Wednesday, 11 July 2018

Emergence of Virtual Work Space

"Emergence of Virtual work space

India, just like other parts of the world, is witness to a change in the way employees work. Mobility is becoming important and physical presence in office is no longer a measure of productivity. The advent of smartphone technology, PDAs and portable pagers has decreased the requirement of work to be done sitting at one place. This has given employees more flexibility and freedom to choose the environment they want to work on, while workplaces have started moving to the clouds.

Smart devices these days have a host of applications that facilitate in-device processing, creation and review of work related documents. Indeed, mobile data has now become faster than most broadband offerings. Phones serve the same purpose as the bulkier, less portable laptops and the new line of products being launched is aiming to please the younger markets who are tech-savvy and much active in terms of their networking capabilities solely due to the fact that they practically live their lives online.

As a result, many companies are shifting to workplaces situated online. These virtual workplaces have many advantages over traditional workplaces, the most prominent being the non-requirement of an employee’s physical presence. IT support systems have to support a wider array of devices, varied both in hardware and software specifications.

Take the case of a company, Buffer, which went completely online after it realised most of its employees opted to work remotely than stay in office. Ever since it has noticed quite a few changes.

  • The employees are happier as they get to be in an environment of their choosing.
  • Shuttering the office saved the company over $7,000 every month.
  • They were able to provide round the clock tech support services as their employees live in different time zones, eliminating the need to worry about shifts.
  • Team meetings could be scheduled easily without the possibility of logistical problems.

Working online also had its own share of demerits, namely

  • The energy that comes from physically present team members was found wanting often.
  • The office atmosphere tened to get to the employees, making them lax.
  • For people who did not live with their family, the job seemed lonely.
  • It was difficult to build social relationships.

The employees nevertheless persisted with the online workplace as the benefits far outweighed the demerits, not to mention the obvious economical advantages this offered to the company. Not having a physical office meant the company saved on rent for the office and peripherals needed to keep it running. Moreover, time complexities also disappeared as important team events like meetings and brainstorming sessions could be started without the cause of employees being late due to troubles while commuting to work.

One of the biggest advantages virtual workplaces have to offer is the flexibility and the freedom to choose one’s own work hours and the savings made on salaries by employees. Automattic. The parent company for Wordpress, gives out it's employees 250$ for renting a co-working space. The employees can choose when they want to work, for how long and where.

The lack of an informal workplace and regular working hours takes some getting used to, but once it's set in stone, employees discover their productivity increases manifold, as compared to a stock office they would be cooped in day in and day out, as is the case with a physical workplace.

- Aditya Dhargava

Wednesday, 27 June 2018

Innovation In Recruitment

The recruitment process in India has been smooth flowing for over a decade. Indians are a social people, so they set more stock by referrals than any other country.

About 65% of employee referrals in India are followed upon, higher than the 39% world average. This is in addition to the traditional ways of recruitment. Of which, the most prominent in today’s time is sifting through online job portals.

Easily the most affected by the lack of innovation in recruitment are the start ups. At its infancy, any company needs all the help it can get. The most flexible, potentially risky but also potentially the most profiteering and hands down the most important resource of any organisation, leave alone start ups, is the human resource. Other resources may be in abundance but they will not amount to fruition if the person utilizing them is not talented enough. This makes it all the more important for start ups to find a person who's the perfect fit for their organisation.

Start ups typically place a lot of emphasis on flexibility. As opposed to established jobs, start ups may require extra workload to be distributed among existing employees without notice. As such, the candidate that start ups look for is ideally someone who does not stick to the job description. In addition to the job description, the candidate, when they apply, should be ready for any changes, albeit minor, to the job description, as per the requirement of the company. In addition to qualifications and on-paper prowess, start ups also require people of impeccable mental mettle.

