hr面试问题

hr面试问题（精选6篇）

篇1：hr面试问题

面试官：请用五分钟简单介绍一下你的基本情况，

回答：言简意赅，介绍郭昂公司、岗位、工作内容，选择与所聘岗位关联紧密的内容说，全面介绍后再详细说明具体例子，免得被中途打断后不能叙述完整。

面试官：你的特长是什么。

回答：回答优缺点，分别从工作角度、为人处事、性格等方面概括和举例。谈优点时，要尽量与岗位需求吻合，谈缺点市避开公司的忌讳或岗位任职条件中有明确要求的。

面试官：你心中的理想平台是什么样的。

回答：不要触及公司底线。比如你已知所聘公司加班很多，是企业文化的重要组成部分，则不要说我想找个轻松的工作之类的话。

面试官：你为什么要离职。

回答：据实回答。尽量不要说嫌工资低，与领导有矛盾，干活累等，追求职业发展、离家远等是常见说辞。

面试官：你对薪酬是怎么考虑的。

回答：工作室第一考虑因素，薪酬不是考虑重点。请问你么的薪酬结构是怎么样的?不要一开口就是“我要100万”之类的豪言壮语。

面试官：你有什么问题吗?

回答：一定要问一两个有深度、体现你对工作有思考的问题。

面试官：我们有下一步的安排会主动联系你的。

回答：请问我还需要做什么准备吗?以试探问留给对方的初步印象。

篇2：hr面试问题

答：一是团结协作的，二是充满关爱的，三是有活力的，四是OPEN的，五是有共同愿景与理想的。

问：你期望工资是多少? 能接受的最低工资是多少?

答：这个问题直接的回答就是XXX元，不留余地，表明对自身价值的自信。但这不是一个好的回答。迂回一下，说找新工作主要是为了提高自己，发挥自身价值，为公司创造价值。公司必定有现成的薪酬体系，不会因一人而打破原有的平衡，要的高也没用，还是按公司的规则吧。

问：你希望你的领导是什么样的?如果领导脾气不好，经常发火，你该如何办?

答：无论领导是什么样的，我们都要适应。作为员工个人并没有权利要求领导如何。当然，如果领导比较平易近人，能够帮助下属成长那是最好不过的了。如果领导脾气不好，爱发火，那要看是为什么发火，如果是工作上自己确实做错了，诚心认错平抚领导的火气为上;如果不是因为工作原因，而是其他事情发火，那也要理解，体谅领导，时机适宜的时候跟领导出出主意。总之，还没发生过跟领导处不好的情况。

问：你擅长做什么?请举一个例子说明一下。

答：铺垫一下，表明自己比较全面发展，相对好的是招聘或是别的什么。作为人力岗，擅长写作或别的跟人力六模块关系不是特别明显和直接的在此时似乎不宜用来回答。如果回答说是招聘，那说明招聘是怎样个擅长法，把理念和做法以及曾经的较好的案例说一说。这里说一下我喜欢的面试法。我喜欢气氛轻松的面试氛围，应试人如果感到不自在我会在开始的寒喧中帮他放松。一个面试花时间40分钟左右，把一些关键问题都会提到，还会追问和引导，形成一些完整的STARs，从而比较全面或确切的掌握应试人真实的一面，压力面试法一般不用。在上家公司，招技术人员时面试前先简单面谈，然后让做笔试，成绩不合格直接PASS掉。过的再进入专业的面试环节。

问：你是怎么开展招聘工作的?招聘要做什么准备?

答：招聘工作包括若干个环节，第一步是做好招聘前的相关准备工作，包括收集沟通需求、分析需求、确定JD、选择招聘渠道、拟定招聘信息、准备面试用的场地，评价表、面试重点问题、测评试卷等物料;第二步是招聘中，发布信息，筛选简历，组织实施面试，记录信息，确定结果;第三步是招聘收尾工作，试用入职手续办理，入职各环节的协调配合，试用期管理。

问：你在招技术人员时，是怎么面试的?最关注的是什么?

答：招聘技术人员时，筛选推荐面试简历，专业的面试由用人部门负责，人力资源负责基本面面试。为做好面试要先做好准备，把时间地点确定好，准备相关材料，确实重点问题和关注点。对技术人员要关注的要点有几项，一是基本信息与岗位要求的符合度，包括学历背景，行业经验，项目经验，二是他的逻辑思维能力，就是归纳演绎能力，看过去遇到问题时是怎样圈定问题点、寻找问题解决办法的，三是他的创新能力，能不能有创造性的问题解决思路与办法，四是他的团队协作精神，五是资源调动的能力，看其解决问题时是如何运用资源的，六是他的观念适应性，看他的价值观、做事风格跟公司和团队的氛围是否融洽，七是他的成长性，即学习和运用新的知识与方法的能力，八是看其稳定性，其一是看他工资期望与现实差距多大，二是看他的职业理想目标与现实平台的差距，三是看他的家庭，他住的远不远，交通方便不方便。其中最主要的应是技术人员的思维水平。

问：你遇到过跟其他部门不对付的情况没?如果有，是怎么样去解决的?

答：在以往的工作经历当中，还没遇到过跟其他部门不对付的情况。人力部门的基本职能是为各部门提供人力服务的，与各部门搞好关系是开展工作的前提条件。如果有一些沟通不畅的问题，及时沟通，用心沟通应该就没问题了。

问：你处理过员工关系纠纷吗?能不能举一例说明一下。

答：在以往的工作中，解决过员工关系问题。主要的宗旨是搞好沟通，以情动人，以理服人。不强压员工，换位思考，站在对方立场上，帮他分析问题，指出问题。例如，以前公司有一个员工总是不听部门领导安排，阳奉阴违，这样的情形闹到严重的地步时，公司要求我去把人给辞退了。为了完成这个任务，我特意选一个办公室没别人的时间，把他请到办公室来，先是拉拉闲话，问他到公司以来感觉怎么样，遇到有什么问题没，把话题往违纪上带，令他明白谈话意图，直指他平时的一些做法不恰当，问是不是跟领导个人有恩怨什么的，员工说没有，我说那你作为下属应听从安排，这是咱们员工的职责和义务，你老这么对着干，已经对公司造成了严重不良影响，根据公司的行为规范和员工手册，是已经触犯了红线多次，同事们也很有意见，希望他保持最后一丝体面，暗示自动递交辞职，这样的人本来也没什么干劲了，这样有情有理地跟他摊牌，最后他就主动走人了。

问：你能简单介绍一下你过去的工作经历吗?

答：自我介绍型问题属于看似简单实则不然的问题。说深了容易说不好，说浅了容易被当作敷衍和不真诚。一般来说，把过去的各段经历简单陈述一过就行了，适当加些说明。真正的问题，应该是在后面的问答交流环节涉及与展开说明。证明自己的经验履历与实力。

问：绩效考核做过吗?请问KPI是什么意思?

答：绩效考核在过去的工作中涉及到，尤其在最后一份工作中有比较多的接触与实操。绩效考核实际是绩效管理，不是光考核进行奖罚用的，还要用考核的结果和发现的问题对员工进行绩效辅导与改进。绩效的目的是提高公司的绩效与业绩。不是单纯用来杀人的。KPI是key performance index的缩写，意思是关键绩效指标，它是绩效考核、业绩评估的一个常用工具，是一套体系，不是单纯的定量指标的评分与加权计算。KPI常常是从公司的战略目标层次一次一次向下划分出来的，落实每一个岗位头上，给定上几项定量的指标，加上关键成功行为要求的若干定性指标，构成一个考核管理体系，考核后的管理与改进是关键。KPI还常常结合BSC(平衡计分卡)来应用。

问：你有大批量招过人是怎样做的?

答：以前在准备项目合作进场前，会较大数量地招人，一个项目要准备十来个人，为此要收集上百份甚至更多的简历，面试几十人上百人，最后选定双方都同意的人作为储备销售员，为了留住这些人，每次招聘过后都通知过来进行一段集中的培训，使各个人与其他人建立初步的熟悉感，并在培训中进行进一步的选择。项目是不定的，有时人准备好了，项目黄了，这些储备的人也暂时不用了，但还会保持良好的联系，以备其他项目上的时候还有人愿意加入。

问：你的培训是怎么做的?介绍一下做法。

答：在过去的工作中培训一直也是一个负责的模块。为了搞好培训，使培训有实效，有吸引力，我们都不是贸然开展培训，而是在调查员工需求的基础上，结合公司的经营需要，寻找问题点，由相关部门负责根据问题点

进行课程的开发，我也一起深入了解，做好协助推进的工作，在做课件时，我还会帮着修改课件的逻辑结构，美化PPT。讲课的人业务的话主要是由业务口的负责人或业绩优异人士担任，我从旁辅助。为了使培训可持续，在公司会形成培训相关的制度，规定员工有义务接受培训，各部门负责人有义务每年提供一定时数培训。对培训的评估也制定了评估表，从四个维度反应层、态度层、行为层到效果层进行评定，效果跟踪一直持续很久。人力对培训的工作组织协调的多一些，直接讲的主要是新员工培训、时间管理培训、礼仪培训、职业规划培训等。为了提升公司管理层的领导水平与技能，在以前公司还购买某培训公司的年卡，一年有许多课程，让各部门负责人及优秀人员前去听课，并让他们回公司进行分享。个人觉得这种内外训相结合的方式还是很效果的。

问：你认为你获得这个职位的优势是什么?

