2023年常用面试题目英文版.docx

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HIGH-LEVEL STRUCTURE OF THE INTERVIEW 1. Introductions 2. Questions to the candidate 3. Presenting the job 4. Presenting the organisation/company 5. Candidate’s questions 6. Conclusion --------------------------------------------------------------------------------------------- 1. Introductions · Interviewer’s name and position title · Tell the candidate the structure of the interview (i.e. that after the introductions you will start to ask questions, then you’ll present the company and the job and at the end the candidate can ask his/her questions) ---------------------------------------------------------------------------------------------- 2. Questions to the candidate • Previous work experience (responsibilities, tasks, why the candidate has changed jobs/companies), motivation, goals, personality Work Experience: Responsibilities at different companies, what types of companies (Chinese or foreign), reasons for changing jobs/companies? Why are you leaving your current company? What are your responsible for in your current job? Who (= position title) do you report to? Describe the day-to-day demands of your present job. What parts do you enjoy the most and what parts do you find the least interesting? What previous job was the most satisfying and why? Provide specific examples of what made the job satisfying. What previous job was the most frustrating and why? Provide specific examples and what you did about the situation. Have you had to use English in previous jobs? Motivation for the job: In your search for employment, what are the top 3 things you are looking for? Why are you interested in this position? ---------------------------------------------------------------- In the following questions, look for these things in the candidates’ answers: · A description of a specific situation · The tasks that needed to be done · The action s/he took · The results i.e. what happened There are lots of questions listed under each theme or competence, please pick the ones which appeal to you, you only need to ask about 1-3 questions per theme or competence. For technical competencies, I expect you’ll have no difficulty coming up with the right questions. Technical competence questions For example: What equipment are you trained to operate? How do you use it to accomplish your job? Explain the safety precautions you use when you are operating the equipment. Motivation (What motivates the candidate in general): What goals, including career goals, have you set for your life? How would you define “success” for your career? At the end of your work life, what must have been present for you to feel as if you had a successful career? Observing your coworkers, in your current or a past job, describe what motivated their best performance What, in your experience, motivates your best, most successful performance? Can you give us an example of this motivation in action in the workplace? What role does your manager or supervisor play in your personal motivation at work? Describe the actions and behaviors of your manager or supervisor that you respond to most effectively? Taking ownership & showing initiative: Give me an example of when you had to go above and beyond the call of duty in order to get a job done. Give me examples of projects/tasks you started on your own. Give some instances in which you anticipated problems and were able to influence a new direction. Getting the job done sometimes requires persistence in the face of obstacles, such as time demands and shifting priorities. Tell me about a time when you were very persistent in order to achieve goals. Be specific. What kind of oversight and interaction would your ideal boss provide? Positive attitude/problem solving: Describe a complex problem you had to solve and walk me through your thinking as you solved it. Tell me about a creative solution you developed for a challenging situation or problem. Describe a situation in which you aspired to reach a goal. What obstacles did you confront along the way? What did you do to overcome them? Describe for me the worst day you ever had at work and how you coped with it. What would you have done differently knowing what you know now? Describe a situation in which you had some difficulties in achieving desired results. How did you succeed? What is a major obstacle you have had to overcome in the past 12 months? Describe a situation where you had inadequate resources to accomplish your objectives and how you overcame the deficiencies to succeed anyway. Tell me about any experience you have had turning a problem into a success. Handling change/difficulties: What is the most stressful situation you have handled and what was the outcome? What do you do when priorities change quickly? Give one example of when this happened. What do you do when you are faced with an obstacle to an important project? Give an example. Describe a situation in which you worked as part of a team but your team failed to accomplish the goal on time and within budget. What was your role? What did you learn? Describe a time in which you had to adjust quickly to changes over which you had no control. What was the impact of the change on you? On your work or project? Communications skills: What challenges have occurred while you were coordinating work with other units, departments, and/or divisions? Tell us about the most difficult or frustrating individual that you've ever had to work with, and how you managed to work with them. Rate your communication skills on a scale