University of Texas Medical Branch Leadership Orientation 2008
The Job Interview
Organizational Effectiveness Training and Recognition
TYPES OF INTERVIEW
Pre-Screening. These are usually short interviews to ensure you have the right set of skills to move forward and are usually done by telephone. Develop a brief summary of the educational experience, skills, and work experience that you want to share. Also, develop a couple of questions which would help you decide if this job is worth pursuing. Listen carefully to the questions asked as this will let you know the most important requirements for the job and help you prepare for the extended interview. You may be asked to prepare written responses. If so, treat these questions seriously as your written communication skills will be evaluated in addition to assessing that you have the set of skills needed for the job. Skills. You may be asked to provide examples of your work. For example, if written communications are important, they will ask for writing samples. If presentation skills are critical, you may be asked to give a presentation on a chosen topic. One-on-One. This traditional interview allows you to discuss your background and the job in-depth. This interview usually lasts about an hour. This workbook contains material to prepare for this type of interview. Peer. The peer interview is important for several reasons. It gives you an opportunity to meet with the key people that you would be working with and get them to support you. If they agree to hire you, they will be committed to your future success. You can also learn how each job holder sees the role of your job and the interrelationships. In fact, this information can be so beneficial, you may ask if you can visit with some of the key team players before making a decision if the opportunity is not automatically offered. Selection. This final interview gives you an opportunity to ensure the position is an appropriate fit for your skills and interests. You can use this time to clarify the job expectations, the job measurements of success, the support available, reporting interrelationships, and other final questions you may have. Remember you will still be evaluated based on the questions you ask
STAGES OF THE INTERVIEW
Preparation The Interview Evaluation
PREPARATION KEY ACTIONS
Successful Interviews take careful preparation. This workbook will provide tools for each step. 1. Update your resume to match the skills required for the position. 2. Prioritize the Technical and Interpersonal Key Competencies for the Position. 3. Identify specific examples that demonstrate the results you have achieved for each key competency. I 4. Do your homework. Identify the major issues facing the industry and the specific organization. 5. Plan the questions you want to ask the Interviewer.
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Update your Resume to Match the Job Description for the Position
Consider these questions when prioritizing the must-have skills and qualifications, and the extra nice-to-have skills and qualifications. 1. What are the most important duties performed?
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What key technical skills are required? Are there special working conditions (i.e., travel, hours worked, environmental hazards)
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What is the current status of the organization and industry? What changes do you see occurring? What behaviors would be most successful at making these changes?
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What customer service skills are required (consider internal and external customers)? Highlight the judgment, communication, quality and safety, and cultural awareness needed.
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What communication skills are needed? Consider the type of communications and relationships required for success. List the written and oral communication skills needed.
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What leadership/team work skills are required? Do they require a self-starter or someone who can follow precise instructions better? What teamwork skills are required?
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What personal skills are required? Consider goal setting, ability to work under pressure, integrity, initiative, self-confidence, and assertiveness.
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What problem solving skills are required? What analytical decisions are needed? What is type and scope of decision making? How much initiative or innovation will be required?
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Identify Technical and Interpersonal Key Competencies for the Position.
List the competencies and skills based on your evaluation of the position. Prioritize them into the must haves for success and the nice to haves, but can be developed. Job Title: Experience Required: COMPETENCIES Technical Skills:
Customer Service:
Communication Skills:
Leadership/Team Leadership:
Personal (Attitudinal) Skills:
Problem Solving:
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Behavioral Interviewing Basics • • • The Single best predictor of future behavior is past behavior Examines specific examples of the candidate’s past experience, including work done or things accomplished. Behavioral Questions are: • Open ended and require more than a yes or no answer • Seek demonstrated experience and concentrate on job related functions
Exercise For the Personal Skills you listed, write down a specific experience where you use the EAR approach. Give the experience or problem you faced, the action you took, and the results that occurred based on your actions.
