Special Interview Questions

Following are some common interview questions which people often have difficulty answering, and an explanation of how to handle them.

These are often non-directive questions as the employer wants to see where you will go with your answer. You should mention your relevant background, education, experience, skills, and personal attributes. Always keep in mind the position which you are applying to, and link the information to it. This is not the bulk of the interview, so keep the answer relatively brief and to the point. The most common opening question is "Tell me about yourself." An example of how to respond to such a question is provided here. Another less common opening question is "What can I do for you today?" This question "throws" many people as one's first reaction might be to think "What do you mean? I'm here for an interview!" This could be considered a type of stress question. Maintain your composure, and answer the question as completely as you can.

In a negative question, the employer asks you to identify a weakness in yourself or to describe a situation in which you performed poorly. If you are asked a negative question, answer honestly, but always turn it around and end on a positive note. If you are asked to identify a weakness, you do have to identify one. However, don't choose a weakness that is central to the job and that will eliminate you from the competition. Further, always state what you have done to overcome the weakness and/or demonstrate how it's not such a bad thing after all. If you are asked to identify a situation in which you performed poorly, choose one that is not closely related to the duties you would be performing on the job. Also, be sure to state what you learned from that mistake, and how you would handle the situation differently next time.

Sometimes employers ask questions that violate the Human Rights legislation relating to employment. It is important to understand that Human Rights legislation exists at both the federal and provincial levels, and is not necessarily consistent across all provinces. Which legislation an employer falls under depends on the nature of the company. For example, working at a local biological research laboratory may fall under provincial jurisdiction while a nuclear research facility would fall under federal. To verify which law an employer would fall under, or for more information, you can:

• contact Student Employment Services, or
  
  
• contact either the Manitoba Human Rights Commission at (204) 945-3007 or the Canadian Human Rights Commission at (204) 983-2189

Often, employers may not be aware that they are breaking the law, thinking that they are simply making conversation. You have every right to refuse to answer an illegal question, but be aware that if you do refuse to answer in a confrontational manner, it may have an impact on the interviewer's impression of you.

There are many illegal questions that an employer might ask. Protected subjects include: race, religion, age, marital status, gender (including pregnancy), sexual orientation, family status, national or ethnic origin, handicap or disability. Examples of some of these are:

Some options in responding include:

How you handle these types of questions is really a personal decision. Some people might feel comfortable answering; others may not. Many people find it best to "work around" the question, as with the afore-mentioned options.

NOTE: For students applying for employment outside of Canada, remember that the legality of enquiries made by potential employers varies greatly throughout the world.

When responding to a question which asks you to state your salary expectations, it is important that you have done your research and that you are flexible. If you know what others in similar types of positions earn, you can back up your request with that information. You should always suggest a range, as some organizations may offer other opportunities (such as training or potential advancement) that may make it worthwhile to accept less than you normally would. Also, consider factors such as access to a company vehicle. Student Employment Services has information on salary ranges for many different professions.

Salary Negotiations

When entering into discussions of salary, benefits, etc., it is crucial that you know your market value before you enter that room! As the above example illustrates, salary surveys can help. Another avenue is to speak with people working in that particular industry, and ask for a range (don't ask individuals for their specific salary). As well, prior to negotiations, consider what your lowest acceptable salary would be, keeping in mind factors such as the different 'costs of living' in various locations.

Be prepared to justify any salary you suggest. To do this, cite your relevant experience, training and past achievements as in the above example. You may want to suggest a salary range, and then immediately ask the employer what the range for the position is.

If you are concerned that your previous position's low wage might affect the salary which you are offered today, be ready to discuss your skill level at present. You may now be completed your program, have had considerable related experience or added specific skills to your inventory.

Finally, if your negotiations involve productivity bonuses, profit sharing or something similar, it is fine to ask for details such as, "In the past, how have people in this or similar positions benefitted from these? Such programs would certainly affect my desired salary."

NOTE: Interviews are like anything else - the more you practice, the better you become. You can never anticipate every question that you will encounter, but there are "classic" interview questions. Here is a list of questions which are often used by interviewers. Practice responding to these questions - in front of a mirror, into a tape recorder, or with a friend.