1) How do you handle the pressure?
I stay calm under pressure and handle it well. My complete focus is on the job done. I will break the job on basis of urgency & importance and set priorities accordingly.
2) How do you motivate yourself?
I am very self-motivated. I enjoy my work & give small rewards to myself for completing the work. With my passion being the work that I do, I am always giving my full potential to all my tasks.
3) Why are you leaving your current position?
There isn’t much growth opportunity at my current workplace, and I’m ready for a new challenge.
4) What is the most challenging thing about being a manager?
The most challenging thing about being a manager is also the most rewarding. It is easy to handle your performance, however, as a manager, you are responsible for your teams.
So you must continually measure their performance, set clear expectations, and goals, motivate them, and keep them focused. It is a great feeling to be able to accomplish this.
5) How do you manage your workload?
I prioritize my task by what is most important and urgent to least important and urgent. If there are some tasks that I can assign to others, I will also delegate.
6) What kind of work environment do you prefer?
I am flexible in my work environment. I can adapt according to almost any situation.
7) Do you take your work home with you?
I know the importance of getting work done promptly. So when I need to, I will take work home with me if needed.
8) Why did you apply for this position?
I wanted to join a company like ABC that values its employees and helps them achieve their potential. This position is a great fit for my current skills, so I will be able to contribute to the company immediately. There is also an opportunity to continue to develop my abilities to the next level and help in the company’s continued success.
9) What are the qualities of a successful manager?
A successful manager must also be a leader because that is how you can motivate and influence your employees to perform at their peak ability. A manager must also have the vision to take the team and company.
10) How do you motivate your employees in tough times?
I believe that as a leader, I have to be the one who is constantly driving an atmosphere of positivity and focus. I make sure that I am acting and saying positive things about my employees. I remind them daily of the goals and celebrate as we accomplish them.
11) How do you delegate an important assignment to others while ensuring that it will be completed successfully?
I try to match up the strengths of my employees with the task or if it is something they are learning. If it is the latter, I will provide support and check-in to ensure that it’s completed correctly. With an employee that is strong in the task, I will check in periodically. Either way, I set up milestones for the employee to let me know how they are progressing.
12) Do you have an example of when you motivated your staff using a reward?
I communicated the reward and the goal to the staff and ensured they understood how to win the reward. Then daily, each employee had to keep track of their progress with the rest of the team. That kept each member personally accountable for the reward. This gave an additional motivational piece for them to complete the goal.
13) What are some of your weaknesses?
I have started multiple projects at one time. I know that it is more productive to complete one task at a time. So anytime I catch myself doing this, I take a step back and prioritize my work.
14) Why should we hire you?
You need a manager who is confident, goal-driven, and can motivate your team. I have those qualities and will be able to take the team to the next level that your organization needs.
15) How would you go about delivering bad news or a decision that will not be popular?
I would state the news, and the reasons behind the news/decision, and I would focus on the positives. I would also take time to ask questions or feedback and answer accordingly.
16) How do you establish rapport with a new employee?
I will have an initial one on one meeting with the new employee to let them know what my expectations are and also learn about how they like to be managed. That’s a way I will understand how to be effective when I communicate with them.
17) How do you go about coaching an employee who is not performing where they need to be?
I will go over what the expectation of their performance is and show them where they are currently at. I will ask them what they think they can do to help improve their performance. Depending on what their response is, I will offer additional suggestions and reinforce my confidence that their performance will improve if they take suggested actions. At the end of the conversation, I would set the expectation that their performance must improve.
18) A high-performing employee has recently been underperforming. How would you deal with the situation?
I would show them their performance history so they can see the drop in their performance. I would then ask them why it has changed. I would reaffirm my commitment to helping the employee get back on track and offer actionable steps. I would ask for the employee’s input as well and draw an action plan for improvement based on this.
19) When you enter a new workplace with new employees, how would you go about gaining rapport with them?
