Research Officer Interview Questions And Answers

I have been working with computers since 2001. I also have a degree in network support/computer repair. I have built my last 3 computers, have work with Dell as an employee. So I have around 15 years experience working with computers.

This can be a tricky question to respond to, if you suggest you have no weaknesses you’re going to appear as a lair or egotistical. You should respond realistically by mentioning small work related weaknesses. Although many try to answer using a positive skill in disguise as a weakness, like “I expect co-workers to have the same commitment” or “I am a perfectionist”. However, it is recommended that there is some honesty and the weaknesses are true, and then emphasize on how you have overcome it or working to improve it. The purpose of this question is to see how you view and evaluate yourself.

It seems like an easy interview question. It's open ended: ”I can talk about whatever I want from the birth canal forward. Right?”

Wrong. What the hiring manager really wants is a quick, two- to three-minute snapshot of who you are and why you're the best candidate for this position.

So as you answer this question, talk about what you've done to prepare yourself to be the very best candidate for the position. Use an example or two to back it up. Then ask if they would like more details. If they do, keep giving them example after example of your background and experience. Always point back to an example when you have the opportunity.

Hopefully if you're applying for this position you have bags of related experience, and if that's the case you should mention it all. But if you're switching careers or trying something a little different, your experience may initially not look like it's matching up. That's when you need a little honest creativity to match the experiences required with the ones you have. People skills are people skills after all, you just need to show how customer service skills can apply to internal management positions, and so on.

Your answer is of course that you are an excellent team player; there really is no other valid answer here as you will not function in an organization as a loner. You may want to mention what type of role you tend to adopt in a team, especially if you want to emphasize key skills such as leadership. Be prepared to give specific examples in a very matter of fact sort of way.

I’m a “people person” and I enjoy engaging with various people to accomplish a specific task. I feel very comfortable in all forms of written and spoken communication. Additionally, I’ve volunteered in my university’s career services office, so I have a good idea of how job placement works and experience helping the career services officers. I feel I can communicate in a clear and professional way with a variety of people, and I’m always ready to learn more.

My work in the career services office included helping students create resumes, so I feel very comfortable with that. Additionally, I’ve spent a lot of time being a practice interviewer for students to prepare them for the real thing. I feel comfortable talking with people and giving advice, and I feel my previous experience gives me a lot of knowledge to share with candidates.

This question is obviously asking you to look forward to the future, so drawing up one year, five year and ten year research plans is helpful before going into an interview. (If you are completing a PhD and looking for your first job this might sound a little excessive, but believe me, it will make you stand out and be taken seriously). They will not just want to hear about the topics you wish to cover but will crucially be interested in two other areas: research funding and your output (i.e. publications). As well as telling them about your exciting projects, tell them how you're going to pay for them (which grants you will apply for) and what published benefits there will be in concrete terms. Aim high at this point; you don't want to sell yourself short. You can write that monograph or get an article into a world-renowned journal. The scope of your ambition will help to sell you as the ideal candidate here, so don't worry about sounding arrogant.

This is interview question about your career goals. What the interviewer really wants is to see that you’ve thought about your future, and gauge your ambition. They also want to verify that this isn’t just a stop gap position.

Although all of your answers should be tailored to the organization and position you’ve applied for, this is especially the case with this question. If you’re going for an entry level position, for example, explain how you’d like your career to progress (e.g. ‘I’d like to progress to a Senior Software Engineer’ or ‘I see myself being a team leader…’).

If you’re going for a more senior position, explain how you’d be looking to move the company forward. Have a look at their business strategy or corporate objectives before the interview, and explain how you can help in achieving them.

On the surface, this appears to be a simple question, yet it is easy to slip. I would suggest not mentioning money at this stage as you may come across as totally mercenary. If you are currently employed, you can say it’s about developing your career and yourself as an individual. If you are in the unfortunate position of having been downsized, stay positive and keep it brief. If you were fired, you should have a solid explanation. whatever your circumstances, do not talk about the drama but remember to stay positive.

There is no right or wrong answer here. The logic behind this type of question is that your past behaviour is likely to predict what you will do in the future. What the interviewer is looking for is to understand what you find difficult.

I’ve done a lot of research on personality types, industries, careers, and what sort of skills are required in a variety of fields. It’s a subject I find very interesting, so I’m dedicated to learning as much as possible. I’ve taken a few courses that covered common personality traits and how they apply to careers. Helping people find a career they’ll love and excel in is something I’m very passionate about, so I’m excited to learn more about how to place candidates in the right positions.

