Interview Questions

[MasterFarter]

Hi Guys

I am soon to interview for a position managing a team of client service people in the corporate superannuation sector and would appreciate it if anyone can give me a copy of 'target selection' or 'behavioural' (sp?) interview questions that they have used for recruiting team leaders.

They dont have to be client service role specific but it would be even better if they were.

ZCash, +rep and one of those little award things for all serious helpers, providing I can work out the ZCash thingo :)

gibbo_scott at yahoo dot com dot au

[Jimma]

I probably have a different opinion on who is good to hire than you do, but I'll give this a shot.

Were I you I'd find out what they do in their spare time. You're after a team leader - players of team sports are a plus here. If they don't crack any jokes or say anything funny throughout the interview they may be too boring. A team leader that develops an instant repore with a team is necessary, meaning someone who's funny or entertaining. Don't hire anyone who seems like you wouldn't want to hang out with them outside of work.

Ask questions that may catch them off guard. Everyone knows what questions you get asked in your average interview and has stock bull shit answers. Ask if they know any good jokes, perhaps one related to your field of work. Questions like "what have you done in the past when there have been disagreements within a team" and so on are a bit of a wank. Instead, ask what cool activities they've organised in the past that helped team members get to know each other. Ask them for their opinion on the effect of Australia's ageing population on superannuation.

Be sure that the person you hire is familiar with the tasks members of their team will have to perform. Nobody likes working for someone who doesn't know what they're talking about.

[MasterFarter]

Thanks Jimma.

I have to confess to a certain lack of clarity in my post, as I am the candidate this time :)

Good advice on what to look out for tho'!

[Jimma]

Oh sorry mate. Just don't be a cock head and you'll be right.

[parentdetective]

Make sure you give precise answers.

[dwarfthrower]

Here's some lifted from our interview guide - leaving out the role-specific questions, these are the general things most companies are going to ask, and are probably more key to your success than knowing your stuff on a technical level:

Ice Breakers
Go through candidate’s resume and get candidate to talk about each job.

Q: What are the major areas of responsibility in your current job role(s)?
Q: What do you enjoy most about these roles?
Q: What do you like the least about these roles?
A: These questions will help you learn if the candidate’s current and previous roles are similar to what is being offered. Was it the work? The culture? The pay? Make sure his or her career expectations are a realistic match with what we have to offer.

Q: What other types of jobs or companies are you considering at this time?
A: Use this question to see if the candidate is applying to similar positions with other companies in your industry. This will show just how much the candidate really wants career with companies similar to us, and how focused he or she is on a new career path. If a candidate is applying for a wide range of positions, find out why he or she thinks your position is the best fit.

Q: What concerns you most about this position?
A: Use this question to discover areas where the candidate may lack experience. Try to discern areas where the candidate does not have as much experience or knowledge as he or she might, and ask how the applicant expects to compensate for that lack of experience or knowledge. A good response will show that the candidate has thought through the skills he or she will need to bring to the new career, and has thought through the learning he or she will need to undertake to get up to speed in areas where the applicant’s knowledge might be lacking.

Ability to learn new skills
Q: How long did it take you to get up to speed in your last job?
A: Candidates will generally say it took them very little time to get up to speed. Press the candidate by asking him or her what steps were taken to quicken the learning process. A good response will show the candidate went out of his or her way to learn the skills necessary to excel in the job.

Q: What skill areas do you think you need to improve on?
A: Use this question to find out how aware the candidate is of his or her own abilities. A good response will show that the candidate has identified specific areas where he or she would like to improve his or her performance. Follow up by asking the candidate what he or she thinks would be the best way to improve those skills.

Ability to meet responsibilities independently
Q: What are some of the biggest responsibilities you’ve had in the past?
A: Use this question to find out how much responsibility the candidate has taken on in the past. Press the candidate to find out the specific types of responsibilities with which he or she was entrusted. Find out whom he or she reported to and how frequently. Compare the responsibilities the candidate describes with those he or she will have in the position being applied for. How similar is the reporting structure in your company to the one that the candidate is used to?

Q: Tell us about a time when you felt you didn’t meet your responsibilities.
A: Most candidates will be taken aback by this question. Press the candidate to describe an experience, at work or elsewhere, when he or she didn’t meet his or her end of the bargain. Ask the candidate what he or she learned from the experience. A good response will show that the candidate takes responsibilities seriously and is upset when he or she fails to deliver what was promised.

