Here are some common examples of this type of question:
What did you dislike about your last job?
Ideally you would answer 'there was nothing I disliked', although this may not be realistic.
Hiring someone who easily fits into the existing complement of staff is very important; therefore steer clear of criticizing former colleagues or managers as this will only ever cast you in a negative light. Once again, if you were paying particular attention to the company culture when they described the role to you, you can mention factors that would be likely to impress them.
How long have you been looking for another position?
If you are currently unemployed and have been looking for some time, try to minimize the 'time gap' by mentioning any other activities in which you have been involved, such as study or charity work.
Also, if you have been seeking work for some time and your work is of a specialist nature and you've been determined to continue in that field, point this out provided that it isn't at odds with the demands of the new role. A resourceful answer here can certainly score you points, instead of putting you at a disadvantage.
Why aren't you earning more at your this stage of your career?
This is another implied negative, which can be turned into a positive by emphasizing your desire to gain solid experience instead of continually changing jobs for the sake of money. By showing that you are seeking job satisfaction rather than purely financial reward you will be seen as a better candidate..
Why have you changed jobs so frequently?
This is another question that can prove difficult. The best response can be to cite your need to gain experience and grow. If you have had what may be perceived as frequent job changes, be sure to fully explain the reasons why you have moved. To not do so gives the appearance that you may have something to hide.
Emphasize that the variety of jobs has been good experience and that you're now more mature and settled. Questions like this can be turned around, but be careful not to dwell too much on the subject, or over-justify yourself.
Why were you made redundant?
If you were made redundant as a result of a re-organisation; then this is a legitimate excuse that most recruiters will understand. They have probably been involved with laying off people themselves at some time.
Try to give acceptable reasons, such as downsizing or restructuring. Try to be brief and matter-of-fact, encouraging the interviewer to move on.
Why were you fired?
If, however, you were fired and cannot realistically pass it off as a redundancy, then it's advisable to be open and honest whilst minimizing the reason for your dismissal. Try to portray the incident as 'one of those unlucky things that happens to the best of us' and modestly explain how you've learnt from the experience and the steps you've since taken. The objective is to put the interviewer at ease in the hope that they won't place too much importance on a reference check. It is however a good idea to reconcile with your former employers and ask them to at least give you a fair reference.
