Showing posts with label HR Interview Questions. Show all posts
Showing posts with label HR Interview Questions. Show all posts

Tough Interview Questions and Intelligent Answers

Aired Consulting 2/02/2011 No Comment

Tough Interview Questions and Intelligent Answers.

Question on Adaptability, flexibility and change

Describe in detail a specific time and situation when you found that your results were not up to your managers expectations. What action did you take to rectify and what was the outcome?
Answer :
Recently I was asked to put together a proposal for a migration of network systems. Misunderstanding my boss, I thought it was just an informal paper. When I presented it to him days later, he was upset with the quality since it had to be presented to our VP.

I explained my misunderstanding, apologized, reworked the paper, and had it back to him with enough time for him to review it before he presented it successfully at the meeting.

Tell of a time when you worked with a colleague who was not completing his or her share of the work. Who, if anyone, did you tell or talk to about it? Did the manager take any steps to correct your colleague? Did you agree or disagree with the manager's actions?
During a group project in college, we had one member who would do no work whatsoever. The project was to compare and contrast four companies in a single industry, so his work was vital. We first discussed the situation and asked for the bare-bones minimum of what we needed from him. We got just below that. As a result we as a group went to the professor and told her our situation -- not expecting or requesting action -- just informing her the situation we were dealing with. Then we as a group split up the non-contributor's work, and completed our work collectively on his share.

In phase two in which we analyzed the information and reported how each of our companies fared compared to the others, we did not get a paper from the group member. As a result, we told the teacher that we had our work done, and were willing to do the extra paper but that we would rather spend time polishing our own work, and not picking up slack. She agreed and said to focus on the three companies we had compiled the most info on while not entirely neglecting the fourth. The papers came out very well, but were understandably weak when comparing the fourth company. The professor understood, and we received the grades we deserved. I was pleased with our teamwork and the way we handled the situation.

Describe a situation in which you had to arrive at a compromise or guide others to a compromise.
My first semester in college, I was a political-science major. My introductory government class professor had a differing political view then I. We disagreed on everything, and many classes were filled with criticizing each others' view. However, on one test I answered a question with the view I believe in, and she marked it wrong. So I asked her how an opinion can be wrong, and she said because her opinion is the way she taught it in class. I pointed out that my answer showed I understood the concepts of the question. She agreed, and I also agreed not be so combative in answers on tests. Compromise is the key to problem resolution. .

What steps do you follow to study a problem before making a decision. 
Following standard models for problem-solving and decision-making can be very helpful. Here are the steps and how they helped me solve a problem with a group project:
  1. Define the problem to be solved and decision to be made. For a project in an introductory management class the assignment was to report on the corporate structure and financial situation of a couple of companies. The decision to be made was what companies to profile and how to present the information. 
  2. Gather the necessary information. Some group members wanted to report on automakers, while others wanted to do electronics firms. We gathered information on both types of company. 
  3. List all possible choices. We made lists of companies in both categories. 
  4. Consider possible outcomes for each choice. We decided that a report about car companies could have a positive outcome, but one about electronics firms might be more futuristic with high-tech products such as HDTV, video game consoles, and DVD players. 
  5. Check out how you feel about each of the choices. Given that this was a group project, we had to consider the feelings of all group members. 
  6. Relate the choices to your values and priorities. Again, all group members weighed in on their values and priorities. 
  7. From the possible alternatives, choose one. We decided that we'd do electronics companies because we could bring in products from each company and show what lies ahead. 
  8. Commit yourself to your chosen decision and disregard the others. Concentrate your energies in one direction. Once we made our decision, we focused all our work on electronics forms. 
  9. Take steps to turn your decision into positive action. All group members got interested in how the companies were doing. 
  10. Evaluate your progress from time to time. Change your decision if necessary. We were pleased with our progress and didn't feel a need to change our decision. We got an A on the project. 
We can sometimes identify a small problem and fix it before it becomes a major problem. Give an example(s) of how you have done this. 
When I worked in a large retail store, the standard procedure was to leave a product on the shelf until it ran out, then place more items out. This practice obviously wasted a lot of man-hours. Of interest particularly to me were the air conditioners. Not only did I have to put the heavy thing on the shelves, but they were selling at a very high rate. So if somehow AC units ran out on a day in which I could not restock them, they would not be available to customers. As a result I started making a list of products (including the AC units) that the overnight stock people could put on the shelves. As a result, the people on duty always had a job to do, so labor hours were not wasted, and the shelves were always stocked full of product. .

In a supervisory or group leader role, have you ever had to discipline or counsel an employee or group member? What was the nature of the discipline? What steps did you take? How did that make you feel? How did you prepare yourself? 
As president of a community-service organization, I was faced with a board member not carrying out his duties as management development vice president. I consulted with him as to what we could do together to fix the problem. We agreed that he really couldn't devote the time that it took to carry out certain projects, and he ended up resigning his position, but he also stated he would help his replacement in whatever capacity he could. It made me feel as though we had come to the conclusion together, rather than him thinking I was criticizing his performance, which was not the case. I had a plan of action and carried it out successfully.

Describe a situation when your project manager was not available and a certain problem occured. What was the nature of the problem? How did you handle that situation? How did that make you feel? 
My supervisor was absent once when I was in charge of a soccer game. An actual assault took place at the game. A player hit the referee. With no supervisor to turn to, I immediately called the police, who quickly restored order to the situation. I felt I made an effective decision.

Finance Sample Behavioural Interview Questions

Aired Consulting 2/02/2011 No Comment
Finance Sample Behavioural Interview Questions,Behavioural Interview Questions asked in Finance
  1. Mention about yourself and give a brief introduction about your candidature?
  2. What made you leave your previous job?
  3. Tell us about a time when you have faced lot of problems in adjusting with your staff and management? Mention the reason why this happened with you?
  4. Have you ever encountered with management issues and disputes with your subordinates? If yes, how do you deal with such critical situations?
  5. Share us when you worked hard for a project and was about to finish but at the same time management informed you to close this project? How did you convince the management at this time?
  6. Have you worked with a person whom you did not like because of to his/ her behaviour? How did you adjust with that person?
  7. What are your future plans?
  8. What are your expectations from us?
  9. Do you agree with offered salary including perks?
  10. Do you have any questions regarding this job profile?

Preparation Tips for a Behavioral Interview

Aired Consulting 2/02/2011 No Comment

How to succeed in a Behavioral Interview.

Preparing for a behavior based interview can be the most challenging thing for a candidate. We are presenting an article how to effectively prepare for a behavioral interview.

  1. The first and the most important thing is that you should be familiar with the job for which you are going to be interviewed. Please ensure that you go through the advertisement or job description to find out and identify exactly what is needed, which are the main personal attributes and behaviors which will be the key for the role. When you are going to appear for a client interview, it is always recommended that you do a comprehensive research the company profile aw well as any external information you can extract from the internet.
  2. The second thing is to ensure that you make a note of two or three examples for each personal attribute that will best illustrate your suitability - you may want to bring these into the interview with you as prompts. Remember that different companies and industries may require different personal attributes, even for the same position. For example, 'self-managing' can mean very different things to different companies.
  3. Be able to draw from a variety of experiences that demonstrate your skills and abilities. A good story can also combine work experience with a non-work experience (shows you can use the skill in a variety of settings). Examples may be from your work experience, your personal life or some social or other situation. Of course a unique work situation story (unless otherwise specifically requested) should take priority. Be as open, expressive and succinct as possible about each experience.
  4. Let others help you out - use examples of quotes from bosses or customers, i.e., "My boss gave me a good performance review, they liked the way I stepped in to get the job done without being told to." This demonstrates your willingness to accept contribution, your flexibility and teamwork skills.

Think 'STAR' - Situation or Task, Action and Result. There are several variations of this acronym in the recruiting industry, but all of them are intended to provide structure and focus to your answers. When asked about a type of situation, the interviewer is looking at how you responded to it by via a specific example. Using the STAR model you would break your answer into the three segments of; description of the task, then the action you took, and the final measurable result.
This makes it easier for the interviewer to visualize and record your specific behavioral responses to specific events and so gain the best impression of your potential future performance. Prepare at least one STAR response for each personal attribute you may be questioned on. Make sure you don't use the same example for all the attributes.

