1) Select any company to research and explain how this company's HR strategy has changed during the current Corona pandemic and how it has managed its human resources during this time.

2. discuss a brief recruitment and selection plan that meets organizational goals and objectives of the company you chose. Assume that the company needs to start hiring new staff in the months ahead.

3. Which selection tools and techniques would you use to shortlist new candidates i.e. which skills will be needed for this organization's growth after Corona virus?

4. Develop a Job Description for a Customer Services Manager. Include five major duties and responsibilities.

5. Write the Job Specification of Customer Services Manager. Include one academic qualification, one certification, experience and three major competencies.

6. Develop ten job Interview questions. These must include five behavioral and technical questions each?

 

1) In the list of HR strategy Google won the show as they done great job with their employee after COVID 19. HR teams have more than a handful of challenges to tackle, with most of the staff having to work remotely. Such as that of having a robust attendance model. They will need to set new guidelines and change policies if needed. Revised job descriptions will need to be framed to accommodate part-time, full-time, and remote working definitions. New methods will be required to monitor the productivity of employees working remotely. The performance management system may need a complete overhaul, with new targets, expectations, and rewards. The revised policies and guidelines should incorporate the process of resource availability and utilization for their employees to be able to work remotely. HR managers will also need to brainstorm and have innovative ideas to keep the organization culture highly spirited - both for existing employees as well as for new incumbents. 

As HR teams look to the future, they will realize that a lot many practices will change, redefining their roles.

Remote working becomes the new norm

A Gartner analysis predicts that 48% of employees are likely to work remotely, at least part of the time post-COVID-19. A growing number of industry leaders hold the opinion that the remote working culture is here to stay, and this figure can be higher for organizations that are looking at reducing investments in real estate to offset losses incurred during the lockdown. This would necessitate digitalization and higher adoption of technology and resizing and transforming brick and mortar workplaces into technology-enabled virtual ones. A significant benefit arising from this model is that managers will now be able to find the most suitable candidate after receiving a higher number of job applications from all over the country - since recruitment would become location agnostic.  

Resurgence of the gig economy  

Utilizing contingent workers provides employers with greater flexibility concerning workforce management. A Gartner survey reveals that 32% of organizations are replacing full-time employees with contract workers intending to save costs. Having said that, HR managers that intend to fill vacant positions with contractual staff will also need to deal with challenges concerning the applicability of workplace laws upon the staff.  

Emphasis on employee social safety

Post COVID-19, organizations will continue their focus on employee safety and their emotional well-being. HR teams will expand their involvement in the lives of employees and ensure enhanced people connect.  

Shift in focus - from efficiency to resilience

Traditionally, organizations have sharpened their focus on employee efficiency, but in the post-COVID-19 world, it's resilience that will take precedence. Keeping in mind the growing remote working culture and the possibility of future outbreaks of infections, recruiters will look at a job applicant's digital dexterity and digital collaboration skills at the time of hiring.

Employee training

Identify digital tools to impart training for employees - managers, mentors, and trainers. Specifically, revolving around the concept of working remotely. These programs will help them manage stress, build a positive outlook, and stay productive under the remote working model.   

Use of Artificial Intelligence (AI)

The post-pandemic world will see an increased application of artificial intelligence (AI) in the HR function. AI will help recruiters find promising candidates from megabytes of job applications, and help organizations not only reach their diversity goals in the hiring process, but also retain top talent, and engage with employees through smart applications.

 

More than just a bump in the road, COVID-19 continues to force change for every organization. It alters the very fabric of how businesses operate, and these changes will not go away any time soon. HR departments everywhere have emerged as key players during this time as they implement the best practices that will get their employees and organizations through this pandemic.

 

Ensuring Employee Safety

Keeping employees safe means something different today than it did just a few months ago. As the highest priority for any HR department, this requires more than simply emailing out a poster from the CDC. Most areas are operating under a shelter in place order, but as these begin to be lifted, it's necessary to have a strategy in place for providing a healthy work environment.

Bear in mind that no organization will immediately go back to normal operations once employees return to the office. The best HR departments will form a plan to maintain social distancing. These include things like creating a schedule where only half of the employees work from the office on certain days, alternating with the other half. In-person meetings will decrease in frequency, as will events like employee parties. Many will also close off communal areas like a break room or kitchen where workers congregate and touch the same surfaces.

