HR interview more often, is not a selection process, but a short listing process, where few of the selected candidates from previous rounds are weeded out. So more than concentrating on getting selected, one should be focused on NOT getting rejected. First few minutes are very important and so does the first few questions. The interviewers do not know anything about you. The impression you make in the first few questions, is going to set tone for the entire session and plays a huge factor.

  1. Assuming that you are selected, what will be your strategy for next 60 days?

If I am selected for this position, I’ll use my initial 60 days in understanding my role carefully in terms of the contribution to the business and increasing the overall profitability. I’ll sit with my line manager and other juniors to understand what has already been done and what its impact has been. From there on, I’ll formulate my strategy to growth in close conjunction with managers and see that it is properly implemented.www.iibmindia.in

  1. How would you improve upon our product/ company?

Since I’d be coming from an altogether new environment, I am bound to possess a new perspective towards everything here including the company, product, customers, environment, strategy etc. This will enable me to constructively question things which anyone else here might not do. This will help in improving the things and making the product & company better.Having worked closely with product development team I understand how the research for product development is carried out and how is customer requirement analysed; I’d be able to provide a value addition there too.

  1. Don’t you think, you are overqualified for this position?

You might feel that I possess more degrees than you require for this position. But, I believe that I grow everyday when I talk to my staff, customers and superiors. So, basically the learning process continues through out the life – I don’t think I am over qualified.

  1. Have you ever fired anyone? How would you go about firing a person, if required?

The basic purpose of asking this question is to check your EQ and see if you have the guts to make tough decisions. If you have fired anyone in the past, discuss your experience and approach. If you have never done so in the past, discuss the approach you would take to make and implement such a decision. Keep the focus of your answer on the fact that you would try to do your best to ensure that your team performs to its best but if a particular member is not able to perform even after you taking all the steps to help him, you would make the tough decision to ensure that the project doesn’t suffer.

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