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Tuesday, May 27, 2008

Trimming in 10 steps

You probably hear it a lot, casually thrown around in your gym, the fact that, "Weight loss is all about revving up the metabolism". Your body's physical shape is very closely connected to its rate of metabolism, which simply refers to all of the body's physical and chemical processes that use energy.

"It's calculated as a basal metabolic rate (BMR), which is the number of calories your body burns per day at rest," says clinical nutritionist, Dr Nupur J Krishnan. Metabolism varies vastly from person to person, depending on factors like age, sex and weight.

"The normal BMR range is 1,200-1,300 for women and 1,400-1,600 for men. People with a sluggish metabolism may find it difficult to lose weight," adds Dr Krishnan.

If your doctor finds your metabolism slower than normal and you're having a hard time losing weight, here are 10 tips from the pros on how to speed up the burner. Build muscle The body burns more calories in maintaining muscle tissue than it does with fat.

Regular cardiovascular exercise that trims fat, and weight training that helps build muscle mass will definitely rev up your metabolism. "Weight training is the best way to raise your metabolic rate and burn more calories.

It adds to your overall weight loss - the more lean muscle tissue there is, the more calories the body burns at rest," says fitness expert Leena Mogre. "Weight training causes muscles to breakdown and then rebuild themselves better when you're resting, which increases muscle mass, which in turn increases metabolic rate," says Ritesh Patil, fitness consultant and operations manager, Sykz Gym.

Aerobic exercise Any form of cardiovascular exercise raises the body's BMR for over an hour or so after the workout. "People with very sluggish metabolism are often advised more cardiovascular workouts to increase their rate of burn," says Mogre.

Small, frequent meals You stimulate your metabolism every time you eat. So six small meals a day will actually help you burn more calories than three large ones.

The body utilises multiple packets of nutrients in smaller meals much better than it does a single load of nutrients from one large meal. "Keeping up this eating pattern will boost your BMR in the long run," says Mogre.

Never skip breakfast It's the first meal of the day when you literally break your fast after eight to 10 hours of sleep, so a good breakfast provides a critical energy surge as you begin your day. "A proper breakfast also keeps your energy levels high throughout the day," says Anjum Shaikh, chief nutritionist, Sykz Gym.

Skipping breakfast could actually leave you piled with extra kilos of fat. "If you starve yourself in the morning, the signal that your body gets is that food supplies are low and whatever meal comes in next has to be stored as fat.

Starving yourself for too long also leads to muscle breakdown," says Mogre. Don't cut off carbohydrates The first thing most of us do to lose weight is cut down on carbohydrate or starchy food.

Bread, pastries, pastas become off limits. "But drastically reducing carbohydrate intake can reduce the body's metabolic rate.

You have to eat enough carbohydrates to keep your metabolism high. And cutting carbohydrates totally is never a good idea," says Shaikh.

Pack in the proteins Protein-rich foods like egg whites, chicken, fish, dal, and sprouts don't directly cause your metabolism to shoot up. "But protein and calcium absorbed by the body through milk and milk products will help strengthen your bones, increase your lean body mass, and thus your BMR," says Shaikh.

Managing thyroid trouble Improper functioning of the thyroid gland, which manages your body's metabolism, can slow down weight loss. "People with hypothyroidism don't produce enough thyroid hormone, which leaves them with a slow metabolism.

But it's not impossible for them to increase their metabolism," says Dr Krishnan. Eating right is critical.

"Avoid foods like cabbage, cauliflower, Brussels sprouts, turnip, broccoli, soyabeans and tofu. These are rich in goitrogens, a substance that interferes with the functioning of the thyroid gland.

Those suffering from hypothyroidism should especially avoid these foods," says Shaikh. Drink lots of water Water is directly involved in the metabolism process and the more you have of it, the higher your BMR.

But that doesn't mean indiscriminately gulping down 10-12 glasses per day. "It's no longer a blanket rule applied to everyone.

If you sit at a desk in an air-conditioned space, you don't need 12 glasses of water a day, simply because there's hardly any loss of water due to sweating. Up to eight glasses a day is good enough to keep your metabolism running," says Dr Krishnan.

Trim the trans fat The reason is simple. Too much fat or oil intake increases the body's fat percentage, which slows down metabolism.

"Avoid junk food and oily snacks - they only make your system sluggish and lower your metabolism," says Shaikh. Metabolism boosters Complex carbohydrates and high-fibre vegetables and cereals burn more calories than simple carbohydrates and are more likely to get your metabolism going than a large serving of French fries.

"Eat lots of coloured vegetables like carrots, tomatoes, red and yellow capsicum. These are rich in anti-oxidants and phytochemicals that help the fat burning process," says Dr Krishnan.

To calculate your BMR, go to www.bmi-calculator.

net/bmr-calculator .

FAMOUS Motivational quotes

Swami Vivekananda: “We are responsible for what we are, and whatever we wish ourselves to be, we have the power to make ourselves. If what we are now has been the result of our own past actions, it certainly follows that whatever we wish to be in future can be produced by our present actions; so we have to know how to act.”

Mahatma Gan-dhi:“The difference between what we do and what we are capable of doing would suffice to solve most of the world's problems”

Abraham Lincoln: It is true that you may fool all the people some of the time; you can even fool some of the people all the time; but you can't fool all of the people all the time.

Bill Clinton: As we have throughout this century, we will lead with the power of our example, but be prepared, when necessary, to make an example of our power.

John F. Kennedy: Mankind must put an end to war or war will put an end to mankind.

Software Development Cycle

1. Programmer produces code he believes is bug-free.
2. Product is tested. 20 bugs are found.
3. Programmer fixes 10 of the bugs and explains to the testing department that the other 10 aren't really bugs.
4. Testing department finds that five of the fixes didn't work and discovers 15 new bugs.
5. Repeat three times steps 3 and 4.
6. Due to marketing pressure and an extremely premature product announcement based on overly-optimistic programming schedule, the product is released.
7. Users find 137 new bugs.
8. Original programmer, having cashed his royalty check, is nowhere to be found.
9. Newly-assembled programming team fixes almost all of the 137 bugs, but introduce 456 new ones.
10. Original programmer sends underpaid testing department a postcard from Fiji. Entire testing department quits.
11. Company is bought in a hostile takeover by competitor using profits from their latest release, which had 783 bugs.
12. New CEO is brought in by board of directors. He hires a programmer to redo program from scratch.
13. Programmer produces code he believes is bug-free...

Tuesday, May 20, 2008

Questions to ask when tech recruiter calls

  1. How did you find me?
  2. Is this a retainer or contingency assignment?
  3. Are you dealing with the client’s HR people, or do you have direct contact with the hiring manager?
  4. How long has the client been with you?
  5. How many candidates have you placed with this client?
  6. When will I find out the name of the principal or client company?
  7. May I have a written job description?
  8. Where is the position located?
  9. Where is the company headquartered?
  10. To whom does the position report?
  11. Can you tell me about this executive’s management style?
  12. Why is the position open?
  13. What happened to the person who previously held this position?
  14. Is this a new position?
  15. How long has the position been open?
  16. How long have you been working on the assignment?
  17. What does the position pay?
  18. Are here any pay or compensation constraints that I should take into consideration?
  19. What can you tell me about the person who will be interviewing me?
  20. What is his or her position, title, management style?
  21. Who will make the final hiring decision?
  22. After you present my resume, when can I expect to hear from you regarding the status of this position?
  23. Can you describe, specifically, how the company navigates/balances work? and personal-life issues?
  24. What might I do that would violate the culture of the company during my interview?

