The main job of the Technology consultant is to provide technical support and direction

to the technical team. They should be able to answer all the technical questions that are
mainly asked by the clients. A technology consultant is a person who is responsible for
guiding and directing new technologies and development of new products. They should
develop new innovative technologies for the benefit of the organization.

The typical work activities of the technology consultant consist of meeting new clients
and discussing about their work prospective. They must try to present solutions in the
written and oral form. You must know that designing, testing, presentation and
installation activities are also performed by the technology consultant.

Well below stated are some highly essential questions that are frequently asked during a
technology consultant interview.

1. Tell us about the basic tasks that are performed by the Technology consultant?
The basic tasks of a technology consultant mainly consist of project management,
systems development, client relationship management, marketing activities and other
tasks that are related to technology development. The personnel are also responsible for
business development and sales.

2. What are the client-oriented jobs that you performed in your previous jobs?
In my previous job I was responsible for working closely with the clients in order to
decide the specifications of their projects. I had to understand clients work specifications
and I also clarified system specifications. I had to maintain client contacts and report
monthly budgets and reports. Project management and implementation was also
supervised by me.

3. Tell us about the skills which are required for this position?
In order to secure a position of a technology consultant, a person needs very good
presentation skills. They should possess strong interpersonal skills and communication
skills. The technology consultant should have strong analytical and technical skills.

4. Can you tell us about the responsibilities that you had in your previous position?
Some responsibilities that I had in my previous job were looking after subordinates and
giving them the required direction. I also had to carry out various researches which were
essential for providing information on the latest technological trends. My work also
consisted of consulting the project management for developing the required technical
skills.

5. How would you prove to be an asset for our firm?

I can surely prove to be an asset for your firm because I possess excellent skills in the
technical field. I can work for long hours under pressure in order to complete the projects
that are assigned to the company.

Well these are some helpful interview questions that can surely help you to qualify for
the position of a Technology Consultant.
We've pulled together a list of common behavioral-interview questions.

One of the keys to success in interviewing is practice, so we encourage you to take the time to
work out answers to these questions using one of the suggested methods, such as the STAR
approach. Be sure not to memorize answers; the key to interviewing success is simply being
prepared for the questions and having a mental outline to follow in responding to each question.
For more tips, read our article, Behavioral Interviewing Strategies.

Looking for some sample excellent answers to behavioral interview questions? Then go to our
Job Interview Questions Database, where we have traditional, behavioral, and mixed interview
questions for both experienced job-seekers and college students and recent grads.

Here is one list of sample behavioral-based interview questions:

• Describe a situation in which you were able to use persuasion to successfully convince
someone to see things your way.
• Describe a time when you were faced with a stressful situation that demonstrated your
coping skills.
• 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 set a goal and were able to meet or achieve it.
• Tell me about a time when you had to use your presentation skills to influence someone's
opinion.
• Give me a specific example of a time when you had to conform to a policy with which you
did not agree.
• Please discuss an important written document you were required to complete.
• Tell me about a time when you had to go above and beyond the call of duty in order to
get a job done.
• Tell me about a time when you had too many things to do and you were required to
prioritize your tasks.
• Give me an example of a time when you had to make a split second decision.
• What is your typical way of dealing with conflict? Give me an example.
• Tell me about a time you were able to successfully deal with another person even when
that individual may not have personally liked you (or vice versa).
• Tell me about a difficult decision you've made in the last year.
• Give me an example of a time when something you tried to accomplish and failed.
• Give me an example of when you showed initiative and took the lead.
• Tell me about a recent situation in which you had to deal with a very upset customer or
co-worker.
• Give me an example of a time when you motivated others.
• Tell me about a time when you delegated a project effectively.
• Give me an example of a time when you used your fact-finding skills to solve a problem.
• Tell me about a time when you missed an obvious solution to a problem.
• Describe a time when you anticipated potential problems and developed preventive
measures.
• Tell me about a time when you were forced to make an unpopular decision.
• Please tell me about a time you had to fire a friend.
• Describe a time when you set your sights too high (or too low).
raditional Interview vs. Behavioral Interview

In a traditional interview, you will be asked a series of questions which typically have
straight forward answers like "What are your strengths and weaknesses?" or "What major
challenges and problems did you face? How did you handle them?" or "Describe a typical
work week."

In a behavioral interview, an employer has decided what skills are needed in the person
they hire and will ask questions to find out if the candidate has those skills. Instead of
asking how you would behave, they will ask how you did behave. The interviewer will
want to know how you handled a situation, instead of what you might do in the future.

Questions in a Behavioral Interview

Behavioral interview questions will be more pointed, more probing and more specific
than traditional interview questions:

• Give an example of an occasion when you used logic to solve a problem.

