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Human Resource (HR) Interview Questions and Answers

This page contains the collection of Human Resource (HR) Interview Questions and Answers / Frequently Asked Questions (FAQs) under category Management. These questions are collected from various resources like informative websites, forums, blogs, discussion boards including MSDN and Wikipedia. These listed questions can surely help in preparing for Human Resource (HR) interview or job.

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How did you prepare for this HR interview?
To some extent the medium is the message. If you can't produce a high quality application form or CV how can you expect to judge quality in the application forms of others as a personnel manager?

Also, in your preparations for the interview they will look for evidence of organization and planning: that you have researched the organization and the job, that you have prepared answers to obvious questions and prepared questions to ask and that you have re-read your application form

Read 'People Management', the Institute of Personnel and Development journal, to become aware of current issues in the personnel field.

What attracts you to personnel management?
Don't talk about 'helping people' or 'working with people' - common misconceptions or cliches about personnel work. 'Helping people' may be part of the work but you are not paid to be a social worker and may also need to carry out actions that are not helpful to people, such as making them redundant. Most jobs will involve 'working with people' in some way - personnel is not unique in this, and can also involve a good deal of administration

The new name for personnel, 'Human Resource Management', is also a more accurate definition of the work - you are managing a resource just like any other - money, products etc. Even though most organizations will state that 'people are our most important resource', people are still managed for the ultimate benefit of the organization.

Answers should show that you have done your research and know what personnel is about - for example, collective bargaining, hiring, training, developing staff, payroll issues.

We have received hundreds of applications for personnel - why should we choose you?
Personnel is very competitive to enter, so you have to sell yourself effectively at interview. Your answer might include evidence for key skills - organizing, communication, computer skills etc.

You might also show a proactive approach - that you understand that personnel can be an important tool to give a company an edge over its competitors - for example by better training of staff.

You should also declare that you very much want the job and are prepared to throw yourself fully into it. Enthusiasm and commitment are important factors in work. If you can get them across at interview you will certainly appeal more than the many other applicants who did not.

Any relevant experience can also be used here. If you have held a vacation job or indeed had other full-time work experience in which you dealt with employee issues such as training, recruitment, dismissal or promotion now is the time to bring it up

How is your course relevant to HR?
If you have a business studies or an industrial relations degree then the answer is simple. Other degrees such as psychology may have given you an insight into human behavior but you also need to show an interest in the management side of the job.

If you have done a non-relevant degree don't worry. Many companies will take any degree subject for personnel. You need to emphasize relevant transferable skills - personnel departments will have extensive databases so any computer skills you have can be mentioned here.

You could also mention that you have developed verbal communication skills in seminars, written communication in essays, analytical and research skills in almost any aspect of your course and organizing and planning skills developed in projects. The fact that you have studied effectively and to a high level can suggest you would be a good employee and willing to work hard.

Tell me about your work experience of Human Resource?
Although the ideal answer here would include paid or unpaid experience in a personnel department, many other jobs will have relevance. Do try to spend a day with a personnel manager or at least to discuss the job with them before your interview. In such a competitive field this may give you an important edge over other applicants.

Almost any job will give you an insight into the things that make a workforce happy and efficient. Even being a packer in a factory will give you an insight into what motivates the most poorly paid workers - tell them how satisfied they were and what changes could be made to improve efficiency. Recounting your own experience of Human Resources may also be helpful. Knowledge and examples of any of the following would be appropriate:

* Interviews
* Making applications
* Selection Centers
* Training courses
* Pay review
* Appraisal
* Promotion.

How can we become more efficient HR Manager?
This question is checking whether you have done your research and also to see if you can think on your feet. It's also seeing if you have made the crucial link between the work of the human resource department and the effectiveness of the workforce. This is where your research into personnel issues will pay off: you might talk about better training of staff; the merits and demerits of appraisal schemes; performance related pay; change management, etc.

You will not be expected to solve any efficiency problems they are currently experiencing. Neither will they be expecting you to come up with some kind of correct answer. They will be more interested in the way you list the different issues regarding efficiency and whether you feel there are typical areas of, for example, recruitment inefficiency which can be addressed.

