Flight Attendant Interview Questions
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![Flight Attendant Interview Questions
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Some typical questions and answers are given below:
Listed below are the 10 most commonly asked interview questions. A well thought out answer to each of these questions, prepared and rehearsed in advance with the logical sequencing of the events will help you sail through.
1. Tell us about yourself
This is an open canvas for you, giving you an opportunity to direct and lead your interview in the direction you want. A. good idea would be to structure your answer in the following three broad heads:
Family Background
Educational Background (starting from schooling to professional qualifications)
Achievements
In all the above subheads speak only that information which will give strength to your candidature. Avoid verbose description of yourself.
2. Why do you want to join us?
To answer this question, you need to research the company well. Here you can quote some of your personal beliefs, which are in conjunction with the values of the company or talk about specific products and services which could be of interest to you too.
In the event where your skill set is mapping with the requirement of the company, do not miss the chance to highlight the same. Specify the initiatives taken or work done to attain that skill set.
3. What would you like to do in five years' time ?
This question is asked to assess candidate’s career plan and ambition for growth and to see if the company will be able to provide that opportunity over period of time. Also to assess if your personal goals are not totally off tangent with what company’s objectives are. It is also to check your stability with the organization. It is good idea to be very realistic in your answer. If required guidance should be taken from your seniors who are already in the corporate environment.
4. Do you prefer working with others or alone?
This question is usually asked to determine whether you are a team player. Before answering, however, be sure about the eligibility requirement of job profile, that whether it requires team work or you to work alone. Then answer accordingly.
5. What are your biggest accomplishments?
You could begin your reply with: "Although I feel my biggest achievements are still ahead of me, I am proud of my sense of involvement. I would like to make my contribution as part of that team and learn a lot in the process".
It will be a good idea to close your answer with also specifying what attributes and circumstances made you succeed.
6. What are your favorite subjects?
It is a leading question giving direction to the panel members for possible areas where they can probe in further for your knowledge base and in-depth understanding. It is advisable to select the topics that you are competent in.
7. Why should we hire you?
Keep your answer short and precise. You should highlight areas from your background that relates to the need of the organization. Recap the organization’s description of the job, meeting it point by point with your skills.
8. What are your hobbies?
This question is generally asked to assess whether you are "desktop" kind of a person or an "interaction orientated person". It also indicates your preference for team-oriented activities or projects with solo contributions. It enables the organization to place you accordingly after selection. Be candid in answering the questions.
9. What is the worst feedback you have ever got?
To answer this question you must admit and share your areas of improvement. Also sharing an action plan for improving oneself will indicate your ability to take criticism well. Your answer should reflect your open-mindedness.
10. What is the most difficult situation you have faced?
Here you should be ready with your real life story. The question looks for information on two fronts: How do you define difficulty and how did you handle the situation? You should be able to clearly lay down the road map for solving the problem, your ability to perform task management and maintain good interaction with your team members and other peers. It is advisable to close by highlighting the lesson learnt out of the incident.
11.How do you measure talent?
[related questions How do you measure talent in an organization (or company or team)? or How do you grow/develop talent in an organization (or company or team)?]
"That's a very significant question. Its implications affect the future health of all organizations - probably now more than ever.."
"The reason why this is such a difficult question for modern organizations to address and resolve, is that while some organizations and leaders know how crucial 'talent' is for their survival and competitive effectiveness, you can't actually measure and grow anything until you can define exactly what it is, which is the real challenge. I believe that you can only begin to measure and develop anything when you can define exactly what it is. Talent is prime example. The concept of 'talent' alone is completely intangible. It means all sorts of different things to different people and organizations. Therefore the key to measuring and growing 'talent' is first to define exactly what 'talent' is - to understand and describe what it means, what it looks like, how it behaves and what it can achieve. And these definitions will be different depending on the organization. Talent in a bank will have a quite different meaning to talent in an advertising agency, or in a hospital. So that's the first answer to the question: First you need to define it and agree the definition, which is likely to be quite and involved and detailed task, because it's such a deep and serious concept..."
"Aside from defining what talent is, the organization needs to acknowledge the importance of talent, (according to the agreed organizational definitions). This requires a commitment from the very top, which must be transparent and visible to all. Then people will begin to value talent more fittingly and preciously. A similar thing happened with the 'total quality' concept, when leaders woke up and realized its significance. But they first had to define it and break it down into measurable manageable elements before they could begin to improve it. Talent is the same."](https://scontent-b.xx.fbcdn.net/hphotos-xpa1/v/t1.0-9/s526x395/10665246_263706033753766_213617117246768431_n.jpg?oh=06c266448b68a103e80381a9b42fd0e8&oe=54AE35C9)
Listed below are the 10 most commonly asked interview questions. A well thought out answer to each of these questions, prepared and rehearsed in advance with the logical sequencing of the events will help you sail through.
1. Tell us about yourself
This is an open canvas for you, giving you an opportunity to direct and lead your interview in the direction you want. A. good idea would be to structure your answer in the following three broad heads:
Family Background
This is an open canvas for you, giving you an opportunity to direct and lead your interview in the direction you want. A. good idea would be to structure your answer in the following three broad heads:
Family Background
Educational Background (starting from schooling to professional qualifications)
Achievements
In all the above subheads speak only that information which will give strength to your candidature. Avoid verbose description of yourself.
2. Why do you want to join us?
To answer this question, you need to research the company well. Here you can quote some of your personal beliefs, which are in conjunction with the values of the company or talk about specific products and services which could be of interest to you too.