Q: If you had to choose between performing a quality job and not meeting a deadline or meeting a deadline and not performing a quality job. Which choice will you make?
A: A good response will detail examples that show the candidate to be deadline-driven. Ask the candidate for examples of projects he or she has worked on that had very tight or impossible deadlines. Find out how the candidate dealt with the need to accomplish a large amount of work in a short period of time.

Q: If you had a choice between a fast-paced environment with changing priorities, with lots of tasks on the go or a slow-paced environment were tasks where structured and well defined. Which one would you choose?
A: Use this question to see how comfortable the candidate will be in a fast-paced work environment. If the candidate doesn’t have experience in a fast-paced environment, ask why he or she would be successful at a startup. A good response will show the candidate enjoys the challenge of trying to do many things quickly, learns new skills readily, and thrives in an ambiguous environment.

Q: How do you determine priorities in scheduling your time? Can you give examples of times when you were assigned a number of tasks and had to prioritise what needed to be done?
A: Assess the candidate’s ability to multitask and handle a heavy workload. Good responses will detail the method they use to figure out how to prioritise tasks. You should press the candidate on how comfortable he or she is working on multiple assignments at once.

Q: What is the most innovative thing you have done in your previous job?
A: Use this question to assess how innovative the candidate is based on the example(s) he or she provides. Does the candidate’s level of innovation meet the requirements of the position for which he or she is applying?

Flexibility
Q: Describe amount of feedback and independence that you prefer for you to be successful in your job role?
A: Most candidates will respond to this question by saying they would like an equal mix of direction and independence. Force the issue by describing two opposing working situations—one in which the candidate is left alone to fulfill his or her responsibilities, and another in which he or she is closely managed. Ask the candidate which one he or she prefers. A candidate’s preference should be in line with your company’s culture.

Q: What type of balance do you strive for between your work and your life?
A: Use this question to see if your time expectations for the position match the candidate’s. If you need an employee to work extreme hours in the position you’re looking to fill, you will want someone who is willing to make some sacrifices for the job. If you question the candidate’s commitment, ask for examples of times he or she did more than required on the job in the past. To learn more about a candidate’s willingness to work hard, ask what motivated him or her to do more than was required.

Problem-solving ability
Q: How do you approach solving a problem?
A: Use this question to get an understanding of the candidate’s thought processes. How does he or she like to attack problems? Take note of the resources and time involved in the candidate’s approach. Does his or her problem-solving method make a good fit with your company’s culture and resources?

Q: Give some examples of the types of problems you like to solve. Do you prefer problems with a logical outcome or problems where there is no definitive answer?
A: Compare the candidate’s answers to the type of problems he or she will face in the position for which he or she is applying. Then present a sample problem that the candidate likely would face on the job. Ask how he or she would approach it, and gauge whether the candidate’s approach would make sense in the position for which he or she is applying.

Oral/written communication skills
Q: What is your experience in terms of presenting to large or small groups? Can you describe a time when you were particularly successful making a speech or presentation?
A: Look for evidence that the candidate is comfortable and skilled at presenting arguments to others. Follow up by asking about his or her preparation before presentations and the general response that those presentations received. Ask what the candidate has learned from past presentations and if there are any aspects of presenting that he or she thinks need improvement. A good candidate will always be striving to improve his or her communication skills.

Q: What are some of the most difficult writing assignments you have been given or have taken on yourself?
A: Use this question to discover the types of writing the candidate has had difficulty with in the past. A good response should detail how the candidate worked through difficult assignments and what he or she learned from the experience. Ask if the candidate was satisfied with the end results.

Q: Give an example of an instance when you worked with someone you found it difficult to get along with. How did you handle the situation?
A: This question will help you assess how the candidate has handled difficult interpersonal relationships in the past. Good responses will show that the candidate has had experience dealing with various personality types and is comfortable with his or her ability to handle such situations. Pay close attention to the candidate’s attitudes toward dealing with difficult people. Is he or she open and understanding, or easily annoyed? Looking back, how does the candidate feel today about “difficult” people from his or her past?

Customer-service orientation
Q: Have you actively managed customers before?
If so, how have you maintained a positive relationship with customers over time?
A: This question will help you assess the candidate’s enthusiasm for providing good customer service. Is the candidate naturally a good fit with customer service, or is he or she just looking for a steady job? A good response will show that the candidate enjoys dealing with customers and maintaining customer relationships.

