What are the best questions to ask during a manufacturing job interview?

Asking insightful questions in a manufacturing job interview is key to understanding the role and the company. - What are the day-to-day responsibilities of this role? to gauge task alignment. - How does this position contribute to the company's success? shows interest in impact. - What challenges are you currently facing in manufacturing? reveals company's proactive stance. - How does the company support professional development? to understand growth opportunities. - Can you describe the team dynamics? for insights into company culture. Asking the right questions is a crucial part of preparing for success in the manufacturing industry. #ManufacturingInterviews #CareerPreparation #ProfessionalGrowth #IndustryChallenges

One should carefully study the job profile provided before the interview and then note down the doubts or clarification you needed further to understand the profile and other interrelations in the organisation with the said position. Very good clarity on the profile and inter relationship helps to understand the whether it is in line with your expectations and ambitions.

I have a different perspective, for me asking about the company’s vision and how this position will contribute to it, is a better way to show that we are driven by purpose

Absolutely, changing jobs and that too in mid-senior or senior levels has a lot to decide. Thus, one should be absolutely sure whats expected. I was fortunate to be part of recruitment team of one market leader in oil and gas business. There I saw the importance of making the job role, position, location, expectations are being cleared by the interviewer even before the candidate has started his part and the traditional question of “Tell us about yourself”. This sets the ground rules and path for the whole session and the candidate always feel more comfortable.

Every interviewee must ask these questions. I would like to add one more. " what exactly do you expect from this position, the responsibilities and the empowerment ?" and compare with the publish JD. You may be surprised.

After experience filtering candidates for 30 years, I have found that there are few questions that might be very helpfully to unmask their personality, something that you really want to get during an interview of 30 - 60 minutes. You really want to learn from them if they profile will fix in your team and company culture, more than knowledge and skills, you really want to know that such a Persson will drive the systems toward the company goals. One, basic but powerful question is: Can share a situation where you fail, something went wrong? The content of that question is to learn about their mature ability to introspect and know their weaknesses and how he responded to an adverse situation.

In my experience I usually ask about rôle clarify starting from first hour to last hour of her/his day, comprising his activities. This will enable to understand his/her tight schedules, pressure during his work . Further drill down on his previous experience w. r.t his company wise roles and responsibilities

Asking for an instance where a specific problem was occured and how it was resolved. This will give a 100% clarity about the mind set of the person and approaches involved in problem solving including knowledge of tools and techniques used in Manufacturing Engineering.

It is useful to remember when saying yes to a new job or role, you are saying yes to what it means today and what it may mean going forward. Ask thoughtful questions about the situation to avoid agreeing to a position that is not a good fit for you.

In my opinion, the best questions for any manufacturing interview depend on the position level and experience in the field, it could be related to process and standards, manufacturing KPIs or OKRs, his /her major initiatives for process improvement and contributions in achieving manufacturing targets, for leadership role we can ask about his leadership style and his opinion for opting /following specific leadership behaviour, conflict management skill and with past examples etc

A suggested question would be: "Can you describe the company's core culture and values, and how they influence daily operations and decision-making?" This inquiry demonstrates your interest in understanding the company's guiding principles, beliefs, and norms. It not only shows your eagerness to align with the company's vision and mission but also allows you to evaluate if the company's environment is conducive to your personal and professional growth. Understanding the culture and values helps assess if you can thrive and contribute effectively within the company's framework.

During an interview most companies will tell you they have values , such as health and safety, CO2 emissions…. Be prepared to ask for the figures , days without accident , CO2 emissions reduction program… Is there any employee satisfaction survey? Results.

These are always listed on company’s website. Most important, do you know your values? What is a no go for you? it will rarely be written on web or told in interviews. Don’t be so generic here. You would want to get the details that matter in day to day working environment

So much is available on websites; do your homework and see what the company says about their culture. When you are in the interview, you can then ask specific questions regarding the culture with an emphasis on providing examples.

How can you do more with less? Meaning what are ways and means you can increase production & productivity using lesser resources ?

It’s important to check if your personal core values and principles are well aligned with the core values and principles of the new organization.

Perguntar diretamente sobre a cultura pode trazer um cenário que só existe no papel. Melhor perguntar como as pessoas resolvem situações de conflito, qual o horário que normalmente chegam e saem, e como é o processo de avaliação e incentivos, por exemplo.

The match between a prospective employee and the firm’s culture is a major factor in determining how things shake out from an Attraction, selection, and attrition perspective. When I am trying to gauge a firm’s culture, I use a few questions that I like to sprinkle throughout the interviews. 1) Would you want your child to come work for this company once they are of age? This question helps to identify if the firm is good to work for in the eyes of the interviewer, but it also has a forward-looking aspect to it. 2) What happens when something goes wrong? Provides insight into leadership’s tolerance for mistakes, and who gets blamed for mistakes. 3) How do problems get resolved here? Provides a glimpse into Ways of working.

It's crucial to inquire about the company's culture and values. Understanding the core principles, beliefs, and norms that shape the company's operations, decisions, and behaviours is essential. This question reflects your keen interest in aligning with the company's vision, mission, and purpose and highlights your commitment to supporting them. Drawing from my experience and understanding, posing this question not only allows you to assess the compatibility between your values and the company's culture but also helps you gauge whether you can thrive in the work environment.