I would meet them all on a one-on-one basis as soon as possible. I would use that time to get to know each employee individually. I would ask them what their strengths are and what they want out of the manager. That way I can adjust my style to each employee accordingly.
20) How do you handle conflict with two employees?
I would diffuse the situation by speaking to each employee individually about the situation. After understanding each side, I will find some mutual solutions for the conflict. Then I bring both employees together and mediate a resolution.
21) How do you handle failure?
I take failure as a learning experience. I go back and understand why I failed. That way I can ensure that I don’t make the same mistakes again.
22) How would you go about disciplining a continually underperforming employee?
I would have allowed them to improve their performance first and set those expectations. In this conversation, I would also ensure they understand what will happen if they do not improve their performance.
However, if they are still underperforming, I would refer to the guidelines of the organization first to take the necessary action steps. Then I would meet with the employee and show them how they have not been performing.
I would tie that to the action steps that are necessary from this point. We would then set expectations and a plan to improve performance. If the performance issues continue, then we will continue the disciplinary steps.
23) How do you evaluate what success is?
At work, I evaluate success by meeting the goals that have been set forth by my leaders and team.
24) What are your goals for the future if you are hired by this company?
To continue learning and take on additional responsibilities. I see myself contributing as much value as I can.
25) How would you go about disagreeing with your supervisor about a decision that you know is not the right one?
I always build a strong working relationship with my supervisor so, in situations like these where I have a different opinion, I can openly speak to them. I would stick to the facts. I explain the implications of that decision to my supervisor. Then I would help come up with alternatives.
26) How do you show confidence in your employee’s ability when you assign them a task?
When I delegate the task, I talk about, how I thought that they were the best person to handle this task. I give them all the resources they need to achieve success. I follow up and set deadlines as well. During these follow-ups and deadlines, I make sure to show my confidence in the person in their progress.
27) An employee wants a promotion, however, he or she is not qualified for the new position. How would you have the conversation with the employee?
I would sit them down and let them know what the qualifications are for the position and explain the reasons why they are not ready for the position. Then we would work with the employee to put together an action plan that will help them work on the skills they would need for the position. I would regularly check on how they are progressing to ensure they are on the right track.
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How do you handle conflict within your team and ensure effective communication?
Encourage open and honest communication: Encourage team members to speak up and express their opinions and concerns openly and honestly. This can help to prevent misunderstandings and issues from escalating into larger conflicts.
Establish ground rules for communication: Set clear guidelines for how team members should communicate with each other, such as respecting each other's viewpoints and avoiding personal attacks.
Encourage active listening: Encourage team members to listen actively and attentively to each other, rather than simply waiting for their turn to speak. This can help to foster a sense of understanding and respect among team members.
Use mediation or outside help: If conflicts cannot be resolved internally, consider bringing in a mediator or outside facilitator to help facilitate resolution.
Encourage regular check-ins: Regular team meetings or check-ins can be a helpful way to address any potential issues or conflicts before they escalate.
How do you motivate and engage your team members to achieve their goals?
Clearly communicate expectations: Make sure team members understand what is expected of them and how their work contributes to the overall goals of the team or organization.
Set specific, measurable, achievable, relevant, and time-bound (SMART) goals: Setting clear, specific goals can help to focus team members' efforts and provide a sense of direction and purpose.
Provide resources and support: Make sure team members have the resources and support they need to be successful, such as access to training or necessary equipment.
Offer feedback and recognition: Provide timely and specific feedback to team members on their performance, and recognize and reward their achievements.
Foster a positive team culture: Create an environment that is positive, supportive, and inclusive, and encourage teamwork and collaboration.
Offer opportunities for growth and development: Provide opportunities for team members to learn and grow, such as through training or taking on new challenges.
How do you handle difficult team members or situations that require difficult conversations?
Stay calm and professional: It's important to remain calm and composed, even in difficult situations. This will help to deescalate any tension and allow you to think more clearly about how to handle the situation.
Identify the root cause of the issue: Try to understand the underlying cause of the difficulty, whether it's a misunderstanding, a misalignment of expectations, or something else. This can help you to determine the best course of action.
