HR Behavioural Questions and Answers

HR Behavioural Questions and Answers



1. Working with your colleagues: Questions about working with your colleagues are some other behavioral interview questions which may be difficult to answer. Remember, 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.

6. Working out of your job profile: You 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.

7. Your hobbies and 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.

Behavioral Interview Questions

Behavioral Interview Questions


 Ability to work under pressure

    Describe a time when you were faced with a stressful situation that demonstrated your ability to cope under pressure.
    Give us an example of where you had to deal with a difficult client or customer. How did you handle the situation?
    Tell us about a specific time in which you managed to remain calm and composed in a stressful situation.

Adaptability and change

    Describe a time where a major change was implemented at work. How did you adapt to this change?
    Tell us about a time that you had to adapt to a difficult situation.
    Describe a situation when you had to learn something new in a short amount of time. How did you handle it?
    Tell us about a situation in which you were required to adjust to changes over which you had little control.

Communication and interpersonal skills

    Describe a situation in which you were able to use persuasion to successfully convince someone of your point of view.
    Tell us about a time when you had to make an important presentation.
    Describe a time where you had to create an important written document.
    Give us an example of a time when you successfully motivated others.
    Tell us about a time when you had to present complex information. How did you ensure that the other person understood?
    Tell us me about a time in which you had to use your written communication skills in order to get an important point across.
    Give an example of a time when you made a stupid mistake because you did not listen carefully to what was being said.
    Describe a situation when you had to negotiate with a key stakeholder. What was the outcome?
    Give us an example of where when you communicated with a person in written or verbal form but it was not effective. What did you learn from this? What did do next time that made it more effective?

Customer Service

    Give a specific example of a time when you had to address an irate customer. What was the problem and what did you do? What was the outcome?
    Tell us about a time where you went out of your way for a customer. What did you do and what was the response?
    Describe a situation where you had to tailor your approach for a customer in order to provide exceptional customer service.

Decision-making

    Tell us about the most difficult decision you have had to make.
    Tell us about a time when you had to analyze information and then make a recommendation. What decision did you come to?
    Give us an example of a time when you had to make a quick decision with limited information available.  What decision making process did you take and what alternatives did you consider?

Goal setting

    Give us an example of a time when you set a goal and achieved it successfully.
    Describe a time where you tried to accomplish a goal but failed. What did you learn from it?

Integrity

    Give me a specific example of a time when you had to conform to a policy with which you did not personally agree with.
    Describe a time when you identified that a certain policy or procedure was not been adhered to at work. What did you do and what was the outcome?
    Tell us about a time when you took responsibility for an error and were held personally accountable.
    Tell us about a specific time when you had to handle a difficult problem which involved ethical issues.

Initiative

    Tell us about a specific time when you had to go above and beyond the call of duty in order to get a job done.
    Give us an example of when you showed initiative and took the lead.
    Describe a time when you anticipated potential problems and developed preventive measures.
    Describe a time when you came up with a creative solution to a problem at work.
    Tell us about a suggestion you made to improve internal process. What was the result?
    Describe a time where one of your ideas was implemented by management.
    Tell us about an innovation that you have introduced into an organization.  How did you implement it and what was your approach?
    Tell us about a time when you identified a small problem and prevented it from becoming a big problem.

Judgement, logic and problem solving

    Give us a specific example of a time when you used logic and reasoning skills in solving a problem.Give us an example of when you showed initiative and took the lead.
    Tell us about a time when you missed an obvious solution to a problem.
    Tell us about a time when you used facts and reason to persuade someone to accept your recommendation.
    Give us an example of a time when you used your fact finding skills to solve a problem

Leadership

    Can you give me an example of how you were able to motivate and retain people within your team by appealing to their individual interests?
    Tell us about a time when you used your leadership ability to gain support for something which had strong opposition.
    Tell me about a time when you delegated a project effectively
    Tell me about a time when you were forced to make an unpopular decision.
    Describe a situation where you had to keep subordinates informed about information which affects their jobs.
    Tell us about a time where a staff member’s performance was below expectations. What did you do to address the situation?
    Give an example of a time in which you felt you were required to build motivation in your co-workers or subordinates at work.
    Tell us about a specific development plan that you created and carried out with one or more of your employees. What was the specific situation? What was the outcome?
    Tell us about a time when you had to take disciplinary action with someone you supervised.
    Describe a situation where you have had to discipline a staff member about their performance. How did you do this without de – motivating them and have their performance drop further?

