How would you rate your performance in this interview?

"I believe that this interview has been quite informative and I am happy with my performance. Is there anything that I can clarify for you from this conversation?"

How you answer this question will offer the interviewer insights into your confidence and your self-perception. The interviewer has their perception, and you have yours. This will reveal how well aligned your realities are and offer insights into your sense of confidence and self-awareness. It also offers you an opportunity to circle back to previous questions where you could have elaborated on more.

Be confidently honest with the interviewer about how you feel the interview has gone so far. If you feel you're knocking it out of the park, say so while being as modest as possible. Consider any relevant remarks the interviewer's said, and include this in your response if appropriate. This will demonstrate that you are an active listener and that you pay attention to details. If you feel you've left out any relevant information, be sure to mention it.

Tell us something that isn't on your resume or cover letter.

"Something interesting... I've built a few cars in my garage. The last one I built a few years ago was a T-Model Ford that I tricked out and installed a hybrid engine in. It's a great car and a fun project. Took me about 6 months to complete. Here's a picture..."

Your resume and cover letter got you this far. Now your interviewers want to know more about you. Your answer will clue them in to your passions, hobbies, and your job-centric interests.

Verse yourself in their language, keywords, mission statements, and core values. Doing so will provide you with the opportunity to align your answers with what they are looking for in a candidate. It also exhibits a willingness to overachieve and go above and beyond in every aspect of what you do. These are the traits that translate to a strong employee and a strong work ethic.

Describe the difference between working hard versus working smart.

"One should always do both. They're not mutually exclusive either. I start every job, by working hard and evaluating where there is room for improvement. Once I get the hang of something I'll evaluate how I can kaizen an opportunity. First, focus on quality, then quantity. By the end, it should take me less effort to produce the same content."

By determining your familiarity with this concept, they can ascertain your work experience and fitness for the role. They are also looking for insights into your work style and ethic. Putting in hard work can equate to putting in long and taxing hours. Working smart exemplifies your ability to prioritize, organize, and effectively manage your time and strategize how to complete a project or any given task. This question sheds light on your grasp of the difference between the two.

Recognize the importance of this question, offering your insights and field expertise in this regard. Frame yourself as a leader, acknowledging the time and place for working hard and working smart, and how they play into your leadership skills when performing the work yourself or delegating. Often when working smarter, the hard work you'd otherwise put in is cut in half, lightening your workload and contributing to effective time management.

Tell us about a time you had to take a risk.

"I had a looming deadline, and there was still work that needed to be done. Then a member of my team went out on leave. The project they were working on was near completion, with the deadline approaching fast as well. Since I was familiar with the work they performed, I volunteered to take on that work as well. I wasn't sure if I could meet both deadlines, but I put my all in. In the end, I had to put in ten hours of overtime in three days to get it all done. I could have scraped by doing less, but then the quality of my work would have merely met expectations, which is below my standard."

Innovation is partly achieved by taking calculated risks. For some, taking risks comes naturally. Others might take risks compulsively, which could turn costly for an individual, a family, or a company. Then there are those who are risk-averse, maintaining the status quo. Your answer will offer insights into your makeup and help them determine your fit for the role while revealing any potential red flags.

Detail the situation, what inspired you to take the approach you took, and how you achieved a positive outcome. When delivering your example, you want to present yourself as someone who takes calculated risks as opposed to someone who is a habitual risk-taker. Avoid providing examples where you went outside of the chain of command, or the approach you took resulted in failure. This will only serve as a red flag, presenting you as a liability.

Tell us about a time you had to admit to having made a mistake.

"I misunderstood the angle I was supposed to take for a project assigned to me. I am pretty communicative and make a habit of mirroring and ensuring we're all on the same page. In this instance, it is still ambiguous where the communication breakdown occurred. But regardless, the very minute I realized what happened, I walked up to my supervisor and informed them of the setback. They were admittedly disappointed, but were able to delay the deadline to allow me to recover what was recoverable, and effectively start over."

They want to ensure you take ownership of your mistakes and exhibit the ability to learn and grow from your setbacks. Making mistakes is human. How you deal with and remedy a mistake comes down to exercising good judgment and knowing when asking for help is appropriate. Many times, a person might feel fear of being judged for a mistake they've made. How they confront their fear, and the situation, is the true test of their character.

