Q1. Describe your current project?
A1. Provide the following information in order: name/title of the project, the client name and
location, a functional overview of the project, the environment (hardware and software) of the
project, your specific role and responsibilities and technical features of the software that were used by you. However, if your most recent project does not fit the requirements of the project for which you are being interviewed for, and then provide a summary of your experience and highlight the project which best fits the requirements of the project for which you are being interviewed.
Q2. Rate yourself on a scale of 1 to 10 (10 being the best) or 1 to 5 (5 being the best) on each area of expertise. Example: Rate yourself in PowerBuilder and Sybase.
A2. Typically, you should rate yourself between 8 and 10.
Q3. If you rated yourself less than a 10, what will it take for you to become a 10?
A3. One possible answer is “more experience in a wide range of applications and systems”.
Q4. Describe which part of software lifecycle you were a part of?
A4. The main phases in the software lifecycle are specification, design, coding, testing, and
implementation. You need to indicate which areas you have worked in. For a programmer
analyst, it is essential to have experience in design, coding and testing. It is always nice to tell the interviewer that you at least have some experience in specification (interacting with users) and implementation (installation at the client site).
Q5. What percentage of the time do you spend in analysis/design, coding and testing?
A5. The industry average is 35% in analysis/design, 35% in coding and 30% in testing. Make sure
that your answer does not grossly violate the industry standard.
Q6. How do you estimate time durations for your tasks?
A6. You should break down your tasks into smaller pieces, which help you accurately estimate
the tasks. You should use your experience to estimate the durations for the individual pieces as 3 well as any integration time for joining these pieces. If necessary, you should ask your
supervisors and peers to review your estimates. Typically, programming tasks need to have time
assigned for design, coding, unit testing and if appropriate, system testing (or integrated testing).
Q7. Did you have to prepare the spec or did you program from the spec?
A7. It is a plus if you have prepared a spec (or specification) but if you are a junior programmer, it is acceptable to have programmed from a spec.
Q8. Did you interact with the end users?
A8. It is a plus if you have interacted extensively with the end users of the software. It may be acceptable to state that you have interacted occasionally as the need arose.
Q9. Explain any debugging tools that you have used?
A9. Make sure that you are familiar with the debugging tools in your area of expertise. You
should be able to view values of variable, set breakpoint, change variable values in the debugger. Debugging using print statements to the screens is not acceptable method of debugging and should never be mentioned in the normal cases.
Q10. Explain any CASE tools that you have used?
A10. If you are not familiar with any CASE tools, make sure that you at least read up or find out about any suitable CASE tools in your area of expertise. ERWIN SQL is a popular data-modeling CASE tool on the PC.
Q11. Explain any version control tools that you have used?
A11. Any significant software project will have version control tools to allow concurrent
development and so to provide a development trail. Popular version control tools are PVCS on
PC and sccs on Unix. It is not acceptable to indicate that you have not used any version control
tools. Make sure that you are familiar with version control tools in your environment prior to the interview.
Q12. What are the differences between versions of the software in your area of expertise?
A12. Make sure that you find out about the differences between the software versions. This is
most important when the software changes from character mode to GUI mode (such as Oracle
Forms 3.0 to Oracle Developer 2000) or from mainframe to client server (such as SAP R2 to SAP
R3) between versions.
Q13. What do you do when you are running late on your assignments?
A13. You should keep the project manager or supervisor informed about your progress at all
times. When your tasks are running late, you should work longer hours to try to catch up. If
appropriate, you should ask your supervisors and peers for their advice and help.
Q14. How do you handle problems with peers?
A14. First, you should talk to your peer and see if you can resolve the problem between the two
of you. If not, then you should talk to your manager about the situation.
Q15. Do you work long hours?
A15. Definitely, say yes. You should state that you will do what it takes to get the job done
successfully on time and within budget.
Q16. When are you available to start?
A16. Make sure that you check with the recruiter/sales representative as to what the
interviewer’s expectations are and make sure that you provide a suitable start date. Typically, a start date can be a week or two from the interview date.
Q17. What is your visa status?
A17. If your visa has already been approved and you have a valid work visa for GTRAS, Inc.,
then state the visa details. If you do not know about the exact status of your visa, check with
recruiter/sales representatives as to the status of your visa so that you can appropriately answer this question.
Q18. How long can you stay in the United States?