SAP Interview Questions

  1. What is ERP? - ERP is a package with the techniques and concepts for the integrated management of business as a whole, for effective use of management resources, to improve the efficiency of an enterprise. Initially, ERP was targeted for manufacturing industry mainly for planning and managing core business like production and financial market. As the growth and merits of ERP package ERP software is designed for basic process of a company from manufacturing to small shops with a target of integrating information across the company.
  2. Different types of ERP? - SAP, BAAN, JD Edwards, Oracle Financials, Siebel, PeopleSoft. Among all the ERP’s most of the companies implemented or trying to implement SAP because of number of advantages aver other ERP packages.
  3. What is SAP? - SAP is the name of the company founded in 1972 under the German name (Systems, Applications, and Products in Data Processing) is the leading ERP (Enterprise Resource Planning) software package.
  4. Explain the concept of “Business Content” in SAP Business Information Warehouse? - Business Content is a pre-configured set of role and task-relevant information models based on consistent Metadata in the SAP Business Information Warehouse. Business Content provides selected roles within a company with the information they need to carry out their tasks. These information models essentially contain roles, workbooks, queries, InfoSources, InfoCubes, key figures, characteristics, update rules and extractors for SAP R/3, mySAP.com Business Applications and other selected applications.
  5. Why do you usually choose to implement SAP? - There are number of technical reasons numbers of companies are planning to implement SAP. It’s highly configurable, highly secure data handling, min data redundancy, max data consistency, you can capitalize on economics of sales like purchasing, tight integration-cross function.
  6. Can BW run without a SAP R/3 implementation? - Certainly. You can run BW without R/3 implementation. You can use pre-defined business content in BW using your non-SAP data. Here you simply need to map the transfer structures associated with BW data sources (InfoCubes, ODS tables) to the inbound data files or use 3rd part tool to connect your flat files and other data sources and load data in BW. Several third party ETL products such as Acta, Infomatica, DataStage and others will have been certified to load data in BW.
  7. What is IDES? - International Demonstration and Education System. A sample application provided for faster learning and implementation.
  8. What is WF and its importance? - Business Work Flow: Tool for automatic control and execution of cross-application processes. This involves coordinating the persons involved, the work steps required, the data, which needs to be processed (business objects). The main advantage is reduction in throughput times and the costs involved in managing business processes. Transparency and quality are enhanced by its use.
  9. What is SAP R/3? - A third generation set of highly integrated software modules that performs common business function based on multinational leading practice. Takes care of any enterprise however diverse in operation, spread over the world. In R/3 system all the three servers like presentation, application server and database server are located at different system.
  10. What are presentation, application and database servers in SAP R/3? - The application layer of an R/3 System is made up of the application servers and the message server. Application programs in an R/3 System are run on application servers. The application servers communicate with the presentation components, the database, and also with each other, using the message server. All the data are stored in a centralized server. This server is called database server.
  11. What should be the approach for writing a BDC program? - Convert the legacy system data to a flat file and convert flat file into internal table. Transfer the flat file into sap system called “sap data transfer”. Call transaction(Write the program explicitly) or create sessions (sessions are created and processed ,if success data will transfer).
  12. Explain open SQL vs native SQL? - ABAP Native SQL allows you to include database-specific SQL statements in an ABAP program. Most ABAP programs containing database-specific SQL statements do not run with different databases. If different databases are involved, use Open SQL. To execute ABAP Native SQL in an ABAP program, use the statement EXEC. Open SQL (Subset of standard SQL statements), allows you to access all database tables available in the R/3 System, regardless of the manufacturer. To avoid conflicts between database tables and to keep ABAP programs independent from the database system used, SAP has generated its own set of SQL statements known as Open SQL.
  13. What are datasets? - The sequential files (processed on application server) are called datasets. They are used for file handling in SAP.
  14. What are internal tables check table, value table, and transparent table? - Internal table: It is a standard data type object, which exists only during the runtime of the program. Check table: Check table will be at field level checking. Value table: Value table will be at domain level checking ex: scarr table is check table for carrid. Transparent table: - Exists with the same structure both in dictionary as well as in database exactly with the same data and fields.
  15. What are the major benefits of reporting with BW over R/3? Would it be sufficient just to Web-enable R/3 Reports? - Performance — Heavy reporting along with regular OLTP transactions can produce a lot of load both on the R/3 and the database (cpu, memory, disks, etc). Just take a look at the load put on your system during a month end, quarter end, or year-end — now imagine that occurring even more frequently. Data analysis — BW uses a Data Warehouse and OLAP concepts for storing and analyzing data, where R/3 was designed for transaction processing. With a lot of work you can get the same analysis out of R/3 but most likely would be easier from a BW.
  16. How can an ERP such as SAP help a business owner learn more about how business operates? - In order to use an ERP system, a
    business person must understand the business processes and how they work together from one functional area to the other. This knowledge gives the student a much deeper understanding of how a business operates. Using SAP as a tool to learn about ERP systems will require that the
    people understand the business processes and how they integrate.
  17. What is the difference between OLAP and Data Mining? - OLAP - On line Analytical processing is a reporting tool configured to understand your database schema ,composition facts and dimensions . By simple point-n-clicking, a user can run any number of canned or user-designed reports without having to know anything of SQL or the schema. Because of that prior configuration, the OLAP engine “builds” and executes the appropriate SQL. Mining is to build the application to specifically look at detailed analyses, often algorithmic; even more often misappropriate called “reporting.
  18. What is “Extended Star Schema” and how did it emerge? - The Star Schema consists of the Dimension Tables and the Fact Table. The Master Data related tables are kept in separate tables, which has reference to the characteristics in the dimension table(s). These separate tables for master data is termed as the Extended Star Schema.
  19. Define Meta data, Master data and Transaction data - Meta Data: Data that describes the structure of data or MetaObjects is called Metadata. In other words data about data is known as Meta Data. Master Data: Master data is data that remains unchanged over a long period of time. It contains information that is always needed in the same way. Characteristics can bear master data in BW. With master data you are dealing with attributes, texts or hierarchies. Transaction data: Data relating to the day-to-day transactions is the Transaction data.
  20. Name some drawbacks of SAP - Interfaces are huge problem, Determine where master data resides, Expensive, very complex, demands highly trained staff, lengthy implementation time.
  21. What is Bex? - Bex stands for Business Explorer. Bex enables end user to locate reports, view reports, analyze information and can execute queries. The queries in workbook can be saved to there respective roles in the Bex browser. Bex has the following components: Bex Browser, Bex analyzer, Bex Map, Bex Web.
  22. What are variables? - Variables are parameters of a query that are set in the parameter query definition and are not filled with values until the queries are inserted into workbooks. There are different types of variables which are used in different application: Characteristics variables, Hierarchies and hierarchy node, Texts, Formulas, Processing types, User entry/Default type, Replacment Path.
  23. What is AWB?. What is its purpose? - AWB stands for Administrator WorkBench. AWB is a tool for controlling, monitoring and maintaining all the processes connected with data staging and processing in the business information whearhousing.
  24. What is the significance of ODS in BIW? - An ODS Object serves to store consolidated and debugged transaction data on a document level (atomic level). It describes a consolidated dataset from one or more InfoSources. This dataset can be analyzed with a BEx Query or InfoSet Query. The data of an ODS Object can be updated with a delta update into InfoCubes and/or other ODS Objects in the same system or across systems. In contrast to multi-dimensional data storage with InfoCubes, the data in ODS Objects is stored in transparent, flat database tables.
  25. What are the different types of source system? - SAP R/3 Source Systems, SAP BW, Flat Files and External Systems.
  26. What is Extractor? - Extractors is a data retrieval mechanisms in the SAP source system. Which can fill the extract structure of a data source with the data from the SAP source system datasets. The extractor may be able to supply data to more fields than exist in the extract structure.

Questions to ask during HR interview

Usually by the end of the interview the HR person would ask you whether you have any questions. Under the stress of the job interview sometimes nothing comes to mind, but here’s a list of useful questions to ask.

  1. Why do you enjoy working for this company?
  2. What attracted you to this organization?
  3. Can you describe the work environment here?
  4. How do you describe the philosophy of the company or organization?
  5. What do you consider to be the organization’s strengths and weaknesses?
  6. Can you tell me more about my day-to-day responsibilities?
  7. How soon are you looking to fill this position?
  8. How do my skills compare with those of the other candidates you have interviewed?
  9. I have really enjoyed meeting with you and your team, and I am very interested in the opportunity. I feel my skills and experience would be a good match for this position. What is the next step in your interview process?
  10. Before I leave, is there anything else you need to know concerning my ability to do this job?
  11. In your opinion, what is the most important contribution that this company expects from its employees?
  12. Is there a structured career path at the company?
  13. What are my prospects for advancement? If I do a good job, what is a logical next step?
  14. Assuming I was hired and performed well for a period of time, what additional opportunities might this job lead to?
  15. Do the most successful people in the company tend to come from one area of the company, such as sales or engineering, or do they rise from a cross section of functional areas?
  16. I know that for the position for which I am interviewing, the company decided to recruit from outside the organization. How do you decide between recruiting from within and going outside?
  17. How does this position relate to the bottom line?
  18. What advice would you give to someone in my position?
  19. What major problems are we facing right now in this department or position?
  20. Can you give me a formal, written description of the position? I’m interested in reviewing in detail the major activities involved and what results are expected.
  21. Does this job usually lead to other positions in the company? Which ones?
  22. Can you please tell me a little bit about the people with whom I’ll be working most closely?
  23. As I understand the position, the title as ________, the duties are _______, and the department is called ________. I would report directly to __________. Is that right?
  24. Can you talk about the company’s commitment to equal opportunity and diversity?
  25. Who are the company’s stars, and how was their status determined?
  26. How are executives addressed by their subordinates?
  27. What can you tell me about the prevailing management style?
  28. If you hired me, what would be my first assignment?
  29. Does the company have a mission statement? May I see it? Does the company have a mission statement? May I see it?