Thus, filling job positions in a start up may not always be consummately fulfilling through conventional methods of sifting through a job site. A number of start ups are changing this industry, revolutionising the recruitment process in their own way. The last such shake-up came in 1997, with the inception of This is an opportunity the following seven online recruitment start ups have poached.

1. GrownOut - Sumit Gupta and Harsimran Walia, Gurugram. Website

The company has a network prediction algorithm which sources publicly available information into a job profile for the selecting a job profile for the candidates based on places where they have studied/worked using active/passive prediction rather than keyword search.

The system is far better than manual employee hirings through referrals as it is completely automated, removing any human error that could have been incorporated, had it not been so, while still working on the same principles as employee referrals.

2. Zlemma - Ashwin Rao and Madhav Halbe, Pune & Palo Alto, California.

This company was acquired by fellow California-based techie marketplace Hired, formerly known as DeveloperAuction. It had two products ZSort and ZCloud, that had algorithms which assessed candidates with backgrounds in Science, Technology, Engineering and Maths connect with employers. The candidates are scored based on a lot of parameters, among them the level of activity on social media sites like GitHub and StackOverflow and are located and matched to companies looking for a profile matching theirs.

The Hired philosophy works exactly opposite to the usual way of  ‘candidates looking for jobs’. Hired is a platform where employers look for suitable candidates.

3. Recruitro - Neeraj Kumar and Chetan Chopra, New Delhi.

Recruitro offers a software that is essentially a consolidated Application Tracking System and a resume sourcing system rolled into one. It provides the companies an efficient, collaboration platform that offers accurate, relevant and contextual information about the candidate to the employer for a cost, thereby reducing the time and costs spent on the recruitment process.

Recruitro focuses on bridging the gap between the company and the candidates. It aims at servicing both the candidates needs as well as its companies. They currently have plans for the IT sector, moving on to banking and finance later.

4. HackerEarth - Sachin Gupta and Vivek Prakash, Bangalore. Website

The HackerEarth approach to recruitment is completely skill based. They offer a tool that gives recruiters, albeit unskilled in programming assessment to devise tests for comprehensive marking of candidates and decide their suitability for the organisation.

The ever-growing HackerEarth community routinely organises competitions meant to evaluate the programming and technical prowess of the candidates. These hackathons are of high import as the rankings given to candidates are coveted by recruiters. These rankings are displayed along with their publicly available coding data and any past education or work experience.

5. Talview - Tom Jose, Jobin Jose, Sanjoy Jose and Subramaniam Mani K, Bangalore. Website

Talview is an impersonal interview service offering candidates the opportunity to take part in pre-recorded asynchronous interviews which allow them to record their answers in response to similarly recorded questions by the hiring managers of the companies.

Previously known as InterviewMaster, Talview was started in 2012 with the aim of connecting alumni and industry experts with students for the purpose of training and industry feedback. In addition to the asynchronous interview system, they also offer hiring analytics, talent engagement and written assessment modules.

6. MyRefers - Lalit Bhagia and Kashish Bhagia, New Delhi.

MyRefers is an online referral follow up service. It gives users an opportunity to recommend the best suited profiles within their network for a vacancy every time a company posts it. Applications are sorted through big data intelligence.

Users who recommend are given a two stage reward system. The first, when they recommend a lead to the company and the second, when the candidate recommended by them gets hired for the post they recommended him for.

7. Venturesity - Prashant Koirala and Subhendu Panigrahi, Bangalore. Website

Venturesity describe themselves as a “peer learning and challenge platform.”  It offers “LearnUps” which are basically learning sessions organised by companies to help candidates learn and engage with them through hackathons learning and assessment sessions.

The company is seeing immense opportunities in the US and Southeast Asia with a plan to conduct over 1000 LearnUps in the next 12 months with indulgence in lateral hiring.

-by Aditya Bhargava

Thursday, 25 August 2016

6 Management Lessons to Learn from Lord Krishna

On this auspicious Krishna Janmashtami ( Birthday of Lord Krishna ), let’s have a look at the 8 management lessons that we can learn from the God himself.

