Humanitarian Affair Officer Interview Preparation Guide
Strengthen your Humanitarian Affairs Officer interview skills with our collection of 40 important questions. Our questions cover a wide range of topics in Humanitarian Affairs Officer to ensure youre well-prepared. Whether youre new to the field or have years of experience, these questions are designed to help you succeed. Dont miss out on our free PDF download, containing all 40 questions to help you succeed in your Humanitarian Affairs Officer interview. Its an invaluable tool for reinforcing your knowledge and building confidence.40 Humanitarian Affairs Officer Questions and Answers:
1 :: Have you been a team leader? Describe your role as a team leader. Tell us about the challenges you faced in trying to resolve issues among team members. What could you have done to be more effective?
Team leaders must provide effective leadership, exemplify organizational values, and ensure projects are completed properly and on time. Additionally, team leaders are responsible for resolving problems and conflicts among team members, keeping management informed about progress, and motivating team members. When individual team members are underperforming, it's the responsibility of the team leader to assist them.
2 :: What is SAR Technique?
One strategy for preparing for behavioral interviews is to use the SAR Technique (often referred to as the STAR and PAR techniques as well.)
Sample SAR story:
► Situation (S):
Advertising revenue was falling off for my college newspaper,the Stetson Reporter, and large numbers of long-term advertisers were not renewing contracts.
► Action (A):
I designed a new promotional packet to go with the rate sheet and compared the benefits of Reporter circulation with other ad media in the area. I also set-up a special training session for the account executives with a School of Business Administration professor who discussed competitive selling strategies.
► Result (R):
We signed contracts with 15 former advertisers for daily ads and five for special supplements. We increased our new advertisers by 20 percent [quantities are always good] over the same period last year.
Sample SAR story:
► Situation (S):
Advertising revenue was falling off for my college newspaper,the Stetson Reporter, and large numbers of long-term advertisers were not renewing contracts.
► Action (A):
I designed a new promotional packet to go with the rate sheet and compared the benefits of Reporter circulation with other ad media in the area. I also set-up a special training session for the account executives with a School of Business Administration professor who discussed competitive selling strategies.
► Result (R):
We signed contracts with 15 former advertisers for daily ads and five for special supplements. We increased our new advertisers by 20 percent [quantities are always good] over the same period last year.
3 :: On a job how do you handle conflict?
On the job, there are many possible sources of conflict. Conflicts with:
► fellow employees
► management
► rules, procedures
► clients, customers
► demands of work vs personal life, family
The best way to approach a good answer is to look at if from the employers point of view---they want to be your first priority and they want you to solve problems (not bring them any). "I know everything cannot run smoothly at work all the time. When there is a conflict I usually try to determine the source of the problem and see if it can be solved. This might involve other members of the work team discussing the problem and offering possible solutions. I would then try to pick the solution which appears to have the best outcome and put it into action."
A natural follow-up to this would be: Tell me when you solved a conflict at work. So, have a brief example...a short story...to illustrate your approach. Even if not asked, you can offer your story! If it proves your point and accentuates a skill needed for the position, go with it.
► fellow employees
► management
► rules, procedures
► clients, customers
► demands of work vs personal life, family
The best way to approach a good answer is to look at if from the employers point of view---they want to be your first priority and they want you to solve problems (not bring them any). "I know everything cannot run smoothly at work all the time. When there is a conflict I usually try to determine the source of the problem and see if it can be solved. This might involve other members of the work team discussing the problem and offering possible solutions. I would then try to pick the solution which appears to have the best outcome and put it into action."
A natural follow-up to this would be: Tell me when you solved a conflict at work. So, have a brief example...a short story...to illustrate your approach. Even if not asked, you can offer your story! If it proves your point and accentuates a skill needed for the position, go with it.
4 :: Tell me about a time when you had to deal with a difficult person. How did you handle the situation?
I have participated in several groups throughout my academic career. Recently, I had to work with a group in my statistics class, and I had some personality clashes with one of the group members. However, I realized the importance of completing the assignment in a prompt and efficient manner. I made it a point to put my differences aside and complete my part, along with offering assistance to the other group members. As a result, we finished our assignment without any conflict.