Questions to ask your future boss and colleagues

Some job interviews result in meeting the group manager and team that you’ll be working for. Here’s a useful collection of questions to ask.

  1. Could you explain the company’s organizational structure?
  2. What is the organization’s plan for the next five years, and how does this department or division fit in?
  3. What specific skills from the person you hire would make your life easier?
  4. Will we be expanding or bringing on new products or new services that I should be aware of?
  5. What are some of the problems that keep you up at night?
  6. What are some of the skills and abilities you see as necessary for someone to succeed in this job?
  7. What would be a surprising but positive thing the new person could do in first 90 days?
  8. What challenges might I encounter if I take on this position?
  9. How does upper management perceive this part of the organization?
  10. What are your major concerns that need to be immediately addressed in this job?
  11. What do you see as the most important opportunities for improvement in the area I hope to join?
  12. What are the attributes of the job that you’d like to see improved?
  13. What are the organization’s three most important goals?
  14. What is your company’s policy on attending seminars, workshops, and other training opportunities?
  15. How do you see this position impacting the achievement of those goals?
  16. What is the budget this department operates with?
  17. What attracted you to working for this organization?
  18. What committees and task forces will I be expected to participate in?
  19. What have you liked most about working here?
  20. How will my leadership responsibilities and performance be measured? By whom?
  21. What are the day-to-day responsibilities I’ll be assigned?
  22. Are there any weaknesses in the department that you are particularly looking to improve?
  23. What are the department’s goals, and how do they align with the company’s mission?
  24. What are the company’s strengths and weaknesses compared with the competition? (name one or two companies)
  25. How does the reporting structure work here? What are the preferred means of communication?
  26. What goals or objectives need to be achieved in the next six months?
  27. Can you give me an ideal of the typical day and workload and the special demands the job has?
  28. This a new position. What are the forces that suggested the need for this position?
  29. What areas of the job would you like to see improvement in with regard to the person who was most recently performing these duties?
  30. From all I can see, I’d really like to work here, and I believe I can add considerable value to the company. What’s the next step in the selection process?
  31. How does this position contribute to the company’s goals, productivity, or profits?
  32. What is currently the most pressing business issue or problem for the company or department?
  33. Would you describe for me the actions of a person who previously achieved success in this position?
  34. Would you describe for me the action of a person who previously performed poorly in this position?
  35. How would you describe your own management style?
  36. What are the most important traits you look for in a subordinate?
  37. How do you like your subordinates to communicate with you?
  38. What personal qualities or characteristics do you most value?
  39. Could you describe to me your typical management style and the type of employee who works well with you?
  40. Corporate culture is very important, but it’s usually hard to define until one violates it. What is one thing an employee might do here that would be perceived as a violation of the company’s culture?
  41. How would you characterize the organization? What are its principal values? What are its greatest challenges?
  42. How would you describe the experience of working here?
  43. If I were to be employed here, what one piece of wisdom would you want me to incorporate into my work life?
  44. What are a couple of misconceptions people have about the company?
  45. Work-life balance is an issue of retention as well as productivity.
  46. Can you talk about your own view of how to navigate the tensions between getting work done and encouraging healthy lives outside the office?
  47. How does the company support and promote personal and professional growth?
  48. What types of people seem to excel here?
  49. Every company contends with office politics. It’s a fact of life because politics is about people working together. Can you give me some exams of how politics plays out in this company?
  50. What have I yet to learn about this company and opportunity that I still need to know?
  51. I’m delighted to know that teamwork is highly regarded. But evaluating performance of teams can be difficult. How does the company evaluate team performance? For example, does it employ 360-degree feedback programs?
  52. What are the organization’s primary financial objectives and performance measures?
  53. What operating guidelines or metrics are used to monitor the planning process and the results?
  54. To what extent are those objectives uniform across all product lines?
  55. How does the company balance short-term performance versus long-term success?
  56. What kinds of formal strategic planning systems, if any, are in place?
  57. Can you describe the nature of the planning process and how decisions concerning the budgeting process are made?
  58. Can you identify the key corporate participants in the planning process?
  59. How often and in what form does the company report its results internally to its employees?
  60. In the recent past, how has the company acknowledged and rewarded outstanding performance?
  61. What are the repercussions of having a significant variance to the operating plan?
  62. Are budgeting decisions typically made at corporate headquarters, or are the decisions made in a more decentralized fashion?
  63. I’m glad to hear that I will be part of a team. Let me ask about reward structures for teams. Does the company have a formal team-based compensation process?
  64. Is the company more of an early adapter of technology, a first mover, or is it content to first let other companies work the bugs out and then implement a more mature version of the technology?
  65. How does the company contribute to thought leadership in its market?
  66. How advanced is the company’s commitment to knowledge management?
  67. I was pleased to hear you describe the company’s branding strategy.
  68. How does branding fit into the overall marketing mix?
  69. How does this position contribute to the company’s goals, productivity, or profits?
  70. According to (name source), your principal competitor, Brand X, is the best-selling product in the space. What does Brand X do better than your product?
  71. Business Week magazine ranks the company second (or whatever) in its industry. Does this position represent a change from where it was a few years ago?
  72. How accessible is the CEO (name him or her) to people at my level of the organization?
  73. Does the CEO (name him or her) publish his or her email address?
  74. I understand that the CEO is really approachable. Are there ground rules for approaching him or her?
  75. Staff development is mentioned in your annual report as a measure on which executives are evaluated. What kinds of training experiences might I expect?
  76. Is the department a profit center?
  77. Can you please tell me about the people who will look to me for supervision?
  78. Would I encounter any coworker or staff person who’s proved to be a problem in the past?
  79. What happened to the person who previously held this job?
  80. The incumbent was dismissed? How could the problems have been avoided?
  81. The incumbent was promoted? I’m delighted to hear it. Would it be possible for me to talk to him or her?
  82. What is the company customer-service philosophy?
  83. Could you tell me about a time when the team/company went out of its way to provide knock-your-socks-off service?
  84. The best companies rely on rich customer data to fuel personalized content and services. How is the company doing in personalizing its offerings?
  85. Customers are expecting companies to protect their data. Does the company have a privacy policy for its Web initiatives, and how does the company balance the momentum for ever-increasing personalization with rising concerns for privacy?
  86. How empowered are employees? How much of the company’s money can your people (including the ones with single-digit pay grades) spend on their own recognizance to satisfy a customer or address a work-process issue?
  87. How often would I come into direct contact with real, living, breathing, paying customers?
  88. What are the success factors that will tell you if the decision to bring me on board was the right one?
  89. To make our working relationship successful - something we both want - we’ll need to be sure we have good chemistry together. How might we determine this, and then what action would you see us engage in to build that relationship?
  90. If you and I were developing some sort of philosophical difference, how would you want to go about resolving it?