When you provide your example, explain the reasons behind your course of action. If you tried to fix the mistake before bringing it to the attention of your superiors, explain why. Using the star method, start by describing the situation, then the task that wasn't executed as hoped, the actions you took, and the result. Break down the positive takeaways from the situation and the measures you took to set yourself up for success moving forward.

What is your definition of teamwork?

"For me, teamwork is an attitude. It's when everyone has each other's back, with camaraderie and altruism. It's electric. Everyone working together, anticipating needs, and taking part in something bigger than themselves, sharing the glory of their accomplishments."

Teamwork is an important aspect of this role. This question is designed to gauge how aligned your approach and philosophy are with that of General Motors.

Preparing for any interview comes with its fair share of research. Your research should also include combing through your own background and accomplishments to ensure you leave nothing on the table. Focus on the collaboration involved in teamwork. Treating the members of your team with dignity, and respect, and recognizing and rewarding their efforts is paramount. The only thing you have control over is your attitude. In a team environment, the right attitude can go a long way.

Tell us something your previous employer would say about you.

"They'd say that I get it. I can't tell you how many times I've heard that. It boils down to my attitude. The way I see it, my job is performing all the duties in my job description, padding the job whenever I can, and making the habit of going above and beyond. But beyond that, I'll always view the basics of my job as putting my all in, anticipating the needs of my superiors, and doing everything I can to make their job easier."

Many who've had this question posed to them wonder if they've already conversed with their previous employer. This question is designed to see how you handle stress at the moment.

Now is the time to display how well you cope with stressful situations. There is no need to feel nervous about this question. Answer with confidence, and stay on course with what you'd offer and contribute to GM. Consider incorporating some of their keywords into what you share, such as integrity, collective passion, and innovation.

What excites you about working with us?

"I'm very motivated to advance my career. Doing so with a company with similar core values and principles is ideal. Working with GM feels like a good fit, a symbiotic relationship. The prospect of this is exciting for me."

They want to know why you want to join them. This question also offers you an opportunity to reveal how in-depth you've researched the position. Any company bringing on a new employee wants to know how one will fit into the culture of their brand. They'll gauge this by observing whether you embody their brand through like-mindedness.

Be sure to incorporate some of the language, keywords, and taglines of their branding into your answer. As they state on their website, "Stepping back and considering what the company should be doing, look ahead, and be bold. The bold commitments we've made are moving us closer to realizing this vision." So take advantage of this opportunity to showcase your knowledge and the thorough research you performed. Show that you've put thoughtful consideration into the opportunities this position has to offer your future and career. Answer with sincerity, in a manner according to your nature.

"Looking at GM and seeing their core values. I feel like we will have a great relationship. The thought of being a part of the GM team and your accomplishments moving forward excite me."

Are you willing to relocate or travel to work?

"I'm interested in the opportunity and growth in my partnership with my employer. If relocating or travel is part of that package, I am ready and willing."

Every interview process is exhaustive, and one way to determine a good fit is by determining how familiar a qualified candidate is with the company or the position. For example, as advertised on their website, "Headquartered in Detroit, Michigan, with employees around the world, General Motors is a company with a global scale and capabilities. Employing over 155,000 people, serving six continents, operating across 22 time zones with a diverse workforce speaking 75 languages." To find the best candidates for any position and where they'd fit into their team, the interviewers need to evaluate how well the needs of their company and the needs of their employees align.

If you're willing to travel for work or have in the past, volunteer it. If you're not open to traveling, don't say no. If you weren't aware travel was a prerequisite for the position, ask if it is. Tell them you're interested in the position and that you'd be open to discussing it further, but your understanding of what constant business travel looks like doesn't fit into your current lifestyle. Ask more questions about the position, be flexible, and be open to negotiation. There may be room for advancement from within, for which a willingness to travel may be a prerequisite.

How would you address a team member who was underperforming?