• Give an example of a goal you reached and tell me how you achieved it.
• Describe a decision you made that was unpopular and how you handled
implementing it.
• Have you gone above and beyond the call of duty? If so, how?
• What do you do when your schedule is interrupted? Give an example of how you
handle it.
• Have you had to convince a team to work on a project they weren't thrilled about?
How did you do it?
• Have you handled a difficult situation with a co-worker? How?
• Tell me about how you worked effectively under pressure.

Follow-up questions will also be detailed. You may be asked what you did, what you
said, how you reacted or how you felt.

Preparation for the Potential Behavioral Interview

What's the best way to prepare? It's important to remember that you won't know what
type of interview will take place until you are sitting in the interview room. So, prepare
answers to traditional interview questions.

Then, since you don't know exactly what situations you will be asked about if it's a
behavioral interview, refresh your memory and consider some special situations you have
dealt with or projects you have worked on. You may be able to use them to help frame
responses. Prepare stories that illustrate times when you have successfully solved
problems or performed memorably. The stories will be useful to help you respond
meaningfully in a behavioral interview.
Finally, review the job description, if you have it, or the job posting or ad. You may be
able to get a sense of what skills and behavioral characteristics the employer is seeking
from reading the job description and position requirements. Take a look at what
employers are advised about developing the job posting for a behavioral interview on the
About Human Resources site.

During the Behavioral Interview

During the interview, if you are not sure how to answer the question, ask for clarification.
Then be sure to include these points in your answer:

• A specific situation
• The tasks that needed to be done
• The action you took
• The results i.e. what happened

It's important to keep in mind that there are no right or wrong answers. The interviewer is
simply trying to understand how you behaved in a given situation. How you respond will
determine if there is a fit between your skills and the position the company is seeking to
fill. So, listen carefully, be clear and detailed when you respond and, most importantly,
be honest. If your answers aren't what the interviewer is looking for, this position may not
be the best job for you anyway.

What is a Behavioral Interview?

In a behavioral interview you will have to demonstrate your knowledge, skills, and
abilities, collectively known as competencies, by giving specific examples from your past
experiences. The interviewer wants to know, not that you can do something, but that you
have done it. He or she, prior to the interview, determines what competencies are
required for the position. Then the interviewer develops a series of questions that will
allow him or her to find out if you, the job candidate, possess the necessary competencies
to perform the job. The basic premise of the behavioral interview is that past performance
is a good predictor of future performance.

While many candidates are intimidated by this method, a behavioral interview gives you
the opportunity to demonstrate to a prospective employer why you are well suited for the
job. Rather then merely telling the interviewer what you would do in a situation, as in a
regular interview, in a behavioral interview you must describe, in detail, how you handled
a situation in the past. What better way to "strut your stuff?"

On a behavioral interview, you can expect questions like "Tell me about a time when..."
or "Give me an example of when..." Fill in the blanks with one of any number of skills,
knowledge, or abilities the interviewer is trying to ascertain you have. For example, if
conflict resolution is a required competency, the question may be "Tell me about a time
two people you had to work with weren't getting along." If you have work experience you
can talk about two of your co-workers. If you're interviewing for your first job you can
select an experience that occurred during a time you worked on a group project, or
participated in a team sport. As long as you clearly state the problem, demonstrate the
steps you took to resolve it, and discuss the results, it doesn't matter what experience you
draw upon.

Why Would an Employer Use This Technique

When asked simple yes or no questions, a job candidate can easily tell an interviewer
what he or she wants to hear. For example, if you're asked what you would do if a client
suddenly moved up the deadline on a project, you could reply that you would put in
overtime as necessary. However, if the interviewer asks what you have done in the past to
complete a project on a tight deadline, you would have to give a real-life example,
detailing how you handled the situation. Then the interviewer could ask some probing
questions to verify that what you are saying actually happened. For example, she might
ask how many hours you spent on the project and whether the client was happy with the
results, or what grade you got if you're talking about a school project.

Preparing for the Behavioral Interview

The difficult part of the behavioral interview is preparing for it. First you must determine
what competencies the employer is looking for. Read through the job description. If
you're working with a recruiter talk to him or her. Research the company to learn more
about it. Here are some of the competencies the employer may be seeking:

• Enthusiasm
• Decision Making
• Knowledge/Skills
• Leadership
• Personal Attributes
• Team Building
• Flexibility
• Communication

Next you need to come up with examples of how you've demonstrated those
competencies. You can start by listing questions an interviewer might ask you. Here are
some articles to help you get started. They all contain sample questions and some of them
even categorize the questions according to the competency they demonstrate:

• Behavioral Interview Questions from Virginia Tech

 • Complete List of Behavioral Interview Questions
• Sample Behavioral Questions from Mount Vernon Nazarene College

Next, looking back at your past jobs, try to answer the questions related to the
competencies the job requires. Your time in school is also a good place to look. Like
many new graduates, you may not have much experience in the paid work-force when
you begin your job search. However, your group projects provide excellent opportunities
to demonstrate skills that employers are seeking.

