Team Lead Interview Questions and Answers

1. Tell me about yourself.

   It seems like an easy interview question. It’s open ended. I can talk about whatever I want from the birth canal forward. Right?

   Wrong. What the hiring manager really wants is a quick, two- to three-minute snapshot of who you are and why you’re the best candidate for this position.

   So as you answer this question, talk about what you’ve done to prepare yourself to be the very best candidate for the position. Use an example or two to back it up. Then ask if they would like more details. If they do, keep giving them example after example of your background and experience. Always point back to an example when you have the opportunity.

   “Tell me about yourself” does not mean tell me everything. Just tell me what makes you the best.

2. Why should I hire you?

   The easy answer is that you are the best person for the job. And don’t be afraid to say so. But then back it up with what specifically differentiates you.

   For example: “You should hire me because I’m the best person for the job. I realize that there are likely other candidates who also have the ability to do this job. Yet I bring an additional quality that makes me the best person for the job--my passion for excellence. I am passionately committed to producing truly world class results. For example . . .”

   Are you the best person for the job? Show it by your passionate examples.

3. What is your long-range objective?

   Make my job easy for me. Make me want to hire you.

   The key is to focus on your achievable objectives and what you are doing to reach those objectives.

   For example: “Within five years, I would like to become the very best accountant your company has on staff. I want to work toward becoming the expert that others rely upon. And in doing so, I feel I’ll be fully prepared to take on any greater responsibilities which might be presented in the long term. For example, here is what I’m presently doing to prepare myself . . .”

   Then go on to show by your examples what you are doing to reach your goals and objectives.

4. How has your education prepared you for your career?

   This is a broad question and you need to focus on the behavioral examples in your educational background which specifically align to the required competencies for the career.

   An example: “My education has focused on not only the learning the fundamentals, but also on the practical application of the information learned within those classes. For example, I played a lead role in a class project where we gathered and analyzed best practice data from this industry. Let me tell you more about the results . . .”

   Focus on behavioral examples supporting the key competencies for the career. Then ask if they would like to hear more examples.

5. Are you a team player?

   Almost everyone says yes to this question. But it is not just a yes/no question. You need to provide behavioral examples to back up your answer.

   A sample answer: “Yes, I’m very much a team player. In fact, I’ve had opportunities in my work, school and athletics to develop my skills as a team player. For example, on a recent project . . .”

   Emphasize teamwork behavioral examples and focus on your openness to diversity of backgrounds. Talk about the strength of the team above the individual. And note that this question may be used as a lead in to questions around how you handle conflict within a team, so be prepared.

6. Have you ever had a conflict with a boss or professor? How was it resolved?

   Note that if you say no, most interviewers will keep drilling deeper to find a conflict. The key is how you behaviorally reacted to conflict and what you did to resolve it.

   For example: “Yes, I have had conflicts in the past. Never major ones, but there have been disagreements that needed to be resolved. I've found that when conflict occurs, it helps to fully understand the other person’s perspective, so I take time to listen to their point of view, then I seek to work out a collaborative solution. For example . . .”

   Focus your answer on the behavioral process for resolving the conflict and working collaboratively.

7. What is your greatest weakness?

   Most career books tell you to select a strength and present it as a weakness. Such as: “I work too much. I just work and work and work.” Wrong. First of all, using a strength and presenting it as a weakness is deceiving. Second, it misses the point of the question.

   You should select a weakness that you have been actively working to overcome. For example: “I have had trouble in the past with planning and prioritization. However, I’m now taking steps to correct this. I just started using a pocket planner . . .” then show them your planner and how you are using it.

   Talk about a true weakness and show what you are doing to overcome it.

8. If I were to ask your professors to describe you, what would they say?

   This is a threat of reference check question. Do not wait for the interview to know the answer. Ask any prior bosses or professors in advance. And if they’re willing to provide a positive reference, ask them for a letter of recommendation.