答：我认为自己过去的丰富工作经验说明可以胜任相关工作，同时在工作中我善于学习总结，为了提高自己的理论知识水平和操作技能，我在工作中保持持续的学习培训充电，比如在某年的时候我参加了人力资源管理师培训，8周的培训，一个班有百十号人，最终通过的也就三十人左右。参加的企业培训师培训，是08年，也是8周时间，当时一班有三十来人，最终通过考试拿到证的也就三个人好像。我认为这些也可以说明自己的学习能力和追求成长的积极态度。HR是跟人打交道的岗位，我的亲和力和服务意识都不错，在不同的公司都能和各部门同事们处好关系，满足公司对岗位的职责要求。另外，我也一直在HR这一领域探索前进，自己的职业方向也是要在这个职业领域修炼成资深人士，为人力资源开发工作贡献自己的力量。

1.公司管理部需要对公司各部门的人员进行绩效考核，特别是需要整顿如采购部、财务部这两个核心部门的人员结构，提高公司运营效率。该公司有许多老员工，特别是这两个部门的员工工龄都在3-5年以上，在不触犯劳动法的前提下，如何整顿部门人员结构，规避公司的各方面风险。作为新上任的人力资源部经理，请描述您该如何安排您的工作，您的计划是什么？

2.我公司业务员小王是某A集团企业新任总经理的弟弟，我公司已于A集团有业务往来许多年了，但由于金融危机，A集团在我公司的采购量减少，但当小王进公司来后A集团的采购量有增加。可是，小王所接来订单的毛利率非常低有时候甚至导致许多库存和负毛利率。作为人力资源主管，您将如何解决这个问题？

3、如果公司觉得一个部门没有太大必要了，需要整体裁员，您怎么处理？

4、如果有人用QQ、论坛发牢骚，说公司太乱了，不够人性化，某位主管能力很差、干事太虚等等，您如何处理？——如何建立企业文化，一个电子类上市公司应该拥有怎样的企业文化？

5、现在有一个非常优秀的员工要辞职，您将怎么对待？日常如何防治这种状况的出现？

6、如果某个公司有几个职位很高的人（例如总监一级的人），基本上没有事情干，但是都是老员工，为了节省成本，您如何让他们比较高兴的离开公司？

7、因为金融危机，B公司也受到了影响，当前最重要的事情是要通过建设更好的办公平台（需要耗费很大的人力、物力、财力）最终达到削减成本的目的，在资金非常有限的前提下，人力方面要如何进行调整？

8、你觉得自己在工作中最突出的贡献是什么？请举例说明。

9、是否能运用ERP等系统工具？

10、HR在一个上市公司中是干什么的，如何定义它的地位？

11、你之前离职的原因是什么？

12、你如何架构一个上市公司的人才储备和人才更新制度，使公司始终保持人才的最大利用化又能从人力资源上节省公司的成本和规避劳动法？

13、在一个风雪交加的晚上，一家特快专递公司要送一个非常重要的包裹给客户，送包裹的员工快到客户家时才发现，这位客户住在山顶上大雪已经封死了上山的必经之路，而约定包裹送达的最后期限马上就要到了！于是这位员工当机立断，在没有请示公司的情况下自己作主雇了一架直升飞机，并且自己用信用卡支付了所有费用，把包裹送了上去。客户感动万分，马上向当地媒体通报了这件事，于是这家公司声名大振。

问题：

1、评价这位员工的行为

2、分析这个案例中折射出的该公司管理文化与制度。

3、如果你是经理，如何处理此事？

问题1：

采取试用期最大化！重点培养有相关专业知识人才和经验丰富的，给与他们互补的培训，且每3个月有奖励的组织交流或比赛测试，让他们有展示的平台，加强他们的知识。老员工占65%，不足两年的，35%。我是是老员工的经验和新员工的技术知识结合！

问题2：

先夸后骂！先挑出他的优点，跨一番！再委婉的告知他的缺点！并告诉他这个缺点会掩盖住你的优点和严重性！再说，相信你那么聪明肯定明白，肯定只是没有注意到。

问题3：我会采取这样的办法：

1.裁掉业绩不佳的人10%-15%。把有能力，业绩的20%安排在其他相适应的部门.其余的采取这样的办法（1）根据验工各种情况如经验，学历，工作态度。留用

?%，的原则（2）发给补助金或有失业保险的话就不发了。（3）裁员会对企业有负面影响的，分期分时段裁员！影响会减小。

问题4；

这是惠普的企业文化

基本核心是“客户第一，重视个人，争取利润惠普公司

企业文化的核心价值观包括五个方面：一，信任和尊重个人，尊重员工；二，追求卓越的成就与贡献，追求完美的和最好的；三，在经营活动中坚持诚实与正直，不可以欺骗用户，也不可以欺骗员工，不能做不道德的事；四，依靠团队精神来达到我们的目标，公司的成功是靠大家的力量来完成的，并不是靠某个个人的力量完成的；五，鼓励灵活性和创造性，要不断创新，做事情要有灵活性。惠普核心价值观归纳起来就是“以人为本”。

“以人为本”的惠普之道结满了丰硕的成果，造就了惠普在业界的良好信誉。在硅谷，有大批的公司老板在惠普公司工作过，深受惠普之道的熏陶，甚至有人认为惠普在某种意义上影响造就了美国的硅谷。惠普公司的目标总是一再重新修订，又重新印发给每位员工，但每次都重申公司的宗旨：“组织之成就是公司每个员工共同努力的结果……”，相信任何人都在工作中追求完美的创造性，相信任何人都愿意努力工作，只要赋予他们适宜的环境，他们一定能成功。强调惠普对有创新精神的人所承担的责任，形成相对稳固的文化氛围，凝聚成一种合力与整体趋向，以此激发出员工的主观能动性，为实现共同目标而努力。惠普公司新总裁卡莉·菲奥里纳说：“惠普的精髓，就是我们的创造力、我们的核心价值以及行为准则的精神。”她认为企业发展的核心问题不是技术而公司的企业文化。

在“以人为本”的核心价值观的催生下，惠普创造了太多太多的“全球第一”和“世界最大”！

你可以效仿，其他企业文化，企业文化应该是积极向上的，鼓舞员工气势并能使他们团结的的，最重要要满足员工的需求他们无非就要两样1成就感2钱，成就感知识领导的一句表扬的话！最好事先改善企业内部的不足，再发表一次专门的演讲！否则就真的是光说不练——虚

劝说其留下，并问其原因。如劝说不行，那只用尊重他了！

防治；满足他们的需求！

问题6：

这是件不容易的事，口才学讲究的是先赞美，后出刀！先是让他们有一种飘然的感觉，在趁其不备拿下！或者简单易行的：夸他们工作优秀，但他们没有工作在他们会觉得羞愧！再“奖励”他们无薪休假。他们有自知之明的就会自行离开！

问题7：

这问对人了，干会计就要和欠打交道。1，把所有的发票账本留好，并内容详细的记录，避免浪费甚至谋私！2。建立好本部门的财务制度！资金确保合理分配，用在各方面的比例合理，流动资金与固定资金的比例合理。坚持成本效益，花小钱挣大钱。3，配合财务考核与指标。5 我建议您看一看财务管理方面的书

问题8：

拿我父亲来说，他最大的贡献是为公司建立了一个能选拔出人才的程序，并利用该程序十分有效的宣传了本公司！具体我父亲不让我告诉别REN

问题9-12太过专业，恕不能回答，请谅解！

问题13：

1、评价这位员工的行为

（1）从（他本人）工作态度上讲，他是积极进取的！

（2）从（本公司）经济利益上讲，他是得不偿失的！

（3）从（社会）企业信誉上讲，他是值得学习的！

2、分析这个案例中折射出的该公司管理文化与制度。

万分重视企业信誉，并印入员工的内心。但有可能对员工不太人道，才导致没有向公司请示。

3、如果你是经理，如何处理此事？

鼓励他的态度，予以物质与精神奖励！并责令要求他不能擅作主张。

奖罚分明。

篇3：外企HR眼里的应聘与面试

根据几所高校的办学特色, 主办方将活动定位不同的主题:“从企业文化谈自我认知”、“职场商务礼仪和中西方文化差异”、“职场精英打造卓越团队”、“外企优秀员工职业素养”……尽管内容大不相同, 但每所高校的活动都吸引着众多学子的参与。记者采访时了解到, 前来参加活动的学生中既有即将走出校门的毕业生, 也有大一新生。对于职场, 他们都希望了解更多的知识。活动中, 志愿者与学子亲切对话, 对同学提出的问题悉心给予解答, 并给予了意见和建议。在此, 记者对几场活动中同学们提出的问题进行了整理, 希望业内人士的建议能给学生提供一些帮助。

Q:求职者怎样才能和企业文化相匹配?

A:北京泰康源饮料有限公司H R D王岩

文化是很软性的东西。对企业来说, 往往跟企业价值观联系到一起。如果你的价值观能够跟企业价值观相吻合, 在企业里面会有很好的发展。

说到怎么样和企业文化匹配, 通过短短十分钟或半个小时的面试过程, 很难理解企业文化是什么样。企业文化从概念上来说, 是经过长期发展一个企业的价值观、制度、企业行为的组合。简单来说, 有一些员工进入公司, 看重这一家公司有没有好的培训机会和教育机会, 比如说在职培训、考证等等。还有一些学生进入公司之后, 比较看重的是工资待遇。而在一些媒体工作, 或者搞设计的人, 可能喜欢比较弹性的工作制度。那么, 自己在选择公司时候的想法就是你的价值观。然而, 进入一家公司的时候, 不要想方设法去改变你的主管或者你的老板, 你是改变不了的。只能够用自己的方式去适应你的主管或你的老板。同样, 我们在应聘的时候, 是双向选择, 你可以选择企业。但是进入这一家公司来说, 作为员工有一点被动, 只能够适应主管和老板, 才能在这一家公司发展下去。

Q:选公司时要注意些什么?

A:施耐德电气 (中国) 投资有限公司BU HR Partner牛浬杰

我做HR以来, 分别在三家公司工作, 有不同的感受。有人说, 大公司选文化, 中公司选行业, 小公司选老板。这一个是很民间的说法, 但是很有道理。如果你希望到500强公司去的话, 从文化角度来说, 这是我们应该关注的一个内容。像日常的培训、薪资福利、发展机会等等, 国际化的公司都类似, 不会有太大的差异。西门子、施耐德、松下电器从这一些方面来说, 差不太多, 但是文化上有差异。

美资公司强调结果导向, 用各式各样的方法达成最终的结果就非常好, 就是NO.1。像我们看过的美国大片, 一个人可以把俄国军队整个连干掉。欧洲公司更加关注人, 认为人是组成公司、团队非常必要的因素。每一个人是非常重要的。我所在的欧洲公司来说, 对人的关注是非常强的。

我举两个小的例子。年终和年初的时候我们做了一个非常大的工作, 绩效评估。这是非常综合的一个内容, 把培训、招聘等等全都结合在里面。我负责我所在的部门, 这一个部门有200多人, 跟每一个人做面谈。在面谈的过程当中, 我们会用聊天的方式, 比如说某某去年工作表现怎么样, 工作过程当中遇到什么困难, 有哪些不足, 今后需要公司或者老板给你什么样的支持。不足的方面, 我们自然而然把相关计划放进去。这是一个非常好的工具和模式, 我们并不关注他的职位、工资, 只是把一个人全方位的需求和工作当中的需要加进去, 这也是我们非常重要的工作之一, 人在这里面体现得重要性非常大。

第二个例子, 施耐德电气是传统行业的工业公司, 在技术导向方面非常强。HR部门, 也有技术课程, 要求我们在技术方面有相关的培训。对新的同事和新的员工, 尤其是刚毕业的同学们, 在公司内会有非常完善的培训机制和方式。技术人员培训六个月, 这六个月有薪资增长和培训具体安排, 我们也会让他到工厂实习, 用很多方式帮助他从一个校园人转变成一个社会人。

所以, 选大公司要看文化。美资公司强调结果导向, 欧洲公司更加关注人。以上从我个人角度来说, 不能代表我们公司或者我们这一类欧洲企业普遍性的东西, 仅供大家参考。

Q:面试中经常说的行动导向是什么意思?

