Interview Questions
Content
1. So, tell me about yourself.
This is an oldie, and NOT a goodie. This one will come up 100% of the time, so have a minispeech ready. Do not mention parts of your personal life, as they don't care. Start off with an
introduction of yourself, talk about your education and then go into your work history. Go in
order from oldest to newest and discuss the job tasks that are relevant to the position you
are applying for.
2. Why are you seeking a new job?
This is a nice way of asking why you are leaving your old job. Be honest and brief unless you
were fired. Talk about wanting a more challenging opportunity, or wanting to try a new field.
3. What do you know about this company/organization?
You obviously need to research the company before going into the interview. Find out what
the company does and use the good ole' Who, What, Where, When and some current
events. If you drop a line about the acquisition of a new company in a merger, they'll be
pleased to know you keep up with current events in the field.
4. What experience do you have in this field pertaining to this position?
Go through your past positions and explain how it correlates to the current position. If the
position is not exactly parallel to the position you are applying for, explain how it relates in an
unexpected way. Try and plan this ahead of time, because it will be difficult to think up great
answers on the spot.
5. Why do you want to work at this company/organization?
You now know a little bit about this company, so explain why you feel passionate about the
mission of the company or the position. Try and tie in your own career goals.
6. Have you done anything to further your skills and/or experiences?
This can range widely from learning a new language through Rosetta Stone to taking an
Adobe Photoshop class. Talk about why you care about furthering your knowledge and skill
set.
7. What is your greatest strength?
There are numerous positive answers you can reply with. Don't gush off 20 different positive
qualities, stick to a few and expand on them. Try and relate it to the position. Are they looking
for a good team worker? Do they need someone who is extremely meticulous? Keep what
qualities they are looking for in mind when selecting yours. My favorite is: results-oriented.
8. What is your biggest weakness?
This one is quite tricky. The most common thing interviewees do is turn a positive into a
negative. Obviously the hr rep will see straight through that, since the 20 people before you
did the same thing. I would stay honest, but mention something minor, or something
completely unrelated to the position. If you're applying for a public relations job, you can talk
about how bad you are with math.
9. Are you a team player?
Yes, you're a team player. Never say no. Describe an experience that displays that you are a
team player.
10. If a co-worker were here, what would he/she say about you?
Think back to any compliments you were given by a co-worker. Don't say "I think he would
have said ....". Be specific. Mention the occurrence such as "Well, last year, my co-worker
Don said about me.....after I helped him complete a project".
11. Why do you think we should hire you?
Don't give a short answer here. Sound enthusiastic and give lots of reasons. Point out how
your skills and ideas will directly benefit the company. Make sure they know what you can
bring to the position.
12. Tell me about a time you made a suggestion that was implemented?
Think of a real suggestion you have made that netted positive results. Be very detailed. Don't
just say, my idea had positive results, talk about how sales went up 26% within the next three
months for example.
13. How do you cope with pressure or stress on the job?
You work great under pressure and stress.
14. Have you ever had issues with any previous employers?
This is a trick question. They are testing you to see if you'd ever speak bad about an
employer/colleague. Say "no".
15. In terms of salary, what are you looking for?
This question really depends upon the work environment of the job you are going for. In
some, you are expected to give your number and at others, they expect you to be more
polite. If they seem to want an answer, give a large range. And, be sure to find the average
salary range for that position online so that you can quote the right amount.
16. How would you compensate for your lack of experience? Or Do you feel that you
are over-qualified for this position?
You are either one or the other. Explain your character strengths that show you can
compensate. Try and tie as many related experiences as possible to the job you want.
Sound confident that you could be the very best at the job. If you are over-qualified, talk
about why you are passionate about the position and the company. Discuss you passions for
the position and why you feel like the job is actually a perfect fit.
17. How would you know if you were successful at your job?
Mention something like, if the customer/your boss was happy with your work. Talk about the
goals you would set and try to meet.
18. Are you willing to put the needs of the company/organization before your own
personal needs?
Always reply "yes". Unless the company was doing something illegal.
19. What kind of person do you dislike working with?
Say that you get along with all types of people. They just want to know that you're not a
sensitive whiner.
