United International University

School of Business and Economics

MBA/EMBA Program/Summer 2020
Chapter 6: Interview
Google’s Job Interview Questions
Good questions are unexpected and thus difficult to script answers for - they’re not just the
common interview questions every candidate knows to prepare for - like “tell me about
yourself,” “walk me through your resume,” or "why do you want to leave your current
company?" To help hiring managers and human resources determine whether the person sitting
across the table will become a top employee.

Q1. Tell me about a time you took a risk and failed.

This is Jeff Moore's favorite interview question - Jeff is Head of Staffing for Google’s Consumer
Hardware business.
What to look for in an answer for this type of question.
You want to see the applicant showcase their honesty, instead of trying to spin a negative into a
positive. A great candidate will speak candidly about their difficulties and will own their
mistakes.
Ideally, they will also talk about what they learned without being pressed. Hiring someone who
learns from their mistakes and focuses on constant improvement is key.
Variations:
 How do you handle frustration?
 What's the biggest professional challenge you've faced?
 Can you tell me about a time you overcame a setback?

Q2. What is an accomplishment you're proud of and why?

What to look for in an answer for this type of question.
When you ask this question in a job interview, you want to see your interviewee tell you about
something they’ve achieved. What they accomplished is less important than the way that they
talk about it. Are they a methodical problem solver, or do they charge into problems head first
without a plan?

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Their answer can also give you more insight into what this person values and what they want
long term, and how those things align with the role. A salesperson who’s proud of quickly
paying off their student loans shows thrift and that they’ll understand the value of your
customers’ money. A manager who’s proud of their time volunteering at an after-school youth
group probably has strong conflict resolution and crisis management skills. Look beyond the
accomplishment itself to see what it says about your candidate.
Variations
 What’s your biggest achievement?
 Tell me about your proudest moment.
 Tell me about a time you achieved something you didn’t think you could?

Q3. What's the most complex or niche thing you know a lot about? Can you explain it to
me in five minutes or less?
What to look for in an answer for this type of question.
Hopefully, when you ask this question, the job candidate will demonstrate passion and
excitement in sharing their expertise. But the best answers are about a lot more than excitement.
You want to see that the candidate has the ability to concisely summarize and express multilevel
ideas without getting bogged down in the details or going off track.
The very best answers will also show strong communication skills, like pausing to ask whether
they've explained an idea well enough before moving on to the next idea. A great response will
feel more like a conversation than a flood of information or a vague high-level overview.
Variations:
 Your resume says you have experience in [the most complex thing on their resume].
What is [complex thing]?
 How would you describe this job in a 1 - 2 minute elevator pitch to someone who knows
nothing about it?
 If you had to explain [a high-level aspect of the job] to a grade-schooler, what would you
say?
Q4. If you join, how will you impact the team?
What to look for in an answer for this type of question.
You're looking for signs that your candidate did their homework and researched your company -
if they do their homework during the job search, they’ll be more likely to do their homework
when they work for you. They should know at least some information about what your company

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does and what goals you're moving toward. The top answers will be specific in explaining how
the applicant can contribute to those goals.
A response that indicates that they know their role well is good, but comments that show they're
an innovator who's already thinking in the direction your company is going are even better.
Variations:
 What skills do you bring to the table that someone else might not?
 If you get this job, what do you want to achieve first?
 What's something you think you could teach your team here to do better?

Q5. Tell me about the most unstructured environment you’ve ever worked in.
What to look for in an answer for this type of question.
The answer to this question helps you determine definitions. One person’s vision of
“unstructured” might be completely different than someone else’s, so what your applicant says
will let you know if they’re prepared for the structure of your open position.
Watch for the interviewee’s reactions. They may show you (or explicitly tell you) that they loved
working without structure. Or they may let you know that it isn’t a good fit for them. Different
roles call for different levels of oversight, so keep the position in mind to see if an applicant
would be a good fit.
If your applicant gets caught up on this question, don't worry. Lisa Metrinko suggests,
“Listen carefully and help guide a candidate if they are going off on a tangent. Candidates are
nervous, and it is important to coach a bit if needed as well as make the candidate feel
comfortable with the conversation. Lastly, ensure the candidate understands the question.”
Don't hesitate to explain the question if you need to.
Variations:
 Tell me about a period where you were responsible for your own work.
 Tell me about the most and least rigid work environments you’ve had. How did you feel
about them?
 How do you handle work when you don’t have a clear assignment?
Q6. What do you most want me to know about you that we haven’t covered yet?
What to look for in an answer for this type of question.
The best answers to this interview question are unexpected bonuses that don't neatly fit on a
resume. A potential new hire for an international franchise might be fluent in two other

