Behavioral Interview Questions by Competency: Team Work

Behavioral Interview Questions: Team Work

Team Work is the ability to share due credit with coworkers; display enthusiasm and promote a friendly group working environment.

  • Behavioral Interview Question: “Helping a team organize itself to get results is often a difficult thing to do. Tell me about a time when you had your greatest success in helping organize a team. What specific results were accomplished by the team?”
    Evaluating the candidate’s answer: Did the candidate help create a common goal/vision, and/or use a feedback/reward system, to coalesce a team? Were there an absence of team activity and/or use of pressure to achieve results?
  • Behavioral Interview Question: “The term ‘participative management’ has been used for years to describe a technique of building a team spirit by collecting suggestions from others. Describe a time when you used suggestions to build team commitment.”
    Evaluating the candidate’s answer: Did the candidate commit to productive participation by such things as asking meaningful questions, defining group authority and/or provision of adequate resources/time? Was there inexperience with, or rejection of, participative decision-making?
  • Behavioral Interview Question: “It is sometimes important to deal with a negative attitude to build team motivation. Give me an example of a time when you confronted a negative attitude successfully with the result of building teamwork and morale.”
    Evaluating the candidate’s answer: Did the candidate recognize a negative attitude in himself/herself or another person, have insight into its causes, and take constructive corrective action? Ws there a reaction to an attitude problem with little evidence for productive action?
  • Behavioral Interview Question: “We cannot do everything ourselves. Give me an example of a time when you dealt with this reality by creating a special team effort. Highlight the special aspects of the situation which best demonstrate your skill in this area.”
    Evaluating the candidate’s answer: Did the candidate use participative decision-making, goal setting, and/or constructive confrontation to build commitment to perform separate tasks in an integrated/productive way? Was there a directive/autocratic style in establishing team roles and supervising performance?

William “Bill” Ackman’s Recommended Books on Investing

William 'Bill' Ackman's Recommended Books on Investing

William “Bill” Ackman is the founder and CEO of New York-based hedge fund Pershing Square Capital Management. Bill is the subject of the book “Confidence Game” by Christine S. Richard. The book explains how Bill Ackman used credit derivatives to short municipal bond insurer MBIA.

  • 'The Essays of Warren Buffett: Lessons for Corporate America' by Warren E. Buffett, Lawrence A. Cunningham (ISBN 1611634091)
    The Essays of Warren Buffett: Lessons for Corporate America: Warren E. Buffett, Lawrence A. Cunningham is a thematically arrangement of the lengthy writings of Warren Buffett. This classic book provides an understandable and consistent understanding of the principles and logic of Warren Buffett’s attitude to life, investing, and business.
  • 'Security Analysis' by Benjamin Graham, David Dodd (ISBN 0071592539)
    Security Analysis: Benjamin Graham, David Dodd is the most is perhaps the most influential books on investing and finance ever written, ever since it was first published in 1934. Benjamin Graham and David L. Dodd’s classic discourse on valuing securities and their timeless value investing philosophy.
  • 'Quality of Earnings' by Thornton L. O'glove (ISBN 0684863758)
    Quality of Earnings: Thornton L. O’glove on the importance of reading corporate reports, understanding of accounting practices and changes thereof, and how interpreting data related to accounts receivable and inventory levels might help spot problems with a company before these trends can affect a stock’s price.
  • 'The Intelligent Investor: The Definitive Book on Value Investing. A Book of Practical Counsel' by Benjamin Graham, Jason Zweig (ISBN 0060555661)
    The Intelligent Investor: The Definitive Book on Value Investing. A Book of Practical Counsel: Benjamin Graham, Jason Zweig updates timeless “value investing” wisdom from the greatest investment teacher of the twentieth century, Benjamin Graham. This beloved book has been the investors’ bible since its original publication in 1949.
  • 'Confidence Game' by Christine S. Richard (ISBN 0470648279)
    Confidence Game: Christine S. Richard on how hedge fund manager Bill Ackman of Pershing Square Capital Management used credit derivatives to short municipal bond insurer MBIA.
  • 'One Up On Wall Street' by Peter Lynch, John Rothchild (ISBN 0743200403)
    One Up On Wall Street: Peter Lynch, John Rothchild describes a well-revered bottom-up approach to investing in stocks by selecting companies familiar to the investor followed by a comprehensive fundamental analysis with emphasis on a company’s prospects, its business, it’s competitive environment, and then determining a reasonable price for the company’s stock. Peter Lynch is Vice Chairman of Fidelity Management & Research Company.

