Top Field Monitoring Supervisor Interview Questions
Q – 1 Explain me about a time when you helped resolve a dispute?
Ans- Pick a specific incident. Concentrate on your problem solving technique and not the dispute you settled.
Q – 2 Tell us why do you think you would do well at this job?
Ans- Give several reasons and include skills, experience and interest.
Q – 3 Please explain what irritates you about co-workers?
Ans- This is a trap question. Think real hard but fail to come up with anything that irritates you. A short statement that you seem to get along with folks is great.
Q – 4 Why should we hire you as Field Monitoring Supervisor?
Ans- Point out how your assets meet what the organization needs. Do not mention any other candidates to make a comparison.
Q – 5 Explain me what is your philosophy towards work?
Ans- The interviewer is not looking for a long or flowery dissertation here. Do you have strong feelings that the job gets done? Yes. That’s the type of answer that works best here. Short and positive, showing a benefit to the organization.
Q – 6 Explain me, are you willing to work overtime? Nights? Weekends?
Ans- This is up to you. Be totally honest.
Q – 7 Explain me how would you know you were successful on this job?
Ans- Several ways are good measures: You set high standards for yourself and meet them. Your outcomes are a success. Your boss tells you that you are successful.
Q – 8 Tell us what do you know about this organization?
Ans- This question is one reason to do some research on the organization before the interview. Find out where they have been and where they are going. What are the current issues and who are the major players?
Q – 9 Tell us do your skills match this job or another job more closely?
Ans- Probably this one. Do not give fuel to the suspicion that you may want another job more than this one.
Q – 10 Suppose you were hiring a person for this job, what would you look for?
Ans- Be careful to mention traits that are needed and that you have.
Q – 11 Do you consider yourself successful as Field Monitoring Supervisor?
Ans- You should always answer yes and briefly explain why. A good explanation is that you have set goals, and you have met some and are on track to achieve the others.
Q – 12 Tell us are you willing to put the interests of the organization ahead of your own?
Ans- This is a straight loyalty and dedication question. Do not worry about the deep ethical and philosophical implications. Just say yes.
Q – 13 Tell us have you ever had to fire anyone?
Ans- How did you feel about that? This is serious. Do not make light of it or in any way seem like you like to fire people. At the same time, you will do it when it is the right thing to do. When it comes to the organization versus the individual who has created a harmful situation, you will protect the organization. Remember firing is not the same as layoff or reduction in force.
Q – 14 Explain me how do you propose to compensate for your lack of experience?
Ans- First, if you have experience that the interviewer does not know about, bring that up: Then, point out (if true) that you are a hard working quick learner.
Q – 15 What is your Expected Salary as Field Monitoring Supervisor?
Ans- A loaded question. A nasty little game that you will probably lose if you answer first. So, do not answer it. Instead, say something like, ‘That’s a tough question. Can you tell me the range for this position?’ In most cases, the interviewer, taken off guard, will tell you. If not, say that it can depend on the details of the job. Then give a wide range.
Q – 16 Tell me are you applying for other jobs as Field Monitoring Supervisor?
Ans- Be honest but do not spend a lot of time in this area. Keep the focus on this job and what you can do for this organization. Anything else is a distraction.
Q – 17 Explain me what has disappointed you about a job?
Ans- Don’t get trivial or negative. Safe areas are few but can include: Not enough of a challenge. You were laid off in a reduction. Company did not win a contract, which would have given you more responsibility.
Q – 18 Explain what experience do you have in this field as Field Monitoring Supervisor?
Ans- Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can.
Q – 19 Explain your management style to us?
Ans- Try to avoid labels. Some of the more common labels, like progressive, salesman or consensus, can have several meanings or descriptions depending on which management expert you listen to. The situational style is safe, because it says you will manage according to the situation, instead of one size fits all.
Q – 20 Explain me a time you had to introduce important change in your last job?
Ans- Your ability to persuade and influence your employees or team members to accept change is key.
Show how you were able to gain support and commitment from them by using the appropriate communication style, by listening and responding to concerns and questions, by asking for their help and commitment and by providing support.
Q – 21 Tell us what would your previous supervisor say your strongest point is?
