Experience Questions

Experience Questions
Experience Questions
  1. Define your final position

You are expected from you with this question; to describe whether you have mastered all the functions of your work. You must give this question without hesitation and with logical answers. It will make it easier for you to look at your written job description before the interview. But while you’re defining your position, be careful not to use the same sentences as your job description and try to make your job description a living job description with several current examples. Avoid exaggeration, emphasize teamwork. Take care of to use word “we”.

  1. When did you work / work?

You must be prepared for this question. The date ranges you specify in your resume should be your guide. During this interview, you will hesitate to answer this question incorrectly and give you a negative score. It may not allow you to remember the start-up or departure dates as days, but forgetting the month and year leads to a very negative impression. You can enter the interview by taking note of the start and departure dates, but it is still more accurate to memorize such details.

  1. Define the work environment in which you are interested.

Use your past experiences to the fullest extent possible to answer this question. Explain that you are learning new things and working more professionally from work environments that bring group work to the forefront. Indicate that communication is the most important rule of teamwork.

  1. Have you ever hired staff, made the decision, what criteria would you consider when making such a decision?

If you have applied to a position where you will give the recruitment decision, this type of question will come up. If you have decided to get a job at the workplace, it is useful to specify it in detail. What kind of process you follow, what kind of interview method or methods you use, what you pay attention to when you decide to hire; it is important to explain this issue.

Recruitment is a very difficult decision. You should consider both your company and the candidate’s expectations. The principles and rules that you put in your employment decision make your point of view and management style. The criteria you apply are the professional and behavioral values ​​that you expect from yourself and from the staff. Try to respond carefully in the light of this information. If you decide to hire a chat type interview, you should not criticize the interviewer for making a chat interview with you.

  1. How do you create team spirit? Please sample.

If this is the case, please describe it. Your work to build team spirit gives the interviewer detailed tips on your leadership skills.

  1. How do you deal with a non-employee, have you encountered such a situation?

The answer to this question is a very professional question type that determines how you manage your staff and how you react to problems that arise in relation to staff. No professional person, who is a source of unrest, who cannot adapt to teamwork, does not try to dismiss without trying to bring him to the road without any effort. Also, a team mate that works on the same team and who is at the same level with you can be quite incompatible. In that case, how are you going to handle him if you can’t fire him? Your answer should be very planned and political.

  1. Do you have a rather difficult manager to work with?

Keep this kind of information to yourself even if you have quite a bit of bitter experience. Because no one has an opportunity to make objective evaluations about a manager who does not get along well or is difficult to pass. What you must think about when answering this question is that the negative aspects of the manager that prevent your professional work are at the forefront. By sorting them out, you will determine the negative aspects of this manager.

  1. Can you work with a male / female employer, does this make any difference for you?

As is the case in all matters, unfortunately, even in the most advanced countries there is discrimination. With this misdirection, some employees want to make the manager’s gender rather preferable. Only the presence of this situation causes some employees to decide whether to start or not. The answer is:

“While it is very important to report to whom, I am interested in the management style of the manager I will report rather than any gender factor.”

  1. How often and for what purpose do you meet with your manager?

Indicate how often you report to your manager and whether you’re meeting with him or consulted with him. The purpose of the interviewer is to determine whether you have the ability to communicate and to be able to decide on your own.

  1. Explain the importance of communication in your business. How do you communicate with your superiors or subordinates?

Communication is the most important element for every organization. If you’re answering (not important), you’re far away from teamwork and modern management styles. In your current position, organization, industry or any branch of industry, it is essential to discuss how important communication is and how sensitive you are to that. An employee or organization that does not benefit from communication facilities has little chance of success.

  1. What types of communication methods do you prefer, why?

Oral and written communication.

Identify which method is more important to you in the light of experience. Oral communication in business is always preferred because it is faster. Note, however, that oral communication within the company should always be confirmed by written communication means.

  1. Indicate how your final position supports the overall objectives of your company.

All employees should keep in mind that they serve the general objectives of the organization with their activities within the company, regardless of the level difference. The aim of this question is to determine the extent to which you benefit the company you work with even if you are at the lowest level. In addition, an employee who is not aware of what your company’s goals are, cannot be successful and cannot make any contribution.

  1. Provide information about your final projects.

With the answer to this question, you can transfer the image of how intense you have with the job. The projects in which you are involved or managed provide information to the interviewer about the details of your work. Do not forget to give information about the financial dimensions and time periods of the projects. The number of people involved in the projects, the importance of the company and how it is planned should be added.