Managing conflict

    Tell us about a time you were required to work alongside a co-worker even though you did not get along with the co-worker on a personal level.
    Tell us about a time where you disagreed with your manager on a certain point. What did you do?
    Tell us about a situation in which you had to separate the person from the issue when working to resolve issues
    Tell me about a situation when you found it difficult to build rapport and a good business relationship with a client/manager/colleague?  How did you overcome that?  What skills did you use?

Teamwork

    Describe a time where someone in your team was not pulling his or her weight. What did you do to ensure the workload was spread evenly amongst the team?
    Tell us about a time where you worked in a competitive environment. What was your position in the team? 
    Tell us about the most difficult person that you have ever had to work with. How did you manage to work with them?
    Describe a time when you had to reach a compromise at work with one of your team members over a certain point.
    Give an example of how you have been successful at empowering a group of people in accomplishing a task.
    Tell us about a time that you had to work in a team that did not initially get along. What happened? What role did you take? What was the result?
    Tell us about a time when you had to adapt to a wide variety of people by accepting and understanding different backgrounds or perspectives.
    Tell us about a particularly complex project you worked on. What was your contribution to the project and what was the final result?

Time management skills

    Tell us about a time when you had to manage competing deadlines and you were required to prioritize your tasks.
    Describe a time when you have several clients, customers or co-workers placing multiple demands on you simultaneously.  How did you respond in this situation?
    Give us an example of where you managed competing professional and personal priorities and maintained a healthy work life balance.
    Describe a situation where you were required to act on important issues from multiple sources – what process did you follow to make the choice of which issues you would address?

Senior Management

    Tell me about a situation where you discovered a business practice or policy was negatively affecting profitability.
    Describe a situation where you learned about the practices and decisions made by different functional units within the business.
    Considering the business partnerships you have built both inside and outside the company, describe a situation where things did not go as you had planned. Why was this the case and what did you do to rectify the situation?
    How have you demonstrated in your roles an ability to push through challenging situations and build an achievement-oriented culture? Please provide an example.
    Describe a situation where you have actively had to drive change quickly through the business. How have you done this and kept your team focused on the “main game”?
    Describe a situation where you have received negative feedback about your personal style, how did you respond and what did you do?

Most Common HR Interview Questions and Answers

Most Common HR Interview Questions and Answers


    Tell me about yourself: - 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.
    Why did you leave your last job? - 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.
    What experience do you have in this field? - 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.
    Do you consider yourself successful? - 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.
    What do co-workers say about you? - 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.
    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?
    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.
    Are you applying for other jobs? - Be honest but do not spend a lot of time in this area. Keep the focus on this job and what you can do for this organization. Anything else is a distraction.
    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.
    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.
    What kind of salary do you need? - 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.
    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.
    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.
    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.
    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.
    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.
    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.
    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.
    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.
    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.
    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.
    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 .
    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.
    Why do you think you would do well at this job? - Give several reasons and include skills, experience and interest.
    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.
    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.
    What would your previous supervisor say your strongest point is? - There are numerous good possibilities: Loyalty, Energy, Positive attitude, Leadership, Team player, Expertise, Initiative, Patience, Hard work, Creativity, Problem solver
    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.
    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.
    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.
    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.
    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
    Are you willing to work overtime? Nights? Weekends? - This is up to you. Be totally honest.
    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
    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.
    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.
    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.
    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.
    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.
    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.
    Do you think you are overqualified for this position? - Regardless of your qualifications, state that you are very well qualified for the position.
    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.
    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.
    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.
    What position do you prefer on a team working on a project? - Be honest. If you are comfortable in different roles, point that out.
    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.
    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.
    Tell me about the most fun you have had on the job. - Talk about having fun by accomplishing something for the organization.
    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.

