Whatsyouridea1996 您說呢?!: 【#BusinessManagement ; Who is the #successor?】Interviewers, please consider asking these questions 20220630001

Thursday, May 18, 2023

【#BusinessManagement ; Who is the #successor?】Interviewers, please consider asking these questions 20220630001

【Who is the #successor?】Interviewers, please consider asking these questions 20220630001v4

This post is under the categories of ：Something about #BusinessManagement, #Resume Chit-chat and #KPI. Please also click these tab and view articles.

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 ]

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.

【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 2^nd 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 3^rd every month; currently, it is 25^th.

- 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?!

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