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PREPARE YOUR QUESTIONS
Your questions are important to help you determine whether the job is a good fit for you. The interviewer will also be listening carefully to your questions to help him/her determine your priorities, your decision-making process, and your interest in the job. You will always want to ask questions. Below are samples of some of the type of questions you may want to ask. Be careful that you do your homework first and do not ask questions for information that can easily be found on the organization’s website or on the internet. The type of question that is also good to ask is a 2-part question based on specific skills you want to market that have not come up in the interview. For example, you can state, “One of the key priorities of my job was to maintain positive working relationships with other departments. How would you describe your relationship with other departments?” You can also use the 2-part questions to expand on research you’ve done or something the interviewer said. For example: “I noticed in your annual report (or “on your web site”) that you’re planning to expand into (geographic area or type of business); how is that expansion going?” or, “You mentioned earlier that you’ve had trouble filling this position; why is that?” Below is a sample list of questions. You may want to refer to page 3/4 and consider the priorities you have identified. Address any skills that you need more in-depth information or that can help market yourself. Questions about the Organization Your annual report mentioned that acquisitions will be a major part of your growth strategy this year; how is that strategy progressing? What are the basic values that make up the company’s culture? How long have you been with the firm/organization? What are the most critical factors for success in your business? What do you see are the major challenges your organization is facing?
Questions about the Job How does the job fit into the organizational goals? What is the most pressing challenge for the new position? May I talk to someone who is doing (or has done) what I’ll be doing? What would you like done differently by the next person who fills this job? Can you tell me something about the person to whom I’d report? How would you characterize his/her leadership style? What would a day on the job be like? What would my exact duties be? What are your expectations? What are you looking for in the person who will fill this position? Why is the position vacant? What is the management style of my supervisor? Who will be the other people I will work most closely with? Would I work individually or in teams?
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MANAGING THE INTERVIEW
1. Manage the pre-screening. Be prepared to discuss in a 15-30 minute conversation the key competencies that meet the priorities required of the job. Plan 2-3 key questions that will help you determine your interest in the job. 2. Prepare for a positive first impression. Be on time! Anticipate post Ike traffic delays. Remember you are marketing yourself. Present yourself in a professional manner. Take the initiative to introduce yourself, express your interest in the job and organization, and thank the interviewer for the opportunity to discuss the position. 3. Plan the Interview to give and get needed information. Make sure you take the correct copy of your resume, an outline of the key skills and your EAR statements, a list of questions you want to ask the interviewer, and blank paper for taking notes. Plan on providing information about your ability to meet the job working environment requirements such as hours, travel, etc. 4. Thank the interviewer and clarify next steps. If you are interested in the position, make sure you clearly state your interest and summarize the key reasons the job interests you. Clarify the next step in the process. At this point, the interviewer may bring up an objection to your qualifications. This is an opportunity for you to clarify any misunderstandings and demonstrate your ability to quickly learn or adapt to new skills. Regardless of the outcome, be sure and thank the interviewer for his/her time and discussion. Even if the job does not interest you, you want to leave a very favorable impression. Below is the typical interview schedule. However, many managers will vary from this schedule. Managers sometimes give an overview of the job and the organization first. Listen carefully during this section to help you determine what information to give and what questions you want to ask. 5 minutes Build rapport. Introduce yourself and talk about something you found noteworthy about the organization or the position. See if there is anything of common interest – something in the office, recent news about the organization, common acquaintances, etc. Giving Information. The interviewer’s questions will give you an idea of what is important to the interviewer and the decision-making process. Use your answers to market yourself based on the interviewer’s priorities. Be sure you use the EAR response even if a behavioral question is not asked. The interviewer will remember the story and will give legitimacy to your statements. Getting information. Consider your questions carefully. You are demonstrating to the manager what you think is important in the job and your decision-making process. When you ask a question, listen carefully and use probing questions for a better understanding. Use open-ended questions that require more than yes/no response and feel free to ask for examples. When asking questions, you are still marketing yourself. You may want to include one of your competencies that has not been covered. For example, “In my last job I was recognized for my ability to maintain positive interdepartmental relationships. Can you describe the teamwork here? 5 minutes Closing the Interview. If you are interested in the job, enthusiastically express your interest and the key reasons for your interest. Clarify the next steps in the process. End every interview positively. Although the position may not be right for you, the interviewer may go back and talk positively to someone about your background.
