How to deal with HR round
Most challenging work.
"Sometimes, I don't have a very good attention to detail. While that's
good because it lets me execute quickly, it also means that I sometimes make careless
mistakes. Because of that, I make sure to always have someone else double check my
work."
U need to ask from HR:
Questions can be divided into three different categories.
Genuine Questions
These are the questions you actually want to know the answers to. Here are a few ideas
of questions that are valuable to many candidates:
1. "How much of your day do you spend coding?"
2. "How many meetings do you have every week?"
3. "What is the ratio of testers to developers to program managers? What is the interaction
like? How does project planning happen on the team?"
Candidate #2:"l implemented the file system, which was considered one of the most
challenging components because..."
I can go into more details if
you'd like.
The S.A.R. approach means that you start off outlining the situation, then explaining the
actions you took, and lastly, describing the result.
Example: "Tell me about a challenging interaction with a teammate."
• Situation: On my operating systems project, I was assigned to work with three other
people. While two were great, the third team member didn't contribute much. He
stayed quiet during meetings, rarely chipped in during email discussions, and struggled
to complete his components.
• Action: One day after class, I pulled him aside to speak about the course and then
moved the discussion into talking about the project. I asked him open-ended questions
about how he felt it was going and which components he was most excited
about tackling. He suggested all the easiest components, and yet offered to do the
write-up. I realized then that he wasn't lazy—he was actually just really confused
about the project and lacked confidence. I worked with him after that to break down
the components into smaller pieces, and I made sure to compliment him a lot on his
work to boost his confidence.
• Result: He was still the weakest member of the team, but he got a lot better. He was
able to finish all his work on time, and he contributed more in discussions. We were
happy to work with him on a future project.
"Sometimes, I don't have a very good attention to detail. While that's
good because it lets me execute quickly, it also means that I sometimes make careless
mistakes. Because of that, I make sure to always have someone else double check my
work."
U need to ask from HR:
Questions can be divided into three different categories.
Genuine Questions
These are the questions you actually want to know the answers to. Here are a few ideas
of questions that are valuable to many candidates:
1. "How much of your day do you spend coding?"
2. "How many meetings do you have every week?"
3. "What is the ratio of testers to developers to program managers? What is the interaction
like? How does project planning happen on the team?"
Candidate #2:"l implemented the file system, which was considered one of the most
challenging components because..."
I can go into more details if
you'd like.
The S.A.R. approach means that you start off outlining the situation, then explaining the
actions you took, and lastly, describing the result.
Example: "Tell me about a challenging interaction with a teammate."
• Situation: On my operating systems project, I was assigned to work with three other
people. While two were great, the third team member didn't contribute much. He
stayed quiet during meetings, rarely chipped in during email discussions, and struggled
to complete his components.
• Action: One day after class, I pulled him aside to speak about the course and then
moved the discussion into talking about the project. I asked him open-ended questions
about how he felt it was going and which components he was most excited
about tackling. He suggested all the easiest components, and yet offered to do the
write-up. I realized then that he wasn't lazy—he was actually just really confused
about the project and lacked confidence. I worked with him after that to break down
the components into smaller pieces, and I made sure to compliment him a lot on his
work to boost his confidence.
• Result: He was still the weakest member of the team, but he got a lot better. He was
able to finish all his work on time, and he contributed more in discussions. We were
happy to work with him on a future project.
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