A18. Typically, the H-1B visa is valid for 3 years and can be extended for 3 more years. In most cases, GTRAS, Inc. will sponsor your permanent residency for the United States, in which case you can work indefinitely in the United States.
HR INTERVIEW 2
Tell me about yourself ?
Start with the present and tell why you are well qualified for the position. Remember that the key to all successful interviewing is to match your qualifications to what the interviewer is looking for. In other words you must sell what the buyer is buying. This is the single most important strategy in job hunting.
So, before you answer this or any question it's imperative that you try to uncover your interviewer's greatest need, want, problem or goal.
To do so, make you take these two steps:
Do all the homework you can before the hr interview to uncover this person's wants and needs (not the generalized needs of the industry or company)
As early as you can in the interview, ask for a more complete description of what the position entails. You might say: “I have a number of accomplishments I'd like to tell you about, but I want to make the best use of our time together and talk directly to your needs. To help me do, that, could you tell me more about the most important priorities of this position? All I know is what I (heard from the recruiter, read in the classified ad, etc.)”
Then, ALWAYS follow-up with a second and possibly, third question, to draw out his needs even more. Surprisingly, it's usually this second or third question that unearths what the interviewer is most looking for.
You might ask simply, "And in addition to that?..." or, "Is there anything else you see as essential to success in this position?:
This process will not feel easy or natural at first, because it is easier simply to answer questions, but only if you uncover the employer's wants and needs will your answers make the most sense. Practice asking these key questions before giving your answers, the process will feel more natural and you will be light years ahead of the other job candidates you're competing with.
After uncovering what the employer is looking for, describe why the needs of this job bear striking parallels to tasks you've succeeded at before. Be sure to illustrate with specific examples of your responsibilities and especially your achievements, all of which are geared to present yourself as a perfect match for the needs he has just described.
What are your greatest strengths ?
You know that your key strategy is to first uncover your interviewer's greatest wants and needs before you answer questions. And from Question 1, you know how to do this.
Prior to any interview, you should have a list mentally prepared of your greatest strengths. You should also have, a specific example or two, which illustrates each strength, an example chosen from your most recent and most impressive achievements.
You should, have this list of your greatest strengths and corresponding examples from your achievements so well committed to memory that you can recite them cold after being shaken awake at 2:30AM.
Then, once you uncover your interviewer's greatest wants and needs, you can choose those achievements from your list that best match up.
As a general guideline, the 10 most desirable traits that all employers love to see in their employees are:
A proven track record as an achiever...especially if your achievements match up with the employer's greatest wants and needs.
Intelligence...management "savvy".
Honesty...integrity...a decent human being.
Good fit with corporate culture...someone to feel comfortable with...a team player who meshes well with interviewer's team.
Likeability...positive attitude...sense of humor.
Good communication skills.
Dedication...willingness to walk the extra mile to achieve excellence.
Definiteness of purpose...clear goals.
Enthusiasm...high level of motivation.
Confident...healthy...a leader.
What are your greatest weakness ?
Disguise a strength as a weakness.
Example: “I sometimes push my people too hard. I like to work with a sense of urgency and everyone is not always on the same wavelength.”
Drawback: This strategy is better than admitting a flaw, but it's so widely used, it is transparent to any experienced interviewer.
BEST ANSWER: (and another reason it's so important to get a thorough description of your interviewer's needs before you answer questions): Assure the interviewer that you can think of nothing that would stand in the way of your performing in this position with excellence. Then, quickly review you strongest qualifications.
Example: “Nobody's perfect, but based on what you've told me about this position, I believe I' d make an outstanding match. I know that when I hire people, I look for two things most of all. Do they have the qualifications to do the job well, and the motivation to do it well? Everything in my background shows I have both the qualifications and a strong desire to achieve excellence in whatever I take on. So I can say in all honesty that I see nothing that would cause you even a small concern about my ability or my strong desire to perform this job with excellence.”
Alternate strategy (if you don't yet know enough about the position to talk about such a perfect fit):
Instead of confessing a weakness, describe what you like most and like least, making sure that what you like most matches up with the most important qualification for success in the position, and what you like least is not essential.
Example: Let's say you're applying for a teaching position. “If given a choice, I like to spend as much time as possible in front of my prospects selling, as opposed to shuffling paperwork back at the office. Of course, I long ago learned the importance of filing paperwork properly, and I do it conscientiously. But what I really love to do is sell (if your interviewer were a sales manager, this should be music to his ears.)