30 minutes
20 minutes
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EVALUATION OF THE INTERVIEW
Evaluate the pluses and minuses of the position. Remember how much of your life will be spent on the job. You will want to ensure that the position and organization’s culture meet your needs and interests. 1. Will the job effectively use your skills? Can you meet all the job requirements? 2. What about the people? Is this a positive working environment where you can succeed? 3. What are the biggest challenges of the job? 4. What is the growth potential?
Next, consider the job interview from the perspective of the interviewer. 1. On a scale of 1-5, how would you rate the interview? Why? 2. What concerns may the interviewer have as a result? Can you follow-up with a written thank you and address these concerns? 3. What did you learn from this interview that you can apply to your next interview?
Choose References
1. Carefully choose your references. Most employers will want one of the references to be your boss. 2. Provide your references with information about the job and key areas to stress in their reference if given individually. 3. If the reference is a standard letter, you may want to ask the reference to highlight specific skills/attributes in the letter.
Thank you Letters
You need to send a thank you letter to everyone who gives you an interview. Thank them for the time and express your interest. You will want to highlight one or more key skills that you have, or address any concerns you think the interviewer may have as a result of the interview. Use the thank you note to leave a memorable impression with the interviewer. If you are not interested in the position, it is still important to send a thank you note for the interview. Remember, the interviewer may refer your name to someone else. A sample thank you letter is on the following page.
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SAMPLE THANK YOU LETTER
Name Title Organization Address City, State, Zip Code Dear Mr./Ms. Last Name: It was very enjoyable to speak with you about the assistant account executive position at the Smith Agency. The job, as you presented it, seems to be a very good match for my skills and interests. The creative approach to account management that you described confirmed my desire to work with you. In addition to my enthusiasm, I will bring to the position strong writing skills, assertiveness and the ability to encourage others to work cooperatively with the department. My artistic background will help me to work with artists on staff and provide me with an understanding of the visual aspects of our work. I understand your need for administrative support. My detail orientation and organizational skills will help to free you to deal with larger issues. I neglected to mention during my interview that I had worked for two summers as a temporary office worker. This experience helped me to develop my secretarial and clerical skills. I appreciate the time you took to interview me. I am very interested in working for you and look forward to hearing from you about this position. Sincerely, Your Signature Your Typed Name
*Sample from http://jobsearch.about.com
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Job Interview Resources
SKILL COMPETENCY KEY Customer Service Customer Service Orientation Discovers & meets needs of internal/external customers Follows through on requests or complaints Becomes a trusted advisor to customers and coworkers Understands functioning of other departments Patient Care Demonstrates compassion for patients. Considers the well-being of patients in all actions Demonstrates appropriate judgment in decisions affecting patients Communicates effectively with patients and other care givers Demonstrates understanding of cultural needs of patients Maintains patient safety as a high priority Communication Skills Interpersonal Understanding Impact and Influence Calculates effect of words & actions on others Persuades others effectively Adapts presentations to specific audience Consults experts Makes others feel ownership of their solutions Communication Skills Listens effectively Responds clearly and directly Uses vocabulary appropriate to situation Interprets nonverbal behaviors accurately Prepares clear concise reports or records Receives written or oral instructions Expresses personal and organizational needs in a positive, constructive manner Develops presentations that meet audience needs Writes effectively to meet audience needs Relationship Building Maintains work-related friendships Has and uses network of contacts Personal Goals Achievement Orientation Sets specific, challenging but realistic goals Is willing to work long hours to achieve goals Persists on tasks and maintains a high energy level Sets realistic personal goals Learns from mistakes Aligns self with mission of organization Persists with tasks through to completion