Q: What was the most difficult customer service situation you ever had to deal with? How did you handle the situation?
A: This question will help you assess the candidate’s ability to handle stressful customer-service situations. A good response will show the candidate was considerate and willing to try different approaches. Find out how the situation the candidate describes was resolved. Did he or she bring in a supervisor to deal with the customer? If so, at what point? Follow up by asking what the candidate learned from the experience.

[BlueBoy]

If they ask "where do you see yourself in 5 years?" and "what can you bring to this company?" just get up and walk away.

[Blink]

If they ask "where do you see yourself in 5 years?" and "what can you bring to this company?" just get up and walk away.

Werd. Or say a multi-millionaire living in the Bahamas, drinking tequila and banging supermodels.

[Jimma]

Had that interview yet?

[MasterFarter]

Had that interview yet?

Nope. Applications closed yesterday, so I reckon it will be wery soon.

[MasterFarter]

Confidence has dropped a little :(

The business unit 'head of' called me in to explain that he did not get enough internal applicants for the position, so he is going to the market for more applicants and will interview me at the same time as them.

Dont quite know what to make of that.

[onetonnesam]

You poor bastard. Good luck though.

[MasterFarter]

Well, I finally had the interview today. Thanks for all the contributions above, they pointed me in the right direction in terms of thinking about relevant parts of my work history.

To the interview itself. I believe that the pooch has truly been screwed :(

Just coming out the other end of the worst flu I have had in years, I could not seem to find that clarity of mind required to really sell myself or explain my answers in real detail.

Oh well, there will be other opportunities.

[MasterFarter]

Finally!

The ordeal is at an end.

I did not get the managerial vacancy applied for, but I got the next best I suppose. The second management position in the same area just became a maternity leave secondment for a year.

Not a bad comprimise considering I had a pretty shitty interview.

Thanks to all who looked in on me here while I was having my little crisis :D

[Glompbot]

Good luck

I've got a whole heap of those behavioral questions to answer tomorrow for my interview, so your post has helped dwarfy

Ones you missed out are
"detail a negative situation which you resolved with a positive outcome?"

[Glompbot]

Q: If you had to choose between performing a quality job and not meeting a deadline or meeting a deadline and not performing a quality job. Which choice will you make?
A: A good response will detail examples that show the candidate to be deadline-driven. Ask the candidate for examples of projects he or she has worked on that had very tight or impossible deadlines. Find out how the candidate dealt with the need to accomplish a large amount of work in a short period of time.


I've been warned that i WILL be asked this question.

I've planned on answering with "meeting the deadline with the best quality work capable prior to the deadline", giving my reasoning as: in work environments i've been in in the past that had deadlines, other people often depend upon my work to be completed on time so that they can do their own part of the job or action upon my work. If I delay my own part of the project then it won't impact upon just my tasks, but everyone elses, including clients.

As for the past experience i'm not going to put that part here.

[dwarfthrower]

I've been warned that i WILL be asked this question.

I've planned on answering with "meeting the deadline with the best quality work capable prior to the deadline", giving my reasoning as: in work environments i've been in in the past that had deadlines, other people often depend upon my work to be completed on time so that they can do their own part of the job or action upon my work. If I delay my own part of the project then it won't impact upon just my tasks, but everyone elses, including clients.

As for the past experience i'm not going to put that part here.
Be very careful with this one... there is no real "right" answer as every interviewer will have their own bias as to what they consider more important. However "meeting the deadline with the best quality work capable prior to the deadline" can leave you wide open... Often times deadlines are too tight and the amount of work that needs to be done to even get a project to 'working' stage is not going to fit. So your answer could have you delivering a project that doesn't even meet any of the customer's requirements.

The important thing with this question is expectation management. Making sure that everyone involved is crystal clear on what can be achieved within a given timeframe, that if the deadline is going to result in functionality not being implemented that the customer's expectations of what can be achieved within a given timeframe are realistic - and that they are making the decisions as to whether to sacrifice functionality or time.

[Glompbot]

When the agency asked this question in the interview it was more based upon how i dealt with deadlines in the past and I responded with delegation of tasks so that the whole could be completed on time by multiple people.

I have a feeling thats not the best answer to give the company

[dwarfthrower]

Possibly not... in any IT project you've basically got a three way tug-of-war between functionality (how much "stuff" you're going to deliver), deadlines (how long you're going to physically take to do it) and money (how many people at what level you're planning on paying to get it done).