Good questions to ask during management interview

  1. Could you please describe the management team to me?
  2. Does the company have a Net-use policy?
  3. Will I receive my assignments from IT or from the business unit?
  4. Do developers have little contact with the business unit or significant contact?
  5. Can you show or sketch me an organizational chart?
  6. If for any reason you were unable to function as CEO, how would you like to see the company managed?
  7. To whom does the chief information or technology officer report?
  8. How would you describe the degree to which you want your heirs to have strategic or operational influence in the company until one of them is ready to assume the role of COO or CEO?
  9. What are you hoping to accomplish, and what will be my role in those plans?
  10. May I see a job description? What are the most important responsibilities of the job?
  11. How much time should be devoted to each area of responsibility?
  12. What is my spending/budget authority?
  13. What initial projects would I be tackling?
  14. What are the biggest technical challenges ahead for this department/ company?
  15. Presuming that I’m successful on this assignment, where else might I be of service to the company?
  16. Traditionally, companies have used IT to reduce bottom-line costs. But
  17. I am excited about the use of IT to advance top-line opportunities such as creating new products and identifying new markets. Can you talk about how IT is used in this company to create top-line value?
  18. What structured strategies for software testing have you found effective here?
  19. Does the company use an IT steering committee?
  20. If you put all the salespeople in a line from your best to the merely acceptable performer, what are the earnings of the 50th percentile? The 25th? The 75th?
  21. Can you describe the performance of the sales team?
  22. What is the commission structure, and what is my earning potential in 1, 3, 5, or 10 years?
  23. What percentage of salespeople attain objectives?
  24. What percentage of the current people are above and below their set goals?

Questions to ask HR between the interviews

  1. How do you like me so far?
  2. Do you have any concerns about my ability to do the job and fit in?
  3. Is there anything standing in the way of us coming to an agreement?
  4. Do you have any concerns about my experience, education, skills?
  5. How do I compare with the other candidates you have interviewed?
  6. Describe your ideal candidate. What do my qualifications lack compared to those of the theoretical ideal candidate?
  7. I’m ready to make a decision based on the information I have. Is there anything else I can elaborate on so that you would have a better understanding of my qualifications and suitability for this position?
  8. Are there any areas in which you feel I fall short of your requirements?
  9. Can you give me any feedback that would make me more attractive to the company in the future or that I could benefit from next time?
  10. Is there anything else you need from me to have a complete picture of my qualifications?
  11. Is there anything personally or professionally that you believe would prevent my being a solid contributor in this role?
  12. Your search is over. You will not find anyone else more qualified to do this job than I. If I were you, I’d cancel all the other interviews and make me an offer.
  13. I’m not going to keep it a secret. I really want this job, and I know I will be fantastic in it.
  14. Until I hear from you again, what particular aspects of the job and this interview should I be considering?
  15. I know I can meet the demands of the position and would make an outstanding contribution. Can I have the offer?
  16. What will be your recommendation to the hiring committee?
  17. I’m ready to make a decision based on the information I have. Is there anything else you need to make me an offer?
  18. I am very interested in this job, and I know your endorsement is key to my receiving an offer. May I have your endorsement?
  19. It sounds to me as if we have a great fit here. What do you think?
  20. It has been an interesting and fruitful discussion. l would very much like to take it to the next step.

55 most frequently asked interview questions

Dan Johnston from the following list of frequently asked questions on a job interview, as well as advice on what to be prepared for.

  1. Tell me about yourself. Use “Picture Frame Approach”
Answer in about two minutes. Avoid details, don’t ramble. Touch on these four areas:
  • How many years, doing what function
  • Education – credentials
  • Major responsibility and accomplishments
  • Personal summary of work style (plus career goals if applicable)

Prepare in advance using this formula:

  1. “My name is…”
  2. “I’ve worked for X years as a [title]“
  3. “Currently, I’m a [title] at [company]“
  4. “Before that, I was a [title] at [company]“
  5. “I love the challenge of my work, especially the major strengths it allows me to offer, including [A, B, and C]“.
  6. Second, help the interviewer by focusing the question with a question of your own: “What about me would be most relevant to you and what this company needs?”
  1. Did you bring your resume?
Yes. Be prepared with two or three extra copies. Do not offer them unless you’re asked for one.
  1. What do you know about our organization?
Research the target company before the interview. Basic research is the only way to prepare for this question. Do your homework, and you’ll score big on this question. Talk about products, services, history and people, especially any friends that work there. “But I would love to know more, particularly from your point of view. Do we have time to cover that now?
  1. What experience do you have?
Pre-interview research and PPR Career will help you here. Try to cite experience relevant to the company’s concerns. Also, try answering this questions with a question: “Are you looking for overall experience or experience in some specific area of special interest to you?” Let the interviewer’s response guide your answer.
  1. According to your definition of success, how successful have you been so far?

(Is this person mature and self aware?)

Be prepared to define success, and then respond (consistent record of responsibility)
  1. In your current or last position, what were your most significant accomplishments? In your career so far?
Give one or two accomplishment statements
  1. Had you thought of leaving your present position before? If yes, what do you think held you there?
Refer to positive aspects of the job, advancement opportunities, and what you learned.
  1. Would you describe a few situations in which your work was criticized?
Give only one, and tell how you have corrected or plan to correct your work.
  1. If I spoke with your previous boss, what would he or she say are your greatest strengths and weaknesses?
Be consistent with what you think the boss would say. Position the weakness in a positive way (refer to #12)
  1. How would you describe your personality?
Keep your answer short and relevant to the job and the organization’s culture.
  1. What are your strong points?
Present three. Relate them to that particular company and job opening.
  1. What are your weak points?
Don’t say you have one, but give one that is really a “positive in disguise.” I am sometimes impatient and do to much work myself when we are working against tight deadlines.” Or “I compliment and praise my staff, but feel I can improve.”
  1. How did you do in school?

(Is the person motivated? What are his/her values, attitudes? Is there a fit?)

Emphasize your best and favorite subjects. If grades were average, talk about leadership or jobs you took to finance your education. Talk about extra-curricular activities (clubs, sports, volunteer work)
  1. In your current or last position, what features did you like most? Least?
Refer to your satisfiers for likes. Be careful with dislikes, give only one (if any) and make it brief. Refuse to answer negatively. Respond that you “like everything about my current position and have acquired and developed a great many skills, but I’m now ready for a new set of challenges and greater responsibilities.”
  1. What do you look for in a job?
Flip this one over. Despite the question, the employer isn’t really interested in what you are looking for. He’s interested in what he is looking for. Address his interests, rather than yours. Use words like “contribute,” “enhance,” “improve,” and “team environment.” Fit your answer to their needs Relate your preferences and satisfiers/dissatisfiers to the job opening.
  1. How long would it take you to make a meaningful contribution to our firm?
“Not long, because of my experience, transferable skills and ability to learn.”
  1. How long would you stay with us?
“As long as I feel that I’m contributing, and that my contribution is recognized. I’m looking to make a long term commitment.”
  1. If you have never supervised, how do you feel about assuming those responsibilities?
If you want to supervise, say so, and be enthusiastic.
  1. Why do you want to become a supervisor?
“To grow and develop professionally, to help others develop, to build a team and to share what I have learned.”
  1. What do you see as the most difficult task in being a supervisor?
“Getting things planned and done through others and dealing with different personalities.” Show how you have done this in the past.
  1. You’ve been with your current employer quite a while. Why haven’t you advanced with him?
Let’s assume the interviewer has a point here. That doesn’t mean you have to agree with the negative terms of the question. Answer: “What I like about my present position is that it’s both stable and challenging. But it’s true that I’ve grown about as much as I can in my current position. (This response also turns the issue of salary on its head, transforming it from What more can I get? to What more can I offer?)
  1. Why are you leaving your present position?
Never answer with negative reasons, even if they are true. However, some companies have financial problems which may preclude you from staying with them. Frame your answer positively by answering why you want to move to the target company instead of why you left or want to leave your most recent job. For example, instead of answering, “I don’t get enough challenges at [company],” respond, “I am eager to take on more challenges, and I believe I will find them at [hiring company]. ”I’m not unhappy (at my present employer). However, this opportunity seems to be particularly interesting and I am interested in pursuing it further. Never personalize or be negative. Keep it short, give a “group” answer (e.g. our office is closing, the whole organization is being reduced in size). Stick to one response; don’t change answers during the interview. When applicable; best response is: I was not on the market when PPR Career contacted me and explained what you are doing, it peaked my interest.
  1. Describe what would be an ideal working environment?
Team work is the key.
  1. How would you evaluate your present firm?
Be positive. Refer to the valuable experience you have gained. Don’t mention negatives.
  1. Do you prefer working with figures, or with words?
Be aware of what the job requires and position your answer in that context. In many cases it would be both.
  1. What kinds of people do you find difficult to work with?
Use this question as a chance to show that you are a team player: “The only people I have trouble with are those who aren’t team players, who just don’t perform, who complain constantly, and who fail to respond to any efforts to motivate them.” The interviewer is expecting a response focused on personality and personal dislikes. Surprise her by delivering an answer that reflects company values.
  1. How would your co-workers describe you?
Refer to your strengths and skills.
  1. What do you think of your boss?
If you like him or her, say so and tell why. If you don’t like him or her, find something positive to say.
  1. Why do you want to work in a company of this size. Or this type?
Explain how this size or type of company works well for you, using examples from the past if possible.
  1. If you had your choice of jobs and companies, where would you go?
Refer to job preferences. Say that this job and this company are very close to what best suits you.
  1. Why do you want to work for us?
You feel you can help achieve the companies objectives, especially in the short run. You like what you’ve learned about the company, its policies, goals and management: “I’ve researched the company and people tell me it’s a good place to work.”
  1. What was the last book you read? Movie you saw? Sporting event you attended?
Think this through. Your answer should be compatible with accepted norms.
  1. What are you doing, or what have you done to reach your career objectives?
Talk about formal courses and training programs.
  1. What was wrong with your last company?
Again, choose your words carefully. Don’t be negative. Say that no company is perfect, it had both strengths and weaknesses.
  1. What kind of hours are you used to working?