  1. How often do you use your initiative?

In fact, it is a fact that every level does not know the employee. But the important thing is how often the employee refers to the phenomenon of the initiative and whether or not he consciously uses his initiative. The answer to this question is to measure how often you can decide on your own, and in this way, to obtain healthy information about your management style. In the study you will do before the interview, it is useful to sample this question in the light of your past experiences.

  1. Did you have to make a quick decision?

This question is exposed to candidates who are active in professions that need to be decided more quickly. For instance, having this power in the fields of stressful and fast decision making, such as financiers, stock market experts and bankers, has the character of the job. In addition, although they are not very common in people working in other professions, they may encounter some events that require them to make fast decisions. With this question, the interviewer may ask you to explain in detail the situation you encounter by means of a sample. Your goal is to transfer the information you can make fast but accurate decision to the other party.

  1. Has there been any assessment of your final position?

Performance assessments have recently become one of the most commonly used methods in every business. And it plays a particularly important role in promotion and pricing. The performance of the candidate in the performance evaluation system is the most effective and objective way of measuring the success of the candidate. If your company has made any assessments about you in this matter, please state in a realistic way what method they do and what the result is. Because the misleading information will then be harmful if it contradicts the results of the reference research to be carried out at the employment stage.

  1. What are the issues that are difficult to fulfill in relation to your work?

You can give examples of the elements that are among the basic elements of the work, but you have difficulty in finding time to fulfill during your work. You may have neglected the bureaucracy side of your business or neglected customer relations due to the intensity of your work in the office. For example, in your work, you can specify the problems you encounter in the collection phase with the current examples following the project. But don’t give the impression that the hardest part of your business is that you cannot devote time to anything. Because this means that you cannot use time management methods and cannot manage your time effectively.

  1. How do you classify yourself according to the colleagues you work with on the horizontal level?

The question is not how you evaluate your intended colleagues, but whether you are capable of objectively evaluating your own business performance and human relationships. The interviewer will reach the answer he / she is looking for if you make an objective evaluation. Besides, if you can evaluate your colleagues with negative or positive aspects from an objective point of view, this will give you some clues about your professionalism. Be careful not to reveal only negative aspects about your colleagues. Self-evaluation is self-recognition. Gives you information about your objective thoughts or criticism, your business life and your professional relations.

  1. Indicate where you are in the organization chart.

The employer can ask you to indicate at what level or department your position is within the organizational chart. Naturally, answering this question with a schema would be both more professional and more explanatory. Especially if you are working in a mid-level or higher position, it is of great benefit that you are prepared for such a question. During the interview, you may be asked to provide information about reporting relationships by creating this scheme. Please note that if you prepare for and take with you before the interview, you will collect a lot of points.

  1. Did you have to make any decisions about the company? Please describe.

If you are in the middle or above position, you are making decisions that affect the company’s strategies, sales, and briefly the future. For example, the company can define such situations in terms of internal financial difficulties and dismissal decisions due to the general economic situation. The examples you will give should clearly show what kind of behavior you are exhibiting in such cases. In particular, how you behave in this type of situation will give clues about your leadership ability.

  1. What are the most difficult aspects of being a manager?

It is a kind of question that needs to be considered very well. The worst aspect of management is that it will naturally give employees (bad news). In addition, providing authority, respecting, duty and responsibility to make the most healthy way, to create team spirit can be among the answers you will give.

  1. Do you have projects that you want to achieve but cannot succeed for certain reasons?

To solve the firm’s cost accounting problem, I have put forward a project on the selection, development and implementation of the software, firm management found the software cost high and ignored the fact that the project could be successful in the long term. As a result could not implement … As an answer can be enough. Ensure that your answers are directly related to the business. This type of question is directed to reveal the existence of your professional perspective.23. How many people are in your downline?

If you answer this question hesitantly or after a long period of thinking, you will finalize the interview from the beginning. An executive who does not know the number of staff in the lower squad or the distribution of departments can never be successful in the interview. Not only for interview, but always ready to be prepared for this question.

  1. What are your financial goals for year xxxx? Have you reached these goals? What are your goals for this year?

Employees of all levels should be familiar with the financial objectives of the firm. The company’s sales, annual turnover and detailed information about its objectives are necessarily requested from the candidate during the interviews. Not having information about these issues leads to a suspicious situation about the candidate’s indifference or professionalism. If you are applying for a specific sales position and working in a sales position, you will not receive a positive result if you make any misconceptions about your personal financial goals and give round answers.

