accountability interview questions: 7 Interview Questions About Accountability


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    When you’re hiring for a new position, there are a few questions that can really give you some insight into the candidate. Here are seven of my favorites:

    Why are you looking for a new job?

    It’s a good idea to be honest and up-front about your reasons for looking for a new job. The interviewer will likely ask this question anyway, so it’s best not to hide the fact that you are unhappy with your current situation or workplace culture. You can give them an honest answer like “I’m looking for something different” or “I want to work for a company that is more successful.”

    A good way of explaining this is by telling them what type of company would interest you: one with innovative products, where employees are given autonomy over their work; one where there are opportunities for growth within the organization; etcetera.

    What motivates you to succeed?

    When asking this question, it’s important to keep in mind that you want to get a sense of what motivates your candidate. You’re not just looking for someone who will do their job well–you need someone who can be inspired by their work and motivated by the company’s mission.

    Being specific with this question will help you get a better idea of whether or not they are right for the position and whether or not they’ll be able to grow within it.

    What is your greatest strength as an employee?

    The next question to ask is what is your greatest strength as an employee. This is a great time to be specific and honest with yourself, so make sure it’s something relevant to the job you are interviewing for. You can also explain how it has helped in the past if needed.

    What is your biggest weakness as an employee?

    You want to be honest, but you also want to avoid saying anything that could be perceived as a weakness by others.

    For example, if you have trouble with working in teams or communicating clearly with your co-workers, it’s probably best not to admit that during an interview question about accountability. This is because this kind of answer could make other people think you’re not a team player or someone who doesn’t communicate well with others (or both).

    On the other hand, if there isn’t anything negative about your answer–and even better if there’s something positive–then go ahead and share it! If a potential employer asks me what my biggest weakness is as an employee and my response is “I’m too hard on myself when things don’t go right,” then I know he won’t see this as being negative at all; instead he’ll probably think I’m someone who cares enough about his work that he doesn’t want anything less than perfection from himself.*

    What would you say to a customer who was upset with the service you provided to them?

    “What would you say to a customer who was upset with the service you provided to them?”

    This is a great question because it forces salespeople to think about what they would do in this situation, instead of just going through their usual routine. The best way to answer this question is by listening carefully and taking notes on what the customer says. Once they’ve finished talking, tell them that you’re sorry for any inconvenience caused and ask them what exactly they’d like done so that the problem can be fixed quickly and easily. If there are any steps or actions that need taken on your part (i.e., returning an item), make sure those get done as well!

    Can you describe a situation where you successfully worked with a difficult person, and what did you do to resolve the issue?

    Can you describe a situation where you successfully worked with a difficult person, and what did you do to resolve the issue?

    This is another question that’s designed to get at your ability to handle conflict. It’s important for managers to be able to work effectively with people who aren’t always easygoing or agreeable. If you can’t handle someone who might be difficult or challenging, then there may not be enough room for growth in this position.

    Describe a time when you had to live up to extremely high expectations. How did it go? Who were they placed on and what were they specifically? (Note: You can also ask about the outcome of this situation) (This question requires them to tell a story about themselves.)

    You need to be able to tell a story about yourself, and also one about someone else. You also need to be able to talk about the outcome of this situation. This will help you understand how well they were able to meet expectations and what they did when things went wrong. Here’s an example:

    • I was working as a manager at a fast food restaurant when we received news from headquarters that our customer satisfaction scores were too low. Since I was in charge of operations at this location, it was up me and my team members (who had all been hired within the last year) improve these scores before we lost customers permanently or faced termination ourselves!
    • We worked hard on improving our service over time by adding more training classes for new employees and communicating with customers more frequently throughout their meals so they could get feedback directly from us instead just relying on surveys after eating out somewhere else later down the road which might not reflect accurately what happened during your visit due out frustration with poor service elsewhere earlier that day etcetera…

    You need someone who can toe the line between being accountable and taking charge.

    Accountability is a key trait in any employee, but it’s not the same thing as taking charge. Being accountable means owning up to your actions and accepting responsibility for them. Taking charge means having confidence in your ability to lead others, even when things don’t go according to plan or the way you expected.

    If someone on your team is constantly questioning everything everyone else does (and maybe even doing it themselves), that’s a sign that they might not be ready for more responsibility yet–or maybe ever!

    We hope this article has given you some insight into how to ask the right questions in an interview. Remember, these questions are meant to help you get a sense of whether or not someone would be a good fit for your company. So don’t be afraid to ask tough questions!

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