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Published - Wed, 07 Dec 2022

Teradata Interview Questions and Answers

Teradata Interview Questions and Answers

A list of top frequently asked Teradata Interview Questions and Answers are given below.

1) What is Teradata? What are some primary characteristics of Teradata?

Teradata is an RDBMS (Relational database management system) which is perfect to use with large-scale data warehousing application. It works on the parallelism concept. It is an open system. It can run on Windows/ UNIX/ Linux server platform. Teradata provides support to multiple data warehouse operations at the same time to different clients.

It is developed by an American IT firm called Teradata corporation. It is a dealer of analytic data platforms, applications, and other related services.

Characteristics of Teradata

It is compatible with the American National Standards Institute (ANSI).
  • It acts in a way as a server does.
  • It is an open system.
  • It is single.
  • It has multi-node running capabilities.
  • It is built on parallelism.

2) What are the different table types supported by Teradata?

There are four types of tables as per data storage in Teradata:

  • Permanent table
  • Global Temporary Table (GTT)
  • Volatile table
  • Derived table

Permanent Table

These are the Default table types in Teradata. Some of its characteristics are as follows.

  • As its name suggests these tables remains in the system until it is dropped.
  • Data is stored in a stable space.
  • The permanent table definition is stored in the data dictionary.

Global Temporary Tables

Global Temporary tables are also another kind of permanent tables. These tables are used to store the globally used values throughout the application, and the lifetime is limited to the user session. Once the user session is over, the table will be dropped.

  • The global temporary table definition is stored in the data dictionary
  • Data is stored in temporary space
  • Collect statistics supported.

Volatile Tables

Volatile tables are used to store the user session data only. At the end of a particular user session, the table will drop. Volatile tables are essential to store in-between data during data transmission or in complex calculations.

Derived Tables

Derived tables have the smallest lifetime among all the tables. These tables hold the intermediate results during the query execution. These tables are created, used and dropped within a query.


3) What is the difference between Teradata and Oracle?

The Teradata and Oracle both are the Relational database management systems. However, Oracle supports an Object-Relational Database Management System (ORDBMS).

Let's check out some differences between Teradata and Oracle based on the following parameters.

Architecture

Oracle is Shared Everything Architecture whereas Teradata is Shared Nothing (SN) Architecture.

Here the term Shared architecture is referred to a multiprocessor database management system where memory and disk storage is shared between the processors.

Parallelism

Oracle has conditional parallelism whereas Teradata has unconditional parallelism. It gives Teradata advantage over OLAP, which results in the exceptional performance than a non-parallel system. Parallelism needs a multi-processor system.

Scalability

Scalability contains several aspects of an IT infrastructure such as data handling ( Increases in Data and transactional volume) as well as the increase in multidimensional data, number of users, query complexity, etc.

Teradata is Linearly Scalable. Linearly scalable means the database capacity can be increased by adding more nodes to the infrastructure, and when the data volume increases, performance is not affected.


4) What are the Updated features of Teradata?

Some of its newly developed features are as follows.

  • Automated temporal analytics.
  • JavaScript object Notation
  • Teradata QueryGrid
  • XML Data Type
  • Performance
  • Data Compression
  • Customer associated innovation like Teradata viewpoint.

5) What is the Multi-insert?

Inserting data records into the table using more than one insert statements are referred to as Multi-insert. We can achieve it by putting a semicolon in front of the keyword INSERT in the next statement rather than terminating the first statement with a semicolon.

Insert into Cname "select * from customer";

Insert into amount "select * from customer";


6) What is BTEQ utility in Teradata?

BTEQ utility is the most powerful utility in Teradata. It is useful for both batch and interactive mode. It can also be used to run any DDL statement, DML statement, Create macros, and stored procedures. One another important use of BTEQ Is to import data into Teradata tables from a flat-file. It is also useful for extracting data from tables into files or reports.


7) What are some commonly used BTEQ scripts?

Some commonly used BTEQ scripts are as follows.

  • LOGON: It is used to log into the Teradata system.
  • ACTIVITYCOUNT: It returns the number of rows affected by the most recently used query.
  • ERRORCODE: It returns the status code of the most recently used query.
  • DATABASE: It sets the default database.
  • LABEL: It assigns a label to a set of SQL commands.
  • RUN FILE: It executes the query contained in a file.
  • GOTO: It transfers control to a label.
  • LOGOFF: It logs off from the database and terminates all sessions.
  • IMPORT: it specifies the input file path.
  • EXPORT: It specifies the output file path and initiates the export.