   Then you can answer the question like this:

   “I believe she would say I'm a very energetic person, that I’m results oriented and one of the best people she has ever worked with. Actually, I know she would say that, because those are her very words. May I show you her letter of recommendation?”

   So be prepared in advance with your letters of recommendation.

9. What qualities do you feel a successful manager should have?

   Focus on two words: leadership and vision.

   Here is a sample of how to respond: “The key quality in a successful manager should be leadership--the ability to be the visionary for the people who are working under them. The person who can set the course and direction for subordinates. The highest calling of a true leader is inspiring others to reach the highest of their abilities. I'd like to tell you about a person whom I consider to be a true leader . . .”

   Then give an example of someone who has touched your life and how their impact has helped in your personal development.

10. If you had to live your life over again, what one thing would you change?

    Focus on a key turning point in your life or missed opportunity. Yet also tie it forward to what you are doing to still seek to make that change.

    For example: “Although I’m overall very happy with where I’m at in my life, the one aspect I likely would have changed would be focusing earlier on my chosen career. I had a great internship this past year and look forward to more experience in the field. I simply wish I would have focused here earlier. For example, I learned on my recent internship…” …then provide examples.

    Stay focused on positive direction in your life and back it up with examples.

In reviewing these responses, please remember that they are only to be viewed samples. Please do not rehearse them verbatim or adopt them as your own. They are meant to stir your creative juices and get you thinking about how to properly answer the broader range of questions that you will face.

Team Leader : Interview Question

1) How do you priorise the work of your office and staff?

2) An executive in the team is absconding for 10 days and did not inform his team leader. He text his leader on 11th day that he is unwell but when TL tried calling him back, he did not respond. After 1 week, he came back to office with a medical certificate. How should the TL handle this situation?

3) What is Label in configuration management? how VSS keep tracks of versions?

Ans 1 ) Labels are used as collection mechanisim for storing file versions. label collections are used as file repositories for software releases or for other activities.

Ans 2 ) Label in configuration management is kind of bookmark on the elements. All current versions of the elements are marked with label which makes it easy to retrieve elements later based on the label. e. g. if you have 10 documents in under source control with each having different versions & you have applies particular changes to them. When you apply label say “L1”it is applies on latest versions of all 10 documents. Later point of time few or all the element’s version may be incremented & you want to retrieve versions when those last changes were applied. This is possible by retrieving code for label

4) Why is people management attribute very important for a team lead?

Attribute is a point where the management can analyze about us. People management attribute is very much important to balance the relation ship between your superiors and lower laps.


5) How you will resolve if there is problem between your Team member and get work done?

When team members are at odds, I ask them to review what our task is. The answer should be "to achieve our target". I ask them to remember that we are not required to like each other, but we are required to work together with respect and that nothing less will be tolerated. The team members in question are then asked if they can work out their problem by themselves or if they need a third party to intervene. If they feel they need a third party, I ask them who that party should be: me, the department director -- maybe Human Resources. Then I make it clear that the issue is to be resolved today, or at the latest tomorrow, that their dissention is putting the project at risk and that is not acceptable.

At all times, I make every effort to not lay blame on either team member unless the situation is extreme. (If the situation was extreme, there would be little or no discussion -- we would go directly to HR.) Whatever the problem might be, I make it clear that we will work it out and we will work it out now.

6) What are the training methodologies a team leader must take to educate a team?

Training plays an very important role in team success, they basically many training methodologies which can implemented, I have some of them discussed here. 1) If the team leader is well versed with the knowledge then it is better to go for a class training. 2) They are possiblities that some of the associate may not understand the class room training in this cases you can go for one on one training. 3) Other is mentoring were you can sit beside the employee and explain everything. 4) The major difference between the mentoring and class room training : in the class the knowledge passed to every one on equal basis keeping that everyone is in same page and each of them is capable of understanding, were as mentaring is after the knowedge is already based then you are particularly training in specific knowledge.

7) What steps must a team lead take to focus the skills of team members to higher authorities?