25 Tricky Questions in a HR Job Interview

25 Tricky Questions in a HR Job Interview


 1. Please tell me about yourself.
Since this is often the opening question in an interview, be extracareful that you don't run off at the mouth. Keep your answer to a minute or two at most. Cover four topics: early years, education, work history, and recent career experience. Emphasize this last subject. Remember that this is likely to be a warm-up question. Don't waste your best points on it.
2. What do you know about our organization?
You should be able to discuss products or services, revenues, reputation, image, goals, problems, management style, people, history and philosophy. But don't act as if you know everything about the place. Let your answer show that you have taken the time to do some research, but don't overwhelm the interviewer, and make it clear that you wish to learn more.
You might start your answer in this manner: "In my job search, I've investigated a number of companies.
Yours is one of the few that interests me, for these reasons..."
Give your answer a positive tone. Don't say, "Well, everyone tells me that you're in all sorts of trouble, and that's why I'm here", even if that is why you're there.
3. Why do you want to work for us?
The deadliest answer you can give is "Because I like people." What else would you like-animals?
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.
Your homework should include learning enough about the company to avoid approaching places where you wouldn't be able -or wouldn't want- to function. Since most of us are poor liars, it's difficult to con anyone in an interview. But even if you should succeed at it, your prize is a job you don't really want.
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 achievementand 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. What are your long-range goals?
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

50 Most Common HR Interview Questions Answers

50 Most Common HR Interview Questions Answers


 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.

Interview Questions to access Candidate's True qualities

Interview Questions to access Candidate's True qualities


 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.

Common Human Resource Interview with Answers

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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10 Mistakes Managers should not make during Job Interviews

10 Mistakes Managers should not make during Job Interviews



10 Mistakes Managers should not make during Job Interviews,Conducting effective interviews requires a balance of instinct, insight, and some solid preparation.

Hiring is one of the hardest parts of managing a team. A lot is riding on the initial meeting, and if you're nervous or ill-prepared -- or both -- it can make you do strange things. The following mistakes are all too common, but they're easy to avoid with some advance preparation.
#1: You talk too much
When giving company background, watch out for the tendency to prattle on about your own job, personal feelings about the company, or life story. At the end of the conversation, you'll be aflutter with self-satisfaction, and you'll see the candidate in a rosy light -- but you still won't know anything about his or her ability to do the job.
#2: You gossip or swap war stories
Curb your desire to ask for dirt on the candidate's current employer or trash talk other people in the industry. Not only does it cast a bad light on you and your company, but it's a waste of time.
#3: You're afraid to ask tough questions
Interviews are awkward for everyone, and it's easy to over-empathize with a nervous candidate. It's also common to throw softball questions at someone whom you like or who makes you feel comfortable. You're better off asking everyone the same set of challenging questions -- you might be surprised what they reveal. Often a Nervous Nellie will spring to life when given the chance to solve a problem or elaborate on a past success.
#4: You fall prey to the halo effect (or the horns effect)
If a candidate arrives dressed to kill, gives a firm handshake, and answers the first question perfectly, you might be tempted to check the imaginary "Hired!" box in your mind. But make sure you pay attention to all the answers and don't be swayed by a first impression. Ditto for the reverse: The mumbler with the tattoos might have super powers that go undetected at first glance.
#5: You ask leading questions
Watch out for questions that telegraph to the applicant the answer you're looking for. You won't get honest responses from questions like, "You are familiar with Excel macros, aren't you?"
#6: You invade their privacy
First of all, it's illegal to delve too deeply into personal or lifestyle details. Second, it doesn't help you find the best person for the job. Nix all questions about home life ("Do you have children?" "Do you think you'd quit if you got married?"), gender bias or sexual preference ("Do you get along well with other men?"), ethnic background ("That's an unusual name, what nationality are you?"), age ("What year did you graduate from high school?"), and financials ("Do you own your home?")
#7: You stress the candidate out
Some interviewers use high-pressure techniques designed to trap or fluster the applicant. While you do want to know how a candidate performs in a pinch, it's almost impossible to re-create the same type of stressors an employee will encounter in the workplace. Moreover, if you do hire the person, he or she may not trust you because you launched the relationship on a rocky foundation.
#8: You cut it short
A series of interviews can eat up your whole day, so it's tempting to keep them brief. But a quick meeting just doesn't give you enough time to gauge a candidate's responses and behavior. Judging candidates is nuanced work, and it relies on tracking lots of subtle inputs. An interview that runs 45 minutes to an hour increases your chances of getting a meaningful sample.
#9: You gravitate toward the center
If everyone you talk to feels like a "maybe," that probably means you aren't getting enough useful information -- or you're not assessing candidates honestly enough. Most "maybes" are really "no, thank yous." (Face it: The candidate didn't knock your socks off.) Likewise, if you think the person might be good for some role at some point in the future, he or she is really a "no."
#10: You rate candidates against each other
Mediocre candidates may look like superstars when they follow a dud, but that doesn't mean they're the most qualified for the job. The person who comes in tomorrow may smoke all of them, but you won't be able to tell if you rated mediocre candidates too highly in your notes. Evaluate each applicant on your established criteria -- don't grade on a curve.