Communicate openly and honestly: Be open and honest in your communication with the team member, and try to listen actively to their perspective. Avoid attacking or blaming them, and instead focus on finding a solution to the issue.
Set clear expectations and boundaries: Make sure team members understand what is expected of them, and be clear about any consequences for not meeting those expectations.
Seek outside help if needed: If the situation is particularly difficult or complex, consider seeking outside help, such as a mediator or HR representative.
How do you prioritize tasks and delegate responsibilities to your team?
Clearly communicate goals and priorities: Make sure team members understand the overall goals and priorities of the team or organization, and how their work fits into that big picture.
Use a task management system: Implement a task management system, such as a project management tool or a Kanban board, to help prioritize and track tasks and progress.
Assess each team member's skills and strengths: Consider each team member's skills, experience, and interests when delegating tasks, and try to match tasks to their strengths.
Set clear expectations and deadlines: Make sure team members understand what is expected of them, and provide clear deadlines for completing tasks.
Provide support and resources: Make sure team members have the resources and support they need to complete their tasks effectively.
Regularly review and assess progress: Regularly review and assess team members' progress to ensure tasks are being completed efficiently and effectively.
How do you handle change and adapt to new situations or projects?
Keep an open mind: Be open to new ideas and approaches, and be willing to consider different ways of doing things.
Communicate openly and transparently: Communicate openly and transparently with team members about changes and new projects, and make sure they understand the reasons for the changes.
Encourage flexibility and adaptability: Encourage team members to be flexible and adaptable, and provide them with the resources and support they need to be able to respond to change effectively.
Set clear goals and expectations: Set clear goals and expectations for new projects or situations, and make sure team members understand what is expected of them.
Provide support and training: Provide support and training to team members as needed to help them adapt to new situations or technologies.
How do you measure the success of your team and individual team members?
Set clear goals and expectations: Set clear goals and expectations for the team and individual team members, and make sure they understand what is expected of them.
Use metrics and data: Use metrics and data, such as key performance indicators (KPIs) or performance reviews, to measure the success of the team and individual team members.
Encourage feedback and self-assessment: Encourage team members to provide feedback on their own performance and to self-assess their progress towards meeting their goals.
Provide regular feedback: Provide regular feedback to team members on their performance, both positive and constructive.
Can you provide an example of a time when you had to make a difficult decision as a manager, and how you approached it?
Gather all relevant information: The leader might gather information about the team member's performance, such as feedback from other team members, performance reviews, and any past efforts to provide support or coaching.
Consider the potential consequences: The leader might consider the potential consequences of each potential decision, such as the impact on the team and the potential risks or benefits of each option.
Consult with others: The leader might consult with other team members or stakeholders, such as HR or a mentor, to get additional perspective and advice.
Make a decision and communicate it: Based on all of the available information and input, the leader might make a decision and communicate it to the team member and any relevant stakeholders.
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HR Round
Tell me about yourself
I am an energetic person, an effective communicator, and a quick learner.
I think one of my greatest strengths is that I am a great team player. I am also a self-motivated and quick learning individual. Whatever task that I set to do, I always give my best and complete it diligently(doing it thoroughly and well) well in advance.
The reason I am looking for change is that I feel like now is the time to expand my horizon. I have worked in my current company for quite a long time and while I am grateful for all the opportunities that were presented to me there, I want to go beyond my current role here,and take up challenging roles and I believe that your company will be the perfect place for me to push and grow myself as an individual.
Tell me about the gap in your resume.
I spent two years after 12 th to prepare for RPET. It took 7 years to complete degree due to an unforeseen events i.e. due to health issues .. loosing family memeber.
There is also a gap of an year in between my first job and second job due to budget and management constraints.
How would you rate yourself ?
I would like to rate myself an 8/10 because I know that no one is perfect and there is always a scope for learning and improvement. Continuous learning is the most fundamental part of personal and professional growth.
What is your biggest achievement so far?