Tell me about something you did – or failed to do – that you now feel a little ashamed of ?
As with faults and weaknesses, never confess a regret. But don’t seem as if you’re stonewalling either.
Best strategy: Say you harbor no regrets, then add a principle or habit you practice regularly for healthy human relations.
Example: Pause for reflection, as if the question never occurred to you. Then say to hr, “You know, I really can’t think of anything.” (Pause again, then add): “I would add that as a general management principle, I’ve found that the best way to avoid regrets is to avoid causing them in the first place. I practice one habit that helps me a great deal in this regard. At the end of each day, I mentally review the day’s events and conversations to take a second look at the people and developments I’m involved with and do a double check of what they’re likely to be feeling. Sometimes I’ll see things that do need more follow-up, whether a pat on the back, or maybe a five minute chat in someone’s office to make sure we’re clear on things…whatever.”
“I also like to make each person feel like a member of an elite team, like the Boston Celtics or LA Lakers 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 wind 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.”
Why are you leaving (or did you leave) this position ?
(If you have a job presently tell the hr)
If you’re not yet 100% committed to leaving your present post, don’t be afraid to say so. Since you have a job, you are in a stronger position than someone who does not. But don’t be coy either. State honestly what you’d be hoping to find in a new spot. Of course, as stated often before, you answer will all the stronger if you have already uncovered what this position is all about and you match your desires to it.
(If you do not presently have a job tell the hr.)
Never lie about having been fired. It’s unethical – and too easily checked. But do try to deflect the reason from you personally. If your firing was the result of a takeover, merger, division wide layoff, etc., so much the better.
But you should also do something totally unnatural that will demonstrate consummate professionalism. Even if it hurts , describe your own firing – candidly, succinctly and without a trace of bitterness – from the company’s point-of-view, indicating that you could understand why it happened and you might have made the same decision yourself.
Your stature will rise immensely and, most important of all, you will show you are healed from the wounds inflicted by the firing. You will enhance your image as first-class management material and stand head and shoulders above the legions of firing victims who, at the slightest provocation, zip open their shirts to expose their battle scars and decry the unfairness of it all.
A1. Provide the following information in order: name/title of the project, the client name and
location, a functional overview of the project, the environment (hardware and software) of the
project, your specific role and responsibilities and technical features of the software that were used by you. However, if your most recent project does not fit the requirements of the project for which you are being interviewed for, and then provide a summary of your experience and highlight the project which best fits the requirements of the project for which you are being interviewed.
Q2. Rate yourself on a scale of 1 to 10 (10 being the best) or 1 to 5 (5 being the best) on each area of expertise. Example: Rate yourself in PowerBuilder and Sybase.
A2. Typically, you should rate yourself between 8 and 10.
Q3. If you rated yourself less than a 10, what will it take for you to become a 10?
A3. One possible answer is “more experience in a wide range of applications and systems”.
Q4. Describe which part of software lifecycle you were a part of?
A4. The main phases in the software lifecycle are specification, design, coding, testing, and
implementation. You need to indicate which areas you have worked in. For a programmer
analyst, it is essential to have experience in design, coding and testing. It is always nice to tell the interviewer that you at least have some experience in specification (interacting with users) and implementation (installation at the client site).
Q5. What percentage of the time do you spend in analysis/design, coding and testing?
A5. The industry average is 35% in analysis/design, 35% in coding and 30% in testing. Make sure
that your answer does not grossly violate the industry standard.
Q6. How do you estimate time durations for your tasks?
A6. You should break down your tasks into smaller pieces, which help you accurately estimate
the tasks. You should use your experience to estimate the durations for the individual pieces as 3 well as any integration time for joining these pieces. If necessary, you should ask your
supervisors and peers to review your estimates. Typically, programming tasks need to have time
assigned for design, coding, unit testing and if appropriate, system testing (or integrated testing).
Q7. Did you have to prepare the spec or did you program from the spec?
A7. It is a plus if you have prepared a spec (or specification) but if you are a junior programmer, it is acceptable to have programmed from a spec.
Q8. Did you interact with the end users?
A8. It is a plus if you have interacted extensively with the end users of the software. It may be acceptable to state that you have interacted occasionally as the need arose.
Q9. Explain any debugging tools that you have used?