Employees should be encouraged to protect themselves with the proper hygiene, and that means employers need to give them the means to do so. Get stocked up on hand sanitizer and soap. Follow continued guidance from SHRM, urging anyone who feels like they have symptoms to stay home while forming a plan for increased absences. Educate everyone on how the virus is transmitted and encourage the use of masks. Successful HR departments during coronavirus are the ones that become a go-to resource for their workers, with some even creating Chief COVID Officer roles to underscore HR's role during the crisis.

 

Supporting Employee Productivity

With the majority of workforces entering yet another week of remote work, productivity can become a problem. How can HR ensure employees have the resources they need to do their job? Many are taking a page from Microsoft, who created a guide to help their employees work from home that covers the logistics of a home office, how to collaborate, best practices for online meetings, and more. They even shared a customizable version that any company can tailor to their own operations.

It may sound simple, but the strongest move here is to simply ask employees what they need to continue to work. While a company cannot fulfill every employee's desire, creating a dialogue through one channel, the HR department, goes a long way. A workforce feels heard while a business discovers ways to improve. This level of communication empowers leadership to understand how to best motivate their employees.

 

Safeguarding Employee Mental Health and Engagement

An unprecedented crisis like the one we face today takes a great toll on mental health. There's a fine balance between motivating employees to continue to do their job and pushing them too hard. After all, workers everywhere are concerned about their health. They might be sick themselves or caring for someone with coronavirus. Even the thought of that potential is taxing on anyone. While work can provide a form of escape, employees need more breaks during this time. Whether to simply calm their minds or to help their children with homeschooling, this extra time is critical to a healthy mind and improves work-life balance.

Unfortunately, HR departments may also be tasked with delivering bad news to employees right now. This is something to take extra care with as it's such a delicate time for everyone. Conducting a virtual layoff is not easy and requires extra thought. It takes tact to deliver the news, provide clear information on unemployment benefits, and ideally give the employee a timeline and plan for returning.

Along with mental health, employee engagement can take a dip during this time. Everyone is separated, new channels of communication are still being formed, and people may feel like they have no idea what's going to happen to their jobs. HR needs to be a safe space and outlet for an organization's employees. Whether an employee needs to simply talk about their stress levels or wants to ask for extra time off, they need a place to turn to and feel a connection to their employer.

Interpreting Legislation

On top of all that, what does the recently passed legislation mean for a small or medium-sized business during coronavirus? With multiple acts and laws getting on the books, HR departments are the ones tasked with understanding what can be difficult documents. Emergency leave policies are changing based on the Families First Coronavirus Response Act. Employees have new options when dealing with this crisis, but it's the responsibility of HR to relay these options appropriately. With laws being passed rapidly and companies struggling to make sense of them, the stage is set for compliance issues.

 

2) Google's success is based on its high quality human resources. The company generally emphasizes smartness and excellence among its employees. Google's human resource management also includes carefully selected strategies, methods, and techniques for recruitment and selection, and for the retention of high quality workers. The firm's recruitment practices and selection process ensure an adequate workforce. The retention programs at Google are designed to retain excellent employees. These programs also attract employees to the firm. The company is now one of the best places to work. This popularity and positive perception indicates the success of the firm's human resource management in recruitment, selection, and employee retention.

 

This article is part of a series on Google's human resource management:

1. Google's HRM: HR Planning, Job Analysis & Design
2. Google's HRM: Recruitment, Selection, Retention
3. Google's HRM: Training, Performance Management
4. Google's HRM: Compensation, Career Development

Google's Recruitment Practices

Sources. Google's human resource management uses a mixture of internal and external recruitment sources to maintain the adequacy of its human resources. The company uses promotions, transfers, and trainees/interns as the main internal recruitment sources for HR needs. On the other hand, the external recruitment sources at Google include educational institutions and respondents to job advertisements. Most of these ads are available through the Careers section of Google's website. Through these recruitment sources, the company facilitates a continuous influx of qualified workers, while matching these employees' capabilities with human resource needs.

 

Methods. Considering the combination of internal and external recruitment sources, Google uses indirect methods and direct methods of recruitment. The indirect methods are more significant to the company. These indirect methods include advertisements on the company's website. However, Google's human resource management also uses direct methods in the form of contacts with potential interns and future employees through academic institutions. This combination of direct and indirect recruitment methods is aligned with the mixture of internal and external recruitment sources to satisfy Google's human resource requirements.

Selection Process at Google

The most significant criteria used in Google's human resource management for the selection of applicants are smartness, creativity, drive for excellence, and alignment with the organization. The company does not use work experience as a major criterion for selection. These criteria are based on the firm's goal of maximizing innovation to support its broad differentiation strategy.