One of the good quality of a leader is to search the leadership qualities in his team, if he find the qualities in one of the team member then it should not be kept within himself but to exposed to other higher authorities, some of the points which he needs to taken care while explaning the qualitites to authorities. The team lead should test the memeber in all situation, all the recognization should be on paper and if the authority ask to prove his talent or give the scenario were he has explicit himself on document, that is the reason that documents are very important.

8) As a team lead how do you pacify an angry client?

There are two rules to follow when dealing with a client:
1st : Client is always Right
2nd: Even if the client is Wrong, Refer to rule no 1.

Since the client is angry, as a lead accept the mistake (blame) whatever the client has to say. If you start with this... the client is bound to get relaxed after 5/10 minutes of shouting... Then try to explain the game plan to follow from NOW (Please prepare for this as a lead you should be ready for this anytime).

9) What are the attributes a team leader must look for while selecting members for their team?

1. Zeal to learn. As the technologies are changing everyday, a person who has a zeal to learn new things, will learn it fast
2. Good team player. Person should not have an attitude of his/her knowledge
3. Flexibility
4. Sincerity
5. Honesty

10) If conflict arrises between two people how will solve that. If one person is overlooking into others job how to deal with such type of people?

11) Explain how you estimate your project / task end dates and then monitor them to ensure that dead lines are met.

12) How will the deliverables be measured in terms of time to be spent ?

13) What are the communication methods you followed within team and to client ?

14) Explain a scenario where you go in Win-Win situation or tell scenario where you provide a solution by which client and your team was Happy?

15) As a team lead how do you enforce priority on a group member when he feels that the other thing is more important than the first ?

16) As a Team Lead how do you deal with the toughest group and get their cooperation?

17) How can a team lead keep the team organized to meet deadlines or goals?

Team members have to be provided access to the bigger picture. This not only assists them in attaining their goals but is also a moral booster when they realize the overall impact of their contribution.- Periodic feedback to members allows them to gauge their progress and mitigate any issues before they go out of control- Nip it in the bud: conflict resolution skills are vital. Organize the team to ensure that sub-teams members respect each other i.e do not have personality conflicts

18) How does a team lead identify performance problems and solve the same among their team members?

Assuming "performance problems" refers to individual job performance problems ...A successful team lead will have laid out clearly defined objectives for each member of his team and therefore held accountable for reaching those individual goals. Team leads should periodically review the level of effort put forth by each team member. This makes it easier to identify and efficiently rectify performance problems. Periodic feedback to members is crucial in ensuring that any concerns are promptly resolved.

19 ) What size team have you led and how did you measure your success as a team leader?

I have led a team of X "engineers and technicians". I measure my success as a team lead by the degree to which the project goals were achieved within a set of project constraints.

20) How important is leadership and communication skill plays part in a team leader role?

A team lead role can be defined as follows...A person with good communication and interpersonal skills. The main responsibility of a team lead is to co-ordinate the team members during the life cycle of various projects. Communication skill is important because a team can consists of a number of individuals with various ideas and skills. In order to drive them to a common goal, the leader should be able to communicate with the team as well the higher management.
A good team lead is naturally a good communicator and a good communicator can be a good team lead. If he is not able to communicate the achievements of his teams to the management, then the team starts disintegrate. At the same time, if he fails to communicate the management visions to his subordinates, there could be problems due to unawareness. He should effectively communicate to stake holders and mangers about the possible problems which can be or faced by the team such as work-load etc. So effective communication skills makes him a good negotiator as well and hence he would be able to get the trust of the team members


21) What are the attributes that make a good team leader?

A good team leader has to have
1. Good knowledge of the project (s) he is leading
2. Genuinely interested in the success of project AND individuals.
3. Helping and problem solving team members
4. Open to suggestions from team members
5. Has to be responsible for whatever decision a team member has taken
6. Not afraid of failure
7. Nice to have: technically sound so as to replace any of the team member

A good team should be a good motivator. I know many teams disintegrate due to lack of motivation. Even though a team member gets a lower pay compared to his colleagues, if you can motivate him, then you can expect lot more than you expect.
Personally I am big fan of motivation. You can do this by showing appreciation on what he/she doing. If you think your team or a team member did a wonderful job, then send the appreciation letters to managers cooping them.