20. If hired, how long would you expect to work for us?
Don't give them a real timeline unless you really want to disclose it. Say something generic
like, "For as long as the employer feels I'm doing a good job."
21. What motivates you to do a good job?
No, it's not money. (Even if it is!) Try something like "to become better at what I do", "to learn
something new", or "feeling good about a job well-done."
22. Tell me about a professional disappointment.
Talk about a real situation and how you handled it. It's not negative as everyone has had a
professional disappointment.
23. Have you ever learned from a mistake you made on the job?
Talk about a mistake and what you learned. Be sure the mistake isn't something so dramatic
though. Be sure to emphasize the lesson learned and how your behavior has changed from
it!
24. Tell me about the most fun you've had on a job.
This is straight-forward. Describe something you had fun doing, like accomplishing a huge
project or landing a big-name client.
25. What is your dream job?
Be honest here. Especially if the job is entry-level or mid-level. They are aware that you don't
want to be an assistant for the rest of your life! However, if you're going for a very high-level
position, be wary. No company wants to hire someone who doesn't like doing what they do.
26. How would you describe your work ethic?
They are simply trying to gauge your laziness meter. Be confident and answer "it's great!"
27. Do you know anyone who works for this company?
This is tricky. If someone referred you or if it's a family member, you obviously shouldn't lie.
However, be cautious in mentioning a bunch of friends you know, in case your employer
doesn't have such a hot impression of them.
28. Are you comfortable with travel? How much?
Be honest here. You're the one that's going to have to travel. Give a percentage you're
comfortable with. Ask about gas reimbursement.
29. Would you be willing to work overtime? night & weekends?
Be honest here as well, since you'll have to work those hours.
30. Do you have any questions for me?
Yes! You must always have questions prepared! Have at least six, since some of them could
get answered along the way if you and the interviewer get caught up in conversation. Have a
mix of general and specific questions related to the position.
Author Note*
Obviously these are the 30 Most Common Interview Questions, but this varies depending
upon your field. If you're applying for a fashion designer position, they may ask you about
fashion projects, designers and fabrics. Same goes for a position in the food industry and
etc. Be sure to brush up on specialized questions as well.
Your guide to acing an interview
Behavioral interview questions are meant to test your…well, behavior, as what the title
indicates, and these questions should be answered with care and if possible with much
consideration as to what impression you answer might convey.
It is true that you should be completely honest when answering interview questions,
especially behavioral ones, but sometimes we tend to blurt out things in a different way that
we are unable to transfer the message the way we want to.
Here are some common behavioral interview questions and answers that you can practice
on.
Tell me a time when did something that you didn’t like
"When I was working as a customer service representative, I was chosen to pioneer one of
the new inbound customer service accounts where we handled after sales inquiries. The
problem was I did not like phone interaction with customers; I was a chat support agent and
have been one for the longest time. But since I was offered the job and it is my responsibility
as an employee to help get the job done, I accepted the job and it turned out that speaking
with customers is not so bad after all."
Give an example where you worked your way towards achieving your goal
“I started working at a manufacturing company right out of high school. While there, I worked
as hard and as smart as I could and rose up to the highest possible rank without having a
degree. I then enrolled at a university to finish a business degree, then after graduating the
company offered me an even greater responsibility. That for me is one of my greatest
achievements”
Give me an example of a time when you motivated others
“The recent financial crisis led many companies to downsize; it affected almost every
industry including ours. Many of my co-workers back then were looking for other jobs
because they were afraid that they might get laid off. Recognizing the problem, I started
talking with my team and told them that we cannot abandon the company, if we do our job
well the management will notice and we’ll be too valuable to let go of. So we stuck with the
company and started multi-tasking since a lot of jobs were left vacant. The company made it
through the crisis and we all got a reward for doing a good job.”
Those are 3 examples of behavioral interview questions and answers that you can model
from. Do not copy those answers especially if it does not apply to you. Recruiters are really
good when it comes to spotting dishonesty.
And if you’ve been reading closely, you should've noticed that the answers start with a
situation, followed by an action, then an outcome. Go over the answers again and check.