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Leadership Team Leadership Sets & communicates standards for the group Advocates for the group Obtains necessary resources for the group Develop Others Gives constructive feedback Reassures & encourages others after difficulties Coaches/mentors others Provides developmental assignments Sets positive expectations Energizes others by providing positive feedback Teamwork & Cooperation Solicits input & involves others in issues that will impact them Gives credit, recognition to others Encourages / empowers the group Develops teamwork and cooperation, improves morale, resolves conflict Coping Self-control Keeps own emotions from interfering w/work Avoids inappropriate involvement with clients Works effectively under stress, uses humor Integrity Demonstrates Honesty and trustworthiness Takes responsibility for own mistakes rather than blame others Sets high standard of ethical conduct Self-confidence Demonstrates confidence in own ability and judgment Enjoys challenging tasks Questions & challenges actions of superiors when appropriate Takes personal responsibility for issues Assertiveness Sets limits, says no when necessary Sets standards and demands performance in a positive manner Effectively confronts performance issues Diversity Modifies own behaviors to respond to needs of others Expresses sensitivity to other cultures in communications Considers needs of others before taking action Strives to understand attitudes, interests, needs, and perspectives of others Problem Solving Information Seeking Gathers Information Systematically Seeks information from appropriate sources Gets out to see or touch the situation
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Analytical Thinking Defines parameters of task and sets objectives Sees implications or consequences Analyzes situations systematically Measures results, conducts cost benefit analyses Anticipates obstacles & ways to work around, thinks ahead how to accomplish goal Conceptual Thinking Sees patterns not obvious to others Sees inconsistencies Rapidly identifies issues affecting outcomes Conveys ideas with original analogies and metaphors Decision Making Takes a problem-solving approach to disruptions Develops results-oriented conclusions, tests assumptions and incorporates corrections Makes and implements decisions compatible with organizational goals Supports decision with appropriate evidence and rationale Initiative Seizes opportunities as they arise Strives for innovation. Finds better, more efficient methods or approaches Takes calculated risks Concern for Order & Procedures Seeks clarity of roles Keeps records, checks quality of work and information Conforms to established procedures Understands when flexibility can be used within policy guidelines.. Technical Clerical Uses office equipment such as computers (specify programs), printers, etc. Demonstrates knowledge of common formats for correspondence and reports Produces finished documents from rough drafts Devises and accesses different filing systems Maintains attention to detail Technical Skills Expertise Expands & uses technical knowledge Enjoys technical work & shares expertise Explains information, concepts, ideas, or instructions to others Manual Skills Uses tools or equipment with dexterity and economy of effort Maintains equipment and prevents accidents Completes task as required Mathematical Skills Works comfortably with figures Develops financial plans, forecasts, budgets, and reports quantitative data Formulates measurement systems
Adapted from Competency-Based Resumes by Robin Kessler and Linda Stras
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Sample General Interview Questions
1. Tell me something about yourself. 2. What are your strengths? 3. What are your weaknesses? 4. Why are you changing fields/jobs? 5. Why are you interested in this company? 6. What are your short term objectives? Long term? 7. What was wrong with your last job/boss? 8. What salary are you requesting? 9. What could you do for our organization? 10. What style of management do you prefer? 11. What do your co-workers think about you? 12. What sources of information did you use to keep aware of problems within your department? 13. Describe a significant project, idea, etc., you conceived within the past year. How did you know it was needed and would work? Was it used? Did it work? 14. How did you set the year’s plan? What were your objectives last year? Were they achieved?
SAMPLE BEHAVIORAL INTERVIEW QUESTIONS
Below are sample questions for specific skill/competencies to help you in your interview preparation. Use the EAR (experience, action taken, results) approach to plan answers. Make sure each of your responses positively reflect on your skills, experience, and personal attitudes. Skills / Competencies General The general questions are broad. They will help you identify what is most important to the applicant. 1. What interested you in this position? 2. What are your short-term or long-term career goals? 3. This job requires (x hours, weekend, travel, etc.). Can you meet these requirements? 4. If I call your former bosses, what would they say are your strengths and areas for development? 5. How do you measure your own success? Do you feel you were successful on your last job? Why or why not? 6. What was the most interesting thing you have done on your last job? 7. Tell me about a work situation that irritated you. 8. What previous job was the most satisfying and why? 9. What job was the most frustrating and why? 10. Tell me about the best/worst boss you ever had. Why did you like/dislike working for him or her? 11. What motivates you the most? 12. Think of the positions you have held; which one you did you enjoy the most? What factors about the working environment did you enjoy? 13. Which work environment factors are important to you and must be part of the job you take? If you had the opportunity to change anything in your career, what would you have done differently? Customer Service (Internal & External) 1. Think of a problem customer (or co-worker) that you have had to deal with on your last job. Tell me what happened and how you handled it.
