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HR Interview Questions Tutorial 2019 Sep

This document provides a tutorial on how to answer common HR interview questions, specifically behavioral interview questions. It begins by defining behavioral interviews and the STAR technique for answering such questions. It then provides examples of 10 common behavioral interview questions and sample answers for each that utilize the STAR framework. The goal of the tutorial is to help job seekers understand how to effectively answer behavioral interview questions.

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Sujitha Rani
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47 views

HR Interview Questions Tutorial 2019 Sep

This document provides a tutorial on how to answer common HR interview questions, specifically behavioral interview questions. It begins by defining behavioral interviews and the STAR technique for answering such questions. It then provides examples of 10 common behavioral interview questions and sample answers for each that utilize the STAR framework. The goal of the tutorial is to help job seekers understand how to effectively answer behavioral interview questions.

Uploaded by

Sujitha Rani
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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HR Interview Questions Tutorial 2019 sep

An interview is a conversation between two or more people where questions are


asked by the interviewer to elicit facts or statements from the interviewee. This is a
useful tutorial that collects a set of most useful HR interview questions and how to
answer them in a tactful manner.

Audience
This tutorial is designed primarily for young adults and job-seekers who want to
understand the essential steps for getting success in interviews.

Prerequisites
Before proceeding with this tutorial, you are expected to be open to asking questions
and resolving any further queries on the topic by contacting us.

An interview can be broadly seen as a formal meeting arranged to evaluate a


prospective employee by obtaining his/her career-oriented details, like qualification
and work-experience. An interview presents the applicants an opportunity to
elaborate on certain components of their resumes and talk about their areas of
expertise. It also tests their ability to think critically and independently.

Depending on the position and the company you are getting hired for, you might need
to appear in various types of interviews. We going to discuss here the following six
types of interviews and also see what makes them so unique −

 Behavioral Questions
 Traditional Questions
 Case Questions
 Role-play questions
 Industry-specific questions
 Brainteasers
It is estimated that 80% of the interview is made up of behavioral questions. This type
of interviewing is based on the philosophy that a detailed analysis of the way you
acted in certain circumstances in your previous job will give a reliable indication of
the way you will act in your new job too.

Behavioral questions will be experience-based and you need a lot of practice to be


able to answer them in a satisfactory manner.

STAR Technique
To answer Behavioral Questions, employ the STAR technique −
 S = Situation − (recall an incident in your life that suits the situation)
 T = Task − (recall an incident in your life that suits the task)
 A = Action − (mention the course of action you opted to address the situation or task)
 R = Result − (mention the result of your action and the outcome)
Q − Tell me about an incident where you worked effectively under pressure.
S − My friends and I were to give a presentation on "Artificial Intelligence", however one of
them unfortunately slipped and fell down the stairs the night before.
T − As we had already picked up specific sub-topics to talk on individually, this sudden
addition of content did put a lot of pressure on us, especially because it had taken us months
of research to come up with our material.
A − In order to not let this accident affect our team's performance, I took the responsibility of
filling in for his topic too. The issue was that I had only one night to make myself familiar
with his notes.
R − Thanks to my friends' assistance and my efforts, our team managed to complete the
presentation successfully and we also got compliments from the Review Panel.
Remember that these are only sample interview answers meant to give a
general idea on the approach to Behavioral Interviews. You need to formulate
your own answers to suit the context and scenario asked in the question.

