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Re: [北美] 行為型問題徵集

看板Oversea_Job標題Re: [北美] 行為型問題徵集作者
yschen25
(卡)
時間推噓19 推:19 噓:0 →:38

我自己在準備 behavior questions 的時候,
會把題目按照不同類型分類,
這樣你在回答的時候,知道某種情況的問題大致是可以回答哪一種答案。

再來列下各別問題的答案,但這裡要注意的是
面試官問的問題,其實是隱含他想知道的事情,比如說這題 :

"Tell me about a time you failed. How did you deal with the situation?"

面試官其實是想知道 :
* 你是否願意承擔責任,不是找藉口或是責怪別人,而是從錯誤中學習,
並且利用此經驗在下一次處理事情上。


這邊回答的技巧是 :
* 不要說自己從沒失敗過
* 簡短的舉出實例說明
* 但不能是頻繁發生的問題 (會顯示你很粗心,沒學到教訓),或是很嚴重比如損失好幾萬的訂單 (講了應該會不敢用你)
* 不要找藉口,不要抱怨,不要把錯怪在別人身上
* 顯示出你從這件事學到什麼,怎麼避免下次再發生

回答範例可以按照 Situation, Action, Result 去回答

Situation (情況): I was managing a project for one of our biggest clients in
my previous company, and I was so eager to please them that I told them we
could finish the project within 2 weeks. I thought this was doable, but it
ended up taking 3 weeks and they were not happy. Looking back, I realized I
should have been more conservative in my estimate to the client. I realized
that a client isn't going to be upset if you're clear about the timeline in
advance, but they are going to be disappointed if you promise something and
then don't deliver.

Action (行動): So I took this experience and used it to become much better atmanaging the expectations of clients during projects I oversee

Result (結果): on the next project with a different client, I told them it'd
take 4 weeks and we finished in 3. They were very happy about this.

別人問問題的時候,也不一定要直接回答,可以先反問對方,
釐清說對方想問這個問題的用意,而且這樣也有更多互動,
顯示出你是會去思考問題的人,而不是只會回答。

比如說對方問 : Do you think you are a good developer?

你可以反問說 : How do you define the definition of good?
The developer who can write the good code? Or they have good communication
skills?

上面的 SAT 只是個大綱,不需要把答案背起來,知道怎麼講就好。
在面試過程中可以把對方當成未來同事來看,
不把對方當陌生人回答的很正經拘謹 (當然也不是說要搞笑的意思),
是彼此之前有溝通和交流,讓對方覺得跟你當同事會很不錯;

然後有些問題可能會問到不好回答的點,
比如說工作之間為什麼會有 gap,這種先想好答案比較不會慌亂,
如果答案是有點負面的,稍微修飾一下會比較好。


那我自己是這樣分類,你也可以建立自己的專屬分類

1.自身相關問題
(1) Why do you want to work in the xxx country?
(2) What do you want to earn from this job?
(3) ...Some other related questions about your resume.


2. 衝突處理
(1) Describe a time when your boss was wrong. How did you handle the
situation?


3. 壓力處理
(1) Tell me about a time you were under a lot of pressure. What was going on,and how did you get through it?
(2) How do you deal with pressure or stressful situations?
(3) Tell me about how you worked effectively under pressure.
How did you handle meeting a tight deadline?


4. 環境適應
(1) How well do you handle change?
(2) Tell me about a challenge or conflict you’ve faced at work and how you
dealt with it.


5. 工作倫理
(1) What do you like most and least about your current job?


6. 失敗處理
(1) Tell me about a time you failed. How did you deal with the situation?
(2) Have you ever made a mistake? How did you handle it?


7. 組內合作
(1) Tell me about a time you disagreed with a decision. What did you do?
(2) What do you do if you disagree with your boss?
(3) Describe a time when you struggled to build a relationship with someone
important. How did you eventually overcome that?


8. 面對挑戰
(1) Give an example of a goal you reached and tell me how you achieved it.
(2) At your current job, what are you most proud of?


9. 做決定
(1) Did you ever make a risky decision? Why? How did you handle it?
(2) Did you ever postpone making a decision? Why?
(3) Describe a decision you made that wasn’t popular and how you handled
implementing it.


10. 其他
(1) How would your former boss describe you?


