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Training And Development Of Staff

Training and development of staff – this is one of the key issues addressed in the free HRwisdom Employee Attraction & Retention Guide available for download here now.

In HRwisdom Community Employee Attraction & Retention Guide, sixteen expert employee management practitioners from all areas of the human resources field offer their best employee attraction & retention advice.

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Training and Development of Staff

Much of the information in the comprehensive free guide goes towards answering questions around Training and development of staff.

In the wider context, the free guide has been developed to help business owners and Human Resources professionals who want to fast-track their staff management success.

Expert Advice On Training and Developing Employees

One such expert contributor is Alan Hargreaves.

Training and Development of Staff

Alan Hargreaves has spent 35 years in financial services and business consulting.

Alan’s approach to management is highly effective, yet inspiringly simple. It focuses on real issues rather than strategic principles. His innovative mix of personal and collaborative action brings immediate traction. He is author of the management book, Recharge, published by John Wiley and Sons.

Alan is a director and partner of Hargreaves Revis Wills, which provides bespoke mentoring services to senior executives. He is regularly engaged as a speaker, consultant and mentor.

In his article, Alan puts a unique service perspective on the issue of staff development. This perspective provides a powerful way to build trust and loyalty with your staff. By adopting some of Alan’s ideas, you may well be pleasantly surprised by the result.

Download The Free Employee Attraction & Retention Guide

For instant download of the comprehensive free “HRwisdom Community Employee Attraction & Retention Guide,” click on Employee Attraction & Retention Guide now.

Training and Development of Employees

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How Do I Find Employees Using Word Of Mouth Recruiting?

Some business owners and HR professionals sometimes wonder: How do I find employees by using word-of-mouth recruiting?

How Do I Find EmployeesToday, we’re turning to HRwisdom contributor Dunya Carter for some advice.

Over to Dunya . . .

How Do I Find Employees Using Word Of Mouth Recruiting?

Transforming an Old Model: Word-of-Mouth Recruiting

The world may be immersed in social media, but the most satisfying interactions online are more about personal connections than they are about technology. People want to feel connected to other people. Why not use that need for connectedness to boost your recruiting strategy through word-of-mouth? 

Strategies for Word-of-Mouth Recruiting

Offer referral bonuses. Pay or otherwise reward your workers for referring qualified candidates. Gamification can make it competitive and fun. You can reward workers at the time of the referral and again when new hires have proven themselves. Engaging workers in the recruiting process increases morale and and employee loyalty. Good workers want to work with others who will do a good job, so they are likely to refer people who are a good match for your company.

Support professional networking. Encouraging employees’ memberships in professional organizations is a win-win in any organization. Employees refresh and revitalize their knowledge about your profession at professional meetings while making personal connections with possible recruits for your business.

Encourage using social media for recruitment and networking. People pay less attention to your business’s social media activities than they do to their friends’ social media postings. So reward your employees for posting job ads or company marketing on their social media pages. That might mean that information about your engineering firm is tucked between cute baby pictures and George Takei’s memes, but that might be the perfect spot to catch some interest. It’s just schmoozing in a digital age.

Transform the career fair. Don’t just send your recruiters to these events. Take your best and most positive employees along to talk to people face-to-face about what it’s really like to work in your company. Add a kiosk with employee testimonial videos and you will entice even more job-seekers to stop at your booth.

Support word-of-mouth recruiting. If you want your employees to help recruit for your company, you have to make sure that they have a positive message to spread. Your organization needs to have a positive feel, and you need to make sure that they know enough about the company–not just their own department–to talk about it knowledgeably. What people tell others about the company and the culture can’t really be controlled, so be sure that there are lots of positive things going on that you want to have spread to future recruits and give them resources like a career site to share. Your employees can post a link to the site or direct their friends to the site to help keep the message of your brand unified. 

Benefits and Drawbacks to Word-of-Mouth Recruiting

The most talented job-seekers will be comparing a variety of workplace options. People consult with their friends when learning about an organization, and word-of-mouth can make your company more attractive to highly skilled candidates. However, word-of-mouth recruiting can also backfire on you if your workplace is not a great one for employees. If your organizational culture is in a negative place right now, work on building morale before you start building a word-of-mouth recruiting program.

Relying too heavily on word-of-mouth recruiting will limit your applicant pool, which can be a problem. If you lack diversity in your company, you will find that referrals tend to merely add to the homogeneity. However, if you have some diversity in your company already, you can build on that strength through this recruiting strategy. 