5 :: Have you ever had difficulty working with your manager?
It's not uncommon for a team member to have had difficulty working with a manager, so if you an experience share it. Just make sure to use the experience to showcase your ability to deal with conflict in a productive mannner.
6 :: Managerial and Supervisory Knowledge Based Humanitarian Affairs Officer Interview Questions:
► How have you prepared yourself for this kind of position?
► What have you been doing to keep up to date in your field?
► How would you rate your level of expertise in [insert major function to be performed] compared with others in similar positions? Why do you rate yourself that way?
► In which areas do you feel you need to upgrade your knowledge? Why do you feel that way?
► What improvements did you introduce in your last position?
► How good is your knowledge of [insert essential knowledge area]. Please briefly summarize that for me.
► What have you been doing to keep up to date in your field?
► How would you rate your level of expertise in [insert major function to be performed] compared with others in similar positions? Why do you rate yourself that way?
► In which areas do you feel you need to upgrade your knowledge? Why do you feel that way?
► What improvements did you introduce in your last position?
► How good is your knowledge of [insert essential knowledge area]. Please briefly summarize that for me.
7 :: Non-Supervisory Working Climate Based Humanitarian Affairs Officer Interview Questions:
► Why are you interested in joining our organization?
► Why are you looking for a new position right now?
► Describe your [last/current] boss. How did you get along with her/him?
► What makes you angry or frustrated?
► What makes you feel happy or satisfied?
► Describe your perfect boss.
► Have you ever been fired? Tell me about it.
► If we called your [last/current] employer, what would they tell us about you?
► Does your present boss know you're looking? How did she become aware of that?
► For each of your previous jobs, please tell me the reason for leaving.
► How long do you think you would stay with us?
► Do you have any weaknesses on or off the job that I should know about?
► How would you describe your use of alcohol?
► How would your [last/current] boss describe you?
► How would your best friend describe you?
► Describe your personality for me.
► How many hours per week, on average, would you expect to put in on the job?
► Have you ever been affected by organization politics? Tell me about it.
► Describe your method of working.
► What kind of people do you like to work with?
► Why is it taking so long for you to find a new job?
► In your last organization, were you satisfied with your rate of advancement? To what do you attribute your rate of progress?
► There seem to be some gaps in your resume. Would you explain those for me?
► What do you know about our organization?
► What appeals to you about us?
► What concerns do you have about joining us?
► What salary were you receiving in your last position?
► What do you expect to be earning in 3 years?
► Who could we check with for references?
► Why are you looking for a new position right now?
► Describe your [last/current] boss. How did you get along with her/him?
► What makes you angry or frustrated?
► What makes you feel happy or satisfied?
► Describe your perfect boss.
► Have you ever been fired? Tell me about it.
► If we called your [last/current] employer, what would they tell us about you?
► Does your present boss know you're looking? How did she become aware of that?
► For each of your previous jobs, please tell me the reason for leaving.
► How long do you think you would stay with us?
► Do you have any weaknesses on or off the job that I should know about?
► How would you describe your use of alcohol?
► How would your [last/current] boss describe you?
► How would your best friend describe you?
► Describe your personality for me.
► How many hours per week, on average, would you expect to put in on the job?
► Have you ever been affected by organization politics? Tell me about it.
► Describe your method of working.
► What kind of people do you like to work with?
► Why is it taking so long for you to find a new job?
► In your last organization, were you satisfied with your rate of advancement? To what do you attribute your rate of progress?
► There seem to be some gaps in your resume. Would you explain those for me?
► What do you know about our organization?
► What appeals to you about us?
► What concerns do you have about joining us?
► What salary were you receiving in your last position?
► What do you expect to be earning in 3 years?
► Who could we check with for references?
8 :: Goal orientation based Humanitarian Affairs Officer Interview Questions:
► Describe a goal that you have achieved that has made you proud. Why was this important to you? What steps did you take to achieve your goal?
► Tell me about a time where you did not succeed at something?
► Many times in our lives we will have situations where we feel like we're juggling too much. Describe a time where you have thought this. What did you do and what was the result?