That is how you answer these type of questions. Situation, action, then outcome. There are
loads of other behavioral interview questions and answers out there but the most important
thing is that you answer them with honesty and practice delivering them in an effective way.
Sample Behavioral Interview Answers
Below are some possible behavioral questions with answers. Use them to help you
prepare your own answers to behavioral questions.
POSSIBLE QUESTIONS
1. Tell me about a time when you had to deal with a major change, one that affected
your entire team.
2. Tell me about a time when you had to tell your team about a major reorganization
in the unit.
3. Give me an example of a good decision you made recently.
POSSIBLE ANSWER
(Note - One answer can work for more than one question as long as it covers the
required competencies):
Situation and Timeframe:
About 18 months ago, there was a major reorganization in my Branch. Two units
were merged to form one completely new unit. Several of the employees on my
team were moved to a new team while others were expected to take on different
tasks. Also, new employees from a different unit joined my team. Everyone was
nervous and stressed.
Behaviors:
The first thing I did was call a face-to-face meeting with my entire team, bringing
people in from across the country for a two-day workshop. I decided to have the
workshop off-site so that we could concentrate on the task at hand and not be
distracted by day-to-day activities.
I chose a hotel about 50 kilometres from the office with great conference facilities, a
good restaurant, a gym and a spa. Having people stay at the hotel overnight meant
that they could get to know each other on a social basis as well as on a work basis. I
gave them free time between 4pm and 6pm on the first evening and invited them to
meet me for dinner at 6:30pm. After dinner, I asked them join me for a short session
to reflect on the events of the day and plan for the next day.
To ensure that things ran smoothly I hired a facilitator who was experienced with the
SOAR method of strategic planning (a variation of Appreciative Inquiry). My reason
for getting the team together like this was not only for us to get to know each other
and build trust in the team but also to set some goals for the team and plan some
processes for going forward.
I decided to end the second day around 2pm to give everyone time to get home or to
the airport in good time. To that ensure we made the most of the day I ordered lunch
to be brought into the board room so that we could work straight through.
Outcome:
The workshop was a great success. New team members felt welcomed and valued.
Existing team members felt equally valued. Everyone was pleased to have some
input into how we would work as a team going forward. When the reorganization
finally occurred, we were ready.
Competencies Used:
Change Leadership, Team Leadership, Initiative, Strategic Thinking, Communication,
Decision Making
MORE QUESTIONS:
1. Describe a time when you initiated a major change in your unit/branch and met
with considerable resistance from your team.
2. Describe a situation where you had to deal with a major conflict in your team.
3. Give me an example of a difficult decision you made recently.
POSSIBLE ANSWER:
Situation and Timeframe:
Last year I was really unhappy with the way my team was functioning. I had
inherited two new units within a six-month period and there really weren’t any
commonalities amongst the (now) three groups. One group was responsible for
applications, the second group was responsible for programs and the third group was
responsible for policy. Not only did they not know what each other did, they did not
seem to be interested. In addition to that, there was a certain amount of
rivalry/conflict between the groups. Since they worked on different floors they rarely
met outside of staff meetings.
Behaviors:
To try to change this and to get some cohesion across the team, I decided to move
some of the team members around. First, I met with them individually to let them
know what I planned. I asked them to think about where they would like to go. I
explained that I might not be able to satisfy all their requests but that I would do my
best.
There was a great deal of resistance to my plan. Several team members came to see
me, saying that it would never work. They pleaded lack of skills knowledge and
competencies. I reassured them and told them that they would receive
training/coaching for the new tasks.
Not only that, I arranged that there would be several days of job shadowing before
they took over their new responsibilities. I helped them to think of the changes as
opportunities to learn and grow. Once they saw it that way they were more willing to
agree to my plan.
Outcome:
As a result of this the three units came together as a strong team. An added bonus
was that individual employees began to fill in for each other when someone was
away – or provide extra help when deadlines were tight.
Competencies Used:
Change Leadership, Team Leadership, Team Building, Decision Making,
Communication
FURTHER QUESTIONS:
1. Tell me about a time when you were asked to be a part of a change management
initiative for your organization
2. Tell me about a time when you were tasked to do something you did not feel
comfortable doing.