A:佳能 (中国) 有限公司培训与开发部副总经理J u d y K w a n (下简称Judy)

行动力的意思, 应该说是任何事情都从我开始做, 并且积极主动地开始。你进入公司以后, 如果是正规的公司, 企业会给你岗位描述。假设你是秘书, 上面写了五项你的岗位职责, 需要你把它贴在你的办公隔断上很明显的位置, 每天检查这五项有没有积极主动地做。相反的, 因为我是秘书, 我不能随意地做, 要听领导的指挥, 领导每天安排我做什么就做什么。安排我三项那我做三项, 没安排那我可以喝茶、看报纸。这是行动力不强的表现。

Q:怎么在团队合作中提升领导力呢?

A:Judy

在企业管理中都是1+1>2, 也就是说, 任何概念都不是狭义的概念, 而是广义的概念。“leadership”在管理中的定义是“影响他人的能力”, 而不仅仅是“领导他人的能力”。言外之意, 假设你做领导秘书, 同时也扮演一个领导得力助手的角色, 帮助他协调部门里面的事情, 去影响其他人, 这样你就具备很高的领导力。当然, 领导力还有其他很多方面的, 比如沟通等。

Q:公司会不会给出现问题的同事一个改正的机会?

A:Judy

任何企业都有规则, 像佳能这样的公司是非常宽容的, 可以说给你的时间超过你的想象。你认为你三个月才能学会这件事情, 企业可能给你六个月, 甚至一年的时间, 最后你都不好意思了, 说我实在学不会了, 那我自己走了算了。

一定要记住, 公司给你时限, 并不表明你要把这个时限延长更多, 这样才是积极主动的态度。所以我们要自控, 自己控制自己。并不是说企业难道不知道我们是学生吗, 你就应该给我更多的时间, 别人给两个月, 那你应该给我两年。也许这个公司可以做到, 换到另外一家公司也许变得更加严格。因此我们应该变得自控, 碰到问题找自己的原因。我们讲职业生涯的规划是从本职工作做起的, 就是你要把本职工作做好。本职工作是从对结果负责做起的。对结果负责的人是从找自己的错做起的, 而不是找别人的错。

Q:招聘考察时从哪里能够看出一个人是否具备团队精神?

A:Judy

第一个体现是胸怀。比如在集体面试的最后环节考官向你提问, 如果你是评委的话, 选出一位最棒的、团队合作精神最好的人, 会选哪一位, 为什么?其实, 这个问题着重考察你是不是真的聪明, 是不是具有大智。具有小智慧的人会觉得这个投票很重要, 我要投给自己, 具有大智的人则有全局观点。说实话, 你到底选谁重要吗?面试官才是真正的评审团、公司的决策者, 他们不会因为你推荐谁而最终选谁, 所以作为应聘者要明白他们为什么问这个问题。当考察的主题是团队合作, 当然也不排除你真的很棒的时候说“我是最棒的”, 说明你自信心很强。可如果别人不选你, 我们也还选你, 那这时你选你自己, 只会给自己增加负分。所以团队合作最大的体现是当面临一个机会的时候你是怎么看待的, 你是愿意把这个机会让给别人, 还是一定要捆着留给自己, 即便发现根本得不到, 但是还要争最后一下。有的同学很聪明, 在自我介绍的时候说我团队合作非常棒, 我充满了激情, 诸如此类, 但是要注意, 我们会在后面的表现中更加注意观察。所以你说了什么一定要去做, 不然要尽量少说一点。

第二是你和别人的互动。你是来应聘一个职位, 没错, 多个选一个, 幸运的是几位当中有一位会进入下一轮面试, 不幸运的是一个都没有。你在这个过程中要做真实的自己就可以了, 你不用总看着面试官, 从始至终只对他们说不行。你们是临时组成的一个团队, 所以你有没有团队意识在于你和团队之间的互动。互动是什么意思?那意味着团队合作当中倾听的能力是特别重要的, 你没有倾听, 那说的理由会站不住脚。

第三, 如果你是团队合作态度很好的人, 你会有微笑, 有点头, 有鼓励给其他人, 即便说有人表现得不够出色, 你是幸灾乐祸, 还是说没关系?这就是团队合作的精神。当然你在现场不是很方便说话, 但你的微笑别人是看得懂的。

Q:集体面试应该注意哪些问题?

A:Judy

越来越多的公司采用集体面试的形式, 而不是一对一面试。因为一对一面试时, 应聘者可以把很多优美的词列在自己身上, 说自己很优秀、很聪明、很善于乐于助人等等, 但是不容易验证。我们不看你怎么说, 而看你怎么样做。所以, 要非常在意团队合作的素质培养, 而这方面通过集体面试比较容易做出准确判断。

我有两点建议:第一, 请特别注意礼节, 这是你可以做到的。我从以下三个方面来谈一下:1、你说到了, 你要做到。我们更多看到的是你怎样做的, 而不是你怎样说的。有的公司面试中会设有计时员, 为什么要有计时员?为了保证公平、公正, 这是职业化的体现。如果你陈述的过程中被提醒, 那么你就要自觉遵守规定, 停下来, 而不是继续把自己的话说完, 这样只会为你减分而不会增光。2、一定要做很正直的人。大家尤其要注意这一点。在夸自己、展示自己的时候, 你们都愿意积极回答。问你们放弃过什么, 谁都不愿意回答, 甚至有人说没有放弃过任何事情。你放弃了应该放弃的东西, 这是好的事情。有的时候不能聪明反被聪明误。有的同学特别好, 说我放弃了一个很好的机会, 我以后会吸取教训。我们看的是你的态度, 而不是放弃这一个事情本身你是不是够聪明。你们要想我们提问题的核心和用意。3、礼貌用语。如果形成习惯, “谢谢”会经常挂在口上。请大家刻意做有礼貌的人。另外, 有时我们面对的问题很难回答, 这时我们要做职业人, 职场只有职业人是最受欢迎的。在职业场合, 需要用包装过的你, 而不是用没有修饰过的你。如果碰到一个问题你真的认为它很难, 有一个标准说法——“你提了一个非常好的问题”。你说这句话的时候就在思考怎么回答, 因为思考的速度远远快于说话速度。

第二, 肢体语言。肢体语言非常重要, 因为它是下意识的行为, 是很难控制的。但是对评委和招聘官来说, 我们更多看的是你的肢体语言。传达信息有三种方式:文字、音量语调、肢体语言。三者加起来是100%, 肢体语言占得最多55%, 文字只占到7%。在集体面试过程当中, 求职者表现出来很多下意识动作被我们尽收眼底, 然后做出判断。举两个方面的例子说明肢体语言表现出来的跟其他人的互动非常重要。多一些微笑, 多一些点头表示赞赏别人, 而你要想拿到这一张入职入场券是需要胸怀的。另外, 如果两个人同时要发言的时候, 你可以示意另一位应聘者先回答, 也许面试官赞赏的是你。大多数的人在面试中是独立自我的状态, 最多看一看考官, 或许在看谁更喜欢你这不行。可以看考官, 但是不能一直盯着某一位, 有的时候会适得其反。队友之间的互动是很重要的。

肢体语言说明你的下意识的行为。举一些简单例子。

篇4：hr面试问题

招聘

招聘是HR职位的主要工作职责之一：HR人员根据人力资源规划和职位需求分析为企业招聘和选拔所需人才，并将其安排到合适的岗位上。招聘是人力资源管理的首要环节，是实现人力资源管理有效性的重要保证。作为一名HR人员，在招聘过程中不仅要能够慧眼识人，而且要具备良好的沟通能力，能够协调招聘面试中的各个环节，从容地与应聘者进行交流。下面我们来看一道与招聘相关的面试问题，一起来分析一下应答思路。

Q: Why do you want to be a recruiting specialist?

应答思路：应聘者在回答这一问题时，可以从以下三个方面入手：①应聘者可以首先强调自己善于识别人才，擅长并喜欢与人打交道，善于培养良好的人际关系。②如果应聘者熟悉一些常见的招聘方法，可以在此加以说明。③应聘者还可以强调招聘对于企业的重要意义，从而进一步说明自己想成为一名HR人员的愿望。

参考回答：I want to become a recruiting specialist for several reasons. First of all, I possess the ability to find outstanding people and build relationships with them. In my last job, I could always find qualified people to fill the positions in the company, and I got along with all of them and my other colleagues as well. I’m also technically agile (机敏的) and informed. I’m very comfortable using applicant tracking systems, HRMS (人力资源管理系统，Human Resource Management System), job boards, recruiting websites, etc. Above all, I understand proper recruitment is highly beneficial and important to the company. Without the right employees, the company cannot be successful. The significance of recruitment has confirmed my desire to be a recruiting specialist.

以下列举一些与招聘相关的常见面试问题，以供应聘者自行练习回答。

☆ What was the most challenging recruitment effort that you made? How successful were you?

☆ How do you conduct an interview? Are you good at interviewing people?

☆ Tell us about the different recruitment tools that you’ve used.

☆ What are the differences between recruitment and selection?

☆ If you were hiring a person for this job, what would you look for?

☆ What skills do you have for this recruiting position?

