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Published - Tue, 06 Dec 2022

Quality Assurance Interview Questions and answers

Quality Assurance Interview Questions and answers

A list of top frequently asked QA Interview Questions or Quality Assurance Interview Questions and answers are given below.

1) What is Quality Assurance?

QA stands Quality Assurance. QA is a set of activities designed to ensure that the developed software meets all the specifications or requirements mentioned in the SRS document.

QA follows the PDCA cycles:

QA Interview Questions1

  • Plan

The plan is a phase in Quality Assurance in which the organization determines the processes which are required to build a high-quality software product.

x

  • Do

Do is a phase of development and testing the processes.

  • Check

This phase is used for monitoring the processes and verifies whether these processes meet the user requirements or not.

  • Act

The Act is a phase for implementing the actions required to improve the processes.


2) What is the difference between Quality Assurance and Software testing?

The following is the list of differences between Quality Assurance and Software testing:

Quality AssuranceSoftware testing
ActivitiesQuality Assurance is a set of activities used to ensure that the developed software meets all the user requirements.Software testing is an activity performed after the development phase to check whether the actual results match the expected results to ensure that the software is bug-free. In short, we can say that software testing is verification of application under test.
ActivitiesIt involves activities that include the implementation of processes, procedures, and standards.It involves activities that include verification of testing.
OrientationIt is a process-oriented, i.e., it checks the processes to ensure that quality software is delivered to the client.It is a product-oriented, i.e., checking the functionality of a software.
Activity typePreventiveCorrective
ObjectiveThe main objective of Quality Assurance is to deliver quality software.The main objective of software testing is to find the bugs in the developed software.

3) How the build and release differ from one another, write down the difference between build and release?

Build is defined as when the software is given to the testing team by the development team.

Release It is defined as when the software is handed over to the users by the tester and developer.


4) Define bug leakage and bug release?

Bug leakage is defined as the bug not found by the testing team but found by the end users. Bug release it is defined when the software is released by the tester in the market knowing that bug is present in the release. These types of bugs have low priority and severity. This type of situation arises when customers want the software on time than the delay in getting the software and the cost involved in correcting the bugs.


5) What are the solutions for the software development problem?

There are five different solutions for the software development problem.

  • The requirements for software development should be clear, complete, and agreed by all, setting up the requirements criteria.
  • Next thing is the realistic schedule like time for planning, designing, testing, fixing bugs, and re-testing.
  • It requires sufficient testing, starts the testing immediately after one or more module development.
  • Use of group communication tools.
  • Use rapid prototype during the design phase so that it can be easy for the customer to find what to expect.

6) Explain the types of documents in Software Quality Assurance?

The following are the types of documents in Software Quality Assurance:

  • Requirement Document

All the functionalities are to be added in the application are documented in terms of Requirements, and the document is known as Requirement document. This Requirement document is made by the collaboration of various people in the project team like developers, testers, Business Analysts, etc.

  • Test Metrics

Test Metrics is a quantitative measure that determines the quality and effectiveness of the testing process.

  • Test plan

It defines the strategy which will be applied to test an application, the resources that will be used, the test environment in which testing will be performed, and scheduling of test activities will be done.

  • Test cases

A test case is a set of steps, and conditions used at the time of testing. This activity is performed to verify whether all the functionalities of software are working properly or not. There can be various types of test cases such as logical, functional, error, negative test cases, physical test cases, UI test cases, etc.

  • Traceability matrix

Traceability matrix is a table that traces and maps the user requirements with test cases. The main aim of Requirement Traceability Matrix is to see that all test cases are covered so that no functionality miss during the software testing.

  • Test scenario

A test scenario is a collection set of test cases which helps the testing team to determine the positive and negative aspects of a project.


7) What is the rule of a "Test Driven Development"?

In Test Driven Development, test cases are prepared before writing the actual code. It means you have to write the test case before the real development of the application.

Test Driven Development cycle:

  • Write the test cases
  • Execute the test cases
  • If the test case fails, then changes are made to make it correct
  • Repeat the process

QA Interview Questions2


8) What is traceability matrix?

Traceability matrix is a document that maps and traces user requirements with test cases. The main aim of Requirement Traceability Matrix is to see that all test cases are covered so that no functionality miss during the software testing.


9) Write down the differences between the responsibilities of QA and programmers?

Differences in responsibilities are as:

Sr. No.QA ResponsibilityProgrammer Responsibility
1.QA team is concerned for process QualityProgrammers are concerned for product quality
2.QA ensures that the processes used for developing the product of high qualityProgrammers used these processes so that the end product is of good quality

Any issue found during the execution of the process by the programmers is communicated to the QA so that they can improve the process.


10) What is the difference between Verification and Validation?