Situation and Timeframe:
Two years ago, I worked for a large global pharmaceutical company whose
headquarters were based in Basil, Switzerland. The company had been struggling for
a while to meet its projected sales numbers and the shareholders were getting
restless.
The CEO decided it was time for a change. The Vice President of Human Resources
hired a consulting company to shake the organization up. I was asked to be part of
the change management team with about 60 other people from across the
organization. We were all invited to corporate headquarters for two weeks of
training. At first I was nervous because I am very introverted and I was worried
about getting to know all those new people.
Behaviors:
However, I told myself that we were all in the same position and I decided to make
the most of the opportunity. Once there, I took it upon myself to get to know several
members of the team on a one-on-one basis. I invited one for coffee, another for
dinner, asked another to go for a walk, etc., etc. until I felt comfortable with them.
This helped me participate in group sessions and gave me the confidence I needed to
start implementing the change processes when I returned to my country. The first
thing I did when I got back to the office was to debrief the senior management team,
present a plan and a budget for going forward and ask for approval to put the plan in
place.
Then I prepared a deck and organized a series of briefings. Next, I asked for
volunteers to be part of a “change management team” that would spread out across
the country to develop a critical mass for change.
Outcome:
By working together and sharing our knowledge and experiences we were eventually
able to create a buzz around change. It was a slow process, but after several months
we started to see some changes in the organization. We are not there yet, but sales
are beginning to pick up.
Competencies Used:
Change Leadership, Decision making, Teamwork/Team Leadership, Communication,
Initiative, Adaptability, Self-confidence
ANOTHER QUESTION:
Tell me about a time when you had to change your presentation at the last minute to
suit the audience
Situation and Timeframe:
Three months ago I was asked to make a presentation on a new piece of software we
were introducing to the Human Resources Branch. I was pretty nervous because I
had never made a presentation in front of more than three or four people before and
then it was always in front of y team members.
At first didn’t think much about the audience because I was focusing on developing
my slides and on what I would say. Then on the morning of the presentation it
occurred to me that perhaps the HR team wouldn’t understand some of the jargon I
was using.
Behaviors:
There wasn’t much time so I called a friend in the HR department and asked her if I
could go and see her. I asked her to look at my presentation and tell me if she could
follow it. She had difficulty understanding some of the technical terms and she
thought her colleagues would have the same problem. So, I went to see my team
leader and asked her if she would help me explain things in plain language.
We worked on it together for over an hour then it was time for me to deliver it. I
spoke confidently using the right language for my audience.
Outcome:
The HR team understood everything I said and gave me a great round of applause at
the end. I felt really good about this and volunteered to make the same presentation
to other branches in the organization.
Competencies Used:
Change Leadership, Communication, Client Focus, Teamwork, Initiative
A FINAL QUESTION:
Tell me about a time when you were working on a favourite project and your
manager told you the project was cancelled and that she needed you to start
working on something else right away.
Situation and Timeframe:
Two years ago, I was working on a project to develop some new tools to help
implement my company's competency profiles. I had been contacted by someone
from HR who wanted me to help them develop some self-assessment tools for
employees and an interview guide for hiring managers.
My contact in HR had some good ideas about what he wanted but did not have the
technical skills to do it. We had been working together for about six weeks and were
in the middle of development when my manager told me that a new priority was to
take precedence over this one.
Behaviors:
I told my manager I could do both, but she said that was not possible and suggested
I contact HR right way to let them know. I was very disappointed and I knew they
would be too, but I accepted my manager’s explanation without complaining.
That night, however, I had an idea. I knew that we were getting two new Co-op
students in the coming weeks, so the next morning I suggested to my manager that
if one of the Co-op students could work on the HR project, I could oversee it without
compromising my own work on the new priority.
My manager agreed with the understanding that if I got behind with my own work, I
would have to give up the HR project altogether. I agreed to that. The Co-op student
was excellent and with very little supervision from me he completed the project in
record time.
Outcome:
HR was very happy with the new tools, my manager was pleased because we had a
happy client, the Co-op student was pleased because he had had the opportunity to
use his developer’s skills and I was happy because my pet project was up and
running for everyone to see.