Write down your stories. Be as specific as you can. In talking about the event, talk about
who was involved, what problem occurred, and what you did to help resolve it. Also
discuss the outcome. Think not only of examples with positive outcomes, but those with
negative outcomes as well. Interviewers will ask you about situations that you could not
resolve favorably and what you learned from those experiences.

You may not be facing a behavioral interview right now, but you may have one in the
future. How can you start preparing now? You'll also find some resources to help you
learn more about this method.

For the Future

While we're currently employed most of us don't think about interviewing for our next
jobs. And students generally don't put much thought into interviews they may go on in
the future. You should. When you do something at work, or in school, that will
demonstrate a competency to a prospective employer, now's the time to write it down.
Time has a funny way of clouding our memories. If you write down the details of an
event right after it happens you'll be able to be more specific. You might even consider
keeping a journal.

BEHAVIORAL INTERVIEW QUESTIONS

Behavioral questions can be difficult if you are not prepared. Always try to be conscious
about what the recruiter is trying to find out about you by asking you a particular
question. Setting up a mock interview with the MIT Careers Office is an excellent way to
practice. Here are some examples:

Adaptability:
Tell me about a time when you had to adjust to a classmate’s or colleague’s working
style in order to complete a project or achieve your objectives.
Analytical Skills/Problem Solving
Tell me about a situation where you had to solve a difficult problem. What did you do?
What was your thought process? What was the outcome? What do you wish you had
done differently?

Communication:
What is your typical way of dealing with conflict? Give me an example.
Give me an example of a time when you were able to successfully communicate with
another person even when that individual may not have personally liked you (or vice
versa). How did you handle the situation? What obstacles or difficulties did you face?
How did you deal with them?

Creativity:
Tell me about a time when you had to use your presentation skills to influence someone's
opinion.
Tell me about a problem that you’ve solved in a unique or unusual way. What was the
outcome? Were you happy or satisfied with it?

Decision Making:
Tell me about a difficult decision you've made in the last year.
Describe a situation where you have had to overcome a problem or obstacle in order to
move forward with something. What did you do?
Tell me about a time when you had to make a decision without all the information you
needed. How did you handle it? Why? Were you happy with the outcome?

Flexibility:
Give me a specific example of a time when you had to conform to a policy with which
you did not agree.
Describe a time when you put your needs aside to help a co-worker understand a task.
How did you assist them? What was the result?

Goal Setting:
Give me an example of a time when you set a goal and were able to meet or achieve it.
What do you consider to be your greatest achievement so far and why?
Tell me about a goal that you set that you did not reach. What steps did you take? What
obstacles did you encounter? How did it make you feel?
Iniative:
Describe a time when you anticipated potential problems and developed preventive
measures.
What tricks or techniques have you learned to make school or a job easier, or to make
yourself more effective? How did you learn that?
Describe a situation where you have had to use your initiative to solve a problem. What
did you do?
What was the best idea you came up with during your professional or college career?
How did you apply it?
Give me an example of a time when something you tried to accomplish and failed.
Give me an example of when you showed initiative and took the lead.

Integrity/Honesty:
Tell me about a time when you missed an obvious solution to a problem.
Tell me about a time when you were forced to make an unpopular decision.
Tell me about a time you had to fire a friend.
Describe a time when you set your sights too high (or too low).
Tell of the most difficult customer service experience that you have ever had to handle-
perhaps an angry or irate customer. Be specific and tell what you did and what was the
outcome.
Tell me about a time when you had to go above and beyond the call of duty in order to
get a job done.
Give a specific example of a policy you conformed to with which you did not agree.
Why?

Leadership:
Give me an example of a time when you motivated others.
Tell me about a time when you delegated a project effectively.
What has been your experience in giving presentations to small or large groups? What
has been your most successful experience in speech making?
Tell me about a team project when you had to take the lead or take charge of the project?
What did you do? How did you do it? What was the result?

Interpersonal Skills:
Give me an example of a time when you used your fact-finding skills to solve a problem.
Give me a specific example of a time when you used good judgment and logic in solving
a problem.
 Describe a situation in which you were able to use persuasion to successfully convince
someone to see things your way.
Give an example of when you had to work with someone who was difficult to get along
with. How/why was this person difficult? How did you handle it? How did the
relationship progress?

