Slalom interview questions

Slalom interview questions

Shakespeare once wrote, "What's past is prologue," and situational interview questions are based on the same idea: the way job candidates behaved in the past is the single best predictor of the way they'll behave in the future. 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. Superior candidates will respond to situational questions by highlighting and illustrating their strengths, and a good success story can paint a picture of how a candidate has used skills in the past to overcome a problem.

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.

Interviews at Slalom Consulting

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. 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?

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.

slalom interview questions

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. 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?

slalom interview questions

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?But there is a lack of Kubernetes Certified professionals in the market.

I believe that you already know these facts, which has made you land on this Kubernetes Interview Questions blog. In this blog on Kubernetes Interview Questions, I will be discussing the top Kubernetes related questions asked in your interviews. So, for your better understanding I have divided this blog into the following 4 sections:. This section of questions will consist of all those basic questions that you need to know related to the working of Kubernetes.

But, since these individual containers have to communicate, Kubernetes is used. So, Docker builds the containers and these containers communicate with each other via Kubernetes.

So, containers running on multiple hosts can be manually linked and orchestrated using Kubernetes. Refer to the above diagram. The left side architecture represents deploying applications on hosts. So, in this kind of framework you can have n number of applications and all the applications will share the libraries present in that operating system whereas while deploying applications in containers the architecture is a little different.

The individual blocks that you can see on the right side of the diagram are basically containerized and these are isolated from other applications. So, the applications have the necessary libraries and binaries isolated from the rest of the system, and cannot be encroached by any other application. Consider a scenario where you have microservices for an application. So, as orchestration means the amalgamation of all instruments playing together in harmony in music, similarly container orchestration means all the services in individual containers working together to fulfill the needs of a single server.

Consider you have microservices for a single application performing various tasks, and all these microservices are put inside containers.

Now, to make sure that these containers communicate with each other we need container orchestration. As you can see in the above diagram, there were also many challenges that came into place without the use of container orchestration. So, to overcome these challenges the container orchestration came into place. The fundamental behind Kubernetes is that we can enforce the desired state management, by which I mean that we can feed the cluster services of a specific configuration, and it will be up to the cluster services to go out and run that configuration in the infrastructure.Shakespeare once wrote, "What's past is prologue," and situational interview questions are based on the same idea: the way job candidates behaved in the past is the single best predictor of the way they'll behave in the future.

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. Superior candidates will respond to situational questions by highlighting and illustrating their strengths, and a good success story can paint a picture of how a candidate has used skills in the past to overcome a problem. 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. 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? 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. 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? Like the mistake question, this illustrates a candidate's ability to learn. While being open to feedback is never easy, the best candidates will take it in, analyze it, and potentially make changes based upon the criticism.

Of course, good candidates never take criticism personally.Find jobs Company reviews Find salaries. Upload your resume. Sign in. Interview experience. Interview difficulty. Interview process length. Interview process at Slalom Consulting Overview experience. About a month.

Most reported steps. Least reported steps. What candidates say about the interview process at Slalom Consulting. Typically rounds - starting with a screen by recruiter, then passed over to practice leaders for 1 hour discussions. Lot of interviews. Read more about the interview process at Slalom Consulting. Interview tips at Slalom Consulting. Dress code for the interview. Business casual e. What advice do candidates give for interviewing at Slalom Consulting.

If Slolom is not interested in an on-site candidate, it would be better shorten the interview times. For example partner one and two each interview for an hour, they are not impressed.

Pass it on, if…. Be upbeat and friendly. Don't be afraid to be yourself. Read more about interview tips for Slalom Consulting. Claim this company page. Tell us how to improve this page. Give Feedback. Find companies. For jobs in Russia, visit ru.Main menu Contents Want to see the real deal? More inside scoop? View in App close. Privacy and Terms. Close Navigation. Telecom Auto Health Aviation. My Company My Industry. Polls Keywords Customize Interests. Salary Comparison Find Your Colleagues.

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Home Careers Tech. Oct 2, 11 Comments. Slalom Consulting. Slalom Consulting CagedBird. Data viz is in high demand. You can push them. Keep in mind Slalom has strong culture that is a major factor to weight as long as that is important to you. Oct 2, 2 1. Thanks I feel like this is a huge step in my career.

slalom interview questions

Do you know what the most important skills are for data viz? I have strong skills in excel and tableau but haven't had to use sql since college. Oct 2, 1 1. Salesforce utryyouwin. Aug 10, 1 0. I just received my case study and the data is limited. I am wondering if I should take a few approaches like 3 dashboards. First as if I'm presenting to the client second presenting to slalom and third just an overall or keep it focused to one?

I don't think there is enough useful data to do more. Oct 16, 1 0. Slalom Consulting crazymelvn. SQL would be helpful, but demonstrating good visualization skills is more important.

Top 50 Kubernetes Interview Questions You Must Prepare In 2020

For example, show how to make an uncluttered, but visually pleasing dashboard that will provide a business exec with all of the key metrics they need to make effective decisions. They should be able to consume the entire dashboard content in minutes. Effective use of colors to highlight underperforming areas and call to action is a huge plus. Oct 12, 1 0. Slalom Consulting qEje This isn't really a question that is easy to answer. Every slalom office is independent of each other.

Every practice has those own way of doing things within each office. My interview consisted of 2 convos with the same director and then 1 principle consultant.Fleixible, but still set around "core" hours. Even on tough client engagements, I feel supported and empowered by my leaders and co-workers. It's a legitimate culture here, not bs. If Slolom is not interested in an on-site candidate, it would be better shorten the interview times.

For example partner one and two each interview for an hour, they are not impressed. Pass it on, if unimpressed, shorten the interview time with the rest of the partners. Almost 6 hours of interviewing is extreme, then to get turned down, is very dissapointing. Once a year. The hiring process probably took a month from start to finish, with the process involving an initial phone screening, then two on-site interviews.

Depends on the customer, I've had several engagements where I was free to work from home. Typically rounds - starting with a screen by recruiter, then passed over to practice leaders for 1 hour discussions. Offer greater transparency into the staffing pipeline, allow consultants greater control over their own project assignments, stop hiring purely to increase headcount and focus more on quality and experience.

I am sure that the firm will do none of these things, however. I would typically work hours a day, depending upon client. Find jobs Company reviews Find salaries.

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slalom interview questions

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