Fresh Deputy General Manager(DGM) Interview Preparation Guide

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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?

The best managers are strong but flexible, and that's exactly what you want to show off in your answer. (Think something like, "While every situation and every team member requires a bit of a different strategy, I tend to approach my employee relationships as a coach...") Then, share a couple of your best managerial moments, like when you grew your team from five to 15 or coached an underperforming employee to become the company's top salesperson.

If you were unemployed for a period of time, be direct and to the point about what you've been up to (and hopefully, that's a litany of impressive volunteer and other mind-enriching activities, like blogging or taking classes). Then, steer the conversation toward how you will do the job and contribute to the organization: "I decided to take a break at the time, but today I'm ready to contribute to this organization in the following ways."

This breaks the ice, shows the ability to think on their feet and if they can enjoy working together. Whatever joke is told, it almost always leads to a story.

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,"

With this question alone, I am able to discern what is most important to the candidate, what their hobbies and interests are, their communication skills, their sense (or lack of) humor, their presentation comfort level, their educational background, their grasp of what the position entails, and their work style.

Balanced is a good word to use, but remember the type of company you are interviewing at. Some companies may want someone who is aggressive and a go-getter.

That Works, a human resources management and consulting agency. "And you don't hire liars.", 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 question seems simple, so many people fail to prepare for it, but it's crucial. Here's the deal: Don't give your complete employment (or personal) history. Instead give a pitch-one that's concise and compelling and that shows exactly why you're the right fit for the job. Start off with the 2-3 specific accomplishments or experiences that you most want the interviewer to know about, then wrap up talking about how that prior experience has positioned you for this specific role.

"I see three areas of interest..." Relate those to the position and industry.

Along similar lines, the interviewer wants to uncover whether this position is really in line with your ultimate career goals. While "an NBA star" might get you a few laughs, a better bet is to talk about your goals and ambitions-and why this job will get you closer to them.

Avoid, "I would like the job you advertised." Instead, give long-range goals.

It is a situation, wherein the total expenditure of the government exceeds its total income. This cannot be compared to debts as these are nothing, but the collection of yearly deficits.

Absolutely! Cite specific examples using your current job as a reference point.

It helps me instantly find out if the applicant has done any research on the company and if they will take as much pride in their job as I do.

I have found in nearly 30 years of experience, those who read are stronger employees, more creative and can be more objective.

Yes. Give examples that relate to your current job.

As long as we both feel I'm contributing, achieving, growing, etc.

Talk about books, sports or films to show that you have balance in your life.

OK, if you get the admittedly much tougher follow-up question as to why you were let go (and the truth isn't exactly pretty), your best bet is to be honest (the job-seeking world is small, after all). But it doesn't have to be a deal-breaker. Share how you've grown and how you approach your job and life now as a result. If you can position the learning experience as an advantage for this next job, even better.

To be completely effective in any company, the candidate needs to feel passionate about what they are doing. Employees that settle eventually cost a company far more lost revenue than the hour wasted on interviewing the wrong person.

Keep it brief -- give an action- and results-oriented definition.

First of all, be honest (remember, if you get this job, the hiring manager will be calling your former bosses and co-workers!). Then, try to pull out strengths and traits you haven't discussed in other aspects of the interview, such as your strong work ethic or your willingness to pitch in on other projects when needed.

I ask both men and women this question and I look for body language and their verbal response. If the question was met with a smile or a slight shrug, it indicates a sense of humor and an easy-going nature. In their verbal response I am looking for an applicant willing to do whatever it takes to help the team find success but always like to hear, "I'd get it for you -- and then show you how to get it yourself the next time.

This interview question seems forward (not to mention intimidating!), but if you're asked it, you're in luck: There's no better setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only do the work, you can deliver great results; that you'll really fit in with the team and culture; and that you'd be a better hire than any of the other candidates.