18 2:33:04 TRICK Questions
    2:16:32 Solution
    2:21:34 Inappropriate questions
    2:36:23 Know your rights
    2:40:26 2:40:46 2:41:26 Questions for the end of interview
    2:53:32 Salary Negotiations
    2:58:38 After-interview Protocol
    3:00:33 Epilogue

  3. Ensure that you answer the first question well enough to create an interest among the interviewers. If an interviewer asks you to answer questions in a particular language, there is a reason. Your answers must be able to invigorate the interviewers. They may be tired when your turn comes.

  4. Hi +Interview Q & A

    How are you?

    Recently I was surfing on Youtube. I come to know about your Youtube Channel. I have viewed so many of your videos. I become fan of your videos and style of making it and represent your ideas.

    I am so curious to know about How did you start this? please tell your story

    Who did you inspire to motivate to make this amzing and useful videos.?

    Why did you start this channel?

    How many hours do you give in a week? do you work full time or work on weekends?

    Which kind of opportunities do you start getting after making this videos?

    How much money do you get from google adsense?

    Is it good idea to make videos for full time?

    What do you think if everyone start making their own youtube channel to teach something then what will be the future of education?

    How much money did you invested to record and edit this videos?

    Do you your own studio?

    which tools do you use to record these videos and which software do you use for editing?

    What message and tips do you like to inspire others to make educational youtube videos?

  5. There are some great pieces of advise in the recording provided, but to succeed in a  job interview is to get the best package, not merely the job offer. Ignore the belittling language used.
    1) Fact is, most employers are hungry for good candidates, and you are probably best qualified candidate to walk through their office, or you would not have bothered applying, and they would not have made the effort;
    2) Fact is most recruiters hiring for senior executive roles are looking for soft skills like tact, facts assessment, and assertiveness; particularly in finance, strategy and communications
    3) Fact is, post 2008, the new focus in HR is to hire well balanced, highly skilled people, who like being happy because they make better decisions, can bear more responsibilities and outperform anyone else, and mostly effortlessly; and when recruiters find such a candidate they make the package work for the candidate to get the candidate onboard quickly cos it makes business sense.
    4) This package makes profits and makes thriving work environments – particularly important where businesses are large brands which are profit driven and socially aware.

  6. Having a "Stress Interview" is discussed at 27:44 – very helpful explanation of what it is and how to handle this scenario more effectively (instead of getting angry and frustrated) (solution starts at 29:58

    Situational interview technique starts at 31:36.

    32:43 begins section on digging into your past, how you handled yourself in difficulties, etc.

    Discussion of team interview starts at 34:04

    Beginning at 38:10, tips for relaxing and acing a job interview.  

    At 41:30, a great summary list of topics that will help answer "tell me about yourself" in less than a minute, followed by a deconstructed example, and tips for constructing your own answer.

    Laid off or fired? How to answer that question at 53:00.

    Job history:  job hopping or being someplace a long time?  How do you answer? starts at 55:25

    At 1:02:00, tips on using the word "more" as a way of emphasizing what you are seeking, and other ways to emphasize your suitability.

  7. Great info! Additionally, increasingly more employers also use pre-employment personality tests to screen candidates, sadly many qualified candidates are screened because they do not know how to handle the tests. A good source is at http://www.acejobtest.com which offers free pre-employment personality test simulations.

  8. Funniest true story I ever heard.  My husband was being interviewed and another candidate was next to him.  The interviewer asked them why they want to work there, and the other guy responded by saying: "I got me a food jones!"  No need to say my husband got the job.  LOL

Leave a Reply

Your email address will not be published. Required fields are marked *