Co Workers Interview Preparation Guide
Sharpen your Co Workers interview expertise with our handpicked 26 questions. Each question is designed to test and expand your Co Workers expertise. Suitable for all experience levels, these questions will help you prepare thoroughly. Download the free PDF to have all 26 questions at your fingertips. This resource is designed to boost your confidence and ensure youre interview-ready.26 Co Workers Questions and Answers:
1 :: Suppose if you saw a coworker doing something dishonest, what would you do?
According to the employee handbook, contract, or past practice, inform the most relevant authority(ies) about specific behaviors witnessed.
Follow handbook, contract, or past practice concerning handling the potential dishonest behavior.
Don't immediately assume that the coworker is guilty of dishonest behavior. Use appropriate compliance hotlines if available.
Contact human resources for compliance help.
Don't spread the potential dishonest activity news to employees or others who do not have responsibility over the matter.
Follow handbook, contract, or past practice concerning handling the potential dishonest behavior.
Don't immediately assume that the coworker is guilty of dishonest behavior. Use appropriate compliance hotlines if available.
Contact human resources for compliance help.
Don't spread the potential dishonest activity news to employees or others who do not have responsibility over the matter.
2 :: Tell me in what business situations do you feel honesty is inappropriate?
In the Movie "Liar, Liar," the actor Carey portrayed a lawyer who shared his honest feelings to all around him. Sharing honest feelings, especially ones of anger, frustration, and hate, may be inappropriate and also based on inadequate information about another person or situation.
3 :: What should the relationship between a supervisor and their employee consist of?
The relationship should be an honest, open, and trusting one where questions can be asked and opinions can be expressed without concern of retaliation.
4 :: Suppose You have recently been promoted to a manager position. You are aware of another employee who is using the computer in an unethical way. This other employee used to be your co-worker. How would you handle this?
Follow handbook, contract, or past practice concerning handling the potential dishonest behavior.
Don't immediately assume that the supervisor is guilty of dishonest behavior.
Use appropriate compliance hotlines if available.
Contact human resources for compliance help.
Don't spread the potential dishonest activity news to employees or others who do not have responsibility over the matter.
Don't immediately assume that the supervisor is guilty of dishonest behavior.
Use appropriate compliance hotlines if available.
Contact human resources for compliance help.
Don't spread the potential dishonest activity news to employees or others who do not have responsibility over the matter.
5 :: Tell me how far is too far for monitoring employee movement, within and outside the confines of the company?
There should be a balance between the need to know information about the whereabouts of employees and the need for privacy. Keep up with employee handbook policies and laws concerning this matter.
6 :: Suppose You feel that you are a very good employee and others, including your boss, are telling you that you don't measure up - what would you do in this case?
Find out what specific behaviors are inadequate. Even if the impressions are wrong about you, do not retaliate.
7 :: Suppose you feel that you are a very good employee and others, including your peers, are telling you that you don't measure up - what would you do in this case?
Find out what specific behaviors are inadequate. Even if the impressions are wrong about you, do not retaliate.
8 :: How do you deal with employee handbook policies that have contradictory values?
If the handbook is inadequate, there are several other ways to deal with contradictions such as
★ Consider past practice.
✫ Consider joint recollection of what the parties intended to mean when the handbook was written.
✫ Consider letters of understanding that help explain the handbook policies.
✫ Consider what other arbitrators, companies, or court cases have done in that, or similar, situations.
✫ Consider costs (financial, social, ethical, etc.) of doing things in different ways.
Consult with management and human resource management concerning potential contradictory policies.
★ Consider past practice.
✫ Consider joint recollection of what the parties intended to mean when the handbook was written.
✫ Consider letters of understanding that help explain the handbook policies.
✫ Consider what other arbitrators, companies, or court cases have done in that, or similar, situations.
✫ Consider costs (financial, social, ethical, etc.) of doing things in different ways.
Consult with management and human resource management concerning potential contradictory policies.
9 :: Suppose if you knew that your supervisor was doing something unethical, what would you do?
❋ Follow handbook, contract, or past practice concerning handling the potential dishonest behavior.
✿ Don't immediately assume that the supervisor is guilty of dishonest behavior.
❅ Use appropriate compliance hotlines if available.
❋ Contact human resources for compliance help.
❀ Don't spread the potential dishonest activity news to employees or others who do not have responsibility over the matter.
✿ Don't immediately assume that the supervisor is guilty of dishonest behavior.
❅ Use appropriate compliance hotlines if available.
❋ Contact human resources for compliance help.
❀ Don't spread the potential dishonest activity news to employees or others who do not have responsibility over the matter.
10 :: Share if you have experienced a loss for doing what is right?
Determine how the candidate defines "what is right."
Determine how the candidate defines "a loss." Is there a loss in terms of fundamentalism, social institutions, moral agency or virtuous organizations as a whole?
☛ Fundamentalism: Financial and legal responsibility only "Business of business is profit."
☛ Social Institutions: Social contract exists beyond economics and legalities. Need to accommodate stakeholders' interests.
☛ Moral Agency: Moral obligations similar to people. Morality and ethics are part of culture: The 'right thing to do.'
☛ Virtuous Organizations: Organizations that foster the good society. Obligation to build a better world.
Determine how the candidate defines "a loss." Is there a loss in terms of fundamentalism, social institutions, moral agency or virtuous organizations as a whole?
☛ Fundamentalism: Financial and legal responsibility only "Business of business is profit."
☛ Social Institutions: Social contract exists beyond economics and legalities. Need to accommodate stakeholders' interests.
☛ Moral Agency: Moral obligations similar to people. Morality and ethics are part of culture: The 'right thing to do.'
☛ Virtuous Organizations: Organizations that foster the good society. Obligation to build a better world.