培训

企业员工培训是企业培养人才和组织成长的重要手段。HR部门在进行企业员工培训时，要建立合理、完善的培训体系，制订具体的培训计划，全面地推进培训工作。在制定培训计划时，HR人员要综合考虑企业发展规划、培训目的、员工素质以及企业人才培养策略等，同时还要兼顾培训的时效性、实用性以及培训的财务预算等。下面我们来分析与培训相关的一道面试题。

Q: What are the essential qualities of a trainer?

应答思路：应聘者在回答这一问题时，首先应了解专业的培训师通常应具备哪些素质，然后围绕这些素质进行回答。通常而言，专业的培训人员应具备良好的沟通能力、扎实的专业知识和丰富的培训技巧等。同时，培训人员还要对培训工作充满热情，在培训中既要细致耐心，又要幽默风趣。

参考回答：There are a number of qualities that successful trainers should possess. First of all, they should be good at communicating. They need to use clear and concise language to instruct, direct and coach trainees, and use their active listening skills to fully understand trainees. Second, they should have a solid understanding of the subject, which will enable them to explain detailed points in the subject and answer trainees’ questions about the subject. Third, they should possess effective training skills and strategies. Fourth, they should have a passion for training and bring energy to and get energy from training. Finally, they should respect trainees and have a sense of humor.

其他与培训相关的常见面试问题如下：

☆ How do you measure the effectiveness of a training program?

☆ What are the key issues that should be addressed in the design, conduct, and evaluation of training programs?

☆ What experience do you have in coaching and mentoring employees?

☆ Can you suggest a training program or workshop for feedback skills?

☆ Which one is better, mentoring or coaching?

☆ What is the difference between “training” and “development”?

☆ What was the most difficult presentation that you’ve had to make? How did you overcome the difficulty?

薪资管理

薪资福利是企业员工最为关注的问题，薪资管理体系的完善与否直接关系到人才的选聘、留用以及企业的整体业绩。HR部门要为企业制定一套公平、规范、具有竞争力的薪资管理体系，以更好地激励员工为企业工作。下面我们来看与薪资管理相关的一道面试题。

Q: How will you determine a salary for a new employee?

应答思路：确定新员工的薪资是薪资管理中的重要内容，应聘者在回答这一问题时，可参考以下“薪资制定五步法”：①参考本企业的薪资管理制度。②明确该员工所在职位的工作职责。③了解同行对于该职位的薪资规定。④通过综合考虑以上三方面因素，确定新员工的工资。⑤确定该员工其他的福利待遇。

参考回答：I will use a five-step guide to benchmark salaries and figure out how much to pay a new employee. First, I will review our own pay practices and keep the salary of a new hire (新雇员，新员工) in line with what we pay our current staffers. Second, I will define the job as clearly and completely as possible and use the job description as my point of comparison for the marketplace. Third, I will try to find out what competitors or companies of similar size are paying for this kind of job though uncovering the competitive rate (竞争性费率) for a job takes detective work. Fourth, I will determine the salary once I have an idea of the competitive rate. Finally, I will include other benefits in the salary package for the new employee, which contains health-care insurance and a pension.

其他与薪资管理相关的常见面试问题如下：

☆ What is the best way to develop pay systems that are understandable, workable, and acceptable to employees at all levels?

☆ How would you determine a salary for a position in the Administration Department?

☆ What are the common employee incentives? Which employee incentive methods do you think are the most effective to motivate employees?

☆ How will you ensure that employee welfare measures are in place (适当的)?

☆ What would you do to improve staff retention?

☆ Why is confidentiality so important?

绩效评估

绩效评估是指HR人员对员工在一定时间内对企业的贡献和在工作中所取得的成绩进行考核和评价，并及时做出反馈，以便提升员工的工作业绩，同时也为员工培训、晋升、计酬等人事决策提供依据。下面来分析与绩效评估相关的一道面试题。

Q: How did you carry out the Performance Appraisal process of your previous company?

应答思路：常见的绩效评估通常包括以下五个步骤：①建立绩效评估标准。②让员工了解绩效评估标准。③在特定时间内，评估员工的绩效。④将员工的绩效和标准绩效进行比较。⑤与员工进行绩效面谈，对其已取得的成绩给予肯定，并帮助员工找到表现不足之处，鼓励员工进一步改善绩效。应聘者在回答这一问题时，可参考以上五个步骤。

参考回答：There were five steps for this process. First, I set up standards which were used as the base to compare the actual performance of employees. Then, I communicated and clearly explained the standards to the employees. This helped them understand their roles and know what exactly was expected from them. Next, I measured the actual performance of the employees during the specified period of time. After that, I compared the actual performance of employees with the desired or standard performance. Finally, I discussed the appraisal results with the employees on a one-to-one basis, and made decisions to either improve their performance or reward them with a promotion, bonus, etc.

其他与绩效评估相关的常见面试问题如下：

☆ What are the latest employee evaluation trends?

☆ What are the common methods to use in evaluating employee performance?

☆ How important is a “360°Appraisal” in your opinion? What other appraisal tools would you prefer?

☆ What is KPI (Key Performance Indicator)?

☆ Have you ever dealt with difficult people when conducting a performance appraisal?

☆ Tell us about your experience in handling grievances (不平之事，委屈) during or after a performance appraisal.

人力资源管理能力

现代的HR人员，尤其是HR管理人员，不仅要掌握上述所说的基本技能，还要具备一定的人力资源管理方面的专业知识与方法。随着人力资源工作变得日趋复杂，HR管理人员还需要掌握其他一些学科的知识，特别是心理学、财务管理学和经济学等。下面来看与人力资源管理相关的一道面试题。

Q: How do you motivate your team members?

应答思路：人力资源管理中有很多激励员工的方法，应聘者可以讲述一些常见方法，谈谈这些方法的重要性与作用。

参考回答：There are many methods to motivate a team, but I think one way is especially effective. That is, make people feel they are important. I’d like to make each person feel like a member of an elite team, like the Boston Celtics (波士顿凯尔特人队，美国国家篮球队) or LA Lakers (洛杉矶湖人队，美国国家篮球队) in their prime. I’ve found that if you let each team member know you expect excellence in their performance, if you work hard to set an example yourself, and if you let people know you appreciate and respect their feelings, you will end up with a highly motivated group, a team that’s having fun at work because they’re striving for excellence rather than brooding over slights or regrets.

其他与人力资源管理相关的常见面试问题如下：

☆ What is the most difficult task for an HR person in a leading role?

☆ Part of the role will involve setting challenging and measurable goals and targets for the HR team. How would you do this?

☆ As an HR Manager, you will be expected to foster a climate of continuous improvement. How would you achieve this?

☆ How do you think you can convince people to accept your company’s management thoughts or ideas?

☆ How would you handle a workplace conflict between a boss and his subordinate?

☆ Assume you are a supervisor and one of your employees consistently arrives late to work. What action would you take?

对人力资源管理的理解

正所谓“内行看门道，外行看热闹”，一名优秀的HR管理人员应该对人力资源管理有着深刻且独到的见解。一起来看一道相关面试题。

Q: How much do you know about Human Resource Management?

应答思路：应聘者在回答这一问题前，应对人力资源管理的概念有所了解。人力资源管理指HR管理人员根据企业发展战略的要求，有计划地对人力资源进行合理配置，通过对企业员工的招聘、培训、使用、考核、激励、调整等一系列过程，调动员工的积极性，发挥员工的潜能，确保企业战略目标的实现。与此同时，HR管理人员也应确保员工对企业的工作环境、薪资待遇等满意。人力资源管理活动主要包括企业人力资源战略的制定、员工的招募与选拔、员工的培训与开发、绩效管理、薪酬管理、员工流动管理、员工关系管理、员工安全与健康管理等。

参考回答：As far as I know, Human Resource Management is based on the efficient utilization of employees in achieving two main goals within a corporation or an organization: the first goal is to effectively make use of the abilities of employees to achieve the operational objectives that are the ultimate aim of the organization; the second goal is to ensure that the individual employee is satisfied with both the working environment and the compensation and benefits that he or she receives. The main activities of Human Resource Managements include getting the best employees, paying employees, training employees, ensuring employees’ compliance with regulations, providing fair, safe and equitable work environment for employees, etc.

其他与人力资源管理相关的常见面试问题如下：

☆ What qualities do you think one should have to be a good HR professional?

☆ What have you done to improve your HR knowledge in the last year?

☆ Why do you think Human Resource Management is important?

☆ What are the competitive challenges in Human Resource Management?

篇5：HR面试问题：前台面试让人头疼

对方：你们前台的工资多少钱一个月?

我：这个我们会在正式录用时谈

对方继续：那每周工作几天?

我：5天

对方：给上保险不?

我：有的。

然后她没有问题了。我也觉得可以结束了。

案例6：

电话通知面试。

我：想约您今天下午X点钟到公司来面试

答：今天下午我没空

我：或者明天上午也可以

答：明天也没空，后天行不?

我：这两天我们集中面试，如果推迟可能就没有机会了(我们的确是这两天挺着急)

答：哦，那我不去了

我无语了~~~~挂电话

案例7：

仍然是电话通知。

我：约您X时到公司面试，我们的地址是……

对方：你们前台的工资是多少?

我：(惊异)呃，这个我们会在正式录用时谈

对方继续：你们给上保险吗?

我：上

对方再问：你们休大礼拜吗?

我：休息。

后来答应了来面试，结果到时间没见人影。

还有N多电话答应的挺好的放鸽子的，坐在会议室等我进去连头也不抬的，电话余额不足联系不上的……

其实我觉得我还不算一个喜欢难为人的考官了，但是既然是行政岗位，即使是前台这样一个最初级的行政岗位，也要有一定的从业素质吧?起码的职业礼仪、职业操守应该有，起码脑子要清楚，什么举动会讨人喜欢，什么举动会惹人反感，唉，实在是受不了这些小MM们。

说这么多，还是从我经历的这些应聘者身上和我自己的工作经历中总结一下作为行政岗位面试的一些要点吧，希望对正在求职者有所帮助：

1、着装得体。尽量着正装，夏天/技术类公司要求可能不严格，但是规范整齐的着装都是讨喜的加分项。

2、化淡妆。浓妆艳抹和素面朝天都不是合格的行政人员表现。

3、清楚自己简历的内容，并提供准确的简历。如果让考官面对一份错别字连篇，和你自身风马牛不相及的简历，你试想他(她)是什么心情?这份工作你还会有机会吗?