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languages but never mentioned it. A candidate for a sales position may bring up the Etsy side
hustle they left out of their work experience. You may get additional depth and color around the
candidate's career goals. The pressure to have a one-page resume can lead to relevant experience
and other critical information being omitted.
You should also be on the lookout for good examples of “soft” skills. Since many positions,
technology jobs in particular, demand so many specialized technical skills, an applicant may not
mention experience that isn't directly relevant. But given the choice between two people with
similar tech experience, you'd probably prefer the candidate who also has excellent
communication and conflict-management abilities as well. This question will help you spot that
candidate.
Variations
 What skill makes you most suited to this job?
 Do you have any additional experience that prepares you for this job?
 Why should we hire you and not someone else?
Q7. Describe your process for the job you have applied for.
What to look for in an answer for this type of question.
A good answer might go over a typical workday and show some general knowledge of the job,
and that's just fine.
A great answer will give you more than that. You might hear something about a candidate's
workflow that's especially efficient or clever. Perhaps they know of a faster way to accomplish
tasks or check their work, or they tell you about a tool they use that you've never heard of.
You can also spot signs that a new hire will integrate well into your existing team. Perhaps they
already use a workflow that's very similar to one the team prefers. If you're lucky, you might
even hear ways that this applicant could help the team innovate and improve. When this happens
you know you've got a great new hire on your hands.
Variations:
 If I gave you [fill in the blank with an assignment], what would you do first? (ie: If I
asked you to build an email list, what would you do first?)
 What's the most important part of getting your job done?
 What is your ideal workflow for [fill in the blank]? (ie: What is your favorite workflow
for building email sender reputation?)

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FACEBOOK: Interview Questions
With mouth-watering employee perks, top-notch salaries, and stellar career opportunities,
applicants are practically beating down the door for an interview with Facebook. Here are some
frequently asked questions that interviewees at Facebook have been asked - questions that aren't
just valuable if your company is in tech, but for any company hoping to effectively sift out the
strongest candidates in the bunch.
Q1. Tell me about your best collaboration experience.
Why it's effective: It's hard to think of a single profession where collaboration isn't an important
skill. In any company, the ability to work well with others is a must. What is the candidate's
collaboration style? Do they really appreciate the benefits and value of collaboration? How will
they collaborate with others in the future? This can be important in thinking about which team to
the place the candidate on, and also considering if they'll be a good fit for the company culture in
general.
Q2. What do you do to stay motivated?
Why it's effective: In terms of must-ask behavioral questions, this one might take the cake. In
any job, staying motivated is key to avoiding burnout, sticking with the job, and delivering best
results. If the candidate's cause for motivation is likely to be volatile - like the constant hope of a
promotion, or the ability to shape big company decisions, it may be cause for pause. In addition,
if their source of motivation is tied to your company's culture and values - like care for the
environment, or providing excellent service to customers - it can be a sign they're a good fit.
Q3. How do you build relationships?
Why it's effective: In the SHRM's 2017 survey on job satisfaction, 48 percent of respondents
ranked relationships with co-workers as very important, making it one of the most important
factors in employee success and engagement. Being able to effectively foster connections with
co-workers and managers is a fundamental skill for long-term success in organizations of any
size. It's important to be able to assess the candidate's ability to cultivate and keep long-term
relationships, which questions like this can give valuable insight into that ability.
Q4. What would you do if an interviewer didn't show up?
Why it's effective: The answer to this question can provide a fascinating insight about how your
candidate reacts when things go wrong - as, often, they inevitably do. Would the candidate pick
up the phone and try to ring the interviewer? Would they walk away? Would they contact other
people in the company to try and figure out what happened? This can provide insight into how
they handle problems on the job.
Q5. What is one project you're proud of?
Why it's effective: This is one of the main chances during the interview for the candidate to
shine. It gives them a chance to promote their work and the role they played in bringing that