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2. Sometimes the customer (co-worker) needs and department needs conflict, for example deadline, cost, or quality issues. Can you give an example of where you ran into a conflict and explain what happened. How could you have prevented this in the future? 3. What customer service training have you received? What principles or key points have you retained and use? 4. Can you give me a specific example of when you had to vary your communication style with a particular individual? How did it work out? 5. Tell me about a time when it was important that you win a customer’s (coworker’s) trust. Who was the individual and how did you go about it? 6. Have you ever had to rebuild a customer or coworker relationship that had been damaged? How did you approach the situation? What was the cause of the damage? What were the results? 7. Describe a situation where you had a difference of opinion with a customer or colleague. What was the nature of the disagreement and how was it resolved? 8. Tell me about a situation where your ability to understand a customer’s (coworker’s) problem made the difference in achieving results. 9. Have you ever had to resolve a conflict with a co-worker or client? How did you resolve it? Communication skills Able to clearly present information through the spoken work; influence or persuade others through oral presentation in positive or negative circumstances; listens well 1. What experience have you had with miscommunication with a customer or colleague, and how did you solve the problem? 2. Describe a time when you had to communicate some unpleasant feelings to your supervisor. What happened? 3. How have you kept others informed of what is going on in the organization? 4. Describe a situation at work where someone criticized you. What did you do? 5. Tell me about a time when you used your communications effectively? What did you do? 6. What experience have you had in making presentations to small or large groups? What has been your most successful experience in public speaking? 7. Think about a successful presentation (report) you have developed. What made it successful? Then, consider a presentation (report) that didn’t go well. What could you have done differently? 8. Can you give me a specific example of when you had to vary your communication style with a particular individual? How did it work out? 9. Tell me about a time when you found it necessary to speak up about a quality issue where there was a real risk to the company’s reputation. Written Communication Able to write clearly and effectively present ideas and to document activities; to read and interpret written information. (It is recommended that you ask for specific writing samples if a major requirement of the job.) 1. Describe your experiences in editing manuscripts, articles, documents, or any other form of written communication. Be specific. 2. Sometimes it is necessary to document work thoroughly, in writing. For example, documentation might be necessary to prove you did your job correctly or to train another person to do it. Give me an example of your experiences in this area. 3. Tell me about your writing experiences that you think will contribute to your ability to do this job. Personal Goals Able to define realistic, specific goals and objectives; to prioritize objectives. Able to organize or schedule people and tasks. 1. Give me an example of an important goal which you set and your success in reaching it. 2. How do you go about goal setting? Describe a specific instance in which you defined your goals and objectives in writing. 3. Tell me how you typically schedule your day. To what extent to you use some kind of time management system? 4. Can you review for me a specific time in which you initiated your own goal setting? How did you ensure you had enough time set aside for goal setting?
