Can you please tell me about yourself?
The most often asked question in interviews. Although this question is quite broad, keep your answer focused and relevant to the job you're applying for.
You need to have a short statement prepared in your mind. Be careful that it does not sound rehearsed. Limit it to work-related items unless asked otherwise. Mention the top three or four aspects of your experience, skills, interests, and personality that make you a qualified candidate for the job.
Talk about things you have done and jobs you have held that relate to the position you are interviewing for. Start with the item farthest back and work up to the present.
You need to have a short statement prepared in your mind. Be careful that it does not sound rehearsed. Limit it to work-related items unless asked otherwise. Mention the top three or four aspects of your experience, skills, interests, and personality that make you a qualified candidate for the job.
Talk about things you have done and jobs you have held that relate to the position you are interviewing for. Start with the item farthest back and work up to the present.
What are your long- and short-term career goals?
The interviewer is trying to get a feel for why you want this job and how long you’re going to stick with it. The ideal answer will assure the employer that you’re worth his investment - that is, training you, introducing you to clients, entrusting you with responsibility. Your answer should assure him that you’d be around for awhile - and maybe even a long time.
Do you consider this a lateral or vertical career move?
This question is designed to find out how challenged you’ll be on the job -be careful, it’s a double-edged sword. If you aren’t challenged, you’ll get bored and move on. If you’re too challenged, you might not make it past the first week. Try to come in somewhere in the middle - maybe say something to the effect of, "It’s a comfortable stretch." Another tip: Your answer will also give the employer a sense of whether you’re hoping for a just a little or a big increase in salary.
Why do you want to leave your current position?
The interviewer is concerned about any problems that might pop up on your next job - especially since that might be with him. Be sure to use good judgment here. Don’t bad-mouth your current boss and don’t bring up anything negative. A safe approach is to say something like: "It’s time to move on in my career" or "I'm looking for a greater challenge."
Why did you leave your last job?
The interviewer wants to know if there are any underlying problems like: lack of commitment, difficult personality, poor performance, or anything that might lead to termination. Employers don’t want to take on someone who has a record of walking out on jobs or getting fired. Stay positive regardless of the circumstances. Never refer to a major problem with management and never speak ill of supervisors, co-workers or the organization. If you do, you will be the one looking bad. Keep smiling and talk about leaving for a positive reason such as an opportunity, a chance to do something special or other forward-looking reasons. No matter why you left your last job, couch your response in positive terms, without lying.
Please explain why you have a gap in your employment history?
The employer is looking for any problems in your personal life that might become his headache if he hires you. Explain your gaps honestly, leaning on activities that support your job objective, if that’s possible. If you don’t have anything to say that’s relevant, then talk about activities that show your strength of character and helped you know what you really want to do next: the job you're interviewing for.
What experience do you have in this field?
Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can.
Do you consider yourself successful?
You should always answer yes and briefly explain why. A good explanation is that you have set goals, and you have met some and are on track to achieve the others.
What do co-workers say about you?
Be prepared with a quote or two from co-workers. Either a specific statement or a paraphrase will work. Jill Clark, a co-worker at Smith Company, always said I was the hardest workers she had ever known. It is as powerful as Jill having said it at the interview herself.
What do you know about this organization?
This question is one reason to do some research on the organization before the interview. Find out where they have been and where they are going. What are the current issues and who are the major players?
Do you know anyone who works for us?
Be aware of the policy on relatives working for the organization. This can affect your answer even though they asked about friends not relatives. Be careful to mention a friend only if they are well thought of.
What kind of salary do you need?
A loaded question. A nasty little game that you will probably lose if you answer first. So, do not answer it. Instead, say something like, That's a tough question. Can you tell me the range for this position? In most cases, the interviewer, taken off guard, will tell you. If not, say that it can depend on the details of the job. Then give a wide range.
Are you a team player?
You are, of course, a team player. Be sure to have examples ready. Specifics that show you often perform for the good of the team rather than for yourself are good evidence of your team attitude. Do not brag, just say it in a matter-of-fact tone. This is a key point.
How long would you expect to work for us if hired?
Specifics here are not good. Something like this should work: I'd like it to be a long time. Or As long as we both feel I'm doing a good job.
What college experience are you especially proud of?
If you haven't been in the workforce long, this question is your opportunity to give balance to the fact that you don't have much paid experience. Spotlight your academic and extracurricular achievements, especially the ones that are relevant to your job objective.
Have you ever been asked to leave a position?
If you have not, say no. If you have, be honest, brief and avoid saying negative things about the people or organization involved.
Explain how you would be an asset to this organization
You should be anxious for this question. It gives you a chance to highlight your best points as they relate to the position being discussed. Give a little advance thought to this relationship.
Why should we hire you?
Point out how your assets meet what the organization needs. Do not mention any other
Tell me about a suggestion you have made
Have a good one ready. Be sure and use a suggestion that was accepted and was then considered successful. One related to the type of work applied for is a real plus.
What irritates you about co-workers?
This is a trap question. Think real hard but fail to come up with anything that irritates you. A short statement that you seem to get along with folks is great.
What strengths would you bring to this job that other candidates might not?
The employer’s giving you the floor to sell yourself for the job. Prepare well for this answer and deliver it with confidence. There are many good answers to this question, just stay positive. A few good examples: Your ability to prioritize, Your problem-solving skills, Your ability to work under pressure, Your ability to focus on projects, Your professional expertise, Your leadership skills, Your positive attitude. Make your presentation using brief achievement stories whenever possible.
How do you introduce a new software QA process?
It depends on the size of the organization and the risks involved. For large organizations with high-risk projects, a serious management buy-in is required and a formalized QA process is necessary. For medium size organizations with lower risk projects, management and organizational buy-in and a slower, step-by-step process is required. Generally speaking, QA processes should be balanced with productivity, in order to keep any bureaucracy from getting out of hand. For smaller groups or projects, an ad-hoc process is more appropriate. A lot depends on team leads and managers, feedback to developers and good communication is essential among customers, managers, developers, test engineers and testers. Regardless the size of the company, the greatest value for effort is in managing requirement processes, where the goal is requirements that are clear, complete and testable.
What are the common problems coming across Software Development Process?
Common problems in software development process are: 1) Poor Projection of Requirements - Generally the users are not very clear in regards to their exact needs. Most of the specifications given to Software Development Outsourcing vendors are rough and very sketchy. Problems arise if the requirements are unclear, incomplete, too general, and not testable etc. 2) Miscommunication - Becomes the main cause of problem when the developers remain ignorant of the exact needs or expectations of the customer. 3) Unrealistic Schedules - Cause problems if too much work is crammed in too little time. 4) Inadequate Testing - Problems arise when the application has not been adequately tested before giving it to the customer & the customer complains after using it or when there is a systems crash.
