interview questions shared by candidates
Rather than asking me to answer questions about my experience and knowledge, I was asked a lot of "what if" and "How would you..." questions. I had a hard time answering as some scenarios seemed so esoteric.3 Answers
I made my best guess of how to deal with something given the limited amount of information I had.
Politely let them know that you have been through scenario questions before and if they want answers to those questions you will be happy to do so but you need to charge a consulting fee.
I like Amanda's comment. It's certainly the answer I could laugh about but I'm not sure that it would get me anywhere in the interview.
Should we roll out a new jewelry line? What information would you want to know? (Phone interview)3 Answers
Hello, I am scheduled to go out to their office at the end of March. Other than the stock sales ratio, what simple math calculations should I know, particularly during the presentation part of the interview. The reason I ask is because I am a business student and haven't had as much experience with retail math. Thanks so much, it truly does sound like a good work environment to work for.
I honestly don't remember there being much other retail math, but it won't be anything you can't handle. I was also a business student and the only foreign ratio to me was stock sales. Best of luck!
Hello, Your post is extremely helpful! Could you maybe describe the case project scenario? Do you remember what type of information they gave you and what you were supposed to determine? - Thanks!
questions on critical thinking and problem solving are asked to asses how you can handle multiple tasks and work load stress3 Answers
be prepared to give details on how you handle tasks and prioritizing your time and back that with examples
Hello- I have been reading about "in basket" tests...what is this? Thanks!
"...in basket interview session which is a timed test which you later review your answers and reasoning with a NM executive, group projects, and a drug test" www.glassdoor.com/Interview/Neiman-Marcus-Interview-Questions-E471_P5.htm
What would you do if someone brought back a defective product?4 Answers
I'd give them a replacement or alternative product without any question whatsoever.
Jos A. Bank management is very good at "blowing smoke up your tailpipe." Customers are treated like royalty. Our clothes have a lifetime warranty, if you are too lazy to clean the grime off your shirt collars just bring back the shirts and get new ones, no questions asked.
Do you feel like you're treated like royalty when you buy a McDonald's hamburger? The people you hire at JAB actually DO treat your customers like royalty. The real point is that they earn the same as if they were serving you hamburgs!! Do you see the disconnect???? What you need to realize is that you have a boatload of wonderful, intelligent and mostly sophisticated people who deliver Platinum Service to your customers at "hamburg wage" compensation levels. This is NOT realistic on your part.
Are you willing to work 65 hours a week on a regular basis.3 Answers
I was not, I have 3 children. They only really want to promote men. They view women as cashiers only. I have never meet a female store manager.
There was an assistant store manager in Cedar Rapids,IA back when I worked with Menards. You do make me wonder though about an actual store manager. Department manager yes, store manager, maybe not.
I have seen a women as a DEPARTMENT manager but never in STORE management in the Chicago land area or Northwest Indiana. They women are mainly Front end maagers, plumbing or electrical. Only departments that need lots of attention to details. I was a asst. department manager in receiving but was harrased so much by the male customers that I spoke to the HR ( a male) that told me I needed to take it as compliments and stop being so stuck up. He then proceeded to tell me that I should go out and get laid that night so I wouldnt be so up tight.
How would you handle a rude customer?5 Answers
tell him to kik rock
It would be best to stay calm and figure out ways to solve the customers' problem.
Stay calm and do everything in my power to make them happy
Look for the root of the customers problem and don't take anything they say personally. Just help them reach their solution.
What salary are you expecting?2 Answers
I would answer with "fair salary" and wait for them to offer you something.
I always say my requirements are flexible considering benefits and other incentives or perks. Stating a number directly can lead to you being offered less than what they would have offered on their own if you had said nothing. It could also lead to you not being offered a position if it is too high.
What would you do if an employee failed to meet brand expectations in performance?3 Answers
1) Because oftentimes I've found that employees do not come to their managers or supervisors about issues because of intimidation or fear of unfair treatment as a result, my first step would be to pull the employee aside after a shift for a heart to heart. I put a lot of value in knowing my employees and enough of what's going on in their lives that affects their work performance, so if this was actually an issue, I would want them to know that I was noticing their struggle and that I was willing to help them however I could to get them through it. If this meant shifting hours, or be more along the lines of a confidante and just needing to talk, I would be open and accommodating to whatever extent I reasonably could. The primary focus here is addressing that there is an issue, and that I want to enable them to overcome whatever obstacles they are facing in order for them to succeed again in their position. 2) If little or no improvement is made, this is when I would put on my proverbial manager hat and notify my vendor rep (my boss) of the issue if they were not already aware. At this point the issue requires resolution, or at least an earnest effort toward helping the employee return to brand expectations. The employee would be again pulled aside and be advised that I had not noticed enough improvement and they would be placed in a probationary period during which they will be retrained and closely supervised for x-weeks or until their performance returned to expectations. 3) If the employee fails to improve after the probationary period, with the approval of my vendor rep and department manager, I would begin procedures to let the employee go and find a new team member who will uphold the brand image and expectations. The vendor seemed to like my answer, but she was difficult to read overall.
thank you i found this response helpful
Yes. Great response!