Competencies Used:
Client Focus, Innovation, Flexibility/Adaptability, Teamwork, Initiative
This is an oldie, and NOT a goodie. This one will come up 100% of the time, so have a minispeech ready. Do not mention parts of your personal life, as they don't care. Start off with an
introduction of yourself, talk about your education and then go into your work history. Go in
order from oldest to newest and discuss the job tasks that are relevant to the position you
are applying for.
2. Why are you seeking a new job?
This is a nice way of asking why you are leaving your old job. Be honest and brief unless you
were fired. Talk about wanting a more challenging opportunity, or wanting to try a new field.
3. What do you know about this company/organization?
You obviously need to research the company before going into the interview. Find out what
the company does and use the good ole' Who, What, Where, When and some current
events. If you drop a line about the acquisition of a new company in a merger, they'll be
pleased to know you keep up with current events in the field.
4. What experience do you have in this field pertaining to this position?
Go through your past positions and explain how it correlates to the current position. If the
position is not exactly parallel to the position you are applying for, explain how it relates in an
unexpected way. Try and plan this ahead of time, because it will be difficult to think up great
answers on the spot.
5. Why do you want to work at this company/organization?
You now know a little bit about this company, so explain why you feel passionate about the
mission of the company or the position. Try and tie in your own career goals.
6. Have you done anything to further your skills and/or experiences?
This can range widely from learning a new language through Rosetta Stone to taking an
Adobe Photoshop class. Talk about why you care about furthering your knowledge and skill
set.
7. What is your greatest strength?
There are numerous positive answers you can reply with. Don't gush off 20 different positive
qualities, stick to a few and expand on them. Try and relate it to the position. Are they looking
for a good team worker? Do they need someone who is extremely meticulous? Keep what
qualities they are looking for in mind when selecting yours. My favorite is: results-oriented.
8. What is your biggest weakness?
This one is quite tricky. The most common thing interviewees do is turn a positive into a
negative. Obviously the hr rep will see straight through that, since the 20 people before you
did the same thing. I would stay honest, but mention something minor, or something
completely unrelated to the position. If you're applying for a public relations job, you can talk
about how bad you are with math.
9. Are you a team player?
Yes, you're a team player. Never say no. Describe an experience that displays that you are a
team player.
10. If a co-worker were here, what would he/she say about you?
Think back to any compliments you were given by a co-worker. Don't say "I think he would
have said ....". Be specific. Mention the occurrence such as "Well, last year, my co-worker
Don said about me.....after I helped him complete a project".
11. Why do you think we should hire you?
Don't give a short answer here. Sound enthusiastic and give lots of reasons. Point out how
your skills and ideas will directly benefit the company. Make sure they know what you can
bring to the position.
12. Tell me about a time you made a suggestion that was implemented?
Think of a real suggestion you have made that netted positive results. Be very detailed. Don't
just say, my idea had positive results, talk about how sales went up 26% within the next three
months for example.
13. How do you cope with pressure or stress on the job?
You work great under pressure and stress.
14. Have you ever had issues with any previous employers?
This is a trick question. They are testing you to see if you'd ever speak bad about an
employer/colleague. Say "no".
15. In terms of salary, what are you looking for?
This question really depends upon the work environment of the job you are going for. In
some, you are expected to give your number and at others, they expect you to be more
polite. If they seem to want an answer, give a large range. And, be sure to find the average
salary range for that position online so that you can quote the right amount.
16. How would you compensate for your lack of experience? Or Do you feel that you
are over-qualified for this position?
You are either one or the other. Explain your character strengths that show you can
compensate. Try and tie as many related experiences as possible to the job you want.
Sound confident that you could be the very best at the job. If you are over-qualified, talk
about why you are passionate about the position and the company. Discuss you passions for
the position and why you feel like the job is actually a perfect fit.
17. How would you know if you were successful at your job?
Mention something like, if the customer/your boss was happy with your work. Talk about the
goals you would set and try to meet.
18. Are you willing to put the needs of the company/organization before your own
personal needs?
Always reply "yes". Unless the company was doing something illegal.
19. What kind of person do you dislike working with?
Say that you get along with all types of people. They just want to know that you're not a
sensitive whiner.