Use recent examples. As you will be probed for detail around the situation, it is better to use events in the last 12-18 months as the detail will be clearer in your mind. Be specific as possible about your contribution and the quantitative results achieved. Specific absolute or relative (%) gains in areas such as cost or time savings will give you the interviewer a clearer picture of your abilities. If specific measurable results don't apply to your example, you might explain how it streamlined processes, empowered others or resolved communication or productivity issues.

Practice telling your stories until they are vivid and concise, one to three minutes long. An interview can be likened to a marketing activity, where you are the brand. You will only get an interview because your resume and past roles suggest that you have the appropriate technical skills set (your attributes). Often what separates you from the other candidates at the interview stage is the interviewer's belief in how you will fit into the company's culture and specific IT team (your personal benefits).
 

Remember, you are selling your technical AND personal skills. Being able to communicate your adaptability and relatedness at an interview is essential to becoming the leading candidate. This 'story telling practice' is an important preparation tool to assist you in creating a natural flow to your stories so that the interviewer can focus on your potential benefit to the client.

Ask to come back to the question. If you are stuck for an answer to a particular question, it is reasonable to ask the interviewer if you may move on to the next one and you'll come back it

Sample Behavioral Interview Questions

Aired Consulting 2/02/2011 No Comment

Here is one list of sample behavioral-based interview questions expected in senior to managerial positions.

  • Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way. 
  • Describe a time when you were faced with a stressful situation that demonstrated your coping skills.
  • Give me a specific example of a time when you used good judgment and logic in solving a problem.
  • Give me an example of a time when you set a goal and were able to meet or achieve it.
  • Give me a specific example of a time when you had to conform to a policy with which you did not agree.
  • Please discuss an important written document you were required to complete.
  • Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.
  • What is your typical way of dealing with conflict? Give me an example.
  • Tell me about a time when you had too many things to do and you were required to prioritize your tasks.
  • Give me an example of a time when you had to make a split second decision.
  • Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa).
  • Tell me about a difficult decision you've made in the last year.
  • Please tell me about a time you had to fire a friend.
  • Give me an example of a time when something you tried to accomplish and failed.
  • Give me an example of when you showed initiative and took the lead.
  • Tell me about a recent situation in which you had to deal with a very upset customer or co-worker.
  • Give me an example of a time when you motivated others.
  • Tell me about a time when you delegated a project effectively.
  • Give me an example of a time when you used your fact-finding skills to solve a problem.
  • Tell me about a time when you missed an obvious solution to a problem.
  • Describe a time when you anticipated potential problems and developed preventive measures.
  • Tell me about a time when you were forced to make an unpopular decision.
  • Describe a time when you set your sights too high (or too low).
  • Tell me about a time when you had to use your presentation skills to influence someone's opinion.

HR Interview Question Answers Collection

Aired Consulting 2/02/2011 No Comment

70 Tough Behavioral Interview Questions

Aired Consulting 1/29/2011 No Comment

70 Tough Behavioral Interview Questions  and how To Effectively Prepare For A Behavioral Interview.

Ability to cope under pressure

  1. Can you describe us a situation when you were stressful but you demonstrated your ability to cope under pressure.
  2. Tell us a scenario where you had to deal with a extremely difficult client or customer. Explain how you handled that situation.
  3. Describe a specific time where you managed to remain calm and composed and delivered in a stressful situation.

Adaptability, flexibility and change

  1. Explain a situation when there was a major change or implementation at your area of work, and how you adapted to it.
  2. Describe about a time in your project where you had to adapt to a difficult situation and how did you respond to it.
  3. Describe a situation in which it required you to adjust to changes over which you had very little of control.
  4. Tell us about a situation when you had to learn something completely new in a short duration of time. How did you achieve success in it?

Conflict Management

  1. Please describe us about a scenario where you were required to work alongside a co-worker even when you did not get along with the co-worker personally.
  2. Give us an example where you disagreed with the higher management or with your manager on a certain point. What did you do and what was the result?
  3. Explain us about a situation when you really found it difficult to build rapport and a good business relationship with a client/customer or with manager and colleagues?  How did you overcome it
  4. Describe a situation in which you had to take a tough stance and separate the person from the issue when you were working to resolve issues.

Decision-making Skills

  1. Describe about the most difficult decision you have had to make in your project.
  2. Describe a situation when you are required to analyze information and then make a concrete recommendation. How did you arrive at a decision ?
  3. What alternatives did you consider for this decision making process
  4. Tell us with an example of a time when you had to make a quick decision with limited information available.

Effective Communication and Interpersonal skills

  1. Tell us a situation in which you were able to persuade to successfully convince client or customer of your point of view.
  2. Describe us a time when you had to make an important presentation to a customer.
  3. Give us an example of a time when you had to present some complex information. How did you ensure that everyone concerned is understood.
  4. Explain us about a situation when you had a negotiation with a key stakeholder. What was the outcome of the negotiation?
  5. Tell us a time where you are required to create an important written document for a client.
  6. Describe us with an example of a time when you successfully motivated your peers and sub-ordinates.
  7. Explain us about a time in which you had to use your written communication skills in order to arrive at an important point.
  8. Describe us an example of a time when you had made a terrible mistake because you did not listen carefully to the requirements.
  9. Give us an example of where when you communicated with a client or customer in written or in verbal form but it didn't turn out to be effective. What steps do you take so that the next time you had send out a communication,  it made more sense and sounded more effective?

Efficient Customer Service

  1. Give us an example where you went out of your way to help a customer to get thin work done. What did you do and what was the outcome?
  2. Describe an example of a situation when you had to deal with an angry customer. Tell us about the problem and what did you do to address it.
  3. Tell us a situation where you had to change and modify your approach for a customer in order to provide that customer exceptional customer service.

Effective Leadership Skills

  1. Please give us an example when you used your leadership skills to gain support for something for which there was strong opposition from every side. 
  2. Please tell me about a situation when you were forced to make an decision which was unpopular and met with resistance from different quarters. 
  3. Describe with an example how you were able to motivate, encourage and retain people within your team by appealing and attending to their individual interests? What are the skills you used for that? 
  4. Describe a scenario when you delegated a project successfully effectively. 
  5. Please tell us a situation where you had to keep subordinates and co-workers well informed about information which might affects their jobs. 
  6. Describe us about a situation where the performance of a member of your team is below expectations. What did you do to address the situation and what was the outcome? 
  7. Please tell us an example of a time in which you felt you were required to motivate and encourage your peers or subordinates at work. 
  8. Describe us about a specific development plan that you created on your own and carried out with peers or subordinates. What was the outcome of it, was it successful? 
  9. Tell us a situation where you have had to discipline a member of your team about his performance. 
  10. Please provide us an example where you had to take disciplinary action with someone who was under your supervision.

Goal and Objectives setting

  1. Tell us a about a situation where you tried to accomplish a certain goal but it resulted in a failure. What did you learn from mistakes and failures?
  2. Explain with an example of a time when you set a goal and objectives and achieved it successfully.

Integrity

  1. Describe us with a specific example when you had to conform to a policy of your organization with which you did not personally agree with. What did you do and were you satisfied?
  2. Please describe a scenario when you identified that a certain policy or procedure pertaining to your organization was not been adhered to at work.
  3. Tell us a about a specific situation when you had to handle a really difficult problem which concerns the ethical issues related to your organization.
  4. Explain with an example when you took responsibility for an failure or mistake and your were held personally accountable for the same.

Initiative

  1. Explain with an example when you had to go out of the way in order to get a job done successfully.
  2. Give us an example when you showed initiative and took the lead in your organization.
  3. Describe us with a specific example when you anticipated potential problems that may arise and what are preventive measure you undertook?
  4. Give us an example about a suggestion you made to improve and better the internal process. What was the outcome?
  5. Please tell us about a time when you came up with a creative solution pertaining to a problem at your project.
  6. Tell us about a situation where one of your ideas was implemented by higher management.
  7. Describe us about an innovation work that you have introduced into the organizational process.  How did you implement it and what approach did you follow?
  8. Describe us with a specific example when you identified a small problem and prevented it from becoming a big problem.

