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Friday, November 30, 2012

Accounts Receivable Interview Questions

Accounts receivable is the first step in a series of collection attempts dealing with the billing of customers who owe money to a consumer, business or an organization for products and/or services that have been provided to the customer. This is sometimes done in a small organization by writing an invoice and sending via mail, fax or email.

On an organization's balance sheet, accounts receivable is the amount that customers owe to the business. Also known as AR, they are classified as current assets. To record a journal entry for a sale on account, you must debit a receivable and credit a revenue account. When the customer pays off the account, you debit cash and credit the receivable in the journal entry. The ending balance on the trial balance sheet for accounts receivable is always debit.

Companies that have become too big to perform this task by hand (even smaller companies that could but prefer not to do them by hand) will generally use accounting software on a computer to perform this task.

Associated accounting issues include recognizing accounts receivable, valuing accounts receivable, and disposing of accounts receivable.

Some additional types of accounting transactions include accounts payable, payroll and trial balance.

Since not all customer AR will be collected by the Accounts Receivable person, companies typically record an allowance for bad debts which is subtracted from total accounts receivable. Many debtors just won't pay the AR; in those cases, smart creditors turn to a collection agency.



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COMMON FINANCE INTERVIEW QUESTIONS (AND ANSWERS)

Before we get to accounting questions, here are some interview best practices to keep in mind when getting ready for the big day.
  1. Be prepared for technical questions. Many students erroneously believe that if they are not finance/business majors, then technical questions do not apply to them. On the contrary, interviewers want to be assured that students going into the field are committed to the work they’ll be doing for the next few years, especially as many finance firms will devote considerable resources to mentor and develop their new employees.
  2. One recruiter we’ve spoken to said “while we do not expect liberal arts majors to have a deep mastery of highly technical concepts, we do expect them to understand the basic accounting and finance concepts as they relate to investment banking. Someone who can’t answer basic questions like ‘walk me through a DCF’ has not sufficiently prepared for the interview, in my opinion”.
  3. Another added, “Once a knowledge gap is identified, it’s typically very difficult to reverse the direction of the interview.”
  4. Keep each of your answers limited to 2 minutes. Longer answers may lose an interviewer, while giving them additional ammunition to go after you with more complicated question on the same topic.
  5. It’s ok to say “I don’t know” a few times during the interview. If interviewers think that you’re making up answers, they’ll continue probing you further, which will lead to more creative answers, which will lead to more complicated questions and a slow realization by you that interviewer knows that you don’t really know. This will be followed by uncomfortable silence. And no job offer.
NOW ON TO ACCOUNTING QUESTIONS…
Accounting is the language of business, so don’t underestimate the importance of accounting questions. Some are easy, some are more challenging, but of all of them allow interviewers to gauge your knowledge level without the need to ask more complex valuation/finance questions.Below we have selected most common accounting questions you should expect to see during the recruiting process.
Q: Why do capital expenditures increase assets (PP&E), while other cash outflows, like paying salary, taxes, etc., do not create any asset, and instead instantly create an expense on the income statement that reduces equity via retained earnings?
A: Capital expenditures are capitalized because of the timing of their estimated benefits – the lemonade stand will benefit the firm for many years. The employees’ work, on the other hand, benefits the period in which the wages are generated only and should be expensed then. This is what differentiates an asset from an expense.
Q: Walk me through a cash flow statement.
A. Start with net income, go line by line through major adjustments (depreciation, changes in working capital and deferred taxes) to arrive at cash flows from operating activities.
  • Mention capital expenditures, asset sales, purchase of intangible assets, and purchase/sale of investment securities to arrive at cash flow from investing activities.
  • Mention repurchase/issuance of debt and equity and paying out dividends to arrive at cash flow from financing activities.
  • Adding cash flows from operations, cash flows from investments, and cash flows from financing gets you to total change of cash.
  • Beginning-of-period cash balance plus change in cash allows you to arrive at end-of-period cash balance.
Q: What is working capital?
A: Working capital is defined as current assets minus current liabilities; it tells the financial statement user how much cash is tied up in the business through items such as receivables and inventories and also how much cash is going to be needed to pay off short term obligations in the next 12 months.
Q: Is it possible for a company to show positive cash flows but be in grave trouble?
A: Absolutely. Two examples involve unsustainable improvements in working capital (a company is selling off inventory and delaying payables), and another example involves lack of revenues going forward.in the pipeline
Q: How is it possible for a company to show positive net income but go bankrupt?
A: Two examples include deterioration of working capital (i.e. increasing accounts receivable, lowering accounts payable), and financial shenanigans.
Q: I buy a piece of equipment, walk me through the impact on the 3 financial statements
A: Initially, there is no impact (income statement); cash goes down, while PP&E goes up (balance sheet), and the purchase of PP&E is a cash outflow (cash flow statement)
Over the life of the asset: depreciation reduces net income (income statement); PP&E goes down by depreciation, while retained earnings go down (balance sheet); and depreciation is added back (because it is a non-cash expense that reduced net income) in the cash from operations section (cash flow statement).
Q: Why are increases in accounts receivable a cash reduction on the cash flow  statement?
A: Since our cash flow statement starts with net income, an increase in accounts receivable is an adjustment to net income to reflect the fact that the company never actually received those funds.
Q: How is the income statement linked to the balance sheet?
A:  Net income flows into retained earnings.
Q: What is goodwill?
A: Goodwill is an asset that captures excess of the purchase price over fair market value of an acquired business. Let’s walk through the following example: Acquirer buys Target for $500m in cash. Target has 1 asset: PPE with book value of $100, debt of $50m, and equity of $50m = book value (A-L) of $50m.
  • Acquirer records cash decline of $500 to finance acquisition
  • Acquirer’s PP&E increases by $100m
  • Acquirer’s debt increases by $50m
  •  Acquirer records goodwill of $450m
Q: What is a deferred tax liability and why might one be created?
A: Deferred tax liability is a tax expense amount reported on a company’s income statement that is not actually paid to the IRS in that time period, but is expected to be paid in the future. It arises because when a company actually pays less in taxes to the IRS than they show as an expense on their income statement in a reporting period.
Differences in depreciation expense between book reporting (GAAP) and IRS reporting can lead to differences in income between the two, which ultimately leads to differences in tax expense reported in the financial statements and taxes payable to the IRS.
Q: What is a deferred tax asset and why might one be created?
A: Deferred tax asset arises when a company actually pays more in taxes to the IRS than they show as an expense on their income statement in a reporting period.
  • Differences in revenue recognition, expense recognition (such as warranty expense), and net operating losses (NOLs) can create deferred tax assets.
I hope you enjoyed this article.  Please feel free to write me with any comments or recommendations at alibman@wallstreetprep.com.
Best regards,
Arkady