"I'd handle it promptly, as often as required, offering them specifics. Let too much time slide by, and it is harder to offer specifics. Practicing P.O.S. feedback (prompt, often, and specific) allows for greater success in addressing such issues. Luckily, since the employee knew I was looking out for them, we were able to curb the problem behavior before attracting the attention of our superiors."

Not only can the poor performance of an employee negatively impact the rest of the department, but how you handle such challenges has the potential to make matters even worse. Any insights they glean from your leadership approach will help them determine your impact on a team.

Craft your example around the core values of the company, treating others with respect and exhibiting integrity. This requires empathy and transparency. Avoid strict, by-the-book answers, such as following the formula of 'I give them two verbal warnings, then one write-up, then a second, and if they get a third, they're fired.

Describe your greatest work related accomplishment?

"This may sound cliche, but sitting in this interview with your right now stands as my greatest work-related accomplishment. As I've said, I set out my goals long ago when I drafted my first five-year career plan. Each time I met the goals I set out for myself in my plan, I had my greatest work-related accomplishment. Today, it's performing my best in an interview I set out for. Tomorrow might deliver a different accomplishment. We'll see."

This question seeks to evaluate what you consider "putting your all in" and the level at which you're an overachiever. It serves to inform them of your goals and motivators. This enables them to contrast you against the other applicants in the interview pool.

It is okay to exhibit pride in your career accomplishments. Align them with the role you're contending for. Your example doesn't necessarily have to be groundbreaking. Whether you formed a team for the first time and fostered a greater sense of teamwork in a collaborative environment or developed a system that improved workflow and saved the company money, this question is about how you gauge success and what you bring to the table.

What does customer service mean to you?

"If my staff loves coming to work, and the culture of our brand is appealing, that will translate to a great customer experience. A happy team is more likely to deliver a welcoming experience. I'm a cheerful person, and that's what I like to bring to work. I think that's what everyone wants, is to be happy when they're doing their job. It's contagious."

Go beyond how you aim to deliver a great customer experience. Focus on culture, branding, and creating human connections through your interactions with your clientele and your team. Exhibit positivity and an enthusiasm for working in a customer-centric environment.

Do your research on the company in advance, aligning their core values with your own, and integrate their keywords into your answer. As they state on their website, "Our goal is to deliver world-class customer experiences at every touchpoint and do so on a foundation of trust and transparency. Putting the customer at the center of every decision." Consider this when composing your answer.

Describe when you worked with someone that increased your awareness of personal and cultural differences?

"I worked with someone who came from a different cultural background than my own. I knew little about their culture and society and was amazed by what they endured. I had a vague idea, but not to the extent they shared. Afterward, I kind of saw that person as a hero. The hurdles they had to overcome, and the sheer determination to beat the odds stacked against them. Despite what they endured, they consider themselves the luckiest person alive. That's an achievement. That's greatness, and it humbles you."

As they state on their site, "We aspire to be the world's most inclusive company and to conduct ourselves with fairness and transparency toward everyone we interact with. Creating an environment where all voices can be heard." What they'll be looking for is more so how you answer this question. A person who doesn't feel comfortable when immersed in a culturally diverse environment might have difficulty navigating this question. They might stammer, and struggle to find the right words. Whereas, a person who has experience working with people from all walks of life, and has no difficulty being immersed in a culturally rich environment, will have no trouble navigating this question with ease.

Familiarize yourself with GM's taglines and key phrases surrounding 'inclusiveness' and 'diversity', and try to weave those key terms into your answer organically. Speak sincerely about your open-mindedness, and being a universally inclusive person. The subtlety of this question is in "increasing your awareness. " This is the focal point, not on educating you on or bringing personal and cultural differences to your attention.

What are your greatest strengths? Weaknesses?

"I'd say my greatest strength is also my greatest weakness. I push myself to the limit and am my own worst critic as a result of it. I rarely need to be disciplined because I am harder on myself than anyone else could be. So even though I am a perfectionist and put my all in, sometimes I can push myself too hard. It's like Nietzsche said, be careful in casting out your demons, for you may be casting out that which is greatest within you."