8) What is the difference between fastload and multiload? Which one is faster?

Fastload uses multiple sessions to rapidly load a large amount of data on an empty table, while Multiload is used for high-volume maintenance on tables and views. Multiload works with non-empty tables also. Multiload can use a maximum of five tables.

If we talk about the faster one, then Fastload is faster than multi-load.


9) What is the difference between Teradata and basic RDBMS?

TeradataBasic RDBMS
It has a large number of different destinationsBasic RDBMS has a lack of various destinations.
Source operation is allowed in Teradata.It is not necessary that source operation is always allowed in basic RDBMS.
Components can be reused for any number of times.Reusability of components is limited.
Debugging is easy in Teradata.Debugging is complicated.

10) Explain AMP in Teradata?

AMP is an integral part of Teradata Architecture. The term AMP stands for Access module Processor. It stores the data on the disks. AMP is a part of the following activities.

  • It manages a portion of the database
  • It maintains a part of each table.
  • It accomplishes all the tasks associated with generating result set such as sort, join, and aggregation.
  • It performs space and lock management.

11) What is SMP and MPP platforms?

SMP technology is related to hardware. The hardware that supports Teradata database software is based on SMP (Symmetric multiprocessing) technology. The hardware can be combined with a communications network that connects the SMP systems to form MSP (Massively Parallel Processing) systems.


12) Explain some differences between MPP and SMP?

MPP

  • MPP (Massively Parallel Processing) is a Computer system which is attached to many independent arithmetic units or entire microprocessors that run in parallel.
  • Databases can be expanded by adding additional CPUs.
  • An MPP environment does not share resources among physical computers, so the performance in MPP environment is improved.
  • Performance of an MPP system is linear, so it increases in proportion to the number of nodes.

SMP

  • In an SMP (Symmetric Multi-Processing) processing system, the CPU shares the same memory. So the result code running in one system may affect the memory used by another.
  • SMP databases usually use one CPU to perform database searches.
  • The workload for a parallel task is allocated across the processors in the system.
  • SMP databases can run on several servers. However, they will share another resource.

13) Did You Write Stored Procedures In Teradata?

No, because the stored procedures become a particular AMP operation and no company will encourage that.


14) What Is the Use of having Index on Table?

Index table facilitates with the faster and efficient search of the record.


15) How to find duplicates in a Table?

To find the duplicates in a table, Group by those fields and select id, count(*) from table group by id having count (*) > 1.


16) Why managing the data is important?

Data is the ultimate source of deriving useful information. With data, many important tasks such as business management, problem formulation, decision making, and many other valuable tasks can be accomplished easily. When the data is not managed, then there are substantial chances that the user will get the errors. A well-managed data always allows users to save time, and to analyze things easily. There are a lot of other reasons as well due to which data management is important.


17) What exactly do you know about Catching in Teradata?

It is an add-on feature in Teradata which let the users to share the cache easily with all the applications because it works closely with the source and even let the users mound the outcomes in the manner they are comfortable with. This approach saves time when the data is complex and contain so many errors associated with them.


18) How you will check the version of Teradata?

It can be checked with the following command

".SHOW VERSION".


19) Explain the Parallel Data Extension in Teradata?

PDE is a software interface layer that lies between the Teradata Database and operating system. PDE supports the parallelism through system nodes. It contributes to Teradata Database speed and linear scalability. Many utilities like diagnostic and troubleshooting work at the PDE level.

PDE tools are a collection of PDE utilities that come with Teradata Database. They are not listed in Utilities because PDE tools have online documentation accessible from a system console using the "pdehelp" and "man" commands.


20) What is the use of FALLBACK?

FALLBACK is a unique feature used by Teradata to handle AMP failures. It protects data in case of AMP vproc failure. Fallback is very useful for the application that requires high availability.

Fall back is automatic; it is enabled by default when you deploy a Teradata database. The fallback setting can't be overridden during or after table creation. Fallback is transparent; it protects data by storing a second copy of each row of a table on any other AMP in the same cluster. Fallback facilitates with AMP fault tolerance at the table level.


21) What is Database exceptions in Teradata?

Teradata Database deals with the same features that come with an on-premises Teradata Database system with the following exceptions:

  • Teradata database data block read-ahead count is only 15 data blocks.
  • Teradata database has a default PERM DB size for permanent tables is 254 sectors.
  • Teradata database has a default WORK DB size for temporary tables is 254 sectors, sometimes referred to as SPOOL DB size.
  • In Teradata, one single transaction can consume 100% of FSG cache.