1) Never take side based on relations
Being an upholder of Dharma, Krishna would never take sides based on relations. An attribute similar to the concept of Internal Equity in management terms.
So, Krishna not only gives both of them an equal opportunity to take him into their sides(and Duryodhana pretty much knows it, the reason why he approaches Krishna), he also decides to be fair again and asks Arjuna to make a choice between himself and his entire army. Arjuna chooses Krishna himself, and the entire army is given to Duryodhana.

2) Everyone should feel equally appreciated & safe within realms of organization culture
The Raas Leela happens in dark forests, where the girls are away from security of home and family, yet feel secure enough. They dance around Krishna, not for any duty or custom, they do so for the love of him, at their own free will. Krishna is believed to be giving complete attention to each and every girl, and the moment they try to gather more part of his attention or feel Krishna loves her more, Krishna disappears for her.

3) Commitments First
Once Krishna knew he was to kill Kansa and then be crowned as the King, Radha chooses to stay back and keep alive the memories of their love together. A staunch believer of Karma, Krishna knew his destiny was now different from Radha and their love would never be the same once they are together in the palace. Her staying back would etch their eternal love forever in the Vrindavan.

4) The Strategist
As a smart strategist, he never broke any rule, but bent the semantics of the rules much to the benefit of the Pandavas against the mighty Kauravas

5) The Motivator
And finally the Bhagvad Geeta. For the sake of upliftment of Dharma, and the destruction of Adharma, Krishna would never shy away from taking any step. Even if it would mean destruction, it would be creative. Arjuna was worried that the people he is fighting are his own family, and there will be blood shed. Krishna not only motivates him to gear up for the battle to follow, he emphasizes on creative destruction. He controls the entire army of Pandavas under his single command and guides them to victory, in spite of facing the mammoth Kauravas.

6) Good Manager
Krishna had vowed not to play any combative role in the entire war. He was there as a strategist, motivator, a guiding force, never really taking part in the war physically, the qualities a good manager ought to have. In-spite of a smaller workforce, he guides them to success, purely based on his management skills. Skills, which no one taught him,which cannot be imparted, he learnt it himself. Each chapter of his life, be it his friendship with Sudama, his friendship with Arjuna, his fight with Kansa, has a lot to teach us.

Source: Lord Krishna

Tuesday, 2 August 2016

Top 10 Job Interview Tips and Tricks

Interviewers are people to, and like people they can be manipulated into doing your bidding until you’ve taken over the world! Okay, not really. But there are some tips and tricks that will help you win them over in the job interview. Below, in no particular order, are the top 10.