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5. How do you organize your work to ensure that you are the most effective and productive? 6. Tell me about your work experience in managing multiple job priorities with varied deadlines. When and how do you determine priority and deadlines? 7. Describe a situation in your past job that illustrates your organization and scheduling ability. 8. Give me an example of any time management skill you have learned and applied at work. What resulted? 9. Have you had experience dealing with an “emergencies” or “surprises” in your work environment that interrupt you. How did you handle it? 10. Give me an example of when you had a tight deadline to meet. 11. Give me an illustration of when you were able to use your planning skills to solve a business problem. 12. Tell me about a specific situation when there were many issues that called for your attention. How did you respond? Commitment to Task Able to start and persist with specific courses of action while exhibiting high motivation and a sense of urgency; willing to commit to long hours of work and make personal sacrifice in order to reach goals. 1. Tell me about a time when you had to work on a project that did not work out the way it should have. What did you do? 2. When have had to do a job that was particularly uninteresting. How did you deal with it? 3. Tell me about a time when it was difficult to stay on task? What did you do? 4. Tell me about a time when you had to work very hard to reach your goals and be specific about what you achieved. 5. Give an example of a time when you had to exert extra effort to accomplish a task. 6. Give me an example that shows the value you give to producing high quality work and how you were able to correct harmful errors Leadership/Team Leadership Able to influence the actions and opinions of others in a desired direction; to exhibit judgment in leading others to worthwhile objectives. 1. Give me an example of a time when you persuaded another person to take action. Be specific. 2. Give me an example of when you successfully delegated. 3. What problems have you run into in delegating? How did you handle them? 4. Name a leadership accomplishment of which you are most proud. What was the impact on the organization and people? 5. Discuss an example of when you had to discipline an employee. What happened? 6. What type of written documentation have you used with employees? 7. Think about your past managers. Select the one you most admire and explain why. Based on your experience, what is most important to you in your own manager? 8. Tell me about a time when you had a problem employee and how you handled the situation. 9. Tell me about a time when you enforced a rule although the others involved believed the “extenuating circumstances” should be taken into account. 10. Give me an example of when you simply had to use your authority to get something done. What were the consequences? 11. Tell me about a time when you found yourself in a situation where you made a promise that proved difficult to impossible to keep. What did you do to resolve the situation? 12. Tell me about the best/worst boss you ever had. Why did you like/dislike working for him or her? Teamwork Able to work and communicate with others in a warm and helpful manner while simultaneously building credibility and rapport. Follows through on team goals. 1. Did your previous job(s) require you to work in a team? What did you like and dislike about working on a team? 2. What did you do in your last job to contribute toward a teamwork environment? 3. Describe a project that you worked on as a team member. How did you contribute to the team goals?
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Have you ever had to manage a group? What did you find most challenging about getting the group to work as a team? 5. Describe a time when you had to work closely with another department to achieve a goal. 6. Describe a difficulty you had in working with another department. What did you do? 7. Tell me about a time when you motivated a team to finish a major project or job. 8. Describe a time when you identified a way your team could work more effectively or efficiently. What did you do wand what was the impact on the group or the process? 9. Tell me about a time when you were able to build a successful relationship with a difficult person. 10. Tell me about a time when your understanding of others helped to get the job done. Energizing Able to create positive energy (motivation) in both individuals and groups. 1. Was reward and recognition important in your last job? 2. Tell me about a specific time when your ability to reward and encourage others created positive motivation. 3. What recognition have you received that you are most proud? 4. What kinds of experiences have you had in using prizes, contests, or financial rewards to motivate others? How do you evaluate the success of these techniques in general? How successful were you in a specific case? 5. Tell me about a high-stress work situation when it was important to maintain an optimistic or positive outlook. Coping Able to maintain a mature, problem-solving attitude while dealing with interpersonal conflict, hazardous conditions, personal rejection, hostility, or time demands. 1. Tell me about a time when you had to cope with strict deadlines or time demands. Give me an example. 2. Have you heard the expression “roll with the punches?” Describe a situation in the past that you had to do that in working with a difficult person. 3. Describe a time when your job responsibilities changed. What did you do to ensure a positive outcome? 4. Tell me about a time when you were able to do a job in spite of difficult conditions. 5. Describe a high pressure situation you had to handle at work. Tell me what happened, who was involved, and what you did in terms of problem solving. 6. Give me an example of a time when another person really tried your patience. How did you handle it? 7. What type of things in your work has upset you, and how did you react to those situations? 8. Describe a work situation in which a project you worked on and felt was important to you was delayed or postponed. 9. Tell me about a time when you were under extreme pressure on the job and how you handled it. 10. When have you found yourself in a difficult working situation and how did you handle yourself? 11. Give me an example of a situation where there were time requirements or deadlines and other people were getting quite upset. How did you handle it? 12. Describe a time when you had to cope with the resentment, anger, or hostility of a subordinate or coworker. 13. We all make mistakes. Tell me about a time you made a mistake and how you handled it. 14. What situations have you found most stressful in the past? Give me an example of one situation and how you handled it. Diversity Able to modify one’s own behavioral style to respond to the needs of others while maintaining one’s own objectives and sense of dignity. 1. Describe your experience working in a diverse work group and what contribution you were able to make toward mutually beneficial goals. 2. Describe a time when you were able to adapt to a person from a background or culture that was different from yours.