How you answer this question will give the interviewer insight into your self-awareness and how you identify your merits and growth opportunities. It's also a constant challenge for the interviewer to find out whether you're being forthright, or doing your best to tell them what they think they want to hear. This tests your honesty by evaluating the consistency of your answers. Your consistency serves to reveal how consistent you'll perform in your work.

Align your strengths with what they're perceivably looking for and offer how they'll help you in this role. Frame your greatest weakness as an asset in its own right. Being a perfectionist can be a weakness.

Can you tell us about a time you had to support an unpopular company policy?

"At my first job, our entire department was laid off. There was obviously a lot of dissent as a result. There's nothing worse than facing financial insecurity. But the severance packages we all received were more than fair. So I supported the decision as best as I could, shook hands with senior management, and thanked them for their generosity. It was the right thing to do. Not sure if my attitude had anything to do with being one of the few who were hired back a few months later. Regardless, I consider myself one of the lucky ones."

New policies often come into play throughout the growth of any company. Change can be challenging. This question seeks to understand how you deal with and adapt to change and how you foster growth in a workplace.

Provide an example of a situation in which you faced such a challenge. Explain how your course of action created positive insights toward the bigger picture and the end goal. You want to come across as a supporting influence for your employer.

Tell us about a time you had to deliver bad news to your boss.

"Well, I consider myself the eyes and ears of my superiors. If I pick up on something that affects the business, I'll give them a heads-up as soon as possible. It's better this way for everyone involved than waiting for them to discover it themselves. In this instance, there was a member of the team who was underperforming with unfortunate consistency. There'd been multiple conversations on this. On a day when this employee had called in sick, I had to track down some materials I'd loaned to them. Although I'm not proud of it, I went through their desk looking for it when I stumbled upon a bottle of booze and some drug paraphernalia. Although I was remiss to do so, I decided to bring it to the attention of the management. This resulted in the employee being let go. I felt bad about this as well, despite how much their behavior and life decisions were impacting the team's productivity. It's been a while since we've had those productivity issues, and in the end, it was a good thing for the department. I just hope that individual was able to turn their life around."

The language of this question is intentionally vague and non-specific. This allows them to see how you'll interpret what a stressful situation means to you. They're curious whether you'll reveal yourself as the root cause of the bad news, versus your leadership skills prompting you to take the initiative to be the bearer of the bad news. Situations like this can be sensitive and affect how others on your team perceive you. The interviewer wants to know how you handle such situations and your intentions for bringing them to light.

Take responsibility for your actions where applicable. Avoid examples where bringing others' mistakes to light might come across as intending to make yourself look better. Exemplify emotional maturity by acknowledging we face stressful situations every day, and highlight your ability to take such situations in stride.

Tell us about a time you had to explain something complex to someone.

"I'd detected a discrepancy. The trail I had to follow which led me to its source was quite complicated. When I tried to explain what I was doing to a coworker, it led to further confusion. So I created a report with diagrams, writing it out in a cohesive manner that effectively answered all their questions in order. I don't always resort to written communication, but in this instance, I decided it was important."

This question evaluates the importance you place on communication. Communication is integral to the successful operations of any business. Whether you take clear communication for granted or are accustomed to working in an environment where clear communication with others is key, make sure you clearly communicate your answer.

Before your interview, record your voice while you answer some of these questions. Then play it back and write down all of your speech crutches and how many times you used them. Words such as, "Like," "um," "you know," "so on and so forth," "and," "well," "but," "so," "ah," "er," "literally," "actually," and "basically." Once you've identified which speech-crutch words you use the most, practice answering without those words. Whenever you find yourself struggling, just pause instead. This will present you as a clearer communicator and more of a professional.

Tell us about a time you faced conflict with someone on your team.

"A member of our team was going through some heavy personal issues. Their behavior was erratic at times. I had a couple of talks with them, hoping to mentor them or just to lend an ear. My approach ultimately failed, as they weren't interested in help. I gave them time to collect themselves and later addressed the situation by explaining how their performance was under evaluation and how the department's perception of them on the team had changed. I also apologized for overstepping my bounds, detailing my motivation, and explained that I wouldn't again cross those boundaries now that they've set them. Soon we got along as if nothing had happened between us. Sure, I was trying to help, but in the end, there's only so much one can do."

