17 ‘GREAT ANSWERS’ to the TOUGHEST INTERVIEW QUESTIONS!

The speaker, Richard McMun from the interview training website, Passy Interview, introduces the topic of the video which is about answering the 17 toughest interview questions. He emphasizes the importance of preparation for any upcoming interview and promises to cover the list of these difficult questions, provide tips for answering them, and offer unique top-scoring answers. He also encourages viewers to subscribe and like the video for motivation to create more content.

The first interview question discussed is about the qualities of a good coworker. Richard provides two tips for answering this question: explaining the importance of being a good coworker and discussing traits like being pleasant, positive, supportive, embracing change, and offering to train new team members. He then gives a detailed example answer that incorporates these tips, highlighting the importance of a positive attitude and willingness to assist team members.

The second interview question focuses on how candidates handle setbacks at work. Richard offers tips on demonstrating positivity, resilience, and problem-solving capabilities. He provides an example answer where the candidate assesses options quickly, creates a new plan, and emphasizes the importance of responding positively to setbacks. The example showcases a situation where the candidate's team lost members due to sickness but managed to complete the project by delegating tasks and outsourcing complex work.

The third interview question is about dealing with angry customers or clients. Richard advises using active listening skills and creating solutions that meet the customer's needs. His example answer demonstrates a calm and empathetic approach, including apologizing when necessary, reassuring action will be taken, and keeping the customer updated on progress. The response aims to show the candidate's ability to handle conflict resolution effectively.

The fourth interview question asks about regrets from a candidate's previous job. Richard suggests using the answer to show a commitment to the employer's success. His provided answer talks about having great ideas that were not implemented due to shyness, and expresses a newfound confidence to push for such ideas in the future. This approach demonstrates a desire for improvement and contribution to the company's success.

The fifth interview question is about prioritizing tasks while under pressure. Richard emphasizes the importance of staying calm and focused, and suggests using a color-coding system to prioritize tasks based on urgency. His example answer details a methodical approach to handling tasks under pressure, including writing down objectives, creating a prioritized task list, and blocking out distractions to focus on work.

The sixth interview question involves addressing a situation where a coworker is not performing well. Richard advises giving a behavioral response that shows teamwork capabilities. His example answer tells a story of helping a coworker who was late with work due to personal issues, by offering support and working together. This demonstrates the candidate's supportive nature and ability to handle performance issues calmly and professionally.

The seventh interview question is about the last time the candidate asked for direct feedback from their manager. Richard suggests showing a proactive attitude in seeking feedback for improvement. His example answer describes a situation where the candidate sought advice on improving sales techniques, leading to increased sales conversions. This response highlights the candidate's willingness to learn and contribute to company growth.

The eighth interview question focuses on the candidate's communication style with their manager. Richard recommends mentioning professional and updated communication. His example answer showcases a candidate who communicates respectfully and professionally, keeping the manager informed about progress, training needs, potential problems, and business opportunities.

The ninth interview question is about a time when the candidate had to deliver bad news. Richard advises considering the message and audience before delivering it. His example answer involves a situation where the candidate had to inform a supplier that their services were no longer needed. The candidate prepared what to say, preempted questions, and delivered the message calmly and directly, resulting in a positive outcome.

The tenth interview question asks for a situation where the candidate persuaded someone to see their point of view. Richard emphasizes the importance of communication and influencing skills. His example answer tells of a time when the candidate prevented the team from cutting corners on a project, arguing for maintaining trust with the client and the company's reputation, leading to the team agreeing with the candidate's viewpoint.

The eleventh interview question involves handling a difficult coworker. Richard suggests showing collaboration and determination skills without involving the manager. His example answer describes a situation where the candidate built a good working relationship with a dismissive coworker by finding common interests and using that to improve communication and collaboration.

The twelfth interview question is about handling a challenging problem when the manager is not available. Richard advises showing confidence and decision-making skills. His example answer involves a situation where the candidate had to quickly decide to hire an IT contractor to fix a website issue when the manager was not reachable, resulting in the website being up and running again in time for a busy weekend.

The thirteenth interview question asks about a time when the candidate had to embrace a new process or technology. Richard emphasizes the importance of showing a positive attitude towards change. His example answer describes a situation where the candidate encouraged team members to embrace new working practices and technology, leading to improved team performance and agreement that the change was positive.

The fourteenth interview question is about a situation where the candidate failed to achieve a desired result despite their best efforts. Richard suggests showing determination and a positive response to failure. His example answer tells of a time when the candidate tried to train a new team member who ultimately left the company due to lack of technical ability. The candidate stayed positive throughout and learned from the experience.

The fifteenth interview question involves a situation where a coworker was doing something wrong. Richard advises demonstrating good values and ethics in the response. His example answer describes a situation where the candidate confronted a coworker making inappropriate comments, stood up for the new team member, and encouraged the coworker to reflect on their actions and apologize.

The sixteenth interview question asks about a time when the candidate made a mistake. Richard emphasizes taking responsibility for mistakes and correcting them. His example answer involves a situation where the candidate mistakenly sent a list of out-of-stock products to a customer, immediately apologized, corrected the mistake, and implemented a checklist to prevent future errors.

The seventeenth and final interview question is about describing something complex to someone who doesn't understand it. Richard advises assessing the person's knowledge level and using clear, non-technical language. His example answer describes a methodical approach to explaining technical presentations, using visual aids, familiar terminology, and ensuring understanding through repetition and questions.