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Reviews of Jobs at Accountemps

It's sad to see that so many people were disappointed with AT but I guess it depends on the location and the manager (recruiter) that you deal with. I'm in NJ. I signed up with Office Team (also a division of Robert Half Int.) few years ago and never got any job offers - why? Because I didn't have much experience to match what they were looking for. They are pretty strict when it comes to qualifications. But now, after few years later, I updated my profile with them, went for new tests and got a first assignment within 3 months. It was a dream job so I hated having to leave it (that sucks about temping). But the awesome thing that came out of it was that the employer gave me very good references and now they are going crazy trying to find me a new assignment. Of course I had to do my part and contacted various offices by phone. My assingment ended last Friday. Today is Thursday. I've contacted 4 offices by now. I had one interview yesterday - didn't get the job but that's okay. I have another one today and the guy said that if they like me I can start as soon as tomorrow which would be awesome. 

So here are few tips from me to help you land a job with AT. 
1. There's usually no responses if you apply online. You have to call. And don't call just one office. Call multiple offices that cover the areas you're interested in. Even if the job you saw online is already filled (and they fill super quickly), they will keep you in mind and might call you back. 
2. Don't even bother looking at positions over a week old or the ones that you clearly don't qualify for. 
3. Score well on their tests. I got 100% on the Quickbooks test and I think that's why I got that first opportunity which was exactly what I needed. 
4. Update your status with them. Call them every few weeks to let them know you're still looking for a job. Ask them for their email address and send them your resume. 
5. Be awesome on temporary assingments. I feel like I'm a super valuable asset to them right now as the offices are competing against each other trying to snatch me into a job. It's only because I did a great job on my assingment and that's exactly the type of people they're looking for. 

Their benefits - they offer some but there are certain restrictions as to how many weeks you work and the premium is still pretty expensive. 

The pay - not bad and it all depends on your qualifications. I stuck to my guns and said I won't go below $15 and that's the jobs they're trying to get me now. I actually got a look at the statement of how much they charge the employer and was amazed. My previous assignment, they charged the employer $10 more than what they paid me. Wow. I'm pretty sure they didn't want me finding out how much money they were making on me but it does give you a pretty nice picture of how much the employer is willing to pay for you so if you get a permanent offer, you know what to ask for. 


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Accounting Interview Questions

1. Tell me about your self?
2. If we were to call your current supervisor, in which area of accounting would he or she
say is your strongest? Which area would he or she say is your weakest?
3. What unique skills or knowledge can you contribute to our company?
4. What additional training or experience will we need to provide you with in order to
perform the duties of this position?
5. Tell us about any accounting process that you’ve either developed or revised. How
would you evaluate the effectiveness of your work?
B/ Accounts payable interview questions
1. Tell us about an invoice dispute that you were involved in and what your role was in
resolving the dispute.
2. Tell us about your experience in accounts payable.
3. What is the difference between billable and non-billable expenses?
4. How many invoices have you handled on a monthly basis?
5. What steps would you take before approving an invoice for payment?
C/ Accounts receivable interview questions
1. To what extent were you involved in collections?
2. What are the strategies to be followed for preparing Accounts receivable?
3. How debtors play its role in Accounts receivable?
4. Who is responsible for maintaining the Accounts receivable in an organization?
5. You’ve been asked to prepare a bill for services. What information should be included
in the bill?
D/ Audit interview questions
1. Tell us about your experience in conducting audits.
2. How many methods to conduct an audit?
3. What are principles of audit?
4. What are the different types of internal audit?
5. What is the difference between an internal audit and the annual external audit?
E/ Fixed Assets interview questions
1. What experience have you had in fixed assets accounting?
2. What are the various means of calculating depreciation?
Payroll interview questions
1. Based on Internal Revenue Service rules, what criteria distinguish a consultant from an
employee?
2. What experience have you had in payroll?
3. What are the activities present in payroll task?
4. What is Payroll Disbursements Journal?
5. What are the steps in Payroll Management?
F/ Supervisory interview questions
1. How might quality problems manifest themselves in an accounting department?
2. What cost-cutting measures have you implemented?
3. Which accounting systems are you familiar with?
4. Identify some important steps to take during the conversion of an accounting system.
5. What percentage of discounts lost did you have in Accounts Payable? Did the
percentage increase or decrease under your supervision?
G/ Budget interview questions
1. You’ve been asked to reduce the budget by 8%. What criteria will you use in
identifying the budget reductions?
2. How can you create Budgets for daily pods?
3. Can u explain me the flow in General ledger?
H/ Costing management interview questions
1. What is the difference between Expenses & Expenditure?
2. Tell us about your experience in cost accounting.
3. Describe some of the methods used to allocate support costs.
4. What is charge back?
5. What is the purpose of charge back?