Planning and Organization/Time Management:

How do you determine priorities in scheduling your time? Give examples.
Describe a time in school when you had many projects or assignments due at the same
time. What steps did you take to get them all done?
Tell me about a time when you had too many things to do and you were required to
prioritize your tasks.
How do you prioritize projects and tasks when scheduling your time? Give me some
examples.

Teamwork:
Tell me about a time you were able to successfully deal with another person even when
that individual may not have personally liked you (or vice versa).
Tell me about a recent situation in which you had to deal with a very upsetcustomer or
co-worker.
Describe a situation where you have had to work as part of a team to achieve a result.
What was your role in this?
Describe a situation where others you were working with on a project disagreed with
your ideas. What did you do?

Successfully Answer Behavioral Questions in Your Job Interview

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Many employers are now doing "behavioral interviews". Rather than focusing on your resume and
reviewing your accomplishments as you have written them on paper, the "behavioral" interviewer
will ask you open-ended questions that will cause you to describe real circumstances and your
responses to them.

General answers about behavior are not what the employer is looking for. You must describe in
detail a particular event, project, or experience and you dealt with the situation, and what the
outcome was. The premise behind behavioral interviewing is that the most accurate predictor of
future performance is past performance in similar situations.
Although it will be more difficult to prepare concrete answers in advance to these interviews (as
opposed to traditional ones), you can and should take some time to review your understanding of
yourself, your past successes and concrete examples of your accomplishments. Work on
honesty, sincerity and candidness. When you start to tell a behavioral story, the interviewer may
try to sort out the details by understanding your behaviors.

The interviewer will probe for more depth, detail or understanding with questions like: “What were
you thinking at that point?” or “Tell me more about what you discussed with that person.”

If you’ve told a story that’s anything but totally honest, your response will not hold up through
these probes.

If you have a spouse or friend that can pose as an interviewer for you, it can be helpful for you to
practice answering open-ended questions, such as the following. Have your friend probe further:
• Tell me about a time that you demonstrated initiative?
• Describe a situation when have you motivated yourself to complete an assignment or
task that you did not want to do?
• Think about a difficult boss, professor or other person. What made him or her difficult?
How did you successfully interact with this person?
• Think about a complex project or assignment that you have been assigned. What
approach did you take to complete it?
• Tell me about the riskiest decision that you have made. What were your considerations in
making that particular decision.
• Can you tell me about an occasion where you needed to work with a group to get a job
done? What were the challenges and difficulties and how did you face these?
• Describe a situation when you or a group that you were a part of were in danger of
missing a deadline. What did you do?
• Tell me about a time when you worked with a person who did things very differently from
you. How did you get the job done? Would you work with that person again if given the
choice?
• Describe your three greatest accomplishments to date.
• Tell me about a situation when you had to learn something new in a short time. How did
you proceed?
• Can you tell me about a complex problem that you solved? Describe the process you
utilized.
• Give me an example of a time when you had to make a split second decision.
• Give me an example of a bad decision that you made and what you learned from that
mistake?
• Tell me about a time when something you tried to accomplish and failed. What did you
learn from that failure?
• Tell me about a time when you missed an obvious solution to a problem. What did you
learn from that mistake?
• Tell me about a challenge that you successfully met.
• Describe a situation when you had to go above and beyond the call of duty in order to get
a job done.
• Please tell me about one or two unpopular decisions you have made. What were the
positive and negative outcomes of those decisions?
• What leadership positions have you held? Describe your leadership style. What aspects
of your leadership style have you changed or deleted once you learned that these
aspects were not successful?
• Give me a specific example of a time when you used good judgment and logic in solving
a problem.
 • Summarize a situation where you successfully persuaded others to do something or to
see your point of view. Tell me about a time when you had to use your presentation skills
to influence someone's opinion.
• Give an example of when your persistence had the biggest payoff.
• How have you most constructively dealt with disappointment and turned it into a learning
experience? Please give me a concrete example in your life.
• Tell me of a time when you had to conform to a policy with which you did not agree.
• Describe a situation in which you effectively developed a solution to a problem by
combining different perspectives or approaches.
When answering "behavioral questions", do try to steer clear of the pat answers that interviewers
are adept at spotting. For example, don't try to portray yourself as a person that never makes
mistakes. Or as a person whose only failings are that you work too much, are too dedicated, too
loyal, etc.

Be honest about your mistakes since the experienced interviewer will be looking for "progress"
and "growth", not perfection. But, do give an example of how you learned from your mistake and
how that experience has benefited you in the long run.

Be succinct and concise! In all behavioral answers, the interviewer wants to hear:
• A brief description of the problem, challenge or situation.
• What your action was & how you decided that action.
• A brief description of the result of your action and your assessment of its result.