Logic and problem solving

  1. Describe us with a specific example when you used you logic and reasoning skills in solving a complex problem.
  2. Tell us about a situation when you missed an obvious solution to a complex problem.
  3. Please tell us about a time when you used facts, judgement and reasoning skills to persuade someone to accept your recommendation or decision.
  4. Describe us with a specific example when you used your fact finding skills to solve a complex problem.

Teamwork

  1. Describe us with a specific example where you worked in a very competitive environment. What was your position in the team and what were the challenges?  
  2. Please tell us about the most difficult person that you have ever had to work with. How did you manage to work?
  3. Please tell us about a situation when you had to reach a compromise at work with one of your team members over a certain issue.
  4. Give a scenario where someone in your team was not assigned the work. What did you do to ensure the workload was spread evenly among the team members?
  5. Describe us with a specific example how you have been successful at empowering your team members in successfully accomplishing a complex task.
  6. Give us an example when you had to work in a team that did not initially get along. What happened? What role did you take to successfully get going?
  7. Describe a situation when you had to adapt to a wide variety of people by accepting and understanding different their backgrounds or perspectives.
  8. Describe about a very complex project you worked on. What was your contribution to the project and what was the final outcome? What was the process that you followed?

Time management skills

  1. Please give a scenario when you had to manage your work or project within competing deadlines and you were required to set priority to your tasks.
  2. Please provide us an example of where you managed competent professional and personal priorities and at the same time maintained a healthy work life balance.
  3. Tell us a situation when you have several clients, customers or co-workers placing multiple demands on you at the same time.  How did you respond in this situation and what was the outcome?
  4. Please describe a situation where you were required to act on important issues from different sources What process did you follow and what was the outcome?

Senior Management

  1. Tell us a situation where you learned about the practices, processes and decisions made by different functional units within your organizational practice.
  2. Please describe a situation when you suddenly discovered that a business practice or policy was negatively affecting profitability and how did your report to higher management.
  3. Describe with and example where you have demonstrated in your role an ability to push through challenging and tough situations and build a culture which is achievement-oriented .
  4. Describe us a scenario where you have pro-actively driven change quickly through the business. Explain how did you achieve this and how you kept your team motivated and focused.
  5. Tell us about a situation where you didn't receive positive feedback about your way of operating and your personal style of tackling and achieving the things. How did you respond and what steps did you take.
  6. Tell us a scenario where things did not go as you had planned with the client or customer. Why did it happen in the first place and what did you do to so that it never happened again.

Behavioral Job Interview Questions and Answers

Aired Consulting 1/29/2011 No Comment
Behavioral Job Interview Questions and Answers
The following is a step by step guide for answering the behavioral based interviewing questions:


  1. Skill sets and behavior required: The employer determines the skills that are necessary for the job. They will probably ask specific questions to see if you possess those skills.
  2. Make a list: To assess which skills are important for the said job, review the job description carefully. List those skills required for the said job.
  3. Prepare: Identifying those past situations in which you have faced/practiced the skills required. Refresh your memory regarding your performance in previous jobson the desired behaviors. Your performance may be proved in many ways. Think about past activities, team involvements and tough work experience.
  4. At the behavioral based interview: Listen carefully to the question, ask for clarification if necessary and give a complete answer.
  5. Tell a story: Based on the situation the interviewer will choose, tells a  work related story for a few minutes. In the interview, your response needs to be precised and detailed. Specify a situation that relates to the question, not a general one. Briefly explain the case, what you did and why you have decided to do that, and describe the positive result and your lesson learned.
  6. Frame your answer: Do it in a four step process: Situation, Action, Result and Lesson learned.
  7. Analyze your answer: The interviewer can interfere asking follow up questions in order to clarify some aspects, such as “Why did you decide that way? What was the decision process?” or “What was the reaction of other team members?” Asking these questions, the interviewer would want you to give him an in depth analysis to the situation.

What examples to choose for the behavioral interviewing?

  1. Success stories: Pick those cases you’re really proud at your performance, as you may be more confident in describing these, such as: problems you solved or a successful initiation you took.
  1. Don’t complicate: An interview is not the place to speech about controversial events or those tough stories that you were not performed at your perfection. You may bring a complex situation however close the story with a lesson learned.
Always show that you’ve studied the situation, completely aware of your behavior and that you are confident about your analysis.

Best Sample of behavioral based interview questions

  1. Give me an example of a situation in which you have exhibited good leadership skills.
  2. Tell me about a time when you went above and beyond the call of your duty in order to get a job done.
  3. Tell me about a situation in which you had to deal with a very rude/irate/upset customer.
  4. Give me an example of a work goal that you had had set and how you’ve reached it.
  5. Tell me about a time in which you had to use your communication skill in order to convince someone or to communicate an important message/point across.
  6. Give me an example of a time in which you had to make decision quickly.
  7. Give an example of a tough situation and convince me that you can adapt to either – wide variety of people, situations and environments.
  8. Give me a specific example of a case when you have used good judgment and logic.
  9. Describe a time when you were faced with stressful situation at work that tested your coping skills, and what you did to remedy the situation.
  10. Describe a situation in which you were able to use your influencing skills to successfully convince someone to do things your way.


HR Behavioural Questions and Answers

Aired Consulting 1/29/2011 No Comment
Here are some tough interview questions and the suggested answers for the same:


1. Describe you working  experience with your colleagues:
A very usual question meant to find out  about working with your colleagues are some other behavioral interview questions which may be difficult to answer. One thing you need to remember is that, the interviewer is not looking for loyalty and camaraderie as much as he or she is looking for a person who is responsible for getting a particular assignment done in a good and amicable way. Therefore, you should give them the idea that you are a responsible colleague who can become a natural leader given the reason and the managerial support.

2. Situations of pressure:
Another important question would be the how you handle pressure situations. It is well known that the best people are always found during a pressure situation and that every company wants someone who can handle any pressure situation. Therefore, your answer to the question should give them the idea that you are willing and able to handle any pressure situation that might occur in the workplace.

3. Use of judgment, logic or interaction: In essence, you can also be asked to give an example of a specific time when you used your judgment, logic or interaction to solve a problem in your professional life.

4. Personal goal: You would also be asked to give an example where you set a personal goal in your professional life and whether you were able to achieve it.

5. Your skills:
Another question would be giving an example of when your presentation skills have changed the minds of your colleagues or your superiors. You would have to give a brief description of how you have introduced and implemented your ideas after supporting them with facts and practical reasoning.

Have you ever worked out of your job profile for the betterment of your organization?
This is one of question which may be asked to evaluate your ou may also be asked to give an example of when you have worked out of your job profile and above and beyond your normal job profile to make something happen for the company.

What are your hobbies, your likes and dislikes.
Another question that may be over-answered is your hobbies and likes and dislikes. You should be careful while talking about your likes and dislikes. You should ensure that you are not actually being judgmental about what others do and others do not. Instead, try to use the opportunity to tell what you actually like doing. Also, make sure that you do not give completely superficial hobbies, likes and dislikes. Superficial hobbies, likes and dislikes are instantly recognized and come across as hackneyed.

Five Tips and Tricks to do better in a job interview

Aired Consulting 1/29/2011 No Comment

1. Learn how to conduct an interview.
You need to understand what is driving the interviewer and how he or she is thinking. So know enough about the interview process to put yourself in your counterpart's shoes. If the person is bad at interviewing, you can run the show. If the person is good, you have to figure out how to meet their agenda, make your points, and still be likeable.

2. Learn from other peoples' mistakes.
The best way to see people making errors in interviews is to interview them yourself. But you can also read about other peoples' interviewing incompetence. Jobaloo shows how candidates misread a seemingly innocuous question. And CareerBuilder lists some examples of extremely bad judgment.

3. Know your agenda.
What is the image you are trying to convey in the interview? Match that to the kind of job are you trying to land. You should have three points about yourself that you aim to get across in the interview. Before I became a full-time writer, mine were: great at executing a plan, a manager who everyone loves to work for, very reliable. I wanted those points to come across because I wanted to be hired to a position where I would have a lot of responsibility to execute a visionary plan and manage a large team.

4. Practice.
You can find tons of lists about how to interview well. Take a look at them and you'll notice that they are all about practicing: Avoid too much information, cut the puffy stuff, know your strengths and weaknesses. These are all things you can practice. If you think you can wing it in an interview, you're wrong. There are no questions that cannot benefit from preparation, so any question you look unprepared for makes you look clueless about the interview process at best and lazy at worst.