What do you think of trade unions?
Here they will not be looking for any ideological stance but some sort of balanced viewpoint. It again demonstrates that you have done your research and can think on your feet.

You could, for example, outline ways in which unions can be useful partners to management; alternative ways of giving employees a voice and situations in which unions can hinder management actions. You might take into account the level of unionisation in the organisation to which you are applying and any recent industrial relations problems it may have experienced. Similar questions that have been asked include:

* "What is your opinion on performance-related pay?"
* "What motivates a workforce?"
* "Is industrial action a bad thing?"
* "Is it practical to work in personnel and be a member of a trade union?"
* "Should all employees join a trade union?"
* "Should trade union activities be considered when recruiting managers?".

Your manager has decided he can no longer afford graduate recruitment - how would you convince him otherwise?
Again a question to see if you can think on your feet as It's unlikely you would have prepared an answer beforehand. It's also a question that every graduate should know something about - and therefore have an opinion.

As with all such questions there's no one answer - just try to say a few sensible things based on logic. Think what reasons might have influenced the manager's decision and try and counter them. In this case, you might draw up a comparison between the costs of recruiting experienced staff v. running a graduate training scheme. Similar question that have been asked include:

"What do you think of our graduate recruitment brochure?"
"What are our organization's strengths and weaknesses?"
"Your manager needs to sack ten people. How would you choose which ten?"
"If you were a manager and there were complaints about the way your staff dealt with customers, how would you resolve this?"

Describe a situation where you were in conflict with others. How did you resolve this?
Here they want evidence that you have key skills required in the job - in this case assertiveness and negotiating skills which are important in collective bargaining.

Similar questions include:

"Give an example of when you ... motivated people/overcame a problem/challenged an established procedure/initiated something/had to change your plans at short notice".

Outline the SITUATION, the ACTION that you took and the RESULT achieved. This will help structure your answer.

Make sure that you have examples of key skills prepared beforehand - from school, university, sports, travel and vac. work. Diplomacy is important as HR managers often have an advisory capacity to line managers but with little power of their own so have to be tactful and persuasive to get their way. You can admit to problems arising through tactlessness or misunderstanding provided that you were able to resolve them successfully and can show that you learnt from the experience.

Have you any questions about Human Resource (HR)?
The best questions to ask are those that you really would like to know the answer to, rather than those you can find in books on interview skills. If you research the company well enough, you will find a number of questions naturally arising that you wish to be answered.

You should, though, concentrate on questions that show your interest in, and motivation to do, the job itself, rather than the rewards it will bring. So, for example, you should ask about training and career progression in preference to pay and pensions!

Other questions could include:

*"What is the company's annual staff turnover?"
*"Where would I fit into the organization?"
*"What is the line management structure?"
*"What do staff enjoy most about working for the company?"
*"What does the induction program consist of?"
*"How long have the present staff been employed by the firm?"
*"Is there a planned career development path?"

What is the difference between primary & secondary storage device?
In primary storage device the storage capacity is limited. It has a volatile memory. In secondary storage device the storage capacity is larger. It is a nonvolatile memory. Primary devices are: RAM / ROM. Secondary devices are: Floppy disc / Hard disk.

What is pipelining?
A technique used in advanced microprocessors where the microprocessor begins executing a second instruction before the first has been completed. That is, several instructions are in the pipeline simultaneously, each at a different processing stage.

Pipeline is a device within the CPU that enables it to fetch (read) instructions in advance of executing them - so that when an instruction is completed, the next one is ready to execute.

Submitted by George E Broussard (

Pipelining is a process By which CPU is enabling to fetch an instruction when the execution of another instruction going on.8086 is the 1st microprocessor which uses that concept of pipelining. it uses 2 different circuit for execution and fetching of an instruction.

Why are you here?
Before you walk into any interview or take any phone screen, you absolutely MUST learn something about the company. Do your research. Check out the company�s website, especially their PR or Recent News section where you�ll find interesting info on your target. They want to be flattered that you picked their company to interview. So tell them what you like or what impresses you about this company.

How do you prepare for behavioral interviews?
The best way to prepare is to take the initiative by preparing several 30 to 90-second personal stories.

