The purpose of an interview is to see if the candidate will be a good fit for the job, which entails assessing the candidate's skills and knowledge. Is it necessary for her to be a compassionate leader? Inquire about it. Is it necessary for her to take your firm public? Inquire about it.

If you're the candidate, explain why you chose particular positions. Explain why you had to leave. Explain why you choose the school you did. Explain why you chose to attend graduate school. Discuss why you took a year off to travel around India and what you learned from it. Connect the dots on your resume while answering this question so the interviewer understands not only what you've done, but also why.

Every candidate knows how to respond to this question: simply choose a fictitious flaw and magically change it into a hidden strength! Consider the following scenario: "My greatest flaw is becoming so engrossed in the work that I lose track of time. When I glance up every day, I see that everyone has gone home! I know I should be more attentive of the time, but I can't think about anything else when I'm enjoying what I'm doing."

So your "worst flaw" is that you'll work more hours than the rest of the team? Great.

A better strategy is to pick a real flaw that you're attempting to overcome. Let us know what you're doing to address that flaw. Although no one is perfect, demonstrating your willingness to honestly examine yourself and then seek ways to improve comes pretty near.

Deliver a crisp, well-thought-out response Make sure everything is clear and precise. Don't just claim that you're an excellent problem solver: Give a couple of examples that are relevant to demonstrate your problem-solving abilities. Don't just state you're an emotionally smart leader: Give a few instances to demonstrate that you know how to respond to the unasked question.

In other words, don't just say you have particular qualities; demonstrate them.

This question can be answered in one of two ways. Candidates try to demonstrate their enormous ambition (since they believe that's what you want) by responding with an overly enthusiastic response: "I want your job!" Or they try to demonstrate their humility (because they believe that's what you want) by giving a timid, self-deprecating response: "There are a lot of talented people in this town. I simply want to perform a fantastic job and see where my abilities lead me."

You learn nothing in either instance, except perhaps how well candidates can sell themselves.

Since a candidate can't compare himself to strangers, all he can do is convey his great passion, ambition, and commitment and... well, basically beg for the job. (An excessive number of interviewers ask the question and then sit back with their arms folded, as if to say, "Go ahead and do it. I'm paying attention. Try to persuade me ")

Now let's dig a little deeper. Talk about how the position is a perfect fit for what you want to accomplish in the near and long term, not merely why the organization is a great place to work for.

This is an interview question that requires a response that is relevant to the position. If you claim your finest accomplishment was increasing throughput by 18% in six months but you're applying for a human resources leadership position, that answer is interesting but ultimately meaningless. Instead, tell about how you "rescued" an underperforming employee, how you overcame departmental infighting, or how many of your direct reports have been promoted.

The idea is to showcase accomplishments that will allow the interviewer to see you in the role and see you succeed.

Relevance, relevance, and relevance are three words that indicate how you should respond to this question.

This isn't to say you have to make anything up. Every job has something to teach you. In every career, you may improve your skills. Work backward: Identify aspects of the position you're interviewing for that will help you if you eventually secure your dream job, and then explain how those aspects pertain to what you want to do.

And don't be hesitant to confess that you may want to move on at some point, whether to work for another company or, better yet, to establish your own. Employers no longer expect employees to stay with them "forever."

Let's start with what you shouldn't say
Don't bring up how difficult your employer is. Don't bring up how you don't get along with your coworkers. Don't speak ill of your employer.

Instead, concentrate on the advantages that a change will offer. Make a list of what you wish to accomplish. Discuss what you'd like to learn. Discuss how you want to advance, what you want to achieve, and how a change will benefit both you and your new organization.

It's difficult to respond to this question without resorting to platitudes. Instead, share some leadership examples. "The best way for me to answer that is to give you a few examples of leadership problems I've faced," say, and then explain situations in which you dealt with a problem, motivated a team, or handled a crisis. Explain what you did, and the interviewer will get a good sense of how you lead.

It also allows you to showcase a couple of your accomplishments.

The best answer to this question is - "I think people would say that you get what you see, If I say I'm going to do something, I'm going to do it. If I say I'll assist, I'll assist. I'm not sure everyone likes me, but they all know they can count on me to say what I mean and work hard."
That's an unbeatable answer

Use this general framework if you're asked:

• You'll put in the effort to figure out how your employment adds value, and you'll stay busy doing the appropriate things.
• You'll discover how to service all of your stakeholders, including your boss, workers, peers, customers, suppliers, and vendors.
• You'll concentrate on doing what you do best — you'll be hired because you have specific abilities, which you'll use to make things happen.
• You'll make a difference with clients and coworkers by bringing passion, focus, and a feeling of commitment and teamwork to the table.
• Then just add in the details that are relevant to you and your profession.

Many firms place a high value on cultural fit, and they evaluate outside hobbies to determine how you will fit into a team.

Nonetheless, resist the need to lie. Concentrate on activities that imply growth, such as skills you're attempting to learn or goals you're trying to achieve. Fill in the blanks with personal information. "I'm raising a family, so I spend a lot of my time on that," she says, "but I'm using my travel time to study Spanish."

Don't let this chance pass you by. Ask thoughtful questions, not only to demonstrate that you're a strong applicant but also to determine whether the company is a good fit for you — after all, you're being interviewed while simultaneously interviewing the company.

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