5. Be comfortable with silence.
People who can remain calm during silence look powerful and comfortable with themselves. People who have to fill silence end up saying stupid things. Part of your interview practicing should be to sit, saying nothing, so you are comfortable when that happens in an interview.

The interesting thing about preparing to ace an interview is that most aspects of preparation carry over into the rest of your life. When you know who you are, and how to convey that to other people, when you are comfortable with a pause, and you are good at reading another person's agenda, you will function better in all aspects of your life.

Behavioral Interview Questions and Answers

Aired Consulting 1/29/2011 No Comment

New Behavioral Interview Questions and Answers.

HR Interview Questions Answers.

The following are examples of interview questions for evaluating leadership, communication skills, interpersonal communication behavior, decision making and other important behaviors:
  • How do you maintain relations with a person in cases where you cannot agree upon certain issues?
  • How do you initiate a relationship with a person?
  • Give an example of risk that you had to take. Why did you decide to take the risk?
  • Give an example of a creative solution to unexpected situations when your leadership skills were needed.
  • Provide an example of a situation where you had to create an agreement between parties who originally differed in opinion, approach, and objectives.
  • How do you establish good communication and information flow with others?
  • Give an example when you had to explain a complex issue to someone who hasn’t had any experience.
  • Describe a situation when you had to convince others.
  • What are conversation impressions other than words? How do you use these to communicate effectively with others?
  • How do you show an interest in what another person is saying?
  • Have you ever taken initiatives to solve customer problems that where beyond/above your responsibilities?
  • Give an example of a situation when you had to turn down a customer request for a good reason. How did you handle the case?
  • Have you ever been able to positively influence the actions of others in a desired direction?
  • Tell us about an experience that you would describe as a real learning experience? What did you learn from that experience?
  • Tell us about a time when your teammate criticized your work. How did you respond?
  • Describe a demanding situation that your were faced in which you managed to remain calm and composed.
  • Have you had a situation in which you had to make a difficult choice between your personal and professional life. What did you learn from that experience.
  • How do you get others to accept/listen to your ideas? What is your approach?
  • Give me an example of a project or initiative you started on your own.
  • Give an example of a case in which you anticipated problems and were able to go in a new direction on time

Potential HR Interview Questions Answers

Aired Consulting 1/29/2011 No Comment
  1. What do you know about our company?
  2. Why are you leaving your present company?
  3. What is the ideal position for you now, and where do you see yourself in the next five years?
  4. Using work-related experiences as examples, what are your strengths and weaknesses?
  5. What special skills can you add to our company?
  6. Can you explain your current day-to-day activities (include the number of users you support)?
  7. Name three things you've accomplished over the last few years that you are proud of.
  8. What are your salary requirements?
  9. When would you be available to start?
  10. What is your motivation?
  11. Describe your troubleshooting process.

Jerdine also emphasized the importance of making sure that you have at least two pertinent questions to ask the interviewer.

Be honest
Honesty is always the best policy when it comes to a job interview. Ged J., a Solaris System Administrator, was once asked in an interview if he had ever made any mistakes. “Well of course," Ged replied. He was then asked what mistakes he had made recently and what he had done about them. Ged told the interviewers about his last two mistakes and how he recovered from them. “I believe my explanation of the recovery processes showed my technical ability, and my candidness showed my honesty,” Ged said. “I got the job.”

How do you stay informed?
Peggy F. likes to ask candidates how they stay current in their area of IT. “I look for a response that includes several different sources,” said Peggy, “like coworkers, online resources (like TechRepublic), trade journals, classes, testing, and experimenting.” Peggy believes a good answer shows that the candidate is not just focused on the day-to-day grind.

How would you…?
Interviewers often use scenarios to determine how prospective techs will handle various support situations. Member Hawkinsgp recently helped conduct several interviews for two support positions. Candidates were asked what precautions they would take before replacing a keyboard, hard drive, or network card. “We were looking for the obvious, such as TURN OFF the machine,” Hawkinsgp said, “plus the somewhat less obvious, such as record the network settings and save the user's data.”

Human Resources Coordinator Job Interview Questions Answers

Aired Consulting 1/29/2011 No Comment
Human Resources Coordinator Job Interview: Questions and Answers for a HR Coordinator

Question: What general HR duties are you most familiar with?
Answer: Depending on your experience, talk about instructing employees or interviewees in matters of salary and work hours, sick days and vacations, health benefits, retirement plans. Other duties include maintaining discipline and common vision, moral and team-spirit among employees.

Question: Are you familiar with office related duties and technology?
Answer: HR coordinators make and answer phone calls, use fax and email, handle documents, type reports, etc. It’s part of the HR routine and coordinators are expected to be skilled at using all these.

Question: What skills would you point out as the most important for the job?
Answer: Don’t worry about getting right or wrong. What matters is a thoughtful answer based on experience. For example, you might begin by saying that people skills are very important, since a coordinator interact and communicates with employees all the time. But add that alone it is not enough, because a coordinator must also be able to understand the company’s business plan, internal structure, budget, etc.

Question: What is the role of leadership in HR coordination?
Answer: Leadership plays an important role. HR coordinators have a professional demeanor at all times and serve as role models for others. They are highly positive and motivated and use their people skills to motivate current employers and attract prospective workers.

Question: What employee-related responsibilities did you have in the past?
Answer: Administrative employee-related tasks might be managing employee turnover, motivation and recognition, absenteeism, work ethics and interpersonal employee communication. HR coordinators usually cooperate with HR managers on these

HR Interview - What are your strengths and weaknesses

Aired Consulting 1/28/2011 16 Comments
Strengths and Weaknesses,Here are some aspects that you may put forward as being your strengths

Learning agility and effective personal communication skills
Most researches show that the single best predictor for who will perform well and succeed in a new job is the one who possesses learning agility(a quick learner) and the one who can adjust himself/herself to changes and new situations, such as a new workplace.
Also, effective interpersonal communication skill is one of the best personal traits.
Past performance or even experience, skills and intelligence are not as important as learning agility and communications skills. HR and recruiters are aware to these facts…

Self Motivated and Determined
To achieve success, one needs to be self motivated and determined to succeed. Without self motivation, it is quite possible that even the best of employees will languish in the company without achieving any success.

Success Oriented and Natural Leader
All companies search for an individual who has the drive within himself or herself. Frankly, the company would not have time to actually sit back and look out which of their employees has that next big idea, or which of the employees is not working according to their talents and resources. Therefore, it is best that a company have a self appointed mentor who keeps these things in mind and speaks about them at the appropriate time.
This characteristic is necessary for team leaders, supervisors, executive managers and project managers.

Team Player
No man is an island. And in today’s world, like never before, a person requires a group of people with whom to succeed. Therefore, being a team player in today’s world is almost as important as any academic degree.

Hardworking
This is one of the most common traits found in a successful boss as well as a successful employee. It is said that success is ninety percent hard work and ten percent thinking/brain activity. Any company would like to have a hard working employee. Therefore, you can speak about hard-work, dedication and commitment as your strengths.

Intelligence and Self Confidence
Being intelligent does not mean being the only person in the room who can drive a plane, but a person who has the simple logic and practical knowledge that goes with running a proper team.

Several interviewers will also ask whether you have any weaknesses. When it comes to weaknesses, make sure that you describe the weaknesses that are ambiguous enough to be 
converted into strengths.

Getting Nervous around people
Today, with the advent of the new work culture where a person seldom meets another and where the only time people speak to each other is during coffee breaks, there are some people who have become introverts.  This causes some people to become nervous about giving presentations and speeches.

Being a Debater
Some individuals are too passionate about work and require a reason for any change that is introduced in the company. Though this is good for the project and the product, it might rub some people the wrong way.

Going out of one’s Way
There are several people in organizations all over the world who take all kinds of work from their colleagues, whether it is their work or not. While these people are an asset to the company, they may create antagonism.

Lack of some skills
No person has all the requisite skills for the job profile. This is one of the greatest disadvantages that one has, because once a person starts earning, they find it difficult to go back to their learning ways.
Remember that these are just concepts and you should back up each of these strengths and weaknesses with an example

How to Sell Yourself in a Job Interview

Aired Consulting 1/28/2011 No Comment

Tips of How to Sell Yourself in a Job Interview.