How to Sell Yourself in a Job Interview

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

    Arrive 10-15 minutes early to the interview location for interview.
    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 Interview - What are your strengths and weaknesses

HR Interview - What are your strengths and weaknesses


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 Select the Right Candidate by Interviewing Well

How to Select the Right Candidate by Interviewing Well


How to bring in the right team members by interviewing well,HR Interview Questions and Answers

Sometimes these are employee positions. Just as often they may be contractors. Here are a few simple rules to remember if you've been asked to participate in the interviewing process.

    Understand the position. Sometimes, people interview a candidate and afterward wonder what position the candidate was being interviewed for. This doesn't make sense. You need to understand the position and the skills required for the position if you're going to be an effective interviewer.
    Understand your role. The interview coordinator should assign different people to focus on different aspects of the interview. For instance, you might be asked to comment on whether the candidate is a good personality fit for the team. You might be asked to perform a technical interview. You might be asked to determine if the candidate has the right business expertise for the project. Each interviewer should understand whether he or she has specific interview expectations.
    Be prepared. Make sure that you have reviewed the candidate’s resume ahead of time. You should jot down some questions that will allow you to gain insight into the person’s background and ability, even if your company has a standard interview template that you use as a starting point.
    Clear your mind. You will be most effective if you go into the interview thinking about the actual interview and the candidate. Don't go into the interview thinking about the program that will not execute, or the production problem you need to fix. While you are in the interview, focus on the discussion at hand.
    Ask and listen. Have you been to an interview where the interviewer did all the talking? That's not what you're there for. Instead, ask questions and listen to the responses. The first questions you ask should be general and then you should probe down into the details from there.

The overall format of the interview
It's good if multiple members of your team are part of the interview process. In this case, there are two main formats. The first is the "revolving door." You get the candidate in a room and bring in the interviewers one at a time. This method gives everyone a chance to gain an independent opinion of the candidate from different perspectives and using different questions, but it does require a longer time commitment from the candidate.
The second format is the "Spanish Inquisition." You get the interview team in one room with the candidate. This approach lets everyone hear the same story one time and is the most efficient use of the candidate’s time. One drawback is that it can be very intimidating. You need to go out of your way to maintain a friendly and casual atmosphere.
Your company is relying on you to help ensure that qualified candidates are hired. This is an important job and should be taken seriously. This increases the value you provide into the interview process and helps your company make good, long-term hires (or good, short-term contractor hires) for the future.

Human Resources Coordinator Job Interview Questions Answers

Human Resources Coordinator Job Interview Questions Answers


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