How to Ace the Interview
·         Mock Interviews
Mock interviews are fake interviews that you conduct with a friend. We have several posts that go through exactly how you can get the best learnings out of your mock interviews. How to Conduct a Mock Interview –  Part 1 is here, do enough of these and no interview will make you nervous.
·         Research Company AND Competition
Thoroughly researching the company is extremely important. Have a look at our full report on how to research a company effectively before you start your research. Research the competition  just as thoroughly, this will teach you much more about the industry. Before the interview review the company’s website, social assets,  get a copy of the annual report and run a general Google search. Contact the prospective employer and request details on the position you are interviewing for. Memorise the job description, it is what you’re being judged by. 
·         Find Additional Skills
You may also want to look at what other companies say in their job descriptions for the same job. This gives you a way to show what additional skills you can bring to the role on top of the ones they have listed. Think about including Soft Skills too. For example if you were applying for a role in Marketing, soft skills like embracing change and identifying opportunities are critical. If you are an engineer than focus on communication skills and lateral thinking etc…
·         Be Outgoing From the Start
First impressions can make or break the interview. No matter how nervous you are, start off strong by actively shaking their hand and talking. It may help you make up for any mistakes later. You also need to look the part. Make sure you are dressed professionally and appropriately for your industry. Download our FREE eBook – How to Dress For Your Interview and make sure you look right.
·         Ask Friendly Questions
“How’s your day so far?” “Have you been in CITY for long?” These questions build rapport so the interviewer begins to like you on a more personal level. Interviewers are not robots, they are people, and therefore their opinions can be swayed slightly by how likeable they find the candidates they interview.  You want to make sure they warm to you on a more personal level.
·         Eat, Drink, Sleep and Arrive Early
While these may seem like they should not need to be listed you would be surprised how many candidates arrive late or do not perform well because they have not eaten properly. Basic interview preparation like eating and sleeping and using the bathroom beforehand, will all help you be more confident in yourself during the interview.
·         Memorise Your Best Points
Take the time to think of examples where you have successfully used the skills you’ve acquired. Compile a list of responses to both background and behavioural interview questions which highlight your skills, values, and interests as well as your key strengths. Have a look at our list of the 15 Most Common Behavioural Interview Questions to help you prepare.
·         Ask Amazing Questions
The better your questions are to the interviewer, the more they will remember you and feel that you’re someone they need to hire. Put together a list of question that relate specifically to the company you are interviewing with and if possible targeted to the department you are hoping to work in.

·         Be Positive
Never say anything overtly negative about anyone you have worked with in the past. You want to be seen as a person who is positive, upbeat and great to have around.
Acing a job interview involves a lot of practice, a lot of time reviewing questions and answers, and a lot of preparation. The above tips will help make sure that you’re more than ready for the interview and give you the best chance of success.

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Friday, 15 April 2016

Ten Tough Interview Questions and Ten Great Answers

Ten Tough Interview Questions and Ten Great Answers

The best way to prepare yourself for the interview is to know what may be coming and practice for it in advance. Fear of the unknown can only exist when there is an unknown. Take the time to understand some of the "standards" when it comes to interviewing questions.
The following are some of the most difficult questions you will face in the course of your job interviews. Some questions may seem rather simple on the surface—such as "Tell me about yourself"—but these questions can have a variety of answers. The more open ended the question, the wider the variation in the answers. Once you have become practiced in your interviewing skills, you will find that you can use almost any question as a launching pad for a particular topic or compelling story.
Others are classic interview questions, such as "What is your greatest weakness?" Questions most people answer improperly. In this case, the standard textbook answer for the "greatest weakness" question is to provide a veiled positive such as: "I work too much. I just work and work and work." Wrong. Either you are lying or, worse yet, you are telling the truth, in which case you define working too much as a weakness and really do not want to work much at all.
The following answers are provided to give you a new perspective on how to answer tough interview questions. They are not there for you to lift from the page and insert into your next interview. They are provided for you to use as the basic structure for formulating your own answers. While the specifics of each reply may not apply to you, try to follow the basic structure of the answer from the perspective of the interviewer. Answer the questions behaviorally, with specific examples that show that clear evidence backs up what you are saying about yourself. Always provide information that shows you want to become the very best _____ for the company and that you have specifically prepared yourself to become exactly that. They want to be sold. They are waiting to be sold. Don't disappoint them!

1. Tell me about yourself.

It seems like an easy interview question. It's open ended. I can talk about whatever I want from the birth canal forward. Right?
Wrong. What the hiring manager really wants is a quick, two- to three-minute snapshot of who you are and why you're the best candidate for this position.
So as you answer this question, talk about what you've done to prepare yourself to be the very best candidate for the position. Use an example or two to back it up. Then ask if they would like more details. If they do, keep giving them example after example of your background and experience. Always point back to an example when you have the opportunity.
"Tell me about yourself" does not mean tell me everything. Just tell me what makes you the best.

