General HR Interview Questions - Common for All:
This
is a collection of traditional and behavior-based interview questions,
HR personnel usually shoot on the applicants going for a position at any
level in an organization.
To help you understand how to tackle such questions in your job
interview, a strategy suggestion on the question is provided, after
every question.
Irrespective
of the fact whether you are a Software Tester or a Developer or any
other professional you can use following questions to sail through the
job interview comfortably.
Q. 1: Can you please tell me about yourself?
The
most often asked question in interviews. Although this question is
quite broad, keep your answer focused and relevant to the job you're
applying for.
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
asked otherwise. Mention the top three or four aspects of your
experience, skills, interests, and personality that make you a qualified
candidate for the job.
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.
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Q. 2: What are your long- and short-term career goals?
The interviewer is trying to get a feel for why
you want this job and how long you’re going to stick with it. The ideal
answer will assure the employer that you’re worth his investment - that
is, training you, introducing you to clients, entrusting you with
responsibility.
Your answer should assure him that you’d be around for awhile - and maybe even a long time.
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Q. 3: Do you consider this a lateral or vertical career move?
This question is designed to find out how challenged you’ll be on the job -be careful, it’s a double-edged sword.
If you aren’t challenged, you’ll get bored and move on. If you’re too challenged, you might not make it past the first week.
Try to come in somewhere in the middle - maybe say something to the
effect of, "It’s a comfortable stretch." Another tip: Your answer will
also give the employer a sense of whether you’re hoping for a just a
little or a big increase in salary.
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Q. 4: Why do you want to leave your current position?
The interviewer is concerned about any problems
that might pop up on your next job - especially since that might be with
him. Be sure to use good judgment here.
Don’t bad-mouth your current boss and don’t bring up anything negative. A
safe approach is to say something like: "It’s time to move on in my
career" or "I'm looking for a greater challenge."
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Q. 5: Why did you leave your last job?
The interviewer wants to know if there are any underlying problems
like: lack of commitment, difficult personality, poor performance, or
anything that might lead to termination. Employers don’t want to take on
someone who has a record of walking out on jobs or getting fired.
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.
No matter why you left your last job, couch your response in positive terms, without lying.
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Q. 6: Please explain why you have a gap in your employment history?
The employer is looking for any problems in your personal life that might become his headache if he hires you.
Explain your gaps honestly, leaning on activities that support your job objective, if that’s possible.
If you don’t have anything to say that’s relevant, then talk about
activities that show your strength of character and helped you know what
you really want to do next: the job you're interviewing for.
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Q. 7: 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.
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Q. 8: 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.
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Q. 9: 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.
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Q. 10: 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?
Q. 11: 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.
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Q. 12: 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.
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Q. 13: 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.
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Q. 14: 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.
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Q. 15: 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.
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Q. 16: 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.
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Q. 17: 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.
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Q. 18: 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.
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Q. 19: 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. Be short and positive, showing a benefit
to the organization.
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Q. 20: What college experience are you especially proud of?
If you haven't been in the workforce long, this
question is your opportunity to give balance to the fact that you don't
have much paid experience.
Spotlight your academic and extracurricular achievements, especially the ones that are relevant to your job objective.
Q. 21: 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.
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Q. 22: 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.
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Q. 23: 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.
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Q. 24: Why should we hire you?
Point out how your assets meet what the organization needs. Do not mention any other
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Q. 25: 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.
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Q. 26: 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.
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Q. 27: What strengths would you bring to this job that other candidates might not?
The employer’s giving you the floor to sell yourself for the job. Prepare well for this answer and deliver it with confidence.
There
are many good answers to this question, 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.
Make your presentation using brief achievement stories whenever possible.
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Q. 28: Out of all the problems you had at your previous position, which was the hardest to deal with?
This is a bit tricky question! Don’t
give an impression that you had lots of problems, even if you did.
Instead, refer briefly to an area you - and probably the rest of the
world - find challenging, and move right on to how you’ve learned to
deal with it.
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Q. 29: 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.
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Q. 30: Why do you think you would do well at this job?
Give several reasons and include skills, experience and interest.
Q. 31: What are you looking for in a job?
You can use the same answers as in Q. 29.
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.
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Q. 32: 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.
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Q. 33: 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.
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Q. 34: 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
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Q. 35: 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.
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Q. 36: 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.
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Q. 37: Tell me about your ability to work under pressure.
The interviewer wants to know whether or not you
like working under pressure. Be honest and positive. All jobs bring
with them a certain amount of pressure, but some have a lot more than
others. So give an example where the level of pressure was just right
for you, which will suggest how much pressure you’re looking for on your
next job.
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Q. 38: Do your skills match this job or another job more closely?
Say!! Probably this one does. Do not give fuel to the suspicion that you may want another job more than this one.
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Q. 39: 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, and Recognition
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Q. 40: Are you willing to work overtime? Nights? Weekends?
This is up to you. Be totally honest.
Q. 41: 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
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Q. 42: What type of classes or training are you planning to pursue at this point?
You want to look dedicated to developing
your profession but you don’t want to appear to have so much going on
that you won’t be 100 percent on the job.
Make it clear that your number one priority is your job; developing your profession is second.
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Q. 43: 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.
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Q. 44: 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.
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Q. 45: 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.
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Q. 46: 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.
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Q. 47: 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.
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Q. 48: 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.
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Q. 49: Do you think you are overqualified for this position?
Regardless of your qualifications, state that you are very well qualified for the position.
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Q. 50: 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.
Q. 51: 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.
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Q. 53: 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.
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Q. 54: What position do you prefer on a team working on a project?
Be honest. If you are comfortable in different roles, point that out.
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Q. 55: 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.
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Q. 56: 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.
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Q. 57: Tell me about the most fun you have had on the job.
Talk about having fun by accomplishing something for the organization.
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Q. 58: On a scale of one to ten, how will you rate me as an interviewer?
Give
a perfect answer of "10," and you'll seem too easy to please. Give
anything less than a perfect 10, and he could press you as to where
you're being critical, and that road leads downhill for you.
The
best Answer could be - Once again, never be negative. The interviewer
will only resent criticism coming from you. This is the time to show
your positivism.
However, don't give a numerical rating. Simply praise whatever interview style he's been using.
If
he's been tough, say "You have been thorough and tough-minded, the very
qualities needed to conduct a good interview." If he's been methodical,
say, "You have been very methodical and analytical, and I'm sure that
approach results in excellent hires for your firm."
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Q. 59: Why should I hire you from the outside when I could promote someone from within?
This
question isn't as aggressive as it sounds. It represents the
interviewer's own dilemma over this common problem. He's probably
leaning toward you already and for reassurance, wants to hear what you
have to say on the matter.
The best Answer could be - Help him see the qualifications that only you can offer.
Example:
"In general, I think it's a good policy to hire from within - to look
outside probably means you're not completely comfortable choosing
someone from inside.
"Naturally,
you want this department to be as strong as it possibly can be, so you
want the strongest candidate. I feel that I can fill that bill
because…(then recap your strongest qualifications that match up with his
greatest needs)."
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Q. 60: Do you want to ask any questions from 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?
All the best :)