4.
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3. Can you tell me a time when your knowledge of another culture helped you deal with a situation? What about a time when you ran into difficulties because you did not understand another culture? 4. Sooner or later we all have to deal with arrogant, dogmatic people. Tell me how you dealt with such a situation. Analytical Problem Solving Able to use a systematic approach in solving problems through analysis of problem and evaluation of alternate solutions; use logic, mathematics, or other problem solving tools in data analysis or in generating solutions. 1. To what extent has your past work required you to be skilled in the analysis of technical reports or information? Pick any specific experience which would highlight your skills in this area and describe it in detail. 2. Give me an example of any time when you used tools such as survey data, library research, or statistics as important contributors to the definition of a specific problem. 3. Describe your greatest success in solving a technical problem at work. Be specific? 4. What was the most difficult task you have had to learn in the last 2 to 3 jobs? Decisiveness Able to make decisions quickly on available information and take action; make commitments and not change decisions when challenged; deal with emergencies as necessary. 1. Give me an example of a time when you stuck by an unpopular decision. 2. Describe a situation in which you had to draw a conclusion quickly and take speedy action. 3. Describe a time when you were under pressure to make an immediate decision (perhaps without the aid of a supervisor or a manager). 4. Tell me about a time when you changed your decision based on input from the group. Decision Making and Problem Solving Able to take action in solving problems while exhibiting judgment and a realistic understanding of issues; able to use reason, even when dealing with emotional topics. 1. What were the major obstacles that you overcame in your last job? How did you deal with them? 2. Tell me about an objective in your last job that you failed to meet and why. 3. Tell me about a difficult decision that you have had to make? How did you arrive at that decision? 4. Tell me about an experience you have had turning a problem into a success. 5. Have you ever had to resolve a conflict with a co-worker or client? How did you resolve it? 6. Tell me about a situation where you made a mistake. How did you resolve or correct it? 7. Give me an example of a time when you were able to take action in solving a practical problem. 8. Tell me about a time when you were able to maintain objectivity for the best outcome in spite of personal feelings or attachments. 9. Explain a time when your personal feelings influenced your decision. What did you do? 10. Give me an example of how you reached a practical business decision by an organized review of the facts and weighing of options. 11. Tell me about a time when you were able to resolve a difficult situation by finding some middle ground. 12. Can you tell me about a time when you delayed responding to a situation until you had time to think it through, even though there was pressure on you to act quickly? 13. Give an example of a cost cutting decision you have made. Creativity/Initiative Able to develop unique and novel solutions to problems; use intuition and a new way of thinking to give birth to new ideas; to present information in an attention-getting and interesting manner. 1. Tell me of an idea you originated through combined hard work and intuition. 2. How do you rate yourself in terms of creativity? Give me an example of when you were creative in your job. 3. Give me an example of when you came up with a unique or novel solution to a problem.
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4. Give me an example of a time when you cut through a lot of information and identified a theme or pattern in random events. 5. What has been your most creative solution to a problem? How did you develop the idea? What was the outcome? 6. Give me an example of a time when you went beyond your normal job requirement in order to get a job done. 7. Give me an example of a situation in which you took a calculated risk in a recent position. What were your considerations? 8. Give me an example of when you were able to see and implement a new way of doing the job. Policy and Procedures Able to relate to routine operations in a manner that is consistent with existing solutions to problems; conform to established policies and procedures, log work activities. 1. Have you found it necessary to use detailed checklists or procedures to reduce potential for error on the job? Be specific. 2. .Select a strict and meaningful regulation you had to conform to in your last position. Tell me about the regulation and how you were able to work under it. 3. Can you identify a situation where you had to break the rules? What did you do and how did you make the decision? 4. Have you faced a situation where an organization was not treating an individual fairly? What was the result?
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