Ans- There are numerous good possibilities: Loyalty, Energy, Positive attitude, Leadership, Team player, Expertise, Initiative, Patience, Hard work, Creativity, Problem solver
Q – 22 Explain me about a short term plan you developed for your department/team/group?
Ans- These supervisor interview questions explore your ability to plan and organize. Your interview answer should demonstrate your ability to set priorities, establish objectives and milestones, schedule activities and plan proper use of resources.
Q – 23 Tell me something about your dream job?
Ans- Stay away from a specific job. You cannot win. If you say the job you are contending for is it, you strain credibility. If you say another job is it, you plant the suspicion that you will be dissatisfied with this position if hired. The best is to stay generic and say something like: A job where I love the work, like the people, can contribute and can’t wait to get to work.
Q – 24 Explain a time you had to manage conflict within your department/team/group?
Ans- Your example can show how you identified the source of conflict, used the conflict situation as a constructive process to exchange opinions and ideas and clarify roles and responsibilities. Discuss how you kept the focus on the desired outcome rather than on personal grievances.
Q – 25 Describe me your work ethic?
Ans- Emphasize benefits to the organization. Things like, determination to get the job done and work hard but enjoy your work are good.
Q – 26 Do you think you are overqualified for this position as Field Monitoring Supervisor?
Ans- Regardless of your qualifications, state that you are very well qualified for the position.
Q – 27 Please tell us how you would be an asset to this organization?
Ans- You should be anxious for this question. It gives you a chance to highlight your best points as they relate to the position being discussed. Give a little advance thought to this relationship.
Q – 28 Explain the steps that you would take to make an important decision on the job?
Ans-
☛ How would the company benefit from this?
☛ How does it relate to the company’s values and beliefs?
☛ What are the negative and positive impacts this decision has on the company?
Q – 29 Tell us when evaluating an employee or team member’s performance what factors are most important to you?
Ans- This question is designed to assess your performance standards. Show how you set high work standards for yourself and your subordinates, how you communicate your expectations and how you monitor performance.
Q – 30 Explain me do you have any blind spots?
Ans- Tricky question. If you know about blind spots, they are no longer blind spots. Do not reveal any personal areas of concern here. Let them do their own discovery on your bad points. Do not hand it to them.
Q – 31 Suppose in a training session, you find that the trainer has a thick accent, and you can’t understand what’s being said. What would you do?
Ans- Certainly not call the trainer out on it. I would try my best to understand what the trainer is saying, ask many questions to clarify any unclear parts about the session and compare notes with someone in the session afterwards. This way I could make sure that I understand what was being explained and discussing it afterwards would help reinforce the things I learned in the session.
Q – 32 Explain what would you do if you realized at deadline time that a report you wrote for your boss or professor was not up to par?
Ans- Hopefully this would never happen to me since I always make sure to plan my time properly to ensure that my work is always done. If it ever did happen I would meet with my boss and explain the situation and request an extension. I would also evaluate my actions and identify what I did wrong to not complete my work and make sure that it did not happen again.
Q – 33 Face to Face Field Monitoring Supervisor interview questions:
Ans-
☛ How do you get a peer or colleague to accept one of your ideas?
☛ Give me examples of projects tasks you started on your own.
☛ If you were hiring a person for QA Supervisor job, what would you look for?
☛ How did you assign priorities to jobs?
☛ When you are not studying or working, what types of activities do you enjoy?
☛ Give an example of risk that you had to take. Why did you decide to take the risk?
☛ How do you show an interest in what another person is saying?
A good strategy for these types of QA Supervisor interview questions is to brainstorm a list of your top ten best qualities. You should try to identify three areas of interest, one of which includes this company and job. During the QA Supervisor interview, talk about how you approach your day.
Q – 34 Explain what has been your biggest professional disappointment?
Ans- Be sure that you refer to something that was beyond your control. Show acceptance and no negative feelings.
Q – 35 First Field Monitoring Supervisor interview questions:
Ans-
☛ When were you most satisfied in your job?
☛ How did you prepare for this QA Supervisor job?
☛ What do you do when your schedule is interrupted? How you handle it.