4、提前考察好路线并预计乘车时间，保证准时到达。守时是个好品质。

5、提前了解应聘公司背景和职位要求，做到心中有数。我曾经遇到过一个我问她对我们公司了解多少，张口就把公司名说错了的。

6、重视形象，遵守职业礼仪。如果长得不漂亮，那么请说的漂亮;如果说得不漂亮，那么请表现的漂亮。你的一举一动都是考察的范围，请拿出实力来说明。

7、准备恰当合宜的问题应付考官的询问。不要张口闭口问工资问休假，这样给人感觉很庸俗。这些事情是会让你知道的，但是要在公司录取你之后，你才有资格知道。

篇6：外企HR面试问题提问

section 1 启动

1. did you have any trouble finding us?

2. how do you know about this job and organization?

3. what kind of work do you want to do?

4. how would your friends describe you? your professors?

5. what else should i know about you?

6. what are your expectations of your future employer?

7. what two or three things are important to you in your new position?

8. what goals have you set for yourself and how are you planning to achieve them?

9. who has had the greatest influence on the development of your career interests?

10. would your supervisor be surprised to learn that you are seeking new employment?

11. how long have you been looking for a job?

12. why do you want to leave your current position?

13. have you received any offers so far?

14. how far can you advance with your current employer?

15. if you are so happy where you are, why are you looking for another job?

16. do you know much about our company, department, team?

17. why would you like to work for us?

18. how does this job compare with others you’ve applied for?

19. what is the ideal position for you in any company?

20. based on what you know about our industry right now, how does your ideal job stack up against the description of the job you’re applying for?

21. if you could make a wish, what would be you perfect job?

22. what causes you to lose your temper?

23. what two adjectives best describe you?

24. what are your best professional skills?

25. if you were in my position, would you hire you?

section 2 历史

1. in your capacity as a _____ at _____ company, what did you actually do? please provide details.

2. what do you feel are the biggest challenges facing this field? this industry?

3. tell me about your last (or present) job.

4. what do you think it takes for a person to be successful in your particular area?

5. how long have you been looking for a position?

6. how have previous jobs equipped you for greater responsibility?

7. what aspects of your current job would you consider to be crucial to the success of the business? why?

8. what was the least relevant job you have held?

9. how long will it take for you to make a contribution?

10. what did you enjoy most about your last job?

11. what did you enjoy least about your last job?

12. what was the biggest pressure on your last job?

13. have you held other positions like the one you are applying for today? if yes, describe how you expect the positions to be the same.

14. in what ways do you expect them to differ?

15. what is the most important thing you learned from your previous experience that you would bring to this job?

16. if there were two things you could change in your last job, what would they be and how would you change them?

17. why did you leave your last job?

18. why do you think you were successful in your last job?

19. how has you r last job changed since you’ve held it?

20. please describe your last supervisor’s management style.

21. if you could make one constructive suggestion to your last ceo, what would it be?共19页,当前第1页12345678910111213141516171819

22. of all the work you have done, where have you been the most successful?

23. describe to me how your job relates to the overall goals of your department and company.

24. what are the most repetitive tasks in your job?

25. to what extent have you automated your last job?

26. what technical decisions did you have to make?

27. what decisions or judgment calls did you have to make in these areas?

28. what were the most important projects you worked on at your last job?

29. can you give a ratio for the amount of time you worked alone to the amount of time you worked with others?

30. how effectively did your boss handle evaluations?

31. tell me about a method you’ve developed to accomplish a job. what were its strengths and weaknesses?

32. how many hours a week, on the average, do you find it necessary to work to get your job done?

33. can you describe a situation where a crisis occurred and you had to shift priorities and workload quickly?

34. how do you feel about your present workload?

35. how do you feel about your manager contributed to your choosing to leave your present job?

36. how do you think your supervisor will react when you tender your resignation?

37. describe the most significant report or presentation you had to prepare.

38. what idea have you developed and implemented that was particularly creative or innovative?

39. take me through a project where you demonstrated_____ skills.

40. tell me about a team project of which you are particularly proud and your specific contribution.

41. tell me about a difficult decision you had to make.

42. what made it difficult? what did you learn?

43. describe the way your department is currently organized.

44. what was the hardest decision you ever had to make, and how did you handle it?

45. what are the most difficult aspects of your current job, and how do you approach them?

46. what has been your most important work-related innovation or contribution?

47. what caused you the most problems in executing your tasks?

48. how do you organize and plan for major projects? recall for me a major project you worked on. how did you organize and plan for it?

49. what would you say are some of the basic factors that motivate you in your work?

50. you’ve had little experience in _____, how do you intend to learn what you need to know to perform. well in this job?

第三章工作能力

1. please take me through your professional career.

2. why have you chosen this particular field?

3. what aspects of your education do you rate as most critical?

4. what would your greatest business champion say about you?

5. what would your greatest business adversary say about you?

6. what are your long-range goals?

7. if we hired you, what are the top three goals you would like to see this company achieve?

8. what can you do for us that someone else cannot?

9. have you done your best work yet?

10. what do you like most about this job?

11. what aspect of this job is the least appealing?

12. how do you plan your time?

13. what are three reasons for your success?

14. what kind of leader are you? please provide an example.

15. what is the title of the person you report to and what are his or her responsibilities?

16. think back to a time when you trained a new employee. tell me exactly what you did to train that employee and bring the person up to the job’s performance standards.

17. what were the biggest decisions you made in the past six months?

18. how did you go about making them and what alternatives did you consider?

19. can you describe a major project with which you encountered problems?

20. how did you resolve them and what were the results?

21. describe one of the best ideas you have ever sold to a peer or supervisor. what were your approach and result?

22. what kinds of obstacles to completing assignments on time do you most frequently encounter at work?

23. what strategies have you devised to handle such obstacles?

24. how do you know you are doing a good job?

25. how do you prefer to measure performance?

26. can you recall a time when you were less than pleased with your performance?

27. can you describe some projects that were a result of your own initiative?

28. what prompted you to begin such projects? how did they end up?

29. what qualifications do you have to make you successful in this field?

30. do you prefer to speak with someone or send a memo?

31. how do you motivate people?

32. give an example of a situation in which you failed, and how you handled it.

33. what characteristics are the most important in a good manager? how have you displayed these characteristics?

34. what two or three accomplishments have given you the most satisfaction?

35. describe a leadership role of yours and tell me why you committed your time to it.

36. have you been in charge of budgeting, approving expenses, and monitoring departmental progress against financial goals?

37. what suggestions did you make in your last job to cut costs, increase profits, improve morale, increase output, etc.?

38. what results did you get? how do you know? how did you measure results?

39. what would you like to have done more of in your last job?

40. what specifics strengths did you bring to your last job?

41. what would you consider the three most significant accomplishments in your business life?

42. think of something that you consider a failure in your career. what did you learn from it?

43. can you think of an example of a lesson you learned from someone else’s mistake?

44. what risks did you take in your last few jobs? what was the result of those risks?

45. what languages do you speak?

46. what do you think differentiates you from the other applicants for this job? why?

47. why do you think you’d be a good fit for this job?

48. what do you do when you are having trouble solving a problem?

49. what interests you most about this position?

50. have you ever hired anyone?

51. on what basis do you select a new hire?

52. describe the people that you hired on your last job. did they work out(工作进展)? how long did they remain at their jobs?

53. have you ever fired anyone? on what basis did you fire them?

54. how would you describe your management philosophy?

55. what kind of references do you think your previous employer will give you? why?

56. if you have complaints about your present employers, and they think so highly of you, why haven’t you brought your concerns to their attention?

57. the successful candidate for this position will be working with some highly trained individuals who have been with the company for a long time.

58. what is the most difficult situation you have faced? how did you handle it?

59. how did your supervisor get the best performance out of you?

60. how do you use deadlines in your work?

61. how would you do this hob differently from other people?

62. what personality traits do you think are necessary to succeed in this field?

63. have you thought about why you might prefer to work with our firm as opposed to one of the other firms to which you’ve applied?

64. when some managers make a decision, they often feel a need to defend it. can you describe a time when you changed a stated decision or opinion because you were persuaded you were wrong?

65. what would you do differently in your life? your career?

66. if you could eliminate one responsibility from your last job, what would it be?

67. after being with the same company for so long, do you think it will be hard to adapt to a new organization?

68. some people feel that spending so much time at one job demonstrates a lack of initiative. how do you respond to that?

69. what are the advantages of staying at one job a long time/

70. since you were in the same job for such a long time, you’ve probably grown very comfortable in it — maybe even a bit stale. how would you cope with a new job in a company such as ours?

71. you’ve changed jobs quite frequently. how do we know you’ll stick around if we hire you?

72. how do you explain the diversity of jobs you’ve had? the positions don’t seem to be in a logical progression.

73. you’ve been with your current employer for only a short amount of time. is this an indication that you’ll be moving around a lot throughout your career?

74. how long will you stay here at this company?

75. what strategies have you found to be successful in managing unfair criticism?

76. can you describe a time when you pushed too hard for a project to the detriment of the project?

77. give me some examples of different approaches you have used when persuading someone to cooperate with you.

78. how do you cope with the inevitable stresses and pressures of any job?

79. worked effectively under pressure.

80. handled a difficult situation with a coworker.

81. were creative in solving a problem.

82. were unable to complete a project on time.

83. persuaded team members to do things your way.

84. had to take a stand on an unpopular position.

85. wrote a program (or report or strategic plan) that was well received.

86. anticipated potential problems and developed a proactive response.

87. had to make an important decision with limited facts.

88. were forced to make an unpopular decision.

89. had to implement an unpopular decision.

90. were tolerant of an opinion that was radically divergent from your own.

91. were disappointed in your behavior.

92. used your political savvy to push through a program you really believed in.

93. had to deal with an irate customer.

94. delegated a project effectively.

95. surmounted a major obstacle.

96. set your sights too high.

97. set your sights too low.

98. prioritized the elements of a complicated project.

99. lost (or won) an important contract or sale.

100. hired (or fired) the wrong person.