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work to life. It's also important to listen - how do they promote themselves? Do they give more
credit to themselves or others? This question gives a window into both how the candidate works
and promotes their work.
Q6. Why do you want to work for Facebook?
Why it's effective: This question allows the candidate to showcase a number of different
attributes. First of all, their answer to this question will inevitably show the depth of research
they've done on the company. Second of all, their answer should not only be about the company,
but about their vision for personal growth within the company. The candidate must show why it's
important for them to work at the company.
Q7. What is the biggest compliment you have received in your current role?
Why it's effective: This is a much better twist to the questions "what is your greatest strength?"
This grounds the candidate's self-assessment in the real-world context of not only how well the
performed in their current role, but what attracted other people notice and compliment. It is
likely that what the candidate was appreciated for in their current role will similarly be an asset
in their new role.
Q8. What would be your biggest challenge coming into this role?
Why it's effective: This is a far better alternative than the over-used "what is your greatest
weakness?" Instead of a question about personal weaknesses that will likely provide an
inauthentic answer, this question takes the question outside of what personal challenges the
candidate may have, and puts challenges into the context of the role they are seeking to fill. This
allows the candidate to think more broadly, and thus speak more freely, once they are freed to
identify problems outside of themselves, rather than within themselves.
Q9. Tell me about a time that you had a disagreement with your manager.
Why it's effective: Just as there is a wide array of managerial styles, there is similarly a way of
responding to different managerial styles. Some employees may jump to complete every task a
manager mentions, while others may be more likely to challenge their manager and suggest areas
for improvement. This question can sheds light on how the candidate will interact with their
manager and resolve difficulties with them. When seeking to match a candidate with a certain
manager or team, this is an invaluable question to determine their fit.
Q10. What are Facebook's challenges in the coming years?
Why it's effective: This question shows three things: first, that the candidate has done enough
research on the company and the industry that you can use it to make predictions. Second, they
can use the knowledge you have currently to tell a convincing story about the future. Third, that
the candidate can think on the spot about trends you see both in the company and in the world.
Q11. What would an old co-worker say about you?
Why it's effective: This question is a definitive upgrade to the hackneyed "tell me about
yourself." It allows the candidate to speak about themselves more objectively, from the shoes of

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a hypothetical coworker, rather than feeling the pressure of having to either be humble or boast
in a self-assessment.
Facebook's most popular interview question is not at all what you would think, but it’s
completely brilliant. Great companies ask great interview questions. This one's not just smart--
it's emotionally intelligent. That's why it's interesting to take a look at Facebook's favorite
interview question, which the company recently revealed is the question it asks most to potential
recruits:
“On your very best day at work--the day you come home and think you have the best job in
the world--what did you do that day”?
You might be surprised by this question. After all, it's very subjective and doesn't really focus on
a person's skills or abilities. Great companies ask great interview questions. Remember that
you want to hire a person, not a robot. People are emotional creatures, so you want to stir their
feelings and get to know them as people--their real thoughts, desires, and passions.
This question is not only smart question, but also it is emotionally intelligent. There are
THREE reasons why this is emotionally intelligent question.
(i) It reveals inner thoughts and feelings
(ii) It plays to a person’s strengths
(iii) It helps the company improve, too.

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APPLE: The Interview Questions
Apple is known for being one of the most challenging and exciting places to work, so it's not
surprising to learn that getting a job there is no easy task. The trickiest questions Apple will ask
in a job interview. Some of the interview questions are given here:
Q1. "Tell me something that you have done in your life which you are particularly proud of."
Q2. "What are your failures, and how have you learned from them?"
Q3. "Describe an interesting problem and how you solved it."
Q4. "Explain to a 8 year old what a modem/router is and it's functions."
Q5. "What brings you here today?"
Q6. "What would you want to do 5 years from now?"
Q7. "Why do you want to join Apple and what will you miss at your current work if Apple hired
you."
Q8. "Describe yourself, what excites you?"
Q9. "How would you test a toaster?"
Q10. "If we hired you, what do you want to work on?"
Q11. "Why should we hire you?"
Q12. "Are you creative? What's something creative that you can think of?"
Q13. "Describe a humbling experience."
Q14. "You seem pretty positive, what types of things bring you down?"