2. Why should I hire you?

The easy answer is that you are the best person for the job. And don't be afraid to say so. But then back it up with what specifically differentiates you.
For example: "You should hire me because I'm the best person for the job. I realize that there are likely other candidates who also have the ability to do this job. Yet I bring an additional quality that makes me the best person for the job—my passion for excellence. I am passionately committed to producing truly world class results. For example…"
Are you the best person for the job? Show it by your passionate examples.

3. What is your long-range objective?

The key is to focus on your achievable objectives and what you are doing to reach those objectives.
For example: "Within five years, I would like to become the very best accountant your company has on staff. I want to work toward becoming the expert that others rely upon. And in doing so, I feel I'll be fully prepared to take on any greater responsibilities which might be presented in the long term. For example, here is what I'm presently doing to prepare myself…"
Then go on to show by your examples what you are doing to reach your goals and objectives.

4. How has your education prepared you for your career?

This is a broad question and you need to focus on the behavioral examples in your educational background which specifically align to the required competencies for the career.
An example: "My education has focused on not only the learning the fundamentals, but also on the practical application of the information learned within those classes. For example, I played a lead role in a class project where we gathered and analyzed best practice data from this industry. Let me tell you more about the results…"
Focus on behavioral examples supporting the key competencies for the career. Then ask if they would like to hear more examples.

5. Are you a team player?

Almost everyone says yes to this question. But it is not just a yes/no question. You need to provide behavioral examples to back up your answer.
A sample answer: "Yes, I'm very much a team player. In fact, I've had opportunities in my work, school and athletics to develop my skills as a team player. For example, on a recent project…"
Emphasize teamwork behavioral examples and focus on your openness to diversity of backgrounds. Talk about the strength of the team above the individual. And note that this question may be used as a lead in to questions around how you handle conflict within a team, so be prepared.

6. Have you ever had a conflict with a boss or professor? How was it resolved?

Note that if you say no, most interviewers will keep drilling deeper to find a conflict. The key is how you behaviorally reacted to conflict and what you did to resolve it.
For example: "Yes, I have had conflicts in the past. Never major ones, but there have been disagreements that needed to be resolved. I've found that when conflict occurs, it helps to fully understand the other persons perspective, so I take time to listen to their point of view, then I seek to work out a collaborative solution. For example…"
Focus your answer on the behavioral process for resolving the conflict and working collaboratively.

7. What is your greatest weakness?

Most career books tell you to select a strength and present it as a weakness. Such as: "I work too much. I just work and work and work." Wrong. First of all, using a strength and presenting it as a weakness is deceiving. Second, it misses the point of the question.
You should select a weakness that you have been actively working to overcome. For example: "I have had trouble in the past with planning and prioritization. However, I'm now taking steps to correct this. I just started a planner app on my mobile t better plan and prioritize…" then pull out your mobile to show how you are using the app.
Talk about a true weakness and show what you are doing to overcome it.

8. If I were to ask your professors (or your boss) to describe you, what would they say?

This is a threat of reference check question. Do not wait for the interview to know the answer. Ask any prior bosses or professors in advance. And if they're willing to provide a positive reference, ask them for a letter of recommendation.
Then you can answer the question like this:
"I believe she would say I'm a very energetic person, that I'm results oriented and one of the best people with whom she has ever worked. Actually, I know she would say that, because those are her very words. May I show you her letter of recommendation?"
So be prepared in advance with your letters of recommendation.

9. What qualities do you feel a successful manager should have?

Focus on two words: leadership and vision. Then tell of how that leadership and vision translated into your personal delivered results.
Here is a sample of how to respond: "The key quality in a successful manager should be leadership—the ability to be the visionary for the people who are working under them. The person who can set the course and direction for subordinates, keeping them focused on what is most important for delivering the highest priority results. The highest calling of a true leader is inspiring others to reach the highest of their abilities. I'd like to tell you about a person whom I consider to be a true leader…"
Then give an example of someone who has touched your life and how their impact has helped in your personal development.

