This would be my second Interview after getting impressed by the first one.

What type of questions I should expect from Quality Director or Manufacturing Director in my second interview process for Quality Engineer position????

Being a Quality Engineer what Questions should I ask Quality Director and Manufacturing Director in the Interview Process...

Any suggestions.......Please advice......Thanks for all your help guys ..I really love this forum......

If I called a member of your current staff and asked them to tell me about you, what would they say?
What actions would you take if you came on board?
How do you lead?
What's your secret to getting subordinates to follow you?
How do you motivate employees?
How do you reward employees?
Describe your management philosophy and management style.
Some managers supervise their employees closely, while others use a loose rein. How do you manage?
How have you improved as a manager over the years?
How many people have you fired? How do you go about it?
How would you deal with an employee who broke a policy (ie: late for work)?
How would you deal with an employee who was not open and honest in communication?
It is very hard to attract (critical care, ER, OR, OB etc.) nurses to this area. What are some strategies you might use to have enough qualified nurses to be sure patients get quality care in the facility?
What single professional event made you most proud to be a manager/leader?
What event made you least proud to be a leader?
In prior positions did you have budgeting responsibilities? If so, what was the size of your operating budget?
Do you know how to figure FTE's?
What is your definition of empowerment?
What is your definition of Quality Assurance (QA), and who should be responsible, for QA?
Tell me about a time when your manager made a decision you disagreed with. What actions did you take and why?
Tell me about a time when you had to handle a disruptive employee. What did you do? What were the results?
Tell me about a time when you had to deal with an irate physician, patient, employee etc. How did you handle it and what was the result?
How have you managed to foster a successful team in your past positions?
What methods have you found successful in determining the priorities when you start in a new facility?
What methods do you use to foster open communication with staff and management?
Tell me about a work incident when you were totally honest, despite a potential risk or downside for the honesty.
How did you handle a recent situation where the direction from above was unclear and circumstances were changing?
Describe how you motivated a group of people to do something they did not want to do.
Who is your most effective subordinate and your least effective subordinate?
What are the strengths and weaknesses of each? What have you done to develop each of these subordinates?
Tell me about some of the people who have become successful as a result of your management. What was your role in their development?
What are the major training and development needs of the people in your department? How did you identify them? What are you doing about them?
Are there any techniques you have found useful in identifying particular subordinates' needs and potentials? Tell me how they worked with a particular person.
What do you do differently than other managers? Why? Examples?
What is the farthest you've had to bend your standards in order to succeed?
What job duties would you like to avoid if at all possible?
Describe a time in which you weighed the pros and cons of a situation and decided not to take action, even though you were under pressure to do so?
All of us have been in situations where we assigned work to other people and they didn't do what we intended. Can you tell me about some of those? What were the circumstances and how did you handle it?
Have you ever had problems in getting your subordinates to accept your ideas or department goals? What approach did you use? How effective was it?
Have you ever needed cooperation from groups that did not report to you? What did you do to gain cooperation? What were the satisfactions and disappointments?
Is there a trait or characteristic about you that you find is frequently misunderstood, that surprises you when you find out that people think that about you?
What 3 things do you hope to accomplish in your first year?
What do you expect of those who report to you? If candidate responds with a one word answer (for example saying, "support" you can probe further by asking the candidate to describe three behaviors that she/he would view as being supportive.
If you had an unfavorable plan (i.e., budget) to implement, what would you do to get the managers' buy in and support?
With the current nursing shortage, what are two solutions you would like to see put in place?
What kind of support do you offer managers, directors and front-line staff, knowing the stress of the nursing shortage and the increasing acuity of our patients?
Tell us about a high level innovative idea/change that you implemented. Was it or was it not successful?:bonk:

Can I get the best answers for these Jim...
Thanks for the Q Jim.. they are really good

What would be the best Questions to ask Quality Director and Manufacturing Director?

The above Q ..they can ask me correct

Can I get the best answers for these Jim...
Thanks for the Q Jim.. they are really good

There are no "best" answers, except honest answers. Answer honestly and do your best to avoid negativism, and leave the interviewer with the idea that you can do things to help people to do a better job.

Excellent questions! No single interviewer will ask ALL of them, but you can be sure every interviewer will ask one or more of them.

For the second interview, the candidate should be asking questions as to how his experience and skill can best benefit the organization. What are the most important gaps the organization needs to fill? Then, the candidate has to be alert enough to say something to the effect:
"That's great! I happen to have experience with a very similar situation. Here's how I handled that . . . "

The trick is to make the connection between your experience and his need so he will believe you can transfer that experience or skill to his situation.

The questions an interviewer always has on his mind, whether he voices them or not:

Can this guy really do the job?
Will he fit in with our people?
How much (or how little) will he cost me?
Will I (personally) benefit or lose by hiring him?

The trick is to make the connection between your experience and his need so he will believe you can transfer that experience or skill to his situation.


:agree1: That's it in a nutshell. Never assume that you already know what an interviewer needs--get them to say it, and then tell how you can fulfill the need, using concrete examples from your own experience.

What would be the best Questions to ask Quality Director and Manufacturing Director?

The above Q ..they can ask me correct

Actually some of the best questions to ask the Quality Director would be the ones that you would rank as most important to you on that list.

Such as "how do you motivate your people?" would be important to me...

I agree with Wes, they will look for connecting your competence to the job during the future interviews.

Good Luck!!!

I would ask them 2 main questions:
1-What are your short term goals and objective for this job
(what do they expect from you immediately, and can you hit the ground running)
2-What are your long term goals and objectives for this job.
(where do they see this evolving or growth potential)

Ask them to describe the company culture, or ask them to tell you a couple of popular company "stories". (Remember the time the CEO did...) This will tell you lots about what the organization deems important, and whether that fits your values and style.

Ask them to rate the quality focus of their organization, where 1 = Quality is a top priority, 2 = quality is a key strategy and 3 = quality is a necessary evil. This can be very telling.

Ask about their market position and customer base. Is it highly competitve? Engineering driven? Slow or fast to innovate? Fortune 100 customers? Broadly based, or niche-specific?

Are they outsourcing manufacturing to other countries? At what rate?

What is the company vision for the future? (and hope they have one!)

Good luck, keep us tuned in!

What is the company vision for the future? (and hope they have one!)

Good luck, keep us tuned in!


Yes, the future outlook is important. Try to find out their profitability history. Are they drowning in red ink, or showing a consistent net profit. You may have to do your own research for this. Companies may hire you even though they know they are going down the tubes, but the need this Quality person to fill an opening to satisfy...some reason. You could be looking again in a few months.

Hey Cognizant, How did it go? What did you learn?

Hi Guys,

I took the first job...Finally I heard from the second company after started working with the first one that I am not selected due to lack of exp in Plastics.

So I made the good decision by selecting the first job and not blowing it up ...

This is my second week still trying to figure out the product/process flow...It might take another couple months before I get familiarize with everything on the floor.....

Thank you all guys for your help

Congratulations!

I think you can expect to have a handle on things by 6 months, but I've found it takes about 1.5 to 2 years to really understand things well. (I'm at the 1.5 years point and there's still plenty to learn!)

Thanks Rosie for following up ...