☛ Where do you see yourself in five years time?
☛ If selected for this QA Supervisor position, describe your strategy for the first days?
☛ Where would you like to be in your career five years from now?
☛ Did you ever make a risky decision? How did you handle it?
Q – 36 General Field Monitoring Supervisor interview questions:
Ans-
☛ What are the key values of a QA Supervisor? How do you demonstrate these values?
☛ On taking this QA Supervisor job, what would be your major contribution?
☛ How do you handle failures? Provide examples.
☛ Describe some ideas that were implemented.
☛ What assignment was too difficult for you?
☛ Has anything ever irritated you about people you’ve worked with?
☛ Situation in which you had to arrive at a compromise.
Prior to any interview, you should have a list mentally prepared of your greatest strengths. When answering these typical QA Supervisor interview questions stay focussed on career goals and aspirations. The interviewer wants to find out if you are focused and set goals for yourself.
Q – 37 Technical Field Monitoring Supervisor Interview Questions:
Ans-
☛ Compare and contrast REST and SOAP web services.
☛ Define authentication and authorization and the tools that are used to support them in enterprise deployments.
☛ Describe the difference between optimistic and pessimistic locking.
☛ Describe the elements of an in tier architecture and their appropriate use.
☛ Have you used Eclipse?
☛ Have you used Visual Studio?
☛ How did you manage source control?
☛ How much (what percentage) of your time do you spend unit testing?
☛ How much reuse do you get out of the code that you develop, and how?
☛ How would you describe the ideal working environment?
☛ If you know you aren’t going to make a project deadline what will you tell your manager and/or the client?
☛ In databases, what is the difference between a delete statement and a truncate statement?
☛ In network security, what is a honey pot, and why is it used?
☛ What are the most important database performance metrics, and how do you monitor them?
☛ What are transaction logs, and how are they used?
☛ What did you do to ensure quality in your deliverables?
☛ What do you consider documentation and why is it important?
☛ What do you do to ensure you provide accurate project estimates?
☛ What do you expect in the solution documents you are provided?
☛ What elements are necessary for a successful team and why?
☛ What have you done to ensure consistency across unit, quality, and production environments?
☛ What is a cross site scripting attack, and how do you defend against it?
☛ What is a SAN, and how is it used?
☛ What is clustering, and describe its use.
☛ What is ETL and when should it be used?
☛ What is most important – quality or quantity?
☛ What is structure?
☛ What is the difference between OLAP and OLTP? When is each used?
☛ What is the role of continuous integration systems in the automated-build process?
☛ What is the role of SMNP?
☛ What is the role of the DMZ in network architecture? How do you enforce relational integrity in database design?
☛ When is it appropriate to denormalize database design?
☛ When is the last time you downloaded a utility from the internet to make your work more productive, and what was it?
☛ Which do you prefer; service oriented or batch oriented solutions?
Q – 38 Informational Field Monitoring Supervisor interview questions:
Ans-
☛ How do you see this QA Supervisor job developing?
☛ Tell me about your QA Supervisor work experience? How has it prepared you for a career?
☛ When you worked on multiple projects how did you prioritize?
☛ Was there a person in your career who really made a difference?
☛ What would be your ideal working environment?
☛ How do you stimulate the sharing of further information?
☛ Situation in which you had to arrive at a compromise.
You should try to identify three areas of interest, one of which includes this company and job. Consider opportunity and responsibility as components of success.
Focus on yourself and your talents, not other people’s flaws.
Q – 39 About Job and Company Based Field Monitoring Supervisor Interview Questions:
Ans-
☛ Describe the skills you have that qualify you for this job.
☛ Do you prefer to manage people or ideas?
☛ Describe your production deployment process.
☛ From the description of this position, what do you think you will be doing on a day-to-day basis?
☛ Have you worked with software vendors? How do you handle vendor relations?
☛ How important is it to work directly with your business users?
☛ How would you rate your key competencies for this job?
☛ If hired, is there anything you would change about this IT team?
☛ What challenges do you think you might expect in this job if you were hired?
☛ What companies do you see as the biggest competitors to this company?
