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XFN Communication/Teamwork

 * What steps do you take to establish a rapport with others?
 * Tell me about a time where you managed a project with several functional areas – what was the biggest challenge, how did you handle it, what was the outcome?
 * Tell me about a time you dealt with a difficult team member and how you resolved the conflict
 * Tell me about the most difficult or uncooperative person you had to work with lately. What did you do or say to resolve the situation? What was the outcome?
 * When have you been a part of a team that drove an important business change? What was your role?

Stakeholder Management/Influencing

 * How do you effectively build relationships with your business partners?
 * How do you push back on business partners?
 * Give me an example of a time when you used persuasion/influence to guide another person to a worthwhile decision.
 * Give me an example of a time when your communication skills were powerful enough to enable you to influence the way others thought or acted

Attention to Detail

 * Do prefer to work with the “big picture” or the “details” of a situation? Give me an example of an experience that illustrates your preference.
 * Tell me about a difficult experience you had in working on a detail-oriented project?
 * Describe what you do to control mistakes in your work.
 * What tools do you use to check your work? Why do you use these tools? Provide an example of where you have applied these.
 * What have you done in order to be effective with your organization and planning?
 * How do you keep track of work so that it gets done on time?
 * How do you go about ensuring quality when there are time pressures? Describe a time where you have managed to produce quality work when you were under pressure.
 * Have you ever needed to persuade someone above you that they had made a mistake? What did you do in this situation? How did it turn out?

Facebook Values

 * What is your proudest accomplishment?
 * Give me an example of a time you had to make an important decision without all the information you needed. How did you make the decision?
 * Give me a specific example of a time when you used good judgment and logic in solving a problem.
 * Give me an example of a time when you had to go above and beyond the call of duty in order to get a job done.
 * What was the hardest problem you had to solve? What was the impact? What would you have done differently?
 * How would you make a decision under significant time pressure?
 * Based on what you understand about FB culture, how do you see yourself fitting in?
 * How do you think you would integrate into the team that you have met so far?

Motivation

 * What excites you about this role?
 * What excites you about Facebook?
 * What specific goals have you established for your career?
 * What are your short and long-term goals?
 * FB is a very flat organization, how do you feel about being an individual contributor?

Flexibility

 * How have you adjusted your style when it was not meeting the objectives and/or people were not responding correctly?
 * What do you do when you are faced with an obstacle to an important project? Give an example
 * When you have difficulty persuading someone to your point of view, what do you do? Give an example.
 * Tell me about a time when you were asked to do something you had never done before. How did you react? What did you learn?
 * Recall a time when your manager was unavailable when a problem arose. How did you handle the situation? With whom did you consult?

Problem Solving

 * Tell me about a situation where you had to solve a difficult problem.
 * Tell me about a time when a client or customer approached you with a concern—and how you responded
 * Give a specific example of a time when you used good judgment and logic in solving a problem.
 * Recall a time when your manager was unavailable when a problem arose. How did you handle the situation? With whom did you consult?

Process Improvement/Innovation

 * Tell me about a process improvement you have put into place. How did you measure effectiveness?
 * Have you ever started something up from nothing – give an example?
 * Describe some projects or ideas that were implemented, or carried out successfully primarily because of your efforts
 * Using a specific example of a project, tell how you kept those involved informed of the progress.
 * How do you keep up to date with what’s happening in the (finance/accounting) world? Can you give an example of something that’s happening/changing right now?

Diversity of Thought/Conflict Resolution

 * Describe a situation where you needed to flex your work style/approach to working with a client or customer who was very different from you. What was the situation, task you were faced with, actions you took, and results.​
 * Give a specific example of how you have helped to create an inclusive environment where differences are valued, encouraged and supported.
 * Describe how you influence, gain agreement, and communicate effectively and respectfully within the context of varying beliefs, behaviors, and backgrounds.
 * When you work with a team or a group, disagreement about direction, decisions, and vision are common. Tell us about a time when you handled a disagreement. How did you approach the situation and what was the resolution?​
 * At FB – we create communities, this means we are fortunate to work with people from all over the world. Can you tell me about your approach to building relationships and/or collaborating with employees or cross-functional partners from various demographic backgrounds.​
 * You are introducing a new policy into the team or group. You are facing a bit of opposition. How would you handle it?​
 * At FB – we create communities, this means we are fortunate to work with people from all over the world. Can you tell me about your approach to building relationships and/or collaborating with employees or cross-functional partners from various backgrounds.

Collaboration/Teamwork/Feedback

 * Share a time when you experienced working with a difficult coworker on a team. How was the coworker difficult and what did you do to resolve the situation to encourage the team’s ongoing progress​
 * Tell me about a time where you received difficult feedback at work? ​
 * Can you tell me about a job experience in which you had to speak up and tell other people what you thought or felt?​
 * You are working with a difficult vendor, client, or other external partner. What would you do?​
 * Tell me about a time when you effectively partnered internally on a project or initiative​
 * Think about a time when you identified something that wasn’t going well with a colleague. What was your role in the issue? What did you do?​
 * We all make mistakes we wish we could take back. Tell me about a time you wish you’d handled a situation differently with a colleague, teammate, business partner, or client.​
 * Sometimes teams of people who don’t know each other have to come together quickly to get something done. Describe a time when you had to get a new team to work together to get something done. If you haven’t done this before, how would you go about it?

Interview the “Whole Person”

 * It is critical to have a “whole person” approach for your candidate. When we hire and promote, we tend to focus too heavily on competencies and experiences and the “who you are” is just as important. We have to be more balanced in our approach.
 * HOW you get your work done are the competencies. WHAT you get done are your RESULTS.
 * WHO you are - your values, integrity, character, what motivates and drives you (bottom half). This is below the surface.
 * Look beyond a person’s resume, pedigree, and the title they’ve had – to identify their values and what motivates them.
 * When thinking about your ideal candidate, reflect on: What competencies are most important to this role? What are the areas of Strength and opportunity within your team? How can you round out your team? What are values and drivers that will tell you a candidate has potential for future growth in our organization beyond this specific role?
 * When we think about the “Whole Person,” it is connected to hiring the “Best Athlete.”

The Best Athlete

 * In some roles, we may say we need deep functional expertise. We need to be thinking about hiring a Best Athlete. A Best Athlete is someone who possesses Learning Agility.
 * ASK: How would you describe someone with Learning agility? What are some characteristics that come to mind?
 * Curious – you may have not done it before but you are curious and ready to take on a new challenge.​
 * Problem Solvers – they approach problems by offering solutions and asking questions​
 * They possess a mix of “thinking” (analytical) skills that draw out insights from data​
 * They possess relationship building skills where they know how to relate to people and read the room​
 * Have a “ONE TEAM” mindset. You’ll hear them talk in “we” (some “me” is fine)​

Examples of Probing Questions

 * Tell me about the most successful client relationship you’ve had, and what you think contributed to the success
 * What was the reason to establish/build a new relationship?
 * Did it take a team to succeed in building this relationship?
 * What challenges did you face working together?
 * What was the result of this rapport-building effort?