Title Song Lyrics from the TV Series Mahabharat (Hindu Epic)

Title Song from Mahabharat (TV series)

The TV Series Mahabharat was a fixture on Sunday Morning televisions across India when it first broadcast on the state-owned television channel Doordarshan from 02-Oct-1988 through 24-Jun-1990. The 94-episode series was produced by acclaimed Hollywood producer B. R. Chopra and directed by his son Ravi Chopra. Rahi Masoom Raza (a person of the Islamic faith) composed the script and songs. The music director was Rajkamal and most of the songs were sung by veteran playback singer Mahendra Kapoor.

Title Song, Part 1

Atha shri Mahabharat katha
Mahabharat katha
Katha hai purusharth yeh ki
Swarth ki parmarth ki

Translation / meaning: “This is the story of Mahabharat. It’s a tale of honour, greed, the ultimate truth.”

Title Song, Part 2

Sarthi jis ke bane
ShriKrishna Bharat Parth ki

Translation / meaning: “This is the story of Lord Krishna who had become a charioteer (in the Kurukshetra battle) for Arjuna who is descendant of Bharat.”

Title Song, Part 3

Shabdh Dighoshit Hua Jab
Satya Sarthak Sarvatha..

Translation / meaning: “When the great words (Bhagavad Gita) were proclaimed, they showed the path (of righteousness) … the words signified truth that was fit and entire.”

Verse from the Bhagavad Gita (Gita 4-7)

Yada yada hi dharmasya glanir bhavati bharata
Abhyutthanam adharmasya tadatmanam srjamy aham

Translation / meaning: “Whenever and wherever there is a decline in righteousness, O Bharata, And a predominant rise of unrighteousness, then I manifest Myself”

Verse from the Bhagavad Gita (Gita 4-8)

Paritranaya sadhunam vinasaya ca duskritam
Dharma-samsthapanarthaya sambhavami yuge yuge

Translation / meaning: “To deliver the pious and to annihilate the miscreants, To re-establish the principles of religion, I manifest myself era after era …”

Behavioral Interview Questions by Competency: Perseverance and Commitment to Task

Behavioral Interview Questions: Perseverance and Commitment to Task

Perseverance and commitment to task is the ability to start and persist with specific courses of action while exhibiting high motivation and a sense of urgency; willing to commit to long hours of work and make personal sacrifice in order to reach goals.

  • Behavioral Interview Question: “We all have to make decisions on the job about the delicate balance between personal and work objectives. Give an example of a time when you had difficulty balancing your personal and work objectives. What did you do?”
    Evaluating the candidate’s answer: Did the candidate sacrifice time/plans/energy for the sake of a work objective, without compromising values or dignity? Was there resistance/low effort to make a personal sacrifice to reach a work objective? Was the candidate able to balance all objectives to his/her satisfaction?
  • Behavioral Interview Question: “Getting the job done may necessitate unusual persistence or dedication to results, especially when faced with obstacles or distractions. Tell me about a time in which you were able to be very persistent in order to reach goals. Be specific.”
    Evaluating the candidate’s answer: Did the candidate make an uncompromising commitment to a goal, as shown by long hours of work?
  • Behavioral Interview Question: “We both recognize that being successful takes more than luck. Hard work is necessary in order to achieve. Tell me about a time when you had to work very hard to reach your goals and be specific about what you achieved.”
    Evaluating the candidate’s answer: Did the candidate make an unusual commitment in order to reach an objective, reflecting both high effort and accomplishment? Was there a routine response to work demands, rather than self-directed effort?
  • Behavioral Interview Question: “Tell me about a time when you were able to provide your own motivation to produce even though you were working alone. What were the circumstances of the situation and how did you manage to motivate yourself?”
    Evaluating the candidate’s answer: Did the candidate have a performance strategy, which enhanced alertness, productivity, or efficiency? Was there compliance with a standard or requirement set by a team, manager, or organization?