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Thursday, November 29, 2012

Amazon.com German Analyst - Accounts Receivables Interview

Interview Details – It was a very lengthy process and too many rounds of interview!!!!
1) First of all, a German expert called and talked to me in German. He asked me to introduce myself, talked about my work experience etc. to test my German language skills. It took 10-15 minutes.
2) Then, a German lady called me from Germany and talked to me in German language. She asked me various questions about my introduction, past job profile, importance of team work, how to handle individual task, etc. It took 20 minutes.
3) Then, one Operations Manager called me and again interviewed me for half an hour. He asked me again various questions about last job, work experience, strengths, achievements, etc. etc. !!

After all this finally they called me in the company office for the Panel interview. Guess what!!! Another 6 rounds of interviews were waiting for me!!!!!
4) They gave me two things to do. First, a list of topics from which I had to choose one and write an essay on that. Second, I had to answer (in German) an email written in German language.

5) Then there were 5 rounds of interviews back to back (each interview half an hour long) with 6 managers; one was manager of German team, two were operations managers, then there was line manager, then his manager and then country head for that process I guess. All in the hierarchy took my interview!!! God, I was so exhausted!!!! And the questions were tough, very very lengthy interview and grilling also!!!!!

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Accounts Coordinator Interview Questions

An accounts coordinator interview questions are the questions asked to an individual who is sitting for an interview for the position of anaccounts coordinator. The questions asked in the interview are too aimed analyze the coordination skills of the individual to assure the he would be able to assist in the overall process of the organization’s financial process. There are also questions to evaluate the person’s knowledge in accounting.
  1. Tell us something about yourself.
  2. What do you think are your best skills that will help in contributing towards the organization?
  3. Have you ever been involved in an invoice dispute and if yes, how did you solve the dispute?
  4. How much experience do you have in accounts payable?
  5. Do you know the strategies required to prepare an accounts receivable?
  6. What according to you is the role of debtors in an account receivable?
  7. Have you ever conducted audits? If yes, tell us your experience in conducting it.
  8. Do you have any experience in accounting of fixed assets?
  9. What are the various methods for calculating depreciation?
  10. Can you tell how expenses are different from expenditure?
  11. How will identify the budget reduction methods in an organization?
  12. In case of allocating costs, what are the methods that you will use?
  13. Give a brief detail about your experience in cost accounting?
  14. How would you mark out the quality affecting factors in the accounting department?
  15. Where do you see yourself after five years?


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Best Questions To Ask In An Interview

Probably the question I get asked the most when doing interview coaching is what questions to ask in an interview (by the way, I am currently accepting 30 minute Interview Coaching Calls..reach out to me for details). Many people struggle with this. They are so fearful of asking the wrong questions that many times they end up asking no questions at all. This is a bad choice. When a hiring manager is winding down the job interview, they will always ask: “Do you have any questions that you would like to ask me?” Most candidates take this as a rhetorical question and mistakingly think that the interviewer is just wanting to end the interview, but that is often not the case.
When you do not have any questions ready, you come across as disinterested or not very involved. That is the signal that you send. You always want to leave a good impression and you want them to think that you are very interested in the position. At the same time, too many questions is a bad thing as well. You can come across as too aggressive which is bad too. I always recommend that candidates have at least 3 good questions to ask in a interview and each question should have a specific purpose.
1. Questions that uncover the “Hot Buttons”. If you have read my blog posts for any length of time, then you know my thoughts on what I call “hot buttons.” Essentially, I began to notice in my recruiting efforts that every open position has hot buttons. These are specific skills sets that employers need that are almost always not seen in the job description. A great way to ask this question is to say, “If I were to be hired for the position, what would be the top 2 or 3 most pressing priorities that I could start on day 1?” Then listen closely because you are about to learn the top 2 o3 reasons as to why they are going to hire you.
2. Questions that reveal the culture. Another great question to ask at an interview should reveal the company culture. You see, it is not enough that you can do the job. The hiring manager is asking a nagging question in their mind: “What you be a good fit for the current team and their personalities?” Just by asking a simple question about the company culture and dynamic you will be able to better understand what you are up against.
questions to ask in an interview
Image by Peter Lee(이원희) via Flickr
3. Questions that reveal the company goals. You also have to prove to the interviewer that you are heading in the same direction as the company. Simply ask them what are some of the short term and long term company goals that they want to accomplish in the next few years. If it is a large company then ask about department goals. If you can paint a picture to them of you being a part of that team, then you have a greater chance of getting hired.


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1. Ultimate Guide to Job Interview Answers
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2. Killer Interview Secrets E-book
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3. Free ebook: 75 interview questions and answers
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Can You Correctly Answer Tough Job Interview Questions Like These?

  • Tell me about yourself
    I’ll show you what you MUST avoid saying.
  • Why did you leave your last job?
    Everyone get's this one wrong. I'll help you give an answer thatreveals your strengths.
  • Do you know anything about our company?
    I’ll walk you through a few easy steps that shows you did your homework. 
  • What did you like about your last job?
    Most job seekers mess this one up, but I'll show you exactly what to say.
  • What would you like to be doing five years from now?
    A well spoken answer shows how you make good use of goals and are perfect for the job.
  • Can you work under pressure?
  • Could you describe a difficult problem and how you dealt with it?
  • Why do you want to work here?
  • What were some of the things you did not like about your last job?
  • What do you consider your most significant weaknesses?
  • What are your biggest accomplishments?
  • How do you accept criticism?
  • What is the most difficult situation you have faced?
  • What are some of the things that bother you?
  • What do you consider your most significant strengths?
  • Do you prefer working with others or alone?
  • How do you get along with different types of people?
  • Can you give me an example of a project that didn’t work out well?
  • What are some of the things you and your supervisor have disagreed on?
Keep reading, because further down on this page, I'm giving away FREE interview answers, right from the guide, to three of the toughest interview questions.