Delegating tasks to bring more people in on the project satisfies the first two at the expense of the third, again, it's a matter of expectation management... if you tell the customer "We can do it all in two weeks - if we put three more people on the project time, but that will push the price out by another 20K" and they say "Go for it, the government will fine us 200k if we don't have this implemented by July 1." Then the expectations have been managed effectively and you can call it a good project outcome. If you simply deliver a working project, get all the pats on the back from the customer - then have them on the phone irate a month later when they get an invoice that's 20k more than they were quoted you have an unhappy customer and an unsuccessful project.

[Glompbot]

Well, the role is tech sales (software licensing specialist) for Ingram Micro (http://www.arnnet.com.au/index.php/adsfa;1;ads;1;distid;22267231), so mostly I'm giving quotes from what I understand.

What kind of answer would be good for that?

[dwarfthrower]

I'd have a think about the sort of things that could push out a deadline in that sort of role... Ingram Micro are a re-seller... so they are dependent on the actual vendors for licensing and distribution. So the key bottleneck you're likely to face is one where you might be waiting on a vendor rep to get back to you with current licensing structures for a particular product - or a response to a query (ie "This license says 10 grand per server - how do multiple processor servers affect that?"). So generally your delays won't be costing your customers too much money, but not being thorough on the quote might - (you don't have time to wait for the vendor to get back to you on the issue of multi-processor servers so you just presume it would be ok, then the customer gets audited and hit with 20 grand of extra licensing :ouch:)

At the core of it though is expectation management... If you're the customer contact - making sure the customer a)knows there is a kink in the pipe, b) knows what is causing it (within reason - you don't want to go telling them that the office boy spilt coffee in the main file server and your proposal got blasted in the meltdown), c) understands what it means for their deliverables (will it cost them more, will it take longer, will it not be quite what they had imagined) and d) feels in control of the situation.

I know I'm harping on about expectation management, but in my experience it's the key to a successful project. If you're defining success by customer satisfaction with what eventually gets delivered then making sure what you deliver is what they expect you to deliver is your goal. Too many project managers get caught up in making that all a one way street - thinking that you have these customer expectations in terms of functionality, time and cost that are set in stone and everything else must revolve around them - when in fact it's a two-way street, most customers are usually pretty understanding of the fluid nature of IT projects.

[Glompbot]

I got feedback on my interview and I was told that I aced ALL of the behavioral questions.
They were particularly impressed with my example of deadline management...
I gave an example of having 3 'jobs' i had to manage in my first role at AP Mail Management, having data to process from OM strategic, Ella bache & myer, and ACP... and how I had to have all 3 done by COB friday.
I said I did the OM one first because it took the longest on the machines, then I did the ella bache & myer one because it took the longest for me to process the data (the time on the machines from the other job giving me more time to work on this data without idle time on the machines), and then the ACP data because it was the easiest and took the least time for everyone to process.

they LOVED it.
:D

I've also been told I am now the top candidate for the role. Scoring WAY ahead of anyone else. They have 2 more people to interview and then I'll find out :D

[dwarfthrower]

Well done... fingers crossed then :)

[MasterFarter]

they LOVED it. :D

I've also been told I am now the top candidate for the role. Scoring WAY ahead of anyone else. They have 2 more people to interview and then I'll find out :D

Good onya Sapia!

I would +rep you but I already did a few minutes ago for kicking someone in the nuts :)

All the best.

[Kez]

Nice questions in your first post dwarfthrower.

[Glompbot]

I got asked the weirdest question in my interview the other day

"What is the coolest gadget you've seen lately?"

It was asked by the IT guy who was just seeing my technical ability, he said he got asked it when he was interviewed for his job, and just thought it was a cool question.

It caught me completely off guard, so I answered with the Think Geek Blimp thing.

[dwarfthrower]

I got asked the weirdest question in my interview the other day

"What is the coolest gadget you've seen lately?"

I'll often throw stuff out like that, but usually software related. Something like "What's the best new piece of software you've seen lately?" or "What apps do you consider essentials on your desktop?" a good answer shows that the candidate is actually interested in software as tools for human/machine interaction and actually thinks about what differentiates 'good' software from 'bad'. My favourite left-field question... usually reserved for those I think have more talk than walk is "How would you debug a lamp?". A nice simple question which, if you gave me a smattering of simple tests would leave very happy with your methodical approach to problem solving. It's amazing some of the answers I've had.

One candidate told me he'd take it to an electrician to have it serviced because you shouldn't mess around with mains power... "Before you even checked to see if it was plugged in?"... "Oh."

