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Hey guys,
I got selected to HCL Technologies , had submitted my documents and all the required information also updated my joining form in discover HCl website. It also shows that my bgv is completed but I have'nt recieved myoffer letter it has been more than a week. I also have a service agreement to fill it requires my date of joining which I think will be in my offer letter. Can any one help me and say how will this move from now.
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Have you managed people before?
What do you think your direct reports liked about your management style? What do you think they would critique?
What does your dream team look like? (This is sort of a trick question; they can win by giving you traits and qualities but they can lose by saying dumb shit like “I only want to work with white guys,” or “I work best with hot, single, interns,” etc.)
How do you approach a project with a team?
What do you expect from your leaders when it comes to a project?
How do you see your skills as a leader being tested in this role?
Do you like managing people?
Describe a situation in which you negotiated conflict as a manager.
As far as capability goes, I tend to assume a lot from peoples books. It’s hard to pin down though. Interviewing well is a skill and people can fool you. I always check to see if they are in my network and if I can ask someone about them.
This is great - thanks so much for taking the time.
Same situation here. Building a dream team is hard.
My winning question = "Have you ever received feedback from a subordinate and what did you do about it?"
This question covers:
1. Have you managed someone before?
2. Were you humble enough to take feedback AND do something about it?
3. This is an expectation in my team.
A good question to ask is: who do you think it is important for you to meet in the interview process and what would you want to discuss with them?
Another: how do you negotiate giving feedback/correcting behavior from junior team members in different departments from your own? (This is something I’ve seen come up often)
Forget questions. Good answers to them won’t mean anything. Go for serious due diligence
I have more, if you want to PM me directly. I made a bank of questions surrounding this trait, together with my right-hand and left-hand associate directors. Would like to exchange some bits of knowledge with you and learn from you too.
Not at all. Bring it! I would actually like to connect with you guys on linked in as well, tbh. It's about damn time we shine some light on leaders who cared about people... and how to identify these people.
Ask them about people who have reported to them in the past. Ask them -
1) what are they doing now? What role are they in now? Find out if they develop their people to move up the ladder.
2) what awards did they put them their people up for? What did they win? Find out if they know how to recognize and build up their people.
3) ask them for their proudest work moment for one of their team members? A promotion they helped their person secure? A big award? A new job? Find out if they can look beyond themselves and how much they actually care about their people
The 1st and 3rd question. Pure gold.
One thing I think stands between decent managers and great ones is how they provide regular, informal feedback vs waiting for the dreaded annual review. So I would ask- Have you ever had an employee who was not performing to expectations and how did you handle it? I think their approach and what they think is important to highlight in an answer is pretty telling. I always like to ask people what their superpower is. I used to get asked “if you were a car what car would you be” and other BS questions but I find the superpower question to be very revealing about how they see themselves and their confidence level. I agree with the commenter who said due diligence is huge on a key hire. Do solid reference checks, if presenting is important have this person present. If managing a group is key, do a panel interview and see how they work the room. Throw in people of different seniority and see if they pander to the honchos. Good luck!
Tell me about a time you had to teach someone and instill a policy
I tend to find no. Working questions can get at the heart of this. If you ask work questions they tend to provide an answer the exact answers you need.
I ask things like have you ever had to be the one to plan a group vacation for family and friends. Tell me about an event you spearheaded.
Take situations out of work context to see how they handle things in their personal life. That often tells me more about how they think and their operating level.
Hope this helps.
This does help! I like to throw in a life question but never sure how personal to go - these seem like good ways into this narrative.
I’ve been asked some loaded questions before:
What are your 3 biggest pet peeves at work?
What are your ambitions? (Personal fave... do they want your job? Can they be a good partner/ leader?)
Describe a team conflict and how you got through it
That’s awesome, congrats!
Am I the only one who goes with her gut? There’s no way to ask questions that will totally convince you. People can be really good interviewees. I trust my instincts and ask around for references.
I ask a lot of open ended questions. Such as what is important to them and what they are proud of... then sit back and tally the I’s and me’s vs the teams and we’s in their responses.