Then another attribute I would like to add is the courage. You should be able to stand up for your team. If your team has taken an initiative on which you yourself is not sure of the success, then you are taking the risk and you should be able to justify why you are taking this risk. In this scenario, if the team feels insecure, then they wont be able to deliver a quality product.


21) What steps must a team leader take to motivate the team?

These are the few steps you should take to motivate the team
1) Don't even think of selling the credit of a team member on your name. Give the credit to individual in team and encourage him/her for the same verbally. 2) In case of some bad reputation comes to your team, try to shield the team members from losing their morals, but do not forget to take or suggest preventive steps to let happen same thing again. 3) Start work by self on some of the tasks which are boring though required (like documentation) before asking team members to do the work. There are lot many tips like this one, but these few will help get hold of the team.

22) What is Self-managed team leadership?

Self-managed team leadership is different from traditional leadership and provides an alternative to traditional leader’s role. Self-managed team leaders lead without positional authority. Self-managed team leadership is moving inside one’s subordinate work group to lead. Self-managed team leadership defines a different role for the leader. The leader is not responsible for making decisions, developing action plans or giving orders. In these situations, the team is given the responsibility, authority and accountability for managing a defined area of responsibility. When the work group is given control over one or more defined areas of team responsibility, it is the leader’s role to use self-managed leadership skills and systematic processes to help the team to operate effectively and efficiently.

23) How must the team leader play the role of learner to benefit a team?

A good learner only could be a good leader. The team leader must attend induction training, seminars arranged by companies in various skills to keep them updated with the current technology. They must learn and induct it their team members which proves them to be a good team leader.

24) What are the Leadership Styles a good team leader must follow?

There is no direct answer to this question.

If you think of it then it is a flamboyant style that usually would distinguish a leader from the team. However, at the same time flamboyance has to be complemented with actual knowledge of the technology/issues being addressed by the solution.

A few qualities that can make a good team lead:
1) Due diligence - A cliched term, but makes a lot of sense when one is leading a team of highly qualified technologists. Delving into the details of what each team member is involved in helps in constant monitoring of activities. It is a merry go round but is useful.
2) Reach the next level - communicate what the team is upto and what the achievements of the team have been to the next higher level. Gives visibility to the team as well as the lead
3) Personal outreach - common human beings (which means everyone except superman-m.h.r.i.p and Paris Hilton) are surrounded by pressures which can restrict thought flow at critical junctures. A good team lead can provide a reassuring pat on the back to team members who are under pressure. To do this you have to be able to identify with the team member and be able to give thoughtful advice (DO NOT discuss such issues with anyone - breaks the trust bond).
4) Encourage independent thinking - Reduces a lot of design and implementation problems.
5) Take the team out for a team-building session once in a while. Make sure the team gets "face time" with higher management. Invite higher management of course.

25) How should a team lead handle a team member who always gives defensive response?
26) What are the approaches or methods by which guidance to team members is given by team
27) How should a team lead play as a good team player?

28) How is the effectiveness of a team measured by team lead?

It can be measure by statistics and graphs, what and how team have performed.
Leader effectiveness can be measure by getting the maximum potential from its team,
motivate them and bring out regular improve output.
Make them work freely, create their own ideas, check them if they forget the objective and goals.
Note: A check can be made by high attrition. If its high, there is not satisfaction or employees are under pressure.

29) What are the important responsibilities of Team Leaders?
30) . What are the weakest qualities or attributes a team leader should avoid definitely?
31) What are vital Contingency plans a team lead must take care?


32) What are the Core skills needed for Team Lead?

Task (or Project) Management Skills (scheduling and budgeting resources)
Personnel Management Skills (delegating, dispute resolution, personality conflict resolution)
Mentoring Skills
Communication Skills (downstream and upstream)