Are you attending any interview then read these tips on How to sell your self in interview?

When you attend for an interview introduce yourself with a smile and firm handshake. Maintain good eye contact with the employer during conversation. Demonstrate to the recruiter what you want to and can do for the employer today, based on employer research. Show interest in what the interviewer is saying, by nodding your head and leaning toward him/her occasionally. Give positive answers to negative-based questions. Immediately after you leave make notes of important points of discussion.

Ask the recruiter prepared questions. Initiate the next step by asking what the next step is.
Ask for the recruiter’s business card for future contact.

Here is an example about how to answer the first question most interviewers ask. “Tell me about yourself” It also allows the job seeker to share with the interviewer the most important thing they want to know – “Why should I hire you?”

1. Personal and Education

This part is used to give the interviewer relevant information concerning you personally and about your educational background. This does not include personal information such as marital status, children, etc. This does include information such as: hometown or state and/or personal attribute. The education should be either the latest obtained and/or major field if relevant to job objective.

2. Early Career/Life Experiences

This part is used to share with the interviewer past work and life experiences relevant to the job objective.

3. Recent Work History/Life Experiences

This is the time for the job seeker to relate to the employer two accomplishments/results of the job seeker that indicate why he/she is the best candidate for the position sought.

4. Why you are here

In this part, the job seeker speaks with enthusiasm that he/she is here for the specific position sought.

5. What to Do


  • It is always advisable to arrive 15-20 minutes early to the interview location.
  • Use time wisely to review employer research information.
  • Have pen and paper. Asking to borrow a pen indicates lack of preparation.
  • Be enthusiastic. Recruiters remember a positive attitude.
  • Listen carefully to the interviewer’s complete question before responding.
  • If needed, pause and take time before answering difficult questions.
  • Keep going even if you feel you made a mistake.
  • Carry extra resumes, references, etc. organized in a portfolio
  • Unless asked, do not discuss salary and benefits.

HR Related Software Engineering Skills Interview Questions

Aired Consulting 1/21/2011 No Comment
Software Engineering Skills Interview Questions,HR Related Software Engineering Skills Interview Questions

1. What is Object Oriented Design? What are the benefits and drawbacks?

2. What is the Agile software philosophy?

3. What is the Lean software philosophy?

4. Have you looked at "Domain Driven Design"?

5. What are the benefits of Dependency Injection?

6. What books have you read on software engineering that you thought were good?

7. What are the really important aspects of software development?

8. Tell me about your philosophy of database design. Database tools?

9. What are important aspects of GUI design?

10. What Object Relational Mapping tools have you used?

11. Tell me about the Model-View-Controller pattern and why it's important?

12. What is Test Driven Development and Design? Why is it important?

13. Describe some of the software patterns you have used?

14. How do you design scalable applications?

15. What is continuous integration?

16. What is the REST architecture pattern?

17. How would you design a solution to the following problem?Giving some problem?

Common Human Resource Interview with Answers

Aired Consulting 1/19/2011 No Comment
Interview Questions for HR manager, Interview Questions for HR position, Interview Questions for human resource, Interview tips,Common Human Resource Interview with Answers

1. Tell me about yourself?
I am down-to-earth, sweet, smart, creative, industrious, and thorough.

2. How has your experience prepared you for your career?
Coursework:
Aside from the discipline and engineering foundation learning that I have gained from my courses, I think the design projects, reports, and presentations have prepared me most for my career.

Work Experience:
Through internships, I have gained self-esteem, confidence, and problem-solving skills. I also refined my technical writing and learned to prepare professional documents for clients.

Student Organizations:
By working on multiple projects for different student organizations while keeping up my grades, I’ve built time management and efficiency skills. Additionally, I’ve developed leadership, communication, and teamwork abilities.

Life Experience:
In general, life has taught me determination and the importance of maintaining my ethical standards.

3. Describe the ideal job.
Ideally, I would like to work in a fun, warm environment with individuals working independently towards team goals or individual goals. I am not concerned about minor elements, such as dress codes, cubicles, and the level of formality. Most important to me is an atmosphere that fosters attention to quality, honesty, and integrity.

4. What type of supervisor have you found to be the best?
I have been fortunate enough to work under wonderful supervisors who have provided limited supervision, while answering thoughtful questions and guiding learning. In my experience, the best supervisors give positive feedback and tactful criticism.

5. What do you plan to be doing in five years’ time?
Taking the PE exam and serving in supervisory/leadership roles both at work and in professional/community organization(s).

6. What contributions could you make in this organization that would help you to stand out from other applicants?
In previous internships, my industriousness and ability to teach myself have been valuable assets to the company. My self-teaching abilities will minimize overhead costs, and my industriousness at targeting needs without prompting will set me apart from others. Additionally, one thing that has always set me apart from my scientific/engineering peers are my broad interests and strong writing abilities. I am not your typical “left-brained” engineer, and with my broad talents, I am likely to provide diverse viewpoints.

7. What sort of criteria are you using to decide the organization you will work for?
Most importantly, I am looking for a company that values quality, ethics, and teamwork. I would like to work for a company that hires overachievers.

8. What made you choose your major?
My academic interests are broad, so I sought civil engineering to achieve a great balance of mathematics, chemistry, biology, physics, and writing.

9. Have your university and major met your expectations?
The College of Engineering at MSU has exceeded my expectations by providing group activities, career resources, individual attention, and professors with genuine interest in teaching.  My major has met my expectations by about 90%. I would have enjoyed more choices in environmental courses, and would have preferred more calculus-based learning.

10. What made you choose this college?
I chose this college for the following reasons: my budget limited me to in-state schools, I was seeking an area with dog-friendly apartments, the MSU web site impressed me, I saw active student groups, and the people were very friendly.



11. How do you handle stress or pressure?
You could answer this question by saying that stress is an important issue to you. While high levels of stress can be negative, I use stress in a productive way that can allow me to work harder. It is important for me to make sure I have the correct balance of positive stress and negative stress. You could also answer this question by saying you perform better when you are under reasonable levels of stress.

12. What do you find motivates you the most?
This is a question that does not require an answer that is right or wrong. The employer is trying to see how you are motivated. It is also a method they will use to determine if you are compatible for the job. It doesn’t make much sense to put you in a position where you will not be motivated by the work you do. The best way to answer this question is to be honest. Let the interviewer know what motivates you the most. Don’t tell them what they want to hear because you are trying to get the job. While this may help you in the short term, it can hurt you in the long run.

13. Do you prefer to work alone, or do you work better in groups?

This is a question that you will want to answer carefully. If the position you are applying for requires you to work alone, it doesn’t make much sense to answer it by saying you enjoy working in groups. If the position requires you to work in groups, telling the interviewer you like working alone can keep you from being hired. However, the answer you give should be an honest one.

14. Give us an example of a challenging situation you’ve overcome.
This is a request that will require you to know a lot about yourself. If you’ve prepared for the interview beforehand, you should be able to answer this question without any problems. You should reflect on your past work experience. You must quickly be able to think about any challenges you’ve overcome. It doesn’t have to be something that is related to employment. If you were in the military, you could describe a challenge you overcame. If you are a college graduate, you can give an example of an academic challenge you successfully overcame.

15. What do you find interesting about this job?
The answer that you give better be more than just the salary. You should be able to give detailed reasons for why you are interested in being hired for a certain position. Answering this question correctly may require you to do your research on the company. This is something that must be done before the interview starts.

16. Why should we hire you?
This is one of the most difficult questions in the interview process. However, it is a good question, especially if you are competing for a position against people who are equally qualified. To answer this question, describe how your skills can be valuable to the company. Not only will you want to direct the towards your accomplishments, but you will also want to demonstrate your personality and desire. Explain that you are impressed with the history of the company, and you want to play a role in the success of the organization.

17. In what ways can you contribute to our company?
You will want to answer this question by selling yourself. Explain how your skills, personality, and experience can allow you to contribute to the company. This is a question that you may want to prepare for in advance. You will want to answer it with a powerful statement. You don’t want to be uneasy of hesitant. If the employer suspects this, you may lose your chance to be employed with the company

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Latest HR Interview Questions asked in Software Companies

Aired Consulting 1/19/2011 No Comment
 Latest HR Interview Questions.

