What are the interview questions for HP technical support

Applicants should be prepared for these questions

Every HR manager or department head usually asks applicants the same questions during the interview. It is very likely that there will also be a favorite question among them. Our American sister publication Computerworld asked IT experts about their favorite interview questions.

1.) Tell me about a process that you have documented for others

Joe Schmitt from the U.S. Likes to bank in job interviews to learn more about a candidate. The answer tells the Network Support Manager how important teamwork is to the applicant and whether he or she makes his knowledge available to others. In general, Schmitt would like to find out in these discussions whether candidates have the right mix of curiosity, passion and commitment. In his opinion, this is much easier to find out with questions like the one about documentation than with questions about technical skills. Everything about careers on CIO.de

2.) Tell me about a project

If Thad Neal from the ERP consultancy Junction Solutions asks a candidate this question, he is not primarily concerned with the project. Neal investigates with detailed questions and wants to know exactly how the applicant behaved in the said project at which point. He can then assess the candidate well if he answers his questions in detail and also addresses personal challenges, complex tasks and restrictions.

Neal wants to find out whether candidates know at what point they need the help of others and whether they are so little self-centered that they then take it up. For example, he gives an applicant high credit if they say in an interview that they don't know the answer, but know where to look for it.

3.) What could you tell me about programming details for ...?

IT professional Joseph Morgan from Netsmart is regularly asked to attend job interviews because of his more than 25 years of professional experience. Unlike many, he definitely asks about IT topics. Sometimes he packs traps in these questions in which he specifically asks about something that is technically not possible at all. He wants to find out if candidates admit they don't know something or if they start bluffing.

In general, he thinks that as a questioner you shouldn't be too focused on a single answer that you expect from the candidate. He once asked something about programming and expected a short, concise answer. The candidate answered dissolute about architecture. Morgan didn't expect that at all, but it was a very good answer that revealed a lot about the candidate's skills.

4.) How would you explain the subject to a non-IT expert?

This question is one of her favorites for Aundrea Marchionna, who works as a technical architect at the agency MRM Worldwide. It does not try to lure you into a trap, but is clearly understandable and predictable.

So far, the IT expert has found a job interview most pleasant when it became clear during the conversation that the relationship between IT and business at this employer is right. She had her worst experience so far during a conversation in which the HR manager told her about tasks and a corporate culture that she later did not find at all. She left the company quickly at the time.

5.) You can complete a project on time and incompletely or completely and late. What do you choose?

The question is a reader's favorite question, as he writes in his comment on the article. He regularly uses them in job interviews and is amazed at how different the answers to his question are. A lot of them, he is surprised too, make up their minds quickly and without much thought. Only rarely does he get the answer that really satisfies him: It would be that the candidate sit down with the project manager and the team and they look for the best solution together.

Asking unusual questions

But asking unusual questions in job interviews is also very popular with many companies. HR managers then ask, for example
"How many cows are there in Canada?" (Google)
"What five ways can you drill a hole in sheet metal?" (Apple)
"Which songs describe your work ethic?" (Dell)
"How would people communicate in a perfect world?" (Novell)

Whether such questions actually provide information about how suitable someone is for a position is controversial. So-called brain teasers in job interviews are now banned at Google. If companies continue to perform these tasks, it is questionable what the answer will tell them about the suitability of the candidate.

Especially in IT positions, many HR experts are of the opinion that technical skills should not be a focus in job interviews. As a rule, the company should have convinced itself of this before inviting the interview. In the interview you want to know more about the candidate's attitude and social skills and find out whether they fit into the corporate culture.

  1. Hair-raising application errors
    IT and software specialists are in demand. But despite the good job prospects, it is important for this clientele to avoid hair-raising application errors.
  2. Public job search
    Anyone who, as an IT specialist, states in his Xing or LinkedIn profile that he is looking for a job will be filled with job offers, of which very few fit his profile. It is therefore advisable to register on platforms or reverse recruiting portals that specialize in individual industries.
  3. Technology booze
    The résumés of IT applicants are often teeming with the names and abbreviations of every programming language and technology they have ever used. But less is more. It is advantageous to only focus on knowledge that is relevant to the position.
  4. Print application
    Only a quarter of HR managers are still willing to accept applications that have been printed out and sent by post. The following applies especially to IT or software experts: Applications in paper form are usually sorted out.
  5. Not enough facts
    The résumé should be clear and meaningful. Just naming previous employers and job titles is not enough. Three to five bullet points under each activity carried out, with information about role, tasks, projects and applied technologies are a must. The recruiter can quickly get a good overview.
  6. Mass application
    Sending the application openly to multiple addressees is a mortal sin. Companies usually react allergically to mass applications by e-mail. In other words: an application must be individually tailored to the company and the vacancy.
  7. Too many individual documents
    E-mail applications with many different individual documents as well as files that are too large quickly cause HR professionals to doubt the competence of the IT specialist. All documents should be sent compactly in a PDF file that is not too large (no more than 3MB).
  8. No manners
    The applicant should show the normal level of personality, courtesy and respect, even if he is being heavily courted as a technology expert. Sending a link to your own social media profile on Xing, LinkedIn, Github, Facebook, etc. without accompanying words is not appropriate and targeted communication.
  9. Application homepage
    The idea of ​​the application homepage is basically good. The only problem is that the priorities for the specific job and the company to which the application is made cannot be emphasized. A very good cover letter can compensate for this - provided it is read.
  10. Make demands
    It is seen as a no-go to make direct demands à la “if-then” in the application. The formulation of wishes and ideas in manageable proportions, on the other hand, is usually unproblematic.
  11. Too private application photos
    The requirements for the application photo have eased considerably, especially in the IT industry. Authenticity and sympathy are in the foreground. Pictures from leisure time can also convey this well. However, caution is advised when it comes to party pictures or recordings from the messy desk at home.