Overall, building a corporate culture to support word-of-mouth recruiting is good for your company. A positive organizational culture makes employees more loyal and productive and gives them a persuasive message to share with the world. Employees that are active professionally stay up-to-date on innovations and activities outside your company, enhancing your core mission. In general, word-of-mouth recruiting is an excellent asset to add to a company’s recruiting toolbox.

Dunya Carter is a Brisbane-based marketing and HR consultant and blogger. She is currently working for Ochre Recruitment, a leading Australian medical recruitment agency. She contributed articles to many international HR industry websites and blogs including The Fordyce Letter, College Recruiter, Colleague and others. Get in touch with Dunya via Twitter.

HRwisdom

Conducting An Interview To Avoid The Dud Hire

Today we’re looking at the art of conducting an interview to avoid hiring the wrong person.

Regular HRwisdom contributor Weng Chio Fan is sharing an extract from an interesting article on this issue.

Over to Weng . . .

Conducting An Interview To Avoid The Dud Hire

Hiring the right people is the first HR priority for all business.  

Not only is bringing in the wrong person costly, the negative energy that they can bring will probably spread across your team and can affect internal and external customers.

So, taking the wrong person on board is probably the last thing you want to do.

Conducting an Interview

Although we can never be error free, there are ways to avoid repeated hiring mistakes.

Here are some key hiring mistakes to avoid as seen by industry commentator Jeff Haden:

1. You ignore the total package.

Every employee has to follow company rules and guidelines, whether formal or unwritten. Still, some people can’t… or just won’t.

The skilled engineer with an incredible track record of designing new products while berating support and admin staff won’t immediately turn over a new interpersonal leaf just because you hired him.

Instead: Decide whether you’ll accept the total package. If you desperately need engineering skills you might decide to live with the proven engineering superstar’s diva behaviour.

Always assume that if compromises need to be made then you will need to be the one who makes them. If you aren’t willing to accommodate or compromise, pass.

2. You hire for skills and ignore attitude.

Skills and knowledge are worthless when they aren’t put to use. Experience, no matter how vast, is useless when it is not shared with others.

Think of it this way: The smaller your business the more likely you are to be an expert in your field; transferring those skills to others is relatively easy. But you can’t train enthusiasm, a solid work ethic, and great interpersonal skills–and those traits can matter a lot more than any skills a candidate brings.

Instead: When in doubt, hire for attitude. You can train almost any skill, but it’s nearly impossible to train attitude. See the candidate who lacks certain hard skills as a cause for concern, but see the candidate who lacks interpersonal skills and enthusiasm as a giant red flag.

3. You sell your business too hard.

You absolutely need employees who want to work for you. But never try too hard to sell a candidate on your company.

Good candidates have done their homework. They know whether your company is a good fit for them.

Plus, selling too hard skews the employee/employer relationship from the start. An employee grateful for an opportunity approaches her first days at work much differently than an employee who feels she is doing you a favour by joining your team.

Instead: Describe the position, describe your company, answer questions, be factual and forthright, let your natural enthusiasm show through, and let the candidate make an informed decision. Never sell too hard, even if you’re desperate. Trust that the right candidate will recognize the right opportunity.

Conclusion

By avoiding these mistakes, you can definitely increase your chances of hiring the right person for your organisation. To see more hiring mistakes, click to see the full article by Jeff.

HRwisdom

Staff Turnover Strategy – Top 100 Employers Part 1

Staff Turnover Strategy – Top 100 Employers Part 1

Avoiding unnecessary staff turnover is a deliberate strategy used by the top companies in the world. They do this to keep their skills, knowledge and expertise in-house without having to constantly slow down to bring new people up to speed.

Staff Turnover StrategyThe Fortune Magazine’s list of the 100 Best Companies To Work For In America makes for very interesting reading.

NOTE: You’ll pick up many great ideas to help you become on of the Best Companies To Work For in the new HRwisdom Community Employee Attraction & Retention Guide. The Guide has sixteen employee management expert practitioners from all areas of the human resources field offering their best employee attraction & retention advice.

For instant download of the comprehensive free “HRwisdom Community Employee Attraction & Retention Guide,” click on Reduce Staff Turnover now.

 In this HRwisdom post we’re bringing you the rankings 91 – 100 of the Fortune Magazine 100 Best Companies to Work in America.

