1. Tell me what do you do to improve your knowledge?
The field of IT is very revolutionary. It is extremely important to keep yourself abreast with the new technological developments and this needs you to take some time out of your work schedule so that you can keep sharpening your saw.
To answer this question, you can tell the recruiter about the forums which you keep visiting, blogs which you keep reading. It will be an advantage if you are a member of some local user group.
2. What are your biggest strengths as Rigger Technician?
I'm not sure why interviewers ask this question; your resume and experience should make your strengths readily apparent.
Even so, if you're asked, provide a sharp, on-point answer. Be clear and precise. If you're a great problem solver, don't just say that: Provide a few examples, pertinent to the opening, that prove you're a great problem solver. If you're an emotionally intelligent leader, don't just say that: Provide a few examples that prove you know how to answer the unasked question.
3. What do you consider to be your biggest professional achievement?
Here's an interview question that definitely requires an answer relevant to the job. If you say your biggest achievement was improving throughput by 18 percent in six months but you're interviewing for a leadership role in human resources ... that answer is interesting but ultimately irrelevant.
Instead, talk about an underperforming employee you "rescued," or how you overcame infighting between departments, or how so many of your direct reports have been promoted....
The goal is to share achievements that let the interviewer imagine you in the position -- and see you succeeding.
Three words describe how you should answer this question: relevance, relevance, relevance.
But that doesn't mean you have to make up an answer. You can learn something from every job. You can develop skills in every job. Work backward: Identify things about the job you're interviewing for that will help you if you do land your dream job someday, and then describe how those things apply to what you hope to someday do.
5. What is your leadership style?
This is a tough question to answer without dipping into platitudes. Try sharing leadership examples instead. Say, "The best way for me to answer that is to give you a few examples of leadership challenges I've faced," and then share situations where you dealt with a problem, motivated a team, worked through a crisis. Explain what you did and that will give the interviewer a great sense of how you lead.
6. Explain how you think other people would describe you?
I hate this question. It's a total throwaway. But I did ask it once, and got an answer I really liked.
"I think people would say that what you see is what you get," the candidate said. "If I say I will do something, I do it. If I say I will help, I help. I'm not sure that everyone likes me, but they all know they can count on what I say and how hard I work."
7. Explain about a time you disagreed with a decision. What did you do?
No one agrees with every decision. Disagreements are fine; it's what you do when you disagree that matters. (We all know people who love to have the "meeting after the meeting," where they've supported a decision in the meeting but they then go out and undermine it.)
Show that you were professional. Show that you raised your concerns in a productive way. If you have an example that proves you can effect change, great -- and if you don't, show that you can support a decision even though you think it's wrong (as long as it's not unethical, immoral, etc.).
Every company wants employees willing to be honest and forthright, to share concerns and issues ... but to also get behind a decision and support it as if they agreed, even if they didn't.
8. Tell me how did you learn about the opening?
Job boards, general postings, online listings, job fairs ... most people find their first few jobs that way, so that's certainly not a red flag.
But a candidate who continues to find each successive job from general postings probably hasn't figured out what he or she wants to do -- and where he or she would like to do it.
He or she is just looking for a job; often, any job.
So don't just explain how you heard about the opening. Show that you heard about the job through a colleague, a current employer, by following the company ... show that you know about the job because you want to work there.
Employers don't want to hire people who just want a job; they want to hire people who want a job with their company.
9. Explain me what do you know about us?
Research the company and its business a bit before appearing for the interview. Also, find out a bit about the technologies they work upon. You don't need to know everything inside out but having a fair idea about the company makes you appear interested in the position, to be taken seriously.
For e.g. I see that your company does a lot of projects based on OpenSource platforms like Joomla, Drupal, Magento which is quite interesting as I have a similar kind of experience.
10. Please explain me what do you like to do outside of work?
Many companies feel cultural fit is extremely important, and they use outside interests as a way to determine how you will fit into a team.
Even so, don't be tempted to fib and claim to enjoy hobbies you don't. Focus on activities that indicate some sort of growth: skills you're trying to learn, goals you're trying to accomplish. Weave those in with personal details. For example, "I'm raising a family, so a lot of my time is focused on that, but I'm using my commute time to learn Spanish."
