Although your shop may be empty, it is important to use this time wisely.
A situational question allows interviewers to get their subjects away from canned generalities and prepackaged answers, forcing job candidates to offer specific examples of how they used job-related skills to solve real-life problems in the past.
In formulating situational interview questions, the interviewer should focus on the job description and make a list of the required skills and responsibilities.
Next, the interviewer should write questions that explore exactly how job candidates have demonstrated those particular skills in past situations. Good candidates will offer success stories from their careers that connect directly with the new job, while a bad candidate will continue offering vague generalities and empty words.
Use situational questions to probe candidate's skills in the following areas: Here are 10 common situational interview questions, in no particular order, and some suggestions for evaluating responses to them: Describe a situation where you had to collaborate with a difficult colleague. A superior candidate will demonstrate professionalism in attitude and communication style when dealing with others.
Problem-solving and conflict-resolution skills are key. Good candidates don't need to like everybody, but they must be capable of working with everybody. Solid candidates will show that they achieved a workable outcome in the face of any coworker-related difficulties. Bad candidates will blame others and shirk accountability.
The answer can reveal a candidate's behavior toward authority, communication, and problem solving. The person you want to hire will not allow personal feelings or disagreements to get in the way of working relationships inside the company.
A good candidate should demonstrate emotional maturity and professionalism above all else. Describe a situation where you needed to persuade someone to accept your point of view or convince them to change something.
This is another situational question exploring soft skills such as communication and relationship building.
A candidate should demonstrate empathy and listening skills that allow him or her to understand the other side of a situation but also help bring about a change of opinion.
Candidates should show how they negotiate and generally develop and strengthen relationships with others. Describe a difficult problem you faced and how you approached it. Don't just look for what candidates did; ask for the thought process behind their actions and how they like to approach problems in general.
Being collaborative is one strength you might look for here. Did the candidate seek out feedback from others in understanding the problem, developing possible solutions, and implementing a workable solution? Describe a mistake you've made professionally. We're all human, and candidates should be able to admit that they've made mistakes at certain times.
This situational question is really more about finding out how a candidate learns, reflects upon mistakes, and takes lessons learned into the future. If a candidate refuses to admit to any past mistakes, then it's a sign that he or she isn't willing or able to learn anything from difficult situations.
Describe a situation where you worked under a tight deadline.
Here, you are asking interviewees to tell a success story that demonstrates how they organized their workflow, dealt with pressure, and navigated through competing priorities. It's a good opportunity to hear a candidate's planning process, how they communicate with others, and how they collaborate with colleagues toward a common goal.
Did the candidate try to extend the deadline if possible? Did the candidate ask for additional help? Most importantly, did they fully commit their own time to meeting the deadline and ask others to commit, too?A stellar auto repair shop should have a net profit of 20 to 30 percent if it follows our model.
If you are losing customers to competitors, we will survey your customers to determine what the real problem is and help you correct it.
Alan the owner and manager of small auto repair shop is using situational leadership style. In this situation, the mediating variables are similar to substitutes for leadership, that is, some of mediating variables are already at their maximum short term level, making the job of the leader (Alan) much easier.
For all of your automotive questions, Ask The Master Auto Technician, James Morris. Submit your automotive questions through our site, or callinto the radio or TV show. The average independent auto repair shop only nets only 2 to 3%.
Automotive technology is changing daily in our industry. My question to you the shop owner is, “Are you. The Chevrolet Tahoe Reliability Rating is out of , Find a high quality auto repair shop or dealer near you but if severe issues and annual average visits to the shop are low, that's a good indicator of a reliable car.
Frequency. The Nissan Altima Reliability Rating is out of , which ranks it 9th out of 24 for midsize cars. The average annual repair cost is $ which means it has lower than average ownership costs.
The severity of repairs is average and the frequency of those issues is . An auto repair shop is a typical blue-collar work situation where a number of medium to highly skilled workers with moderate to low education work under the leadership of the owner of the shop.
Usually the leadership is more autocratic in nature, and a hierarchy often builds up among the workers themselves.