My biggest achievement so far is able to successfully lead the team for last 2 years.
After working for four years I got the opportunity to lead the team and take up role of Team Lead.
Where do you see yourself in 5 years?
Over 5 years, I would love to utilize all the opportunities that this company provides me to learn by utilizing the internal and external training programs.
I would like to take different challenging roles in different technology to enhance my technical growth.
Why should we hire you?
I am a self-motivated and very open-minded person who can learn very fast. Looking at the job description and my experience in the field of networking,I am confident that I am very much suitable for this role.
I enjoy solving problems and I am a great team player. I also believe that my values are aligned with this company’s values. I think this position will support my interest and also give me interesting and exciting opportunities to contribute to the growth of this organization. I am very much excited about this opportunity.
How do you deal with criticism?
I am always enthusiastic about learning new things and during the process, I might tend to make mistakes. If someone provides me with constructive criticism, I am always open to it and I will work on correcting myself and learn from my mistakes. This would help me grow and move forward.
If the feedback is negative, then I am mature enough to ignore the feedback and continue working on doing my job to the best of my capabilities.
What Are These Behavioural Questions ?
These questions are mostly of the format “Tell me about a time…” where you would be asked to share your experience based on certain scenarios which would help the interviewer judge how well you handled various work situations thereby reflecting your skills, capacity, and personality.
Always answer such types of questions using the STAR format to provide structured answers.
Situation: What was the situation/event?
Task: What were the tasks involved in the above-mentioned situation?
Action: What did you do to complete the goal?
Result: What was the result of the actions? This is the most important part which conveys if you were successful or not.
Tell me about a time when you were not satisfied with your performance?
When I initially joined my job right after college, there was a point where I was constantly becoming dependent on the team members to get work done. I did not like this as I wanted to carry out my responsibilities in an independent manner along with working in a team.
I started upgrading my skill through online platform so that I could work more independently with minimum dependency.
Tell me about a time when you were made to work under close supervision.
In my previous job, I was working under the close supervision of my manager. It felt very overwhelming as the manager watched everything that I do throughout the day and I felt like he/she was virtually sitting by me at all times.
I was uncomfortable with this because of the constant pressure involved. But then, I found out that the manager did not trust me enough to do my job alone as I was very new to it. So I worked on building her trust by working very diligently without any complaints in the projects and once I felt the manager was convinced of my abilities, I discussed with her to hand me a project which didn’t involve such close supervision.
Was there any point in your career where you made any mistake? Tell me about it.
I remember an instance when I joined my first company. I was asked to work on two projects simultaneously and I accepted it even though I knew I would not be able to handle it. I did not want to tell my manager that I cannot handle it as I did not want him to think less of me.
I was not supposed to tell either of clients that I was working on another project which caused me double stress due to which I was not able to meet the deadlines for the assignments.
I realized I should have clearly communicated this with my manager and then my manager understood the situation and allocated a new resource to work with me to complete the project delivery. I learned the importance of keeping my supervisors updated with any task and being open to them if I am facing any roadblocks
What would you do if you were working under a bad boss?
Firstly, before jumping to the conclusion that my boss is bad, I will try my best to understand his personality and get to know what their problem is. If I find my boss to be aggressive, then I will make note of the things that would make him angry and will work on avoiding that. I will also try asking my colleagues how they have worked on dealing with him. If things get worse, I will contact HR to get a solution regarding this.
What would you prefer - being liked or being feared?
Honestly, I prefer to be well respected in my organization. Fear does not command respect. I want to be in such a way that my team members will not hesitate to reach out to me for anything.
How long do you think you will be working for us if you are hired?
I am planning to be in this company for a very long time as long as I am being valued and respected for my work and as long as the management sees me as an asset.
What is your current salary?
I am not allowed to disclose my current salary information as my employer considers it confidential information and I am bound to that agreement. However, if you share the range that you would be provided for this position, I can let you know if my salary is in that range. Or I can also give a salary range that is based on my research of the company and based on my skills.
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