(Does the person match job and criteria?)

“As many hours as it takes to get the job done.”
  1. What would you do for us?
Relate past success in accomplishing the objectives which are similar to those of the prospective employer.
  1. What has your experience been in supervising people?
Give examples from accomplishments.
  1. Are you a good supervisor?
Draw from your successes. Yes, my people like and respect me personally and professionally. They often comment on how much they learn and develop under my supervision.
  1. Did you ever fire anyone? If so, what were the reasons and how did you handle it?
If you haven’t, say so, but add that you could do it, if necessary.
  1. How have you helped your company?
Refer to accomplishments.
  1. What is the most money you ever accounted for? Largest budget responsibility?
Refer to accomplishments. If you haven’t had budget responsibility, say so, but refer to an accomplishment that demonstrates the same skill.
  1. What’s the most difficult situation you ever faced on the job?
Remember, you’re talking to a prospective employer, not your best friend. Don’t dredge up a catastrophe that resulted in a personal or corporate failure. Be ready for this question by thinking of a story that has a happy ending – happy for you and your company. Never digress into personal or family difficulties, and don’t talk about problems you’ve had with supervisors or peers. You might discuss a difficult situation with a subordinate, provided that the issues were resolved inventively and to everyone’s satisfaction.
  1. Describe some situations in which you have worked under pressure or met deadlines?
Refer to accomplishments. Everyone has had a few of these pressure situations in a career. Behavior-related questions aim at assessing a candidate’s character, attitude, and personality traits by asking for an account of how the candidate handled certain challenging situations. Plan for such questions by making a list of the desirable traits relevant to the needs of the industry or prospective employer and by preparing some job-related stories about your experience that demonstrate a range of those traits and habits of conduct. Before answering the questions, listen carefully and ask any clarifying questions you think necessary. Tell your story and conclude by explaining what you intended your story to illustrate. Finally, ask for feedback: “Does this tell you what you need to know?”
  1. How do you handle rejection?
Rejection is part of business. People don’t always buy what you sell. The tick here is to separate rejection of your product from rejection of yourself: “I see rejection as an opportunity. I learn from it. When a customer takes a pass, I ask him what we could do to the product, price or service to make it possible for him to say yes. Don’t get me wrong: You’ve got to makes sales. But rejection is valuable, too. It’s a good teacher.”
  1. In your present position, what problems have you identified that had previously been overlooked?
Refer to accomplishments
  1. Give an example of your creativity.
Refer to accomplishments.
  1. Give examples of your leadership abilities.
Draw examples from accomplishments.
  1. What are your career goals?
Talk first about doing the job for which you are applying. Your career goals should mesh with the hiring company goals.
  1. What position do you expect to have in two years?
Just say you wish to exceed objectives so well that you will be on a promotable track.
  1. What are your objectives?

(How does the person handle stress? What is their confidence level?)

Refer back to question #48 on goals.
  1. Why should we hire you?
This may sound suspicious, negative, or just plain harsh. Actually, it’s a call for help. The employer wants you to help him/her hire you. Keep your response brief. Recap any job requirements the interviewer may have mentioned earlier in the interview, then, point by point, match your skills, abilities and qualifications to those items. Relate a past experience which represents success in achieving objectives which may be similar to those of the prospective employer.
  1. You may be over-qualified or too experienced for the position we have to offer.
“A strong company needs a strong person.” An employer will get faster return on investment because you have more experience than required.
  1. Why haven’t you found a new position before now?
“Finding the right job takes time. I’m not looking for just any job.”
  1. If you could start again, what would you do differently?
No need to be self-revealing. “Hindsight is 20/20; everyone would make some changes, but I’ve learned and grown from all my decisions.”
  1. How much do you expect if we offer this position to you?
Be careful. If you don’t know the market value, return the question by saying that you would expect a fair salary based on the job responsibilities, your experience and skills and the market value of the job. Express your interest in the job because it fits your career goals – Receptive to a reasonable and competitive offer – don’t talk $’s. It’s always best to put off discussing salary and let PPR Career handle that. ANSWER: I’m open to a competitive offer. I’d prefer to discuss the opportunity and allow my recruiter to handle any salary questions.