Behavioral Interview Questions by Competency: Verbal Communication and Assertiveness

Behavioral Interview Questions: Verbal Communication and Assertiveness

Verbal Communication and assertiveness is the ability to clearly present information through the spoken word or written word; read an interpret complex information; listen well; Ability to maturely express one’s feelings and opinions in spite of disagreement; accurately communicates to others regardless of their status or position.

  • Behavioral Interview Question: “What have been your experiences in making presentations or speeches to small or large groups? What has been your most successful experience in speech making?”
    Evaluating the candidate’s answer: Did the candidate make a well-planned, tasteful presentation, perhaps involving use of visual aids, appropriate examples, and/or written speeches? Was there a lack of presentation experience, fear of public speaking, poor self-expression, and/or little awareness of presentation techniques?
  • Behavioral Interview Question: “Give me an example of a time when you had to be assertive in giving directions to others.”
    Evaluating the candidate’s answer: Did the candidate give firm, clear direction, perhaps with concern for another’s feelings? Was there an emotional reaction such as anger or anxiety?
  • Behavioral Interview Question: “Give me an example, taken from your experiences in report writing, preparation of memos, or general correspondence that illustrates the extent of your written communication skills.”
    Evaluating the candidate’s answer: Did the candidate describe professional skills in writing, including independent development of lengthy/creative/research documents or important business/professional correspondence? Were there activities, such as coding or preparation of documents, with little discretion on the candidate’s part?
  • Behavioral Interview Question: “What has been your experience in giving explanations or instructions to another person? Feel free to talk about your experiences in management, training, or coaching others.”
    Evaluating the candidate’s answer: Did the candidate make a clear, confident presentation in a manner consistent with the listener’s needs and abilities? Was there little preparation and/or fear/anxiety about the presentation?

Behavioral Interview Questions by Competency: Leadership

Behavioral Interview Questions: Leadership

Leadership is the ability to influence the actions and opinions of others in a desired direction; to exhibit judgment in lading others to worthwhile objectives.

  • Behavioral Interview Question: “Give me an example of how you have used your own personal qualities and appeals to lead others.”
    Evaluating the candidate’s answer: Did the candidate make a presentation with an emphasis on feelings rather than facts, perhaps using metaphors/examples/stories to express the feeling? Was there little skill in using another person’s emotions to influence his/her decision?
  • Behavioral Interview Question: “Communications and leadership go hand in hand. Give me an example of a time when your communication skills were powerful enough to enable you to influence the way others thought or acted, even in a very difficult situation.”
    Evaluating the candidate’s answer: Did the candidate prepare a message, with careful choice of words, in order to be effective in light of individual/situational needs? Was there some reluctance to communicate, an absence of preparation, and/or an overuse of authority?
  • Behavioral Interview Question: “Give me an example of a time when you used facts and reason to persuade another person to take action. Be specific.”
    Evaluating the candidate’s answer: Did the candidate make an organized presentation, making benefit statements, dealing with concerns, and/or asking for a decision? Was there little/superficial attempt to influence?

Tips for Telephone Interviews

Tips for Telephone Interviews

Phone interviews are quite common in the initial stages of interviewing job candidates. They save recruiters and candidates a lot of time.

Do not assume that phone interviews are easy just because you can sit comfortably at your home, you do not have dress up for the interview. Here are some tips to help your prepare for a phone interview.

  • Schedule the phone interview for a quiet time, possibly when you can give it your full attention.
  • Use a room where you can close the door and lock it. Avoid distractions or loud noises. Be in the room studying for the interview at least ten minutes in advance.
  • Have your resume next to the phone. Make sure that it is the same version that you had sent out to the recruiter.
  • Research the company and the job.
  • Prepare brief structures of your answers to major questions. Print them or write them in large letters and place them in front of you.
  • Have your questions ready for the interviewers.
  • Stand up. You sound better when you do.
  • Smile and talk with confidence. Talk a little more loudly than you would in a conversation. The phone robs you of some of your energy, because they cannot see facial expressions and body language.