► How do you keep track of multiple priorities and still focus on quality. Describe a time when you did this.
► What's the worst setback you have encountered in your work? What did you do in this circumstance? How did you manage this situation? What did you learn?
► Describe a time where you ensured that others keep focussed on short, medium or long term goals? Is there anything you did to keep them focussed? How did this turn out?
► Describe a project you have managed where you needed to ensure others met their milestones or targets.
► Tell me about a time where you did not succeed at something?
► Many times in our lives we will have situations where we feel like we're juggling too much. Describe a time where you have thought this. What did you do and what was the result?
► How do you keep track of multiple priorities and still focus on quality. Describe a time when you did this.
► What's the worst setback you have encountered in your work? What did you do in this circumstance? How did you manage this situation? What did you learn?
► Describe a time where you ensured that others keep focussed on short, medium or long term goals? Is there anything you did to keep them focussed? How did this turn out?
► Describe a project you have managed where you needed to ensure others met their milestones or targets.
9 :: Customer or client orientation based Humanitarian Affairs Officer Interview Questions:
► Describe a time where you have gone out of your way to help a customer. What did you do and what was the result?
► In any role you can have people you don't want to deal with. Describe your worst example of this and how you managed that person.
► Tell me about a time where a customer did not accept the information you were providing and you needed to explain it in different terms.
► How have you ensured that your team or direct reports have managed to keep delivering high levels of customer service in challenging circumstances? Please provide an example.
► Give me an example of a time where you have needed to ensure that the organisation kept focussed on a particular customer. Why was that necessary? What steps did you take?
► Describe a time where you took over a difficult client. What did you do to ensure the relationship ran smoothly? What made a difference in this circumstance?
► Give me an example of where you have needed to say no to a customer. How did you do this, and still maintain a positive relationship?
► Have you ever had a client change their mind during a negotiation around a service you provide? What did you do to handle this situation?
► How do you determine whether a team member has client orientation? Provide an example of this.
► In any role you can have people you don't want to deal with. Describe your worst example of this and how you managed that person.
► Tell me about a time where a customer did not accept the information you were providing and you needed to explain it in different terms.
► How have you ensured that your team or direct reports have managed to keep delivering high levels of customer service in challenging circumstances? Please provide an example.
► Give me an example of a time where you have needed to ensure that the organisation kept focussed on a particular customer. Why was that necessary? What steps did you take?
► Describe a time where you took over a difficult client. What did you do to ensure the relationship ran smoothly? What made a difference in this circumstance?
► Give me an example of where you have needed to say no to a customer. How did you do this, and still maintain a positive relationship?
► Have you ever had a client change their mind during a negotiation around a service you provide? What did you do to handle this situation?
► How do you determine whether a team member has client orientation? Provide an example of this.
10 :: Managerial and Supervisory Skills Based Humanitarian Affairs Officer Interview Questions:
► Tell me about the 2 or 3 biggest problems you have encountered in your work, and how you handled them.
► What would you say are your 3 major strengths? How will these strengths help you in this position?
► What would you say are your principal weaknesses or shortcomings? How might these interfere with your success in this position? How might you overcome them?
► What was the most creative or original contribution you made to your last organization?
► Could you describe a few situations in which your work was criticized? How did you handle that?
► What skills or abilities do you possess which have not yet been used in your career?
► How skillful are you at [insert a major function to be performed]? Describe a situation where you needed that skill.
► How skillful are you at [insert a major function to be performed]? Where have you used that skill in the past?
► How many people were in the largest group that you have supervised? What kinds of positions were involved?
► What has been the hardest thing you have ever had to do as a manager? How did you approach that?
► As a manager, what do you look for when you are selecting people for your team?
► Describe a situation where you had to deal with a poor performer. How did you handle that?
► Tell me about your approach to motivating employees.
► If you had a general morale problem among your subordinates, what would you do about it?
► How would you set about building an effective work team in your branch/department?
► If you had to choose between retaining a poor performer and operating with a short-staffing situation, which would you choose?
► What would you do if you discovered an employee taking illegal drugs or drinking on the job?