1. What do you personally find the most enjoyable part of working for this company?

2. May I ask why or how you joined this organization? / What brought you here?

3. I would like to know about the work atmosphere here…

4. Would you be able to tell me about this company’s vision/philosophy?

5. How would you evaluate this organization’s strengths and weaknesses?

6. I would like to know a little about my day-to-day responsibilities.

7. Is this an immediate requirement? How soon would you be taking people on board for this position?

8. I would like to know how my skills compare with the other people who have applied for this position.

9. I am really interested in this opportunity and I feel I have the required skills for this position. What would I
have to do next?

10. Now that our interview is coming to close, is there anything you would like to know about my ability
towards this job?

11. Would you be able to tell me a little about what the company expects from its employees? What are the
most important assets and skills for this company?

12. Does the company follow a structured path in promoting the employees? How does it go?

13. If the company finds me good at the job, how would it advance me? What would be the next step in my
career growth?

14. If I performed well in the current position, what are the additional likely opportunities for me within this
company?

15. Are there any special areas in this company that the top leaders emerge from?/ Are there special areas
like say sales or engineering that have more prospects for growth within this company, or do the leaders come
from a cross section of different areas?
16. The company has decided to recruit for this position from outside. How does the company choose
between recruiting from within or outside?

17. How far does this particular position contribute to the bottom line?
18. What advice would you give to someone selected for this position?

19. What are the current challenges of this position/department within the company?

20. Before I leave, can I have a formal/written description of the position? This would help me to review the
activities and evaluate what is expected of me.

21. Is this job likely to lead to other positions in the company? What is the usual route?

22. Would you be able to tell me a little about the people I will be working with?

23. Before I take your leave, let me check my understanding of the position. The designation is …., the
responsibilities are …., it is in the ….. department, and I would be reporting to ……. Please correct me if I
have got it wrong anywhere.

24. How does this company promote equal opportunity and diversity?

25. Would you be able to tell me who the company regards as its stars? What have been their most important
contributions?

26. How do the subordinates address their seniors in this company?

27. Could you tell me about the management style of this company?

28. If you selected me for this position, what assignment would I be starting on?

29. Does this company have a formal mission statement? Am I allowed to see it?

30. What are the most important parameters along which this company evaluates an employee’s contribution?

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13 Interview Questions to access Candidate's True qualities

Aired Consulting 1/14/2011 No Comment

Interview Questions to access Candidate's True qualities and qualifications.
1: How’s your stamina?
We’re not talking primarily about physical stamina here, although that’s part of it. In a lot of shops, the workload can grind people down if they aren’t strong enough to handle it. It’s important to let candidates know that a position will be demanding-as well as to see how they rate themselves in the fortitude department.

2: How hard have you been working lately?
Even the most industrious employees can lose the habit of working hard if they’ve been in a situation that doesn’t require it. And a candidate who’s fallen into “coasting” mode may have trouble ramping up for the effort you require. Conversely, a candidate who speaks enthusiastically about being engaged in challenging projects may well be a self-starter who could energize your team with his or her commitment and work ethic.
3: How do you react to being told “No”?
A big part of the typical manager’s job is telling people why they can’t do something-either because they don’t have the money or resources or because an idea or proposal is no good. And let’s face it: Some folks don’t handle being told No that well. A candid response to this question may not tell you for sure how well candidates handle the issue, but it could give you a picture of whether they’re aware of their own tendencies.
4: Can you handle telling other people “No”?
If don’t want to be the DDrN (Designated Dr. No) for the organization, you need people on your team who are willing and able to share the load. Of course, you don’t want someone who’s chomping at the bit to slap people down, either. But it can be revealing to see how many candidates respond along these lines: “I don’t really feel comfortable telling other people they can’t do things. I just worry about my own responsibilities.”
5: How good are you — REALLY — at handling change?


Everybody asks this question, so of course every candidate has a prepared answer. It goes like this: “I think it’s important to be flexible and adapt to new circumstances. One time, [insert anecdote illustrating ability to manage change here]….” This is a critical problem for managers, because the pace of change continues to accelerate, but a lot of job candidates are extremely uncomfortable with it. Trying to identify those folks during the interview process may require you to ask about it point-blank–and then hope that the candidate will abandon the script at some point so you can have an earnest discussion.
6: Are you a good scrounger?


A common interview question centers around a candidate’s problem-solving capability. But this question focuses on a candidate’s ability to come up with the resources out of what he or she has on the shelf. (Think of the James Garner character “The Scrounger” from the movie The Great Escape, who comes up with camera, pipe, or whatever else the POWs need when planning their breakout.)
7: When conflict arises on your team, how do you handle it?


This is one of those questions that can easily be fielded with a stock answer and a polished anecdote, so it’s up to you to try to elicit something more illuminating. Often this will just be a matter of asking follow-up questions (and these don’t have to be formulaic; just have a conversation around what the candidate has told you). You can also pose a scenario and ask candidates what they might do in a particular situation. Is this approach contrived? You bet it is. But it will challenge candidates to think on their feet and may provide useful clues about their personality and conflict management skills.
8: What have the last few years taught you?


Anyone who’s been in IT for awhile knows that the industry has had some serious ups and downs. This questions is designed to get at what the job candidate has learned through the periods of explosive growth as well as through the tough downturns, tight budgets, and shifts in the job market.
9: What type of people do you like to work with?


Even if you get a canned response here, you may be able to get a glimpse of the candidate’s personality. Previous experiences and genuine preferences will often filter through to their answers. For example: “I like to work with people who really know what they’re talking about, not people who just want to show everyone how smart they are”; “I like to work with people who I can bounce ideas off of”; “I like to work with people who respect what I do.”
10: How do you stay current?


Since this one comes right out of Interviewing 101, most candidates will be ready for it. But it’s still a critical question that must be addressed. The technology changes so quickly that all of our past experience decreases in value daily. You can’t hire an IT professional without assessing their plans to keep abreast of new products and technologies.
11: What’s the toughest thing you’ve had to do professionally?


This question also comes out of the interviewing playbook, but it’s still a good one. It’s interesting to see whether the candidate mentions some technical achievement or project or discusses something more personal instead — for example, having to fire an employee.
12: How would you describe your perfect job?


You can learn a lot from the responses to this question, and it may spark a lively conversation as well. You might discover that the candidate is quite assertive in describing what he or she wants a position to provide; in fact, you may learn a thing or two that will help you craft a better job description for the position. You might also find out that a candidate has some unrealistic expectations about the respective roles of employer and employee-which could lead to disappointment and poor performance if left unaddressed.
13: If you could take back one career decision, what would it be?


This is a pretty good shot-in-the-dark question. There is certainly no “right” answer, but it can be useful to see how candidates respond. Can they point to something instantly or do they have to consider? Maybe they’ll be confident enough to admit, “I can’t think of anything substantial. So far, I’m pretty pleased with how my career is going.” Sometimes, ambivalence or dissatisfaction come to light, suggesting that they’re headed down the wrong path altogether. Regardless of their answer, this question can lead to an interesting discussion.

50 Most Common HR Interview Questions Answers

Aired Consulting 1/14/2011 No Comment

50 Human Resource Interview Questions and how you should face them.

1. Tell me about yourself?

Ans : The most often asked question in interviews. You need to have a short statement prepared in your mind. Be careful that it does not sound rehearsed. Limit it to work-related items unless instructed otherwise. Talk about things you have done and jobs you have held that relate to the position you are interviewing for. Start with the item farthest back and work up to the present.

2. Why did you leave your last job?

Ans: Stay positive regardless of the circumstances. Never refer to a major problem with management and never speak ill of supervisors, co-workers or the organization. If you do, you will be the one looking bad. Keep smiling and talk about leaving for a positive reason such as an opportunity, a chance to do something special or other forward-looking reasons.

3. What experience do you have in this field?

Ans: Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can.

4. Do you consider yourself successful?

Ans:You should always answer yes and briefly explain why. A good explanation is that you have set goals, and you have met some and are on track to achieve the others.

5. What do co-workers say about you?

Ans: Be prepared with a quote or two from co-workers. Either a specific statement or a paraphrase will work. Jill Clark, a co-worker at Smith Company, always said I was the hardest workers she had ever known. It is as powerful as Jill having said it at the interview herself.