A9. Make sure that you are familiar with the debugging tools in your area of expertise. You
should be able to view values of variable, set breakpoint, change variable values in the debugger. Debugging using print statements to the screens is not acceptable method of debugging and should never be mentioned in the normal cases.
Q10. Explain any CASE tools that you have used?
A10. If you are not familiar with any CASE tools, make sure that you at least read up or find out about any suitable CASE tools in your area of expertise. ERWIN SQL is a popular data-modeling CASE tool on the PC.
Q11. Explain any version control tools that you have used?
A11. Any significant software project will have version control tools to allow concurrent
development and so to provide a development trail. Popular version control tools are PVCS on
PC and sccs on Unix. It is not acceptable to indicate that you have not used any version control
tools. Make sure that you are familiar with version control tools in your environment prior to the interview.
Q12. What are the differences between versions of the software in your area of expertise?
A12. Make sure that you find out about the differences between the software versions. This is
most important when the software changes from character mode to GUI mode (such as Oracle
Forms 3.0 to Oracle Developer 2000) or from mainframe to client server (such as SAP R2 to SAP
R3) between versions.
Q13. What do you do when you are running late on your assignments?
A13. You should keep the project manager or supervisor informed about your progress at all
times. When your tasks are running late, you should work longer hours to try to catch up. If
appropriate, you should ask your supervisors and peers for their advice and help.
Q14. How do you handle problems with peers?
A14. First, you should talk to your peer and see if you can resolve the problem between the two
of you. If not, then you should talk to your manager about the situation.
Q15. Do you work long hours?
A15. Definitely, say yes. You should state that you will do what it takes to get the job done
successfully on time and within budget.
Q16. When are you available to start?
A16. Make sure that you check with the recruiter/sales representative as to what the
interviewer’s expectations are and make sure that you provide a suitable start date. Typically, a start date can be a week or two from the interview date.
Q17. What is your visa status?
A17. If your visa has already been approved and you have a valid work visa for GTRAS, Inc.,
then state the visa details. If you do not know about the exact status of your visa, check with
recruiter/sales representatives as to the status of your visa so that you can appropriately answer this question.
Q18. How long can you stay in the United States?
A18. Typically, the H-1B visa is valid for 3 years and can be extended for 3 more years. In most cases, GTRAS, Inc. will sponsor your permanent residency for the United States, in which case you can work indefinitely in the United States.
HR INTERVIEW 2
Tell me about yourself ?
Start with the present and tell why you are well qualified for the position. Remember that the key to all successful interviewing is to match your qualifications to what the interviewer is looking for. In other words you must sell what the buyer is buying. This is the single most important strategy in job hunting.
So, before you answer this or any question it's imperative that you try to uncover your interviewer's greatest need, want, problem or goal.
To do so, make you take these two steps:
Do all the homework you can before the hr interview to uncover this person's wants and needs (not the generalized needs of the industry or company)
As early as you can in the interview, ask for a more complete description of what the position entails. You might say: “I have a number of accomplishments I'd like to tell you about, but I want to make the best use of our time together and talk directly to your needs. To help me do, that, could you tell me more about the most important priorities of this position? All I know is what I (heard from the recruiter, read in the classified ad, etc.)”
Then, ALWAYS follow-up with a second and possibly, third question, to draw out his needs even more. Surprisingly, it's usually this second or third question that unearths what the interviewer is most looking for.
You might ask simply, "And in addition to that?..." or, "Is there anything else you see as essential to success in this position?:
This process will not feel easy or natural at first, because it is easier simply to answer questions, but only if you uncover the employer's wants and needs will your answers make the most sense. Practice asking these key questions before giving your answers, the process will feel more natural and you will be light years ahead of the other job candidates you're competing with.
After uncovering what the employer is looking for, describe why the needs of this job bear striking parallels to tasks you've succeeded at before. Be sure to illustrate with specific examples of your responsibilities and especially your achievements, all of which are geared to present yourself as a perfect match for the needs he has just described.
What are your greatest strengths ?
You know that your key strategy is to first uncover your interviewer's greatest wants and needs before you answer questions. And from Question 1, you know how to do this.
Prior to any interview, you should have a list mentally prepared of your greatest strengths. You should also have, a specific example or two, which illustrates each strength, an example chosen from your most recent and most impressive achievements.
You should, have this list of your greatest strengths and corresponding examples from your achievements so well committed to memory that you can recite them cold after being shaken awake at 2:30AM.