Behavioral Interview Questions by Competency: Problem-Solving and Decision-Making

Behavioral Interview Questions: Problem-Solving and Decision-Making

Problem-Solving and decision-making is the ability to use a systematic approach in solving problems through analysis of problem and evaluation of alternate solutions; use logic, mathematics or other problem solving tools in data analysis or in generating solutions. Ability to take action in solving problems while exhibiting judgment and a realistic understanding of issues; Ability to reason, even when dealing with emotional topics.

  • Behavioral Interview Question: “Good problem solving often includes a careful review of the facts and weighing of options before making a decision. Give me an example of how you reached a practical business decision by an organized review of the facts and weighing of options. “
    Evaluating the candidate’s answer: Did the candidate use a process to define a problem and then identify/evaluate alternative solutions prior to taking action? Was there a routine, obvious, and/or speculative course of action, perhaps based on an inadequate review of information?
  • Behavioral Interview Question: “Enumerate the analytical tools with which you feel competent, and then give me an example from any time in your working history, which shows your ability to use analytical techniques to define problems or design solutions.”
    Evaluating the candidate’s answer: Did the candidate make an informed decision on which tool was best for a specific task, and use the tool with minimal supervision? Was there little actual use of the tool, even with supervision?
  • Behavioral Interview Question: “Even though you may be dealing with a complex problem, it is often important to use a common sense approach in making a decision; not all analytical solutions will seem practical. Tell me about a time when your common sense paid off for you.”
    Evaluating the candidate’s answer: Did the candidate make an effective decision, particularly in light of practical opportunities/constraints? Was there a lack of effectiveness and/or great inefficiency, perhaps accompanied by insecurity, resistance, rigidity, withdrawal, and/or dependency?
  • Behavioral Interview Question: “Solving a problem often necessitates evaluation of alternate solutions. Give me an example of a time when you actively defined several solutions to a single problem. Did you use any tools such as research, brainstorming, or mathematics?”
    Evaluating the candidate’s answer: Did the candidate develop alternative solutions to a problem based on a clarification of objectives and a review of facts/causes? Was there an obvious/standard solution or an autocratic solution, reflecting little specification of alternatives?
  • Behavioral Interview Question: “Solving problems requires more than good plans; it means taking action. Give me an example of a time when you were able to take meaningful action in solving a practical problem.”
    Evaluating the candidate’s answer: Did the candidate take action based on a systematic approach, meaningful review of facts/issues/timing, and willingness to commit to a solution? Was there impulsive action taken due to pressure instead of a practical analysis of what actions were desirable?
  • Behavioral Interview Question: “Having a good solution for a problem often entails more than just being intelligent. Often, exercise of good judgment is needed to complement logic in choosing a practical solution. Describe when you used good judgment in solving a problem.”
    Evaluating the candidate’s answer: Did the candidate systematically gather and evaluate information, and use priorities/practical circumstances to guide a decision? Was there avoidance/withdrawal from a problem or an uninformed/impulsive decision?
  • Behavioral Interview Question: “Often, extensive job training and experience are required to get the best results in decision-making. Describe, in detail, a situation in which you used your training and experience in making a decision, which required sound judgment.”
    Evaluating the candidate’s answer: Did the candidate review important/available facts/feelings, and then apply a principle learned in training? Was there little application of information learned in training to make a decision correctly?

Airbus A350 XWB Prestige Private VIP Jet: Cabin Layout & Concept Pictures

Airbus Executive and Private Aviation is a division of Airbus that produces private, VIP, corporate, and business jets. The smallest aircraft in Airbus’s VIP jet-portfolio is the A318 Elite and the biggest is the double- or triple-decked Airbus A380 Prestige. The Airbus A350 “Prestige” is based on the A350-900 XWB model. John Leahy, the Chief Operating Officer and Chief Commercial Officer of Airbus has reiterated that “the A350 is already very successful with airline customers and leasing companies. We are also convinced that it is ideal for heads of states, government officials and other VIPS for their long-distance travel, as it offers both the cabin space as well as the range to comfortably reach virtually any part of the world non stop.”