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Some general/open questions asked by many interviewers
Q1. Can you tell me a little bit about yourself?
Sample Answers:
In less than one minute, you will want to cover several things related to the job at hand:
 A bit about your past, specifically something that paved the way for you to arrive for the
day’s interview (e.g., “I worked for ten years in the telecommunication industry”)
 A bit about what you’re doing now (e.g., “I am a social media manager for Mega
Corporation where I do this task, the other task, and final task.”)
 A bit about where you’re looking to go (e.g., “I’m seeking a new challenge that will let
me use my X, Y, and Z skills to do A, B, and C. These are skills I’ve developed over the
past X years”).
Q2. What do you know about our company?
Sample Answer:
For example, you might say something like:
I understand that Mega Corporation is a market leader in producing widgets, but I also noticed
the company’s efforts toward eliminating diseases in third-world countries. I see spending
increases in research and development with regards to low-cost, energy efficient water purifiers,
and as a research scientist, this project piqued my interest and spurred my interest in your
company.
When answering this question, remember the goal is quality of thought, not quantity of words.
Watching mock interviews online is a good way to practice for an interview. You can also try
stopping the video after each question and providing your own answers. This mock interview, for
a position at R.E.I., was produced by Katherine Johnson. 
Q3. What is your biggest weakness?
Sample Answer:
Here’s a good potential answer:
I’m not the best at multitasking. Most of my previous work consisted of focusing on single tasks
for long periods. I’ve begun making a more detailed schedule and actively looking for additional
things to take on, whether in my own life or at work.

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Q4. Why do you want to work here?
Sample Answer:
I recently saw an article that Company ABC is investing in free online courses, in addition to it’s
paid curriculum. It resonated with me, as I have a keen interest, and background,  in using
technology to expand access to education, and your commitment to this cause aligns with my
professional values.
Q5. Why did you leave your last job? (Or why do you want to leave it?)
Sample Answers:
An example of the first may be:
It turned out I wasn’t well suited to the job because I’m not amazing at being creative. But it
made me realize that logic was something that I was good at and enjoyed, which is why I’m
pursuing a job in quality assurance.
An example of the second may be:
A new manager was hired, who changed the direction of our department, and brought in
someone from a former workplace with more experience with their goals.
Q6. How would you handle it if your boss was wrong (and action was needed)?
Sample Answer:
An example of this might be:
In a previous role, I was a social media manager for a web building company. Our manager
implemented a policy that all posts should be scheduled at specific times. I had a few accounts
where I thought this would be detrimental to engagement and voiced my concerns when asked
during a team meeting. She agreed to meet with me one-on-one, and I shared a few examples of
accounts I was concerned for and data to back up my claim. My boss ended up amending the
policy to allow for exceptions. 
You’ll also want to back up your claims with actual examples since what you’ve done in the past
is of utmost importance.
Q7. How much do you expect to get paid?
Sample Answer:
Based on your research, you could try the following approaches.
Approach #1 – Ask them to name a price: This is one scenario where answering with your own
question is okay.
Saying something like:

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I’m focused on the entire compensation package more than just the salary. Benefits, insurance,
and other fringe benefits are important to me. What are you able to offer?
Approach #2 – Make sure your number is correct: If you’re uncomfortable with the first
approach, it’s crucial to research salaries before the interview.
Q8. Why should we hire you?
Sample Answer:
Here’s an example of a good answer:
I’ve worked in this field doing [skill 1] and [skill 2] for five years now. When I saw your job
posting, I knew it was exactly what I was looking for, a place and a job that I would be excited to
come to every day and be able to learn and grow. I’m qualified, and want nothing more than to
give my all in this role.
Q9. Where do you see yourself in X years from now?
Sample Answers
Once you’ve completed this thought exercise, you’ll have a great starter for your answer. You
might come up with something like:
I see myself having developed experience in an industry that complements my education in this
field.
Or:
I see myself learning and growing into an Accounts Executive position so that I have increased
responsibility for my clients.
Q10. Do you have any questions for me?
Potential Questions
Here are some good questions that are suitable for most interviews:
 What are the good and bad parts of working for this company?
 How is the work-life balance?
 Can you summarize your experience at the company?
 What are the best or worst experiences you’ve had so far?
 What is your management style?

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