20. If hired, how long would you expect to work for us?
Don't give them a real timeline unless you really want to disclose it. Say something generic
like, "For as long as the employer feels I'm doing a good job."
21. What motivates you to do a good job?
No, it's not money. (Even if it is!) Try something like "to become better at what I do", "to learn
something new", or "feeling good about a job well-done."
22. Tell me about a professional disappointment.
Talk about a real situation and how you handled it. It's not negative as everyone has had a
professional disappointment.
23. Have you ever learned from a mistake you made on the job?
Talk about a mistake and what you learned. Be sure the mistake isn't something so dramatic
though. Be sure to emphasize the lesson learned and how your behavior has changed from
it!
24. Tell me about the most fun you've had on a job.
This is straight-forward. Describe something you had fun doing, like accomplishing a huge
project or landing a big-name client.
25. What is your dream job?
Be honest here. Especially if the job is entry-level or mid-level. They are aware that you don't
want to be an assistant for the rest of your life! However, if you're going for a very high-level
position, be wary. No company wants to hire someone who doesn't like doing what they do.
26. How would you describe your work ethic?
They are simply trying to gauge your laziness meter. Be confident and answer "it's great!"
27. Do you know anyone who works for this company?
This is tricky. If someone referred you or if it's a family member, you obviously shouldn't lie.
However, be cautious in mentioning a bunch of friends you know, in case your employer
doesn't have such a hot impression of them.
28. Are you comfortable with travel? How much?
Be honest here. You're the one that's going to have to travel. Give a percentage you're
comfortable with. Ask about gas reimbursement.
29. Would you be willing to work overtime? night & weekends?
Be honest here as well, since you'll have to work those hours.
30. Do you have any questions for me?
Yes! You must always have questions prepared! Have at least six, since some of them could
get answered along the way if you and the interviewer get caught up in conversation. Have a
mix of general and specific questions related to the position.
Author Note*
Obviously these are the 30 Most Common Interview Questions, but this varies depending
upon your field. If you're applying for a fashion designer position, they may ask you about
fashion projects, designers and fabrics. Same goes for a position in the food industry and
etc. Be sure to brush up on specialized questions as well.
Your guide to acing an interview
Behavioral interview questions are meant to test your…well, behavior, as what the title
indicates, and these questions should be answered with care and if possible with much
consideration as to what impression you answer might convey.
It is true that you should be completely honest when answering interview questions,
especially behavioral ones, but sometimes we tend to blurt out things in a different way that
we are unable to transfer the message the way we want to.
Here are some common behavioral interview questions and answers that you can practice
on.
Tell me a time when did something that you didn’t like
"When I was working as a customer service representative, I was chosen to pioneer one of
the new inbound customer service accounts where we handled after sales inquiries. The
problem was I did not like phone interaction with customers; I was a chat support agent and
have been one for the longest time. But since I was offered the job and it is my responsibility
as an employee to help get the job done, I accepted the job and it turned out that speaking
with customers is not so bad after all."
Give an example where you worked your way towards achieving your goal
“I started working at a manufacturing company right out of high school. While there, I worked
as hard and as smart as I could and rose up to the highest possible rank without having a
degree. I then enrolled at a university to finish a business degree, then after graduating the
company offered me an even greater responsibility. That for me is one of my greatest
achievements”
Give me an example of a time when you motivated others
“The recent financial crisis led many companies to downsize; it affected almost every
industry including ours. Many of my co-workers back then were looking for other jobs
because they were afraid that they might get laid off. Recognizing the problem, I started
talking with my team and told them that we cannot abandon the company, if we do our job
well the management will notice and we’ll be too valuable to let go of. So we stuck with the
company and started multi-tasking since a lot of jobs were left vacant. The company made it
through the crisis and we all got a reward for doing a good job.”
Those are 3 examples of behavioral interview questions and answers that you can model
from. Do not copy those answers especially if it does not apply to you. Recruiters are really
good when it comes to spotting dishonesty.
And if you’ve been reading closely, you should've noticed that the answers start with a
situation, followed by an action, then an outcome. Go over the answers again and check.
That is how you answer these type of questions. Situation, action, then outcome. There are
loads of other behavioral interview questions and answers out there but the most important
thing is that you answer them with honesty and practice delivering them in an effective way.