Interview questions for .NET

  1. What is a static class?
  2. What is static member?
  3. What is static function?
  4. What is static constructor?
  5. How can we inherit a static variable?
  6. How can we inherit a static member?
  7. Can we use a static function with a non-static variable?
  8. How can we access static variable?
  9. Why main function is static?
  10. How will you load dynamic assembly? How will create assesblies at run time?
  11. What is Reflection?
  12. If I have more than one version of one assemblies, then how will I use old version (how/where to specify version number?) in my application?
  13. How do you create threading in.NET? What is the namespace for that?
  14. What do you mean by Serialize and MarshalByRef?
  15. What is the difference between Array and LinkedList?
  16. What is Asynchronous call and how it can be implemented using delegates?
  17. How to create events for a control? What is custom events? How to create it?
  18. If you want to write your own dot net language, what steps you will you take care?
  19. Describe the diffeerence between inline and code behind - which is best in a loosely coupled solution?
  20. How dot net compiled code will become platform independent?
  21. Without modifying source code if we compile again, will it be generated MSIL again?
  22. How does you handle this COM components developed in other programming languages in.NET?
  23. How CCW (Com Callable Wrapper) and RCW (Runtime Callable Wrappers) works?
  24. What are the new thee features of COM+ services, which are not there in COM (MTS)?
  25. What are the differences between COM architecture and.NET architecture?
  26. Can we copy a COM dll to GAC folder?
  27. What is Shared and Repeatable Inheritance?
  28. Can you explain what inheritance is and an example of when you might use it?
  29. How can you write a class to restrict that only one object of this class can be created (Singleton class)?
  30. What are virtual destructures?
  31. What is close method? How its different from Finalize and Dispose?
  32. What is Boxing and UnBoxing?
  33. What is check/uncheck?
  34. What is the use of base keyword? Tell me a practical example for base keyword’s usage?
  35. What are the different.NET tools which you used in projects?
  36. What will do to avoid prior case?
  37. What happens when you try to update data in a dataset in.NET while the record is already deleted in SQL Server as backend?
  38. What is concurrency? How will you avoid concurrency when dealing with dataset?
  39. One user deleted one row after that another user through his dataset was trying to update same row. What will happen? How will you avoid this problem?
  40. How do you merge two datasets into the third dataset in a simple manner?
  41. If you are executing these statements in commandObject. “Select * from Table1; Select * from Table2″ How you will deal result set?
  42. How do you sort a dataset.
  43. If a dataset contains 100 rows, how to fetch rows between 5 and 15 only?
  44. What is the use of Parameter object?
  45. How to generateXML from a dataset and vice versa?
  46. How do you implement locking concept for dataset?
  47. How will you do Redo and Undo in TextBox control?
  48. How to implement DataGrid in.NET? How would you make a combo-box appear in one column of a DataGrid? What are the ways to show data grid inside a data grid for a master details type of tables? If we write any code for DataGrid methods. what is the access specifier used for that methods in the code behind file and why?
  49. How can we create Tree control in asp.NET?
  50. Write a program in C# to find the angle between the hours and minutes in a clock?
  51. Write a program to create a user control with name and surname as data members and login as method and also the code to call it.
  52. How can you read 3rd line from a text file?
  53. Explain the code behind wors and contrast that using the inline style.
  54. Explain different types of HTML, Web and server controls.
  55. What are the differences between user control and server control?
  56. How server form post-back works?
  57. Can the action attribute of a server-side
    tag be set to a value and if not how can you possibly pass data from a form page to a subsequent page?
  58. How would ASP and ASP.NET apps run at the same time on the same server?
  59. What are good ADO.NET object to replace to ADO Recordset object.
  60. Explain the differences between Server-side code and Client-side code.
  61. What type of code(server or client) is found in a Code-Behind class?
  62. Should validation (did the user enter a real date) occur server-side or client-side? Why?
  63. What does the “EnableViewState” property do? Why would I want it on or off?
  64. What is the difference between Server.Transfer and response.Redirect? Why?
  65. Can you give an example of when it would be appropriate to use a web service as opposed to a non-serviced.NET component?
  66. Let’s say I have an existing application written using VB6 and this application utilizes Windows 2000 COM+ transaction services. How would you approach migrating this application to.NET?
  67. If I am developing an application that must accomodate multiple security levels though secure login and my ASP.NET web application is spanned across three web-servers (using round-robin load balancing). What would be the best approach to maintain login-in state for the users?
  68. What are ASP.NET web forms? How is this technology different than what is available though ASP(1.0-3.0)?
  69. How does VB.NET achieve polymorphism?
  70. How does C# achieve polymorphism?
  71. Can you explain what is Inheritance and an example in VB.NET and C# of when you might use it?
  72. Describe difference between inline and code-behind?
  73. What is loosely coupled solution in.NET?
  74. What is diffgram?
  75. Where would you use an iHTTPModule and what are the limitations of any approach you might take in implementing one?
  76. What are the Advantages and DisAdvantages of viewstate?
  77. Describe session handling in a webform, how does it work and what are the limitations?
  78. How would you get ASP.NET running in Apache web servers? Explain it’s limitations.
  79. What is MSIL and why should my developers need an appreciation of it if at all?
  80. Which methos do you invoke on the DataAdapter control to load your generated dataset with data?
  81. Can you edit data in Repeater control? How?
  82. Which template must you provide, in order to display data in a Repeater control?
  83. How can you provide an alternating color scheme in a Repeater control?
  84. What property must you set, and what method must you call in your code, in order to bind the data from some data source to the repeater control?
  85. What base class do all web forms inherit from?
  86. What method do you use to explicitly kill a user’s session? How?
  87. How do you turn off cookies for one page in your site? Give an example.
  88. Which two properties are on every validation control?
  89. What tags do you need to add within the asp:datagrid tags to bind columns manually? Give an example.
  90. How do you create a permanent cookie?
  91. What tag do you use to add a hyperlink column to the dataGrid?
  92. What is the standard you use to wrap up a call to a Web Service?
  93. Which method do you use to redirect the user to another page without performing a round trip to the client? How?
  94. What is the transport protocol you use to call a Seb Service SOAP?
  95. What does WSDL stand for?
  96. What property do you have to set to tell the grid which page to go to when using the Pager object?
  97. Where on the Internet would you look for Web Services?
  98. What tags do you need to add within the asp:datagrid tags to bind columns manually? How?
  99. Which property on a Combo Box do you set with a column name, prior to setting the DataSource, to display data in the combo box?
  100. How is a property designated as read-only?
  101. Which control would you use if you needed to make sure the values in two different controls matched?


.NET WebDev and Web Services Questions


  1. How does ASP page work?
  2. How ASP.NET page works?
  3. What are the contents of cookie?
  4. How do you create a permanent cookie?
  5. What is ViewState? What does the “EnableViewState” property do? Whay would I want it on or off?
  6. Give an example of what might be best suited to place in the Application_Start and Session_Start subroutines?
  7. Describe the role of global.asax?
  8. How can you debug your.NET application?
  9. How do you deploy your ASP.NET application?
  10. Where do we store our connection string in ASP.NET application?
  11. Explain security types in ASP.NET?
  12. Where do we store our connection string in ASP.NET application?
  13. Explain different Authentication modes in ASP.NET?
  14. How.NET has implemented security for web applications?
  15. How to do forms authentication in ASP.NET?
  16. Explain authentication levels in.NET?
  17. Explain authorization levels in.NET?
  18. How can you debug an ASP page, without touching the code?
  19. How can you handle Exceptions in ASP.NET?
  20. How can you handle UnManaged Code Exceptions in ASP.NET?
  21. Which is the namespace used to write error message in event Lof File?
  22. What are the Page level transaction and class level transaction?
  23. What are different transaction options?
  24. What is the namespace for encryption?
  25. What is the difference between application and cache variables?
  26. What is the difference between control and component?
  27. You have defined one page_load event in ASPx page and same page_load event in code behind, how will program run?
  28. Where would you use an IHttpModule, and what are the limitations of any approach you might take in implementing one?
  29. Can you edit data in the Repeater control? Which template must you provide, in order to display data in Repeater control? How can you provide an alternating color scheme in a repeater control? What property must you set, and what method must you call in your code, in order to bind the data from some source to the repeater?
  30. In what order do the events of an ASPX page executes. As a developer is it important to understand these events?
  31. How would you get ASP.NET running in Apache web servers? Why would you even do this?
  32. What tags do you need to add within the ASP:datagrid tags to bind columns manualy?
  33. How can we create pie chart in ASP.NET?
  34. How do you understand asynchronous web services?
  35. What are the events fired when web service called?
  36. How do you perform a transaction in web services?
  37. How does SOAP transport happen and what is the role of HTTP in it? How you can access a webservice using soap?
  38. What are the different formatters can be used in both Binary and SOAP?
  39. How will you expose/publish a webservice?
  40. What is disco file?
  41. What’s the attribute for webservice method? What is the namespace for creating webservice?
  42. Can you pass SOAP messages through remoting?
  43. Explain web client class and its methods?
  44. What is flow of remoting?
  45. Explain the concept of data island?
  46. How to useXML DOM model on client using JavaScript?
  47. What are the ways to create a tree view control usingXML, XSL and JavaScript?
  48. What is XPathNavigator?
  49. What is the use of Template in XSL?
  50. What is “Well FormedXML” and “ValidXML“?
  51. How will you do SubString in XSL?
  52. How do you deal sorting columns dynamically inXML?
  53. What is “Async” property ofXML?
  54. What is XPath query?
  55. Explain differences between Element and Node.
  56. What is CDATA section?
  57. Explain definition and differences between DOM and SAX?
  58. What is GetElementbyname method will do?
  59. What will selectnode method will do?
  60. What is validXML document?
  61. What is well formedXML document?
  62. What is the difference betweenXMLDocument andXMLDataDocument?
  63. Can I replace my Sqlserver withXML files and how about handling the same?
  64. Write syntax to serialize class usingXML Serializer?
  65. How can we configure the sites in web server(IIS)?
  66. Explain advantages of IIS 6.0?