They want to determine what you consider a conflict and how you'd confront it; if you respond defensively to situational conflict, or approach it diplomatically, working swiftly towards a communal end goal. It aims to gauge your problem-solving skills, and general perception or attitude. They ultimately want to know whether you're part of the problem or part of the solution.

It's worth considering how the question is phrased. A "conflict at work" could indicate a conflict between yourself and another employee, or a time you exhibited strong leadership skills to resolve a dispute between two other members of the team. It could also mean you had a personal conflict of interest. In your answer, exhibit integrity. Detail the situation leading up to the conflict. Include the steps you took to de-escalate. Explain how it was resolved. Do your best to exhibit your soft skills and your adeptness at non-defensive communication.

Why are you currently seeking employment?

"When I interviewed for my last job, it was a temp assignment. After they saw my work ethic firsthand, they offered me a permanent role in their company. I explained to them I had clear goals, and it seemed the position they offered me only took me so far down my career path. We recently reached a crossroads, and I ultimately decided it was time to continue down that path elsewhere. I gave them two months' notice and have fully trained my successor. I am grateful for what I learned and the relationships I've built."

This question seeks to reveal how forthright you are about the conditions through which you left your previous employer (whether you were fired, quit, laid off, etc.). They are also curious on what terms your employment was severed, amicably or acrimoniously.

Focus on the positives. Don't reveal anything that would paint you in a negative light. If there were reasons which might sound defamatory towards yourself or others, try to keep those details to yourself. For example, when someone has outgrown a position and it isn't advancing their career, looking for career growth elsewhere reveals a dedication to one's well-formulated career plans. Not burning bridges, and revealing professional appreciation for what you gained from your previous employers can go a long way toward exhibiting emotional maturity.

"Due to the market downturn in cryptocurrency, _________ announced there were going to be redundancies across the board. Post my redundancy my manager has contacted me, reassuring me that he wishes it didn’t have to be this way and that I was a very good worker and very dedicated. I enjoyed my time within that team but now, I just want to get straight back into doing what I am good at and that is providing great support in my next position hopefully with GM."

How would you describe a day on the job in your current position?

"Well, I typically start my day early, allowing myself time to stroll through work, saying my hellos, checking in on an individual level, and keeping a sharp eye out for any details which might grab my attention. Then I check my inbox and review anything new or urgent. I then review the priorities I tracked the evening before, adjust priorities accordingly, explore my resources and get to work..."

They're interested in how your relevant work experience translates to the position you are competing for. They're also curious about how you measure your productivity against the daily work you perform, well as your work style and approach.

Talk about the tools and resources you used to plan your work and stay organized on the job. Exhibit strong time management skills, and your standards for prioritizing your work. Multitasking is challenging for most people. How you track your progress and pick up where you left off on a task is worth mentioning as well.

"Start my day early, allowing myself time to get up to speed on what’s happened over the last few hours while I’ve not been at work. I then start going through our backlog to see how I can best tackle the list of items. At the end of the day, I will go through the things I have done during my day and just ensure I’ve left clear feedback for the next shift to pick up and have a clear understanding of the progress"

Why should we hire you?

"I've been described by several employers and coworkers as a clutch player. Some people have a cup either half empty or half full, but my cup overflows. Beyond my hard skills, I have outstanding project and time management skills, am a team player to the core, I'm an excellent communicator, and have a consistently positive attitude."

The interviewer is curious if you'll squander the opportunity to advertise your merits, and what kind of pitch you'd throw their way. It also evaluates how above and beyond you've gone in researching the position, and how well you've been paying attention to the other interview questions in this set. They want to know if you know what sets you apart from the other candidates competing for this opportunity.

This is an excellent opportunity to boast about your unique accomplishments, going deeper into what you brought to your previous teams, and what you would deliver to theirs. Think about your successes, the positive energy you'd bring, and the positive comments your coworkers have mentioned about you in the past. Speak confidently, make relaxed eye contact, and posture yourself with positive, engaging, and confident body language.

"During my working career, I’ve been described as hard-working and passionate. I love helping people and making sure things are ticking along as expected. Beyond my experience & hard skills, I am a great team player and an excellent communicator. I think I would be a great asset to the team."

