What Is the Biggest Challenge

in Professional career?

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Know More on This with NetZealous LLC

What Is the Biggest Challenge in

Professional career? One of the trickiest questions to answer for a professional is when she

is asked what the biggest or the toughest challenge of her professional

career has been till now (meaning, till the time of the interview). This is

a double-edged question, because it is a way of showing up the

candidate as a complete success, or the exact opposite of it. A lot of

presence of mind and tact is needed to confront a question such as

this.

The motive with which this question is usually asked is to test what

mettle the professional is made up of. A deftly handled situation, when

explained properly and in the right context at the interview, can give the

interviewer the impression of having on hand a candidate who doesn’t

run away from a challenge or gets overpowered by it, but rather has the

fortitude and resilience to take a challenge head on or handle it with

caution, depending on the nature of the challenge.

It is always better to be prepared for questions of

this nature. NetZealous LLC is a leading provider

of professional trainings in the field of human

resources. Through its well-known brand, TrainHR,

it offers professional trainings on all areas of HR.

With its trainings, many of which are approved by

the Human Resources Certification Institute

(HRCI), it offers courses that are recognized all

over the HR trainings industry.

Some of the Ways of Answering

Questions of This Nature

The way a candidate answers a question like this is a clear

indicator of her ability to deal with tough situations. A

positive reply is one in which the candidate, in the process

of explaining the situation, gives a fair indicator of the kind

of leader or person she is. A positive person with a ken for

leadership only mentions that there was a certain challenge

that needed addressing, never who created it. Even if the

problem had been a colleague’s creation; saying so will

show the candidate in poor light, because it will give the

impression of being a person who blames otters for a bad

situation.

• Another very important point that the interviewer

assesses in the course of the answer to this question is

the extent to which the candidate takes up responsibility

and ownership of a situation and the level to which she

considers her actions as being accountable. These are

prime traits of leadership. An answer which explains the

situation vis-à-vis the possibilities of success and failures

of her decision-making at the time of the biggest

challenge to her career will give a clear indication of

these qualities.

• A logical flow of the answer to the question should be

shown, which gives the impression of how logical the

candidate is in approaching challenging situations. The

right way of expressing the answer will be to make it

linear and interestingly narrated. It should be described

as if the candidate is explaining a movie.

How do TrainHR Trainings Help Candidates

Answer Questions of This Type?

TrainHR, an HR training portal from NetZealous LLC, has

the right answers to delicate and problematic questions a

candidate may face during an interview. Its experts are

very well known in their professions and have earned a

reputation for helping HR professionals scale their

professional careers. TrainHR delivers high quality

trainings in the form of short duration web seminars and

long duration in person, live seminars, which are usually

spread over a couple of days. It is at sessions like this that

it helps candidates face issues concerning careers. This is

among the many topics of training that it offers.

• NetZealous LLC’s human resources training providing

portal, TrainHR equips participants with the acumen and

skills needed for understanding and presenting answers

to questions they face regularly during interviews. Its

courses on communication skills improvement, business

communications, business ethics and many other related

areas are of great help to HR professionals.

• In the current situation, NetZealous LLC’s human

resources training brand, TrainHR could help with tips

like the following:

Be Clear About The Answer:

When a candidate is asked about the most challenging

situation she faced in her professional career; the most

appropriate way of getting into the answer would be choose

a particular challenge or episode, rather than meander

about giving explanations about a number of challenges.

The candidate may be under the impression that tackling

this question at multiple levels shows her ability to handle

different types of challenges, but the fact is that it takes

away the clarity of the answer.

Choosing one particular challenge handled in the past is a

good way of answering. It is good for the candidate to take

up a particular challenge that she felt was a very important

one, and one which helped her exercise her abilities of

judgment and intuition and leadership. Let the answer be

restricted to a particular event to make it appropriate. For

example, explaining how the candidate faced a challenge

when the organization had to expand to another area of

business, or how the candidate was called upon to draw a

list of employees to be fired during a particular time such as

the recession or during a takeover are all good examples of

choosing specific situations that presented challenges.

Absolutely No Bullshitting:• A lot of people think that they can get away with smartly constructed

lies in interviews which ask questions like this. Nothing could be

farther to the truth than this idea. Lies can take you a very short

distance, at the most till the next interview round, but never beyond.

Are seasoned HR professionals so dumb that they believe

everything that a candidate says about her past, nodding their

heads, like kids? No matter how neatly packaged, a lie is a lie.

Imagine the mortification the candidate will have to face if the

interviewer found out during subsequent background checks that

everything that the candidate uttered was bullshit. There is no

greater disgrace than being exposed this way.

• The biggest advantage of speaking the truth is that you don’t have to

remember what you have spoken. If you have presented the truth

about a challenge you faced and nothing but the truth about it; you

have no fear about any crosschecks the HR may make with your

organization, because the truth you have uttered at the interview is

known to everyone in the organization.

Talk of An Incident of The Recent Past

HR trainings from TrainHR, a brand of NetZealous LLC, impart

understanding of the nitty-gritty of interviewing. Attending training

sessions from TrainHR gives professionals the opportunity to

understand ways of dealing with questions that are sometimes framed

to test the candidate’s ability to steer clear of walking into a trap. When

explaining the challenges faced during one’s professional career for

instance, TrainHR’s trainings help HR professionals understand that it

is better to mention a recent incident when explaining the biggest

challenge of her career. Talking about something of the distant past will

have left no easy memories with colleagues with whom the interviewing

organization may want to call back to verify the veracity of the claims.