10佳问题

1. tell me about yourself using only one-word adjectives. the first question cuts through the creative writing of the resume and the stage acting of the interview (none of which is bad, merely obfuscating). the order of the adjectives is as much of a window as the adjectives themselves. the candidate will hit a very detectable pause after he or she has offered up the pertinent ones (usually three to six) and them it’s time to move on to a discussion of “why” to each one of those adjectives. follow-up questions might include: have you always been that way? for example (name one of the adjectives), have you always been like that? if not, what caused you to change? what are the highs and lows that each of those adjectives have brought you?

2. what have been the biggest success and biggest mistake of your career?

3. what was the most useful criticism you ever received?

4. describe the best person you ever worked for or who worked for you.

5. if your last boss were able to wave a magic wand over your head, what aspect of your performance would he or she fine-tune?

6. if you had the opportunity to do the last ten years of your career over again, what would you do differently?

7. describe the most difficult decision you ever had to make. reflecting back, was your decision the best possible choice you could have made? why or why not?

8. if i were to speak with your current supervisor, what would he or she say are your current strengths and weaknesses?

9. take as a given that you got this job, and that you have been doing it for three to six months, but things are just not working out. we are sitting here discussing the situation. what do you think you would say about what went wrong?

10. when you’ve had a really good day at work and you go home and kick back and you feel satisfied, what was it about that day that made you feel really good? when you have had a really bad day at work and you go home and feel upset, what was it about that day that made you feel really upset?

第四章 求职动机

1. what motivates you to put forth your greatest effort?

2. describe your “dream” job.

3. what is the most important feature to you in a job?

4. please rank the following from most important to least: job duties, hours, distance from work, pay, work environment.

5. what has been your greatest accomplishment in a work environment and why?

6. how important are external deadlines in motivating you?

7. how do you feel about your present workload?

8. give me an example of a situation where you had to go above and beyond the call of duty to get something done.

9. what do you do when things are slow at work?

10. what have you learned from your mistakes?

11. what two or three accomplishments have given you the most satisfaction? why?

12. how can we best reward you for doing a good job?

13. why do you think you’ll be successful in this job?

14. what makes you proud of your work?

15. tell me about a time when you went “out on a limb” in a job.

16. how do you like to be managed?

17. what kind of supervisor is likely to get the best performance out of you?

18. how important is it for you to learn new skills?

19. what new skills would you like to learn?

20. do you consider yourself successful?

21. what are the most important rewards you expect out of your career?

22. what is more important to you: the salary or the challenge?

23. what do you think determines a person’s success in a firm?

24. tell me about a project that really got you excited.

25. do you generally cleat your desk at the end of each day?

第五章背景

1. what distinguishes a great employee from a good one?

2. do you set performance standards for yourself?

3. how do you cope with stress on the job?

4. how do you know if you’re doing a good job?

5. what do you need from your supervisor?

6. how will you communicate your frustration when those needs go unmet?

7. would you rather formulate a plan or carry it out?

8. what was the last business or management book you read and what did you learn?

9. where or to whom do you turn for help? what resources do you look for in completing a task?

10. what strategies do you use when you have a great deal of work to accomplish and not much time to do it?

11. describe a time when you used your intuition to good result in support of a project.

12. where would you like to go from here in your career, and how do you plan to accomplish your goals?

13. in what ways do you and your supervisor think alike?

14. how did you handle a relationship important to your organization when it was threatened?

15. how do you react when someone criticizes you?

16. what do you do when you have to make an important decision?

17. what does the word “success” mean to you?

18. what does the word “failure” mean to you?

19. how do you of about making important decisions?

20. what have you learned about working well under pressure?

21. do you anticipate problems or react to them?

22. would you describe yourself as a risk taker or someone who plays it safe?

23. what problems do you have getting along with others?

24. rate yourself on a scale of one to ten.

25. what is your greatest strength?

第六章团队工作

1. define cooperation.

2. what kinds of people do you prefer to work with?

3. what kinds of people do you find it difficult to work with?

4. tell me about a time when you said no to someone who asked you to drop everything to help them out.

5. tell me about a time when a team fell apart. why did it happen and what did you learn?

6. tell me about a job or project where you had to gather information from many different sources and then synthesize the information in support of a business challenge.

7. how do you operate as a team player?

8. how do you deal with people with different backgrounds and value systems different from your own?

9. how do you schedule and commit to quiet time?

10. do you prefer working with others or working alone?

11. what good or bad work habits did you pick up from your first job?

12. how do you know when a team has met its objectives?

13. describe your approach to evaluating risk.

14. what is one thing a teammate can say to you that are guaranteed to make you lose confidence in him or her?

15. how do you get along with superiors?

16. how do you get along with coworkers?

17. how do you get along with people you’ve supervised?

18. what are your team-player qualities? please be specific.

19. what have you learned about guarding against “group-think”?

20. have you developed any special techniques for brainstorming?

21. are you able to predict a people’s behavior. based on your reading of them?

22. tell me about a specific accomplishment you have achieved as a participant in a team.

23. tell me about a time when your team made emotional decisions about the project. what happened and how did you handle it?

24. tell me about an occasion when the team objected to your ideas. what did you do to persuade the team of your point of view?

25. as a team leader how much tolerance do you have for mistakes or false steps? in other words, if a team member wanted to do something in a way you were convinced were mistake, how would you weigh the team member’s learning experience against protecting the project?

26. have you ever been in a team where people overrule you or won’t let you get a word in edgewise? how do you handle it?

27. in any team, there will always be a range of aptitudes. not only is the spread of talents obvious, but also team members are in remarkable agreement about the distribution. put any tem people in room and they will sort themselves out from top to bottom in short order. my question is, do you believe it is useful to the organization to formally rank team members?

28. as a member of a team, how do you see your role?

29. as a member of a team, how do you handle a team member who is not pulling his or her weight?

30. tell me about a time when you had to confront a team member.

第七章压力

1. what cherished management belief have you had to five up in order to get where you are?

2. tell me about a time when your employer was not happy with your job performance.

3. who is the toughest employer you ever had and why?

4. have you ever had to work with a manager who was unfair to you, or was just plain hard to work with? please give details.

5. what’s more important to you, truth or comfort?

6. at what time is it better to ask for forgiveness than to ask for permission?

7. have you learned more from your mistakes or your successes?

8. is honesty always the best policy?

9. how has your tolerance for accepting mistakes from your subordinates changed over the years?

10. you want to go swimming in a pool. the water is a little colder than comfortable. are you the type of person who jumps in or do you wade in?

11. where do you think the power comes from in your organization? why?

12. how will you handle the least interesting or least pleasant tasks of this job?

13. what have you heard about the company or department that you don’t like?

14. if you were going to be fired, how would you like your supervisor to handle it?

15. on what occasions are you tempted to lie?

16. how have you been an agent for change in your current (or last) position?

17. your supervisor tells you to do something in a manner you are convinced is dead wrong. what would you do?

18. what would you do if everyone in your department called in sick?

19. say your supervisor left an assignment for you in your in-box, then left town for a week, you can’t reach him and you don’t fully understand the assignment. what do you do?

20. there are two applicants for one job. they have identical qualifications is every respect. how do you decide?

21. what do you want to hear first, the good news or the bad news?

22. what are some of the things your supervisor did that you disliked?

23. if you were on a magazine cover, what would the magazine be and what would the headline say?

24. what kinds of things do you worry about?

25. finish this sentence,” i know i an taking a risk when…”

10大难题

1. what cherished management belief have you had to give up in order to get where you are?

2. what’s more important to you, truth or comfort?

3. have you learned more from your mistakes or your successes?

4. is honesty always the best policy?

5. how has your tolerance for accepting mistakes from your subordinates changed over the years?

6. where do you think the power comes from in your organization? why?

7. on what occasions are you tempted to lie?

8. is the customer always right?

9. if you could organize the world in one of three ways—no scarcity, no problems, or no rules—how would you do it?

10. should all business relationships have fixed terms, that is, expiration dates?

第八章富含思想的问题

1. what was the last product or service you saw that took your breath away?

2. what’s the most significant compliment anyone has ever paid you?

3. how has your perspective of quality evolved over your career?

4. is the customer always right?

5. how would you finish this sentence: “most people are basically…”

6. if you could organize the world in one of three ways —no scarcity, no problems, or no rules—how would you do it?

7. who has been a major influence in your life?

8. how has your tolerance for accepting mistakes from your subordinates changed over the years?

9. have you learned more from your mistakes or your successes?

10. what’s the unwritten contract between you and the people who report to you?

11. how have you benefited from your disappointments?

12. can you suggest three reasons why manhole covers are round?

13. we are sending you on an assignment in santa barbara, california. you have an unlimited expense account. what kind of car are you going to rent?

14. are you the type of person who likes to make lists or strike items off lists?

15. what would you do if your boss gave you a direct order to pursue a policy that you disagreed with?

16. what if the board of directors was reviewing a policy that would make such an activity improper but hadn’t ratified it yet?

17. what would you do if you saw a peer taking office supplies home?

18. describe a situation where your work or an idea was criticized.

19. the business world is full of euphemisms. what’s your current favorite?

20. should all business relationships have fixed terms, that is, expiration dates?

21. is there anything positive to be said about conventional wisdom?

22. what did you accomplish at work the day before yesterday—in detail?

23. what’s the difference between a manager and a leader?

24. what is your philosophy of mentoring?

25. this is a role-play question. you are a consultant hired to assess me and the organization. based on your observations at this interview, describe my operating style. and those of all the other people you have met. finally, tell me how i could improve the organization.

第九章钱的问题

1. can you review your salary history for me?

2. what salary, excluding benefits, are you making now?

3. how can we best reward you?

4. what kind of salary reviews or progress would you expect in this company?

5. in your professional opinion, how much do you think a job like this should pay?

6. what do you think you’re worth?

7. why do you think you’re worth that?

8. how do you think your compensation should be determined?

9. what value can you add to our organization?

10. how much money do you want to be making five years from now?

11. how much did you make on your last job?

12. what sort of salary are you looking for?

13. would you be willing to work for less?

14. what was the last raise you got? were you satisfied?

15. how would you justify a raise to your current supervisor?

16. the salary you’re asking for is near the top of the range for this job, why should we pay this much?

17. how would you feel if a person reporting to you made more money than you?

18. is money the most important aspect of the job for you?

19. what do you think of a process where subordinates have a say in the compensation of their supervisor?

20. what salary do you expect to make in this position? what do you base that figure on?

21. have you ever worked on commission? tell me about it?