10. If you had to live your life over again, what one thing would you change?

Focus on a key turning point in your life or missed opportunity. Yet also tie it forward to what you are doing to still seek to make that change.
For example: "Although I'm overall very happy with where I'm at in my life, the one aspect I likely would have changed would be focusing earlier on my chosen career. I had a great internship this past year and look forward to more experience in the field. I simply wish I would have focused here earlier. For example, I learned on my recent internship…" then provide examples.
Stay focused on positive direction in your life and back it up with examples.

In reviewing these responses, please remember that they are only examples. Please do not rehearse them verbatim or adopt them as your own. They are meant to stir your creative juices and get you thinking about how to properly answer the broader range of questions that you will face.

Tuesday, 9 February 2016

Top 20 interview Questions and Answers read through before your interview

First and foremost, congratulations if you have an interview! That in itself is commendable, so now you just want to make sure you come across in the best possible light. I have been asked numerous times what to do in preparation for interviews. While there is no way of predicting exactly what you will be asked, here are 20 common questions that tend to come up. This is by no means an exhaustive list. The purpose is to illustrate the importance of preparation and refreshing your memory regarding specific projects and situations.

1. Tell me about yourself.
This is probably the most asked question in an interview. It breaks the ice and gets you to talk about something you should be fairly comfortable with. Have something prepared that doesn't sound rehearsed. It's not about you telling your life story and quite frankly, the interviewer just isn't interested. Unless asked to do so, stick to your education, career and current situation. Work through it chronologically from the furthest back to the present.

2. Why are you looking for another job (or why did you leave your previous job)?
On the surface, this appears to be a simple question, yet it is easy to slip. I would suggest not mentioning money at this stage as you may come across as totally mercenary. If you are currently employed, you can say it's about developing your career and yourself as an individual. If you are in the unfortunate position of having been downsized, stay positive and keep it brief. If you were fired, you should have a solid explanation. whatever your circumstances, do not talk about the drama but remember to stay positive.

3. What do you know about this organization?
Do your homework prior to the interview. Doing the background work will help you stand out. Find out who the main players are -- have they been in the news recently? You're not expected to know every date and individual but you need to have a solid understanding of the company as a whole.

4. Why do you want this job?
This question typically follows on from the previous one. Here is where your research will come in handy. You may want to say that you want to work for a company that is x, y, z, (market leader, innovator, provides a vital service, whatever it may be). Put some thought into this beforehand, be specific and link the company's values and mission statement to your own goals and career plans.

5. Who are our main competitors?
This shows you really understand the industry and the main players.
Think about a few and say how you think they compare (similarities, differences). This is a good opportunity to highlight what you think are the company's key strengths.

6. What would your previous co-workers say about you?
This is not the arena for full disclosure. You want to stay positive and add a few specific statements or paraphrase. Something like "Joe Blogs always mentioned how reliable and hard working I was" is enough.

7. How do you handle stressful situations and working under pressure?
There are several ways of addressing this one. You may be the sort of person that works well under pressure; you may even thrive under pressure. Whatever the case, make sure you don't say you panic. You want to give specific examples of stressful situations and how well you dealt with them. You may also want to list a few tools you use to help you, such as to-do lists, etc. It is alright to say that you will ask for assistance when the job is more than what you can handle. It is equally acceptable to say that you work best under pressure if this is indeed the case and relevant to the particular role.

8. Are you applying for other jobs?
If you are serious about changing jobs then it is likely that you are applying to other positions. It is also a way of showing that you are in demand. Be honest but don't go into too much detail; you don't want to spend a great deal of time on this. If asked about names of who you have spoken to, it is absolutely legitimate to say you prefer not to disclose that information at this stage.

9. What are you like working in a team?
Your answer is of course that you are an excellent team player; there really is no other valid answer here as you will not function in an organization as a loner. You may want to mention what type of role you tend to adopt in a team, especially if you want to emphasize key skills such as leadership. Be prepared to give specific examples in a very matter of fact sort of way.