Q – 40 Phone Based Field Monitoring Supervisor interview questions:
Ans-
☛ When did you last update your QA Supervisor education?
☛ How do you let subordinates know what you expect of them?
☛ What irritates you about other people?
☛ How do you show an interest in what another person is saying?
☛ Do you think that your school prepared for practical working tasks in a real company?
☛ How do you react if you find that someone you work with does not like you?
☛ What have you done to improve your verbal communication skills?
The response to this question usually reveals if the candidate has personal or professional goals. Knowing about the company is crucial to know how to answer these QA Supervisor interview questions properly.
You should try to identify three areas of interest, one of which includes this company and job.
Q – 41 Field Monitoring Supervisor job interview questions:
Ans-
☛ What do you understand about the term of monitoring ? Why monitoring is very important for a development project or program ?
☛ What are real differences between the two term i.e. monitoring and evaluation?
☛ Do you have any perception of developing the monitoring tools and techniques? How can we development the monitoring tools and techniques?
☛ Have you ever see the logical framework or logframe? what are the main elements of a logical framework or logframe?
☛ How can use the monitoring finding for the development?
☛ What do you understand about the meaning of indicators and please write a indication of reduction of child mortality?
☛ What the meaning of the term evaluation? How many types of evaluations can be conducted for the development project?
☛ How the development actor can use the evaluation findings?
☛ Who should conduct the evaluation of a development project and what are formalities you have to be maintained for evaluation of a development project?
☛ How the monitoring can help in sustainable development or ensure the sustainability of the project?
Q – 42 Technical Skills Based Field Monitoring Supervisor Interview Questions:
Ans-
☛ What interests you about this position?
☛ What are your technical certifications?
☛ What do you do to maintain your technical certifications?
☛ What automated-build tools or processes have you used?
☛ What development tools have you used?
☛ What languages have you programmed in?
☛ What source control tools have you used?
☛ What technical websites do you follow?
☛ Describe a time when you were able to improve upon the design that was originally suggested.
☛ Describe the most innovative change that you have initiated and what you did to implement this change.
☛ Given this problem (problem is based upon job requirements), what solution would you provide. Explain your thought process.
☛ How do you handle multiple deadlines?
☛ How do you keep current on this industry?
☛ How do you troubleshoot IT issues?
☛ Tell me about the most recent project you worked on. What were your responsibilities?
☛ Tell me about the project you are most proud of, and what your contribution was.
☛ Give an example of where you have applied your technical knowledge in a practical way.
☛ What is the biggest IT challenge you have faced and how did you handle it?
☛ You are working at a client site and the CTO of the client company has asked if she can see you. The CTO wants to know how much it would cost to bring in five more people on your team. She gives you very vague requirements of the job she is looking for you to do. What would you do?
☛ You have been asked to research a new business tool. You have come across two solutions. One is an on-premises solution, the other is cloud-based. Assuming they are functionally equivalent, why would you recommend one over the other?
☛ You have submitted a piece of code that has broken the client’s website in production. You have found this bug while you were testing, and nobody else knows about it. What is your next move?
☛ You have learned that a business unit is managing a major component of the business using Excel spreadsheets and Access databases. What risks does this present, and what would you recommend be done to mitigate those risks?
Q – 43 Basic Field Monitoring Supervisor interview questions:
Ans-
☛ How do you see this QA Supervisor job developing?
☛ What are key tasks for QA Supervisor?
☛ Which of your jobs had the most rapid change?
☛ What were your starting and final levels of compensation?
☛ How open-minded are you to other members ideas?
☛ Describe a team experience you found rewarding.
☛ Examples of strategic thinking in past situations.
Show your qualities that will enable you to be successful in this position. Review the company’s mission statement to understand how it addresses its long-term goals and the way it does business.
This is a good time to illustrate how you can contribute to the company if you are successfully recruited.
Q – 44 Tell us how would you deal with a colleague at work with whom you seem to be unable to build a successful working relationship?
Ans- This situation would certainly be unique to me. Ever since I can remember, I’ve had a knack for finding something in everyone that then becomes common ground for a friendship and/or good working relationship.