  • 91 DONNELLY Holland, Mich. The glass company, not the printing company. Celebrated for Scanlon Plan, which rewards employees for productivity gains. Also has unique equity structure, which has employees electing representatives to equity committees with the power to address issues of policy and practice–even pay.
  • 92 W.W. GRAINGER Lincolnshire, Ill. Sells hardware supplies through a network of 350 retail stores and a huge catalogue operation. Their 1.3 million business customers range from small building contractors to General Motors. Boasts of a “Cadillac profit-sharing plan,” in which company puts into your account the equivalent of 15% to 20% of your annual pay.
  • 93 ALAGASCO Birmingham, Ala. Only utility on our list–largest unit of publicly traded Energen Corp.– supplies natural gas to more than 400,000 homes and businesses in central and northern Alabama. Company recently offered $500 prize to employees for an idea to address a diversity problem in their area. Turnover less than 5%. No layoffs in 25 years.
  • 94 APOGEE Minneapolis They make windows, replace windshields, and put up curtain walls for buildings. It’s a company populated, as one employee put it, by “good, small-town, Midwestern people.” Employees get profit-sharing checks every quarter. Great feeling of camaraderie. Employees encouraged to think of new ways to do things.
  • 95 SHELL OIL Houston U.S. wing of world’s largest oil company initiated in the mid-1990s a process it called transformation. Goal: Move responsibility down to lower levels. Shell has rich benefits capped by company-paid pensions, plus a pretax savings plan under which company kicks in 10% of your pay annually no matter what you contribute.
  • 96 ALLIEDSIGNAL Morristown, N.J. Since taking helm in 1991, Lawrence A. Bossidy has infused a sense of purpose. Mandated 40 hours of training a year for every employee. Headquarters has on-site child care, fitness center, and other amenities. One of best 401(k) plans around: After five years company matches employee contributions 100% up to 8% of pay.
  • 97 TENNANT Minneapolis Biggest U.S. maker of industrial floor sweepers and scrubbers believes in the old-fashioned pat on the back. That-a-way stickers plastered on everybody’s work station. Strong support network for women managers has paid off: No. 2 in the company is a woman, a rarity in manufacturing.
  • 98 MERRILL LYNCH New York Wall Street’s biggest employer added 6,000 jobs in the past two years. Great training programs; tuition reimbursement up to $8,000 a year. Merrill is a Boy Scout company, scandal-free. One employee put it this way: “When times are good, Merrill Lynch is a great place to work; when times are bad, it is the only place to work.”
  • 99 ACIPCO Birmingham, Ala. Makes cast-iron pipe for water and sewer systems. Founder willed company to workers when he died in 1924, and it still operates as an employee trust with four of 12 members of board of directors elected by employees. Superb, fully accredited, on-site medical clinic with eight full-time doctors and five full-time dentists.
  • 100 GLAXO WELLCOME Research Triangle Park, N.C. British drug company–ranked No. 1 in world, based on sales–lures talent to its North Carolina facilities with glittering array of benefits: two on-site child-care centers plus support for five other centers, seven on-site fitness centers, six medical clinics, 13 paid holidays, 100% match up to 6% of pay in 401(k) plan.

Want More Ideas?

 

Remember, you’ll pick up many great ideas to help you become on of the Best Companies To Work For in the new HRwisdom Community Employee Attraction & Retention Guide. The Guide has sixteen employee management expert practitioners from all areas of the human resources field offering their best employee attraction & retention advice.

 

For instant download of the comprehensive free “HRwisdom Community Employee Attraction & Retention Guide,” click on Reduce Staff Turnover now.

 

HRwisdom

How To Calculate Employee Turnover

The impact of understanding how to calculate employee turnover is one of the key issues addressed in a free guide available for instant download at HRwisdom.com.au now.

In the new “The HRwisdom Community Employee Attraction & Retention Guide,” sixteen expert employee management practitioners from all areas of the human resources field offer their best employee attraction & retention advice.

How to calculate employee turnover rate is a question sometimes asked by members of the HRwisdom community.

How to calculate employee turnover?

The employee turnover rate or staff turnover rate is simply a percentage of employee leavers versus the standard headcount over a given period of time.

How To Calculate Employee TurnoverHow to calculate employee turnover: take the number of employees leaving, divide that by the average total number of employees, and then multiply the outcome by 100 (to give you a percentage).

The number of employees leaving and the total number of employees are usually measured over a year or sometimes month by month.

So, if on average your business or department had 190 employees last month and 43 employees left last month, you’re left trying to sort out an employee turnover rate of around 23%.

This is one of the issues addressed in the new free guide available for instant download on the HRwisdom free employee retention guide page now.

