Three Scenarios Manager Interview

Sometimes, the questions are difficult to manage in an interview, are not questions at all. Here are three common scenarios that interview a candidate may be asked to solve.

1. Tell me how it was fixed a crash that has been asked to do the impossible.

This exercise has a number of possible directions to be examined. First, the statement presupposes that the candidate has met the impossible tasks, and in so doing, had to come to some kind of resolution. If you are willing to take the bait, it would be good to relate some kind of situation that seemed impossible to others, but was resolved through a personal effort. In my experience, '"impossible" only needs to be redefined to become an achievable goal. For example, in a counseling situation, the supervisor asked me to gather information on a question had been able to resolve or even identify. The task seemed fairly clear, as the person who wanted to find out procedural differences between two different business units in order to find a unit that seemed to produce more profitable results than the other. As I investigated the situation for a number of days, I found there seemed to be no clear difference in the way in which each unit has handled the job, but both had the impression that the procedures the other units were different. After focusing my efforts in trying to find out which procedures specific variants of these supervisors were referring to, I found that were not related to work procedures at all.

Even if both units processed the same type of work in the same general way, the criteria associated with each unit were significant differences. Had significantly different commission structures and incentives for success, and was primarily the differences in policies that distinguish them. Thus, the impossible task of finding procedural differences between the two business units that operate in the same way the process was changed to reveal the real policy differences that have contributed to very different results.

2. Tell me how you resolved a conflict you encountered on the job.
This is another question that is not formulated to induce a candidate on the air some dirty laundry. There are two ways you could approach such a challenge. The candidate may defer the exercise by saying that there is nothing significant by way of conflict that comes to mind, and ask the interviewer to present a specific hypothetical scenario to solve. By forcing the interviewer to address their personal situation, the candidate does not admit past "problems", while at the same time, you can solve the hypothetical problem in the comfort of an imaginary environment. To press the matter further, the candidate can put the interviewer on the defensive, wondering if these problems can be expected in the job.

A second approach is to relate the event of a conflict that was started by someone else, but resolved in a positive way by the candidate. The idea is to give the interviewer a good look at problem solving that have been burned. Do not select a scenario where you needed to ask someone for assistance. Choose a challenge that I personally resolved to the benefit of all parties involved. If you have an instance ready, will provide a good showcase for your leadership. If the interviewer refuses to provide a scenario, or you can not think of a situation where your efforts have produced a positive result, such and such 'a good candidate for the development of amnesia. It is possible to move the conversation politely asking for some time to think about the situation and let the interviewer to return later if they wish.

3. The interviewer asks about the experience you do not have a skill set that can be obtained.
When a meeting is held in uncharted territory, chances are good that other candidates do not have one or more skills required by potential employer. One candidate is chosen for an interview because of the skills seem to possess, and in some cases, all requirements must be met. If an interviewer asks a particular method, the software title, or experience that is not in your background, the last thing to do is show signs of panic. A good approach is to admit you have not already comfortably experience with that skill, but have no problem with the pick along the way. If possible, try to present some alternatives to the requirement of skills or software, and demonstrate the ability to acquire the necessary competence in progress.

If the company is willing to form, or you will have the ability to take on their own, the worst that will happen is that the company will not maintain its services after the hire for the job. No matter what the task is unknown, someone else has failed or succeeded in learning the task, so there is no reason to act as if it were impossible for you to achieve the same level of competence. It is not necessary to be a lie to get the job, just to show what you can do that already. With this type of challenge, self-confidence is almost as good as demonstrated ability. It would not be called for interview if the company does not see enough of your existing talents and experiences to consider for the job. Submit your weaknesses and promote your strengths. Choosing which has hit hard questions, which ones to defer, and which to abandon. If you do not get the job, there will be another along the way. Try to find something more difficult than missing the experience you have already successfully dealt with .......