Top 14 piano teacher interview questions and answers
In this post, let me share all of you about #top 14 common piano teacher interview questions and answers. If you need more details such as: ...
https://pianoteacher-interviewquestions.blogspot.com/2018/07/top-14-piano-teacher-interview.html
In this post, let me share all of you about #top 14 common piano teacher interview questions and answers. If you need more details such as: piano teacher behavioral interview, piano teacher interview process, piano teacher interview tips...pls leave your comments below.
1. Tell me a little about yourself.
If you're the interviewer, there's a lot you should already know: The candidate's resume and cover letter should tell you plenty, and LinkedIn and Twitter and Facebook and Google can tell you more.
The goal of an interview is to determine whether the candidate will be outstanding in the job, and that means evaluating the skills and attitude required for that job. Does she need to be an empathetic leader? Ask about that. Does she need to take your company public? Ask about that.
If you're the candidate, talk about why you took certain jobs. Explain why you left. Explain why you chose a certain school. Share why you decided to go to grad school. Discuss why you took a year off to backpack through Europe, and what you got out of the experience.
When you answer this question, connect the dots on your resume so the interviewer understands not just what you've done, but also why.
2. What Are Your Greatest Strengths?
They are asking you this in a broad sense. So ask yourself: What are you best at doing?
Are you a good leader?
Are you a skilled time manager?
Are you a great communicator?
Are you a detailed planner?
Are you good at convincing others?
Whatever you are best at doing, give the interviewer the top 2 or 3 things you excel at.
DO THIS when answering: What are your greatest strengths?
+ Research the job description to find out what they are looking for and leverage your strengths to match.
+ If leadership is something they are looking for talk about your experience as a leader and projects you have successfully led.
+ Your strengths should be aligned with the requirements of the position you are applying for.
+ Talk about your strengths as a solution to their problems.
DON’T DO THIS:
+ Don’t rattle of a list of strengths that are out of context with the job.
+ Don’t list personal strengths, like that you’re a good parent.
+ Don’t list strengths that you are unable to articulate through work experience.
+ Don’t say you’re not sure.
+ Don’t tell them you don’t have any.
+ Don’t be modest when you answer because this is an opportunity to sell yourself.
3. Why Did You Leave Your Last Job?
Unless you’re still working, you will get asked this question. Even if you are working, they will ask you why you want to leave. But more often than not, if you are not working, chances are that you were laid off, terminated, or quit. You just have to let them know the reasoning behind why you are not working at your most recent job.
If you left of your own free will, then explain why you left and what your plans were in doing so. If you were fired for performance reasons, a simple explanation is all that is needed, but make sure this will not affect the requirements for this new job. If you were laid off, let them know several members of your team were laid off due to the economy and slowing product sales. But warm that up a bit and put it into your own words so it makes sense.
DO THIS when answering: Why did you leave your last job?
+ If you left of your own free will, tell them why you left and reflect positively on your former employer. Tell them it was a hard decision to make but you felt it was the right choice for you.
+ If you were fired, be as brief as possible in your explanation and accept responsibility for what happened.
+ If you were laid off due to downsizing or the economy then tell them this as long as it’s true.
DON’T DO THIS:
+ Don’t bad mouth your past company, boss or co-workers
+ Don’t say that the pay was bad and you wanted more money.
+ Don’t say that the hours were terrible.
+ Don’t say that you could not get along with your manager.
+ Don’t lie if you were terminated.
+ Don’t defend yourself or place blame on the employer.
4. Why did you leave your last job?
Give a positive answer no matter what happened at your last job. Don’t mention that there are issues with management or their products as this is only your opinion. Don’t spend a lot of time on this question as you may give the interviewer reason to doubt your story.
Don’t supply multiple reasons for leaving; just keep it to one simple reason. If you are still working, it’s okay, just tell them. But if she asks why you did leave the jobbefore this one and so on, then see the answer below.
I’ve actually had one interviewer go through seven of my jobs and asked why I left each one. He was very inexperienced and was clearing looking to drag out the interview.
“After working there for thee years, I have learned a great deal about the company and the ways we conduct business. As much as I enjoy the relationships with my co-workers, it is time for me to move to a more progressive organization with more opportunities and challenges that can offer me continued professional growth.”
5. What are your long term career goals?
This top 10 question is asked to see how goal oriented you are with your life and if you have a short or long term goal or plan for your career. Don’t say that you don’t know.
This is a good chance to tell the interviewer how you progressed through your career, how you started and where you are at, today, and that you are right on track. Be specific and to the point. Again, this is a short answer question.