Consider developing your stories around these areas:

1. A crisis in your life or job and how you responded or recovered from it.

2. A time when you functioned as part of a team and what your contribution was.

3. A time in your career or job when you had to overcome stress.

4. A time in your job when you provided successful leadership or a sense of direction.

5. A failure that occurred in your job and how you successfully overcame it.

Preparation is especially important for success in the behavioral interview. A word of warning: you must have stories to back up anything you claimed on your resume.

All stories have three parts and yours should be no different. They include:

1. A beginning (set the stage- describe the situation, the time)

2. A middle or process (this is the process you took or the action that you took to solve the problem)

3. A resolution (How was the problem solved, overcome, or resolved)

A good story should be interesting and full of action. Give them something memorable about you that make you stand out. Since these are your stories, it shouldn�t be hard. Let your personality and your core character shine through. Make sure you let them hear the steps you took to solve the problem. The more details and skills you can add, the better

How is this different than other questions you might encounter?
A behavioral question will be very specific. For instance, when asked, �Tell me about a time when you overcame a crisis, solved a problem, dealt with failure, etc.�, the focus is on a specific �time� in your past when you __________. Here your answer must elucidate a particular action that you took at some point in your past.

In contrast, a traditional interview question would be �what if� type questions. For example, �What would you do if such and such situations were to occur?� The difference here is there are no past experiences to call upon. You merely put yourself in the situation and use your imagination for the answer. The interviewer is looking for your thought process and how you might think through a problem.

What is a Behavioral Interview?
Also known as �competency-based� interviews, these go further than the traditional skills-based interview. You can expect additional questions about your character and personal attributes that can better determine whether you fit their corporate culture. These are called �behavioral competencies�.

Specifically, this is simply an interviewing technique used to determine whether you are a good fit for the job by asking questions about your past behavior. Your answers are then used as a predictor of your future success. For example, if you�ve done it in the past, you probably will do it again.

A Great Showcase for You but You Must Prepare Now!

When you go into an interview, you need to leave your nerves at the door. The best way to prepare is to develop beforehand, your own story (or stories). This is especially great for the �behavioral� or �competency�-based interview being used more today.

A behavioral interviewer will spend about half the interview on your job skills, and about half on your behavioral competencies. He or she will be looking for evidence of how you have acted in real situations in the past.

How to Create Your Professional Brand

The first step in creating your professional brand is to consider what you want to highlight. For example, if you�re a computer programmer, you�ll want to highlight your tech skills. If you�re a marketing professional, you�ll want to promote your public relations/marketing experience. When you have multiple areas of expertise, it

What is Your Brand?
In a nutshell, your brand is your online presence. You can, and should, have your own brand; just like Tiffany�s has for fine jewelry or Subway has for submarine sandwiches.

Your professional brand needs to reflect your skills, your interests, and your expertise. So, when someone finds information about you online, it connects them to who you are and what you can do.

Like it or not, if an employer is considering you for a job, they are going to Google you to see what they can find. What you don�t want prospective employers looking at is the pictures of your summer vacation or a party where you might have over-indulged a little. The rule of thumb I always use is the �grandma� standard. If there is something that you wouldn�t want your grandmother (or your mom) seeing on the web, you don�t want a prospective employer viewing it either.

I still cringe at the photos I�ve seen on some Face book pages and in blogs. Some of the descriptions of the good times had by all are cringe-worthy, too, when you look at them from a �what they can do to your job search� perspective.

What kind of manager do you find most difficult to work for?
Instead of providing a laundry list of qualities you dislike in a manager, focus your response on the management style that brings out the best in you.

Sample Response: �Since I am a self-starter, I work best in a situation where the supervisor provides instructions and then allows me to carry them out. I�m not one that needs to be micro-managed. In fact, my previous managers can attest that I always go above and beyond what is expected and can be depended upon to keep my commitments.�

The way you answer interview questions will be the determining factor on whether or not you are extended a job offer. Be prepared to answer interview questions that focus on your ability to be managed

How would your current/previous employer describe your work ethic?
An excellent way to gauge your manageability is by gaining insight on how others perceive your performance. When answering this question keep your response focused on the good qualities your manager sees in you.