Sample Behavioral Interview Answers
Below are some possible behavioral questions with answers. Use them to help you
prepare your own answers to behavioral questions.
POSSIBLE QUESTIONS
1. Tell me about a time when you had to deal with a major change, one that affected
your entire team.
2. Tell me about a time when you had to tell your team about a major reorganization
in the unit.
3. Give me an example of a good decision you made recently.
POSSIBLE ANSWER
(Note - One answer can work for more than one question as long as it covers the
required competencies):
Situation and Timeframe:
About 18 months ago, there was a major reorganization in my Branch. Two units
were merged to form one completely new unit. Several of the employees on my
team were moved to a new team while others were expected to take on different
tasks. Also, new employees from a different unit joined my team. Everyone was
nervous and stressed.
Behaviors:
The first thing I did was call a face-to-face meeting with my entire team, bringing
people in from across the country for a two-day workshop. I decided to have the
workshop off-site so that we could concentrate on the task at hand and not be
distracted by day-to-day activities.
I chose a hotel about 50 kilometres from the office with great conference facilities, a
good restaurant, a gym and a spa. Having people stay at the hotel overnight meant
that they could get to know each other on a social basis as well as on a work basis. I
gave them free time between 4pm and 6pm on the first evening and invited them to
meet me for dinner at 6:30pm. After dinner, I asked them join me for a short session
to reflect on the events of the day and plan for the next day.
To ensure that things ran smoothly I hired a facilitator who was experienced with the
SOAR method of strategic planning (a variation of Appreciative Inquiry). My reason
for getting the team together like this was not only for us to get to know each other
and build trust in the team but also to set some goals for the team and plan some
processes for going forward.
I decided to end the second day around 2pm to give everyone time to get home or to
the airport in good time. To that ensure we made the most of the day I ordered lunch
to be brought into the board room so that we could work straight through.
Outcome:
The workshop was a great success. New team members felt welcomed and valued.
Existing team members felt equally valued. Everyone was pleased to have some
input into how we would work as a team going forward. When the reorganization
finally occurred, we were ready.
Competencies Used:
Change Leadership, Team Leadership, Initiative, Strategic Thinking, Communication,
Decision Making
MORE QUESTIONS:
1. Describe a time when you initiated a major change in your unit/branch and met
with considerable resistance from your team.
2. Describe a situation where you had to deal with a major conflict in your team.
3. Give me an example of a difficult decision you made recently.
POSSIBLE ANSWER:
Situation and Timeframe:
Last year I was really unhappy with the way my team was functioning. I had
inherited two new units within a six-month period and there really weren’t any
commonalities amongst the (now) three groups. One group was responsible for
applications, the second group was responsible for programs and the third group was
responsible for policy. Not only did they not know what each other did, they did not
seem to be interested. In addition to that, there was a certain amount of
rivalry/conflict between the groups. Since they worked on different floors they rarely
met outside of staff meetings.
Behaviors:
To try to change this and to get some cohesion across the team, I decided to move
some of the team members around. First, I met with them individually to let them
know what I planned. I asked them to think about where they would like to go. I
explained that I might not be able to satisfy all their requests but that I would do my
best.
There was a great deal of resistance to my plan. Several team members came to see
me, saying that it would never work. They pleaded lack of skills knowledge and
competencies. I reassured them and told them that they would receive
training/coaching for the new tasks.
Not only that, I arranged that there would be several days of job shadowing before
they took over their new responsibilities. I helped them to think of the changes as
opportunities to learn and grow. Once they saw it that way they were more willing to
agree to my plan.
Outcome:
As a result of this the three units came together as a strong team. An added bonus
was that individual employees began to fill in for each other when someone was
away – or provide extra help when deadlines were tight.
Competencies Used:
Change Leadership, Team Leadership, Team Building, Decision Making,
Communication
FURTHER QUESTIONS:
1. Tell me about a time when you were asked to be a part of a change management
initiative for your organization
2. Tell me about a time when you were tasked to do something you did not feel
comfortable doing.