Plenty of others have had the multimeter out or told me to replace the cord or switch before they'd gotten to simple things like "test the lamp in a power socket that I know works" or "have a look to see if the element in the globe is busted".

[oggy]

i`m so glad all my IT experiences are only needed at home...
i just say...at work, i dunno how to fix it...then do this...:shrug:
i`m workin for the man and he can pay for it!
*edit
that was so :offtopic:
i always ask potential empolyees to put themselves into a scenario and explain what they would do?
but really shitty scenario's...
like...
if the manager told you do to wah wah wah...but the owner came in and told you to do wah wah wah differently...what would you do and more importantly...why?
wah wah wah...
generally interviewing males...a handshake tells heaps!

[Glompbot]

DW. I was asked what are the key steps in troubleshooting...
I said "probe the issue, analyse the issue, isolate the issue, and repair" PAIR.

I've been asked a few questions like that, and I've always answered fairly well :D


I was also asked what are the major resources I would rely upon...
I answered with Manuals, help files, google, manufacturer website, any relevant knowledgebase sites, and also other peoples knowledge.

The it guy was nodding when i answered all that stuff, so I think I made a pretty good impression and he agreed with everything I said.

[Thyrd]

If they ask "where do you see yourself in 5 years?" and "what can you bring to this company?" just get up and walk away.

Sweet Christ! I hate it when they ask those questions.

[Hired Goon]

In my current job, I had one 45 minute phone interview and a 1.5 hour in person interview with the consultant. Then I had another 45 minute screening interview and another 2 hour panel interview with the company. The panel interview sucked. 2 hours of non stop talking. That shit ain't right.

Anyway, I recently quit. Ironically for my new job I had a 10 minute msn conversation with an old work mate and two fifteen minute discussions with the IT director and HR.

Moral of the story: interviews suck.

[MasterFarter]

Well, just reprising an old thread here.

My secondment is up in about 8 weeks and I am interviewing next week for a permanent managerial role.

Got to go through all that shit again.

The worst is that I have since been accredited to run target selection interviews and have recruited several positions now. This seems to have had the effect of making me twice as nervous about being the interviewee :D

[Glompbot]

Good luck

So far I haven't been asked any behavioral interview questions... i'm putting that down to the current IT professional skills shortage... they're so desperate to nab me for themselves they're trying to make the interview process as short as possible

[Directed]

Good for you! Does this mean pay increase?

[Directed]

Maybe one of these in your future:

http://www.zgeek.com/forum/gallery/files/8/2/9/3/img_0105_thumb.jpghttp://www.zgeek.com/forum/gallery/files/8/2/9/3/gallery01_thumb.jpghttp://www.zgeek.com/forum/gallery/files/8/2/9/3/DSC06418_thumb.jpg
http://www.zgeek.com/forum/gallery/files/8/2/9/3/DSC06382_thumb.jpghttp://www.zgeek.com/forum/gallery/files/8/2/9/3/akira_skooter_thumb.jpghttp://www.zgeek.com/forum/gallery/files/8/2/9/3/2002-07-27-npton-137-cs-topbanana_thumb.jpg
http://www.zgeek.com/forum/gallery/files/8/2/9/3/2002-07-27-npton-133-cs-mod-li_thumb.jpg

[Glompbot]

har har

[MasterFarter]

er...

[Glompbot]

Back to the real topic
why are you so worried about those questions?

[MasterFarter]

I guess I know how to answer behavioural questions without too much trouble. I think I am just nervous because it is the first time in my life that I have really wanted to make some sort of progress in my career, and that with my kids entering their teens now I have a lot riding on making some progress (and some better money).

Standard rule of thumb with these questions is situation, actions and results. If I remember that I wont go too far wrong. :)

[Glompbot]

good luck with it though :D

[MasterFarter]

Well I had my interview today.

Last week I sat down to begin my usual preperations for it. I soon realised that now I have been accredited to do my own recruiting and understood the process I was immediatly in danger of trying to second guess myself and tying up completely, so I decided to wing it unprepared to avoid that.

The interview went well I think. They did not have do push and prod to get the information they were looking for. I seemed to answer the questions clearly without any drama :)

I should know by friday.

[Glompbot]

i think thats a good way of preparing
good luck, keep us updated.

[MasterFarter]

I got the job :D


Good resume
Great interview
Brilliant reference from my current manager

[Glompbot]

Yay! congrats :D

[dwarfthrower]

Well done old chap!

[MasterFarter]

Thx guys.

I love it when a plan comes together :D