6. What do you know about this organization?

This question is one reason to do some research on the organization before the interview. Find out where they have been and where they are going. What are the current issues and who are the major players?

7. What have you done to improve your knowledge in the last year?

Try to include improvement activities that relate to the job. A wide variety of activities can be mentioned as positive self-improvement. Have some good ones handy to mention.

8. Are you applying for other jobs?

Be honest but do not spend a lot of time in this area. Keep the focuson this job and what you can do for this organization. Anything else is a distraction.

9. Why do you want to work for this organization?

This may take some thought and certainly, should be based on the research you have done on the organization. Sincerity is extremely important here and will easily be sensed. Relate it to your long-term career goals.

10. Do you know anyone who works for us?

Be aware of the policy on relatives working for the organization. This can affect your answer even though they asked about friends not relatives. Be careful to mention a friend only if they are well thought of.

11. What is your Expected Salary?

A loaded question. A nasty little game that you will probably lose if you answer first. So, do not answer it. Instead, say something like, That’s a tough question. Can you tell me the range for this position? In most cases, the interviewer, taken off guard, will tell you. If not, say that it can depend on the details of the job. Then give a wide range.

12. Are you a team player?

You are, of course, a team player. Be sure to have examples ready. Specifics that show you often perform for the good of the team rather than for yourself are good evidence of your team attitude. Do not brag, just say it in a matter-of-fact tone. This is a key point.

13. How long would you expect to work for us if hired? 

Specifics here are not good. Something like this should work: I’d like it to be a long time. Or As long as we both feel I’m doing a good job.

14. Have you ever had to fire anyone?

How did you feel about that? This is serious. Do not make light of it or in any way seem like you like to fire people. At the same time, you will do it when it is the right thing to do. When it comes to the organization versus the individual who has created a harmful situation, you will protect the organization. Remember firing is not the same as layoff or reduction in force.

15. What is your philosophy towards work?

The interviewer is not looking for a long or flowery dissertation here. Do you have strong feelings that the job gets done? Yes. That’s the type of answer that works best here. Short and positive, showing a benefit to the organization.

16. If you had enough money to retire right now, would you?

Answer yes if you would. But since you need to work, this is the type of work you prefer. Do not say yes if you do not mean it.

17.Have you ever been asked to leave a position?

If you have not, say no. If you have, be honest, brief and avoid saying negative things about the people or organization involved.

18. Explain how you would be an asset to this organization ?

You should be anxious for this question. It gives you a chance to highlight your best points as they relate to the position being discussed. Give a little advance thought to this relationship

19. Why should we hire you?

Point out how your assets meet what the organization needs. Do not mention any other candidates to make a comparison.

20. Tell me about a suggestion you have made ?

Have a good one ready. Be sure and use a suggestion that was accepted and was then considered successful. One related to the type of work applied for is a real plus.

21. What irritates you about co-workers?

This is a trap question. Think real hard but fail to come up with anything that irritates you. A short statement that you seem to get along with folks is great.

22. What is your greatest strength?

Numerous answers are good, just stay positive. A few good examples: Your ability to prioritize, Your problem-solving skills, Your ability to work under pressure, Your ability to focus on projects, Your professional expertise, Your leadership skills, Your positive attitude

23. Tell me about your dream job ?

Stay away from a specific job. You cannot win. If you say the job you are contending for is it, you strain credibility. If you say another job is it, you plant the suspicion that you will be dissatisfied with this position if hired. The best is to stay genetic and say something like: A job where I love the work, like the people, can contribute and can’t wait to get to work.

24. Why do you think you would do well at this job?

Give several reasons and include skills, experience and interest.

25. What are you looking for in a job?

See answer # 23

26. What kind of person would you refuse to work with?

Do not be trivial. It would take disloyalty to the organization, violence or lawbreaking to get you to object. Minor objections will label you as a whiner.

27. What is more important to you: the money or the work?

Money is always important, but the work is the most important. There is no better answer.

28. What would your previous supervisor say your strongest point is?

There are numerous good possibilities: Loyalty, Energy, Positive attitude, Leadership, Team player, Expertise,Initiativ e, Patience, Hard work, Creativity, Problem solver

29. Tell me about a problem you had with a supervisor?

Biggest trap of all. This is a test to see if you will speak ill of your boss. If you fall for it and tell about a problem with a former boss, you may well below the interview right there. Stay positive and develop a poor memory about any trouble with a supervisor.

30. What has disappointed you about a job?

Don’t get trivial or negative. Safe areas are few but can include: Not enough of a challenge. You were laid off in a reduction Company did not win a contract, which would have given you more responsibility.

31. Tell me about your ability to work under pressure.

You may say that you thrive under certain types of pressure. Give an example that relates to the type of position applied for.

32. Do your skills match this job or another job more closely?

Probably this one. Do not give fuel to the suspicion that you may want another job more than this one.

33. What motivates you to do your best on the job?

This is a personal trait that only you can say, but good examples are: Challenge, Achievement, Recognition

34. Are you willing to work overtime? Nights? Weekends?

This is up to you. Be totally honest.

35. How would you know you were successful on this job?

Several ways are good measures: You set high standards for yourself and meet them. Your outcomes are a success. Your boss tell you that you are successful

36. Would you be willing to relocate if required?

You should be clear on this with your family prior to the interview if you think there is a chance it may come up. Do not say yes just to get the job if the real answer is no. This can create a lot of problems later on in your career. Be honest at this point and save yourself future grief.

37. Are you willing to put the interests of the organization ahead of your own?

This is a straight loyalty and dedication question. Do not worry about the deep ethical and philosophical implications. Just say yes.

38. Describe your management style ?

Try to avoid labels. Some of the more common labels, like progressive, salesman or consensus, can have several meanings or descriptions depending on which management expert you listen to. The situational style is safe, because it says you will manage according to the situation, instead of one size fits all.

39. What have you learned from mistakes on the job?

Here you have to come up with something or you strain credibility. Make it small, well intentioned mistake with a positive lesson learned. An example would be working too far ahead of colleagues on a project and thus throwing coordination off.

40. Do you have any blind spots?

Trick question. If you know about blind spots, they are no longer blind spots. Do not reveal any personal areas of concern here. Let them do their own discovery on your bad points. Do not hand it to them.

41. If you were hiring a person for this job, what would you look for?

Be careful to mention traits that are needed and that you have.

42. Do you think you are overqualified for this position?

Regardless of your qualifications, state that you are very well qualified for the position.

43. How do you propose to compensate for your lack of experience?

First, if you have experience that the interviewer does not know about, bring that up: Then, point out (if true) that you are a hard working quick learner.

44. What qualities do you look for in a boss?

Be generic and positive. Safe qualities are knowledgeable, a sense of humor, fair, loyal to subordinates and holder of high standards. All bosses think they have these traits.

45. Tell me about a time when you helped resolve a dispute ?

between others. Pick a specific incident. Concentrate on your problem solving technique and not the dispute you settled.

46. What position do you prefer on a team working on a project?

Be honest. If you are comfortable in different roles, point that out.

47. Describe your work ethic ?

Emphasize benefits to the organization. Things like, determination to get the job done and work hard but enjoy your work are good.

48. What has been your biggest professional disappointment?

Be sure that you refer to something that was beyond your control. Show acceptance and no negative feelings.

49. Tell me about the most fun you have had on the job.

Talk about having fun by accomplishing something for the organization.

50. Do you have any questions for me?

Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. How soon will I be able to be productive? and What type of projects will I be able to assist on? are examples
And Finally Best of Luck Hope you will be successful in the interview you are going to face in coming days.

25 Tricky Questions in a HR Job Interview

Aired Consulting 1/14/2011 1 Comment

25 most difficult questions you'll be asked on a job interview

1. Can you please tell me about yourself.
Answer : This is more often then not the opening question of any interview. You should remember that this is more of a warm-up question. It is always advisable to keep it short. Please keep in mind that you don't take more than a minute or two to answer. Its better to start with your education, then work history, and finally your recent career experience, laying more emphasis on the last subject.

2. Tell us in brief what you know about our organization?
Answer : It is always recommended that you do your homework about the company in the internet or from other sources. If you are able to discuss products or services, revenues, management style, people, history and philosophy, you have already scored some points. But ensure that you don't explain everything about the organization, rather keep it short and precise.Your answer should convince them that you have taken the time to do some research and eager to learn more about them.A typical answer would be "When I was searching for jobs, I went through the profile of a number of companies. Try to answer in a positive tone.

