【Who is the #successor?】Interviewers, please consider asking these questions 20220630005
This post is under the categories of ：Something about #BusinessManagement, #Resume
Chit-chat and #KPI.
Hi. This is Emily from Taiwan,
I’m the author of Whatsyouridea1996 blog.
Please forward
this post to 3 of your friends inviting them to view.
For 【interviewers
companies’】 reference：
Please consider this:
This article is created by Emily, however,
If this is in your company, which
work department should be responsible for summarizing this [Questions the interviewers must ask when interviewing OOO ]?!
In talent hunting or job searching, the interview questions would majorly focus on awareness of core work roles and responsibilities and work execution and timely reaction ability, it involves in people, work organization development, work profession and work roles and responsibilities allocation, hence,
My answer is [CHO]
or [Human Resource Department];
Some HR Managers said [That is our
job, and we need to yearly update for this], some said [It depends on our boss’
work instruction, that is, CEO will make the decision to decide the work owner,
then we need to follow].
What’s your idea
about the answer?!
A conversation with a HR consulting firm happened at my former workplace:
We asked: Usually, what is
the difference between a Chief Operating
Officer and a Chief Strategy
Officer?!
Consultant
answered: [It depends on what the boss
needs], [it depends on the rule you’ve defined!].
I mentioned: Does your answer
mean [I don’t know], right?
(It’s the
same issue: If everything depends on how the company current rule has defined, why we need this
consultant?!)
What’s your idea about above situation?!
Please refer to : [#BusinessManagement] Selecting Consultants is like Selecting Talents：[ Please Share an Example ], Policies, What to Write?! By WHOM?!
When talking about
business management, many bosses or CEOs would say: Let [ all the departments ]
make their professional function( the above core work roles and
responsibilities ) work [proactively], however, not all the bosses or CEOs know
all the work function the departments must have, especially those non-sales and
non-products related; what to do if it is in this situation?!
Below are my
advices:
1. All the written
outcome or documents are the management tools of the departments.
2. Let the
departments’ heads report to the boss/CEO what [initiatives] they are able
to take by using these tools to make their function work in this company.
3. Because, in a company, it
needs work organization chart and job description and do work performance
review accordingly, it is [Human Resource Department] to be responsible for
summarizing above 1 and 2.
4.In above 1 and
2, there is big space allowing all the managers to define their own jobs,
hence, if there are manager saying all they can do is 100% passively waiting for others completing jobs before they start to work, it may be a warning sign saying this
manager's work responsibility awareness is less than average.
E. g: There are CEOs A and B, A is always
complimenting their CFO taking initiatives and aggressively supporting them
doing planning and works by using numbers and has solved lots of problems. B envies
A’s situation a lot because B’s CFO said all their finance and accounting can
do is monthly closing and finance reporting, however, if others won’t support
what the CFO needs, the work result will
delay or cause information error, this CFO is also suffering these work
difficulties.
What’s your
idea about above conversation?!
For job searchers’ reference:
Work interviewers may not ask below questions,
however, you can consider sharing your point of view proactively:
To attract opportunities
of being hired: Because interviewers’ purpose is to hire someone more
experienced to support something they have not had currently.
There may be risk: It is
also possible you are overqualified than the hiring managers or higher than
what they need causing not being considered.
Other possibility: ”Risk”
may change into “opportunity” because of your lower expected salary.
Advice: To attend an
interview is to increase work interview experience; be well-prepared, observe,
take action at right timing. Let go after completing one interview, don’t think
about it.
These questions are for recruiting and interviewing
candidates for 【experienced people managers】 work role, they also
can be utilized for interview questions development for other work scopes. These
questions came from my observation and work interaction with people in work
environments.
In fact,...work interview is to know whether the
candidates can achieve work KPI
in the future, or, to prevent unpleasant things from happening in the future.
Do you agree with me?!
【Gratitude】
Every time when we
have HR related discussion, I would like to thank my former employer, Mr. and
Mrs. Lu, owners of #HIMInternationalMusicGroup again for their recognizing my
work contribution and hiring HR work masters for training my work skill to expand
my career scope, my interesting multitasking work journey started from that
work environment. I started from resume screening and candidates interview,
more than that, our work culture was like our bosses names, finance record
transparency( Ching, means clear ) and treat employees well ( Ci’, means
kindness ), at that work period I realized, in the world, there truly are bosses whose persistence is the same as what is
taught by the books, I’ve learned a lot. Thank Mr. and Mrs. Lu.
- There are no advised
answers for questions raised in this article, and, ideal answers may vary from
cultures and nationalities; hiring cost is not
considered here.
- Some questions apply to interviews with
external candidates, for internal work
promotions or expatriate work candidates assessment purpose.
- Some
work issues are very important, however, hiring managers forget to talk about it in work interview knowing idea from
candidates.
- Candidates may
need more internal information before answering these questions.