VerificationValidation
Verification is the process of evaluating the steps during the development phase to determine whether they meet the user requirements or not.Validation is the process of evaluating the product after the development process to determine whether it meets the specified requirement.
Verification is static testing.Validation is dynamic testing.
Verification testing is performed before validation.Validation is performed after verification.
It does not involve in executing the code.It involves in executing the code.
It involves activities such as reviews, walkthroughs, inspections, and desk checking, etc.It involves methods such as black box testing, white box testing and non-functional testing.
It finds the bugs before the development cycle.It finds the bugs after the development cycle.
It conforms to the requirements specified in the SRS document.It checks whether it meets the specified requirements or not.
QA team performs verification in which they verify that the software is according to the requirements specified in the SRS document.Software tester performs testing of a product.

11) Define the key challenges faced during software testing?

The application should be stable for testing.

  • Testing should be under a time constraint.
  • Which tests should execute first?
  • Testing the complete application.
  • Regression Testing
  • Lack of skilled testers.
  • Changing requirements.
  • Lack of resources, training, and tools.

12) What is the difference between Retesting and Regression testing?

RegressionRetesting
Regression is a type of testing used to verify whether the new changes in the code have affected the unchanged features or not.Retesting is the testing of modules that have been failed in the last execution.
The main aim of Regression testing is that any changes made in the code should not affect the existing functionalities.Retesting is the testing which is performed on the defects that have been fixed.
It is generic testing as it can be performed at any time whenever the changes made in the code.It is planned testing.
It is performed on the test cases that have been passed.It is performed on the test cases that have been failed.
Automation can be done for regression testing, while manual testing will be expensive and time consuming.To perform the Retesting, we cannot automate the test cases.
Defect verification does not come under the Regression testing.Defect verification comes under the Retesting.
Based on the availability of resources, regression testing is performed in parallel with the retesting.The priority of retesting is more than the regression testing, so it always performed before the regression testing.

13) Define the role of QA in Software Development?

QA stands for Quality Assurance. QA team persuades the quality by monitoring the whole development process. QA tracks the outcome and adjusting processes to meet the expectation.

Role of Quality Assurance are:

  • QA team is responsible for monitoring the process to be carried out for development.
  • Responsibilities of the QA team are planning, testing, execution process.
  • QA Lead creates the time table and agrees on a Quality Assurance plan for the product.
  • QA team communicated the QA process to the team members.
  • QA team ensures traceability of test cases to requirements.

14) Describe the dimensions of the risk in QA?

The dimensions of the risk are:

  • Schedule: Unrealistic Schedules, to develop a huge software in a single day.
  • Client: Ambiguous requirements definition, requirements are not clear, changes in requirement.
  • Human Resource: Non - availability of sufficient resources with the skill level expected in the project.
  • System Resources: Non-availability of acquiring all critical resources, either hardware and software tools or license for software will have an adverse effect.
  • Quality: Compound factors like lack of resources along with a tight delivery schedule and frequent changes to the requirement will affect the quality of the product tested.

15) What is the test ware?

Test ware is a term used to describe all the materials used to perform the test. Test ware includes test plans, test cases, test data, and any other items needed to perform and design a test.


16) What is Monkey testing?

  • Monkey testing is a type of black box testing used to test the application by providing random inputs to check the system behavior such as to check the system, whether it is crashing or not.
  • This type of testing is performed automatically whenever the user provides the random inputs to check the system behavior
  • There is no need to create test cases to perform monkey testing.
  • It can also be automated, i.e., we can write the programs or scripts to generate random inputs to check the system behavior.
  • This technique is useful when we are performing stress or load testing.

There are two types of monkeys:

  • Smart monkeys
  • Dumb monkeys

Smart Monkeys

  • Smart monkeys are those which have a brief idea about the application.
  • They know that where the pages of an application will redirect to which page.
  • They also know that the inputs that they are providing are valid or invalid.
  • If they find any error, then they are smart enough to file a bug.
  • They also know that what are the menus and buttons.

Dumb Monkeys

  • Dumb Monkeys are those which have no idea about the application.
  • They do not know about the pages of an application will redirect to.
  • They provide random inputs, and they do not know about the starting and ending point of the application.
  • They do not know much about the application, but still, they find bugs such as environmental failure or hardware failure.
  • They also do not know much about the functionality and UI of an application.

17) Write the differences between Preventive and Reactive approaches?

Preventive Approach: It is also known as the Verification process. Preventive is the approach to prevent defects. In this approach, tests are designed in its early stages of Software Development Lifecycle before the software has developed. In this approach, testers try to prevent defects in the early stages; it comes under Quality Analysis.

Reactive Approach: It is also known as Validation Process. This approach is to identify defects. In this approach, tests are designed to execute after the software's development. In this approach, we try to find out the defects. It comes under Quality Control.


18) What is the Quality Audit?

An Audit is defined as on-site verification activity, such as inspection or examination, of a processor quality system. Quality Audit is the process of systematic analysis of a quality system carried out by an internal or external quality auditor, or an audit team. Quality Audits are performed at predefined time intervals and ensure that the institution has clearly defined internal system monitoring procedures linked to effective action. Audits are an essential management tool to be used for verifying objective evidence of processes.


19) What is a test plan?

