1. Tell me what can you do for this company as good team leader?

Take a few moments to compare your goals with objectives of the company and the position, as well as mentioning what you have accomplished in your other jobs. Be positive and reiterate your interest in the company, as well as the job.

2. Tell me about your uniqueness?

The interviewer wants to know how you stand out amongst the other applicants. Therefore, focus on one or two qualities you possess that might be unique, or more difficult to find, in other interviewees. For example, if you are very experienced with a certain skill that the job requires, say so. This is your chance to tell the interviewer why you would be an invaluable employee.

3. Tell me the most difficult decisions to make?

Keep your answers positive even though it was difficult when Jane Doe quit without notice, we were able to rearrange the department workload to cover the position until a replacement was hired. and be specific. Itemize what you did and how you did it.
The best way to prepare for questions where you will need to recall events and actions is to refresh your memory and consider some special situations you have dealt with or projects you have worked on. You can use them to help frame responses. Prepare stories that illustrate times when you have successfully solved a difficult situation.

4. Whom you prefer to work independently or on a team?

I am equally comfortable working as a member of a team and independently. In researching the GGL company, your mission statement and the job description, I could see similarities to my previous position where there were some assignments that required a great deal of independent work and research and others where the team effort was most effective. As I said, I'm comfortable with both.

5. Tell what are your expectations from a supervisor?

I would like to be able to go my manager if I have an issue or idea and to be able to feel comfortable to expressing my thoughts. I would also expect my supervisor to be open and honest with me and to let me know if there is anything I could do to improve upon or do differently in my work.

6. Tell me what do people mostly criticize about you?

One of the things that I am sometimes criticized for is being too much of a perfectionist. I tend to expect very high standards of work from myself.
If humor is appropriate, this is a good time to use it.

7. Tell me how you handle stress/pressure?

Stress is very important to me. With stress, I do the best possible job. The appropriate way to deal with stress is to make sure I have the correct balance between good stress and bad stress. I need good stress to stay motivated and productive.

8. How you evaluate success as good team leader?

I evaluate success in different ways. At work, it is meeting the goals set by my supervisors and my fellow workers. It is my understanding, from talking to other employees, that the GGR company is recognized for not only rewarding success, but giving employees opportunity to grow as well. After work, I enjoy playing softball, so success on the field is catching the winning pop-up.

9. What is most important good service or a good product?

Both are extremely important. A good product is essential, but without the customer service to back it up, there is no reason for someone to buy it here as opposed to somewhere else or on line.

10. Tell me why were you leaving your last job?

I found myself bored with the work and looking for more challenges. I am an excellent employee and I didn't want my unhappiness to have any impact on the job I was doing for my employer.
I'm also looking for a bigger challenge and to grow my career and I couldn't job hunt part time while working. It didn't seem ethical to use my former employer's time.

Download Interview PDF

11. Tell me about your starting and final levels of compensation?

Make sure that what you tell the interviewer matches what you listed on your job application. Refresh your memory prior to the interview by reviewing your salary history, so, you can speak in detail and accurately. Don't exaggerate or inflate your earnings. Many employers will check references and confirm your salary history prior to making a job offer. A discrepancy between what you reported and what the employer says could knock you out of contention for the job.

12. How you handle challenges as team leader?

When the software development of our new product stalled, I coordinated the team which managed to get the schedule back on track. We were able to successfully troubleshoot the issues and solve the problems, within a very short period of time.

13. What was your biggest accomplishment in this position of team leader?

The best way to respond is to give an example of something you accomplished that is directly related to the job you are interviewing for. Review your resume and review the job posting. Find the best match and use that to show how what you accomplished will be beneficial to the company you are interviewing with.

14. Define your vision as a team leader?

I am experienced in the areas this company needs to grow, and my ability to plan ahead will help facilitate that growth.

15. Tell me what can you contribute to the company as Good Team Leader?

★ I'm a hard worker with the experience to get things done efficiently.
★ I can contribute my organizational skills and my ability to work well in a group.
★ I have the experience, contacts, and knowledge to contribute to the rapid growth of this business.

16. How to make a list of the qualifications as a good team leader?

Take time to make a list of the qualifications the employer is seeking, and be sure the responsibilities you mention as most rewarding are a match.
When asked about what was least rewarding, mention something that won't be required in the new job. Again, keep it as positive as possible. You could frame it as something that was the least rewarding as compared to the most rewarding activities.

17. Tell me why should we hire you on a post of team leader?

The best way to respond is to give concrete examples of why your skills and accomplishments make you the best candidate for the job. Take a few moments to compare the job description with your abilities, as well as mentioning what you have accomplished in your other positions. Be positive and reiterate your interest in the company and the position. Here's how to prepare your response.