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3. Free ebook: 75 interview questions and answers
This ebook includes: 75 interview questions and answers, types of job interview questions and how to face them, interview tips...

Wednesday, November 28, 2012

prepare answers for common interview questions

Employers will often select several basic interview questions to ask applicants. These range from open-ended queries about your life and work in general to what you're seeking in the role you applied for. Answers for questions such as these can be thought about beforehand, giving you the advantage of being well-prepared in the interview.

A good point of reference for your interview questions will be your CV. However, instead of quoting from it, you'll want to use your answers to expand their understanding of your experience and suitability for the job. You can also think of anecdotes that will illustrate your understanding of the role or how to demonstrate your effectiveness in difficult situations.

However, while preparation is always recommended, you should avoid having your interview answers come across as scripted or unnatural.


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Answers to tough interview questions

Before reading our answers to tough interview questions here are three important tips on what you can do to get your answers sounding great.
Tip 1. Never walk into any interview without preparing first.  Lots of research shows that candidates who prepare for interviews perform bettter than those who don't.
Tip 2. A good way to prepare is to ask yourself some classic interview questions (see our interview questions in the Employers Section) and then practise them aloud.  Keep on practising out aloud until you're happy with your answer.  Remember: practice makes perfect.
Tip 3.  When selecting questions to practice, don't just confine yourself to technical skills based questions.  It is a good idea to practise questions that involve your interpersonal skills, conflict resolution, time management and customer service skills.
Tip 4.  Avoid memorising other people’s answers.

Tip 5.  Remember that interviews are about more than just giving good answers; they’re also about building rapport and trust. And building rapport and trust is contingent upon more than simply words – body language and attitude are very important.

Tip 6. All interviewers want to know three things: 
* whether you can do the job; 
* how motivated or driven you are; and 
* whether you’ll fit into the existing workplace culture 

Tip 7. The vast majority of jobs have skills or duties that overlap. These include: 
· being a good team player; 
· planning and organising your work effectively; 
· good interpersonal communication skills; 
· ability to cope with change in the workplace; and 
· ability to provide effective customers service (including to internal customers). 

Awareness of these allows you to anticipate the nature of some of the questions you may be asked. 

Tip 8. Do not fall into despondency if you have a bad interview. Everyone has them, even good interviewees. The key is to learn from it and get ready for the next one. 

Tip 9. Often, interviewers are not experienced and can ask questions that are not well considered. Your job is to know how to handle the novice as well as the experienced interviewer. 

Tip 10. Believe in yourself. Now that you know what to do there’s no reason not to.

Good luck. 
Check out our answers to tough interview questions.  You will also find answers that should be avoided plus reasons why the answers are good and not so good.  Study the comments below carefully and you will a lot about what what makes a good answer and what does not.
Question: Why did you choose this job? 
Good answer Ever since I can remember, I’ve been interested in this line of work. What attracts me to it is the opportunities it gives me to interact with people, solve problems and work autonomously. I love the fact that one day I could be out on the road helping clients with their problems whereas the next day I can be in my office working with a team of people trying to solve a complex technical problem. I very much enjoy working in a service industry such as ours where I can satisfy clients. 

Not so good answer Actually I stumbled into it quite by accident. I always wanted to be an actor, but getting work was next to impossible. I suppose the reason I’m still in this line of work is because I’ve picked up all the skills and knowledge and know my way around the traps. I’ve been doing it for a while now and I suppose you could say I’m an old hand and know how to deliver the goods. 

Comments about the answers
The first answer responds to the question promptly and then proceeds to highlight the main duties of the job—interacting with people, problem-solving, etc.—as the reasons why the candidate chose the job. Just as importantly, we get a strong sense of the candidate’s high motivation levels and the desire to give good service. It also implies that the candidate enjoys working in a team and can do the job, thus addressing the three things employers want to hear. In the second answer we have to wait until the third sentence before the question is addressed—far too late. Despite the candidate’s experience, we get a strong sense of indifference towards the job. We’re left with the impression that it’s just a job, whereas the first answer is brimming with enthusiasm.

Question: What factors do you think determine a person’s progress in an organisation? 

Good answer 
In my view, there are three things that determine a person’s progress in an organisation. These are, first, an ability to do the job well, including a willingness to learn new things and adapt to changing circumstances; second, to be able to fit in with the culture of the organisation (i.e. be able to get on with colleagues); and third, to have high levels of drive and motivation. Certainly these are the three things that I insist upon for myself in the workplace. If at any time I feel I’m not at my very best in all three areas, I stop and ask myself what I can do to improve matters. I don’t think anyone can truly be happy in their work if all three areas are not being satisfied. So far they’ve held me in good stead. 

Not so good answer 
Keeping on the boss’s good side is probably the number one thing I can think of. It doesn’t matter how good you are—if you don’t get on with your boss, I think your days are numbered. Of course, it also helps to be good at your job, but being able to play the game—that is, navigating through the minefield of organisational politics—is I think more important. I realise this may sound somewhat cynical, but all of us know that to get to senior management one needs to know how to play the game. 