11. Tell me what kind of work environment do you like best?
Maybe you love working alone ... but if the job you're interviewing for is in a call center, that answer will do you no good.
So take a step back and think about the job you're applying for and the company's culture (because every company has one, whether intentional or unintentional). If a flexible schedule is important to you, but the company doesn't offer one, focus on something else. If you like constant direction and support and the company expects employees to self-manage, focus on something else.
Find ways to highlight how the company's environment will work well for you -- and if you can't find ways, don't take the job, because you'll be miserable.
12. Where do you see yourself in five years as Rigger/Technician?
Answers to this question go one of two basic ways. Candidates try to show their incredible ambition (because that's what they think you want) by providing an extremely optimistic answer: "I want your job!" Or they try to show their humility (because that's what they think you want) by providing a meek, self-deprecating answer: "There are so many talented people here. I just want to do a great job and see where my talents take me."
In either case you learn nothing, other than possibly how well candidates can sell themselves.
For interviewers, here's a better question: "What business would you love to start?"
That question applies to any organization, because every employee at every company should have an entrepreneurial mind-set.
13. Tell me you have stayed in your current job for quite a long time, why?
There are many people who do not change their jobs for years and when they go out looking for a new employer, this is one of the most important questions they are asked. Some people might look upon staying with the same employer for long as “lack of ambition”.
A good answer to this question can be something like, “Yes, you are right. I stayed with my last employer for almost 5 years but I was continuously growing in the company, doing new things, handling bigger challenges. So, I was quite happy working with them for these many years.” You can then talk about how you grew with your last employer.
14. Explain me what really drives results in this job?
Employees are investments, and you expect every employee to generate a positive return on his or her salary. (Otherwise why do you have them on the payroll?)
In every job some activities make a bigger difference than others. You need your HR team to fill job openings, but what you really want is for them to find the right candidates, because that results in higher retention rates, lower training costs, and better overall productivity.
You need your service techs to perform effective repairs, but what you really want is for those techs to identify ways to solve problems and provide other benefits -- in short, to build customer relationships and even generate additional sales.
Great candidates want to know what truly makes a difference and drives results, because they know helping the company succeed means they will succeed as well.
15. Explain about the toughest decision you had to make in the last six months?
The goal of this question is to evaluate the candidate's reasoning ability, problem-solving skills, judgment, and possibly even willingness to take intelligent risks.
Having no answer is a definite warning sign. Everyone makes tough decisions, regardless of their position. My daughter worked part-time as a server at a local restaurant and made difficult decisions all the time -- like the best way to deal with a regular customer whose behavior constituted borderline harassment.
A good answer proves you can make a difficult analytical or reasoning-based decision -- for example, wading through reams of data to determine the best solution to a problem.
A great answer proves you can make a difficult interpersonal decision, or better yet a difficult data-driven decision that includes interpersonal considerations and ramifications.
Making decisions based on data is important, but almost every decision has an impact on people as well. The best candidates naturally weigh all sides of an issue, not just the business or human side exclusively.
16. Explain what can we expect from you in your first three months?
Ideally the answer to this should come from the employer: They should have plans and expectations for you.
But if you're asked, use this general framework:
You'll work hard to determine how your job creates value -- you won't just stay busy, you'll stay busy doing the right things.
You'll learn how to serve all your constituents -- your boss, your employees, your peers, your customers, and your suppliers and vendors.
You'll focus on doing what you do best -- you'll be hired because you bring certain skills, and you'll apply those skills to make things happen.
You'll make a difference -- with customers, with other employees, to bring enthusiasm and focus and a sense of commitment and teamwork.
Then just layer in specifics that are applicable to you and the job.
17. Out of all the other candidates, why should we hire you?
Since a candidate cannot compare himself with people he doesn't know, all he can do is describe his incredible passion and desire and commitment and ... well, basically beg for the job. (Way too many interviewers ask the question and then sit back, arms folded, as if to say, "Go ahead. I'm listening. Try to convince me.")