22. why aren’t you making more money at this point in your career?

23. on what criteria do you believe you should be evaluated and compensated?

24. how important are stock options or deferred payment plans to you?

25. what noncash aspects of your compensation are important to you?

第十章评估具体技能

1. what extracurricular activities were you involved in? what made you choose those? which of them did you most enjoy, and why?

2. what led you to select your major? your minor?

3. which of your courses did you like the least?

4. was there a course you found particularly challenging?

5. if you were to start college over again tomorrow, what is the course you would take? why?

6. in college, how did you go about influencing someone to accept?

7. based on what you know of the job market, which of your course were the most useful? the least?

8. what advice would you give to a college student intending to go into your field?

9. what are your most memorable experiences from college?

10. why don’t i see internships or work-study experiences on your resume?

11. in what courses did you get your worst grades? why? how do you think that will affect your performance on the job?

12. why did you decide to go to college?

13. how was your college education funded?

14. what percentage of your college did you pay for and what sort of jobs did you have while you were in school?

15. what percentage of your college did you pay for and what sort of jobs did you have while you were in school?

16. tell me a little about some of your extracurricular activities that would assist you in this job.

17. why are you working in a field other than the one in which you have a degree?

18. what have you done to stay current in your field?

19. are you satisfied with the grades you received in school?

20. do you think your grades accurately reflect your ability?

21. have you ever received a grade lower than you expected? if so, what did you do about it?

22. have you ever been put on the spot by a professor or adviser when you felt unsure of yourself? how did you handle it?

23. what competitive activities have you participated in? what did you learn from participation in competitive activities?

24. has competition had any positive or negative impact on your accomplishments? how?

25. what’s one management lesson you learned in college?

26. why do you want to get into this field?

27. i see that you do not have very much organizational work experience. what qualities do you have that especially qualify you for this position?

28. your resume does not list any job experience in the past few years. why not?

29. why would you want to leave an established career at your present employer for an essentially entry-level position?

30. what specifically have you done that shows initiative?

31. what are the reasons for your success?

32. what are some of your pet peeves?

33. which of your skills can stand improvement at this time?

34. who (what) has been a major influence in your life?

35. are you a self-starter? can you give me an example?

36. can you think of a challenge you faced? how did you deal with it?

37. under what conditions have you been most successful?

38. tell me about a time when you had to pull a team together quickly.

39. how, specifically, do you contribute toward an environment of teamwork?

40. what can you do to build teamwork here?

41. what has been the employee turnover in your department over the past two years?

42. how do you define employee morale?

43. what programs have you implemented to build morale among those reporting to you?

44. how do you keep your staff informed of new developments and organizational decisions?

45. describe the relationship you feel should exist between a supervisor and those reporting to him or her.

46. have you ever had to make an unpopular management decision? tell me about one of those decisions and how you handled it?

47. how do you go about assigning and scheduling projects and assignments?

48. describe your leadership style. for me.

49. how do you measure your success as a leader?

50. how do you determine which individual’s need additional training?

51. what training have you offered other people? how do you measure its impact?

52. if you are hired for this job, how will you approach the first thirty days?

53. do you believe in the value of strategic planning?

54. what is the most intellectually challenging thing you are looking for in a job and why?

55. how did you prepare for this interview?

56. what do you do when you know you’re right and others disagree with you?

57. finish this sentence: “successful managers should…”

58. what are the advantages of diversity in the workplace?

59. what does the term “ time compression” mean to you?

60. what does the term “ total quality management ”mean to you?

61. other than money (which is a given), what do you believe motivates people?

62. can you give me three elements of your personal code of ethics for the workplace?

63. what experiences do you have in your background that show you are capable of creative risk taking?

64. what were your most memorable accomplishments in your last job?

65. did you inaugurate any new policies (or systems) in any of the positions you’ve held?

66. what is the most difficult thing you ever tackled? how did you approach the problem?

67. what work is the most monotonous for you?

68. what does the term “global competition” mean to you?

69. tell me what you think would be some good approaches to developing overseas markets during the next three years, especially considering the state of the dollar in today’s international markets.

70. describe the most significant internal control weakness you ever identified and what you did to remedy it. what were the results?

71. describe the most significant accounting operations reengineering project you have led. what were the results?

72. do you perform. employee salary reviews? if you do, what is your approach?

73. tell me how you go about creating an annual budget.

74. what problems do you have in staying within your budget?

75. distinguish between planning for the short, mid, and long term.

76. how do you quantify the results of your activities as a manager?

77. have you ever completed a formal return-on-investment calculation on a strategic investment? please provide details.

78. which spreadsheet programs do you prefer to work with?

79. how do you deal with unanticipated expenses? can you give an example?

80. how do you evaluate the budget in your present position?

81. tell me about a time when you underestimated a budget and had to ask for additional moneys?

82. did you ever have to restructure your budget in the middle of the fiscal period? what approach did you take?

83. how would you create a budget in the position for which you are applying?

84. if we adopt a 401 plan, how often would you perform. discrimination tests?

85. what’s the hardest thing about being a leader?

86. are you a mentor to anyone? who? what is your philosophy of mentoring?

87. what does the word “success” mean to you?

88. what does the word “failure” mean to you?

89. describe a problem that you solved using employee involvement.

90. tell me about the most difficult employee situation you ever had to handle. what did you do and what was the result?

91. tell me about an employee who became more successful as a result of your management.

92. describe your system for controlling errors in your own work and the work of your staff.

93. which management gurus do you find most interesting?

94. what do you want to be doing five years from now?

95. what are your most important long-term goals?

96. describe the people that you hired on your last job. were they successful? how long did they stay with the company?

97. what has been your experience with major expansion or reduction of force?

98. how many immediate subordinates have you selected in the past two years? how did you go about it? any surprises or disappointments?

99. how many immediate subordinates have you removed from their jobs in the last few years?

100. how do you feel your subordinates would describe you as a delegate?

101. some managers keep a very close check on their organizations.

102. what have been the most important surprises you have noticed from things getting out of control?

103. let’s talk about standards of performance. how would you describe your own standards? what would your subordinates say? what would your boss say?

104. sometimes it is necessary to issue an edict to an individual or the entire staff. do you have any examples o recent edicts you have issued?

105. what specific behaviors do you think contribute to your effectiveness as a supervisor?

106. from an opposite viewpoint, what behaviors do you think might interfere with your effectiveness as a supervisor?

107. in what respects do you feel you have improved most as a supervisor during the last few years?

108. some managers are quite deliberate about such things as communications, development, and motivation. do you have examples of how you addressed these areas?

109. how would you characterize your relationships with your last three supervisors? any patterns?

110. some managers are short-fused and impatient in their reactions. how would you describe your own patience?

111. most of us can look back upon a new idea, a new project, or an innovation we feel proud of having introduced. would you describe one or two such innovations you are particularly proud of?

112. what are the legitimate uses for office gossip or the rumor mill?

113. how would you handle a subordinate who deliberately went about a task in a way that contradicted your instructions yet were wildly successful?

114. your boss is going on vacation for a month, and although it isn’t in your job description to do so, she asks you to work for another manager in her absence, what would you say and do?

115. are you prepared to fill in for someone who has different, even lower-level, responsibilities?

116. describe a time when you unfairly got caught up in office politics.

117. can you sell me on our product or service?

118. what strategies do you employ fro finding common ground with your customers?

119. can you give an example of how you are able to be positive about a product even when discussing a negative?

120. have you found it helpful to take motes when talking to a customer? how?

121. if i were a prospect, what clues about me does this office give?

122. what strategies do you use to repeat the customer’s key concepts back to him or her during a sales pitch?

123. how do you turn an occasional buyer into a regular buyer?

124. have you ever taken over an existing territory or desk? what was the volume when you started? what was it when you left?

125. what have you learned about using sales incentives to promote sales?

126. what strategies do you use to plant questions in your customer’s mind?

127. when is it appropriate to ask a prospect, “how much do you want to spend?”

128. tell me about a time you adjusted your approach to a prospect based on their body language.

129. tell me about a time when you followed up with a reluctant prospect and still failed to get the order.

130. talk about a time when you overcame your own mental block or prejudices to make a sale.

131. can you talk about a sales incentive program that motivated you?

132. who are the motivation gurus you find most interesting?

133. when was the last time you sent a thank-you note to a customer?

134. how do you try to show each customer that he or she is important?

135. this job requires a large amount of travel. do you think you have the ability and willingness to keep up?

136. when you cold-call a prospect, what obstacles do you expect the clerical staff to put in your way?

137. when you telephone a prospect, what strategies do you use to get past the secretary or receptionist?

138. where do you find your telephone leads?

139. what do you despise about telephone sales?

140. how do you qualify a prospect?

141. how do you overcome the difficult periods that face everyone in sales?

142. how long does it usually take you from initial contact to sales closing?

143. what is your ratio of initial contacts to actual sales presentations?

144. what percentage of your sales calls result in sales?

145. how would you go about identifying customers in a new market?

146. what do you think about prospecting for customers or developing new markets in cyberspace?

147. tell me about a time when you almost lost a sale and worked hard to get it back.

148. what are the five most common objections you face and how do you deal with them?

149. what was the most surprising objection you have ever received, and how did you handle it?

150. what’s your definition of customer service?

151. can you tell me about a time you took the steps necessary to resolve a problem although it wasn’t technically your responsibility?

152. name one way in which you have provided extraordinarily good service — above the call of duty — to a customer or client.

153. describe a situation where you had to go an extra mile for customers.

154. give me an example of a time when you went out of your way to meet an agreement.

155. in your current job, who are your customers?

156. if you had a customer who was complaining about poor service, how would you handle it?

157. at your last job, how often did you take a survey of customer satisfaction?

158. tell me about your worst customer service dilemma and how you overcame it?

159. what strategies have you learned to encourage customers to pay on time?

160. can you tell me about a difficult collection problem and how you dealt with it?

161. what strategies have you evolved to listen to emotional customers without getting hooked?

162. speak about the customer’s “personal zone” and how you use it.

163. how do you deal with customers who think they are right even when they are wrong?

164. what is the customer service attitude at your present organization?

165. how have you handle customers who take advantage of sales support staff?

166. what is the most significant improvement in customer service that you have achieved in the last year?

167. what’s one thing we at this company could do to make our customers even more satisfied with us?