Tell me about yourself.

"I grew up in a small town in Valley City, North Dakota. At an early age, I was working in my grandfather's convenience store. He learned my strong work ethic from him. By the time I was 14, there were times I was running the store. I've always had a strong work ethic. I graduated from high school with a 4.0 GPA and repeated this success throughout my four years of college. I am mindful of these lessons to this day."

In order to contrast you with other viable candidates, they'll need to get to know you first. Gaining insights into your personality will help them determine your fit for this opportunity. Emotional maturity, ambition, self-growth, conscientiousness, and integrity are some of the driving components they're hoping to hear from each candidate.

Use this icebreaker to highlight your more interesting work accomplishments or life experiences. Appeal to the personality of the interviewer while maintaining your professionalism. Exhibit forward-thinking. Try not to dwell on the hardships and hurdles you've overcome to get here. Focus on the positive takeaways from your experiences, which helped shape your character.

"I was born in SA and moved to the UK when I was about 15. I worked in IT in the UK for about 9 years before getting a great opportunity to work in the UAE for a startup Bank. I was married in Seychelles post covid. Fast forward 3 years I joined Binance for 14 months and now I am here."

What is more important to you when organizing your projects, quantity or quality?

"Well, they're not mutually exclusive. They hold equal value, depending on the situation. Consistently exceeding deadlines is very important to me, but so is knocking it out of the park when it comes to quality. I always pad the job when time allows."

Prioritizing tasks based on the big picture rather than short-term goals, their level of importance, and their urgency doesn't always come naturally. For most, it is a developed skill. This question explores those organizational and time management skills. Accuracy is a critical part of the daily activities of any job. How well you produce error-free, high-quality work within given timeframes will be evaluated based on your attention to detail, adaptability, and flexibility.

There's a standard to uphold. Attention to detail only holds value when quality doesn't sacrifice meeting deadlines and accomplishing the goals set forth. Emphasize your understanding of the distinction between quality and quantity and go into why striking a balance is important.

"I think they are all pretty equal given the situation. I always strive to exceed expectations/deadlines but it’s also important for me to ensure top quality. Once the quality has been ironed out you can work on ways to create more quantity."

What would your first 30/60/90 days look like working with us?

"I'd remain humble, and do what I could to build relationships, looking at everyone as a resource for knowledge while I learn the ropes. I'd work hard, side by side with everyone while keeping my head down. I'd learn everything I could, working smarter as I went on, learning all the tricks of the trade from my fellow team members along the way. Once I earned their respect and learned the protocols, systems, and rules, I'd develop systems of my own, seeking to improve on what is in place and contribute in any way I could. Kaizen is the ultimate end goal."

The interviewers want to know your approach when coming into a new work environment and how you'll fit in with their team. There are many behavior types, and how you answer this behavioral question should reveal how well you build relationships and adapt to a new work environment.

Familiarize yourself with the 30/60/90 rule: The first month of a new hire's 90-day probation period should focus on familiarizing themselves with the team, company, products/services, clients, etc. Month two should be spent studying current processes and procedures and identifying strengths and weaknesses. In the last month, that hire should be well-grounded in their role and capable of identifying growth opportunities. Past the 90-day mark is considered an acceptable time to implement innovation.

Why do you want to work for us?

"I feel as if the heartbeat of the American Industry is the automotive industry. General Motors is the heart of that industry. It's a great American company that I want to be a part of."

The interviewer is curious how above and beyond you've gone in researching the position, and how well you've paid attention. They want to know if you know what sets you apart from the other candidates competing for this opportunity.

Go into what you contributed to your teams, and what you'd uniquely offer. Think about your successes, the positive energy you'd bring, and the positive comments your coworkers have mentioned about you in the past. Speak confidently, make relaxed eye contact, and posture yourself with positive, engaging, and confident body language.

"Working with one of the most respected automotive companies feels like it could be a once-in-a-lifetime opportunity. I want to be a part of the future of this great company."

Where do you see yourself in five years?