The Test Plan document is a document which contains the plan for all the testing activities to deliver a quality product. The test Plan document is derived from many activities such as product description, SRS, or Use Case documents for all future events of the project. The Test Lead usually prepares it, or Test manager and the focus of the document is to describe what to test, how to test when to test, who will do what test.


20) How do you decide when you have tested enough?

This is one of the most crucial questions. As a project manager or project lead, sometimes we might face a situation to call off the testing to release the product early. In those cases, we have to decide whether the testers have tested the product enough or not.

There are many factors involved in real-time projects to decide when to stop testing:

  • If we reach Testing deadlines or release deadlines
  • By entering the decided pass percentage of test cases.
  • In the real-time project, if the risk in the project is under the acceptable limit.
  • If all the high priority bugs and blockers have been fixed.
  • If we meet the acceptance criteria.

21) How to design test cases?

There are mainly two techniques to design the test cases:

  • Black box testing
  • It is a specification-based technique where the testers view the software as a black box with inputs and outputs.
  • In black box testing, the testers do not know about how the software is structured inside the box, they know only what the software does but do not know how the software does.
  • This type of technique is valid for all the levels of testing where the specification exists.
  • White box testing
  • White box testing is a testing technique that evaluates the internal logic and structure of the code.
  • In order to impement the white box testing, the testers should have the knowledge of coding so that they can deal with the internal code. They look into the internal code and finds out the unit which is malfunctioning.

22) What is adhoc testing?

Adhoc testing is an informal way of testing the software. It does not follow the formal process like requirement documents, test plan, test cases, etc.

Characteristics of adhoc testing are:

  • Adhoc testing is performed after the completion of formal testing on an application.
  • The main aim of adhoc testing is to break the application without following any process.
  • The testers who are executing the adhoc testing should have a deep knowledge of a product.

23) How is monkey testing different from adhoc testing?

Both monkey testing and adhoc testing follows the informal approach, but in monkey testing, we do not need to have deep knowledge of the software. However, to perform adhoc testing, testers should have a deep knowledge of the software.


24) How is adhoc testing different from exploratory testing?

The following is the list of differences between adhoc testing and exploratory testing:

Adhoc testingExploratory testing
Adhoc testing is the testing of software without any documentation or requirements specification.knowledge about the software while exploring the application.
Documentation is not required.Documentation is mandatory in exploratory testing.
The main aim of adhoc testing is to achieve perfection in testing.The main aim of exploratory testing is to learn the application.
It is an informal approach.It is a formal approach.
Adhoc testing does not require an expert testing engineer.Exploratory testing does not require an expert testing engineer.

25) What are the different levels in software testing?

There are four different levels in software testing:

  • Unit/Component testing
  • Integration testing
  • System testing
  • Acceptance testing

QA Interview Questions3

Unit testing

  • It is the lowest level in most of the models.
  • Units are the programs or modules in the software.
  • Unit testing is performed by the programmer that tests the modules, and if any bug is found, then it is fixed instantaneously.

Integration testing

  • Integration means the combination of all the modules, and all these modules are tested as a group.
  • Integration testing performs the testing on the data that flows from one module to another module.
  • It basically checks the communication between two or more modules but not the functionality of individual modules.

System testing

  • System testing is used to test the complete or integrated system.
  • It tests the software to ensure that it conforms the specified requirements specified in the SRS document.
  • It is the final test and performs both functional and non-functional testing.

Acceptance testing

Acceptance testing is performed by the users or customers to check whether it meets their requirements or not.


26) What is a bug life cycle?

The bug life cycle is also known as the defect life cycle. Bug life cycle is a specific set of states that a bug goes through. The number of states that a defect goes through varies from project to project.

QA Interview Questions4

  • New

When a new defect is logged and posted for the first time, then the status is assigned as New.

  • Assigned

Once the bug is posted by the tester, the lead of the tester approves the bug and assigns the bug to the developing team.

  • Open

The developer starts analyzing and works on the defect fix.

  • Fixed

When a developer makes a necessary code changes and verifies the change, then he/she can make the bug status as fixed.

  • Retest

Tester does the retesting of the code at this stage to check whether the defect is fixed by the developer or not and change the status to retest.

  • Reopen

If the bug persists even after the developer has fixed the bug, then tester changes the status to Reopen and once again bug goes through the bug life cycle.

  • Verified

The tester retests the bug after it got fixed by the developer if no bug found then it changes the status to Verified.

  • Closed

If the bug is no longer exists, then it changes the status to Closed.

  • Duplicate

If the defect is repeated twice or the defect corresponds to the same concept of the previous bug, then it changes the status to Duplicate.

  • Rejected

If the developer feels that the defect is not a genuine defect, then it changes the status to Rejected.

  • Deferred

If the bug is not of higher priority and can be solved in the next release, then the status changes to Deferred.