Sample Response:� My performance reviews always have been outstanding. In my most recent one, my manager indicated that my dependability and loyalty as an employee is evident by the fact that I always show up to work on time, and when needed, make myself available for overtime��making me an asset to the department.�

Give me a recent example of when you needed the assistance of your manager.
The interviewer wants to know if you handle issues that arise on your own and whether you exhaust every alternative before informing your manager of a potential problem. Most managers look for employees who manage problems on their own or at the very least, brainstorm possible solutions before bringing the problem to the manager�s attention. To prepare for this type of question, take note of your problem-solving skills and mention the steps you take when resolving issues.

Sample Response: �Since I have comprehensive experience in this industry, it is rare that I approach my supervisor to solve a problem for me. I usually draw upon past experiences to determine the best course of action. This method works 99% of the time. If I�m presented with a scenario I�ve never encountered, I come up with several options and present each to my manager. Together, we discuss the pros and cons of all the possible scenarios and come up with a workable solution.�

Are You Manageable?
Knowing the technical aspects of your job isn�t enough to convince an interviewer you are the best person for the job. Interviewers evaluate your candidacy in a broader sense. They assess you who are as a person and whether you are manageable�that is, whether you have the traits that make you an easygoing and effective team member.

To make this determination, interviewers ask questions geared to your manageability. Below are a few questions that may be asked of you during an interview, along with a sample response for each.

The Class Everyone Thought You Took, But You Did not?
Most of the time, I hate the condescending tone of the career pundits. It�s always �Sally, you idiot, here is how you should do your resume.� Or, �Billy Bob, here is how to answer these typical interview questions.�

I thought you knew better. Come to find out there are a lot�I mean a LOT�of job seekers who are clueless about the basics, of how a business operates and recruits. This is Interviewing 101: The Class Everyone Thought You Took, But You Didn�t. It is a lecture.

Please pardon my bluntness, but some of your friends, NOT YOU, need this direct approach.

1. When you send out a resume, send a cover letter too. Make both perfect.

2. Keep track of what company and to whom you send your resume and cover letter. You do this so when you are called by the company�s recruiter, you don�t say things like �how did you get my resume,� or �who are you and why are you calling me?�

3. Google each company. Read and remember just a little bit about the company. This is so when you are called for the initial interview you are NOT completely in the dark about the company. You want to avoid comments like �mmmm, I have never heard about your company, what do you do?�

4. Before the interview, study more about the company; granted, this is a lot like homework. Find out as much as you can about the company and industry. What do they do? What else can you find out about them?

Do Not Underestimate The Power Of A Good Resume
If you lack the skills to write a dynamic resume, then don�t waste time - seek professional help from a career coach. After all, you need a well-written resume to get interview calls. A career coach not only knows what impresses potential employers, but can overcome the hurdles that a first-time resume presents, such as lack of experience.

A good career coach can not only help your resume present you in the best possible way, but can also help you clarify your career goals and evaluate potential employers. Best of all, they represent you and your best interests.

Your First Job Interview
Making a good first impression is important for successful job interviews. Make sure that you wear formal clothes for interviews unless you have been specifically asked to dress casually. Remember that on your first job interview, you are bound to be very nervous � that�s why you should be as well-prepared as possible, so there is less chance of you doing or saying something that could sink your prospects.

A career coach can help you be more successful on interviews � helping you to master such topics as asking the right questions and the art of negotiating salary. Your first job interview may not necessarily end up with you getting the job, however you must know how to deal with different situations gracefully.

As with anything worth having, the one thing that will help you finds a good job is practice. Going on all types of interviews, even informational ones will help you become more comfortable and know what employers are looking for in candidates.

New Grads - Tips For Moving Out, On and Up
The first thing that comes to your mind after getting your degree is to find a lucrative job in your chosen field. The job market is highly competitive and it is important to prepare yourself before you start your job search. Multiple careers, downsizing workforces, and a lack of job security are realities of today�s job market.

There�s nothing called a �lifetime career� anymore - and on average, college students can expect to pursue about five different careers and change jobs about twelve to fifteen times during their working lives.

for Successfully Prepare For Interviews Follow These Five Steps
1. Research, research, and then research some more. Prospective employers expect you to be well-informed about the company, its products and services, and the industry as a whole in general. Plan to spend quite a bit of time on the company�s web site. Look at their mission, news releases, product releases, etc.