During such times, it is better to keep in mind a recent incident that the

candidate felt tested her abilities.

Learn a Lot More Than to Just Handle

Tough Questions

While learning the ways of handling tough

questions at interviews is an important aspect of

an HR professional’s career; there are a lot more

she needs to equip herself with. TrainHR, a

leading human resources training providing brand

from NetZealous LLC, offers professional trainings

on all areas of human resources. These trainings

are an invaluable learning tool that HR

professionals can use to advance in their careers

by staying current with the latest updates and

happenings in the HR industry.

While learning the ways of handling tough

questions at interviews is an important aspect of

an HR professional’s career; there are a lot more

she needs to equip herself with. TrainHR, a

leading human resources training providing brand

from NetZealous LLC, offers professional trainings

on all areas of human resources. These trainings

are an invaluable learning tool that HR

professionals can use to advance in their careers

by staying current with the latest updates and

happenings in the HR industry.

Professional Trainings in All the Areas of

Importance to HR Professionals

TrainHR, a brand of NetZealous LLC, offers

professional trainings in all the areas of human

resources. With a very broad spread of such topics

and areas, it is the ideal provider of human

resources trainings for HR professionals. Its

experts are drawn from around the globe. They

impart the most relevant and current trainings on

any aspect of human resources.

This is just a small list of the areas in which the NetZealous LLC

brand, TrainHR offers professional trainings

• Affirmative Action

• Age Discrimination in Employment Act (ADEA)

• Americans with Disabilities Act (ADA) & ADA

Accommodation

• COBRA (Consolidated Omnibus Reconciliation Act)

• Department of Labor (DOL)

• Dealing with Errant Employees

• Dealing with Violence at the Workplace

• Discrimination – Age, Disability, Gender, Genetic,

National Origin, Pregnancy, Race, Religious, Sex &

Sexual Orientation

• Dress Codes / Uniforms

• Employee Retirement Income Security Act (ERISA)

• Employee Benefits Security Administration (EBSA)

• Employment at Will

• Employment Contracts

• Employment Eligibility Verification and E-Verify

• Employment Non-Discrimination Act (ENDA)

• Employment Practices Liability Insurance (EPLI)

• Equal Employment Opportunity Commission (EEOC)

• Equal Pay Act (EPA)

• Exempt vs. Non-exempt Employees

• Fair and Accurate Credit Transactions Act (FACT Act)

• Fair Credit Reporting Act (FCRA)

• Fair Labor Standards Act (FLSA)

• Fair Pay Act

• Family and Medical Leave Act (FMLA)

• Federal / Government Contractors

• Firing/Termination

• Furlough

• Genetic Discrimination and Genetic Information

Nondiscrimination Act (GINA)

• Harassment - Age, Disability, Gender, Genetic,

National Origin

• Pregnancy, Race, Religious, Sex & Sexual

Orientation

• Health Benefits & Health Care Reform

• Health Insurance Portability and Accountability Act

(HIPAA)

• Immigration and Immigration Reform and Control Act

(IRCA)

• Independent Contractors

• Intermittent FMLA Leave

• Jury Duty

• Lilly Ledbetter Fair Pay Act

• Leave

• Layoffs, Downsizing & Reduction in Workforce (RIF)

• Mental Health Parity

• Military Leave and FMLA

• Military Service

• Minimum Wage

• National Labor Relations Act (NLRA), National Labor

Relations Board (NLRB) & Employee Free Choice Act

(EFCA) & Unions

• 19th Century Civil Rights Act

• Occupational Safety and Health Administration

(OSHA)

• Office of Federal Contract Compliance Programs

(OFCCP)

• Older Workers Benefit Protection Act (OWBPA)

• Pension Benefit Guaranty Corporation (PBGC)

• Patient Protection and Affordable Care Act (PPAC)

• Pensions Protection Act (PPA)

• Pregnancy Discrimination Act (PDA)

• Retirement Plans

• Sarbanes-Oxley Act (SOX)

• Section 1981 of the Civil Rights Act of 1866

• Sick Leave

• Substance Abuse

• Temporary Employees

• Title VII of the Civil Rights Act of 1964

• Trade Secrets Protection

• Uniformed Services Employment Reemployment

Rights Act (USERRA)

• Wage and Hour Labor Laws and Wage and Hour

Division (WHD)

• Whistle-blowing

• Worker Adjustment and Retraining Notification Act

(WARN Act)

• Worker's Compensation

• Training & Development

• Employee Induction

• Interviewing Skills

• Professional Etiquette

• Soft Skills Training

• Team Building

• Recruitment

• Background Checks

• Motivation and Retention

• Internal Investigations

• Layoffs Downsizing & Reduction in Workforce (RIF)

• Personnel Administration

• Change Management

• Crisis Management & Disaster Planning

• Employment Practices Liability Insurance

• Ethics

• Leadership

• Mergers & Acquisitions

• Risk Management

• Succession planning

• Performance Management

• Scorecards and Dashboards

• Strategy Maps

• Technology in HR

• Documentation & Document Retention

• Electronic Data Management & Monitoring

• Communications and Interpersonal Skills

• Integrity

• Foresight

• Conduct

• Business Writing and Presentations Skills

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