Interviewing can be a challenge both for the interviewer and the candidate. The fact is that hiring managers may not be adept at how to interview effectively. They have not been formally trained and have been given little direction by their management. Not focusing on the right things, makes it difficult for applicants to demonstrate why they should be seriously considered for an opening. Even worse, the hiring manager may make a decision without a thorough understanding of how the applicant will perform in the position. 

The following is intended to give you some ideas on what to look for when interviewing an OTC/Treasury Applicant. How you use the ten examples will depend on the level and complexity of the position. These focus on the background skills that make a viable candidate. Does the applicant demonstrate the technical skills and attention to detail needed? Do they have the necessary communication and negotiation skills, and positive attitude required for the role? Do they project the appropriate level of business acumen and professionalism needed to fit in as a team member? If you are applying for a position, think in advance about how you can demonstrate to the interviewer that you can meet these expectations.

1. Demonstrates research into the company and the position:

• What is your understanding of what this company does?
• What is your understanding of what this position is responsible for and who an incumbent interacts with?

2. Drawing out relevant experience:

• What experience have you had that relates to this new role?

3. Questions related to the technical or daily aspects of the role: 

• What do you think are the most important credit, collections, and account reconciliation metrics?
• How would you calculate those metrics?
• Describe your excel and word skills.
• Describe your experience using relevant software tools.
• What do you see as the relevant regulatory overlay of concern in this position?
• Describe how you have used your writing and communication skills.
• Describe your experience running meetings, and giving presentations.

4. For management positions:

• What do you see as the essential qualities of a good leader?
• Give an example of how you have managed a difficult employee. What was the outcome?
• Give examples of how you incentivize staff.

5. Emphasize accomplishments, not just the job duties.

• What are examples of what you accomplished in the roles listed on your resume?

6. Understanding decision-making to accomplishing a challenge using independent thinking:

• What is the most challenging assignment or project you have ever had? How did you deal with it? What was the outcome?

7. Dealing with failure or missing a target:

• What was the biggest failure in your career to date? How did you handle it? What was the outcome?

8. Revealing the character, dealing with dishonesty, and being lied to:

• Give an example of when someone has tried to deceive you? How did you handle it? What was the outcome? 

9. Handling the stress of multi-tasking, target expectations, deadlines, and office politics: 

• What is the most stressful work situation you have dealt with? How did you handle it? What was the outcome?

10. Handling conflict: 

• Give an example of someone you have encountered in your work life who was uncooperative. For example, someone who disagreed with your decisions and just took all the air out of the room. What happened? What was the outcome?

Conclusion:

Effective interviewing helps both the interviewer and the candidate understand the requirements of the position and how the candidate may perform if hired. The situational questions suggested here will help both the hiring manager and the candidate determine if there is in fact a good fit.