There are different processes used for the selection of applicants at Google. However, in general, the company's selection process involves background checks, preliminary screening, on-the-job tests, and interviews. Google's human resource management uses different procedures and steps for the various positions in the organization. For instance, on-the-job tests are generally used for positions that are more frequently filled through absorption of interns and trainees.

 

Objectives of Recruitment and Selection for Human Resources

To ensure the selection and recruitment process is smooth and effective, the Human Resource department has specific objectives to aid in meeting the company's mission and vision. We interviewed a few talent experts to better understand the broader goals of the HR fraternity.

Create a Talent Pool

      HRs and recruiters have the requisite access to the resources to find qualified candidates. In several ways, hiring the right people is a game of numbers. Your chances of finding the right candidates increase exponentially by reaching out to a bigger pool of candidates. Recruiters also tend to work within specific career segments. They have rich experience in identifying qualified applicants for the type of position their company is hiring. The process ensures that one has a more extensive set of candidates to choose from, as well as with the relevant skill-set.

Attract and Engage Top Talent

      A hiring manager's job is to find and connect with the talent that has the requisite skill-set for the offered role. However, managers must communicate succinctly to attract the right kind of candidates. A well-crafted job description communicating the number of open positions, job responsibilities, qualifications, and experience required are what attract the candidates. In such a case, if the candidate wishes to know more about the opening, they can further interact with the hiring manager. A relevant job post draws a more significant segment of potential applicants.

Improve the Quality of Hires

      Improving the quality of hire metric is one of the most crucial objectives of recruitment and selection. Pre-selection helps to condense the received applications to the most suitable options. This reduces the workload of the hiring manager and allows them to spend more time focusing on the most viable candidates. This significantly reduces the possibility of overlooking the exceptional credentials of a candidate.

Ascertain Who Fits in the Company Culture

      Fitting in a company is essential for the growth of an individual as well as an organization as employees must align with the broader organizational vision. Therefore, talent experts must zero in on candidates that will adhere to the company's work culture. This can be achieved by using personality assessments and other such tools to identify people who are most likely to fit well in your workplace's culture and environment.

Streamline the Process

      Organizations intend to develop and deploy a seamless recruitment and selection process. Streamlining the process begins right from pre-screening, which involves collecting necessary information about the candidate. Organizations must use technology in the HR processes, be it during screening, interviewing, or shortlisting. Sifting through initial resumes is one of the more tedious aspects of hiring, as well as one of the least productive since HRs are bound to receive at least a few applications that are unqualified. An automated system that shows you which resumes match most closely to the critical skills and requirements of the job can significantly streamline the first stage of hiring. It helps take the process to the interview round faster.

 

3) According to research by , 84% of recruiters are currently adapting their hiring processes to facilitate remote exchanges. Of them, 58% are now using social media networks like LinkedIn, Facebook, and even Instagram to connect with potential hires, while nearly half are increasing the number of postings that they make on these services to advertise open positions.

A growing army of recruiters are likewise turning to videoconferencing solutions to screen and interview candidates as well, with as many as 8 in 10 now making it a key part of the hiring process. Digital communications tools such as artificially intelligent job outreach programs and text messaging are also increasingly being implemented as a means of connecting with candidates, even as 55% of recruiters are also falling back on phone calls to source potential hires. In addition, more and more firms are looking to leverage analytics tools (which can scan resumes and data that you've input to automatically surface key insights and information at a glance) with each passing day as well.

"This crisis has led us to reimagine recruiting," admits Michael Wright, Global Head of Talent Acquisition for media investment company GroupM, who says the firm has been moving towards digital recruitment processes for years. "We immediately adapted our [artificial intelligence]-driven video interview tools to be more empathetic and more contextually aware than they were pre-COVID. We've also set up what we're calling 'video handshakes,' which are more focused on discovering what people can be and become, rather than what they do and have done

As a result of these shifts, job seekers shouldn't just expect video interviews to be a de facto standard and the hiring process to take much longer lately, says Abby Kohut, president of recruitment firm AbsolutelyAbby.com. They should also expect to interact with AI-driven tools (i.e. chatbots, or software programs smart enough to pass for human), which can screen candidates, ask interview questions, and answer questions that they may have on the fly more frequently.

Talent acquisition platforms, which automate the applications process by scanning applicants' resumes for specific skills and experience, and smart texting tools (capable of conducting recruitment outreach and facilitating communications throughout the hiring process) are also on the rise.