Teradata Database 16.10 does not support Multiple Hash Maps feature in the public cloud.


22) List out Teradata data types?

The list of some basic datatypes in Teradata is as follows.

Data TypesLength (Bytes)Range of values
BYTEINT1-128 to +127
SMALLINT2-32768 to +32767
INTEGER4-2,147,483,648 to +2147,483,647
BIGINT8-9,233,372,036,854,775,80 8 to +9,233,372,036,854,775,8 07
DECIMAL1-16
NUMERIC1-16
FLOAT8IEEE format
CHARFixed Format1-64,000
VARCHARVariable1-64,000
DATE4YYYYYMMDD
TIME6 or 8HHMMSS.nnnnnn+HHMM or HHMMSS.nnnnnn
CHARFixed Format1-64,000
TIMESTAMP10 or 12YYMMDDHHMMSS.nnnnnn +HHMM or YYMMDDHHMMSS.nnnnnn

23) Describe Primary index in Teradata. And what are the available primary index types?

The technique to specify where the data exist in the Teradata is called primary index. Each table should contain a primary index specified, if not, Teradata will assign a primary index for the table. The main index provides faster data access and search.

There are two types of primary indexes in Teradata:

  • Unique Primary Index(UPI)
  • Non-Unique Primary Index(NUPI)

24) Why is the CASE Expression used in Teradata?

CASE Expression is used to evaluate each case against a specific condition and returns the result based on the first match. When there is no case that will match condition, then else part will return.

The basic syntax of a CASE expression is as follows:

  1. CASE   
  2. WHEN  THEN result-1   
  3. WHEN  THEN result-2  
  4. ELSE   
  5. Result-n   
  6. END  

25) What are the Joins in Teradata and How many types of Joins are there in Teradata?

Joins combine the record from more than one table using common columns or value.

There are seven types of joins associated with Teradata.

Inner Join

Inner joins combine the records from multiple tables and returns the value set that is common in both tables.

Left Outer Join

Left outer join returns all the records in the left table and only common records from the right table.

Right Outer Join

Right outer join returns all the records in the right table and only common records from the left table.

Full Outer Join

It is a combination of Left Outer Join and Right Outer Join. It returns both common and distinct records from both the tables.

Self-Join

Self-join compares the value in a column with the other values in the same column of the table.

Cross Join

Cross join joins every row from the left table to every row in the right table.

Cartesian Production Join

It works the same as cross join.


26) What is called Partitioned Primary Index (PPI) and discuss the advantages of using it in a query?

Partitioned Primary Index (PPI) is an indexing technique that allows for improving the performance of specific queries. Partitioned Primary Index (PPI) is defined within a table, and rows are sorted according to their partition number. Their row hash arranges records.

Advantages of Partitioned Primary Index (PPI):

  • PPI helps to avoid a full table scan and only required partitions are accessed.
  • PPI avoids using the secondary index, and it helps to prevent additional I/O maintenance.
  • PPI allows Quick access to the subset of a large table.
  • PPI facilitates with easy to drop old data and add new data.

27) Define Views in Teradata with syntax.

Database objects that are built using queries on tables are termed as views. The definition of view is stored permanently in the data definition. Data for the view is a dynamic process at the execution time.

Syntax

  1. CREATE/REPLACE VIEW   
  2. AS   
  3. ;  

28) Describe the set operators in Teradata.

Set operators are used to batch the result from multiple SELECT statements. Set operator is different from joins because joins batch the columns in multiple tables, but set operators batch multiple rows.

Given below are the four Set operators in Teradata:

  • UNION
  • UNION ALL
  • INTERSECT
  • MINUS/EXCEPT

29) What is Upsert statement in Teradata?

In Teradata, we can combine the update and insert statement into a single statement. It is called an Upsert statement.


30) What are the String Manipulation operators and functions associated with Teradata?

Teradata String functions are used for string manipulation. It concatenates strings and creates a single string. It also supports some standard string functions along with the Teradata extension to those functions.

  • SUBSTR: It is used to extract only a portion of the long string depends on Teradata extension.
  • SUBSTRING: It is used to extract only a portion of the long string depends on the ANSI extension.
  • INDEX: It is used to locate a specific position of a character string depends on the Teradata extension.
  • POSITION: It is used to locate a specific position of a character string depends on the ANSI extension.
  • TRIM: It trims blank from the specified string.
  • UPPER: It converts the string to uppercase.
  • LOWER: It converts the string to lowercase.

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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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