This document provides an interview questionnaire guide to help hiring supervisors select questions that will help identify the best candidate for a position. It includes sample questions organized into the following categories: background review, initiative, stress tolerance, planning and organizing, technical/position specific questions, work standard, teamwork, communication skills, leadership, and job motivation. The questions are meant to be behavioral based and prevent asking illegal questions. The same set of questions should be used to interview all candidates.
Preparing for interviews
The interview experience
Questions to expect and to ask
Different types of interview
Assessment Centres
Psychometric Tests
Interview resources
After you managed to get through your resume check, you successfully passed all of the aptitude tests (if any), you got an invitation for an interview. Congrats!
If you managed to get that far, you are halfway there. Now, it is important to make sure you are making the right first impression.
How to do this? Here's how.
Preparing for interviews
The interview experience
Questions to expect and to ask
Different types of interview
Assessment Centres
Psychometric Tests
Interview resources
After you managed to get through your resume check, you successfully passed all of the aptitude tests (if any), you got an invitation for an interview. Congrats!
If you managed to get that far, you are halfway there. Now, it is important to make sure you are making the right first impression.
How to do this? Here's how.
If you are not familiar with interviews, this slideshow can help you learn what to expect. This was designed as an introduction for my middle school students.
This presentation contains how to prepare for an interview. what is dress code, documents required before interview. It is complete guide for a interviewee.
Best practices in writing a cover letter for applying for a job in a IT company. Important topics discussed:
Why We Need a Cover Letter?
Template-Based Cover Letters
How to Write a Good Cover Letter?
Lying in the Cover Letter?
Don’t Make Mistakes!
Good and Bad CoverLetters – Live Examples
Interview Skills/Preparation talks about how you can be more prepared for your next interview.
For more information about how we can help you apply for and prepare for interviews please call: 0121 707 0550 or e-mail: info@apprenticeshiprecruitment.co.uk
This slides will help fresher in facing their first interview. It will help them in understanding questions. It will help them in improving their self before they reach the interview place.
These slides compliment the very popular webinar delivered by Joanne Vose from The Business Springboard.
Within the webinar, Joanne discusses and answers questions relating to:
* Benefits & entitlements in probation
* What do we want to achieve?
* Probation structure
* Inductions & reviews
If you would like to view the full webinar, please email marketing@shorebird-rpo.com and we will happily email the recording immediately, or why not join our LinkedIn Webinar Network to access all our archives http://linkd.in/1acZPdh
Best Practices for Behaviour-Based InterviewingMarina Dawson
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.
How to prepare for interviews to get the job you want. Online interview training course. How to answer interview questions. Building rapport with interviewers.
Top 10 military interview questions with answersjasminewhite302
In this file, you can ref interview materials for military such as, military situational interview, military behavioral interview, military phone interview, military interview thank you letter, military interview tips …
When developing interview questions, consider three rules of thumb: ask only for information that will serve as a basis for the hiring decision, know how the information will be used to make the decision, and do not ask for information that will not or should not be used to make hiring decisions.
Develop questions based on each major task and responsibility in the position description and on knowledge, skills, and abilities required by the position. Include problem-solving questions that allow the applicant to think creatively. Also include questions that elicit more than a “yes” or “no” response.
The following Interview Questionnaire Guide has been developed to provide hiring supervisors a resource from which to select questions that will help identify the candidate who will be most successful in a position.
Because research has shown that past behavior is predictive of future behavior, the questions are behavioral based. They will prevent a supervisor from missing important information, overlooking job motivation and organizational fit, and asking illegal, non-job-related questions. The same set of questions should be used to interview all candidates.
If you are not familiar with interviews, this slideshow can help you learn what to expect. This was designed as an introduction for my middle school students.
This presentation contains how to prepare for an interview. what is dress code, documents required before interview. It is complete guide for a interviewee.
Best practices in writing a cover letter for applying for a job in a IT company. Important topics discussed:
Why We Need a Cover Letter?