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This is a red flag for airlines and your prospective employer will likely assume you are a difficult employee, unable to work in a team or take intruction and side with your former employer.23. Why are you leaving last job?Although this would seem like a simple question, it can easily become tricky. You shouldn't mention salary being a factor at this point At LabCorp. If you're currently employed, your response can focus on developing and expanding your career and even yourself. If you're current employer is downsizing, remain positive and brief. If your employer fired you, prepare a solid reason. Under no circumstance should you discuss any drama or negativity, always remain positive.24. What motivates you?I've always been motivated by the challenge – in my last role, I was responsible for training our new recruits and having a 100% success rate in passing scores. I know that this job is very fast-paced and I'm more than up for the challenge. In fact, I thrive on it.25. Tell me about a time when you had to use your presentation skills to influence someone's opinion At LabCorp?Example stories could be a class project, an internal meeting presentation, or a customer facing presentation.Download Interview PDF 26. How do you handle conflicts with people you supervise?At first place, you try to avoid conflicts if you can. But once it happens and there's no way to avoid it, you try to understand the point of view of the other person and find the solution good for everyone. But you always keep the authority of your position.27. Why should I hire you At LabCorp?To close the deal on a job offer, you MUST be prepared with a concise summary of the top reasons to choose you. Even if your interviewer doesn't ask one of these question in so many words, you should have an answer prepared and be looking for ways to communicate your top reasons throughout the interview process.28. How have you shown yourself to be a leader?Think about a time where you've rallied a group of people around a cause / idea / initiative and successfully implemented it. It could be a small or large project but the key is you want to demonstrate how you were able to lead others to work for a common cause.29. How do you deal with conflict in the workplace At LabCorp?When people work together, conflict is often unavoidable because of differences in work goals and personal styles. Follow these guidelines for handling conflict in the workplace.☛ 1. Talk with the other person.☛ 2. Focus on behavior and events, not on personalities.☛ 3. Listen carefully.☛ 4. Identify points of agreement and disagreement.☛ 5. Prioritize the areas of conflict.☛ 6. Develop a plan to work on each conflict.☛ 7. Follow through on your plan.☛ 8. Build on your success.30. What have you done to reduce costs, increase revenue, or save time?Even if your only experience is an internship, you have likely created or streamlined a process that has contributed to the earning potential or efficiency of the practice. Choose at least one suitable example and explain how you got the idea, how you implemented the plan, and the benefits to the practice.31. How do you feel about giving back to the community?Describe your charitable activities to showcase that community work is important to you. If you haven't done one yet, go to www.globalguideline.com - charitable work is a great way to learn about other people and it's an important part of society - GET INVOLVED!32. What can you tell me about team work as part of the job At LabCorp?There is usually a team of staff nurses working in cooperation with each other. A team of nurses has to get along well and coordinate their actions, usually by dividing their responsibilities into sectors or specific activities. They help each other perform tasks requiring more than one person.33. What is your perception of taking on risk?You answer depends on the type of company you're interviewing for. If it's a start up, you need to be much more open to taking on risk. If it's a more established company, calculated risks to increase / improve the business or minimal risks would typically be more in line.34. How would your former employer describe you?In all likelihood, the interviewer will actually speak with your former employer so honesty is key. Answer as confidently and positively as possible and list all of the positive things your past employer would recognize about you. Do not make the mistake of simply saying you are responsible, organized, and dependable. Instead, include traits that are directly related to your work as a medical assistant, such as the ability to handle stressful situations and difficult patients, the way you kept meticulous records, and more.35. Describe your academic achievements?Think of a time where you really stood out and shined within college. It could be a leadership role in a project, it could be your great grades that demonstrate your intelligence and discipline, it could be the fact that you double majored. Where have you shined?36. What do you consider to be your weaknesses?What your interviewer is really trying to do with this question-beyond identifying any major red flags-is to gauge your self-awareness and honesty. So, “I can't meet a deadline to save my life At LabCorp” is not an option-but neither is “Nothing! I'm perfect!” Strike a balance by thinking of something that you struggle with but that you're working to improve. For example, maybe you've never been strong at public speaking, but you've recently volunteered to run meetings to help you be more comfortable when addressing a crowd.37. What do you feel you deserve to be paid?Do your research before answering this question - first, consider what the market average is for this job. You can find that by searching on Google (title followed by salary) and globalguideline.com and other websites. Then, consider this - based on your work experience and previous results, are you above average, if yes, by what % increase from your pay today from your perspective? Also - make sure if you aim high you can back it up with facts and your previous results so that you can make a strong case.38. Did you get on well with your last manager?A dreaded question for many! When answering this question never give a negative answer. “I did not get on with my manager” or “The management did not run the business well” will show you in a negative light and reduce your chance of a job offer. Answer the question positively, emphasizing that you have been looking for a career progression. Start by telling the interviewer what you gained from your last job At LabCorp39. Do you have the ability to articulate a vision and to get others involved to carry it out?If yes, then share an example of how you've done so at work or college. If not, then discuss how you would do so. Example: "I would first understand the goals of the staff members and then I would align those to the goals of the project / company. Then I would articulate the vision of that alignment and ask them to participate. From there, we would delegate tasks among the team and then follow up on a date and time to ensure follow through on the tasks. Lastly, we would review the results together."40. What differentiates this company from other competitors?Be positive and nice about their competitors but also