And you learn nothing of substance.
Here's a better question: "What do you feel I need to know that we haven't discussed?" Or even "If you could get a do-over on one of my questions, how would you answer it now?"
Rarely do candidates come to the end of an interview feeling they've done their best. Maybe the conversation went in an unexpected direction. Maybe the interviewer focused on one aspect of their skills and totally ignored other key attributes. Or maybe candidates started the interview nervous and hesitant, and now wish they could go back and better describe their qualifications and experience.
Plus, think of it this way: Your goal as an interviewer is to learn as much as you possibly can about every candidate, so don't you want to give them the chance to ensure you do?
Just make sure to turn this part of the interview into a conversation, not a soliloquy. Don't just passively listen and then say, "Thanks. We'll be in touch." Ask follow-up questions. Ask for examples.
18. What are the main job duties and responsibilities of railroad brake employee?
Railroad brake responsibilities are to inspect couplings, air hoses, journal boxes, and handbrakes to ensure that they are securely fastened and functioning properly; receive oral or written instructions from yardmasters or yard conductors indicating track assignments and cars to be switched; raise levers to couple and uncouple cars for makeup and breakup of trains; pull or push track switches to reroute cars;
signal locomotive engineers to start or stop trains when coupling or uncoupling cars, using hand signals, lanterns, or radio communication; observe signals from other crewmembers so that work activities can be coordinated; climb ladders to tops of cars to set brakes; make minor repairs to couplings, air hoses, and journal boxes, using hand tools; inspect tracks, cars, and engines for defects and to determine service needs, sending engines and cars for repairs as necessary;
set flares, flags, lanterns, or torpedoes in front and at rear of trains during emergency stops in order to warn oncoming trains; connect air hoses to cars, using wrenches; monitor oil, air, and steam pressure gauges, and make sure water levels are adequate; operate and drive locomotives, diesel switch engines, dinkey engines, flatcars, and railcars in train yards and at industrial sites; record numbers of cars available, numbers of cars sent to repair stations, and types of service needed; watch for and relay traffic signals to start and stop cars during shunting; ride atop cars that have been shunted, and turn handwheels to control speeds or stop cars at specified positions; refuel and lubricate engines; provide passengers with assistance entering and exiting trains; answer questions from passengers concerning train rules, stations, and timetable information; adjust controls to regulate air-conditioning, heating, and lighting on trains for comfort of passengers.
19. Tell me why do you want to leave your present job or company?
You may want to leave your present job for any reason but make sure that you do not talk bad about your manager, company or job. It reflects your complaining attitude.
Provide a sincere reason for e.g. “I think, I have grown up with my last employer as much as I could. I want to grow further and I believe that is possible with a new employer.”
Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times, Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action, Watching gauges, dials, or other indicators to make sure a machine is working properly, Understanding written sentences and paragraphs in work related documents, Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
21. If you were to rank them, what are the three traits your top performers have in common?
Great candidates also want to be great employees. They know every organization is different -- and so are the key qualities of top performers in those organizations. Maybe your top performers work longer hours. Maybe creativity is more important than methodology. Maybe constantly landing new customers in new markets is more important than building long-term customer relationships. Maybe the key is a willingness to spend the same amount of time educating an entry-level customer as helping an enthusiast who wants high-end equipment.
Great candidates want to know, because (1) they want to know if they will fit in, and (2) if they do fit in, they want to know how they can be a top performer.
c. Approximately 8 ft south
The Knowledge of principles and methods for moving people or goods by air, rail, sea, or road, including the relative costs and benefits, principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction, relevant equipment, policies, procedures, and strategies to promote effective local, state, or national security operations for the protection of people, data, property, and institutions, machines and tools, including their designs, uses, repair, and maintenance, the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
27. Role-specific Rigger/Technician Job Interview Questions:
☛ What does excellent after-sales support mean to you?
☛ Do you have a valid driver's licence?
☛ Walk me through the process of updating the computer operating system.
☛ How do you install antivirus software?
☛ How do you access the Recovery Control in Windows?