Template-Based Cover Letters
How to Write a Good Cover Letter?
Lying in the Cover Letter?
Don’t Make Mistakes!
Good and Bad CoverLetters – Live Examples
Interview Skills/Preparation talks about how you can be more prepared for your next interview.
For more information about how we can help you apply for and prepare for interviews please call: 0121 707 0550 or e-mail: info@apprenticeshiprecruitment.co.uk
This slides will help fresher in facing their first interview. It will help them in understanding questions. It will help them in improving their self before they reach the interview place.
These slides compliment the very popular webinar delivered by Joanne Vose from The Business Springboard.
Within the webinar, Joanne discusses and answers questions relating to:
* Benefits & entitlements in probation
* What do we want to achieve?
* Probation structure
* Inductions & reviews
If you would like to view the full webinar, please email marketing@shorebird-rpo.com and we will happily email the recording immediately, or why not join our LinkedIn Webinar Network to access all our archives http://linkd.in/1acZPdh
Best Practices for Behaviour-Based InterviewingMarina Dawson
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.
How to prepare for interviews to get the job you want. Online interview training course. How to answer interview questions. Building rapport with interviewers.
Top 10 military interview questions with answersjasminewhite302
In this file, you can ref interview materials for military such as, military situational interview, military behavioral interview, military phone interview, military interview thank you letter, military interview tips …
When developing interview questions, consider three rules of thumb: ask only for information that will serve as a basis for the hiring decision, know how the information will be used to make the decision, and do not ask for information that will not or should not be used to make hiring decisions.
Develop questions based on each major task and responsibility in the position description and on knowledge, skills, and abilities required by the position. Include problem-solving questions that allow the applicant to think creatively. Also include questions that elicit more than a “yes” or “no” response.
The following Interview Questionnaire Guide has been developed to provide hiring supervisors a resource from which to select questions that will help identify the candidate who will be most successful in a position.
Because research has shown that past behavior is predictive of future behavior, the questions are behavioral based. They will prevent a supervisor from missing important information, overlooking job motivation and organizational fit, and asking illegal, non-job-related questions. The same set of questions should be used to interview all candidates.
BDPA Cincinnati brought three (3) experienced IT recruiters to the roundtable. They answered all of the questions you’ve always wanted to ask … but, were afraid to do. It was an outstanding opportunity for anyone, from college interns to entry-level IT professionals to experienced technicians, managers, or executives. The audience received the ‘inside scoop’ on what it takes to successfully land a job, promotion, or have a successful career in the IT industry.
Our panel included:
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Corporate America is rebounding from the Great Recession and unemployment continues to lag at levels that are much too high in the Black community and the Greater Cincinnati area. As such, we want to lift the curtain of secrecy about the recruitment process so that BDPA members and supporters have every advantage to advance their careers in the IT industry.
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Definition of OD
HR as a People Leader
The Scope of HR Development
Structure of HR Development
The Development of OD
OD Models
Roles of OD Practitioners
Skills and Knowledge in OD
Application of OD
Application Experience
Implementation of OD Initiatives
Benefits to HR
Conclusion
Understand the internet history, etiquette and politics
Aware of info management and online search skills
Practice different information searching tools - directories, search engines, mailing lists and newsgroups
Able to evaluate information
Understand the internet communication behaviors
Practice different information searching tools - Newsgroups and mailing list
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
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This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
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The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
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Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s Dholera
Interview questionnaire guide
1. INTERVIEW QUESTIONNAIRE GUIDE
When developing interview questions, consider three rules of thumb: ask only for
information that will serve as a basis for the hiring decision, know how the information
will be used to make the decision, and do not ask for information that will not or should
not be used to make hiring decisions.
Develop questions based on each major task and responsibility in the position description
and on knowledge, skills, and abilities required by the position. Include problem-solving
questions that allow the applicant to think creatively. Also include questions that elicit
more than a “yes” or “no” response.