Read articles about what the company and the industry are going through. Speak to people who work there. Know the company�s view of itself, as well as what people who don�t work for that company think about it. You are looking for indications of where a company is going and what problems the company and the industry are having. Knowledge is power. The more you know before the interview, the more confident you will be when you are there.

2. Know the job description intimately. If you want to do well during an interview, you have to know what the company wants you to do. This information is in the job description. Go through the bulleted list of requirements in the job description, one-by-one, and come up with an example of how you have successfully done what they are looking for in either your current or past positions.

3. Make a list of questions you may be asked during the interview. List questions you can easily answer as well as those you wish would not be brought up, but you know will be. Go through each question and write out your answers for each.

How to Successfully Prepare For Interviews
A job interview is a screening tool. For you, it�s an opportunity to assess whether or not you want to work for a company. For the employer, it�s an opportunity to decide whether or not they want to hire you. Both sides are looking for a match.

Interviews bring up nervous questions for job seekers, such as:

* Will I fit in?

* Will they like me?

* Will they see that I am the best candidate for the position?

Interviews bring up nervous questions for employers, such as:
* Will this candidate be a good choice?

* Will they make me look good or bad?

* Will they be able to do this job?

* Will they get up and running quickly?

* Will they follow through with what they said during their interviews?

If you answer the employer�s questions better than anyone else, you will have a good shot at getting the job. This means being prepared. If you prepare, you can go into problem-solving mode. So, rather than �please pick me,� you will be able to tell a company how you are going to be an asset.

Poor Grammar, Poor Impression
I�ve become increasingly concerned about the ignorance of Americans - not those who have learned English as a second language, but native English speakers - regardless of race, income level, schooling or other determining factors.

The number of people who read seems to be decreasing in direct proportion to the number of kids growing up with portable DVDs, and ipods. Television has become the preferred babysitter for children and the most effective way for adults to anesthetize themselves after a day�s work. Teachers, overworked and underpaid, seem to be fighting a losing battle � or are some perpetuating it?

These days I see egregious (horrible, outrageous, astoundingly bad) grammatical errors on resumes and cover letters, web sites, signs, emails to me�..regardless of management or income level. Job hunters write asking me for �advise� (it should be �advice.� �Advice� is the noun; �to advise� is a verb). Some of these are written by people who are in the job market hoping to be invited in for an interview, and their paperwork is full of punctuation and grammatical mistakes. Were they careless? Or do they not know? Maybe it doesn�t matter. Maybe the hiring authority doesn�t know the difference either.

If you were shopping for a new car, what would you think if all the Honda or Lexus or Toyota brochures had apostrophes in the wrong place? Or misspelled words? Or glaring grammatical errors? Would you know?
Preparation of additional information/documentation-

During the interview, did you offer to put together a rough outline of a marketing idea you discussed? Were you asked to forward your college transcripts? Did you volunteer to send a great article you�d read about manufacturing in rural areas? Be prompt, precise, and proactive in providing additional material that may help support your candidacy. You may cover these materials with a brief handwritten note or your business card with a word or two jotted on the back.

Follow up phone calls.

It is perfectly appropriate to follow up with the interviewer after a period of time to determine the status of the position and your candidacy. One of your final questions at the end of your interview might be, �When may I expect to hear from you? May I check back with you in two weeks?� Enter the date in your calendar and follow up as promised.

Continued networking:

A successful networking interview should result in additional contact names. Follow through on all leads, and give occasional status updates to the person who originally referred you.

After the Interview Now What?

You�ve just completed an interview for a position that interests you, or perhaps you met with a networking contact who offered some insight into your job search. Now that the interview is over, it�s time to swing into action with some memorable follow up activities. Depending on the nature of your interview, follow up can take several forms. What you do can greatly influence whether you succeed in generating a second interview or benefit from your networking meeting. Review the checklist below for specific activities that may apply to you.