of 1 to 10 with 10 representing excellent communication skills. Give me three examples from your past work experiences that demonstrate the selected number is accurate. Tell me about a time when you had to work closely with a coworker whom you disliked or with whom you had trouble working. What did you do to make the relationship work so you could succeed for your company? Describe a conflict you were involved in at work. How did you resolve the conflict? What happened next with that coworker or team? What are three examples of the kinds of behaviors, actions, or attitudes you are most likely to conflict with at work? Can you give me an example of a situation you addressed in the past? How was it resolved? What are the three most important factors that make you an effective, valued coworker in your current job? What would your supervisor say are the three most important factors? When you have entered a new workplace in the past, describe how you have gone about meeting and developing relationships with your new coworkers, supervisors, and reporting staff. What steps do you take to insure adequate understanding of information by different audiences when you are communicating? Give three examples of incidents when you communicated information to someone in a work setting and s/he remarked that they did not understand it. What steps did you take to correct the situation? Ability to learn: Tell us about a recent job or experience that you would describe as a real learning experience? What did you learn from the job or experience? How do you stay abreast of new methods and technologies and apply them to your job? Describe a period when you attended a training session to learn a new skill and then applied it in your work. How long did it take to become proficient? What assistance did you require? Describe a situation when you had to learn a new skill without any help from others. What did you do? What aspect of your job did you have the most difficulty grasping quickly? How did you learn the technical aspects of your job? Describe a time when you realized you needed additional skills or knowledge to be successful. What was your approach to gaining these skills? Tell me about a job that you held in the past where continuous learning was necessary and important. How did you continue to grow your knowledge, skills and expertise? How did you apply new learning to your position? Management and leadership skills (Questions only to the candidates for the roles which have direct reports): How many employees reported directly to you in your management job(s)? (You are asking about the number of employees whom he or she directly supervised with performance assessment and compensation assignment responsibilities.) If I were to interview your reporting staff members, how would they describe your strengths and weaknesses as a manager and supervisor? Give me an example, from your past work experiences, about a time when you had an underperforming employee reporting to you. How did you address the situation? Did the employee’s performance improve? If not, what did you do next? Rate your management skills on a scale of 1 to 10 with 10 representing excellent management skills. Provide three examples from your past work experiences that demonstrate your selected number is accurate. Describe the work environment or culture and its management style in which you have experienced the most success. As a manager or supervisor, one of your jobs is to provide direction and leadership for a work unit. Describe how you have accomplished this in the past. If you have reporting staff, how would these staff members describe your relationship with them? What do you do to ensure the safety of your employees and the safe operation of workplace equipment? How often do you believe it is necessary to withhold information from staff members who report to you? Would you say you do this regularly, not often, or never? Under what circumstances do you limit communication in your experience? Closing questions: What do you consider to be your professional strengths? Give me a specific example using this attribute in the workplace. What are the three most important attributes or skills that you believe you would bring to our company if we hired you? -------------------------------------------------------------------------- 3. Presenting the job • Main responsibilities and tasks • Describe the job realistically • Colleagues or other people the position holder will work with and their jobs 4. Presenting the organisation/company • Aim to give a positive, but realistic description of the company as an employer 5. Candidate’s questions • Opportunity to ask questions about the company or job 6. Conclusion • Ask the candidate whether s/he is still interested in the position • Tell the candidate about the schedule of the recruitment and who will contact them with news and when ---------------------------------------------------------------------------------- Immediately after the interview, take a few minutes to evaluate the candidate e.g. on a scale of 1 to 5. Technical competencies How does the candidate deal with uncertainty/change/difficulties Learning: how capable is the candidate of learning and applying knowledge Ownership: will s/he take ownership (will they leave at 5 pm no matter what) Comms skills: not the same as language skills Motivation/solution orientedness (will s/he see a problem or a solution) You should also note down everything you think is noteworthy about the candidate

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