Interviewers don't recruit candidates who see themselves in solipsistic isolation. So, based on all your preparatory research into this employer, identify the specific ways that your work aligns with their needs and priorities. Think about: particular specialisms, research clusters, possible collaborations, undergraduate or graduate curricula, interdisciplinary links with other departments, outreach initiatives, etc. Don't turn this into a conceptual answer – ground what you say in a couple of specific, tangible examples.

I think it’s important for an interview to be thorough and to encourage candidates to answer honestly. I’d make sure to ask the candidates why they are applying for the job and what they know about the industry and company. I’d also ask specific questions about how a candidate believes her or his work experience would be beneficial in the new position. I feel it’s important to allow candidates to ask questions as well, both to help them feel comfortable and to gauge their overall interest in the job based on the questions they ask.

I’m proactive about all my tasks, and I am a dedicated researcher. I plan to regularly contact each organization I work with to stay updated with job opportunities. Also, I subscribe to several publications relating to the economy and job market, so I’ll most definitely use that information as well.

☛ Could you describe the range of recordkeeping systems used in the organisation?
☛ Is records management software used in the organisation? Which sections use this system? What software or systems does it integrate with?
☛ Is electronic recordkeeping used in the organisation?
☛ What retention and disposal authorities do you have which cover records produced in the course of current and (if appropriate) historical business activity?
☛ Does the organisation have difficulty producing records when they are required (eg for litigation, audit, Ministerial or Parliamentary briefing, reporting)? If so, why do such difficulties occur?
☛ In a general sense, are the recordkeeping systems operating in your organisation adequate to meet the requirements of the organisation? Could you give more details?
☛ Does the organisation have formal recordkeeping procedures for staff to follow? If so, are these up to date and adequate?
☛ What level of prominence, resources and support from management do the staff responsible for recordkeeping have within the organisation?
☛ Are any of the organisation's recordkeeping requirements documented?
☛ Have you ever assessed corporate business information systems against recordkeeping requirements?
☛ Are disposal activities regularly undertaken?
☛ Do you regularly assess the effectiveness of your records management program?
☛ Have you assessed the organisation's use of metadata?
☛ What are frequent records management problems or concerns that you are aware of?
☛ Are there formal policies governing records management?
☛ What is management's perception of records management?
☛ Is the organisation compliant with State Records' records management standards?
☛ Is a thesaurus or other tool used to control file titling?
☛ Is the Records Management Unit consulted when new systems are purchased or developed?
☛ Where are the organisation's record, both paper and electronic, stored?
☛ What is the proportion of electronic records in the organisation?
☛ What strategies have previously been employed to improve organisational recordkeeping?
☛ What key records management objectives would you like to see the organisation obtain?

☛ What are the core areas of responsibility for the organisation?
☛ What are the reporting lines within the organisation and to external authorities?
☛ Does the organisation consider itself to be in a highly regulated environment?
☛ What is the organisation's attitude towards the degree of regulation?
☛ Who are the organisation's stakeholders?
☛ How does the organisation manage its external compliance regime (eg managing its performance in relation to the regulatory environment, audits, standards and best practice)?
☛ Does the organisation operate in a litigious environment?
☛ If so, can you give a general description of how it manages claims made against it (eg through one unit such as a legal team)? What are examples of recent litigation it has been subject to?
☛ Does the organisation have a risk management plan? Can you outline its major features and provide a copy?
☛ How are risks monitored and managed in the day to day operation of the organisation's business?
☛ What are the high risk elements of the organisation's business? Where in the structure of the organisation are high risk activities or processes performed or concentrated?
☛ Are there special policies or procedures in place to help officers contribute to external compliance or risk management within the organisation? If so, what are they?
☛ What role does recordkeeping play in managing risks and external compliance within the organisation?
☛ How does the organisation obtain feedback from its clients?
☛ How does it gauge community attitudes in relation to its performance?
☛ Has the organisation established any advisory or consultative bodies that address or represent community concerns in relation to the business activity or activities of the organisation. If so, what are they?
☛ Does the organisation have any statements about community relations or any special agreements or undertakings with clients or stakeholders that are documented (eg memorandum of understanding with stakeholders, service charters)?
☛ Is the organisation subject to frequent Parliamentary or Ministerial scrutiny? If so, give examples. How does the organisation manage its reporting to the Parliament and the government?
☛ Is the business of other organisations reliant on the activities of your organisation? If so, describe how.
☛ Has the organisation conducted internal reviews or audits concerning its performance and accountability recently? If so, what were the conclusions of review/report? (Get a copy if relevant).
☛ What degree of technological currency and competence does the organisation display?
☛ What are the organisation's current priorities and goals?
☛ Can you refer me to internal publications that will help define, at a detailed level, the organisation's business activity and recordkeeping requirements (eg policies and procedures, publications for clients or the community in general, technical codes or standards)?
☛ Can you refer me to any historical publications about the organisation?