The new norm 

These shifts in hiring practices may continue to resonate with recruiters long after Covid-19′s impact begins to trail off as well. New data from Aptitude Research Partners shows that the amount of companies who have invested or plan to invest in chatbot solutions has jumped by over 500% in the last year alone, and 80% of users are happy with the technology. Likewise, more than 9 in 10 organizations who've turned to text-based recruiting methods have chosen to stick with them, with nearly two-thirds of workers preferring this type of communication to an email or phone call, according to the 2019 Job Seeker Nation Report.

"Many companies with partial or no remote work policies are now having to grapple with the shift to working from home, which means that the way companies recruit and hire has been forced to evolve," suggests Darren Murph, Head of Remote for software development platform GitLab. "Companies that are still able to hire in the current economic climate are looking to virtual tactics to grow their teams."

 

Get creative with tech

"Be memorable," advises Huel's Bowsher. "In addition to ensuring that your application is relevant and writing a cover letter explaining why you'd be a good fit for a role, make sure your application is creative." For instance, you might use colorful visuals and charts to present your career experience in the form of an infographic; ask a graphic designer to make your resume look like a potential employer's product packaging or submit a catchy audio recording or video snippet.

 

Embrace the art of video interviews

In addition to dressing and comporting yourself professionally when conducting interviews, as well as utilizing a clean, simple background with minimal distractions, take time to prepare and practice fielding sample questions you expect to be queried about. What's more, you'll also want to ensure that popular software programs such as Zoom, Houseparty, and Google Hangouts are preinstalled and working on your devices properly prior to interview sessions, and test that your videocamera and microphone are functioning as anticipated.

Similarly, if you have a fear of public speaking, ask friends and family to put you through test runs, and ask sample questions so that you can get comfortable with being put on the spot. "Being afraid of being on camera is old news," cautions AbsolutelyAbby.com's Kohut. "You have to get over your fears and do it."

Communication skills are more important than ever, she and others note, as is learning to quickly and succinctly summarize your thoughts. To maximize your talents here, practice answering questions with 20- to 30-second quick-hit responses, using three or four sentences maximum to get your thoughts across. When speaking, be sure to look at the camera, and maintain (virtual) eye contact with your interviewer as well. Similarly, you can't let the occasional photobomb freak you out.

"Employers understand that many workers are getting used to operating from home," laughs Jobvite's Brar. "Candidates should be up-front about if kids or barking dogs may cause temporary interruptions." You can even turn these disruptions into positives, he says, as unexpected happenings offer a chance for prospective job candidates to explain how they're able to work effectively around distractions.

Become a wizard at text messaging

"Candidates need to be ready for interviews to occur via this medium," notes Brar. "When this happens, you'll want to focus on providing well thought-out and succinct responses, and be clear and direct about what really drives you, rather than just reiterate what's on your resume.

Likewise, he says, it's also important to keep additional files - i.e. certifications, writing samples, and reference letters - ready to share via text if a recruiter requests them. In addition, you'll also want to take time to check and recheck spelling, grammar, and punctuation (keeping an especial eye out for auto-correct-generated errors) before sending messages. Furthermore, as much conversational nuance and emotion can be lost in the translation to digital, be sure to read over and double-check responses to ensure they sound upbeat and energic.

Most of all, don't be afraid to be yourself. "The use of text-based recruiting also offers the opportunity to showcase your personality by using emojis, Bitmojis, pictures, and GIFs where relevant," says Brar. But before doing so, he cautions, also take time to think about how doing so may be perceived, and be certain that playful approaches such as this align with the company's brand and culture.

 

Don't be afraid to ask for help

A robust network of contacts can help you more readily find open positions, including those that haven't yet been posted, experts say. The more you make others aware you're on the hunt, and more you make a point to stay on recruiters' radars, the more you'll stand to put yourself in opportunity's path, and more successful you'll ultimately be.

"Utilize your LinkedIn profile," suggests Murph. "Take time to update job descriptions, reach out to coworkers for recommendations, and enable your profile to let recruiters know that you are open to job opportunities."

"You have to be willing to ask your network for help more than ever, even if it's uncomfortable at first," agrees Kohut. "You can ask strangers to do virtual informational interviews [about what their job entails]. You can volunteer to help others, which helps you meet more people and pay things forward. You can even go on YouTube and post a video resume."

Likewise, she says, it doesn't hurt to be deliberate about who you reach out to. "One tip I'm giving job seekers is to look out for companies that are hiring recruiters right now, which means they are growing and probably have jobs available."

