5 Toughest Interview Questions And How To Answer Them

tough interview questionsBy Ritika Trikha

When it comes to your job interview, "hope for the best and prepare for the worst" is the best possible mantra. Walking into your interview feeling positive and well-rehearsed is a surefire way to knock the interview out of the park. But preparation can be daunting. You have no idea what sort of interview style this hiring manager will prefer --behavioral? Situational? A mix?

Rehearsing your answers to the most common job interview questions is a given. But another great way to make sure you cover as many bases as possible is to practice answering the questions that make many of your peers and competition stumble. Here, straight from hiring managers, are five tough interview questions that frequently trip up job candidates:

1. 'How long are you willing to fail at this job before you succeed?'
This is one of the favorite tough questions of Jon Sterling, co-founder of Interview Circuit. It's tricky because "I don't have an answer in mind when I ask it," he says, "and I use it to see how the candidate reacts."

A variety of answers would be acceptable in this scenario. "A good answer would be, 'I'm willing to stick with this job for as long as it takes to succeed,'" Sterling says. This shows endurance and that you're in it for the long-haul.

Alternatively, you could say that you plan to fail as quickly as possible so that you can learn from your mistakes and move on. "That answer would indicate that they're impatient, aggressive, and not afraid to fail (which are things I like)," Sterling says.

Bad answer: "A few months, or I don't know ... what do you think?"

2. 'What are you most proud of in your career?'
Kimberly Bishop, a retained executive recruiter, often gets blank stares when she asks candidates this question. "'I don't know ... that's a good question!' is often the answer," she says. Rookie mistake.

There should be no pause or confusion -- whatsoever.

The best way to answer this question is to tell them one significant accomplishment and explain why you are proud of it. In other words, how did your proud moment impact the bottom line, overcome a hurdle or knock out a personal goal?

3. 'What skills are you lacking?'
How you explain your biggest weakness is one of the most telling interview questions of all. "Interviewees show up thinking they should just be talking about what they're great at, but I'm more interested in where the gaps are and if they are self-critical," says Mel Carson of Delightful Communications, a social media consultancy company.

To answer this, LinkedIn's Career Expert Nicole Williams recommends that you should never draw negative attention to yourself by stating a weakness that would lead an employer to think you're not the best person for the job. An honest but positive answer would be something like "I have a tendency to say yes and get over-committed," Williams suggests. "Then follow that with an example of how you are working on prioritizing and setting personal limits."

4. 'Which past manager has liked you the least, and what would this person tell me about you?'
Here's a doozy of a question that tests not only your self-awareness but also demands that you talk about your weaknesses from the perspective of others. "A good way to approach this one is to be positive about your past relationships at work, be honest about your shortcomings, and be candid about what you have learned," says Allison VanNest, head of communications at Grammarly, a software suite service for perfecting written English.

Be careful not to cross the line into self-deprecation -- or worse -- pointing fingers at how annoying your old boss was. Positivity is golden here.

5. 'Tell me what you felt was unfair to you in your last job.'
"If they say nothing, they are lying," says Don Phin, president of HR That Works, a human resources management and consulting agency. "And you don't hire liars." According to Phin, the fact is that things are guaranteed to feel unfair at some point -- it's all too common -- and he wants to know how you deal with it before he hires you.

This is another question that aims to uncover some of your weaknesses. Where will you shift the blame? Once again, the best way to approach this is honestly, but positively. (See a pattern here?) Tell your interviewer about an unfair circumstance (without dwelling). Shift the conversation toward the proactive steps you took to rectify the situation, like speaking up and confronting someone, reporting it to HR, or forgiving, letting go and moving on for something minor.

Ritika Trikha is a writer for CareerBliss, an online career community dedicated to helping people find happiness in the workplace. Check out CareerBliss for millions of job listings, company reviews, and salary information.

How to Prepare for Tough Job Interview Questions

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I was taken aback by the following.
""Tell me what you felt was unfair to you in your last job. If they say nothing, they are lying," says Don Phin, president of HR That Works, a human resources management and consulting agency. "And you don't hire liars"."

I believe this to be the epitome of the Puritan Doctrine. In another context it would have played out as follows.
"Tell me what made you go in the woods yesterday evening?" If they say "I was looking for berries, they are lying. And we torture liars!"

Here is documentation from the web site US History 'org'.

"Evidence admitted in such trials was of five types. First, the accused might be asked to pass a test, like reciting the Lord's Prayer. This seems simple enough. But the young girls who attended the trial were known to scream and writhe on the floor in the middle of the test. It is easy to understand why some could not pass.
Second, physical evidence was considered. Any birthmarks, warts, moles, or other blemishes were seen as possible portals through which Satan could enter a body.
Witness testimony was a third consideration. Anyone who could attribute their misfortune to the sorcery of an accused person might help get a conviction.
Fourth was spectral evidence. Puritans believed that Satan could not take the form of any unwilling person. Therefore, if anyone saw a ghost or spirit in the form of the accused, the person in question must be a witch.
Which, by the way, is a fallacy of the type "begging the question", where the conclusion of the argument is the very assumption --also called circular reasoning.
Last was the confession. Confession seems foolhardy to a defendant who is certain of his or her innocence. In many cases, it was the only way out. A confessor would tearfully throw himself or herself on the mercy of the town and court and promise repentance. None of the confessors were executed. Part of repentance might of course include helping to convict others."

It is clear to me that the "canned approach" to interviews is a colossal waste of time and energy.


June 04 2015 at 10:14 AM Report abuse rate up rate down Reply

Hiring by committee has proliferated into every major corporation over the past 10 years.

It is BS and symptomatic of our "cult of non-responsibility".

If the employee turns out to be a dud, NO ONE is to blame since NO ONE hired him or her. We ALL hired the person...But shared responsibility never shows up.

What the old "sponsor" system had going for it was this: the hiring supervisor had skin in the game. He or she made the selection and if the employee trips, the supervisor had some investment in the employee and had a lot to gain by his or her improvement. As well as a lot to lose.

Now, it's "the hiring committee chose this person, not me."

April 05 2013 at 10:48 PM Report abuse rate up rate down Reply

These ******* interviewers love to trip people up. They get off on it.

April 05 2013 at 8:29 PM Report abuse rate up rate down Reply
Bob C.

Very good advice

March 08 2013 at 7:11 PM Report abuse rate up rate down Reply

Great article. Learn more about interview FAQs: http://tracking.clicks2offers.com/SHgTV

March 06 2013 at 3:55 PM Report abuse rate up rate down Reply

Any human resources person who relies on this line of questioning to establish an honest interview should consider a different line of work.

February 25 2013 at 11:13 AM Report abuse +2 rate up rate down Reply

I'm a former criminal linguistic analyst that now focuses on hiring questions that are not leading, closed-end or contain other qualities that allow a person to lie to an interview question. Questions related to "What would someone say about you?" or "Tell me about one of your negative traits." will never yield a truthful answer. No one knows what others think and they wouldn't give a truthful answer if they did. Further, no one will ever tell you of their really bad negative traits. It's better to get this kind of info by asking situational questions so that the candidate reveals how they would accomplish a goal or deal with a situation. Much more revealing.

February 25 2013 at 9:48 AM Report abuse +2 rate up rate down Reply

It's all a game unfortunately, not much to do with skills today.

February 25 2013 at 9:03 AM Report abuse +2 rate up rate down Reply

... Ask these questions to all Congressional candidates?

February 23 2013 at 1:12 AM Report abuse +3 rate up rate down Reply

If I EVER get a job interview AOL, I will read this, until then.....

February 22 2013 at 3:03 PM Report abuse +4 rate up rate down Reply

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