In the new “The HRwisdom Community Employee Attraction & Retention Guide,” sixteen expert employee management practitioners from all areas of the human resources field offer their best employee attraction & retention advice.

For instant download of the comprehensive free “HRwisdom Community Employee Attraction & Retention Guide,” click here now: Free HR Guide.

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Top 10 Interview Questions With Answers – Q10

Employers often ask us at HRwisdom for good interview questions to select good candidates.

We have gone one better.

Robert WatsonThanks to long time HRwisdom Community contributor, Robert Watson, we have come up with a Top 10 List of Interview Questions to ask at job interviews.

However, rather than just give you some excellent questions to ask, Robert also gives you the type of answer you want to hear back from your ideal candidate.

And believe us when we say that Robert knows what he is talking about.

Although he started out as an engineer and quality systems expert, Robert also had many years in the HR field perfecting recruitment & selection systems for a variety of businesses.

Robert even did extensive travel overseas for the express purpose of studying world’s best practice for establishing greenfields (brand new) business operations in Australia – this included how to hire people for their skills, knowledge and attributes (and not just the stuff listed on their CVs).

Download the free HRwisdom Employee Attraction & Retention Guide Now

So far we’ve seen:

  1. Good Interview Question 1
  2. Good Interview Question 2
  3. Good Interview Question 3
  4. Good Interview Question 4
  5. Good Interview Question 5
  6. Good Interview Question 6
  7. Good Interview Question 7
  8. Good Interview Question 8
  9. Good Interview Question 9

Let’s look at the last question . . .

 

Good Interview Question 10

Q10. Why do you want to work in our Business?

WhGood Interview Questions from www.HRwisdom.com.auy do you want to work in our business is a deceptively simple question, but the answers that candidates give you will tell you something about their attitude towards learning in particular.

The better candidates are the ones who are curious about the world and try to dig out information and research things.

 

Preferred Interview Answer – What You Want To Hear

When you ask the question “Why do you want to work in our business?” most people will probably give you an answer which guesses what your products or perhaps they do know what your products are.

A better answer would be something where the candidate might reveal a bit about the history of your company or how many sites you’ve got around the country or where you’re located or head office or something like that.

It’s only a little thing but my estimate is that about one in ten candidates will do that research and if they’re already researching and finding out information about your company before they’re employed with you, chances are that after you employ them, they will always be on the look out for information about how they fit in to the business and what opportunities are out there for them and if you invite them to come along to some training, they’ll invariably say yes because they have this thirst for knowledge.

So always listen behind the question to the underlying attitude.

 

Want More Good Interview Questions Right Now?

Stay tuned for the next question in our Top 10 Interview Questions With Answers series.

  • Want to get a copy of all the questions and answers in one document?
  • Like to know Robert’s thinking behind these questions and how they fit into the overall interview process?

You can download the full document right now.

Top 10 Interview Questions With Answers You Want To Hear 

HRwisdom

Top 10 Interview Questions With Answers – Q9 – 2

Employers often ask us at HRwisdom for good interview questions to select good candidates.

We have gone one better.

Robert WatsonThanks to long time HRwisdom Community contributor, Robert Watson, we have come up with a Top 10 List of Interview Questions to ask at job interviews.

However, rather than just give you some excellent questions to ask, Robert also gives you the type of answer you want to hear back from your ideal candidate.

And believe us when we say that Robert knows what he is talking about.

Although he started out as an engineer and quality systems expert, Robert also had many years in the HR field perfecting recruitment & selection systems for a variety of businesses.

Robert even did extensive travel overseas for the express purpose of studying world’s best practice for establishing greenfields (brand new) business operations in Australia – this included how to hire people for their skills, knowledge and attributes (and not just the stuff listed on their CVs).

Download the free HRwisdom Employee Attraction & Retention Guide Now

Get your free international money transfer with this special HRwisdom code: https://www.currencyfair.com/?channel=RCFL11

So far we’ve seen:

  1. Good Interview Question 1
  2. Good Interview Question 2
  3. Good Interview Question 3
  4. Good Interview Question 4
  5. Good Interview Question 5
  6. Good Interview Question 6
  7. Good Interview Question 7
  8. Good Interview Question 8

Let’s look at the ninth question . . .

 

Good Interview Question 9

Q9. Tell us about a time when a customer’s deadline couldn’t be met. How did you break the news to the customer?