► What would you do if you suspected that two of your unmarried employees have an intimate relationship? How would your approach be different if you had proof of such a relationship?
► What would you do if you suspected that two of your married employees are having an extramarital affair? How would your approach be different if you had proof of the affair?
► How would you respond if a subordinate asked you directly about an organization change/downsizing that had not yet been announced?
► What would you do if you suspected, but could not prove, that a subordinate was selling the organization's property for personal gain? How would your approach be different if you had proof?
► What would you do if you suspected that an employee was conveying sensitive information to an outside party/the media/a competing organization?
► What would you do if you suspected that an employee was selling member contact information to someone compiling mailing lists?
► What would you do if you discovered that a group of employees was having discussions with a union organizer?
► What would you do if two of your subordinates refused to co-operate with each other?
► What would you do if an subordinate was charged with a criminal offence?
► What would you do if a subordinate accused another employee of sexual harassment?
► What would you do if another manager's subordinate came to you with a serious complaint about her manager?
► What would you do about an employee who is chronically late for work?
► What would you do about an employee who exhibits excessive absenteeism?
► What would you do about an employee who appears to be padding her out-of-pocket expenses?
► What would you do about an employee who spoke abusively to a customer?
► How would you convince employees to reduce unnecessary waste and costs?
► What do you think would affect productivity levels in an operation like this?
► If you had to choose between satisfying a [client/customer/member] and following policy, which would you choose?
► Tell me how you would expect to spend your time in a typical day in this position?
► What would you say are your 3 major strengths? How will these strengths help you in this position?
► What would you say are your principal weaknesses or shortcomings? How might these interfere with your success in this position? How might you overcome them?
► What was the most creative or original contribution you made to your last organization?
► Could you describe a few situations in which your work was criticized? How did you handle that?
► What skills or abilities do you possess which have not yet been used in your career?
► How skillful are you at [insert a major function to be performed]? Describe a situation where you needed that skill.
► How skillful are you at [insert a major function to be performed]? Where have you used that skill in the past?
► How many people were in the largest group that you have supervised? What kinds of positions were involved?
► What has been the hardest thing you have ever had to do as a manager? How did you approach that?
► As a manager, what do you look for when you are selecting people for your team?
► Describe a situation where you had to deal with a poor performer. How did you handle that?
► Tell me about your approach to motivating employees.
► If you had a general morale problem among your subordinates, what would you do about it?
► How would you set about building an effective work team in your branch/department?
► If you had to choose between retaining a poor performer and operating with a short-staffing situation, which would you choose?
► What would you do if you discovered an employee taking illegal drugs or drinking on the job?
► What would you do if you suspected that two of your unmarried employees have an intimate relationship? How would your approach be different if you had proof of such a relationship?
► What would you do if you suspected that two of your married employees are having an extramarital affair? How would your approach be different if you had proof of the affair?
► How would you respond if a subordinate asked you directly about an organization change/downsizing that had not yet been announced?
► What would you do if you suspected, but could not prove, that a subordinate was selling the organization's property for personal gain? How would your approach be different if you had proof?
► What would you do if you suspected that an employee was conveying sensitive information to an outside party/the media/a competing organization?
► What would you do if you suspected that an employee was selling member contact information to someone compiling mailing lists?
► What would you do if you discovered that a group of employees was having discussions with a union organizer?
► What would you do if two of your subordinates refused to co-operate with each other?
► What would you do if an subordinate was charged with a criminal offence?
► What would you do if a subordinate accused another employee of sexual harassment?
► What would you do if another manager's subordinate came to you with a serious complaint about her manager?
► What would you do about an employee who is chronically late for work?
► What would you do about an employee who exhibits excessive absenteeism?
► What would you do about an employee who appears to be padding her out-of-pocket expenses?
► What would you do about an employee who spoke abusively to a customer?
► How would you convince employees to reduce unnecessary waste and costs?
► What do you think would affect productivity levels in an operation like this?
► If you had to choose between satisfying a [client/customer/member] and following policy, which would you choose?
► Tell me how you would expect to spend your time in a typical day in this position?