Thank you note:

A thank you note should be sent immediately following an interview to each person with whom you met. A thank you note may be handwritten if it is brief (the �bread-and-butter� thank yours our mothers taught us when we were children). However, a more effective follow-up is a word processed letter that reinforces the points you made during the interview and reiterates your qualifications for the position. Thank you notes should always be personalized. If you are writing to more than one person at a company following a group or successive interview, do not send the same note to each; vary your missives so that the person reading it knows you recall and related to the specific information they provided.

Your best bet in this case is to meet the challenge head-on by preparing to address the gaps directly.
This will make it much easier to market your skills for an executive or management role.

I have compiled three highly effective tips you can use when presenting an interruption in your work history to a potential employer:

1) Remember that hiring authorities see gaps all the time� but they will also expect to see career progression, PLUS and explanation. This is a critical point! In order to deflect questions about short-term gaps, ensure that your r�sum� shows some strong areas of growth throughout your professional history. This can make the gap seem more like a blip in your career.

Also, be prepared to explain the gap itself by pointing to an activity that filled it, such as volunteer work, caring for an ill family member, or launching a business, in order to explain time in between jobs.

2) If possible, give a name to the gap itself. Give readers of your r�sum� an idea of what you did to fill your time by using a between-jobs �title� such as Consulting, Sabbatical, Leave of Absence, or Family Management.

But what if the gap was short enough that you were merely searching for work? You can just leave it �as is,� while still preparing your explanation. This leads to the next tip, which is�

Three Powerful Tips to Address Gaps in Your Career History
Given the dot-com meltdown, frequent corporate downsizing, family situations, and the never-ending parade of mergers and acquisitions, more leadership professionals than ever are presenting a gap in between jobs to their next employer.

If this situation applies to you, remember that you are in good company! I would estimate that nearly a third of my clients have experienced a period of unemployment at one time or another.

Many studies have shown that interviewing does not provide the company with the best candidate for the job. Does that mean that interviewing is bad? No, it�s more that most interviewers are not that good. Very often, you�ll be interviewed by a recruiter who doesn�t know that much about the job, a human resource professional that knows about the company but not about your specialty, or by a hiring manager who knows their area but hasn�t been trained in interviewing techniques. Plus, interviewing often ends up being subjective and coming down to what kind of connection you have with the interviewer. That being said, there are several things you can do to increase your chances of a successful outcome in your interviews.
1. Research the company beforehand. If you come in to the interview knowing about the company through research on their website, perhaps through talking to people who�ve worked there, etc., you will come across like a professional who is serious about finding a good match with an employer.

2. You should do as much listening as possible in the interview to find out what the employer is looking for. The more you know about what the employer wants the better you can tailor your responses so that they fit in with the employer�s vision for the position. This doesn�t mean you should lie or exaggerate. However, knowing more about what qualities are important to the employer will help you determine which aspects of your experience, personality, vision for your career, and vision for how you can help them to emphasize. For example, if an employer is most concerned about finding someone with good people skills, you�d be better off talking about how well you work with people and how you like working with others than you�d be talking about your great computer skills (although it would be important to talk about computer skills too if the employer�s interested in that).

A Checklist to Nail Behavioral Interviews
If you�re reading this article, you probably understand that job successful job seekers talk about what they have accomplished in previous positions, and present a �mini-business plan� to relate to the needs of a prospective employer. Review the following list to be sure you are prepared to nail behavioral interviews:

* You have clearly and concisely described one - two �success stories� for each of your previous employers, using the Problem (Challenge) - Action - Result model.

* You have analyzed your accomplishment stories to identify the personal qualities, skills, and areas of knowledge that made it possible for you to achieve your successes.

Going forward, you need to re-frame this data in terms of what is needed for the specific position you are applying for.
Step #1 - Study the job description and organization to identify the criteria for the job (not �requirements�). The criteria are likely to be �soft skills,� e.g., flexibility, team orientation, interpersonal skills, etc. Create a grid, with the criteria on the left and your previous employers across the top.

Step #2 - Fill-in the cells with a note about each employer/accomplishment that addresses the new job criteria. (Without the ability to post a table online, I can�t provide a good-looking sample - contact this author for a complimentary copy of this worksheet...)