Comments A question such as this should immediately be recognised as an opportunity to highlight your strengths. The first answer talks directly about the three things all employers want to hear—ability to do the job, cultural fit and motivation (see Chapter 2)—and then goes a step further and states that all three are qualities that the candidate offers. The second answer is far too cynical and fails to emphasise the candidate’s strengths. There is little doubt that an ability to ‘play the game’ can have a bearing on a person’s progress, but to throw all your eggs into that basket is a fatal mistake. 


Question: Why would you like to work for our organisation?

Good answer 
Yours is the sort of company in which I could maximise my contribution. All my research has revealed that you are not only market leaders in service standards and product innovation but that you also have a great work culture. Everyone I’ve spoken to has talked about the high levels of support, training and recognition employees receive. You offer great career prospects, interesting work and family-friendly policies. Above all, I’ve always been very keen to work for a company that offers challenging and cutting-edge work. 

Not so good answer I know your organisation really looks after its people everybody I talked to wants to work here. You pay well and look after your employees. You’re a large company, which means that my prospects for career enhancement would be increased and hopefully I wouldn’t be doing the same kind of work all the time. I like the idea of getting rotated and learning new things. 

Comments 
The tone of the first answer is set in the opening sentence, where the candidate talks about wanting to contribute—which is the sort of thing that excites employers. The answer recognises all the good things about the company, but very importantly links these plusses to contribution on the part of the candidate. In other words, it’s not just about what the candidate can get from the company but also what the candidate wants to give back. The overriding problem with the second answer is that it’s all about what the candidate can get out of the company. No overt link is made between what the company offers and how these factors can increase the candidate’s contribution. 
Question: What do you want to be doing in your career five years from now?
Good answer 
I’d like to be doing what I’m doing now—that is, enjoying my work, working hard and contributing to the best of my abilities. Of course, I’d expect that in five years time my added experience would hold me in good stead for greater responsibilities, which is something I look forward to taking on when the time comes. The most important thing, however, is to be happy, productive and a valued member of the team. 

Not so good answer 
Basically, I’m ambitious and hard-working, so I expect to further my career considerably. My aim is to work hard and get as far as I can. I think I’d be looking at some sort of management position with greater responsibilities and of course greater rewards. 

Comments 
There’s nothing crushingly wrong with the second answer; in fact, it makes several good points—namely, it gets right to the point and promotes the candidate’s hard work and ambition to get ahead. The reason it is not as good as the first answer lies in its limited approach: the candidate’s primary goal is one of promotion only. The sub-text is that if there’s no opportunity for promotion, the candidate might leave. On the other hand, the first answer acknowledges the importance of hard work and promotion but very wisely goes on to say that getting promoted is not the only thing that matters. The first answer is less egocentric and more aware of the importance of making a contribution to the company.

Question: Describe your ideal job. 

Good answer
 
This job that I’m applying for contains many, if not all, of the ingredients of my ideal job. It contains a lot of variety, is intellectually challenging, will allow me to work on my own as well as in a team environment (the best of both worlds), and will also allow me to offer creative solutions to clients. I’ve always thrived in challenging and results-driven environments and this job offers me all of that. 

Not so good answer 
My ideal job would be one in which I’d work hard but I wouldn’t be too stressed out all the time. It would have lots of variety and a good amount of challenges with plenty of opportunities for advancement. It would include great people to work with as well as a good boss.

Comments 
One of the reasons the first answer is so effective is that it links the candidate’s ideal job to the actual job in question. Telling an interviewer that the job you’re applying for is one you consider ideal makes a lot of sense. Note that all the main ingredients of the job—variety, challenge, working solo as well as in a team environment, and providing creative solutions to clients—would have come under step 1 in the four steps. Once again, the second answer is not a fatally flawed one. Its major mistake is mentioning stress. The instant you mention stress, the interviewer’s alarm bells will start ringing. They’ll want to know how much stress is too much and what things stress you out—not what you want to be talking about in an interview. 


Question: What motivates you at work?

Good answer 
There are lots of things that motivate me in the workplace, but three of my biggest motivators would have to be problem solving—especially highly technical problems that require specialised knowledge; learning new things and keeping up to date with all the changes in my field; and working in a cooperative team environment where we’re throwing ideas off each other and coming up with creative solutions. I love the camaraderie that goes with that. 

Not so good answer 
Probably my biggest motivator is having a fun job, one I really look forward to and excel in. There’s nothing worse than turning up to a job you don’t enjoy day in day out. Also, I love having great work hours. I don’t mind staying back occasionally and lending a hand, but I wouldn’t want to be doing that all the time. I also love working in the city because it’s easy to get to from where I live and it gives me easy access to great shops and restaurants. 

Comments 
The first answer would only be an effective one if the duties mentioned in it—solving highly technical problems, keeping up to date with the latest innovations and enjoying working creatively in a team were all part of the job description... the point is that an excellent strategy for answering the motivation question is to go to the main duties of the job and talk about those. 
The second answer begins well but fails to mention what constitutes a fun job. Thereafter it is a fatally flawed answer. Working hours and location of work may very well be motivating factors, but they should never be mentioned because they fail to demonstrate how you will add value to the job.

Question: What qualities do you think are important to be successful in this field? 

