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11 Key Interview Questions With Tips and Examples

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11 Key Interview Questions With Tips and Examples

11 Key Interview Questions With Tips and Examples

11 Key Interview Questions With Tips and Examples

Reliability questions for interview with sample answers
Consider these example questions and answers to prepare for your interview:

1. What do you consider your key strength?
This question highlights key aspects of your work that you are most proud of. Ensure your answer revolves around core strengths such as determination, discipline, dedication, trustworthiness and patience. A disciplined and trustworthy candidate will most likely be a reliable employee.

Example: “My key strength is discipline. I set goals and follow through. I meet all my deadlines, hit set targets and review my goals as often as I can. I also do a strengths, weaknesses, opportunities and threats (SWOT) analysis to determine whether I succeeded or not. I involve my seniors in this process for objectivity”.

2. How would you define a reliable employee?
This question helps gauge whether you are on the same page with the employer. It also helps to gauge whether you clearly understand the meaning of reliability. Reliability means you are trustworthy and consistent. Talk of the various ways employees can be reliable. It could be working with minimal supervision or being a person of integrity who does the right thing when no one is watching.

Example: “On several occasions, I handled emergency projects in my organization. My line manager would delegate work in case something came up. He knew I would deliver within short notice based on my track record. I am intentional about being a dependable person”.

3. Tell us of a time you faced disappointment.
This question can guide the employer on your level of reliability based on how disappointments affect you. A reliable person would be highly disappointed by someone who does not deliver what they promised. However, they would calmly handle the issue.

Answer this question in a way that shows you are appalled by people who don’t keep their word. At the same time, bring out the character of an emotionally intelligent employee.

*Example: “I had ordered office supplies for an upcoming event. On the day of the event, this particular supplier was nowhere to be found and had their phone switched off. I had to think fast, source for the specific supplies from another vendor and deal with the original supplier later. The event was a success and no one noticed the anomaly. I later learned that the specific supplier was not pre-qualified. Nowadays, I do due diligence to avoid such inconveniences which come at a cost”.*

4. What are your core values?
Your core values can help gauge whether you are reliable or not. Employers want to hear words such as honesty, integrity, loyalty, consistency, dependability and commitment. Based on these highlighted values, one can easily tell what you stand for.

Ensure you come across as a loyal employee, full of integrity. It is less likely to have those two values and be unreliable. A person of integrity is keen to do the right thing and not want to disappoint someone they are loyal to.

Example: “I consider integrity, honesty and loyalty my core values. This way, I do the right thing when no one is watching. I am honest in my dealings and consider loyalty the basis of any engagement”.

5. What do you consider effective communication skills?
A reliable person has excellent communication skills. If something is wrong, and they can’t deliver, they communicate. If something doesn’t go as anticipated, they communicate. The employer is trying to gauge whether you have an in-depth understanding of effective communication.

Ensure you demonstrate it confidently. Effective communication entails active listening, decision-making, problem-solving, negotiation and consistency.

Example: “I always keep a manual outlining the proper communication channel. I share it with everyone in the organization. This ensures there are no blind spots hence no excuses since everything is stipulated. Whenever I move to a different organization, I discuss with my line manager about the modalities of having such a document in place”.

6. Tell me about a time you sacrificed your time for work.
This question aims to gauge whether the employee can handle a little discomfort once in a while. Emergencies happen at work. Maybe a product is urgently needed in bulk and sacrifices need to be made. Demonstrate you are a dedicated employee and not among employees who find an excuse to sneak out and avoid the required sacrifice.

Example: “There’s a time we got an urgent order worth millions with a tight deadline. This doesn’t happen every day. I let my spouse know I would be coming home late and working over the weekend for two consecutive weeks. We supplied in time, and I was proud to be part of the team that worked extra hours”.

Read Also: Questions to Ask Yourself to Build Self-Confidence

7. Tell me about a difficult career decision you had to make.
This question helps determine whether the candidate can be relied upon in difficult situations and handle pressure.

Demonstrate that you don’t give up easily when it gets tough. If you have ever taken a salary cut, unpaid leave and other such drastic measures but still stuck around, talk about it. It does not only show your resilience but your reliability too.

Example: “One organization I worked in was experiencing financial difficulties. This saw most of my colleagues leave voluntarily. I approached the management for a salary cut and this meant a total lifestyle change. I felt I had a lot to offer and couldn’t leave when things were tough. Some left and found jobs elsewhere, but as I said, I believe in loyalty”.

8. Tell me of a time you made a wrong decision
This question helps gauge whether the potential candidate takes responsibility for their actions. Being able to admit you are wrong and seeking guidance without playing blame-game shows you are reliable. Demonstrate that you also learned from the mistakes and are keen on not repeating them.

Example: “I missed an urgent email for a certain project. A document was supposed to be revised urgently, but for some reason, I missed the email. That almost cost the company a multi-million dollar contract. Luckily, the contracting organization felt it would be unfair to dismiss my organization. They already had the comprehensive document. I make sure I check my work emails often to avoid missing such important information”.

9. Tell me of a time when punctuality impacted your work.
This question helps the employer understand whether the employee considers time keeping an essential factor for success. If you can sacrifice a few minutes before leaving, demonstrate it. This also helps gauge your work ethic.

Come out as someone who cares about your employer’s time. Demonstrate that you commit to a task to completion without being coaxed. Demonstrate the ability to plan and prioritize work too.

Example: “I consider coming to work on time a form of self-respect and discipline. I manage to do so much when it’s quiet. It also shows I respect my work. If there’s something urgent, I sacrifice a few minutes before clocking out. Emergencies don’t happen every day”.

10. Would you consider yourself a team player?
There’s nothing as disheartening as having a member who cannot be relied upon in a team. You become the missing link. This question helps gauge whether a candidate can work in teams while at the same time be able to play their specific role. Demonstrate the fact that you are a team player with tangible examples.

Example: “I was part of a group charged with organizing a company event. We were eight managers picked from different branches. I made sure I clearly understood my role and how it related to the whole group. I consulted frequently and followed up on what others were doing. I never missed a single meeting, whether physical or online. I helped other team members the much that I could. I stood out at the end of the event and got awarded. My colleagues had voted for me.”

11. Do you have any questions for us?
This question helps to gauge whether the candidate asks intelligent questions. They also try to find out whether you will ask obvious questions that you could have researched. Do not ask obvious questions such as the mission and objectives of the organization.

Ask intelligent questions. If possible, presume you are already working for the company. You may tailor the questions to the background research. This shows your level of involvement and interest.

Example: “I have gone through the strategic plan on the company website. In five years, you are planning to open a new branch. I played a big role in opening six branches in my current workplace and would love to be part of the team that actualizes that reality. What kind of support would you offer someone in my position, considering I have the prerequisite experience? Do you have in-house training and mentorship programs?”

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