Step #3 - Once you�ve completed this �homework,� use your notes to prepare for questions and conversation with the interviewers. Be careful to limit your responses to three - four crisp sentences, using the Problem (Challenge) - Action - Result model.

Ironically, you�ll need to rehearse these responses so you can deliver them in a style that appears to be totally spontaneous!

Rehearse wherever you are alone and won�t feel silly talking out loud to yourself, e.g., while driving, drying your hair, etc. Preparation is the key to nailing the behavioral interview.

Entry Level or Junior Level Jobs or Non-Exempt Jobs
If you are entry level or a fairly junior player without specialized skills and experience you just don�t have a lot of room to negotiate. You may be able to get a higher salary if, say, you have to commute further to the new job or you need to buy a car to drive to the new job. If that is the case, mention it to the hiring manager and ask if they would consider additional compensation to cover your additional commute costs. If that isn�t an option for them perhaps you can negotiate a flexible work situation that includes telecommuting for part of the week. You may also be able to negotiate additional days off or tuition reimbursement. Many companies have a dollar amount that they offer to junior employees � particularly those who join the company as a member of training program or a class (i.e.: first year Big 4 auditors or consultants) and that number tends to be pretty rigid.

Financial situation of the company you are interviewing with and industry trends
Profitable companies in growing industries are more likely to offer higher salaries so do your homework about the company and industry before trying to negotiate salary or benefits.

Other perks that come with the job
Jobs that come with big benefits, big bonuses, perks (use of company plane), company cars, tuition reimbursement, sometimes have less flexible salaries because the employer realizes that the job is going to provide lots of other compensation.

Salary negotiation depends on several things: Your level of experience and the level of the job you are interviewing for
the less experience you have and the less unique your skill set the less room you have to negotiate

With whom are you negotiating? (Hiring manager, HR representative, executive recruiter)

In most companies hiring managers make decisions about how to allocate their budgets. Generally HR representatives are messengers who report your past salary, salary requirements etc to the hiring manager. In some organizations the HR manager negotiates on behalf of the hiring manager. Find out that makes the final decision about salary and perks and, if possible, deal directly with that person.
Type of company (small private company, company with VC money, large corporation, public sector)

Large companies may have more money but they usually have more policies, procedures, and bureaucracy. In many large companies hiring mangers may not have a lot of latitude to offer larger salaries to new hires. In small companies there may be more latitude but they may have fewer resources. If you think your skill set is worthy of a large salary making a case for that during the hiring process. Make sure your resume sells your unique accomplishments and skills (back this information up with metrics when possible) and be sure to discuss those things when you interview.

Why do recruiters ask for your salary?
Let�s face it most of us wouldn�t work for anyone else if we didn�t need the money. So money is an important part of the employment relationship. If your current salary is far below the salary range of the job that you are interviewing for, the hiring manager will want to understand why. Perhaps your current employer pays below market rate$ Or, it could mean that your skill set isn�t as developed as the job requires. If you are selected for a job that pays significantly more than you are currently making an employer may make you a salary offer that falls near the bottom of the salary range. The reason that some employers do this is so that they have more latitude to reward you for good performance with merit increases and promotions than if they had paid you at the top of the salary range. If your current salary is higher than the range for the job you are interviewing for, you may not want to interview for a job that pays so much less. On the other hand, maybe you are willing to take a pay cut to join a really elite team. If that is the case this topic needs to be discussed in an interview.

Why Should I Hire You?
This is the classic question most of us hear during an interview. It�s often preceded by the phrase, �I�ve already interviewed another person for this position who looks perfect.� Then the killer question, �Why should I hire YOU$�

Be careful to avoid clever retorts or comedic one-liners here. Your interview is serious business and a wrong answer will send you packing. This is, in fact, the one question that interviewers like to ask because the answer can so easily separate the contenders from the also-rans. Give a wrong answer and the large �Game Over� sign flashes above your head.

What they really want to know is, �What�s special or different about you$�, or �How are you different than all the other candidates who have applied for this position$�. With this in mind, a good way to approach your answer here is to launch into your best �story� that answers this question, �Will you go the extra mile$�

Why is the employer asking why they should hire you$ Because there are only 5 areas of interest that they have about you as a candidate:

1. Your skills

2. Your knowledge about the company

3. Your manageability

4. Your affordability

5. Whether you can go above and beyond your job description.

Research the industry what is going on that will help you understand the larger environment in which the company operates? What is the competition doing?
Develop some initial thoughts about problems the company might be facing and how you and your expertise represent solutions.