In the end though, the specific high-tech tools and tactics that you turn to matter less than simply making a point to constantly put yourself out there, and be more persistent and proactive when it comes to professional outreach, experts say.

"Ask yourself: How do you bring your very best self into your digital profile, and how do you leverage your network in the current context?," says GroupM's Wright. "Abandon any anxiety you have about reaching out to people... you might be surprised at how much empathy [you'll find.]

"Job skills will always be table stakes," he reminds. "The difference between awesome and average is character - integrity, authenticity, and leadership." Finding ways to consistently exhibit these talents will be crucial to your job search.

After all, while the technical mechanics associated with communicating these attributes digitally vs. physically may differ, it bears reminding. With a little ingenuity and elbow grease, it's not hard to vault yourself to the top of recruiters' inboxes, and give them ample reasons to keep your number (and email address) on speed dial.

 

4) A Customer Service Manager role primarily involves communicating with customers either via phone, email or face-to-face in relation to a product or service, plus potentially overseeing a team of Customer Service agents. A Customer Service Manager job description will describe the representative as acting on behalf of the company, so it is paramount that they know and understand the company values and always act in a professional manner, using language that aligns with that of the company.

Customer Service Manager duties and responsibilities of the job

The responsibilities and duties section is the most important part of the job description. Here you should outline the functions this position will perform on a regular basis, how the job functions within the organization and the title of the manager the person will report to.

• Oversee our customer service team
• Manage and train Customer Associates
• Set reasonable customer satisfaction goals and work with the team to meet them on a consistent basis
• Interact with customers on a daily basis, responding to their questions and guiding them to the appropriate service
• On-board new employees and train them based on your expertise and skill set
• Create and implement an effective customer loyalty program

 

 

The Customer Service Manager is responsible for providing a productive and motivating working environment, and addressing any issues/disputes from customers or clients. A Customer Service Manager job description generally includes:

• Delivering a comprehensive service to enquiring customers
• Possibly delegating certain customer enquiries to specific teams
• Managing a large number of incoming calls and emails
• Managing customers' accounts
• Keeping a record of customer interaction and details of actions taken
• Communicating with internal teams to discuss sales targets
• Generating sales leads, building sustainable relationships where necessary
• Reporting back on results

Role of Customer Service manager :-

• Excellent verbal and written communication skills
• The ability to maintain calm under pressure
• A thorough knowledge of the product or service the company they work for is offering
• Efficiency and organisational skills
• Administrative skills
• Computer literacy in order to type up reports, results and details of customer interaction

 

 

5) Customer Service Manager job qualifications and requirements

Customer Service Manager qualifications and skills

This may include education, previous job experience, certifications and technical skills. You may also include soft skills and personality traits that you expect from a successful candidate. While it may be tempting to include a long list of skills and requirements, including too many could dissuade qualified candidates from applying. Keep your list of qualifications concise, but provide enough detail with relevant keywords and terms.

Examples of Customer Service Manager skills

• 10+ years' experience in customer service
• 5+ years' supervisory experience
• Bachelor's Degree in Business Administration or a related field preferred
• Extensive e-commerce background
• Ability to translate your skills to other employees through training and mentoring
• Excellent verbal and written communication skills
• Proficiency with Microsoft Office Suite and Google Docs

 

6) Every individual reacts differently to stress, and some might even annoy or irritate coworkers creating disharmony in the workplace. Employers want to minimize such friction and headaches; hence they ask a series of behavioral questions to assess how an employee will act under stressful situations. No organization wants a clown on their payrolls, neither does a company need employees who are likely to misbehave or give a bad name to the entire company with their bad behavior. This is precisely why behavioral interview questions are asked.Behavioral questions are always unrelated to what you have put in the resume. They are meant for assessing how you:

1.  Dealt with pressure situations
2.  Took steps to submit a project on time
3.  Proactively solved an issue before it escalated out of control
4.  Worked with a coworker who was difficult
5.  Reorganized work when your responsibilities were shifted
6.  Handled criticism

Here, we shall present the top 40 behavioral questions, situations and their possible answers. Naturally, these answers can only be used as basic guidelines. You will need to improvise and come up with your own answers. However, you can certainly use them to get an idea as to how to respond when faced with similar questions during the interview.

 

1) The biggest mistake you made and what did you learn from it? The reason behind this question is that the interviewer is trying to judge if you can admit to mistakes and whether you learn from them. Additionally he wants to know if you are humble enough to accept mistakes or whether you have the tendency to blame others for them. You can tell the interviewer things that you have learned from your past mistakes in your previous job. Examples include: when you disagreed with your manager and went over him to higher authority that agreed with you but in turn affected your relationship with your direct supervisor.