Good answer
 
The qualities necessary to be successful in this field would include the skills and knowledge to actually do the job properly. I’m not just talking about all the technical skills, such as knowing how to operate the various software programs and a comprehensive knowledge of the relevant legislation and how to apply that legislation, but also an ability to get on with people, possess great communication skills and know how to plan and organise your work whilst working under considerable pressure. I also think high levels of motivation and drive are very important. These are all qualities that I possess and can bring to this position from day one.
Not so good answer The qualities necessary to be successful in this field would include a detailed understanding of all the various software programs required to complete operations. Not only does one require knowledge of how to operate the software but also how to fix things when they go wrong and something is always going wrong. The same can be said for the complex legal technicalities. As you well know, in our industry the devil is in the detail and a superficial understanding of the legislation can lead to a lot of trouble. As well as having a thorough understanding of all the programming requirements of this job, I also have a comprehensive knowledge of the legal subtleties.

Comments 
This type of question invites you to go directly to the main duties of the job you’re applying for and use those as your answer (it is the same strategy that’s used in answering the motivation question). The first answer does just that. It is superior to the second response because it covers more bases. As well as talking about the technical skills, it also talks about getting on with people, planning and organising, and good communication (the generic competencies). 
The second answer is not a bad one, but it falls into the common trap of only focusing on the technical side of the job.

Question: Tell us about a time you handled a difficult situation with a co-worker. 

Good answer
 
Last year one of our colleagues was displaying a lot of aggressive behaviours, including dominating team meetings, belittling other people’s ideas and not cooperating. I approached the rest of my colleagues about him and soon realised everyone was feeling the same as I was. We decided not to take the matter to our manager until we had the opportunity to talk to him first. So we decided that at our next meeting we would raise these issues with him. I was chosen to initiate the discussion. At the meeting I avoided personalising the problem and I avoided using inflammatory language. I also adopted an upbeat and optimistic tone. The results were better than we anticipated. He thanked me for the delicate manner in which I raised the issues and also thanked us all for talking to him first before taking it further. After our meeting, his behaviours changed markedly for the better. 

Not so good answer 
There was one time when one of my colleagues was not pulling his weight, nor was he being at all cooperative with other members of our team. The manager failed to pick it up because some members of the team covered for his mistakes and he would always go out of his way to be extremely friendly when the manager was around. So one day when he was being uncooperative I pulled him aside and let him know what I thought about him. Ever since that day his behaviour towards me changed. He went out of his way to be friendly towards me and he made sure all the work that I needed was done properly. Unfortunately, his behaviour towards the other members of our team did not alter at all. The lesson I learned was that you have to stick up for yourself because no one else will. 

Comments 
The first answer demonstrates an ability to consult with colleagues, the capacity to solve a problem on your own rather than immediately escalating it to management, and an ability to communicate highly sensitive information in an appropriate manner. It also demonstrates a great outcome for everyone involved. The second answer is too narrow in its focus. It solved the problem only for that individual but fails to address the broader issue of team harmony and cooperation.

Question: Tell us about a time you had to meet a very tight deadline. 

Good answer 
When I was working for the Interplanetary Commission, I was required to meet multiple tight deadlines. I was able to consistently meet all my deadlines by adhering to sound planning and organising principles. These included planning my work well ahead so there were no surprises, ensuring that everyone in my team was well trained and well aware of their responsibilities, always having various contingency plans for when things went wrong, and never accepting more work than we could handle. The effectiveness of these practices was highlighted by the fact that my team never missed a deadline and was seen as the standard-bearer for performance within the organisation.

Not so good answer 
The way I meet tight deadlines is by making sure that I stay back and put in the hard yards. When something unexpected arises or we are experiencing a particularly busy period, I’m not one to shirk my responsibilities. If it means staying back to complete the work on time, I’ll do it. In my view there’s no substitute for hard work. 

Comments 
The first answer adheres to the classic components of the four steps. It starts off by providing a context (step 3), then follows up with examples of how deadlines are met (step 2) and finishes by stating positive outcomes (step 4). It gets right to the point, provides multiple examples of how to meet deadlines and states great organisational outcomes. The second answer is commendable because of the candidate’s willingness to work hard to get the job done, but it is too one-dimensional. Meeting deadlines requires more than just hard work. It also requires an ability to work smarter.

Question: What sort of manager would you like to work for?

Good answer
 
I’d like to work for a manager who knows how to do his or her job properly as well as knowing how to lead staff. It’s important that managers know how to do their job well, otherwise they can lose credibility amongst their staff and a manager without credibility will soon lose the respect that is needed to be an effective leader. My ideal manager would understand and practise sound leadership principles such as consulting with staff, acknowledging people’s hard work, providing regular feedback and not intimidating or bullying people. My view is that a good manager is a firm but fair one and knows how to gain the commitment of staff. 

Not so good answer 
I think it’s important for a manager to have good people skills. The best manager I worked for was able to get on with her staff in the workplace as well as outside. She was a good friend to all and everyone knew they could turn to her in time of need. She never turned anyone away and always tried her best to look after us. More people turned up to her farewell dinner than to the general manager’s. 

Comments The second answer is too narrow. Good managers need to be more than just liked by their staff. They also need to be good at their jobs and firm with staff when and if the need arises. It’s possible that well liked managers may be operating inefficiently in order not to lose popularity amongst staff. The first answer is a more complete one. Not only does it acknowledge the importance of getting on with people, but it also acknowledges the importance of being firm when the need arises as well as having good work skills.

Question: Have you performed the best work you are capable of? 
Good answer
 
Yes I have, and I’d like to think that I do it on an ongoing basis, not just on so-called important occasions. Performing the best work you are capable of, in my view, requires high levels of motivation and a willingness to work hard and learn from your mistakes. These are qualities that I bring to the workplace every day, and I believe the proof of this can be seen in the quality of my work and the praise I have received from former employers. My work on the Odysseus Project, where I exceeded all my targets and played an important role in bringing home the goods, is an example of my daily work rate and contribution. 