For example;

American Our sales target for 1997 is USD 937.000 “

instead

“Our sales target for 1997 was around USD 1,000,000”

If you answer, you may lose your chance altogether.

  1. Do you believe that you have high level management ability?

The answer to this question, which is mainly directed to mid-level and upper-level managers, will be to specify the qualifications you really have. If you apply for a high-level position and the answer to this question goes back to the interviewer negatively, you have no chance to finish this interview successfully.

  1. What do you know about our industry and specifically our business?

The interviewer wants to measure your knowledge of the sector and find out specifically what level of interest you are in this sector. It is of great benefit to be prepared for this question before the interview and to collect detailed information about the sector of the company you are applying for.

  1. How did you hear that the position you are currently applying is empty?

If the position you have applied is an undisclosed position, you may encounter such a question. Your answer will inform the other party of how you evaluate your information resources. If you have heard from a senior person working in the company you open the position, do not hesitate to mention it. Keep in mind that relationships are also quite important when looking for a job, as is the case in every case, and never give up using any kind of contact.

  1. Detailed information about the companies you have applied, or the job offers you have received recently. What do you think if you received a job offer?

Employers are highly interested in candidates sought or offered by other firms. Specifically, if this is the case, specify in detail. This will give you a strategic advantage and will make you attractive to the employer. Note that pronouncing salary structures in particular will result in the employer acting accordingly.

  1. How would you rate your spare time left in your professional work life?

One of the questions asked at the opening of the interview. Asking this question after the interview has reached a certain level will give you a hint that the interviewer is an inexperienced person. Nevertheless, always remain faithful to the information contained in your resume.

  1. What is your expectation of salary?

It is a question that you should be prepared to answer and be prepared very carefully. In the final stage of the interview, you will surely face this question. Your answer will also reveal the existence of your bargaining power.

If you have filled out any job application form before the interview and have responded to this topic in this form, a different answer will give you minus points. If you are being asked to fill out such an application, it will be more positive to leave your vacancy free to lose anything.

If you have previously learned the salary structure of the position in a way, it would be appropriate to give an answer close to this wage range.

If you do not have any knowledge of the position’s salary structure, ask the counterparty to determine the wage range determined for this position.

Please also note that the fee and other facilities package should be considered together, not the naked fee. If you say any number at this stage, you can stay above or below the salary scale determined by the firm. If you stay under, you may lose your bargaining power from the start.

If the fee you demand is far above the company’s remuneration structure and there is no possibility of agreement on any ground, it will be impossible to get a job offer. In such a case the employer will give you a classic answer; (The wage you demand is completely upset by the balances of our company.)

In particular, it is seen that new graduates have made quite inaccurate demands in this regard due to their inexperience due to lack of sectoral knowledge. The new graduate demands wages in line with the heath information rather than the market information and causes the firm to misinterpret itself. If he / she is in a job interview with his / her profession and company, the best answer of the new graduate is as follows: Your company has determined a standard wage scale for this position as the necessity of institutionalization:

Pay attention to the fact that you are now in compliance with your expectation of wages, or the latest financial means. Because the big differences will cause the employer to think wrong.

Before you pay your salary expectations, try to find out if the firm is paying a net or gross salary. In case of gross payment, a certain percentage of your fee will be deducted as tax.

  1. Have you ever been laid off in your professional life? Please explain.

If you have faced such a situation in your business life, you should explain in detail the reasons for this situation. If you keep this status, it will definitely appear as a result of reference research.

There are many reasons for an employee to be dismissed. These can be listed as follows:

  • Not able to improve communication with those found at the lower and upper levels,
  • Inadequate performance,
  • Removal of position,
  • Shrinking or closing the firm,
  • Crushing crimes.
  1. Some history gaps are visible in your resume. Can you explain that?

If you can explain these gaps, first try to do this in your resume. Careful interviewer will immediately notice the gaps in your resume and your date will now ask in-depth questions about it. You must give satisfactory answers in your comments. If a two-year gap in your resume and during that period seem “you do not want to work”, you will receive negative points. In this case, the employer may decide to finish the interview.

  1. Is there any harm in seeing your references or your former employers?

No employee puts people who will give negative information about them to the reference list. The purpose of the employer with this question in the case of your supervisor before which you work with people you mention the names of places, but is concerned by reference. In this way he wants to gather more information about you. If you believe that confidentiality will be shaken, do not allow such an investigation at this stage. If not coming to a job offer stage and if it appears definitive agreement, ensuring your escape from the baseline survey is not possible at this stage.