Certainly there are all types of people, some less motivated to work in teams or simply unhappy in their jobs, but we’re all people when you strip away titles and such – and it’s at that base level in which I find a connection that results in some degree of rapport – even when few others can do so.
For example, in my senior year of college, I was placed onto a team that had one member that the rest of the team disliked. This team member was kind of an outcast, but I knew we needed this full commitment to make the project work.
Even though I was not the team leader, I took it upon myself to forge a connection – and discovered we had a mutual passion for horses. We did not end best friends or anything, but through our common interest, I was able to build enough rapport to connect and engage him as a key team member.
There is always something that bonds us all together – it is just harder to find with some people than with others.
Q – 45 Explain how would you handle it if you believed strongly in a recommendation you made in a meeting, but most of your co-workers shot it down?
Ans- I would continue to explain why the recommendation was good, giving concrete examples what the benefits of my recommendation could be. Ultimately if my co-workers continue to resist my recommendation I would have to let it go and move on.
Q – 46 Explain me what position do you prefer on a team working on a project?
Ans- Be honest. If you are comfortable in different roles, point that out.
Q – 47 Tell us would you be willing to relocate if required?
Ans- You should be clear on this with your family prior to the interview if you think there is a chance it may come up. Do not say yes just to get the job if the real answer is no. This can create a lot of problems later on in your career. Be honest at this point and save yourself future grief.
Q – 48 Explain me what is more important to you: the money or the work?
Ans- Money is always important, but the work is the most important. There is no better answer.
Q – 49 Please explain how long would you expect to work for us if hired?
Ans- Specifics here are not good. Something like this should work: I’d like it to be a long time. Or As long as we both feel I’m doing a good job.
Q – 50 Explain me about a time an employee made a significant mistake. What action did you take?
Ans- This is a behavioral or situational interview question. You are expected to provide an example of how you successfully managed a difficult employee or team member.
Q – 51 Explain how you would handle the situation if you met resistance when introducing a new idea or policy to a team or work group?
Ans- The best way to convince people is to be able to understand where they are coming from and address their questions and concerns about the new idea directly. It is also important to stay confident and believe in yourself because if you don’t buy it, no one else will either.
Q – 52 Explain me about the most fun you have had on the job?
Ans- Talk about having fun by accomplishing something for the organization.
Q – 53 Explain me about a problem you had with a supervisor?
Ans- Biggest trap of all. This is a test to see if you will speak ill of your boss. If you fall for it and tell about a problem with a former boss, you may well be low in the interview right there. Stay positive and develop a poor memory about any trouble with a supervisor.
Q – 54 Tell us have you ever been asked to leave a position?
Ans- If you have not, say no. If you have, be honest, brief and avoid saying negative things about the people or organization involved.
Q – 55 Tell me what do co-workers say about you?
Ans- Be prepared with a quote or two from co-workers. Either a specific statement or a paraphrase will work. Jill Clark, a co-worker at Smith Company, always said I was the hardest worker she had ever known. It is as powerful as Jill having said it at the interview herself.
Q – 56 Tell me how do you motivate your employees/team members?
Ans- The more your employees or team members understand about their jobs and responsibilities the more motivated they are. Show how you ensure each subordinate has clarity about his or her role and responsibilities. Discuss how you set clear, specific and realistic targets that are agreed on rather than dictated. Focus on how you involve employees by asking for suggestions, ideas and feedback.
Q – 57 Suppose a co-worker tells you in confidence that she plans to call in sick while actually taking a week’s vacation. What would you do and why?
Ans- I would tell this co-worker that being dishonest to her boss, as well as her co-workers, is not wise, and being dishonest in her job is wrong. I would say how we all want more vacation time, but we have to earn it – and that taking this extra time hurts everyone in the department because the person’s absence will affect productivity.
Q – 58 Do you have any questions for me to ask?
Ans- Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. ‘How soon will I be able to be productive?’ and ‘What type of projects will I be able to assist on?’ are examples.And Finally Best of Luck Hope you will be successful in the interview you are going to face in coming days.
Q – 59 Tell us what motivates you to do your best on the job?
Ans- This is a personal trait that only you can say, but good examples are: Challenge, Achievement, Recognition.