Airbus A350 XWB Prestige Cabin Layout Plan

Airbus A350 XWB Prestige Cabin Layout Plan

A350 Prestige Cabin Concept

Airbus A350 XWB Prestige Cabin Concept: Dining and Conference Room

Airbus A350 XWB Prestige Cabin Concept

Airbus A350 XWB Prestige Cabin Concept: Master Bedroom

Airbus A350 XWB Prestige Display

Airbus A350 XWB Prestige Display with Cabin Cutout

MAZ Aviation Consultants (MAZAV,) a prominent aviation consulting firm in the Middle East, contracted to purchase six Airbus A350 XWB Prestige aircrafts in 2008. The aircraft are to extend VIP cabins, and are operated by Rolls-Royce Trent XWB engines. They are to include an advanced and efficient aerodynamic design, with more than 50% of the airframe created of weight-saving carbon fiber composites. MAZ Aviation chairman Mohammed Alzeer expressed, “The kind of private customer that buys a VIP wide body wants the very best, and that’s exactly what they get with the Airbus A350 XWB Prestige. With more cabin space, more range, and a more modern design, the Airbus A350 XWB is the VIP widebody of the future.”

Airbus ACJ350 XWB VIP Private Jet

Airbus ACJ350 XWB VIP Private Jet

In May 2016, Airbus announced the launch of a new corporate-jet adaptation of its trendy A350 XWB aircraft, with possibilities for cabin furnishing. Christened the ACJ350 XWB, this private aircraft features 270 square meters (roughly 3000 square feet) of cabin space in the A350-900 version. An ultra-long range variation can fly 25 passengers up to 10,800 nm (roughly 20,000 km) nonstop for an incredible 22 hours!

Wide-body private aircraft like the ACJ350 present customers with an abundance of floor space, consequently allowing corporate and VIP customers to create cabins that not only meet challenging certification rules but also unprecedented comfort at reasonable total cost of ownership. The ACJ350’s carbon fiber fuselage comes equipped with hundreds of attachment points which can significantly streamline the work of cabin-outfitters.

Airbus ACJ350 XWB VIP Prestige In Airbus’s press release, John Leahy, Airbus’s Chief Operating Officer for Customers, said, “One of Airbus’s greatest strengths is to offer customers the world’s most modern and efficient aircraft family, and the ACJ350 with Easyfit expands its corporate jet offering, giving customers a new way to take their business to the world. Our customers want the best and most modern aircraft that money can buy, and the ACJ350 exemplifies that.”

Airbus has over 180 Airbus corporate jets in commission around the world and is famed for the aircrafts’ extensive nature and versatility.

Behavioral Interview Questions by Competency: Commitment to Task

Behavioral Interview Questions: Commitment to Task

Commitment to task: ability to start and persist with specific courses of action while exhibiting high motivation and a sense of urgency; willing to commit to long hours of work and make personal sacrifice in order to reach goals.

  • Behavioral Interview Question: “Tell me about a time when you were able to provide your own motivation to produce even though you were working alone. What were the circumstances of the situation and how did you manage to motivate yourself?”
    Evaluating the candidate’s answer: Did the candidate have a performance strategy, which enhanced alertness, productivity, or efficiency? Was there compliance with a standard or requirement set by a team, manager, or organization?
  • Behavioral Interview Question: “Some individuals have a strong sense of urgency about getting results–others are more relaxed and less driven in their approach to work. Give me an example of a time when you had a sense of urgency about getting results.”
    Evaluating the candidate’s answer: Did the candidate take immediate action directed toward a specific objective, so that non-task activities and interests were given low priority while productivity and efficiency were of prime importance? Was there little emphasis on effectiveness/speed/efficiency?
  • Behavioral Interview Question: “Getting the job done may necessitate unusual persistence or dedication to results, especially when faced with obstacles or distractions. Tell me about a time in which you were able to be very persistent in order to reach goals. Be specific.”
    Evaluating the candidate’s answer: Did the candidate make an uncompromising commitment to a goal, as shown by long hours of work? Was there compliance to routine work requirements, perhaps in a mechanical/uninspired/fatalistic way?