Sample Behavioral Interview Questions


Q1 − Describe a bad experience you had working with your ex-employer
Never bad-mouth previous colleagues and ex-employees. Instead of focusing on the details of
the incident, put more emphasis on the part where you managed to make him see your point-
of-view.
For example − “They were thinking from a different point of view, but in the end, they
managed to understand my concerns as well.”
Q2 − Describe how you handle disagreement.
Applying STAR to this situation, recall an incident in your life that suits the question, mention
what task you set to address the issue, the actions you took, and the results you got.
For example − “We had once designed a template for a group presentation, however one
member wasn’t too happy with him being asked to conclude. I suggested he should give it a
trial run. At the end, he realized that he was as good at concluding as he was at opening a
presentation.
Q3 − Explain a situation when you explained a complex idea simply.
This is a standard question in Customer Service, Sales & Marketing, IT and education sectors.
Provide specific, job-related examples.
For example − “Yes, I designed a presentation that explained all the points in a clear manner.
I also created a document describing the concept in simple words and handed it to the
audience.”
Q4 − Describe a time when you had to adapt to a change at work.
Asking about incidents where you had to change your style of working is very common in
Behavioral Interviews. Recruiters want to check your adaptability skills, as someone with a
firm notion won’t be flexible to adjust to a process.
For example − “The management had decided to move on to Macintosh for all their company
devices which took a bit of getting used to, however I spent a lot of time on it and this practice
helped me a lot.”
Q5 − Describe a time when you made a mistake.
Companies prefer candidates who have made mistakes in the past and have learnt from them,
as opposed to those who follow rules only because someone has told them to. They need
people who know the reason behind a decision.
Mention the mistake and be honest about it, but always make sure that you follow it up with
what you learnt from that episode and the improvements it has brought to your efficiency.
For example − “In the first week of my appointment, I had miscalculated the estimated time
needed to complete a project assigned to me, which resulted in a chain of miscommunications.
It taught me that deadlines are to be respected.”
Q6 − Describe a time when you delegated tasks to team-mates.
Questions about managing teams are not asked only in managerial jobs. Employers want to
see managerial skills in their employees. They want people in their team who can motivate
others and accomplish a task in a given time-frame. The best way to answer such questions
will be to base your answer on capability, experience, task force, etc.
For example − “Based on their individual strengths, I delegated the complex algorithm-
writing tasks to Tarun, as he has more experienced than the others. I asked Rohan to handle
data check, as he was very accurate in his testing skills. I handled QA, as I had maximum
experience in Quality Analysis.”
Q7 − Describe when you were blamed for somebody else’s mistake.
These types of questions are designed to check your personality and skills at handling stressful
situations. The standard rules of interviewing answers apply here too − no bad-mouthing ex-
employees or supervisors.
For example − “Once I was blamed for not taking a sufficiently-detailed survey in a locality,
which affected our sales figures for that month. Although I was not in the Marketing Analysis
team, I took a note of the issue and, without passing blame, politely passed it to the concerned
department.
Q8 − Describe a difficult situation that you faced and how you handled it.
When questions like these are asked, give an answer that portrays your ability to identify,
analyze, and solve problems.
For example − "We were getting a lot of complaints about the customers not getting the
deliveries on time. I met the Manager of Delivery Department and he told me that the problem
was acute during peak traffic hours. We both charted alternative routes with lesser traffic
congestion during peak hours, i.e., 5:00PM till 8:00PM. Due to our efforts, our complaint call
volume was reduced by 30%."
Q9 − Describe a new suggestion that you had made to your supervisor
The ability of being a self-starter who likes to explore suitable alternatives of arriving at a
solution and coming up with practical ideas are very important at any workplace.
For example − "Our Company had launched a new product and the Sales Team were getting
trained on it. We, being from the Orders Department, were not privy to the training. I requested
the Management to include us in the training team too, as that would help us understand the
orders and provide better solutions to customers.”
Q10 − Describe when you had to take a judgement on a difficult decision.
By asking this question, the interviewer is checking your ability to implement logical
decisions. You need to express your logical method of thinking out each step, calculating the
implementation with team-mates, weighing in alternatives, and choosing the best action route.
For example − "I was assigned the task of purchasing office equipment. We used to follow a
"purchase-per-month" mode of purchase and payment. I thought of opting for a bulk purchase
of six months, as I could hardly see the difference in payment in the per-month structure. Also,
by ordering in bulk, we could get discounts and freebies. We opted for a bulk purchase in
January, which proved to be a wise decision, as the prices of electronic goods increased by
15% with the new budget."

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