You can really turn this answer around any which way that works best for you. The basic idea that you want to get across to the interviewer is that you have a plan for where you are going. Most people don’t, they just wander around from job to job, but not you.
For what every position or qualifications you possess, identify the next logical step for that position and use that as your answer. Try to avoid job titles and focus on gaining experience and responsibilities.
“For the past 3 years, I have been working as a systems analyst and I see myself growing by moving into more challenging roles, with greater responsibility perhaps in management, or project management.”
6. What are your biggest weaknesses?
Every candidate knows how to answer this question: Just pick a theoretical weakness and magically transform that flaw into a strength in disguise!
For example: "My biggest weakness is getting so absorbed in my work that I lose all track of time. Every day I look up and realize everyone has gone home! I know I should be more aware of the clock, but when I love what I'm doing I just can't think of anything else."
So your "biggest weakness" is that you'll put in more hours than everyone else? Great...
A better approach is to choose an actual weakness, but one you're working to improve. Share what you're doing to overcome that weakness. No one is perfect, but showing you're willing to honestly self-assess and then seek ways to improve comes pretty darned close.
7. What do you consider to be your biggest professional achievement?
Here's an interview question that definitely requires an answer relevant to the job. If you say your biggest achievement was improving throughput by 18 percent in six months but you're interviewing for a leadership role in human resources ... that answer is interesting but ultimately irrelevant.
Instead, talk about an underperforming employee you "rescued," or how you overcame infighting between departments, or how so many of your direct reports have been promoted....
The goal is to share achievements that let the interviewer imagine you in the position -- and see you succeeding.
8. What was your salary in your last job?
This is a tough one. You want to be open and honest, but frankly, some companies ask the question as the opening move in salary negotiations.
Try an approach recommended by Liz Ryan. When asked, say, "I'm focusing on jobs in the $50K range. Is this position in that range?" (Frankly, you should already know -- but this is a good way to deflect.)
Maybe the interviewer will answer; maybe she won't. If she presses you for an answer, you'll have to decide whether you want to share or demur. Ultimately your answer won't matter too much, because you'll either accept the salary offered or you won't, depending on what you think is fair.
9. Do you have any questions for us?
What the Interview Panel is thinking: “We’re giving this candidate a final opportunity to show whether they have prepared and have been listening to us at this interview. It’s their last chance to show how passionate they are about the job and the company. How strong a ‘closer’ is this person?”
The most important advice on this question is that you should never be in a position where you do not have a question to ask your interviewers when invited. Research a couple of questions to ask at job interview. Having a question, or two, is a positive sign, signalling that you have commitment, a healthy curiosity and care about the job you have applied for.
Joel Garfinkel author of Getting Ahead: Three Steps to Take Your Career to the Next Level, says that the two most important questions to ask at every interview are:
i. In your opinion, what is required for success in this position?
and
ii. Do you have any concerns that would keep you from recommending me for this job?
Garfinkel actually advised that the first should be asked before you answer any questions, as this “ensures you understand and can address the hidden expectations of each interviewer” (who will all have separate expectations for each job), but if that is not possible, it should definitely be asked at the end.
The second Garfinkel admits is a tough one to ask, but it should always be asked toward the end of the interview, and it will give you an opportunity to address any concerns the interviewer might raise.
Garfinkel provides an additional five questions that candidates can raise at job interviews.
• What are the expectations of the person to whom I would report?
• What kind of a person are you looking for to fill this position?
• What are the priorities of the position?
• What are the main problem areas that need attention in this position?
• Where do we go from here in the interview process?
10. Out of all the other candidates, why should we hire you?
Since a candidate cannot compare himself with people he doesn't know, all he can do is describe his incredible passion and desire and commitment and ... well, basically beg for the job. (Way too many interviewers ask the question and then sit back, arms folded, as if to say, "Go ahead. I'm listening. Try to convince me.")
And you learn nothing of substance.
Here's a better question: "What do you feel I need to know that we haven't discussed?" Or even "If you could get a do-over on one of my questions, how would you answer it now?"
Rarely do candidates come to the end of an interview feeling they've done their best. Maybe the conversation went in an unexpected direction. Maybe the interviewer focused on one aspect of their skills and totally ignored other key attributes. Or maybe candidates started the interview nervous and hesitant, and now wish they could go back and better describe their qualifications and experience.
Plus, think of it this way: Your goal as an interviewer is to learn as much as you possibly can about every candidate, so don't you want to give them the chance to ensure you do?
Just make sure to turn this part of the interview into a conversation, not a soliloquy. Don't just passively listen and then say, "Thanks. We'll be in touch." Ask follow-up questions. Ask for examples.
And of course if you're asked this question ... use it as a chance to highlight things you haven't been able to touch on.