The following Interview Questionnaire Guide has been developed to provide hiring
supervisors a resource from which to select questions that will help identify the candidate
who will be most successful in a position.
Because research has shown that past behavior is predictive of future behavior, the
questions are behavioral based. They will prevent a supervisor from missing important
information, overlooking job motivation and organizational fit, and asking illegal, non-
job-related questions. The same set of questions should be used to interview all
candidates.
2. BACKGROUND REVIEW
Application/Resume
The following questions are designed to confirm the information on the candidate’s
resume. Verify the address and phone numbers with information provided by Human
Resource Services. If there are changes, advise the candidate to update his or her resume
in Human Resource Services, Freehafer Hall, with the correct information.
Educational Background
1. What is the highest level of education you have received?
2. List all degrees you have earned. Give the name of the institution from which each
degree was earned and the field of study of each degree.
3. List any other education or training relevant to the (position title) position.
Employment Background
1. Who is your present or most recent employer?
2. What are/were your major responsibilities at (present/most recent job)?
3. Discuss/determine skills and level of expertise related to (position title). (Insert
specific questions).
4. Which skills have you acquired in your present or previous positions that make you
competitive for this position?
5. What do/did you like best about that position? What do/did you like least?
6. Which accomplishments in your present position are you proud of and why?
7. Why are you planning to/did you leave that position?
3. INITIATIVE
Following is a list of sample questions designed to gather information about an
individual’s ability to identify tasks that need to be done without specifically being told to
do them.
1. Have you found any ways to make your job easier or more rewarding?
2. What do you do differently from other people in the same position?
3. Have you ever recognized a problem before your boss or others in the organization?
How did you handle it?
4. What do you do in your job that is not covered in your job description?
5. We’ve all had occasions when we were working on something that just “slipped
through the cracks.” Can you give me some examples of when this happened to you?
Cause? Result?
6. In your past experience, have you noticed any process or task that was being done
unsafely (incorrectly)? How did you discover it or come to notice it?
7. Are you doing a good job? How do you know?
8. Give me some examples of doing more than required in your job?
9. Can you think of some projects or ideas (not necessarily your own) that were carried
out successfully primarily because of your efforts?
10. What new ideas or suggestions have you come up with at work?
11. This job requires much time working alone. Tell me about a job or project where you
worked unsupervised and were given only general guidelines for job/project
completion.
12. Have you found any ways to make other employees’ jobs easier or more rewarding?
13. What career accomplishments are you most proud of?
14. What did you do to change the aspects of your job that you dislike?
4. STRESS TOLERANCE
Following is a list of questions designed to provide information relating to an individual’s
stability of performance under pressure. These questions are not designed to rate a
person’s stress level. They are designed to give the interviewer an idea of how the
applicant has reacted to past stressful situations.
1. What pressures do you feel in your job? How do you deal with them?
2. Describe the highest pressure situations you have been under recently. How did you
cope with them?
3. Tell me how you maintain constant performance while under time and work load
pressures.
4. Describe times in the past year when you have been most upset with yourself at work.
5. Describe times in the past year when you have been most upset with someone else at
work.
6. Describe the last time a person at work (customer, co-worker, boss) became irritated
or lost his/her temper. What did they do? How did you respond? What was the
outcome?
7. Tell me about some situations in which you became frustrated or impatient when
dealing with (customers, co-workers, boss). What did you do?
8. In your career, what has been your greatest disappointment?
9. We’ve all lost our temper at one time or another. Describe for me the last time you
lost your temper. What had occurred? How did you respond?
10. Give me an example of when your ideas were strongly opposed by a co-worker or
supervisor. What was the situation? What was your reaction? What was the result?
5. PLANNING AND ORGANIZING
Following is a list of questions designed to gather information relating to an individual’s
ability to schedule work and handle multiple tasks.