3. What are the reasons for which you want to work for our organization?
Answer : here and throughout the interview, a good answer comes from having done your homework so that you can speak in terms of the company's needs. You might say that your research has shown that the company is doing things you would like to be involved with, and that it's doing them in ways that greatly interest you. For example, if the organization is known for strong management, your answer should mention that fact and show that you would like to be a part of that team. If the company places a great deal of emphasis on research and development, emphasize the fact that you want to create new things and that you know this is a place in which such activity is encouraged. If the organization stresses financial controls, your answer should mention a reverence for numbers. 

If you feel that you have to concoct an answer to this question - if, for example, the company stresses research, and you feel that you should mention it even though it really doesn't interest you- then you probably should not be taking that interview, because you probably shouldn't be considering a job with that organization. 

4. What can you do for us that someone else can't?
Here you have every right, and perhaps an obligation, to toot your own horn and be a bit egotistical. Talk about your record of getting things done, and mention specifics from your resume or list of career accomplishments. Say that your skills and interests, combined with this history of getting results, make you valuable. Mention your ability to set priorities, identify problems, and use your experience and energy to solve them. 

5. What do you find most attractive about this position? What seems least attractive about it?
List three or four attractive factors of the job, and mention a single, minor, unattractive item.
6. Why should we hire you?
Create your answer by thinking in terms of your ability, your experience, and your energy. (See question 4.)
7. What do you look for in a job?
Keep your answer oriented to opportunities at this organization. Talk about your desire to perform and be recognized for your contributions. Make your answer oriented toward opportunity rather than personal security. 

8. Please give me your defintion of [the position for which you are being interviewed].
Keep your answer brief and taskoriented. Think in in terms of responsibilities and accountability. Make sure that you really do understand what the position involves before you attempt an answer. If you are not certain. ask the interviewer; he or she may answer the question for you.
9. How long would it take you to make a meaningful contribution to our firm?
Be realistic. Say that, while you would expect to meet pressing demands and pull your own weight from the first day, it might take six months to a year before you could expect to know the organization and its needs well enough to make a major contribution.
10. How long would you stay with us?
Say that you are interested in a career with the organization, but admit that you would have to continue to feel challenged to remain with any organization. Think in terms of, "As long as we both feel achievement-oriented."
11. Your resume suggests that you may be over-qualified or too experienced for this position. What's Your opinion?
Emphasize your interest in establishing a long-term association with the organization, and say that you assume that if you perform well in his job, new opportunities will open up for you. Mention that a strong company needs a strong staff. Observe that experienced executives are always at a premium. Suggest that since you are so wellqualified, the employer will get a fast return on his investment. Say that a growing, energetic company can never have too much talent.
12. What is your management style?
You should know enough about the company's style to know that your management style will complement it. Possible styles include: task oriented (I'll enjoy problem-solving identifying what's wrong, choosing a solution and implementing it"), results-oriented ("Every management decision I make is determined by how it will affect the bottom line"), or even paternalistic ("I'm committed to taking care of my subordinates and pointing them in the right direction").
A participative style is currently quite popular: an open-door method of managing in which you get things done by motivating people and delegating responsibility.
As you consider this question, think about whether your style will let you work hatppily and effectively within the organization. 

13. Are you a good manager? Can you give me some examples? Do you feel that you have top managerial potential?
Keep your answer achievement and ask-oriented. Rely on examples from your career to buttress your argument. Stress your experience and your energy.
14. What do you look for when You hire people?
Think in terms of skills. initiative, and the adaptability to be able to work comfortably and effectively with others. Mention that you like to hire people who appear capable of moving up in the organization.
15. Have you ever had to fire people? What were the reasons, and how did you handle the situation?
Admit that the situation was not easy, but say that it worked out well, both for the company and, you think, for the individual. Show that, like anyone else, you don't enjoy unpleasant tasks but that you can resolve them efficiently and -in the case of firing someone- humanely.
16. What do you think is the most difficult thing about being a manager or executive?
Mention planning, execution, and cost-control. The most difficult task is to motivate and manage employess to get something planned and completed on time and within the budget.
17. What important trends do you see in our industry?
Be prepared with two or three trends that illustrate how well you understand your industry. You might consider technological challenges or opportunities, economic conditions, or even regulatory demands as you collect your thoughts about the direction in which your business is heading.
18. Why are you leaving (did you leave) your present (last) job?
Be brief, to the point, and as honest as you can without hurting yourself. Refer back to the planning phase of your job search. where you considered this topic as you set your reference statements. If you were laid off in an across-the-board cutback, say so; otherwise, indicate that the move was your decision, the result of your action. Do not mention personality conflicts.

The interviewer may spend some time probing you on this issue, particularly if it is clear that you were terminated. The "We agreed to disagree" approach may be useful. Remember hat your references are likely to be checked, so don't concoct a story for an interview.
19. How do you feel about leaving all your benefits to find a new job?
Mention that you are concerned, naturally, but not panicked. You are willing to accept some risk to find the right job for yourself. Don't suggest that security might interest you more than getting the job done successfully.
20. In your current (last) position, what features do (did) you like the most? The least?
Be careful and be positive. Describe more features that you liked than disliked. Don't cite personality problems. If you make your last job sound terrible, an interviewer may wonder why you remained there until now.
21. What do you think of your boss?
Be as positive as you can. A potential boss is likely to wonder if you might talk about him in similar terms at some point in the future.
22. Why aren't you earning more at your age?
Say that this is one reason that you are conducting this job search. Don't be defensive.
23. What do you feel this position should pay?
Salary is a delicate topic. We suggest that you defer tying yourself to a precise figure for as long as you can do so politely. You might say, "I understand that the range for this job is between $______ and $______. That seems appropriate for the job as I understand it." You might answer the question with a question: "Perhaps you can help me on this one. Can you tell me if there is a range for similar jobs in the organization?"

If you are asked the question during an initial screening interview, you might say that you feel you need to know more about the position's responsibilities before you could give a meaningful answer to that question. Here, too, either by asking the interviewer or search executive (if one is involved), or in research done as part of your homework, you can try to find out whether there is a salary grade attached to the job. If there is, and if you can live with it, say that the range seems right to you.

If the interviewer continues to probe, you might say, "You know that I'm making $______ now. Like everyone else, I'd like to improve on that figure, but my major interest is with the job itself." Remember that the act of taking a new job does not, in and of itself, make you worth more money.

If a search firm is involved, your contact there may be able to help with the salary question. He or she may even be able to run interference for you. If, for instance, he tells you what the position pays, and you tell him that you are earning that amount now and would Like to do a bit better, he might go back to the employer and propose that you be offered an additional 10%.

If no price range is attached to the job, and the interviewer continues to press the subject, then you will have to restpond with a number. You cannot leave the impression that it does not really matter, that you'll accept whatever is offered. If you've been making $80,000 a year, you can't say that a $35,000 figure would be fine without sounding as if you've given up on yourself. (If you are making a radical career change, however, this kind of disparity may be more reasonable and understandable.)

Don't sell yourself short, but continue to stress the fact that the job itself is the most important thing in your mind. The interviewer may be trying to determine just how much you want the job. Don't leave the impression that money is the only thing that is important to you. Link questions of salary to the work itself.

But whenever possible, say as little as you can about salary until you reach the "final" stage of the interview process. At that point, you know that the company is genuinely interested in you and that it is likely to be flexible in salary negotiations.
24. Tell us in brief about your long term goals?
Answer :
Refer back to the planning phase of your job search. Don't answer, "I want the job you've advertised." Relate your goals to the company you are interviewing: 'in a firm like yours, I would like to..."
25. How successful do you you've been so far?
Say that, all-in-all, you're happy with the way your career has progressed so far. Given the normal ups and downs of life, you feel that you've done quite well and have no complaints.

Present a positive and confident picture of yourself, but don't overstate your case. An answer like, "Everything's wonderful! I can't think of a time when things were going better! I'm overjoyed!" is likely to make an interviewer wonder whether you're trying to fool him . . . or yourself. The most convincing confidence is usually quiet confidence
 

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