11. What can we expect from you in your first three months?
Ideally the answer to this should come from the employer: They should have plans and expectations for you.
But if you're asked, use this general framework:
+ You'll work hard to determine how your job creates value -- you won't just stay busy, you'll stay busy doing the right things.
+ You'll learn how to serve all your constituents -- your boss, your employees, your peers, your customers, and your suppliers and vendors.
+ You'll focus on doing what you do best -- you'll be hired because you bring certain skills, and you'll apply those skills to make things happen.
+ You'll make a difference -- with customers, with other employees, to bring enthusiasm and focus and a sense of commitment and teamwork.
Then just layer in specifics that are applicable to you and the job.
12. What do you know about the company?
Any candidate can read and regurgitate the company’s “About” page. So, when interviewers ask this, they aren't necessarily trying to gauge whether you understand the mission—they want to know whether you care about it. Start with one line that shows you understand the company's goals, using a couple key words and phrases from the website, but then go on to make it personal. Say, “I’m personally drawn to this mission because…” or “I really believe in this approach because…” and share a personal example or two.
13. Why do you want this job?
Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don't? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem"), then share why you love the company (e.g., “I’ve always been passionate about education, and I think you guys are doing great things, so I want to be a part of i
14. What Can You Contribute to This Company?
Often in job interviews, you will get a question about how you will contribute to or add value to a company. This question gives you a chance to explain what makes you stand out among all the other candidates and how you will be an asset to that particular company. If you're asked about what you can contribute to the organization, you'll have the perfect opportunity to show the interviewer why you're a good candidate for the job.
The company wants to discover how you can help and what you'll be able to accomplish, if you were to be hired.
How to Prepare a Response
The best way to answer questions about your contributions to the company is to give examples of what you have accomplished in the past and to relate them to what you can achieve in the future. This is known as the STAR interview response method. It provides a simply way to remember how to respond to interview questions: Situation (describe), Task (what you decided to do), Action (how you completed the task), and Result (the outcome of the situation).
First of all, be sure to have researched the company prior to the interview, so you are familiar with the company's mission. Try to identify the company’s specific needs, and then respond by giving examples as to why your education, skills, accomplishments, and experience will make you an asset for the employer in fulfilling these needs.
Take a few moments to compare your goals with the objectives of the company and the position. Match your qualifications to the job, so you're prepared to share what you have to offer. Also, be ready to mention what you have accomplished in your other jobs. Your goal is to impress the interviewer with your accomplishments to date and what you expect to accomplish if you were to be hired.
1. Tell me a little about yourself.
If you're the interviewer, there's a lot you should already know: The candidate's resume and cover letter should tell you plenty, and LinkedIn and Twitter and Facebook and Google can tell you more.
The goal of an interview is to determine whether the candidate will be outstanding in the job, and that means evaluating the skills and attitude required for that job. Does she need to be an empathetic leader? Ask about that. Does she need to take your company public? Ask about that.
If you're the candidate, talk about why you took certain jobs. Explain why you left. Explain why you chose a certain school. Share why you decided to go to grad school. Discuss why you took a year off to backpack through Europe, and what you got out of the experience.
When you answer this question, connect the dots on your resume so the interviewer understands not just what you've done, but also why.
2. What Are Your Greatest Strengths?
They are asking you this in a broad sense. So ask yourself: What are you best at doing?
Are you a good leader?
Are you a skilled time manager?
Are you a great communicator?
Are you a detailed planner?
Are you good at convincing others?
Whatever you are best at doing, give the interviewer the top 2 or 3 things you excel at.
DO THIS when answering: What are your greatest strengths?
+ Research the job description to find out what they are looking for and leverage your strengths to match.
+ If leadership is something they are looking for talk about your experience as a leader and projects you have successfully led.
+ Your strengths should be aligned with the requirements of the position you are applying for.
+ Talk about your strengths as a solution to their problems.
DON’T DO THIS:
+ Don’t rattle of a list of strengths that are out of context with the job.
+ Don’t list personal strengths, like that you’re a good parent.
+ Don’t list strengths that you are unable to articulate through work experience.
+ Don’t say you’re not sure.
+ Don’t tell them you don’t have any.
+ Don’t be modest when you answer because this is an opportunity to sell yourself.
3. Why Did You Leave Your Last Job?
Unless you’re still working, you will get asked this question. Even if you are working, they will ask you why you want to leave. But more often than not, if you are not working, chances are that you were laid off, terminated, or quit. You just have to let them know the reasoning behind why you are not working at your most recent job.