Good Interview Questions from www.HRwisdom.com.auDelivering bad news to a customer is a very difficult thing to do.  So listen carefully to the applicant’s answer to this question.  It will give you insight into their attitude towards customers.

 

Preferred Interview Answer – What You Want To Hear

A good answer would be if they said that they had to deliver this bad news and they decided to drive out and tell the customer face to face.  That’s obviously a better way to deliver bad news than just send an email for instance.

So listen behind the question to the attitude that the applicant has towards the customer and also, see if the were able to come up with some creative ways of delivering the bad news.

For instance, did they look for the previous ten orders and see that they’ve delivered nine orders ahead of schedule and this was the first one that was going to be behind schedule or something like that.

If they’ve got some sense of being able to balance the bad news with some good news, something like that.

 

Want More Good Interview Questions Right Now?

Stay tuned for the next question in our Top 10 Interview Questions With Answers series.

  • Can’t wait to see the rest of the questions and answers?
  • Like to know Robert’s thinking behind these questions and how they fit into the overall interview process?

You can download the full document via our HRwisdom Facebook page right now.

Just sign-in or join using the Free HR Resources tab – it’s free and available now at: www.Facebook.com/HRwisdom

By the way, we’d love it if you Like, Share or Tweet this blog post.

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Top 10 Interview Questions With Answers – Q9

Employers often ask us at HRwisdom for good interview questions to select good candidates.

We have gone one better.

Robert WatsonThanks to long time HRwisdom Community contributor, Robert Watson, we have come up with a Top 10 List of Interview Questions to ask at job interviews.

However, rather than just give you some excellent questions to ask, Robert also gives you the type of answer you want to hear back from your ideal candidate.

And believe us when we say that Robert knows what he is talking about.

Although he started out as an engineer and quality systems expert, Robert also had many years in the HR field perfecting recruitment & selection systems for a variety of businesses.

Robert even did extensive travel overseas for the express purpose of studying world’s best practice for establishing greenfields (brand new) business operations in Australia – this included how to hire people for their skills, knowledge and attributes (and not just the stuff listed on their CVs).

Download the free HRwisdom Employee Attraction & Retention Guide Now

So far we’ve seen:

  1. Good Interview Question 1
  2. Good Interview Question 2
  3. Good Interview Question 3
  4. Good Interview Question 4
  5. Good Interview Question 5
  6. Good Interview Question 6
  7. Good Interview Question 7
  8. Good Interview Question 8

Let’s look at the ninth question . . .

 

Good Interview Question 9

Q9. Tell us about a time when a customer’s deadline couldn’t be met. How did you break the news to the customer?

Good Interview Questions from www.HRwisdom.com.auDelivering bad news to a customer is a very difficult thing to do.

So listen carefully to the applicant’s answer to this question.  It will give you insight into their attitude towards customers.

 

Preferred Interview Answer – What You Want To Hear

For instance, a good answer would be if they said that they had to deliver this bad news and they decided to drive out and tell the customer face to face.  That’s obviously a better way to deliver bad news than just send an email for instance.

So listen behind the question to the attitude that the applicant has towards the customer and also, see if the were able to come up with some creative ways of delivering the bad news.

For instance, did they look for the previous ten orders and see that they’ve delivered nine orders ahead of schedule and this was the first one that was going to be behind schedule or something like that.

If they’ve got some sense of being able to balance the bad news with some good news, something like that.

 

Want More Good Interview Questions Right Now?

Stay tuned for the last question in our Top 10 Interview Questions With Answers series.

  • Can’t wait to see the rest of the questions and answers?
  • Like to know Robert’s thinking behind these questions and how they fit into the overall interview process?

You can download the full document right now.

[sociallocker id=”4428″]Top 10 Interview Questions With Answers You Want To Hear[/sociallocker]

Alternatively, sign-in or join using the Free HR Resources tab – it’s free and available now at: www.Facebook.com/HRwisdom

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Top 10 Interview Questions With Answers – Q8

Employers often ask us at HRwisdom for good interview questions to select good candidates.

We have gone one better.

Robert WatsonThanks to long time HRwisdom Community contributor, Robert Watson, we have come up with a Top 10 List of Interview Questions to ask at job interviews.

However, rather than just give you some excellent questions to ask, Robert also gives you the type of answer you want to hear back from your ideal candidate.

And believe us when we say that Robert knows what he is talking about.

Although he started out as an engineer and quality systems expert, Robert also had many years in the HR field perfecting recruitment & selection systems for a variety of businesses.