Popular interview questions and answers

  1. Describe a challenging work issue you had to face, and how you dealt with it? Consider what would be the requirements of the ‘new’ job/organization and find something in your past that highlights a skill, experience or situation that might occur or be needed going forward. It is always a good idea to make lists in preparation for interviews: New job will need I can provide Proof/example For your proofs, list (for yourself) examples of when you used the skill, exhibited the characteristic or handled the problem. This will not only give you ’short stories’ to relate in an interview, it will also bolster your confidence and target your job search.
  2. If you were on a merry-go-round, what song would be playing? If you were going to be an animal on the merry-go-round, what would you be?” Congratulations! You have found the unusual interviewer asking a rare question. Don’t feel stupid just feel like you have run into a very unusual situation. If you are interviewing for a creative position, then the question is most appropriate because the interviewer may be attempting to evaluate your creativity and your ability to deal with an offbeat question. have fun with it. Give the question your focused attention and go with your instincts. Be ready to say why you chose the tune you did. Perhaps tell a brief story that reminds you of merry go rounds in your own experience. Or if you are really clueless give a song that you have always liked, has real meaning for you or is important for whatever reason and attach it to the merry go round but refocus the question to he importance of the song and make it brief but interesting “words tell but stories sell.” As for the animal, give the animal that you want to be (even if you think the question is ridiculous and you really need this job) your total attention and focus. On the other hand, the person you are dealing with may not have a clue and just asked because he/she felt like it. We know one person who asks the question and feels it is meaningful. She is into Yoga and looks for the person to be thoughtful in response. We have never heard her say anyone was rejected because of the animal selected.
  3. How do you handle conflict? On the job, there are many possible sources of conflict. Conflicts with: fellow employees management rules, procedures clients, customers demands of work vs. personal life, family The best way to approach a good answer is to look at if from the employers point of view—they want to be your first priority and they want you to solve problems (not bring them any). “I know everything cannot run smoothly at work all the time. When there is a conflict I usually try to determine the source of the problem and see if it can be solved. This might involve other members of the work team discussing the problem and offering possible solutions. I would then try to pick the solution which appears to have the best outcome and put it into action.” A natural follow-up to this would be: Tell me when you solved a conflict at work. So, have a brief example… a short story… to illustrate your approach. Even if not asked, you can offer your story! If it proves your point and accentuates a skill needed for the position, go with it.
  4. In what way do you think you can contribute to our company? Preparing to answer this question requires a 2-step preparation: assessing your skills and researching the needs of the company. An integral part of skill assessment (looking at your own experience, education and talents) is to ’skill-match’. Considering the job opening, what are the skills needed? Make a list of the requisite skills (in priority order) and then list concrete examples of your possession of the skill. For example: a sales representative would need good interpersonal skills, the ability to deal with difficult people. For ‘proof’ of this skill, you could list experiences and examples of how you were successful in a difficult situation. These matched skills are your key selling points. Next, what appears to be the current problems at the organization, based upon your research? What are their needs that you can meet? In other words, given the specifics of the company, what value can you add? After these two steps, you are in a great position to come up with concrete examples of what you can offer the company. This question, by the way, is just another version of “Why should we hire you?”. In the interview, when asked this question, you could respond with: “In my experience in sales, I know having the ability to deal effectively with all types of people is not merely a positive element — it is an essential one. With your plans to expand into ____ market, a sales representative with a proven ability to meet with all types of people and to be able to assess and meet their immediate needs would be a great asset. In the past __ years, I have increased sales __… ..”
  5. Tell me a story. Many interviewers like to hear ’stories’ or examples from your work life. So pick something that is more usual than not (not the day of a plant explosion and you saved 10 lives!) but a story that shows how you handle yourself, handle difficult people or situations. Can you think on your feet? Do you adhere to the rules? Consider the type of organization you are aiming at… each has its own culture. The World Wrestling Federation entertainment culture is different than the American Bible Society and also different from Amazon.com. Gear your stories to give the listener a feeling that you could fit in… you could do the job here.
  6. Tell me about a time when you tried and failed? Has this ever happened to you? No one expects perfection actually, employers are more interested in your ability to cope, to learn from mistakes, and to deal with others who are less than perfect. If you have an example, certainly pick one that happened a while back, was not earth shattering in the results, and one which you learned and applied this knowledge recently. This is a version of ‘damning with faint praise’ by picking an incident that was minor in scope but, since you are so wise and are always willing to learn, has taught you a valuable lesson.
  7. Tell us about your analytical skills. This should be easy if you have done a realistic skill inventory for yourself, listing what skills you do have and how you can offer proof of this skill (where you learned it, last used it). Working off your inventory, focus on various analytical skills and match them to the skills you feel are most important for the job you are considering. You can now give specific examples of skills you can offer. (Do not neglect skills obtained in extracurricular activities, such as volunteer work.)
  8. What are some of the things you find difficult to do? The interviewer is looking to determine how well you know yourself, how you react to difficult situations/tasks and credibility. Look back over your work experience for examples of challenges… speaking in public at a meeting, disagreeing with a manager over an important issue, being asked to use a software program you have not had an opportunity to learn… These ’stories’ should illustrate a lesson learned, a problem overcome or a weakness being dealt with. “I always seem to need a day or two to prepare myself to give a presentation to department heads. When I know I have to give a report on my projects, I plan out all the details in advance and rehearse. One time, there was a problem with a supplier and I was asked to update senior management… immediately. The supply chain was crucial to the completion of an important project we had been working on for 5 months and decisions had to be made based on the information I had to prepare and present on a moment’s notice. I gathered the information and presented it simply and in detail. It was much easier than I thought without the hours of concern and practice. The facts spoke for themselves. Since I understood the situation, I was able to make it clear to management and get a rapid decision. I still prefer advance notice but I know I can deliver when asked to.”
  9. What are your short and long term goals? No one can make goals for you. It comes down to where you are in your professional life and what you want to do. Most people have 5-6 careers in their working lifetime—some with 2 careers going at the same time (like us). The best advice is to be certain to relate your answers to the organization that interviews you. Do not make a point of having goals that cannot be realized there (”I want to work in Paris.” Organization is strictly domestic.) If you do your research into the organization, and into what you truly want to do in the future, you will be able to come up with reasonable responses. No one is going to come back to you in five years and chastise you for not meeting these goals! You will not be held to them… it is only an interview and they are interested in how you see yourself (and they want to see you in the job.)
  10. Where do you see yourself in five years? This is the interviewer trying to see how you are in making long range plans and if you have goals that mesh with the organization’s. One way to answer this question is to look back on your accomplishments to date: “I started out in my profession as a junior clerk while I completed my college studies during the evenings. Once I had my degree, I applied for a transfer to a more advanced position, citing my on-the-job training. This has been my pattern for my career with my past 2 employers. I learn quickly on the job and am willing to take classes and workshops to augment my experience. I have been able to assume greater responsibilities and add more value to the organization. I do not think in terms of titles… I think more in terms of “How can I solve this problem? Since this has been my career style to date, I do not imagine it to change. In five years, I feel I will have continued to learn, to grow into a position of more responsibility and will have made a significant contribution to the organization.”
  11. What can you add to what we have already asked you that should make us want to hire you? Think grocery shopping… all those brands in the soap aisle begging for your attention. Each one comes with its own key selling points. Remember the comics, Superman? On TV, he sold himself… stronger than a locomotive, faster than a speeding bullet, able to leap tall buildings in a single bound. What are your key selling points? Plan this out ahead of time for the next interview… or include in a thank you letter for this past interview. Think a 1 minute infomercial about yourself. What are your core strengths? Is it communicating with children, being a mentor to other teachers, being able to keep topics current and interesting… . Think of what is needed to be successful in the job and how you specifically meet those needs—provide examples. Increased reading scores by using… Math scores jumped __% due to my … Offer some proof from your past to support your claims. But it is your ability to assess the situation and analyze your potential contributions that will sell your candidacy. Do not think it too late — send a strong thank you and include in your request for the job the key reasons why you are the best candidate.
  12. What does “customer service” mean to you? Think of yourself as a customer — what do you expect from salespeople … regardless of the circumstances and/or the problem. An example may be “Customer service is a two-piece reaction. First—respect; second — problem solving.” See if that makes sense and if you sound convincing when you do practice it. If you can give a brief story or two of what you have witnessed as extraordinary examples of customer service behavior. By using yourself as a focal point you will be able to enunciate clearly your understanding of customer service.
  13. What do you know about our company? If you can relate your knowledge to the area that you would be involved in, it would show that already you have an active interest in the organization. For example, if you were interested in marketing, “I understand that you are one of the top 10 companies in sales to Europe but are currently interested in expanding your market into Asia. Competition is keen in that area but you have an advantage in that you product offers features that others do not, such as… ..” It is not only showing that you have done the research but also that you like/know what you have learned about the company and have applied it to how you can add value in the position.
  14. Why do you want to leave this job after only four months? Well, why did you? What is the closest to the truth:
    1. Job was not as it was described to me
    2. Organization changed its focus/goals
    3. Organization could not effectively use my talents/skills
    4. Change in management… wanted to bring in own staff
    5. Downsizing, reorganization

    All of these will probably prompt a follow-up question. Do not fabricate… but most interviewers have heard these stories before and really are not interested in all the gory details. (Note that this job need not be included on your resume since it was of such a short duration but may have to be included in a application form if it looks to account for all your time.) Circumstances also come to play… did you leave your other job to take this 4 month job? or did you ‘try’ it while already unemployed… hoping for the best? If you were recruited to change jobs, there is a lot of room for exaggeration in a sales pitch, and many employees have been misled. If you have held other jobs for substantial periods and you took the other job in good faith, stress your past performance. You are not a capricious person—job hopping. You have skills to offer and want to put them into good use.