我有用 HackMD 針對 behavior questions 系列做整理,
包括 What They Want to Know && tips 可以參考看看,希望多少幫到你 :D
裡面也有一些工程師給予回饋,有興趣的話也可以參與共筆
https://tinyurl.com/yschen25-behavior-questions

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※ 編輯: yschen25 (82.25.26.57 英國), 07/13/2022 05:54:02 ※ 編輯: yschen25 (82.25.26.57 英國), 07/13/2022 05:54:37

belindazo07/13 06:22好詳盡!謝謝分享!

sam959507/13 08:21

a1wyzz07/13 08:52

timmerix07/13 09:33感謝分享

umum2907/13 09:56很不錯的問題集 基本上只要能回答大概HR那關都沒問題

colivia07/13 14:52

junior7103307/13 22:31

daefirts07/13 23:40

cass07/13 23:55感謝回覆。我已經面試過了,他們有問我像是失敗的經驗和有

cass07/13 23:55沒有為了專案很辛苦工作結果卻不盡人意之類的問題。我沒有

cass07/13 23:55回答的很好,不過他們也沒有追問下去。感覺好像只是走個流

cass07/13 23:55程。

cass07/13 23:57他們還有問我你會怎描述你的主管,這倒是打我個措手不及

CoNsTaR07/14 00:13其實還是覺得不要把 BQ 當作 situational questions 來回

CoNsTaR07/14 00:13答比較好...

CoNsTaR07/14 00:52個人認為不論哪個 BQ 問題,重點都不在那個問題字面上的

CoNsTaR07/14 00:52問題本身

CoNsTaR07/14 00:52以 tell me a time you failed. how did you deal with t

CoNsTaR07/14 00:52he situation 這個問題為例,其實根本沒有人在乎到底你

CoNsTaR07/14 00:53當時處理的問題是什麼,你為什麼 failed 或你從中學到了

CoNsTaR07/14 00:53什麼

CoNsTaR07/14 00:53反而會讓他們耳朵會打開的東西是:當時的情況如何(例如

CoNsTaR07/14 00:53當時 client 緊不緊急,能夠承受的風險有多少 etc),你

CoNsTaR07/14 00:53當時評估需要的時間所注意到的事(例如當時有一個新的 te

CoNsTaR07/14 00:53am member,他的狀況如何,或是其中某個技能可能 new to

CoNsTaR07/14 00:53 某個 team member etc),你當時對於你的評估把握有多

CoNsTaR07/14 00:53少(例如很有把握,就算無法如期也能如何如何 etc)等等

CoNsTaR07/14 00:53

CoNsTaR07/14 00:53那些失敗的原因啊什麼的其實都只是整個故事的 filler 而

CoNsTaR07/14 00:53已,真正的重點其實是展示你實際上能承擔多少事和在處理

CoNsTaR07/14 00:53事情上有多少經驗

CoNsTaR07/14 01:01因為你每提到一個像是上面例子舉的東西,其實就代表你知

CoNsTaR07/14 01:01道 in that case 你要怎麼 behave,所以這樣一定比寫故

CoNsTaR07/14 01:01事創造完美人格(很多人會拘泥於這個)有用很多

CoNsTaR07/14 01:13再以原原 Po 提的問題,你會怎麼描述你的主管為例

CoNsTaR07/14 01:13重點就會放在你理不理解主管和下屬之間運作的關係上,例

CoNsTaR07/14 01:13如他是一個怎樣的人,因為他給的 feedback 通常都如何如

CoNsTaR07/14 01:13何,這如何幫助你的 team 在哪些事情上如何如何,他也怎

CoNsTaR07/14 01:13樣怎樣,因為他都會怎樣怎樣,這怎樣讓你們 team 的氣氛/

CoNsTaR07/14 01:13效率/whatever 怎麼樣

CoNsTaR07/14 01:17因為一個不理解主管和下屬之間運作關係的人(可能沒當過

CoNsTaR07/14 01:17主管或沒當過下屬),一定不會有這些經驗,要是你有這些

CoNsTaR07/14 01:17經驗,那就代表你知道身為一個員工你該怎麼 behave,或是

CoNsTaR07/14 01:17身為一個主管你該怎麼 behave

CoNsTaR07/14 01:17其實主要的重點就是不論問題是什麼,反正就盡可能地把你

CoNsTaR07/14 01:17相關的經驗塞進你的回答裡就對了

CoNsTaR07/14 01:20其他的東西,例如特意著墨在你的 work ethic 什麼的,其

CoNsTaR07/14 01:20實都不是很重要

cass07/14 09:38謝謝解答。他們來信約跟另一個遊戲團隊的人見面,所以我應

cass07/14 09:38該過了最後一輪,剩背景調查

bluebluelan07/14 09:43恭喜

wiggle111407/14 09:57好文推

qwertqwe07/14 20:59謝謝分享

tfg3leeh07/15 13:21要用 SAR 架構就請切記 A 才是需要細加著墨的回答重點

tfg3leeh07/15 13:21,S 簡短摘要即可。許多面試者常見問題就是浪費大部份

tfg3leeh07/15 13:21時間解釋刻劃 S,然後 A 和 R 說得很弱,個人認為這篇

tfg3leeh07/15 13:21給的就是此類問題典型示範,不是很推薦這樣答