Robert even did extensive travel overseas for the express purpose of studying world’s best practice for establishing greenfields (brand new) business operations in Australia – this included how to hire people for their skills, knowledge and attributes (and not just the stuff listed on their CVs).

Download the free HRwisdom Employee Attraction & Retention Guide Now

So far we’ve seen:

  1. Good Interview Question 1
  2. Good Interview Question 2
  3. Good Interview Question 3
  4. Good Interview Question 4
  5. Good Interview Question 5
  6. Good Interview Question 6
  7. Good Interview Question 7

Let’s look at the eighth question . . .

 

Good Interview Question 8

Q8. Customers can be very demanding. Tell us about a time when you went the extra mile to satisfy a customer.

Good Interview Questions from www.HRwisdom.com.auPeople who are in customer service roles go home at the end of the day absolutely exhausted because they spent the whole day trying to be nice to people and it’s a demanding job.

 

Preferred Interview Answer – What You Want To Hear

When people give you an answer to this question about going the extra mile, some people will talk about it with a smile on their face about how they stamped the back of a child’s hand or they offered a seat to an elderly customer or helped someone out with a large package to their car, something like that and they’ll tell you automatically how they went the extra mile.

But a lot of people in customer service won’t do that and they don’t do that.

So if you employ someone that can’t give you some stories about how they went the extra mile, when you’ll employ them, you’ll going to have to send them along to courses about how to be pleasant to customers, how to be nice on the telephone and things like that so they become an expense to your business.

So given a choice between two candidates, always go for the one who can tell you how they went the extra mile and they tell you that cheerfully and it’s just naturally.

It’s something they do that it comes from the heart.

 

Want More Good Interview Questions Right Now?

Stay tuned for the next question in our Top 10 Interview Questions With Answers series.

  • Can’t wait to see the rest of the questions and answers?
  • Like to know Robert’s thinking behind these questions and how they fit into the overall interview process?

You can download the full document via our HRwisdom Facebook page right now.

Just sign-in or join using the Free HR Resources tab – it’s free and available now at: www.Facebook.com/HRwisdom

By the way, we’d love it if you Like, Share or Tweet this blog post.

HRwisdom

Top 10 Interview Questions With Answers – Q7

Employers often ask us at HRwisdom for good interview questions to select good candidates.

We have gone one better.

Robert WatsonThanks to long time HRwisdom Community contributor, Robert Watson, we have come up with a Top 10 List of Interview Questions to ask at job interviews.

However, rather than just give you some excellent questions to ask, Robert also gives you the type of answer you want to hear back from your ideal candidate.

And believe us when we say that Robert knows what he is talking about.

Although he started out as an engineer and quality systems expert, Robert also had many years in the HR field perfecting recruitment & selection systems for a variety of businesses.

Robert even did extensive travel overseas for the express purpose of studying world’s best practice for establishing greenfields (brand new) business operations in Australia – this included how to hire people for their skills, knowledge and attributes (and not just the stuff listed on their CVs).

Download the free HRwisdom Employee Attraction & Retention Guide Now

So far we’ve seen:

  1. Good Interview Question 1
  2. Good Interview Question 2
  3. Good Interview Question 3
  4. Good Interview Question 4
  5. Good Interview Question 5
  6. Good Interview Question 6

Let’s look at the seventh question . . .

 

Good Interview Question 7

Q7. Tell us about a time you had to break a safety rule. What were the circumstances and consequences and what would you do differently next time?

Good Interview Questions from www.HRwisdom.com.auOn first reading, you might think that this question is designed to trap candidates but it isn’t.

 

Preferred Interview Answer – What You Want To Hear

You don’t really need to write down answers that are incriminating or anything like that.

What you’re really trying to do is find out if they have a sense of what safety is all about and if they come in to a situation where a rule needs to have been broken, then what did they do about it?

Did they go back to their safety committee or their supervisor and bring about changes in the way that the work was being done?

That’s what you’re listening for.

This is an internal attitude to safety and a bias towards trying to improve systems so that they’re safe for other people.

 

Want More Good Interview Questions Right Now?

Stay tuned for the next question in our Top 10 Interview Questions With Answers series.

  • Can’t wait to see the rest of the questions and answers?
  • Like to know Robert’s thinking behind these questions and how they fit into the overall interview process?

You can download the full document via our HRwisdom Facebook page right now.

Just sign-in or join using the Free HR Resources tab – it’s free and available now at: www.Facebook.com/HRwisdom

By the way, we’d love it if you Like, Share or Tweet this blog post.

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