Then, once you uncover your interviewer's greatest wants and needs, you can choose those achievements from your list that best match up.
As a general guideline, the 10 most desirable traits that all employers love to see in their employees are:
A proven track record as an achiever...especially if your achievements match up with the employer's greatest wants and needs.
Intelligence...management "savvy".
Honesty...integrity...a decent human being.
Good fit with corporate culture...someone to feel comfortable with...a team player who meshes well with interviewer's team.
Likeability...positive attitude...sense of humor.
Good communication skills.
Dedication...willingness to walk the extra mile to achieve excellence.
Definiteness of purpose...clear goals.
Enthusiasm...high level of motivation.
Confident...healthy...a leader.
What are your greatest weakness ?
Disguise a strength as a weakness.
Example: “I sometimes push my people too hard. I like to work with a sense of urgency and everyone is not always on the same wavelength.”
Drawback: This strategy is better than admitting a flaw, but it's so widely used, it is transparent to any experienced interviewer.
BEST ANSWER: (and another reason it's so important to get a thorough description of your interviewer's needs before you answer questions): Assure the interviewer that you can think of nothing that would stand in the way of your performing in this position with excellence. Then, quickly review you strongest qualifications.
Example: “Nobody's perfect, but based on what you've told me about this position, I believe I' d make an outstanding match. I know that when I hire people, I look for two things most of all. Do they have the qualifications to do the job well, and the motivation to do it well? Everything in my background shows I have both the qualifications and a strong desire to achieve excellence in whatever I take on. So I can say in all honesty that I see nothing that would cause you even a small concern about my ability or my strong desire to perform this job with excellence.”
Alternate strategy (if you don't yet know enough about the position to talk about such a perfect fit):
Instead of confessing a weakness, describe what you like most and like least, making sure that what you like most matches up with the most important qualification for success in the position, and what you like least is not essential.
Example: Let's say you're applying for a teaching position. “If given a choice, I like to spend as much time as possible in front of my prospects selling, as opposed to shuffling paperwork back at the office. Of course, I long ago learned the importance of filing paperwork properly, and I do it conscientiously. But what I really love to do is sell (if your interviewer were a sales manager, this should be music to his ears.)
Tell me about something you did – or failed to do – that you now feel a little ashamed of ?
As with faults and weaknesses, never confess a regret. But don’t seem as if you’re stonewalling either.
Best strategy: Say you harbor no regrets, then add a principle or habit you practice regularly for healthy human relations.
Example: Pause for reflection, as if the question never occurred to you. Then say to hr, “You know, I really can’t think of anything.” (Pause again, then add): “I would add that as a general management principle, I’ve found that the best way to avoid regrets is to avoid causing them in the first place. I practice one habit that helps me a great deal in this regard. At the end of each day, I mentally review the day’s events and conversations to take a second look at the people and developments I’m involved with and do a double check of what they’re likely to be feeling. Sometimes I’ll see things that do need more follow-up, whether a pat on the back, or maybe a five minute chat in someone’s office to make sure we’re clear on things…whatever.”
“I also like to make each person feel like a member of an elite team, like the Boston Celtics or LA Lakers 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 wind 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.”
Why are you leaving (or did you leave) this position ?
(If you have a job presently tell the hr)
If you’re not yet 100% committed to leaving your present post, don’t be afraid to say so. Since you have a job, you are in a stronger position than someone who does not. But don’t be coy either. State honestly what you’d be hoping to find in a new spot. Of course, as stated often before, you answer will all the stronger if you have already uncovered what this position is all about and you match your desires to it.
(If you do not presently have a job tell the hr.)
Never lie about having been fired. It’s unethical – and too easily checked. But do try to deflect the reason from you personally. If your firing was the result of a takeover, merger, division wide layoff, etc., so much the better.
But you should also do something totally unnatural that will demonstrate consummate professionalism. Even if it hurts , describe your own firing – candidly, succinctly and without a trace of bitterness – from the company’s point-of-view, indicating that you could understand why it happened and you might have made the same decision yourself.
Your stature will rise immensely and, most important of all, you will show you are healed from the wounds inflicted by the firing. You will enhance your image as first-class management material and stand head and shoulders above the legions of firing victims who, at the slightest provocation, zip open their shirts to expose their battle scars and decry the unfairness of it all.
