job interview questions and answers
The Job Interview process

To the job applicant today, the job interview questions and answers alone can be the most stressful if you are unprepared but with a little help, anyone can face it head-on and win over the recruiter(s) with confidence and accuracy.

In this post, we’ll discuss one scenario recently experienced in a job interview with a major search engine hiring on the East Coast.

What are the main function of job interview questions and answers

Regardless whether you are newly entering the job market or you’ve been monitoring it for some time waiting for the right opportunity to enter and pursue ideal job openings, knowing how to handle job interview questions and answers efficiently and effectively will make you a prime candidate for the coveted position.

In many positions today, the job interviewer, or recruiter, wants to see and hear how the applicant can analyze and express himself or herself with confidence under stressful situations.

An underlying motive might be to see if the applicant applying for a regular entry-level position might be inclined to taking a leadership role. The interviewer cannot tell by the resume alone, thus the questions to smoke out the aptitude of the applicant.

In the scenario given above, what would you do if you were hired to increase production by 30 percent?

How would you answer that?

The following is one answer for accomplishing that task in 30 days:

  1. Vision & Mission Statement Marketing
  2. Performance Evaluation
  3. Training & Retraining
  4. Raw material cost analysis
  5. Tools

Briefly, let’s look at each of the above points to satisfy the criteria regarding this job interview question and answer portion here using a fictitious company putting out automobile transmissions for domestic auto manufacturers. This can be applied in principle to any application.

Vision marketing. When any company first open their doors for business, the founder or president (CEO) speaks of his vision for where his company is headed and what their mission statement will drive them toward that vision. As time goes on, oftentimes the two things lost in training of new hires as well as a reminder of the current workforce are the vision and mission statements. Thus, in order to convince the workplace personnel that they can and will achieve a thirty percent increase in production, the vision and mission statement need to be marketed throughout the work stations, warehouse, shipping department and other support areas of the company.

Not only will all the memorandum and meetings include the mention of these two statements, but every employee will have to own them for themselves. They each will be graded on being able to recite the vision and mission statement; not only so, but have to cite examples in their own work performance every day that they’ve instituted for this new goal. There would be penalties for those who don’t “buy in” to this paradigm.

Performance Evaluation. To make this new goal in 30 days, every person’s duties and tasks will be evaluated from the President of the company down to the cleaning crew and security guards. No one is exempt. Before you can expect to institute changes to production, you have to see where everyone is proficient and where there are rooms for improvement. This is also a good place to analyze how tasks are performed and whether it is based on training or if some deviation had occurred. This is also a good time to determine how many transmissions can be produced in a given hour or day that have the least number of defects on final check.

Training & Retraining. This third criteria dovetails perfectly with the previous point. If everyone in the assembly line has deviated, even slightly, from achieving maximum throughput of their task in order to release the transmission to the next workstation, there’s time to retrain, or train in new assembly instructions to make 30 percent more transmissions than the previous month. Since the advent of the newer technologies in automobile robotics and assembly, many “old timers” might have been stuck doing things the old way and causing the production levels to stagnate. Instituting retraining can dislodge some of those who are stuck as well as weed out those who choose not to “buy in” to the new goals and leave the company.

Raw materials cost analysis. In order to provide for the best quality product at the fairest price, the raw material needed to build these transmissions might be available for a lower price. With more and more suppliers these days popping up to offer competitive prices, it’s of the utmost importance to save on a cheaper product without compromising the quality. There is always a little “fudge” room where the rate can be negotiated and the consultant must make sure there is not existing some favoritism between the suppliers and the Purchasing Department.

Tools. In this last analysis, the best trained personnel working with the best available raw material is really only as good as the tools they’re working with every day. If the tools need sharpening or replacing, the time to do that is yesterday with respect to the accomplishment of this worthwhile goal to increase production by 30 percent.

In addition to ensuring that the tools are up to the quality to best carry out the task at each station, finding out what new technologies exist that might have surfaced since the inception of the company that might give the chance to increase production by a greater margin. As mentioned before, many domestic automakers have resorted to robotic assembly units for a number of reasons and it stands to reason that incorporating them into the current factory setting might prove beneficial over the last run.

Proactive job applicants practice, drill and rehearse job interview questions and answers for best results

There are many great job interview questions and answers that, if studied and practiced in front of a mirror the day(s) before the actual meeting will do more to build your self confidence and ability to answer questions as rapidly as the interviewer can give you the questions.

“While we don’t recommend having a canned response for every interview question (in fact, please don’t), we do recommend spending some time getting comfortable with what you might be asked, what hiring managers are really looking for in your responses, and what it takes to show that you’re the right man or woman for the job.” – Source

In summary, this scenario should have been the forethought and not the afterthought for the applicant in order to exhibit a keen awareness to analyzing and explaining job interview questions and answers like this one. The better you are at explaining this for job interviews, the more likely it will positively affect your personal life as well. No one wants someone who “wings” it when they’re seeking to fill a responsible position with their respective company.

I highly recommend you read this informative and somewhat humorous article by Susan Joyce: 30 Bad Answers to Job Interview Questions.

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