  15. What do you wish to gain from our company? Excellent question! Research is the answer (know everyone is tired of hearing this but we feel this is one great way for applicants to make a difference in their candidacy). Determine some of the key elements in the corporate structure, product base, employees/management team or recent history. What appeals to you about working at this company? Go with what you know. “In the past, I have had opportunities to work on new products being launched. I am very excited about your plans to start an entire new line of products. With my prior experience I know I can provide insights and make contributions immediately and I will also learn so much from the excellent team you have in place. Having done single products, I would love to be in on the give-and-take meetings planning the new line… there is much I can offer but also much for me to learn.” Finding something specific… the opportunity to use a new technology, a new skill, to work with ‘experts on their team”… are ways for you to find job satisfaction, which is another way of asking this question
  16. What do you think the employee’s responsibilities are to the company? As an employee you have several responsibilities to your employer. They are as follows: to perform a good day’s work to be loyal to act as part of the team to value the relationship to earn the employer’s trust to grow with a passion for the product/service.
  17. Why do you want to change jobs? When asked on an application, “If presently employed, why do you wish to change positions”, what do you put down. The reason I am changing positions because the company I am applying at is known nationwide I want to work for a company with their background and one that I can retire from. This same question is sometimes asked on interviews as well so it is important to have a good answer. Additionally, if you decide to leave your current employer, it is also wise to have consensus as to the reasons that you are leaving. It already sounds like you have positive reasons for wanting to work for the national company—go with that. Use your research to put forth several points about the company that you feel will be a great match (for the company) and suit your particular skills and experiences. Emphasize the fact that this opportunity to work for them is ‘just what you have been looking for’ because… .and then go into several ways you can add value to the organization. Remember, when asked why you left, do not downgrade in any way your prior/current employer… leave the interviewer with the feeling that you have only been associated with winners! Do not go into the ‘I can retire from this job’ aspect; it can have negative connotations. Present yourself as a vital, enthusiastic employee that can offer experience to their organization… for many years to come. Note: If appropriate, point out that you are not just ‘looking around’ but are sincerely interested in working for this particular company and that you are not a ‘job-hopper’ but are interested in a long-term career move.
  18. What motivates you? Other than looking into your past experiences… .times when you were motivated and times when you were not… no one but you has this answer. Find concrete examples when you had to pull it all together and get motivated to get the job done; what does it for you?
  19. What things make a good team member? Consider first the situational context of the question. What is the team environment of the organization that you are interviewing—do they have a strong, organized team-based work environment or is it based on informal authority and fluctuating teams? Ideally, you should have had an opportunity to research and ask some questions about the organization to determine how they operate (and if indeed you want to work in that environment.) Model your responses to the organization. Obviously, you are describing yourself = good team member. My ideas of what makes a good team member may be very different from yours—and from the organization. Also depends on where you are in the team—new member, leader, support. How do you see yourself? How do you make yourself fit into a new team? How do you elicit cooperation from other team members? What do you think the organization’s biggest problem is relative to teams and team-building? And, what solution could you provide?
  20. Why do you feel we should hire you for this position? Before you submit a resume or draft a cover letter and certainly before you go to an interview you should do 2 things: Research the job and the organization. What do they need? What are the requirements for the position? What role does this job play in the overall goals of the organization? Research yourself. What skills and experiences and interests can you offer? How will you add value to the organization? How can you prove that you have the required skills and experience needed for the job? Do a skill matching exercise: The organization/job needs ..(skill/experience) and I have it because I did … .. The organization needs… .. and i can provide… .. Be certain to have specific examples of how you have added value in the past and be enthusiastic on how you can add value to this organization. Do not forget… the organization is looking to solve a problem and you are selling yourself as a solution.
  21. Why do you want to change jobs? When asked on an application, “If presently employed, why do you wish to change positions”, what do you put down. The reason I am changing positions because the company I am applying at is known nationwide I want to work for a company with their background and one that I can retire from. This same question is sometimes asked on interviews as well so it is important to have a good answer. Additionally, if you decide to leave your current employer, it is also wise to have consensus as to the reasons that you are leaving. It already sounds like you have positive reasons for wanting to work for the national company—go with that. Use your research to put forth several points about the company that you feel will be a great match (for the company) and suit your particular skills and experiences. Emphasize the fact that this opportunity to work for them is ‘just what you have been looking for’ because… .and then go into several ways you can add value to the organization. Remember, when asked why you left, do not downgrade in any way your prior/current employer… leave the interviewer with the feeling that you have only been associated with winners! Do not go into the ‘I can retire from this job’ aspect; it can have negative connotations. Present yourself as a vital, enthusiastic employee that can offer experience to their organization… for many years to come. Note: If appropriate, point out that you are not just ‘looking around’ but are sincerely interested in working for this particular company and that you are not a ‘job-hopper’ but are interested in a long-term career move.
  22. I will need to take a step back in salary. I don’t know how to handle the question ” What is your current salary”? If you have proceeded along interviews to the point when an offer is going to be made, that is the proper time to discuss salary. Otherwise, if pressed to disclose salary, talk in term of ranges… and a compensation package. “Present compensation package is high five figures” gives a lot of leeway yet is not in error. It is rare but some employers ask for W-2 forms or last salary stub to verify salary. You do not want to get caught in a lie (credibility is very important) so being up-front about willing to take a step back in order to invest in a new career can be impressive to an employer. Sharpen your sales skills… point out all the reasons why you are suited for the job, why you are making the move to a new career and why you want to work there. Compensation is a necessity but not your prime motivator.
  23. What do you expect your starting salary to be? Discussions of salaries and compensation should not be held until an offer is made. With that said, let’s look into the real world when this is not the case most of the time. Employers are shopping, trying to guess your price tag. This is one of those screening questions used to either screen in or screen out… so a response is important. Have you done your homework? What is the price for this job in the marketplace? Have you checked out classified ads or online ads for similar positions? Are you within the range, given your level of experience? Pegging yourself mentally to the right price is the first step. Second step is sharing this information correctly. Do you have enough information about this new job to determine your salary? If not… state it and ask for the information that is needed. “Before I can discuss salary, I would like to know the reporting requirements and how many people I would be supervising. In addition, what are the skill levels and experience of my staff?” You can also ask “What are others in similar positions being paid?” When you can no longer stall or seek additional information… “Based on what you have told me and exclusive of other compensation elements I feel that the position would warrant a salary range of $_______ to $___________” Name a range such as $40,000 to $45,000 to give both sides some wiggle room and allow for some give-and-take when benefits and other compensation is considered. If you know what you are willing to accept as salary and what the market pays, using a salary range should permit you to be negotiable.
  24. What can you add to what we have already asked you that should make us want to hire you? Think grocery shopping… all those brands in the soap aisle begging for your attention. Each one comes with its own key selling points. Remember the comics, Superman? On TV, he sold himself… stronger than a locomotive, faster than a speeding bullet, able to leap tall buildings in a single bound. What are your key selling points? Plan this out ahead of time for the next interview… or include in a thank you letter for this past interview. Think a 1 minute infomercial about yourself. What are your core strengths? Is it communicating with children, being a mentor to other teachers, being able to keep topics current and interesting… . Think of what is needed to be successful in the job and how you specifically meet those needs—provide examples. Increased reading scores by using… Math scores jumped __% due to my … Offer some proof from your past to support your claims. But it is your ability to assess the situation and analyze your potential contributions that will sell your candidacy. Do not think it too late — send a strong thank you and include in your request for the job the key reasons why you are the best candidate.
  25. 10 Steps to a Successful Interview
    1. Arrive on time.
    2. Introduce yourself in a courteous manner.
    3. Read company materials while you wait.
    4. Have a firm handshake.
    5. Listen.
    6. Use body language to show interest.
    7. Smile, nod, give nonverbal feedback to the interviewer.
    8. Ask about the next step in the process.
    9. Thank the interviewer.
    10. Write a thank-you letter to anyone you have spoken to.
  26. Key people in the organization Major products or services Size in terms of sales and employees Locations other than your community Organizational structure of the company Major competitors View of the company by clients, suppliers, and competition Latest news reports on the company or on local or national news that affects the company.