- Now, if you feel this article is useful to you and would like to 「save」 it for your reference for hiring process work in the future, please click here and sponsor my sharing💰😍😁
Let’s exchange
idea.
Let’s exchange
idea.
Let’s exchange
idea.
【Questions】
A.Hiring：Work successors,
people who manage the entire company, specific market or country etc.
Expectation：Consider good
employees as an asset. Confidence, leadership, communication, commitment(
having courage to replace people and also able to manage the lost of talents
immediately)
(1)How will you deal with people who report to you and they are so excellent
and make you feel uneasy, they directly disobey or not listening to your work
instruction?
(2)There were 3
executive vice presidents doing
self-recommendation to a CEO work
role of our subsidiary in country T. They do their current jobs
amazingly good, however, they have less comprehensive management work
capability. If you are hired as our CEO of T country, your work experience may not be so persuasive to manage them in their
work field in the beginning, and there are also things like question (1) not resolved
yet. How will you deal with it?!
B. Hiring：Team leaders
Expectation：Effective
leadership, learning and reflection.
(1)
Sales mission related leader roles：There is
big possibility that Country P will not achieve sales target at 2nd
half of this year, and it will cause negative impact on profitability of our
European region. Besides reminding them achieving goal, what else you will do to enhance their business work result? Please
let us know your idea and how you know it
will work out?
(2)
Product Development or Research Development or Executive Chef：
- How do you ensure your product/research/menu development/designing work results
would match customers’ need and not only bring us profitability but align with
the business image and culture?!
- How to control your work development progress and timeline?! How is the
workforce arrangement?!
- How did you
achieve its goal in the past?!
(3)Asia CFO/Group Chief Accounting Officer:
There are 36
subsidiaries worldwide, including retailing those have direct owned stores 1,000 employees and manufacturing 25,000 employees; all the companies have
these departments: Accounting, Treasury, Finance Analysis, Sales Analysis,
Country Manager Office and Assistant of the Department, they are all doing reporting
and numbers calculating works for weekly and monthly business performance review
meetings.
- In your
understanding, please explain the work difference among Group CFO, Group Chief
Accounting Officer, Asia CFO and Country Finance Head, 4 work roles, about
their work roles and responsibilities,
finance reports preparation
and assisting the Presidents/at all
levels to achieve business goals.
- One of the
subsidiaries is booking fake number in accounting, however, your superior doesn’t want you
to report this information, and, this person doesn’t want to explain any reason
for anything. How you will deal with this situation?!
- Currently, our
system workflow is complete and good, however, we would like to simplify all
reporting works and make them more concise; please explain how you will achieve
below work goals:
i.
Every Monday,
CXOs in HQ would like to receive e-message about group actual sales result of last week and the forecasted number
of current month/quarterly/yearly.
ii.
All the companies need to submit
actual sales number of last
month by Day 3rd every month; currently, it is 25th.
- Accounting
needs to check all actual results’ accuracy of all current business review
reports and to simplify all the reports and make them more concise, calculating
duplicated work investment and involved number of employees, and, other
departments are able to utilize that information Accounting is already preparing
periodically.
- Usually, what
kind of internal work services Accounting is able to provide proactively?! How?
Your related work achievements in the past? Your weakness in the past?!
- What is your
ideal financial status reporting and reports, and how you would like to hold these
meeting?!
(4)
Brand Management Leaders：This
company has established for 30 years, and, we’ve done a research in 200 work
interviewees of this year and known that no one has heard of our brand name or
company name. We’ve invested TWD30 million for TV commercials last year, please
watch this. In this situation, in next 12 months,
- What you will
do to increase brand exposure and let everyone know our brand?
- And, what you will do to
ensure your action will help us achieve brand awareness target?
You only have TWD3 million budget limit for this task.
(5)
Legal(or Auditing) Leaders or team members：Besides
compliance test and compliance work itself, reviewing contracts and conducting
auditing works,
- How Legal (or Auditing) department to take the work initiative to provide other work value to the company?!
- And, how can we
measure these work value in numbers?! Please explain similar work practice.
(6)
HR Leaders or members：
- I(CEO) would like to build up or acquire a RD center in one of the Asia countries; among HQ, Asia and other subsidiaries, what I need to pay more attention accordingly?!
Please let us know how to define HR work KPI?
- In recruiting, what you would do if work candidates have passed all the
interviews but their salary expectation exceeds our hiring budget limit?!
- How you would like to describe you or HR team members’ work attitude is
neutral when you are defining other employees’ salary?! Especially toward those
who get higher pay rate, their actual salary is much higher than others,
however, to compare their work background and experience, it should not be
higher than yours, will you feel unhappy about that? Why or why not?!
- What you will do if the new-hired employee has already received our
offering letter but former employee of this work role would like to withdraw
his/her resignation request? We hope no one feels unhappy in all the work
procedures, and our company reputation is well protected.