If you left of your own free will, then explain why you left and what your plans were in doing so. If you were fired for performance reasons, a simple explanation is all that is needed, but make sure this will not affect the requirements for this new job. If you were laid off, let them know several members of your team were laid off due to the economy and slowing product sales. But warm that up a bit and put it into your own words so it makes sense.
DO THIS when answering: Why did you leave your last job?
+ If you left of your own free will, tell them why you left and reflect positively on your former employer. Tell them it was a hard decision to make but you felt it was the right choice for you.
+ If you were fired, be as brief as possible in your explanation and accept responsibility for what happened.
+ If you were laid off due to downsizing or the economy then tell them this as long as it’s true.
DON’T DO THIS:
+ Don’t bad mouth your past company, boss or co-workers
+ Don’t say that the pay was bad and you wanted more money.
+ Don’t say that the hours were terrible.
+ Don’t say that you could not get along with your manager.
+ Don’t lie if you were terminated.
+ Don’t defend yourself or place blame on the employer.
4. Why did you leave your last job?
Give a positive answer no matter what happened at your last job. Don’t mention that there are issues with management or their products as this is only your opinion. Don’t spend a lot of time on this question as you may give the interviewer reason to doubt your story.
Don’t supply multiple reasons for leaving; just keep it to one simple reason. If you are still working, it’s okay, just tell them. But if she asks why you did leave the jobbefore this one and so on, then see the answer below.
I’ve actually had one interviewer go through seven of my jobs and asked why I left each one. He was very inexperienced and was clearing looking to drag out the interview.
“After working there for thee years, I have learned a great deal about the company and the ways we conduct business. As much as I enjoy the relationships with my co-workers, it is time for me to move to a more progressive organization with more opportunities and challenges that can offer me continued professional growth.”
5. What are your long term career goals?
This top 10 question is asked to see how goal oriented you are with your life and if you have a short or long term goal or plan for your career. Don’t say that you don’t know.
This is a good chance to tell the interviewer how you progressed through your career, how you started and where you are at, today, and that you are right on track. Be specific and to the point. Again, this is a short answer question.
You can really turn this answer around any which way that works best for you. The basic idea that you want to get across to the interviewer is that you have a plan for where you are going. Most people don’t, they just wander around from job to job, but not you.
For what every position or qualifications you possess, identify the next logical step for that position and use that as your answer. Try to avoid job titles and focus on gaining experience and responsibilities.
“For the past 3 years, I have been working as a systems analyst and I see myself growing by moving into more challenging roles, with greater responsibility perhaps in management, or project management.”
6. What are your biggest weaknesses?
Every candidate knows how to answer this question: Just pick a theoretical weakness and magically transform that flaw into a strength in disguise!
For example: "My biggest weakness is getting so absorbed in my work that I lose all track of time. Every day I look up and realize everyone has gone home! I know I should be more aware of the clock, but when I love what I'm doing I just can't think of anything else."
So your "biggest weakness" is that you'll put in more hours than everyone else? Great...
A better approach is to choose an actual weakness, but one you're working to improve. Share what you're doing to overcome that weakness. No one is perfect, but showing you're willing to honestly self-assess and then seek ways to improve comes pretty darned close.
7. What do you consider to be your biggest professional achievement?
Here's an interview question that definitely requires an answer relevant to the job. If you say your biggest achievement was improving throughput by 18 percent in six months but you're interviewing for a leadership role in human resources ... that answer is interesting but ultimately irrelevant.
Instead, talk about an underperforming employee you "rescued," or how you overcame infighting between departments, or how so many of your direct reports have been promoted....
The goal is to share achievements that let the interviewer imagine you in the position -- and see you succeeding.
8. What was your salary in your last job?
This is a tough one. You want to be open and honest, but frankly, some companies ask the question as the opening move in salary negotiations.
Try an approach recommended by Liz Ryan. When asked, say, "I'm focusing on jobs in the $50K range. Is this position in that range?" (Frankly, you should already know -- but this is a good way to deflect.)
Maybe the interviewer will answer; maybe she won't. If she presses you for an answer, you'll have to decide whether you want to share or demur. Ultimately your answer won't matter too much, because you'll either accept the salary offered or you won't, depending on what you think is fair.
9. Do you have any questions for us?
What the Interview Panel is thinking: “We’re giving this candidate a final opportunity to show whether they have prepared and have been listening to us at this interview. It’s their last chance to show how passionate they are about the job and the company. How strong a ‘closer’ is this person?”
The most important advice on this question is that you should never be in a position where you do not have a question to ask your interviewers when invited. Research a couple of questions to ask at job interview. Having a question, or two, is a positive sign, signalling that you have commitment, a healthy curiosity and care about the job you have applied for.