☛ Describe your experience with statistics and how it relates to this position.
☛ Talk about the differences between qualitative and quantitative market research.
☛ Walk me through your process for forecasting the sales of a new product.
☛ Talk about a product that you think is marketed well. What kind of research contributed to those results?
☛ What product is not marketed well? What would you do to improve their strategy?
☛ What is the first thing you do when looking at a new data set?
☛ Have you ever persuaded management not to release a product due to your findings? What was the outcome?
☛ What data collection methods worked well at your previous position? What didn’t work so well?
☛ How would you approach building a market in a new city? What information would you like to have to determine the best possible fit?
☛ How would you approach analyzing our customers and competitors?
☛ What do you think of our current marketing strategy? What would you do differently?

☛ What functions and activities is your area responsible for?
☛ What specific processes do you follow when performing these activities? (Ask only if you are interested in identifying and mapping work processes in a particular area of business.)
☛ Do you have procedures that guide your work?
☛ Have you or other staff done a risk assessment of your activities?
☛ Do you administer any legislation?
☛ Is your work governed by any best practice standards?
☛ Are there any compliance checks made on your work?
☛ Do you interact with other business areas when performing your activities?
☛ Do you interact with external organisations when performing your activities?
☛ What business information systems do you use?
☛ Do you find these systems to be adequate?
☛ What problems have previously arisen with these systems?
☛ Do you provide services to the public?
☛ Who are your key stakeholders? What influence do they have over your operations?
☛ Has your area been subject to any litigation?
☛ Are consultants employed to carry out any of your work?
☛ What records do you create and why?
☛ What records do you refer to, if not create? Eg applications received from clients, reports from other areas of your organisation, records of previous contact with a client
☛ What recordkeeping system(s) do you use?
☛ Do you regard your recordkeeping as adequate - ie do you always have the evidence and information you need to meet your business needs?
☛ Can you always find information when you require it? If not, what are the problems that affect information access?
☛ How long do records need to be kept to meet your specific business needs?
☛ Are your records referenced and used by other areas of the organisation?

If you are serious about changing jobs then it is likely that you are applying to other positions. It is also a way of showing that you are in demand. Be honest but don’t go into too much detail; you don’t want to spend a great deal of time on this. If asked about names of who you have spoken to, it is absolutely legitimate to say you prefer not to disclose that information at this stage.

This is another question looking towards job commitment. Some people go through jobs like socks because they don’t have a life plan, and your answer can show insight into this. It can also be used for finding out if you are the type that sets goals at all in life, because those that make long-term goals are usually more reliable. Also, your goals can provide insight on your personality too.

You should respond with an answer that shows progression in your career is on track with your route in the company. It’s important to do your research on company prospects, this way you understand what to expect and if it’s in your long-term goal. Interviewers don’t want to set you on a path that won’t provide the results you want, resulting in you resigning.

This question needs to be carefully answered as it is your opportunity to stick out from the rest of the applicants. You should focus on skills that you have, including those not yet mentioned. Simply responding “because I’m really good” or “I really need a job” isn’t going to work. You shouldn’t assume the skills of other applicants or their strengths, focus on yourself. Tell the interviewer why you are a good fit for the position, what makes you a good employee, and what you can provide the company. Keep it brief while highlighting achievements.

This is somewhat similar to the “what is your greatest strength?” question and can be handled along the same lines. You want to pick an accomplishment that shows you have the qualities that the company puts value in and that are desirable for the position you’re interviewing for.
The fact is you may have several accomplishments you could pick from. Pick one that will have the most impact.

This question is always a tricky one and a dangerous game to play in an interview. It is a common mistake to discuss salary before you have sold yourself, and like in any negotiation, knowledge is power. Do your homework and make sure you have an idea of what this job is offering. You can try asking them about the salary range. If you want to avoid the question altogether, you could say that at the moment, you are looking to advance in your career and money isn’t your main motivator. If you do have a specific figure in mind and you are confident you can get it, then it may be worth going for it.

This isn't a trick question, and the best response isn't necessarily just to say yes, without hesitation. There are innumerable factors that could have a bearing on what you might say, not least the vexed issue of waiting to hear back about other applications. But let's not assume that being honest is always a bad thing. The crucial point is that, before you get in the room, you should take time to think through whether you would accept the job, and to discuss it with peers and mentors.