1. How do you organize your day?
2. How often is your time schedule upset by unforeseen circumstances? What do you
do when that happens? Tell me about a specific time.
3. Describe a typical day ... a typical week. (Interviewer, listen for planning)
4. How do you establish priorities in scheduling your time? Give examples.
5. What is your procedure for keeping track of items requiring your attention?
6. What did you do to get ready for this interview?
7. We have all had times when we just could not get everything done on time. Tell me
about a time that this happened to you. What did you do?
8. Tell me how you establish a course of action to accomplish specific long-and-short
term goals.
9. Do you postpone things? What are good reasons to postpone things?
10. Give me some examples of projects or tasks where you postponed immediate action.
Why?
11. How do you catch up on an accumulated backlog of work after a vacation or
conference?
6. TECHNICAL AND/OR POSITION SPECIFIC
Following is a list of questions designed to gather information relating to an individual’s
past work experience, duties, and working conditions which are similar to those of the
position for which the individual is being considered.
1. What training have you received in ____________________?
2. Describe how the process can best be performed. Have you discovered any
shortcuts? How do they work?
3. Describe your experience with the following tools and equipment. (Interviewer, list
job related tool).
4. Walk me through the procedures you would follow to_______________.
5. What equipment have you been trained to operate? When/where did you receive that
training?
6. What equipment did you operate in your job at ___________________?
7. Describe your experience performing the following tasks. (Interviewer, list job
related tasks).
8. What job experiences have you had that would help you in this position?
9. How do you follow the prescribed standards of safety when performing (task)
_________________?
10. Have you ever identified potential malfunctions of equipment? How did you discover
the potential malfunction? What did you do to correct the problem?
11. Being a ________________________ certainly requires a lot of technical knowledge.
How did you go about getting it? How long did it take you?
12. Do you consider your technical abilities basic, intermediate, or advanced?
13. On a scale of one to ten, ten being you are a perfect technical match or this position,
where would you rank yourself?
14. What would you add to or subtract from your technical background to make you more
qualified for this position?
7. WORK STANDARD
Following is a list of questions designed to gather information relating to an individual’s
personal standard of performance.
1. What are your standards of success in your job? What have you done to meet these
standards?
2. Bosses sometimes are not satisfied with the way we do certain things or complete
certain projects. Can you give me some examples of when this happened to you?
3. What do you consider the most important contribution your department has made to
this organization? What was your role?
4. What factors, other than pay, do you consider most important in evaluating yourself
or your success?
5. Everyone has to bend or break the rules sometime. Can you give me some examples
of when you had to do this?
6. When judging the performance of others, what factors or characteristics are most
important to you?
7. Describe the time you worked the hardest and felt the greatest sense of achievement.
8. Tell me about a time when you weren’t very pleased with your work performance.
Why were you upset with your performance? What did you do to turn around your
performance?
9. We’ve all had to work with people who are very difficult to get along with. Give me
an example of when this happened to you. Why was the person difficult? How did
you handle the person? What was the result?
10. When have you declined a work-related decision? Why?
8. TEAMWORK
Following is a list of questions designed to gather information relating to a person’s
ability to work and get along with others.
1. We’ve all had to work with someone who is very difficult to get along with. Give me
an example of when this happened to you. Why was that person difficult? How did
you handle that person?
2. When dealing with individuals or groups, how do you determine when you are
pushing too hard? How do you determine when you should back off? Give an
example.
3. From time to time, all of us are confronted by someone who wastes our time at work.
Tell me about some situations like that. What did you do?
4. How do you go about developing rapport (relationships) with individuals at work?
5. Give me some examples of when one of your ideas was opposed in a discussion. How
did you react?
6. Describe a situation when you found yourself dealing with someone very sensitive.
What happened?
7. Describe some situations when you wished you had acted differently with someone at
work.
8. Tell me, specifically, what you have done to show you are a team player at
______________.
9. We all have ways of showing consideration for others. What are some things you’ve
done to show concern or consideration for a co-worker?