168. what experience have you had in making oral presentations? how do you rate your skills in this area?

169. at what times do you have trouble communicating with people?

170. how would you compare your oral skills to your written skills?

171. when you are assigned to work with new people, how do you go about getting to know them, how they work, and what their strengths and weaknesses are?

172. tell me about a work situation that required excellent communication skills.

173. can you recall a time when you persuaded someone who initially disagreed with you of the correctness of your position?

174. how often of you communicate with the person who receives the output of your work?

175. what’s one thing that should never be communicated in a memo or e-mail?

176. what are some examples of important types of decisions or recommendations you are called upon to make?

177. would you describe how you went about making these types of decisions or recommendations? with whom did you consult?

178. tell me what you have learned about reducing employee turnover.

179. what organizations do you see as this company’s chief competition? can you compare and contrast the organizations?

180. what do you do to make the people around you fell important, appreciated, and respected?

181. how do you prioritize your time?

182. what decisions are easiest for you to make and which ones are more difficult?

183. most of us can think of an important decision, which we would make quite differently if we made it again. any examples from your own experience?

184. most of us become more astute decision makers as the base of our experience broadens. in what respects do you feel you have improved as a decision maker?

185. describe a situation that required you to use fact-finding skills.

186. tell me about a complex problem you had to deal with.

187. tell me about a time when you failed to reach a goal.

188. how many projects can you handle at a time?

189. think of a crisis situation where things got out of control. why did it happen and what was your role in the chain of events?

190. give me an example of a time when management had to change a plan or approach to which you were committed. how did you feel and how did you explain the change to your team?

191. do you sue an activity chart to track the flow of the activities necessary to reach your goals?

192. what project management methodologies have you found most effective?

193. i’m interested in how you do your planning. what planning processes have you found useful, and how do you do about implementing them?

194. in what ways have you improved in your capacity for planning?

195. tell me about a job or project where you had to gather information from many different sources and then create something with the information.

196. what do you do when there is a decision to be made and no procedure exists?

197. what have you learned about using deadlines to motivate people or teams?

198. tell me about a time when, rather than following instructions, you went about a task in you own way. what happened? would you do it the same way if you had to do the task over again?

199. can you think about a specific situation where you prevented a problem before it occurred?

200. what do you do to welcome and orient new hires into your department or team?

201. if you were hiring someone for the job you are interviewing for, what three qualities would you look for?

202. what questions would you ask, or what techniques would you use, to establish that the person was willing to do the job?

203. how many people have you hired in the past two years?

204. do you have a favorite interviewing question?

205. tell me about how you would budget for recruiting.

206. what has your experience been with retaining recruitment firms?

207. how do you handle personnel evaluations?

208. what’s the first thing you look for no a resume or application?

209. how do you go about checking references?

210. tell me about your biggest hiring success.

211. tell me about your biggest hiring mistake.

212. how could we improve the hiring process we are using to select a person for this position?

213. to what do you attribute turnover?

214. is turnover always detrimental?

215. what programs have you found to be successful in retaining employees?

216. what is your concept of discipline?

217. what are the typical problems and grievances that your staff brings to you?

218. how do you handle them?

219. how do you maintain discipline within your department or team?

220. tell me about a time when you had to discipline a subordinate.

221. what was the most common cause of termination at your last organization?

222. have you thought about violence in the workplace? what strategies have you evolved to address this problem?

223. how do you keep abreast of new developments in information technology?

224. describe a situation in which you were able to enhance the usefulness of information in an existing mainframe. system and increase your employer’s productivity.

225. how has your conception of information systems quality evolved over the years?

226. describe successful strategies for software testing that you have employed.

227. what metrics can be used to measure user satisfaction with it?

228. what strategies do you recommend for organizations facing the year problem?

229. how would you reinvent our business from an it perspective if you had a blank piece of paper and no resource constraints?

230. we know that fourth generation languages have many benefits. which of these benefits do you find most compelling? why?

231. how can you tell a good program from a bad one?

232. info world magazine recently suggested that client/server computing is dead. do you agree, and if so, what killed it?

233. what is the future of the mainframe. in a world of distributed desktops?

234. describe the most significant business process reengineering project you have led. what were the results?

235. distinguish between the internet and the intranet.

236. what is the chief benefit of an object-oriented application development paradigm?

237. describe the central attributes of the object paradigm. how does encapsulation or polymorphism contribute to the technology’s effectiveness?

238. why has computer-assisted software engineering (case), a technology which offered so much promise, generally not met the high expectations set for it?

239. which rapid application development (rad) methodology do you find most interesting or effective?

240. describe a data migration project you led. what were the results?

241. i see that you have listed java, pascal, cobol, and c++ as the programming languages with which you’re familiar. would you take a moment to rank them according to your skill level?

242. what structured programming methodologies have you found most effective?

243. please describe the most difficult task you ever had to perform. using tool x, and describe how you managed to accomplish it.

244. which computer trade shows do you regularly attend and what do you get from them?

245. have you ever presented at an industry trade show or seminar?

246. have you published anything on it?

247. describe your participation on an it steering committee. what was the challenge? what was your role? and what was the outcome?

248. with respect to the it steering committee, what technology did you choose? why? how did it work out?

249. do you have any experience with rapid application development? tell me about an application developed using this approach.

250. have you participated in the design and deployment of a web site?

251. do you have an e-mail address or a personal website?

第十一章结束面试

1. well, based on what we have discussed, how do you feel about this job?

2. do you have any questions?

3. is there anything else i should know about you?

4. i’ve interviewed several very good candidates, and i will admit that you are one of them. what single message would you like me to remember that will convince me that you are the one we should hire?

5. how do you feel you performed during this interview?

6. what have you been able to learn about our firm and our senior management?

7. what implications have you drawn from the information?

8. when can you start?

9. are you willing to travel?

10. are you willing to relocate?

11. may i contact your present employer and references?

12. is there anything you’d like to know about the job that would help you to do it better than anyone else could?

13. if there were one reason why we should select you over the other applicants, what would that be?

14. our time is about up. is there a final point you would like to make?

15. do you want this job? then why, through our entire discussion, have you not asked for it?

第十二章有问题的方面

1. how would you finish this sentence: “most people are basically… ”

2. tell me about a time when your employer was not happy with your job performance.

3. have you ever had to work with a manager who was unfair to you, or was just plain hard to work with?

4. how would you define a difficult manager?

5. have you ever been in a dispute with a supervisor? what was it about and how was it resolved?

6. can we check your references?

7. what kind of references do you think your previous employer will give you? why?

8. how do you deal with coworkers or supervisors who do not show you proper respect?

9. what cause you to lose your temper?

10. how do you dandle rejection?

11. what are some of your pet peeves? (经常抱怨的问题)

12. which of your skills can stand improvement at this time?

13. what problems do you have getting along with others?

14. what are some of the things your supervisor did that you disliked?

15. were you ever dismissed from a job for a reason that seemed unjustified?

16. what kinds of things do you worry about?

17. what are some of the things that bother you?

18. if i were to call your supervisor today, how would he or she describe you?

19. can you identify some weaknesses for which you need to compensate?

20. can you name three new skills, techniques, or methodologies you learned in the past 12 months?

21. what do you do when your boss loads you down with a great deal of work and not enough time to do it in?

22. what do you do when there is a decision to be made and no procedure exists?

23. are you generally lucky or unlucky?

24. what aspect of your performance in your last job were you the most proud of?

25. if you were going to be fired, how would you like your supervisor to handle it?

第十三章求职者的问题

1. by what criteria will you select the person for this job?

2. why is the position open?

3. what happened to the last person holding this position?

4. what duties and responsibilities does this job entail?

5. where does this position fit into the organization?

6. what kind of person are you looking for?

7. when was the last person promoted?

8. what are the ideal experience and skill set for this position?

9. to whom would i report?

10. what problems might i expect to encounter on this job?

11. what is the normal salary range for this job?

12. tell me about promotions and advancement in this company.

13. why are you not filling this position from within?

14. what are your expectations of the person hired for this job?

15. what are the three most significant things that need to be accomplished in this position in the first year and what are the major hurdles?

16. what is the work environment like day to day?

17. how many people will i supervise? what are their backgrounds?

18. who has the final say in this hiring decision?

19. is there anything else i should know about this company?

20. are there any aspects of my background or skills that you would like to hear more about?

21. is there a job description? may i see it?

22. how much freedom would i have to determine my work objectives and deadlines?

23. what kind of support does this position receive in terms of people and resources?

24. how would my performance be measured and how is successful performance usually rewarded?

25. can you describe your organizational culture?

第十四章初级水平的问题

1. based on what you know of the job market, which of your courses are directly transferable to this job?

2. do you feel your grades are an accurate reflection of your work? if not, why not?

3. in college, how did you go about influencing someone to accept your ideas?

4. have you ever been put on the spot by a professor or adviser when you felt unsure of yourself? how did you handle it?

5. what competitive activities have you participated in? what did you learn from participation in competitive activities?

6. what’s one management lesson you learned in college?

7. why do you want to get into this field?

8. what are your career goals and how do you plan to achieve them?

9. i see that you do not have very much organizational work experience. what qualities do you have that especially qualify you for this position?

10. what specifically have you done that shows initiative?

第十五章求职者会问的另外的问题

1. would you mind if i took notes during the interview?

2. what are your plans for company expansion?

3. how many employees would i supervise?

4. can you tell me why this position is available? what became of the person formerly in this position?

5. what management style. is most prevalent here?

6. how many employees have held this position in the last three years?

7. is this a newly created position?

8. what have you liked most about working for this company?

9. how much supervision will i get as a new employee?

10. can you briefly tell me about the people i will be working with most closely?

11. does this company typically have a reactive or proactive strategy for dealing with problems?

12. let’s say that i excel in this position. where would i go from there?

13. what are the company’s plans for the next five years?

14. how would you describe the corporate culture at this location?

15. describe the performance evaluation procedures you use?

16. what tasks will occupy a majority of my time?

17. what challenges do you think i will face in this position?

18. describe for me the staff i will supervise?

19. could you show me a formal job description?

20. does this position involve any travel?

21. what will be my first assignment?

22. does this company typically promote from within?

23. how does this position/department fit into the organizational structure?

24. you said i could expect to make more money down the road. when will i get a review and what exactly will i need to do to be successful?