Joel Garfinkel author of Getting Ahead: Three Steps to Take Your Career to the Next Level, says that the two most important questions to ask at every interview are:
i. In your opinion, what is required for success in this position?
and
ii. Do you have any concerns that would keep you from recommending me for this job?
Garfinkel actually advised that the first should be asked before you answer any questions, as this “ensures you understand and can address the hidden expectations of each interviewer” (who will all have separate expectations for each job), but if that is not possible, it should definitely be asked at the end.
The second Garfinkel admits is a tough one to ask, but it should always be asked toward the end of the interview, and it will give you an opportunity to address any concerns the interviewer might raise.
Garfinkel provides an additional five questions that candidates can raise at job interviews.
• What are the expectations of the person to whom I would report?
• What kind of a person are you looking for to fill this position?
• What are the priorities of the position?
• What are the main problem areas that need attention in this position?
• Where do we go from here in the interview process?
10. Out of all the other candidates, why should we hire you?
Since a candidate cannot compare himself with people he doesn't know, all he can do is describe his incredible passion and desire and commitment and ... well, basically beg for the job. (Way too many interviewers ask the question and then sit back, arms folded, as if to say, "Go ahead. I'm listening. Try to convince me.")
And you learn nothing of substance.
Here's a better question: "What do you feel I need to know that we haven't discussed?" Or even "If you could get a do-over on one of my questions, how would you answer it now?"
Rarely do candidates come to the end of an interview feeling they've done their best. Maybe the conversation went in an unexpected direction. Maybe the interviewer focused on one aspect of their skills and totally ignored other key attributes. Or maybe candidates started the interview nervous and hesitant, and now wish they could go back and better describe their qualifications and experience.
Plus, think of it this way: Your goal as an interviewer is to learn as much as you possibly can about every candidate, so don't you want to give them the chance to ensure you do?
Just make sure to turn this part of the interview into a conversation, not a soliloquy. Don't just passively listen and then say, "Thanks. We'll be in touch." Ask follow-up questions. Ask for examples.
And of course if you're asked this question ... use it as a chance to highlight things you haven't been able to touch on.
11. What can we expect from you in your first three months?
Ideally the answer to this should come from the employer: They should have plans and expectations for you.
But if you're asked, use this general framework:
+ You'll work hard to determine how your job creates value -- you won't just stay busy, you'll stay busy doing the right things.
+ You'll learn how to serve all your constituents -- your boss, your employees, your peers, your customers, and your suppliers and vendors.
+ You'll focus on doing what you do best -- you'll be hired because you bring certain skills, and you'll apply those skills to make things happen.
+ You'll make a difference -- with customers, with other employees, to bring enthusiasm and focus and a sense of commitment and teamwork.
Then just layer in specifics that are applicable to you and the job.
12. What do you know about the company?
Any candidate can read and regurgitate the company’s “About” page. So, when interviewers ask this, they aren't necessarily trying to gauge whether you understand the mission—they want to know whether you care about it. Start with one line that shows you understand the company's goals, using a couple key words and phrases from the website, but then go on to make it personal. Say, “I’m personally drawn to this mission because…” or “I really believe in this approach because…” and share a personal example or two.
13. Why do you want this job?
Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don't? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem"), then share why you love the company (e.g., “I’ve always been passionate about education, and I think you guys are doing great things, so I want to be a part of i
14. What Can You Contribute to This Company?
Often in job interviews, you will get a question about how you will contribute to or add value to a company. This question gives you a chance to explain what makes you stand out among all the other candidates and how you will be an asset to that particular company. If you're asked about what you can contribute to the organization, you'll have the perfect opportunity to show the interviewer why you're a good candidate for the job.
The company wants to discover how you can help and what you'll be able to accomplish, if you were to be hired.
How to Prepare a Response
The best way to answer questions about your contributions to the company is to give examples of what you have accomplished in the past and to relate them to what you can achieve in the future. This is known as the STAR interview response method. It provides a simply way to remember how to respond to interview questions: Situation (describe), Task (what you decided to do), Action (how you completed the task), and Result (the outcome of the situation).
First of all, be sure to have researched the company prior to the interview, so you are familiar with the company's mission. Try to identify the company’s specific needs, and then respond by giving examples as to why your education, skills, accomplishments, and experience will make you an asset for the employer in fulfilling these needs.
Take a few moments to compare your goals with the objectives of the company and the position. Match your qualifications to the job, so you're prepared to share what you have to offer. Also, be ready to mention what you have accomplished in your other jobs. Your goal is to impress the interviewer with your accomplishments to date and what you expect to accomplish if you were to be hired.