discuss how they are better than them and why they are the best choice for the customer. For example: "Company XYZ has a good product, but I truly believe your company has a 3-5 year vision for your customer that aligns to their business needs."Download Interview PDF 41. Tell me an occasion when you needed to persuade someone to do something?Interpersonal relationships are a very important part of being a successful care assistant. This question is seeking a solid example of how you have used powers of persuasion to achieve a positive outcome in a professional task or situation. The answer should include specific details.42. What is your greatest strength? How does it help you At LabCorp?One of my greatest strengths, and that I am a diligent worker... I care about the work getting done.. I am always willing to help others in the team.. Being patient helps me not jump to conclusions... Patience helps me stay calm when I have to work under pressure.. Being a diligent worker.. It ensures that the team has the same goals in accomplishing certain things.43. Explain me about a challenge or conflict you've faced at work At LabCorp, and how you dealt with it?In asking this interview question, your interviewer wants to get a sense of how you will respond to conflict. Anyone can seem nice and pleasant in a job interview, but what will happen if you're hired?. Again, you'll want to use the S-T-A-R method, being sure to focus on how you handled the situation professionally and productively, and ideally closing with a happy ending, like how you came to a resolution or compromise.44. Why are you interested in this type of job At LabCorp?You're looking for someone who enjoys working with the elderly, or a caring, sociable, and nurturing person.45. What is the most important lesson / skill you've learned from school?Think of lessons learned in extra curricular activities, in clubs, in classes that had a profound impact on your personal development. For example, I had to lead a team of 5 people on a school project and learned to get people with drastically different personalities to work together as a team to achieve our objective.46. What is it about this position At LabCorp that attracts you the most?Use your knowledge of the job description to demonstrate how you are a suitable match for the role.47. How important is a positive attitude to you?Incredibly important. I believe a positive attitude is the foundation of being successful - it's contagious in the workplace, with our customers, and ultimately it's the difference maker.48. Why should we select you not others?Here you need to give strong reasons to your interviewer to select you not others. Sell yourself to your interviewer in interview in every possible best way. You may say like I think I am really qualified for the position. I am a hard worker and a fast learner, and though I may not have all of the qualifications that you need, I know I can learn the job and do it well.”49. If you were an animal, which one would you want to be?Seemingly random personality-test type questions like these come up in interviews generally because hiring managers want to see how you can think on your feet. There's no wrong answer here, but you'll immediately gain bonus points if your answer helps you share your strengths or personality or connect with the hiring manager. Pro tip: Come up with a stalling tactic to buy yourself some thinking time, such as saying, “Now, that is a great question. I think I would have to say… ”50. What is your biggest regret to date and why?Describe honestly the regretful action / situation you were in but then discuss how you proactively fixed / improved it and how that helped you to improve as a person/worker.51. Describe to me the position At LabCorp you're applying for?This is a “homework” question, too, but it also gives some clues as to the perspective the person brings to the table. The best preparation you can do is to read the job description and repeat it to yourself in your own words so that you can do this smoothly at the interview.52. What was the most important task you ever had?There are two common answers to this question that do little to impress recruiters:☛ ‘I got a 2.1'☛ ‘I passed my driving test'No matter how proud you are of these achievements, they don't say anything exciting about you. When you're going for a graduate job, having a degree is hardly going to make you stand out from the crowd and neither is having a driving licence, which is a requirement of many jobs.53. How would you observe the level of motivation of your subordinates?Choosing the right metrics and comparing productivity of everyone on daily basis is a good answer, doesn't matter in which company you apply for a supervisory role.54. Do you have good computer skills?It is becoming increasingly important for medical assistants to be knowledgeable about computers. If you are a long-time computer user with experience with different software applications, mention it. It is also a good idea to mention any other computer skills you have, such as a high typing rate, website creation, and more.55. Where do you see yourself professionally five years from now At LabCorp?Demonstrate both loyalty and ambition in the answer to this question. After sharing your personal ambition, it may be a good time to ask the interviewer if your ambitions match those of the company.Download Interview PDF 56. Give me an example of an emergency situation that you faced. How did you handle it?There was a time when one of my employers faced the quitting of a manager in another country. I was asked to go fill in for him while they found a replacement and stay to train that person. I would be at least 30 days. I quickly accepted because I knew that my department couldn't function without me.57. How have you changed in the last five years?All in a nutshell. But I think I've attained a level of personal comfort in many ways and although I will change even more in the next 5-6 years I'm content with the past 6 and what has come of them.58. Explain an idea that you have had and have then implemented in practice?Often an interview guide will outline the so-called ‘STAR' approach for answering such questions; Structure the answer as a situation, task, action, and result: what the context was, what you needed to achieve, what you did, and what the outcome was as a result of your actions.59. Why should the we hire you as this position At LabCorp?This is the part where you link your skills, experience, education and your personality to the job itself. This is why you need to be utterly familiar with the job description as well as the company culture. Remember though, it's best to back them up with actual examples of say, how you are a good team player.60. What is your desired salary At LabCorp?Bad Answer: Candidates who are unable to answer the question, or give an answer that is far above market. Shows that they have not done research on the market rate, or have unreasonable expectations.Good answer: A number or range that falls within the market rate and matches their level of mastery of skills required to do the job.61. Why do you want to work At LabCorp for this organisation?Being unfamiliar with the organisation will spoil your chances with 75% of interviewers, according to one survey, so take this chance to show you have