Clarify your value.

What do you have to offer$ Think about what you know, what you can do, and how you can help a company. Make a list of the three, four, or five most important assets you bring to the table and be sure you phrase these in terms of value/benefit to the company, not simply knowledge or experience. For example, �five years of experience in business development within IT services industry� is not particularly meaningful to an employer. Instead, phrase it this way: �five-year track record of developing new IT services business with Fortune 1 clients in every major market in the Midwest.� Now that�s something a company will be interested in acquiring.

You might come up with six, ten, or even more areas of value or expertise. (Hint: Most of these should be present in your resume.) In preparing for your interview, pare your list to those that are most relevant to the company and the position at hand. Focus your interview preparation on these critical areas.

Prepare CAR stories that communicate your value.

What exactly do you want to know Does it understand more about a job or career Do you want to learn how to write a Blog, a book or start a business$ Create a list of questions that you will ask the person you are meeting with so that you do not forget anything. This will also help him understand what information is most useful for you so that the conversation doesn�t wander during your meeting. Prepare and write down your questions ahead of time but do not bombard him with too many. It is okay to take notes during the meeting.
As a college student or recent college grad informational interviews are a necessary and useful way to gather as much information as possible about jobs, industries and careers.

If used well, an informational interview is one of the most valuable sources of information. Why$ Because it enables you to get an intimate perspective of the experiences and impressions someone has in a much less stressful situation then an actual job interview.

Here are some guidelines for getting informational interviews, conducting them and what to expect from them.

Negotiating Salary: Do Not Regret Disclosure

Oops, I already told the interviewer what I am making. Now what?
All is not lost! Just because they know your current salary or salary expectations doesn�t mean you can�t negotiate for a fair market value.

Once you�ve broken the sound barrier, so to speak, on your salary, you at least have one advantage: no more tug-o-war between you and your potential employer about revealing salary.

If salary bumped you out of interviewing, it will be hard to gain reentry at all, and even if you do, it might be at the price of an informal pre-interview agreement that if chosen, you�ll consider a pay cut.

If you�re still in the running, however, your �disclosed� circumstances make it doubly important to do your research well. In this case, you don�t need to address salary again until there�s an offer. At that point use researched facts, not your past salary, to substantiate your salary request.

When they�ve decided on YOU, that is, when they�re making you the offer, not your competitor(s), then it�s time to make the move away from the number you disclosed to your ideal compensation. Don�t let your past salary be the starting point for negotiations. Let your own satisfaction and joy of receiving great pay is the motivating force behind you at this point.

How does EJB support polymorphism?
Posted in EJB Interview Questions, HR Interview Questions

Because an EJB consists of multiple �parts�, inheritance is achievable in a rather limited fashion (see FAQ answer on inheritance here). There have been noteworthy suggestions on using multiple inheritance of the remote interface to achieve polymorphism, but the problem of how to share method signatures across whole EJBs remains to be addressed. The following is one solution to achieving polymorphism with Session Beans. It has been tried and tested on Web Logic Apps Server 4.50 with no problems so far.

We will use an example to show how it�s done. Say, there are 2 session beans, Tiger and Lion that share some method signatures but provide different implementations of the methods.

• Animal Home and Animal are the home and remote interfaces. The signatures of the polymorphic methods are in Animal.

• Animal Bean is the base implementation bean.

• Tiger Bean and Lion Bean extend from Animal Bean. They may override the methods of Animal Bean, implementing different behaviors.

How long would you stay with us?
As long as we both feel I�m contributing, achieving, growing, etc.

How long would it take you to make a meaningful contribution to our firm?
Not long at all � you expect only a brief period of adjustment to the learning curve.

Please give me your definition of the position for which you are being interviewed).

Keep it brief � give an action- and results-oriented definition.

What do you look for in a job?
I will look for an opportunity to use my skills, to perform and be recognized.

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