Q – 60 Tell us what kind of person would you refuse to work with?
Ans- Do not be trivial. It would take disloyalty to the organization, violence or lawbreaking to get you to object. Minor objections will label you as a whiner.
Q – 61 Suppose you had enough money to retire right now, would you?
Ans- Answer yes if you would. But since you need to work, this is the type of work you prefer. Do not say yes if you do not mean it.
Q – 62 Explain what have you done to improve your knowledge in the last year as Field Monitoring Supervisor?
Ans- Try to include improvement activities that relate to the job. A wide variety of activities can be mentioned as positive self-improvement. Have some good ones handy to mention.
Q – 63 Explain me about a time you had to coach an employee to perform a task?
Ans- Coaching and developing others is part of the supervisor function. Supervisor interview questions about the development of employees should include your ability to agree on the outcomes and methods of coaching with the employee, to explain and demonstrate task performance, to observe and provide constructive feedback.
Q – 64 Tell me what do you consider the essential qualities for a supervisor?
Ans- In your interview answer include these key competencies or skills that apply to all supervisor jobs. Planning and organizing, problem-solving, decision-making, delegating, motivating, influencing, communicating and managing conflict.
Q – 65 Explain me what would you do if the work of a subordinate or team member was not up to expectations?
Ans- Luckily, I have quite a bit of previous team experience, and have faced this situation a few times in the past – so let me tell you how I’ve learned to handle the issue.
The most important first step in dealing with an underperforming subordinate or team member is honest communications – talking with the person can lead to some surprising discoveries, such as the person not understanding the assigned tasks to being overwhelmed with the assignment.
Once I discovered the problem, I could then forge a solution that usually solved the problem and allowed the work to move forward. So often in situations like this, the problem is some combination of miscommunications and unrealistic expectations.
Q – 66 Tell us what qualities do you look for in a boss?
Ans- Be generic and positive. Safe qualities are knowledgeable, a sense of humour, fair, loyal to subordinates and holder of high standards. All bosses think they have these traits.
Q – 67 Tell me what have you learned from mistakes on the job as Field Monitoring Supervisor?
Ans- Here you have to come up with something or you strain credibility. Make it small, well intentioned mistake with a positive lesson learned. An example would be working too far ahead of colleagues on a project and thus throwing coordination off.
Q – 68 Explain me about your ability to work under pressure?
Ans- You may say that you thrive under certain types of pressure. Give an example that relates to the type of position applied for.
Q – 69 Tell us about a suggestion you have made?
Ans- Have a good one ready. Be sure and use a suggestion that was accepted and was then considered successful. One related to the type of work applied for is a real plus.
Q – 70 Please tell me do you know anyone who works for us?
Ans- Be aware of the policy on relatives working for the organization. This can affect your answer even though they asked about friends not relatives. Be careful to mention a friend only if they are well thought of.
Q – 71 Tell me why did you leave your last job as Field Monitoring Supervisor?
Ans- Stay positive regardless of the circumstances. Never refer to a major problem with management and never speak ill of supervisors, co-workers or the organization. If you do, you will be the one looking bad. Keep smiling and talk about leaving for a positive reason such as an opportunity, a chance to do something special or other forward-looking reasons.
Q – 72 Can you explain me your supervisory style?
Ans- When answering supervisor interview questions around your personal supervisory style remember that there is no wrong or right supervisory style.
The only criteria is that it should be appropriate to the situation. Your ability to adapt your style to the demands of the person you are dealing with, the task at hand and the circumstances is key to success as a supervisor. Provide examples of how you have had to adapt your supervisory style to meet different needs.
Q – 73 Suppose you disagree with the way your supervisor says to handle a problem. What would you do?
Ans- I would evaluate why I disagreed with my supervisor and come up with a different way that I think the situation should be handled. I would then sit down with my supervisor – in private – and discuss the problem with him and how I think it should have been addressed.
Q – 74 Tell us what would you do if the priorities on a project you were working on changed suddenly?
Ans- I would notify everyone working on the project of the changes. I would then want to know why the priorities have changed, and if there is risk of them changing again in the future. I would then meet with everyone involved with a new strategy to address the new priorities.