done your preparation and know the company inside and out. You will now have the chance to demonstrate that you've done your research, so reply mentioning all the positive things you have found out about the organisation and its sector etc. This means you'll have an enjoyable work environment and stability of employment etc – everything that brings out the best in you.62. Explain me about your experience working in this field At LabCorp?I am dedicated, hardworking and great team player for the common goal of the company I work with. I am fast learner and quickly adopt to fast pace and dynamic area. I am well organized, detail oriented and punctual person.63. What would your first 30, 60, or 90 days look like in this role At LabCorp?Start by explaining what you'd need to do to get ramped up. What information would you need? What parts of the company would you need to familiarize yourself with? What other employees would you want to sit down with? Next, choose a couple of areas where you think you can make meaningful contributions right away. (e.g., “I think a great starter project would be diving into your email marketing campaigns and setting up a tracking system for them.”) Sure, if you get the job, you (or your new employer) might decide there's a better starting place, but having an answer prepared will show the interviewer where you can add immediate impact-and that you're excited to get started.64. What do you think is your greatest weakness?Don't say anything that could eliminate you from consideration for the job. For instance, "I'm slow in adapting to change" is not a wise answer, since change is par for the course in most work environments. Avoid calling attention to any weakness that's one of the critical qualities the hiring manager is looking for. And don't try the old "I'm a workaholic," or "I'm a perfectionist.65. Tell me something about your family background?First, always feel proud while discussing about your family background. Just simple share the details with the things that how they influenced you to work in an airline field.66. Are you planning to continue your studies and training At LabCorp?If asked about plans for continued education, companies typically look for applicants to tie independent goals with the aims of the employer. Interviewers consistently want to see motivation to learn and improve. Continuing education shows such desires, especially when potentials display interests in academia potentially benefiting the company.Answering in terms of “I plan on continuing my studies in the technology field,” when offered a question from a technology firm makes sense. Tailor answers about continued studies specific to desired job fields. Show interest in the industry and a desire to work long-term in said industry. Keep answers short and to the point, avoiding diatribes causing candidates to appear insincere.67. Describe a typical work week for this position At LabCorp?Interviewers expect a candidate for employment to discuss what they do while they are working in detail. Before you answer, consider the position At LabCorp you are applying for and how your current or past positions relate to it. The more you can connect your past experience with the job opening, the more successful you will be at answering the questions.68. What type of work environment do you prefer?Ideally one that's similar to the environment of the company you're applying to. Be specific.69. How would you rate your communication and interpersonal skills for this job At LabCorp?These are important for support workers. But they differ from the communication skills of a CEO or a desktop support technician. Communication must be adapted to the special ways and needs of the clients. Workers must be able to not only understand and help their clients, but must project empathy and be a warm, humane presence in their lives.70. Do you have any questions for me?Good interview questions to ask interviewers at the end of the job interview include questions on the company growth or expansion, questions on personal development and training and questions on company values, staff retention and company achievements.Download Interview PDF 71. How would you motivate your team members to produce the best possible results?Trying to create competitive atmosphere, trying to motivate the team as a whole, organizing team building activities, building good relationships amongst people.72. How do you act when you encounter competition?This question is designed to see if you can rise the occasion. You want to discuss how you are the type to battle competition strongly and then you need to cite an example if possible of your past work experience where you were able to do so.73. What would you like to have accomplished by the end of your career?Think of 3 major achievements that you'd like to accomplish in your job when all is said and done - and think BIG. You want to show you expect to be a major contributor at the company. It could be creating a revolutionary new product, it could be implementing a new effective way of marketing, etc.74. What do you think we could do better or differently?This is a common one at startups. Hiring managers want to know that you not only have some background on the company, but that you're able to think critically about it and come to the table with new ideas. So, come with new ideas! What new features would you love to see? How could the company increase conversions? How could customer service be improved? You don't need to have the company's four-year strategy figured out, but do share your thoughts, and more importantly, show how your interests and expertise would lend themselves to the job.75. What features of your previous jobs have you disliked?It's easy to talk about what you liked about your job in an interview, but you need to be careful when responding to questions about the downsides of your last position. When you're asked at a job interview about what you didn't like about your previous job, try not to be too negative. You don't want the interviewer to think that you'll speak negatively about this job or the company should you eventually decide to move on after they have hired you.76. How would your friends describe you?My friends would probably say that I'm extremely persistent – I've never been afraid to keep going back until I get what I want. When I worked as a program developer, recruiting keynote speakers for a major tech conference, I got one rejection after another – this was just the nature of the job. But I really wanted the big players – so I wouldn't take no for an answer. I kept going back to them every time there was a new company on board, or some new value proposition. Eventually, many of them actually said "yes" – the program turned out to be so great that we doubled our attendees from the year before. A lot of people might have given up after the first rejection, but it's just not in my nature. If I know something is possible, I have to keep trying until I get it.77. Do you think you have enough experience At LabCorp?If you do not have the experience they need, you need to show the employer that you have the skills, qualities and knowledge that will make you equal to people with experience but not necessary the skills. It is also good to add how quick you can pick up the routine of a new job role.

