TOP 7 Interview Questions and Answers (PASS GUARANTEED!)
Interviews for Top Jobs at Empower
Senior Media Planner Interview
I applied through a recruiter. The process took 2 weeks. I interviewed at Empower in May 2021
Interview
The interview was straightforward, first with the recruiter, then two rounds with different stakeholders. There could have been one less round but overall, they were over communicative and respectful of time.
- What was a recent challenge and how did you overcome it?
Social Media Specialist & Paid Ads Specialist Interview
I applied through a recruiter. I interviewed at Empower
Interview
I was scheduled two interviews and the first interview was with someone from HR. The questions asked where centered around my skill and what a day in my current roles looks like. I have a second interview scheduled with their technical team so I’m prepared to answer technical, skill or scenario based questions.
- Tell me what a typical work day looks like for you?
Marketing Research Analyst Interview
I applied online. The process took 3 weeks. I interviewed at Empower (Cincinnati, OH) in Jul 2016
Interview
I applied for this position online and received an email three weeks later to schedule a telephone interview. The call was scheduled for 60 minutes; I cut the call short and withdrew myself from consideration about halfway through.The “Talent Finder” was nearly 10 minutes late in calling and neither apologized for nor acknowledged her tardiness. The interview itself consisted mostly of standard, high-level telephone interview questions interspersed with 30-45 seconds of awkward dead air while the Talent Finder took notes.I ended the call when the Talent Finder insisted upon collecting my full salary history in order to fully assess my candidacy and “justify” an appropriate salary should I ultimately receive a job offer. In explaining why this data is relevant (it’s not) the Talent Finder disclosed that Empower tracks the salary data it collects from job applicants in an internal database it uses to assess/re-center the salaries of its own employees.Aside from the fact that applicants’ target salary, not salary history, is what’s relevant, mining or harvesting personal data from job applicants – who often feel pressured into answering ANY question asked by interviewers – is a pretty disingenuous business practice.
- Take me through your salary history for the jobs listed on your resume? (paraphrasing)
Questions You Might Be Asked
All interview questions are really the same question: Why should we hire you? Your task is to answer them in a way that convinces the potential employer that you are the right person for the job. Some of the possible variations on the question ”Why should we hire you?” are presented below, along with some tips for responding to them. Note: All questions that you are asked in an interview should focus on your qualifications.
Tell me about yourself.
This question is often used to break the ice. The important thing to remember is to keep the answer brief and make sure that it relates to the job.
Tell me about your education.
Even though your resume includes this information, some employers like to learn more. Remember to mention any classes, seminars, workshops, and on-the-job training you’ve attended that support your job goals.
Why have you chosen this particular field?
Answer this question in a way that illustrates your enthusiasm for and dedication to your career.
Why are you interested in working for this company?
State the positive things that you have learned about the company and how they fit with your career goals. This shows the employer that you cared enough about the interview to prepare for it.
How do you think you will fit into this operation?
Use this question to express your interest in the job and your knowledge of the company. An informed answer to this question tells the employer that you are serious about the job.
How do others describe you?
This is another way of asking ”How do you think you will fit in?” You can prepare for this question before the interview by asking friends and/or people you have worked with how they would describe you.
What are your strengths?
This question gives you an opportunity to sell yourself as the best candidate for the job. Be sure to show how your strengths could be used on the job and could benefit the m company.
If you were hired, what ideas/talents could you contribute to the position or our company?
This is another question that allows you to sell your skills. Answer it by giving examples of past accomplishments that relate to the job or company.
Give an example of how you solved a problem in the past.
It is important to be able to show the process that you go through when presented with a problem. State the problem and describe the steps that you followed to reach the solution.
What do you consider the most important idea you contributed or your most noteworthy accomplishment in your last job?
Give examples of ways in which you saved the company time or money or developed an office procedure that improved efficiency.
Give an example of a time you showed leadership and initiative.
Even if you haven’t had the title of lead worker, supervisor, or manager, give examples of when you recognized a job that needed to be done and you did it.
Give an example of a time you were able to contribute to a team project.
If your work experience did not involve working on a team, use examples of teamwork from other aspects of your life, for example, family projects or community activities.
What is your major weakness?
Answer this is a positive manner by showing how you overcame a specific weakness. For example, ”In the past, it was difficult for me to accept criticism from my peers. However, I have learned to value and solicit this input and it has improved my job performance.”
Think about something that you consider a failure in your life, and tell I me why you think it happened.
This is another way of asking about weaknesses. Answer by showing how you turned a failure into a success. For example, ”In my last job, I was given an assignment to coordinate all travel plans for an international conference. About halfway through the process, I realized I had not gathered enough information to help attendees make good travel and lodging decisions. I had to take time out to do the research, which put me under a severe time crunch. I learned to do my research sooner. I haven’t had the problem since.”
Describe your best/worst boss.
Do not present a negative picture of any past employers. If given a choice, always talk about your best boss. If pressed to describe the worst boss, pick a work-related characteristic that can be stated in a positive way. For example, ”I had a supervisor who was vague when issuing assignments. I learned to ask questions so that I knew what was expected.”
In a job, what interests you the most/least?
Use this question to demonstrate how well you would fit the job being discussed. When discussing what you are least interested in, try to demonstrate a positive attitude.
What have you done to develop or change in the last few years?
Use this question to show that you are willing to be challenged and to improve. Employers are looking for people who are willing to continue learning. Talk about formal and informal educational opportunities that you have pursued. Mention books and periodicals you have read that are related to your field of interest.
Where do you see yourself in three years?
Telling the interviewer, ”In your job!” is not a good idea. Instead, indicate that you hope to acquire sufficient skills and knowledge within that time to make a positive contribution to the company.
Do you have any questions for me?
By asking questions, you again show interest in the job. Some suggested questions are listed below.
Questions About the Company
Evaluating your level of empowerment
Inner belief and values is important guidance to the manager himself, but management is about acting and impacting real lives and as such it must also be data-driven discipline. How can we else learn, exercise and improve? Unfortunately todays management is often conducted on beliefs rather than insights (check out Jeffery Pfeffers book on leadership bullshit (2015)
So why do we need to evaluate the level of empowerment?
When knowing why you to want to evaluate your level of empowerment, then you should decide on how. Are you looking for deeper understanding and insights, then apply qualitative methods. If you are more into getting an overview of current state and want to benchmark, then you should use the quantitative method. Here are some of the approaches I have used myself:
FAQ
What are examples of empowering questions?
- What Do I Have in My Hands? …
- Am I Living My Purpose? …
- “What If” Today Was the Best Day of Your Life? …
- What Would You Do? …
- Who Would You Spend Time With? …
- What Kind of Experiences Would You Have? …
- How Will You Feel at the End of the Day? …
- If Not Now, When?
How do you show empowerment in an interview?
Tell us what you think of when you think of empowered employees. How does employee empowerment impact a work culture or environment for employees? Describe your preferred relationship with your supervisor or manager in terms of direction, oversight, delegation, and monitoring.
What are the 10 most common interview questions and answers?
- Tell me about yourself.
- What attracted you to our company?
- Tell me about your strengths.
- Tell me about your strengths.
- Where do you see yourself in five years?
- Tell me about a time where you encountered a business challenge?
How do you empower your team interview question?
- Tell me about yourself.
- What attracted you to our company?
- Tell me about your strengths.
- Tell me about your strengths.
- Where do you see yourself in five years?
- Tell me about a time where you encountered a business challenge?