"Before I started college, I drafted my first five-year career plan. I've been updating it every year, adjusting it where necessary. This practice has honed my time management skills, and I now have a strong track record for forecasting and meeting my goals. I recently revised it, and I have it with me..."

This question will offer insights into your ambition and how your idealized future aligns with the opportunity presented. They want to discern if you'll be committed to the opportunity they have to offer, or if you'll take what you need and move on. To be a serious contender for this position, you should have a five-year plan for your career, and display how your objectives align with theirs.

If you haven't already, create a five-year plan, further defining your goals and breaking down how you'll reach them in attainable steps. Examine your career plan and goals, and your trajectory toward reaching those goals. Outline where you plan to be in five years, and how working with GM can get you there. Once you have this mapped out, you can communicate your answer in a manner that should meet their expectations.

"Over the next 5 years I want to cement myself with a company, hopefully, GM, and become a key member of the team or even eventually run a team of my own. I’d like to continue working on my management/team-leader skills as well as grow my knowledge."

How would you describe your leadership style?

"I'd say I am an influencer and a transformational leader. Give a man a fish and he eats for a day. Teach a person leadership skills and they'll lead for life. I've been told I am a great coach and motivator."

The interviewer wants insight into your style of leadership and how you overcome challenges while motivating your team. Additionally, how you answer this question will help them evaluate your ability to identify the benefits and drawbacks of each of the five leadership personality styles; authoritarian, participative, delegative, transactional, and transformational, as well as your approach to each type.

Think about the leadership style which has inspired or motivated you most. Whether inspiring innovation in others by assigning tasks equitably, based on skill, preference, or randomly, determine which approach you've found most effective and speak to its merits. Also consider the core values that apply, "One Team, working together despite the distance. Respectfully speaking up, exchanging feedback, and boldly sharing ideas without fear. It's on me. Taking personal responsibility for your work and contributions to our culture, winning with integrity, doing the right thing, even when it's difficult." Take all of this into consideration before formulating your answer.

"I see myself as a leader who always treats my team the way I’d like to be treated. For example, if there is something I have assigned to someone I want to understand how it gets done (how it works) so I will ensure I know how my colleague has got to the conclusions so if they struggle, I am there to be able to support and help them grow. I enjoy helping my team grow and become better versions of themselves with guidance and motivation."

Tell us about a time you coached or mentored someone.

"When I was last in a leadership position, there was a clutch player employee who displayed real talent and leadership skills. I decided they were prime to rise to the occasion and join the management. I spent months training them, and they quickly ascended through the ranks."

Throughout the interview process, the interviewer will give you opportunities to promote your accomplishments. As they say on their website, "We stand together to drive the world forward. Everybody in." Investing in the development of your coworkers, and driving positive change towards the greater success of the team is an investment in one's own development.

Provide examples where you identified an employee's growth potential. Provide how approached their training and specify how the employee's performance improved. Describe how they continued to excel after your mentoring. If they regressed, what did you do to continue to develop them?

"In my last leadership role, I employed someone whom I thought had some great skills and qualities that given time they would be a great leader too. I spent months mentoring and working very closely with this individual who then became the most looked-up-to team member. To this day he is one of my greatest reasons I love being a mentor."

What are your salary expectations for this role?

"I've already put some thought into this. I understand the median pay rate for this position comes in at 'XYZ'. My last position paid me 'ABC'. Well aware of my experience and what I'd bring to the table, I have a couple of questions before I answer. Would you mind revealing what benefits, incentives, bonuses, or other perks come with this position? I feel as if I should fairly weigh those considerations before giving you a thoughtful answer to your question."

This question is a test to see how realistic your expectations are. A realistic metric should be based on your level of experience and your current earnings, contrasted with the industry-standard pay rate. How well you've performed in the interview so far, and your self-awareness in this regard, are likewise components to consider. An employer's market versus a job seeker's market can also influence this number. How you quantify your answer will likewise justify your perceived self-worth. This is where you'll show your hand, your self-perceived value yourself, and how realistic your expectations are.