Situation and Timeframe:
Two years ago, I worked for a large global pharmaceutical company whose
headquarters were based in Basil, Switzerland. The company had been struggling for
a while to meet its projected sales numbers and the shareholders were getting
restless.
The CEO decided it was time for a change. The Vice President of Human Resources
hired a consulting company to shake the organization up. I was asked to be part of
the change management team with about 60 other people from across the
organization. We were all invited to corporate headquarters for two weeks of
training. At first I was nervous because I am very introverted and I was worried
about getting to know all those new people.
Behaviors:
However, I told myself that we were all in the same position and I decided to make
the most of the opportunity. Once there, I took it upon myself to get to know several
members of the team on a one-on-one basis. I invited one for coffee, another for
dinner, asked another to go for a walk, etc., etc. until I felt comfortable with them.
This helped me participate in group sessions and gave me the confidence I needed to
start implementing the change processes when I returned to my country. The first
thing I did when I got back to the office was to debrief the senior management team,
present a plan and a budget for going forward and ask for approval to put the plan in
place.
Then I prepared a deck and organized a series of briefings. Next, I asked for
volunteers to be part of a “change management team” that would spread out across
the country to develop a critical mass for change.
Outcome:
By working together and sharing our knowledge and experiences we were eventually
able to create a buzz around change. It was a slow process, but after several months
we started to see some changes in the organization. We are not there yet, but sales
are beginning to pick up.
Competencies Used:
Change Leadership, Decision making, Teamwork/Team Leadership, Communication,
Initiative, Adaptability, Self-confidence
ANOTHER QUESTION:
Tell me about a time when you had to change your presentation at the last minute to
suit the audience
Situation and Timeframe:
Three months ago I was asked to make a presentation on a new piece of software we
were introducing to the Human Resources Branch. I was pretty nervous because I
had never made a presentation in front of more than three or four people before and
then it was always in front of y team members.
At first didn’t think much about the audience because I was focusing on developing
my slides and on what I would say. Then on the morning of the presentation it
occurred to me that perhaps the HR team wouldn’t understand some of the jargon I
was using.
Behaviors:
There wasn’t much time so I called a friend in the HR department and asked her if I
could go and see her. I asked her to look at my presentation and tell me if she could
follow it. She had difficulty understanding some of the technical terms and she
thought her colleagues would have the same problem. So, I went to see my team
leader and asked her if she would help me explain things in plain language.
We worked on it together for over an hour then it was time for me to deliver it. I
spoke confidently using the right language for my audience.
Outcome:
The HR team understood everything I said and gave me a great round of applause at
the end. I felt really good about this and volunteered to make the same presentation
to other branches in the organization.
Competencies Used:
Change Leadership, Communication, Client Focus, Teamwork, Initiative
A FINAL QUESTION:
Tell me about a time when you were working on a favourite project and your
manager told you the project was cancelled and that she needed you to start
working on something else right away.
Situation and Timeframe:
Two years ago, I was working on a project to develop some new tools to help
implement my company's competency profiles. I had been contacted by someone
from HR who wanted me to help them develop some self-assessment tools for
employees and an interview guide for hiring managers.
My contact in HR had some good ideas about what he wanted but did not have the
technical skills to do it. We had been working together for about six weeks and were
in the middle of development when my manager told me that a new priority was to
take precedence over this one.
Behaviors:
I told my manager I could do both, but she said that was not possible and suggested
I contact HR right way to let them know. I was very disappointed and I knew they
would be too, but I accepted my manager’s explanation without complaining.
That night, however, I had an idea. I knew that we were getting two new Co-op
students in the coming weeks, so the next morning I suggested to my manager that
if one of the Co-op students could work on the HR project, I could oversee it without
compromising my own work on the new priority.
My manager agreed with the understanding that if I got behind with my own work, I
would have to give up the HR project altogether. I agreed to that. The Co-op student
was excellent and with very little supervision from me he completed the project in
record time.
Outcome:
HR was very happy with the new tools, my manager was pleased because we had a
happy client, the Co-op student was pleased because he had had the opportunity to
use his developer’s skills and I was happy because my pet project was up and
running for everyone to see.
Competencies Used:
Client Focus, Innovation, Flexibility/Adaptability, Teamwork, Initiative