10. What sort of person do you not like to work with?
This is not an easy one as you have no idea whom you would be working with. Even if you can immediately think of a long list of people who you don't like to work with, you could take some time to think and say that it's a difficult question as you have always gotten on fine with your colleagues.

11. What is your greatest strength?
This is your time to shine. Just remember the interviewer is looking for work related strengths. Mention a number of them such as being a good motivator, problem solver, performing well under pressure, loyal, positive attitude, eager to learn, taking the initiative, attention to detail. Whichever you go for, be prepared to give examples that illustrate this particular skill.

12. What is your biggest weakness?
This is a challenging question -- as if you have no weaknesses you are obviously lying! Be realistic and mention a small work related flaw.
Many people will suggest answering this using a positive trait disguised as a flaw such as "I'm a perfectionist" or "I expect others to be as committed as I am." I would advocate a certain degree of honesty and list a true weakness. Emphasize what you've done to overcome it and improve. This question is all about how you perceive and evaluate yourself.

13. What has been your biggest professional disappointment/achievement so far?
If asked about disappointments, mention something that was beyond your control. Stay positive by showing how you accepted the situation and have no lingering negative feelings. If asked about your greatest achievement, choose an example that was important to you as well as the company. Specify what you did, how you did it and what the results were. Ideally, pick an example that can relate to the positions you are applying for.

14. What kind of decisions do you find most difficult to take?
There is no right or wrong answer here. The logic behind this type of question is that your past behaviour is likely to predict what you will do in the future. What the interviewer is looking for is to understand what you find difficult.

15. Tell me about a suggestion that you have made that has been successfully implemented.
Here the emphasis is on the implemented. You may have had many brilliant ideas, but what the interviewer is looking for is something that has actually materialized. Be prepared to briefly describe how it went from an idea to implementation stage.

16. Have you ever had to bend the rules in order to achieve a goal?
Beware of this type of question! Under no circumstances is it necessary to break company policy to achieve something. Resist the temptation to answer and give examples, as what the interviewer is looking for is to determine how ethical you are and if you will remain true to company policy.

17. Are you willing to travel or relocate if necessary?
This is something you need to have very clear in your mind prior to the meeting. There is no point in saying yes just to get the job if the real answer is actually no. Just be honest as this can save you problems arising in the future.

18. Why should we hire you?
This is an important question that you will need to answer carefully.
It is your chance to stand out and draw attention to your skills, especially those that haven't already been addressed. Saying "because I need a job" or "I'm really good" just won't cut it. Don't speculate about other candidates and their possible strengths or flaws. Make sure you focus on you. Explain why you make a good employee, why you are a good fit for the job and the company and what you can offer.
Keep it succinct and highlight your achievements.

19. Regarding salary, what are your expectations?
This question is always a tricky one and a dangerous game to play in an interview. It is a common mistake to discuss salary before you have sold yourself, and like in any negotiation, knowledge is power. Do your homework and make sure you have an idea of what this job is offering. You can try asking them about the salary range. If you want to avoid the question altogether, you could say that at the moment, you are looking to advance in your career and money isn't your main motivator. If you do have a specific figure in mind and you are confident you can get it, then it may be worth going for it.

20. Do you have any questions for us?
This one tends to come up every time. Have some questions prepared.
This will show you have done some research and are eager to know and learn as much as possible. You probably don't want to ask more than three or four questions. Try and use questions that focus on you becoming an asset to the company. A generic question might be "how soon can I start if I were to get the job." Another idea is to ask what you would be working on and how quickly they expect you to be able to be productive. Remember to ask about next steps and when you can expect to hear back.

Bare in mind that the interview starts from the minute you walk into the building until you leave and are out of sight. Don't think that just because you have left the meeting room, you are "off the hook."
You need to maintain an image of confidence, enthusiasm, competence, reliability and professionalism throughout.