10. When did you last lose your temper at work? Describe the reasons. What was the
outcome?
11. How do you keep your employees informed with what is going on in the
organization?
12. What methods do you use to keep informed with what is going on in your area?
9. COMMUNICATION SKILLS
Following is a list of sample questions designed to gather information relating to an
individual’s communication skills. This section also includes observations to be made
during the interview.
Interviewer’s Observations
A. Consider if the applicant is able to express himself/herself effectively and in a well-
organized manner.
B. Observe whether the applicant has good eye contact.
C. Consider whether the applicant’s grammar, sentence structure, etc. are appropriate to
the requirements of the position.
These questions should be customized to fit your position. Normally, only two or
three questions would be used:
1. We’ve all had occasions when we misinterpreted something that someone told us
(like a due date, complicated instructions, etc.) Give me a specific example of when
this happened to you. What was the situation? Why was there a misinterpretation?
What was the outcome?
2. What kind of reports/proposals have you written? Can you give me some examples?
3. Give an example of when you told someone to do something, and they did it wrong.
What was the outcome?
4. What reports that you are currently preparing (or recently prepared) are the most
challenging and why?
5. What kinds of presentations have you made? Can you give me some examples?
How many presentations do you make a year?
6. Give me an example from your past working experience where you had to rely on
information given to you verbally to get the job done.
7. What different approaches do you use in talking with different people? How do you
know you are getting your point across?
8. What is the worst communication problem you have experienced? How did you
handle it?
10. LEADERSHIP
Following is a list of questions designed to gather information relating to an individual’s
utilization of appropriate interpersonal styles and methods in guiding individuals or a
group toward task accomplishment.
1. Tell me about a time you had to take a firm stand with a co-worker. What was the
situation? What was difficult about the co-worker? What was the firm stand you had
to take?
2. Describe how you instruct someone to do something new. What were you training
them to do? Walk me through how you did it.
3. Tell me about a time you had to win approval from your co-workers for a new idea or
plan of action.
4. Tell me about a new idea or way of doing something that you came up with which
was agreed to by the boss. What did you do to get it to the right person? What did
you do to get the boss to agree? Be specific.
5. Describe any supervisory or leadership training, schooling, or work experience you
have had and its relevance to this position.
6. Give a specific example of something you have done that demonstrates you are a
team player.
7. What leadership skills and experience do you have that would qualify you as an
effective leader? Be specific.
8. What are your long-and-short term plans for your department? Are they in writing?
11. JOB MOTIVATION
Following is a list of questions designed to help identify an applicant’s motivation to do
the type of work the position requires. The intent is not to see if they had good
motivation/satisfaction in their previous jobs, but to see if the types of things they enjoy
doing will be available in this position. For example, if a person said he enjoyed his last
job because he liked to work outside and with people doing different things all of the
time, a desk job in accounting would probably not provide high satisfaction.
1. What do you like best (least) about your job as a _______________________ ?
2. What were/are your reasons for leaving _________________________________?
3. Give me some examples of experience in your job at ________________that were
satisfying? Dissatisfying? Why?
4. What gave you the greatest feeling of achievement in your job at ______________?
Why?
5. Give me an example of when you worked the hardest and felt the greatest sense of
achievement.
6. All jobs have their frustrations and problems. Describe specific job conditions, tasks,
or assignments that have been dissatisfying to you. Why?
7. Give me some examples of past working experience that you have found personally
satisfying.
8. What are some recent responsibilities you have taken on? Why did you assume these
responsibilities?
9. Tell me about the most boring job or task you have had. Why was it boring? What
did you do about it? How did you handle the boredom?
10. Tell me about a time when the duties and responsibilities available in a specific
position overlapped with duties and responsibilities that brought you personal
satisfaction.
11. Why do you want to be a _____________________________ (title of position)?
12. Why did you choose this (career, type of work)?
13. What job values are important to you?