Not so good answer Yes I’ve managed to perform at my best on several occasions. I tend to be at my best when the pressure is on. If I know there’s a lot at stake I roll the sleeves up and really give it all that I’ve got. If that requires working late and on weekends then so be it, as long the job gets done. I love a challenge and enjoy delivering the goods under pressure. 

Comments 
The strength of the first answer is its argument that performing at one’s best is something the candidate does all the time rather than an occasional approach reserved for special circumstances. It also lists the qualities required for someone to perform at their best and then goes on to give a specific example. The second answer is commendable for the candidate’s willingness to roll the sleeves up when there’s a lot at stake; however, an employer would like that sort of dedication all the time.

Question: How do you deal with criticism? 
Good answer 
I view positive criticism as being the same as constructive feedback—something which is designed to improve my performance, which is important to me. If I’m criticised about an aspect of my work I try my best to locate the source of the problem and do my best to rectify it. Viewed in that light, criticism can be a great learning tool. On the other hand, I do not take kindly to criticism that is not constructive, where the main objective is to hurt or undermine the other person. In such cases I’m inclined to approach my critic in an open manner so we can work things out. I don’t think there’s a place for negative criticism in the workplace—it just undermines morale.
Not so good answer 
I don’t like people criticising my work. No one’s perfect and I never go around criticising other people’s work. Let he who is without fault cast the first stone. Of course, I expect my team leader to criticise my performance if I make a mistake, but I think it’s important that the criticism be delivered in the proper manner, with no belittling or bullying. I’ve seen too many people get crucified over minor mistakes which undermines their commitment to the organisation.
Comments 
The first answer’s strong suit lies in its ability to distinguish between constructive and negative criticism and its statement of how the candidate would respond to each of those. The second answer’s weakness lies in the candidate’s reluctance to be criticised by colleagues. Even though the part about belittling and bullying is good, one comes away thinking that the candidate may be a little too sensitive to criticism. The above answers have been written to give you an insight into what an effective interview might sound like and the reasons employers prefer to hear some answers rather than others. Used in conjunction with the information provided in previous chapters you will be able to construct your own original answers that will impress even the most hardened interviewers. Note however while there’s nothing wrong with copying key sentences and phrases from the good answers, they have not been designed for rote learning. The good answers are meant to provide guideline of what effective answers might sound like; they’re not meant to be entire answers to your interview questions. Your own answers will be better because they will stem from your hard-earned experience. 
Performing well at interviews is not as difficult as many people think. The key to success lies with correct preparation and practice. Knowing what to prepare and how to prepare, then giving yourself the opportunity to apply your newly acquired skills, is a tried and tested formula for success. Remember, great interviewees are not born with effective interview skills—they develop their skills by following this formula. Completing this book means your awareness of the realities of the interview process has increased significantly. It’s also highly likely that your interview skills have already improved. It is important to note, however, that the more you think about your answers and the more you practice them the better you will become. Great interview skills are not developed overnight; they improve with time and correct application. 


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1. Ultimate Guide to Job Interview Answers
Word-for-Word Job Interview Answers to Use To Get Hired, Download 177 Proven Answers to Job Interview Questions...

2. Killer Interview Secrets E-book
This ebook includes top 10 secrets that help you will every job interview...

3. Free ebook: 75 interview questions and answers
This ebook includes: 75 interview questions and answers, types of job interview questions and how to face them, interview tips...

Work Pressure interview questions and answers

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1. Ultimate Guide to Job Interview Answers
Word-for-Word Job Interview Answers to Use To Get Hired, Download 177 Proven Answers to Job Interview Questions...

2. Killer Interview Secrets E-book
This ebook includes top 10 secrets that help you will every job interview...

3. Free ebook: 75 interview questions and answers
This ebook includes: 75 interview questions and answers, types of job interview questions and how to face them, interview tips...

Accounts Receivable (A/R) Interview Questions And Answers

Accounts Receivable Interview Questions and Answers will guide us now that Accounts Receivable is typically executed by generating an invoice and either mailing or electronically delivering it to the customer, who, in turn, must pay it within an established timeframe, called credit terms or payment terms. Accounts Receivable departments use the sales ledger. So learn the Accounts Receivable concepts with this Accounts Receivable Interview Questions Answers guide and get job preparation

Top job interview materials

1. Ultimate Guide to Job Interview Answers
Word-for-Word Job Interview Answers to Use To Get Hired, Download 177 Proven Answers to Job Interview Questions...

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3. Free ebook: 75 interview questions and answers
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Tuesday, November 27, 2012