Fri, 16 Jun 2023

HOW TO RESPOND TO BEHAVIORAL INTERVIEW QUESTIONS?
HOW TO RESPOND TO BEHAVIORAL INTERVIEW QUESTIONS?
A large part of what makes job interviews nerve-wracking is that you don’t know what you’re going to be asked. While you can’t know the exact question list before an interview, there are some common types of questions that interviewers often ask that you can prepare to answer, and one of these is behavioral interview questions.We’ll cover how to answer behavioral interview questions and give you some example questions and answers as well as explain what behavioral interview questions are and why interviewers ask them.HOW TO ANSWER BEHAVIORAL JOB INTERVIEW QUESTIONSLike with all interview questions, there is a right and a wrong answer — the issue with behavioral questions is that this answer can be much more difficult to figure out than with traditional interviews.While it is, as we said before, more difficult to game behavioral interview questions than traditional ones, there is still a chance that you can figure out how to answer a question correctly based on the way it’s asked.The interviewer isn’t trying to trick good people into giving “bad answers” — but they are trying to trick people with poor judgment into revealing themselves early on.In this vein, here are some big things to keep in mind if you find yourself in a behavioral job interview:Highlight your skills. Think about the sort of skills you need to demonstrate in order to be successful at the job you hope to do. These skills are typically more general than they are specific — things like leadership skills, the ability to work with a team, brilliant decision-making, the advanced use of an industry technique etc.When you’re constructing your answer, think about how to portray your actions in such a way that shows off those skills.Tell a story. Remember that you’re telling a story and that ultimately, how you tell that story matters most of all. Try to make your story flow as naturally as possible — don’t overload the interviewer with unnecessary details, or alternately, forget too many details for the story to make sense.They need to understand your answer in order to parse out your behavior. They can’t do that if they can’t understand the story you just told them — in addition to which, they might just find that a person who can’t tell a simple story is just too annoying to work with.Use the STAR method. If you’re really having trouble telling your story, remember that good old STAR method:Situation. Start by giving context. Briefly explain the time, place, and relevant characters in your story.Task. Next, tell the interviewer your role in the story, whether it was a task assigned to you or some initiative you took on your own.Action. Now comes the juicy stuff; let the hiring manager know what actions you took in response to the situation and your task. Interviewers are interested in how and why you did something just as much as what you did, so spell out your thought process when possible.This is where you showcase your skills, so try to think of actions that align well with the job you’re applying for.Result. Finally, explain the end result of your actions. Your focus should always be on what value you contributed to the company, not bragging about your personal accomplishments.Note that while the result should always be positive, some behavioral interview questions specifically ask about negative situations. In these cases, finish by discussing what you learned from the experience or how the project could have been improved.EXAMPLE BEHAVIORAL INTERVIEW QUESTIONS AND ANSWERSEssentially, a behavioral interview means being asked a bunch of open-ended questions which all have the built-in expectation that your answer will be in the form of a story.These questions are difficult to answer correctly specifically because the so-called “correct” answers are much more likely to vary compared to traditional interview questions, whose correct answers are typically more obvious and are often implied.Behavioral interviewers are likely to ask more follow-up questions than normal, while giving less of themselves away. They want to hear you talk and react to every opportunity they give you, because the more you talk, the more you reveal about yourself and your work habits.And that’s okay. The takeaway here shouldn’t be that “the hiring manager wants to trick me into talking, so I should say as little as possible.”The real trick with this kind of question is to use the opportunities you’re given to speak very carefully — don’t waste time on details that make you look bad, for example, unless those details are necessary to show how you later improved.In addition to these general techniques interviewers might use on you, here are some common questions you might be asked during a behavioral interview:Q: Tell me about a time when you had to take a leadership role on a team project.A: As a consultant at XYZ Inc., I worked with both the product and marketing teams. When the head of the marketing team suddenly quit, I was asked to step up and manage that deparment while they looked for her replacement. We were in the midst of a big social media campaign, so I quickly called toghether the marketing team and was updated on the specifics of the project.By delegating appropriately and taking over the high-level communications with affiliates, we were able to get the project out on time and under budget. After that, my boss stopped looking for a replacement and asked if I’d like to head the marketing team full time.Q: Can you share an example of a time when you disagreed with a superior?A: In my last role at ABC Corp., my manager wanted to cut costs by outsourcing some of our projects to remote contractors. I understood that it saved money, but some of those projects were client-facing, and we hadn’t developed a robust vetting process to make sure that the contractors’ work was consistent and high-quality. I brought my concerns to him, and he understood why I was worried.He explained that cost-cutting was still important, but was willing to compromise by keeping some important projects in-house. Additionally, he