Appendix B. Questions to think about
This appendix consolidates all of the book’s “Think about” prompts into a practical self-coaching guide for interview preparation. It encourages candidates to reflect on past experiences, anticipate common and challenging scenarios, and craft clear, authentic, and concise stories. The emphasis is on self-awareness, structured thinking, and purposeful practice so candidates can avoid traps, demonstrate fit, and communicate value before, during, and after interviews.
The questions span foundational topics—shaping “Tell me about yourself,” explaining job transitions, framing weaknesses constructively, and addressing special situations—through to core interpersonal capabilities. Candidates are guided to surface examples that show humility, credibility-building, collaboration across levels, influence without authority, and thoughtful engagement with diversity and conflict. A significant thread focuses on resilience: persuading others, thinking on one’s feet, overcoming obstacles, managing stress, learning from failure and feedback, and revisiting decisions with insight into what to do differently now.
Further prompts target leadership and talent practices, from defining style and trust-building to hiring approaches, morale, team dynamics, and motivation. They probe problem solving and execution—diagnosing complex issues, articulating reasoning, making difficult decisions, planning and organizing work, clarifying scope, navigating change, and negotiating effectively. Role-specific sections help candidates curate impact stories across senior leadership, operations, sales, marketing, finance, IT, and HR. The appendix closes with performance hygiene: practicing without sounding canned, building quick rapport, asking thoughtful questions, “closing the sale,” listening fully to avoid rambling, recovering when you lose your place, tailoring to different stakeholders, and interpreting employer signals to steer next steps.
B.12 Chapter 12: How to deal with bad interviewers (and really good interviewers)
- What kinds of interviewers have you talked with in the past?
- Which of the types of interviewers described do you find difficult to interact with? What could you do to make it easier for you?
- What did you think of Maya’s interview with Valerie? What, if anything, would you do differently in her shoes?
- Which of our authors’ insights resonated with you the most?
- How will you use this information to help you prepare for and perform in future interviews?
FAQ
What is the purpose of Appendix B and how should I use it?
- Treat it like a self-coaching workbook to surface your best examples before you interview.
- Scan all sections, then pick the prompts most relevant to your target role.
- Draft brief STAR/CAR stories (Situation/Task–Action–Result) for each prompt.
- Quantify outcomes, extract lessons learned, and note how you’d do it differently now.
- Rehearse out loud until each story is clear, concise, and confident.
Which sections should I prioritize when I’m short on time?
- Start with common questions and special situations to cover universal topics.
- Pick 6–8 prompts from interpersonal, perseverance, leadership, and problem-solving.
- Focus your job-function area to tailor stories to the role you want.
- Review pitfalls (homework, listening, “sounds good but isn’t”) to avoid preventable mistakes.
How do I turn these prompts into strong interview stories?
- Use STAR/CAR: set context (S/T), explain what you did (A), and quantify outcomes (R).
- Keep stories 60–120 seconds; reserve deeper detail for follow-ups.
- Highlight decisions, trade-offs, and stakeholder impacts to show judgment.
- End with a takeaway that links to the target role’s requirements.
How should I address weaknesses, failures, or job exits constructively?
- Lead with accountability and context, share the core lesson, then show what you changed.
- Use a positive–negative–positive structure to stay balanced and credible.
- Avoid blaming people; focus on facts, actions, and outcomes.
- Keep it brief, honest, and forward-looking.
How do I prepare for “Tell me about yourself” and “Why should we hire you?”
- Craft a 60–90 second career headline: relevant background, 2–3 strengths, proof points.
- Map your value to the role’s top priorities; cite 1–2 quantifiable wins.
- Close with why this role/company now and what you aim to deliver in the first 90 days.
What’s the best way to practice without sounding canned?
- Rehearse bullet points, not scripts; vary wording while keeping structure.
- Record yourself to tighten fillers and rambling; aim for crisp transitions.
- Do mock interviews with a partner; get feedback on clarity, brevity, and impact.
- Rotate stories so you can adapt to different questions on the fly.
How do I tailor my answers for different interviewers and stages?
- Recruiter screen: high-level fit, motivation, compensation basics.
- Hiring manager: depth on impact, decision-making, and role-specific examples.
- Peers/cross-functional: collaboration, conflict resolution, communication.
- Leaders: business outcomes, strategy, trade-offs, and scale.
- Adjust jargon for non-technical audiences and go deeper with technical interviewers.
How can I best demonstrate interpersonal skills, influence, and inclusion?
- Choose examples with clear stakeholders, tensions, and measurable outcomes.
- Show how you built credibility, aligned interests, and de-escalated conflict.
- Highlight collaboration across levels/backgrounds and what you learned.
- Emphasize respect, transparency, and results that benefited the broader team.
What if I miss the heart of a question, start rambling, or forget mid-answer?
- Pause, paraphrase the question, and confirm before answering.
- Use a structure (STAR) to stay on track; if you drift, reset with “In short…”
- If you forget, ask for a quick repeat or restart: “Let me take that from the top.”
- Practice 2–3 anchor points per story to reduce blanking.
How do I close the interview and ask smart questions?
- Prepare 3–5 questions about priorities, success metrics, challenges, and team dynamics.
- Tailor a question for each interviewer’s role (recruiter, manager, peer, leader).
- Close with your value summary, enthusiasm, and a clear ask on next steps and timeline.
- Follow up with a concise, personalized thank-you that reinforces your key fit.
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