(7)
Customer Service Leaders：Regarding
customers complaints,
- How you will deal with it to make customers feel the rights of consumers
are protected and at the same time, it causes no harm to our company image?
- Which kind of customers’
complaint you would consider the company’s apology to the customers is a must?
Why? Please share your work experience. Thank you.
(8) Global Chief Procurement Officer：Group supply chain management, work scope involving 5 countries across America and Asia, number of team members is 100+
- Per your management mechanism, how do you ensure and convince others
that there is no possibility of procurement fraud in you and the team you
manage?!
- Per your ideal work model, how your procurement team can do to avoid our
payment amount increase due to foreign currency exchange rate change?!
- In order to reach our goal of fully implementing the Green Purchasing
Policy(environmental and human rights protection), please choose one in below
options to find the right supplier(s) and explain your idea：
(1)
Choose Y,
8-year work partners with us, this will increase 3% purchase cost of this
material.
Y got A++ in every year suppliers assessment ( highest: A+++; lowest: C).
(2)
To replace Y
with qualified new K and G,
purchasing cost won’t increase due to green purchasing, but we need to pay to Y
for contract termination fees USD30 million =( total Y supplying amount in past
5 years)/5.
(3)
Other idea.
(9) Interviewing 1 #ChiefStrategyOfficer candidate and 1 #ChiefInvestmentOfficer at the same time:
- In our company’s
point of view, some the work objectives of CSO and CIO are the same, such as assisting the company to seek for right business development
work partners, and it is possible to expand our business scope by acquiring
other companies, co-working as a joint ventures or just doing some kind of
investment etc.
(1)Do you agree this point of view? Why?
(2)What’s your idea about the major difference and similarity in the work
objectives of a CSO and a CIO?
(3)If our company only wants to hire 1 of you, choosing between CSO and CIO,
according to above (2), how will you improve your weakness of the difference?!
- We believe you’ve already read our announced information of this company.
This month, October, 2022, our company is facing the challenge of global climate change, political and epidemic issues and
recent economic impact, our investment intent has become more conservative.
Now, our company has a specific amount of fund and would like to choose between
2 investment options, please share you advice or opinion, and please be concise
about how you will obtain required and relevant data for reference and your
purpose of using it:
(1)
To relocate our
factory to another country, A or B.
(2)
To acquire OOO
to make up the insufficiency of this Group.
(3)
Choose 1
between above 2 options, we need to make the decision within 65 working days.
- Please share past work experience with 1 real case at least regarding
below situation:
(1)
You disagreed with
a decision you former company would like to make, finally, the fact supported
your opinion. Why and what was that?
(2)
You proposed a
business cooperation or investment, and it was completely conducted, however,
the outcome of the business cooperation or investment performance was
successful or failed. Why?!
- In business partnership or investment related things, besides signing
contracts or conducting legal required actions and doing due diligence etc.,
please share the way you see people or the obtained information, how you know
they are reliable or not?!
(10) All people
managers：Our company would like to offer free training program to our employees
to reinforce their work skills. However, your team members don’t like to attend
this kind of activities, because, they think the company will create more
workload to them in the future due to their better work skill. How you will
respond to these kinds of questions?
(11) All people
managers：Fresh graduates would like to consult to you about work advice. What
kind of things/attitude
- You would like to share with them and hope they would like to learn from
you? Please share related work example.
- You don’t want
them to learn from you. Please share related work
example.
Above are those interesting questions I usually discuss with work
candidates.
- Hi, hiring managers, are there any important things at work you’ve
considered to talk to candidates in the beginning but forgot to do so?
- Hi to all, do you think it is required to analyze and know major leave
reasons of all the former employees and work satisfaction investigation results,
listing all the significant topics into interview
assessment form as a kind of reminders for interviewers to know candidates’
idea about those issues in order to know what may make them unhappy and want to
resign?
- Hi, Candidates, would you like to prepare answers for these questions??
- Hi, Headhunters firms, would like to advise your hiring -side clients to
consider these questions?
What else do you want to know?
Please send the job description to me：whatsyouridea1996@gmail.com
Subject：1.Work
title: 「 」;
2.What interviewers need to ask?!
Please click below once you found this sentence↓
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Wishing you good health, peace and happiness and abundance.
Today, this music I would like to share is by Dancing King of Taiwan,
#ShowLo . It’s Jīng wǔ mén ( or Dance Gate ), published by #AvexTaiwan
Let’s dance! 💃
Source :https://www.youtube.com/watch?v=3WAgjt-cDQg
#whatsyouridea1996 #whatsyouridea
#Interview #JobDescription #Successor
#HQ #Subsidiary #KPI #CEO #ProductDevelopment
#ResearchandDevelopment #HR
#Legal #Audit #ComplianceTest #Brand
#CFO #CustomerService #Asia #Europe #Chef
I’m grateful for these sources
#Pinterest, #PixLr, #Illustrations, #Pixabay, #Google,
#YouTube, #Blogger, #Meta, #Line, #FollowIt