To answer this question, you need to research the company well. Here you can quote some of your personal beliefs, which are in conjunction with the values of the company or talk about specific products and services which could be of interest to you too.
In the event where your skill set is mapping with the requirement of the company, do not miss the chance to highlight the same. Specify the initiatives taken or work done to attain that skill set.
3. What would you like to do in five years' time ?
This question is asked to assess candidate’s career plan and ambition for growth and to see if the company will be able to provide that opportunity over period of time. Also to assess if your personal goals are not totally off tangent with what company’s objectives are. It is also to check your stability with the organization. It is good idea to be very realistic in your answer. If required guidance should be taken from your seniors who are already in the corporate environment.
This question is asked to assess candidate’s career plan and ambition for growth and to see if the company will be able to provide that opportunity over period of time. Also to assess if your personal goals are not totally off tangent with what company’s objectives are. It is also to check your stability with the organization. It is good idea to be very realistic in your answer. If required guidance should be taken from your seniors who are already in the corporate environment.
4. Do you prefer working with others or alone?
This question is usually asked to determine whether you are a team player. Before answering, however, be sure about the eligibility requirement of job profile, that whether it requires team work or you to work alone. Then answer accordingly.
This question is usually asked to determine whether you are a team player. Before answering, however, be sure about the eligibility requirement of job profile, that whether it requires team work or you to work alone. Then answer accordingly.
5. What are your biggest accomplishments?
You could begin your reply with: "Although I feel my biggest achievements are still ahead of me, I am proud of my sense of involvement. I would like to make my contribution as part of that team and learn a lot in the process".
You could begin your reply with: "Although I feel my biggest achievements are still ahead of me, I am proud of my sense of involvement. I would like to make my contribution as part of that team and learn a lot in the process".
It will be a good idea to close your answer with also specifying what attributes and circumstances made you succeed.
6. What are your favorite subjects?
It is a leading question giving direction to the panel members for possible areas where they can probe in further for your knowledge base and in-depth understanding. It is advisable to select the topics that you are competent in.
It is a leading question giving direction to the panel members for possible areas where they can probe in further for your knowledge base and in-depth understanding. It is advisable to select the topics that you are competent in.
7. Why should we hire you?
Keep your answer short and precise. You should highlight areas from your background that relates to the need of the organization. Recap the organization’s description of the job, meeting it point by point with your skills.
Keep your answer short and precise. You should highlight areas from your background that relates to the need of the organization. Recap the organization’s description of the job, meeting it point by point with your skills.
8. What are your hobbies?
This question is generally asked to assess whether you are "desktop" kind of a person or an "interaction orientated person". It also indicates your preference for team-oriented activities or projects with solo contributions. It enables the organization to place you accordingly after selection. Be candid in answering the questions.
This question is generally asked to assess whether you are "desktop" kind of a person or an "interaction orientated person". It also indicates your preference for team-oriented activities or projects with solo contributions. It enables the organization to place you accordingly after selection. Be candid in answering the questions.
9. What is the worst feedback you have ever got?
To answer this question you must admit and share your areas of improvement. Also sharing an action plan for improving oneself will indicate your ability to take criticism well. Your answer should reflect your open-mindedness.
To answer this question you must admit and share your areas of improvement. Also sharing an action plan for improving oneself will indicate your ability to take criticism well. Your answer should reflect your open-mindedness.
10. What is the most difficult situation you have faced?
Here you should be ready with your real life story. The question looks for information on two fronts: How do you define difficulty and how did you handle the situation? You should be able to clearly lay down the road map for solving the problem, your ability to perform task management and maintain good interaction with your team members and other peers. It is advisable to close by highlighting the lesson learnt out of the incident.
Here you should be ready with your real life story. The question looks for information on two fronts: How do you define difficulty and how did you handle the situation? You should be able to clearly lay down the road map for solving the problem, your ability to perform task management and maintain good interaction with your team members and other peers. It is advisable to close by highlighting the lesson learnt out of the incident.
11.How do you measure talent?
[related questions How do you measure talent in an organization (or company or team)? or How do you grow/develop talent in an organization (or company or team)?]
[related questions How do you measure talent in an organization (or company or team)? or How do you grow/develop talent in an organization (or company or team)?]
"That's a very significant question. Its implications affect the future health of all organizations - probably now more than ever.."
"The reason why this is such a difficult question for modern organizations to address and resolve, is that while some organizations and leaders know how crucial 'talent' is for their survival and competitive effectiveness, you can't actually measure and grow anything until you can define exactly what it is, which is the real challenge. I believe that you can only begin to measure and develop anything when you can define exactly what it is. Talent is prime example. The concept of 'talent' alone is completely intangible. It means all sorts of different things to different people and organizations. Therefore the key to measuring and growing 'talent' is first to define exactly what 'talent' is - to understand and describe what it means, what it looks like, how it behaves and what it can achieve. And these definitions will be different depending on the organization. Talent in a bank will have a quite different meaning to talent in an advertising agency, or in a hospital. So that's the first answer to the question: First you need to define it and agree the definition, which is likely to be quite and involved and detailed task, because it's such a deep and serious concept..."
"Aside from defining what talent is, the organization needs to acknowledge the importance of talent, (according to the agreed organizational definitions). This requires a commitment from the very top, which must be transparent and visible to all. Then people will begin to value talent more fittingly and preciously. A similar thing happened with the 'total quality' concept, when leaders woke up and realized its significance. But they first had to define it and break it down into measurable manageable elements before they could begin to improve it. Talent is the same."
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