☛ Can you name a few ways to increase a laptop's battery life?
28. Operational and Situational Rigger/Technician Job Interview Questions:
☛ A customer problem is taking you longer than expected and you're running late for your next appointment. What do you do?
☛ How do you prepare yourself before meeting a client on-site? What equipment do you usually take with you?
☛ You are dealing with a customer problem, you've tried different ways but nothing seems to work. What's your next step?
☛ You are asked to fix a printer. All you know is that when the customer tries to print, there's an ‘error' notification. What additional questions would you ask to better identify the problem?
☛ Are you familiar with our products? Can you think of some of our common customer queries?
☛ How do keep record of your work? Do you use any tools or systems to help you organize and file the cases you have handled?
29. Behavioral Rigger/Technician Job Interview Questions:
☛ Describe a situation where you have dealt with an angry customer. How did you handle their complaints?
☛ What resources do you use to discover the latest technology trends?
☛ What's your area of expertise? Is there something you would like to learn more about?
☛ Describe the hardest problem you have faced so far. What made the situation complex and how did you manage to handle it?
30. Basic Rigger/Technician Job Interview Questions:
☛ The energy sector can include a lot of red tape and regulations.Are you accustomed to waiting on logistics and policy during your projects?
☛ The energy sector often sees changes in regulation and policy. How do you keep up to date on changes in our industry?
☛ At JPW Riggers we seek to hire individuals with related post-secondary education. Walk me through your formal education.
☛ At JPW Riggers we put a lot of emphasis on attention to detail which some people mistake for micromanagement. How do you feel about this?
☛ In which ways do you feel that JPW Riggers stands out from industry competitors?
☛ What are your thoughts on the stance environmentalists take against some of our practices in the energy industry?
☛ At JPW Riggers we put a strong focus on health and safety. What is your experience with health and safety in the energy industry?
☛ The energy sector has many competitors. Why do you want to work for JPW Riggers?
☛ Do you have any experience in SAP?
☛ At: company: we use a variety of robust internal software programs. Do you consider yourself tech savvy and a fast learner?
☛ At JPW Riggers we like to stay ahead of our industry competitors. In your opinion, what are we doing right?
☛ What accomplishment do you believe was the most difficult for you to achieve?
☛ When have you had to think quickly in response to sudden change?
☛ Describe your three greatest accomplishments to date.
☛ Tell me about your experiences giving presentations in front of large groups.
☛ What career path interests you the most in this company?
☛ What type of work environment do you dislike working in?
☛ How do you deal with uncomfortable situations?
☛ How many days were you absent from work last year?
☛ Do people see you as a trustworthy and honest individual?
☛ How can we motivate you on the job?
☛ How do you respond to feedback?
☛ Tell me when you have delegated tasks effectively.
☛ What do you see as the most difficult task in being a manager?
☛ What are your salary expectations?
☛ What are your career goals?
☛ What would you do if a client asked you about a product or service and you were unsure of the answer?
☛ Looking at your resume, I see multiple gaps between employments, what were you doing during those gaps?
☛ Tell me about your experience with team building exercises.
☛ If you were the successful candidate, how much notice would you require to give your current employer?
31. Please explain about the last time a co-worker or customer got angry with you. What happened?
Conflict is inevitable when a company works hard to get things done. Mistakes happen. Sure, strengths come to the fore, but weaknesses also rear their heads. And that's OK. No one is perfect.
But a person who tends to push the blame -- and the responsibility for rectifying the situation -- onto someone else is a candidate to avoid. Hiring managers would much rather choose candidates who focus not on blame but on addressing and fixing the problem.
Every business needs employees who willingly admit when they are wrong, step up to take ownership for fixing the problem, and, most important, learn from the experience.
Questions like these have become a lot more popular (thanks, Google) in recent years. The interviewer isn't necessarily looking for the right answer but instead a little insight into your reasoning abilities.
All you can do is talk through your logic as you try to solve the problem. Don't be afraid to laugh at yourself if you get it wrong -- sometimes the interviewer is merely trying to assess how you deal with failure.
b. Weight, center of gravity