Free Interview Answers

Relax, you’ve just found the best Free Interview Answers on the Internet. These interview sample answers are just a small sample of what’s inside The Complete Interview Answer Guide.
At JobInterviewTools.com, you’ll also find real stories about real people and how the author of The Complete Interview Answer Guide has helped them ace their interview and get hired for the job they wanted.
In this section you find free interview answers to some of the toughest interview questions you’ll ever get asked by an employer.
I get requests all the time for free interview answer samples. So I created this page and listed with text right out of my interviewing guide. The guide is filled with many more questions and answers just like this.
Every question in the guide is first explained and shows multiple answers for each question. I like to give a variety of answers to these questions so you can get a better idea of how to form your own answer.
What do you consider your most significant weaknesses?
I have never enjoyed this question as it basically forces you to tell the interviewer something negative about yourself. Don’t feel the need to reveal deep character flaws, but tell the interviewer you have a few faults that you are working to improve and then give a few examples.
A good way to turn this question around and turn a weakness into a strength is the best way to answer this question. Don’t actually tell the interviewer that you have a problem; though we all have something wrong with us, but don’t come right out and say it as it will sound like a weakness and a reason not to hire you.
Best answer:
1. “I pay close attention to details which does result in a higher quality of work and saves additional time down the road, though it does take more time up front and sometimes overtime.”
2. “I am a person who likes to meet deadlines and deliver what I promise and sometimes I can get a little frustrated with my fellow co-workers if I’m waiting on them in the last hour before something is due.”
How do accept criticism?
This is a team player question and is asked to see how open and willing you are to being asked or told what to do. Are you someone who can follow directions? Can you accept criticism? Or, are you the type of person who does not like being told what to do or being criticized?
Best answer:
1. “I openly accept criticism without taking any offense and politely thank the person for their comments.”
2. “I take direction very well. I don’t mind being told what to do and feel that no task is beneath me. Sometimes, my boss may have time to explain what is needed in detail and other times she may only have a minute. I prefer the detailed version, but I can make it work either way. I know my boss is busy and I want her to be able to get on with her job as she does not need to babysit me.”
What are some of the things that bother you?
This is a common question, but don’t dwell on it. The interviewer is looking for a job related answer, more like “what bothers you about your job or the people you work with?” If you dig deep and think of what really bothers you, you’ll find that it’s other people and their ideas, right? But don’t tell the interviewer that, you can be more clever than that.
Best answer:
1. “It bothers me the most when other people I work with don’t meet their deadlines or deliver what they promise.”
What do you consider your most significant strengths?
This is another top 10 question that you can surely expect to hear in any interview. Prepare yourself and make sure you can rattle off three to five of your strengths as it relates to your past or present job, work experience, and the requirements for the job for which you are interviewing.
Though it’s something to be proud of, they don’t want to hear what a wonderful mom you are or what a good basketball player you are. Be prepared and know your strengths and don’t tell the interviewer that you don’t have any, even if you don’t. Relate your strengths to the job for which you are applying.
Best answer:
1. “I have a solid background in Accounts Receivables, great problem solving abilities and I get things done with little direction.” And then elaborate a bit on your specific skills, but don’t turn this answer into a book. Keep it short and move on.
2. “I have great communication skills and can work with many different types of people of varying personalities and skill levels. I am motivated, disciplined, and focused and am determined to get my job done well and on time.” –
3. “I meet deadlines. I deliver what I promise. As a result, I’ve always made my managers look good.”
There are many sites out there giving away interview sample answers, and I must say that everything I have seen so far has been disappointing. They are merely cheap attempts to get you to their site in hopes you will click on some advertising links.
I want you to know that my free interview answers are real answers that I have published in The Complete Interview Answer Guide. They have been personally written by me and are here to help you and to give you an idea of the quality of answers you’ll find in The Complete Interview Answer Guide.
Inside The Complete Interview Answer Guide, Don shows job seekers how to answer interview questions. The 201+ sample answers in the guide will quickly help you craft your own professional answers for ALL types of interview questions for any occupation.


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1. Ultimate Guide to Job Interview Answers
Word-for-Word Job Interview Answers to Use To Get Hired, Download 177 Proven Answers to Job Interview Questions...

2. Killer Interview Secrets E-book
This ebook includes top 10 secrets that help you will every job interview...

3. Free ebook: 75 interview questions and answers
This ebook includes: 75 interview questions and answers, types of job interview questions and how to face them, interview tips...

Interview Questions for Sales & Marketing

The day-to-day activities involved in operating your business may leave you little time for marketing, or perhaps your strengths lie more in the technical aspects of your enterprise. If so, you may be considering hiring a sales and marketing professional to help your small business grow. A few interview questions can help ensure you're hiring the right candidate for the job.

What Do You Know About Our Products/Business?

This question helps you determine if the candidate has bothered to take the time to research your company and its products. It also gives you the opportunity to see how well the candidate can make a presentation. You could follow up the question by asking what marketing ideas for your company the candidate could bring to the table if hired.

Can You Tell Me About a Successful Marketing Campaign You Helped Develop?

This helps you gauge the candidate's true level of experience regarding developing and implementing marketing concepts. The candidate should be able to take you through the marketing process, from the idea stage to when the marketing program actually hit the streets. You could also ask her what problems she incurred along the way and how she dealt with them successfully.

Can You Give Me an Example of a Time You Overcame an Objection?

Salespeople are constantly forced to overcome objections to make a sale. A successful salesperson should have no problem providing examples of times when he had to leap a major hurdle, such as having higher prices than a competitor, but was still able to gain the business. A follow-up question could involve asking what the candidate perceives as a major objection to selling your products and how he would overcome it.

What Motivates You?

This question helps you gain a better understanding of what makes the candidate tick. If the candidate indicates she is motivated by attaining prestige and the job she's interviewing for is selling plumbing supplies, it might not be a good fit. On the other hand, if the candidate is highly motivated by money and your job offers only a small salary but has the potential of high earnings from incentives, you may have found the right person.

What Do You Like Least About Your Current Position?

The answer to this question can alert you to any potential red flags. For example, if the candidate indicates he doesn't like dealing with the "little things," it may be a sign that he is lax in areas such as paying attention to detail or following through with customers. Since sales and marketing positions typically involve frequent customer interaction, these traits could make for some unhappy customers.


Top job interview materials

1. Ultimate Guide to Job Interview Answers
Word-for-Word Job Interview Answers to Use To Get Hired, Download 177 Proven Answers to Job Interview Questions...

2. Killer Interview Secrets E-book
This ebook includes top 10 secrets that help you will every job interview...

3. Free ebook: 75 interview questions and answers
This ebook includes: 75 interview questions and answers, types of job interview questions and how to face them, interview tips...