accepted my suggestion of using a system of checks to ensure quality and rapidly remove contractors who weren’t performing as well. Ultimately, costs were cut by over 15% and the quality of those projects didn’t suffer as a result.Q: Tell me about a time when you had to work under pressure.A: My job as lead editor for The Daily Scratch was always fast-paced, but when we upgraded our software and printing hardware nearly simultaneously, the pressure got turned up to 11. I was assigned with training staff on the new software in addition to my normal responsibilities. When we were unable to print over a long weekend while the new printing hardware was being set up, I wrote and recorded a full tutorial that answered the most frequently asked questions I’d been receiving over the previous week.With a staff of 20 writers, this really cut down on the need for one-on-one conversations and tutorials. While management was worried we wouldn’t be able to have the writers working at full capacity the following week, the tutorial was so effective that everyone got right on track without skipping a beat.Q: Can you describe a time when you had to motivate an employee?A: When I was the sales manager at Nice Company, we had a big hiring push that added six sales reps to my team in a matter of weeks. One worker in that bunch was working a sales job for the first time ever, and she had an aversion to cold calls. While her email correspondence had fantastic results, her overall numbers were suffering because she was neglecting her call targets.I sat down with her and explained that she should try to incorporate her winning writing skills into her cold calls. I suggested following her normal process for writing an email to cold calls; research the company and target and craft a message that suits them perfectly. She jumped at the idea and starting writing scripts that day. Within a couple of weeks, she was confidently making cold calls and had above-average numbers across the board.Q: Tell me about a time you made a mistake at work.A: When I landed my first internship, I was eager to stand out by going the extra mile. I was a little too ambitious, though — I took on too many assignments and offered help to too many coworkers to possibly juggle everything. When I was late with at least one task every week, my coworkers were understandably upset with me.After that experience, I created a tracking system that took into account how long each task would realistically take. This method really helped me never make promises I couldn’t keep. After that first month, I never handed in an assignment late again.MORE BEHAVIORAL INTERVIEW QUESTIONSWhat have you done in the past to prevent a situation from becoming too stressful for you or your colleagues to handle?Tell me about a situation in which you have had to adjust to changes over which you had no control. How did you handle it?What steps do you follow to study a problem before making a decision? Why?When have you had to deal with an irate customer? What did you do? How did the situation end up?Have you ever had to “sell” an idea to your co-workers? How did you do it?When have you brought an innovative idea into your team? How was it received?Tell me about a time when you had to make a decision without all the information you needed. How did you handle it?Tell me about a professional goal that you set that you did not reach. How did it make you feel?Give an example of when you had to work with someone who was difficult to get along with. How/why was this person difficult? How did you handle it? How did the relationship progress?Tell me about a project that you planned. How did your organize and schedule the tasks? Tell me about your action plan.WHAT ARE BEHAVIORAL INTERVIEW QUESTIONS?Behavioral interview questions are questions about how you’ve dealt with work situations in the past and seek to understand your character, motivations, and skills. The idea behind behavioral interview questions is that you’ll reveal how you’ll behave in the future based on your actions in the past.Unlike traditional interview questions, a hiring manager or recruiter is looking for concrete examples of various situations you’ve been in at work. As such, the best way to prepare for any and all behavioral interview questions is to have an expansive set of stories ready for your interview.A hiring manager is never going to come right out and tell you — before, during, or after the fact — whether or not your interview with them is traditional or behavioral.That’s because the difference between the two is more related to philosophy than it is necessarily technique.Often, an employer won’t even know themselves that the interview they’re conducting is behavioral rather than traditional — the deciding factors are the questions that they decide to ask, and where the interview’s focus settles on.In a nutshell, traditional interviews are focused on the future, while behavioral interviews are focused on the past.In a traditional interview, you’re asked a series of questions where you’re expected to talk about yourself and your personal qualities.Interviews in this vein tend to ask questions that are sort of psychological traps — oftentimes the facts of your answer matter less than the way you refer to and frame those facts.Moreover, if you find that you’re able to understand the underlying thing an interviewer is trying to learn about you by asking you a certain question, you might even find you’re able to game the system of the traditional interview a little bit by framing your answer in a particular way.Behavioral interviews are harder to game, because instead of asking about how you might deal with a particular situation, they focus on situations you’ve already encountered.In a behavioral interview, you probably won’t find yourself being asked about your strengths. Instead, you’ll be asked about specific problems you encountered, and you’ll have to give detailed answers about how you dealt with that problem, your thought process for coming up with your solution, and the results of implementing that solution

Fri, 16 Jun 2023

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