This question can come up anywhere in the interview, but it more commonly comes towards the end. It's never a good idea for the person being interviewed to bring up pay too early on. But once the interviewer addresses it, it's fair game. A good question to ask when quantifying your number is how frequently pay increases occur, and how their pay structure works. Whether it's salary or hourly, likewise holds weight. You can also ask, to ensure you are coming up with a fair number, what other benefits are offered with the position. Health benefits cost an employer money and should be considered when coming up with your number, as well as any incentives, bonuses, or other perks.

Describe a difficult situation you faced at work and how you overcame it.

"I had a family emergency arise in the middle of a project I'd taken on managing a team. The emergency required me to leave town. So I had to inform my management, and that was hard for me to do. I'm terribly remiss when disappointing my superiors. But I did everything I could to manage things proactively. I composed a thorough manual for my team so they could continue on in a self-sufficient manner. I also trained another to perform in my stead. The project was a success, but I still had trouble letting go, and hated the idea of disappointing the team."

They're interested in how you'll interpret this ambiguous question and what your answer might reveal about your personality and work ethic. It also aims to reveal what kind of situations you find stressful. Someone who keeps calm under pressure is an asset.

Exhibit your leadership skills by offering how you keep calm under pressure. Exemplify emotional maturity by acknowledging that we face stressful situations every day, and highlight your ability to take such situations in stride. Having a positive attitude can go a long way in demonstrating the ability to lead by example and foster a positive work environment.

General Motors Interview Questions

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1. How would you rate your performance in this interview?
2. Tell us something that isn't on your resume or cover letter.
3. Describe the difference between working hard versus working smart.
4. Tell us about a time you had to take a risk.
5. Tell us about a time you had to admit to having made a mistake.
6. What is your definition of teamwork?
7. Tell us something your previous employer would say about you.
8. What excites you about working with us?
9. Are you willing to relocate or travel to work?
10. How would you address a team member who was underperforming?
11. Describe your greatest work related accomplishment?
12. What does customer service mean to you?
13. Describe when you worked with someone that increased your awareness of personal and cultural differences?
14. What are your greatest strengths? Weaknesses?
15. Can you tell us about a time you had to support an unpopular company policy?
16. Tell us about a time you had to deliver bad news to your boss.
17. Tell us about a time you had to explain something complex to someone.
18. Tell us about a time you faced conflict with someone on your team.
19. Why are you currently seeking employment?
20. How would you describe a day on the job in your current position?
21. Why should we hire you?
22. Tell me about yourself.
23. What is more important to you when organizing your projects, quantity or quality?
24. What would your first 30/60/90 days look like working with us?
25. Why do you want to work for us?
26. Where do you see yourself in five years?
27. How would you describe your leadership style?
28. Tell us about a time you coached or mentored someone.
29. What are your salary expectations for this role?
30. Describe a difficult situation you faced at work and how you overcame it.

General Motors Interview Questions

1. How would you rate your performance in this interview?

2. Tell us something that isn't on your resume or cover letter.

3. Describe the difference between working hard versus working smart.

4. Tell us about a time you had to take a risk.

5. Tell us about a time you had to admit to having made a mistake.

6. What is your definition of teamwork?

7. Tell us something your previous employer would say about you.

8. What excites you about working with us?

9. Are you willing to relocate or travel to work?

10. How would you address a team member who was underperforming?

11. Describe your greatest work related accomplishment?

12. What does customer service mean to you?

13. Describe when you worked with someone that increased your awareness of personal and cultural differences?

14. What are your greatest strengths? Weaknesses?

15. Can you tell us about a time you had to support an unpopular company policy?

16. Tell us about a time you had to deliver bad news to your boss.

17. Tell us about a time you had to explain something complex to someone.

18. Tell us about a time you faced conflict with someone on your team.

19. Why are you currently seeking employment?

20. How would you describe a day on the job in your current position?

21. Why should we hire you?

22. Tell me about yourself.

23. What is more important to you when organizing your projects, quantity or quality?

24. What would your first 30/60/90 days look like working with us?

25. Why do you want to work for us?

26. Where do you see yourself in five years?

27. How would you describe your leadership style?

28. Tell us about a time you coached or mentored someone.

29. What are your salary expectations for this role?

30. Describe a difficult situation you faced at work and how you overcame it.