Management Interview Questions - Free eBook in PDF Format

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Book Description - ISBN 978-1-62620-786-6 (31 Pages) PDF
This eBook describes the various types of interview question that you can expect to be asked and gives you detailed guidelines for answering them.

Chapter 1 - Interview Questions
The outcome of an interview is usually determined by how well you have prepared. Success relies on demonstrating that you have the Capability, Commitment, and Compatibility to perform the role effectively.

Chapter 2 - Interview Behavior
Always remember that the interviewer is interested in what you can bring to the role and the organization. This means that you should only refer to things that you have done and can talk about in detail, and avoid talking about things that you were only peripherally involved with.

Chapter 3 - Capability Questions
These are specific, job-related questions are designed to assess your suitability for the position. Select examples from your past experiences, both work-related and personal, to demonstrate the capability the employer is looking for.

Chapter 4 - Commitment Questions
These questions explore your motivational skills and willingness to commit to your responsibilities and the organization. Employee turnover is expensive and disruptive so most organizations want you to show a degree of loyalty to them in exchange for the benefits they are offering.

Chapter 5 - Compatibility Questions
The more senior the role, the more important it is that candidates have a close fit with the organization's ethos and mission. These questions provide you with an opportunity to gauge how comfortable you would be working within the culture of the organization.

Chapter 6 - Questions About Your Self-Image
Questions about how you see yourself form part of most interviews and they are important because even if someone is capable and committed and shares the values of the organization, they may lack the 'emotional intelligence' to work well with other people.

Chapter 7 - Questions About Your Application
These questions are related to your resume or personal statement, and are often asked because of some inconsistency between them and something you have said. That is why it is important to keep copies of everything you send as part of the application process.

Chapter 8 - Questions You Should Ask
These questions could make you stand out from the other candidates. The best approach is to ask just enough questions to demonstrate you are serious about wanting the position, knowledgeable about the organization and its environment, and most importantly that you are someone who can be proactive and add value.

You will learn:
  • The three fundamental things that you must convince the interviewer about if you want the job.
  • How to categorize questions in a way that ensures your answer ticks the right box.
  • The key behaviors you need to impress the interviewer, including how to deal with disagreement.
  • Why you need to pay particular attention to questions about your self-image.
  • What questions to ask the interviewer to demonstrate that you understand the issues and responsibilities you will face in the role.


Preparing for a Competency Based Interview - Most competency-based or behavioral interviews will be between one-two hours long. The length of the interview will usually reflect the seniority of the post you are being interviewed for. The amount of industry or market knowledge you are expected to know will have a direct correlation to the level of position you are applying for. This includes your awareness of the organization's main competitors as well as any regulatory body or legislation that it must operate within. When you answer questions you will be expected to illustrate your answer with an example that shows how you displayed the required competency.

How to Prepare for Personality Test - Despite the controversy surrounding some personality tests, there has been a dramatic increase in the use of personality tests over the past ten years or so. The single most frequently given reason for increases in testing is the need to have a selection process which can withstand legal challenges. Increased test use can therefore be seen in part as a defensive strategy, adopted in response to regulation and legislation. Another factor is the ease with which these tests can now be delivered online.

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