18. How to match your response to the job as team leader?

When interviewing, always be cognizant of the job you are interviewing for and tailor your response accordingly. Try to accentuate the positive, regardless of what question you have been asked, because you don't want to be construed as someone who is negative about work, in general.

19. What was your least rewarding as good team leader?

If the last job you had involved extensive customer service telephone work that you hated, and if being on the phone doing something similar is even a minor part of the new job, don't mention it. Instead, focus on the tasks that were most rewarding and highlight those.

20. Tell me what were your responsibilities at your current position?

It's also important to be honest. Don't embellish your job, because you don't know who the hiring manager will be checking with when they check your references.

21. What experience do you have as a good team leader?

It's also important to be honest and accurate. Don't embellish your job, because you don't know who the hiring manager will be checking with when they check your references.

22. Tell me what would you do if you disagree with the way your supervisor says to handle a problem?

I would evaluate why I disagreed with my supervisor and come up with a different way that I think the situation should be handled. I would then sit down with my supervisor in private and discuss the problem with him and how I think it should have been addressed.

23. Tell me how you deal with a colleague at work with whom you seem to be unable to build a successful working relationship?

This situation would certainly be unique to me. Ever since I can remember, I've had a knack for finding something in everyone that then becomes common ground for a friendship and/or good working relationship. Certainly there are all types of people, some less motivated to work in teams or simply unhappy in their jobs, but we're all people when you strip away titles and such and it's at that base level in which I find a connection that results in some degree of rapport even when few others can do so. For example, in my senior year of college, I was placed onto a team that had one member that the rest of the team disliked. This team member was kind of an outcast, but I knew we needed this full commitment to make the project work. Even though I was not the team leader, I took it upon myself to forge a connection and discovered we had a mutual passion for horses. We did not end best friends or anything, but through our common interest, I was able to build enough rapport to connect and engage him as a key team member. There is always something that bonds us all together it is just harder to find with some people than with others.

24. Suppose if you realized at deadline time that a report you wrote for your boss or professor was not up to par then what would you do?

Hopefully this would never happen to me since I always make sure to plan my time properly to ensure that my work is always done. If it ever did happen I would meet with my boss and explain the situation and request an extension. I would also evaluate my actions and identify what I did wrong to not complete my work and make sure that it did not happen again.

25. Tell me the steps that you would take to make an important decision on the job?

Some sample of excellent response:
1) How would the company benefit from this?
2) How does it relate to the company's values and beliefs?
3) What are the negative and positive impacts this decision has on the company?

Download Interview PDF

26. Suppose if you are in a training session, you find that the trainer has a thick accent, and you can't understand what's being said. What would you do?

Certainly not call the trainer out on it. I would try my best to understand what the trainer is saying, ask many questions to clarify any unclear parts about the session and compare notes with someone in the session afterwards. This way I could make sure that I understand what was being explained and discussing it afterwards would help reinforce the things I learned in the session.

27. Suppose if you believed strongly in a recommendation you made in a meeting, but most of your co-workers shot it down then how would you handle?

I would continue to explain why the recommendation was good, giving concrete examples what the benefits of my recommendation could be. Ultimately if my co-workers continue to resist my recommendation I would have to let it go and move on.

28. Suppose if the priorities on a project you were working on changed suddenly what would you do?

I would notify everyone working on the project of the changes. I would then want to know why the priorities have changed, and if there is risk of them changing again in the future. I would then meet with everyone involved with a new strategy to address the new priorities.

29. Tell me how you handle the situation if you met resistance when introducing a new idea or policy to a team or work group?

Best way to convince people is to be able to understand where they are coming from and address their questions and concerns about the new idea directly. It is also important to stay confident and believe in yourself because if you don't buy it, no one else will either.

30. What would you do if a co-worker tells you in confidence that s/he plans to call in sick while actually taking a week's vacation?

I would tell this co-worker that being dishonest to her boss, as well as her co-workers, is not wise, and being dishonest in her job is wrong. I would say how we all want more vacation time, but we have to earn it and that taking this extra time hurts everyone in the department because the person's absence will affect productivity.

31. Suppose if the work of a subordinate or team member was not up to expectations then what would you do?

I have quite a bit of previous team experience, and have faced this situation a few times in the past so let me tell you how I've learned to handle the issue. The most important first step in dealing with an under-performing subordinate or team member is honest communications talking with the person can lead to some surprising discoveries, such as the person not understanding the assigned tasks to being overwhelmed with the assignment. Once I discovered the problem, I could then forge a solution that usually solved the problem and allowed the work to move forward. So often in situations like this, the problem is some combination of miss-communications and unrealistic expectations.