2) Have you worked with someone you did not like and was difficult to get along with?

The interviewer wants to know how you diffuse tension and how well can you work with others. You can come up with a situation where in a manager was controlling and difficult but you won him over by taking an interest in his hobbies etc or befriended him etc. Here, you may mention that even though, working with the person whom you did not like was stressing, so you decided to work towards solving the issue. You aimed at understanding the person and knowing what made him behave this way. You did this through engaging in a project that involved working close with this colleague, by the end of it; you had managed to understand the person and worked towards building a positive relationship. You may also mention that you understood that one might be wrong and then, you worked towards building on strengths rather than concentrating on weaknesses.

3) Have you worked with a coworker who was not shouldering fair share of the workload? Here, you may mention coworkers who were habitually late, or made several mistakes leading to rework or about coworkers who took several personal calls while on duty etc. You may also mention colleagues who were overly chatty or took up extra long coffee breaks or lunch hours. Be sure not to relate overly personal details but explain how you got involved and brought about a positive outcome in their behavior.

4) Have you faced dishonesty in the workplace, if yes, how did you deal with it? Here, the company does not expect you to be a policeman, but only expects you to NOT look away while there is blatant dishonesty going on in the workplace. An example could be when a colleague has purposely delayed a customer's order just to get even with him. Any act of dishonesty that reflects badly on you or your team or the Company must be pointed out to the higher management.

5) What are the qualities you look for in your immediate boss/supervisor? The answer to this question should basically describe all the qualities that a good leader should possess: clear communication, treats employees with respect, is available when needed, allows you to work with minimal supervision, yet assists you in removing roadblocks that, in turn, increase your productivity etc.

6) The title of the book you read last-

This question is generally asked to get an insight into your reading habits: whether you read for education or entertainment, regarding your interests or how you stay current in the latest trends in your field etc. When giving an answer to this kind of question, it is important to think about the kind of the job being interviewed. Giving a title which seems too aloof will reflect wrongly. The book name given should also not be offensive in any way to avoid misinformation and misjudgment. The interviewee also needs to give a title which he or she is comfortable giving a summary."Last read" in this context does not necessarily mean the book that was read last week, month or year, it basically means the one which interested the interviewee, is related to the job in question and can easily be described if asked to do so.

7) What steps do you take to improve yourself? The answers to this could include facts like you are learning a foreign language or undergoing professional certifications to improve yourself, or taking courses to learn more about computer/programming or pursuing a degree side by side etc.

8) What are your hobbies/interests outside work?

This helps the interviewer get an idea whether you lead a balanced life or whether you are too focused to have hobbies and outside interests and also regarding the kind of person you are. Remember here: the more outside commitments you have, the less attractive you'd look to potential employers. "Watching Television" or "playing PC games" may distract the employer' attention. Reading good books (you may name a few books related to your subject) will be a good answer. Though, it would be suspicious if you say that your hobbies are studying financial market or working overtime for free.

9) What motivates you?

This question is known to render many candidates speechless. It is asked to get an idea as to "why you do what you do". High achievers naturally would answer this question using sentences like: "I like to solve complex problems", or "I like to teach and mentor youngsters" or "I like to make efforts to help improve the lives of people" etc. Do not use factors like money, rewards, contests etc as these are non-lasting and known to produce only a short burst of efforts. Here, you should mention your goal/vision/passion for life. Be honest yet intelligent, what you say and describe.

10) Why did you choose your major in college? This helps ascertain whether you have always known what you wanted in life, or whether you simply chose the path of minimal resistance. The question also helps the interviewer note if you have a true passion for your field. Here, you might want to point out things like you are true to your craft and continually learning by taking nighttime classes or earning a professional certification etc. This will help them know that you have a true passion for the field.

11) Explain how you handle a situation where at the workplace you met with resistance while introducing a new idea or policy?

To implement new idea or policy it is usually difficult, to implement idea new at the work center, I will provide all the supportive evidence or proof which can prove that the implementation of new idea would be beneficial.

12) Explain what will be your reaction if a project you had been working on suddenly changed or the deadline had been changed?

if a project I have been working on suddenly changes or the deadline is changed my first reaction would be

• To consult the supervisor and ask the reason why the project had been changed
• I will ensure that all the facts and reasons are genuine before informing the team members
• Once everyone aware about the changes, I will sit down with the team members to discuss a new plan for the project