Entender a capacidade do entrevistado em se movimentar sob diversos temas. Avaliar se o profissional é mais ou menos ágil para tratar de acontecimentos ou mudanças (ou não mudanças) em relação ao negócio.

Inquiring about the manufacturing and quality standards and process improvement methodologies being followed can give key insights around whether you’d enjoy working with this company or not. Focus on quality and customer centricity also means long term stability of the organization. Another key set of questions that one should ask is around the sustainability initiatives and ESG health of the company.

How is performance managed, measured, and rewarded? How is the goal-setting process organized and how is this process cascaded and rolled out to achieve across-the-board commitment and inclusive, fair accountability and reward? Is the process balanced with open, on-the-level review and celebration/resolution with feedback to the following cycle?

Manufacturing can remain competitive only through continuous improvement . Grassroot level understanding of each process is important towards one's contribution. Benchmarking within the system/ outside (whatever available) is one way of learning & contributing towards Process improvement. Performance Appraisal platform enables such an opportunity to gauge an individual & interest level on fundamentals. Similarly lateral thinking & horizontal deployment of any improvement ideas shall be encouraged during appraisal.

Can you provide an overview of the key manufacturing processes used by the company? How are these processes integrated to ensure efficient production? Quality Control Measures: What quality control measures are in place to ensure the consistency and quality of manufactured products? How is quality monitored throughout the manufacturing process? Compliance with Industry Standards: How does the company ensure compliance with industry standards and regulations in its manufacturing operations? Are there specific certifications or quality standards that the company adheres to? Continuous Improvement Initiatives: Can you share examples of continuous improvement initiatives implemented in the manufacturing department?

A great understating and knowledge on the same or similar manufacturing process and standard will definitely help you better and quickly adapt to the role and contribute your value.

In a manufacturing job interview, ask about the company's manufacturing process and standards: "Can you describe your manufacturing process, including the steps, tools, and methods used, as well as your quality, safety, and efficiency standards?" This question shows your interest in the technical side of the job and your intent to apply your knowledge and experience. It helps you understand the company's operational challenges and how you can contribute to overcoming them, demonstrating your commitment to quality and safety.

Entender se as formações e experiências do candidato equivalem à necessidade do cargo, levando em consideração o tipo de indústria em relação à experiência prévia do candidato.

For the applicant: It gives you an idea of their maturity level in terms of operational excellence. Consequently, the opportunities for improvement. In short, areas where you can contribute. For the employer: If asked, it is an indication that the candidate seeks and/or appreciates and/or understands the importance of having structure, system, and standards in place. Candidate may have the knowledge and experience on the tools and how to use them.

Exposure or knowledge on latest technology Process related to the job profile Tools / concepts to improve the process Idea suggested or project worked on improvements

It’s important to ask this question as you want to understand the team dynamics. Asking this also gives you the opportunity to show you are confident working both individually and within a team.

support the team with proper communication with regards to the products and knowledge in all the aspects in terms of quality and perceptivity. also inquire the team with good communication base on every expectations to meet the target and to define all the issues and get positive feedback for all the expectations with collaboration, coordination and proper communication to achieve the values of focus, excelence and velocity and to establish rapport to trust everyone who is in the group

I like to ask the resolution process in times of disagreement. For example, MFG, PD, and module Eng are unable to align on a topic. How does the team / company like to move forward. Can give some good insight into driving culture.

Cela peut faire très bonne impression de se renseigner sur le mode de communication privilégié de son futur manager et des sus futurs pairs. "Quels sont les routines d'équipe en place?" " Quels sont les supports de communication en place pour les 1to1?" ...

É primordial avaliar a capacidade do candidato em usar a empatia durante a entrevista. A escuta lhe servirá como um mecanismo de busca por informações. Com essas informações sob seu poder para utilizar na entrevista, o processo de comunicação e de comunicação estará bem alinhado com o desejo do entrevistador e por consequência com o desejo da empresa.

Communication is helping to build trust, honesty and understanding, it improves relationships between team members and it is also a fundamental part of the working culture. A balance however is important. Overflow of emails is not a constructive way to communicate, prolonged meeting is another example. In my opinion the candidate needs to know how the team is sharing information, how they support each other, what is the process for management to listen to the individual team member or how you communicate your workload and achievements. Communication is a broad term, what the candidate needs to do is to narrow down the specifics that would let him understand how support and transparency is achieved.

Asking regarding the communication topdown and bottom up can help you to understand if the company has efficient and effective communication around the teams of people working in it.A good communication showes you if it is worthwhile to work in it.

Conocer el equipo de trabajo, los principales clientes internos / externos y los canales o formas de comunicación con los que cuenta la empresa son claves para lograr relaciones efectivas y difundir las principales estrategias para alcanzar los resultados en los tiempos establecidos.

CEO asks a HR Head, " What if we train a person and he leaves " HR head says, " What if we don't train and he remains here"

First, ask if there is a budget for professional development. Second, ask if each team members is encouraged to request what type of skills and programming they would like to be trained on. An organization that values professional development and is has enough trust built that allows for an employee to speak up regarding development is great.

A prospective incumbent who has a unidimensional expectation to be trained is a huge turnoff. It is fundamental to business success to train individuals and teams. Essential to this is a quality process of training needs development. Performance review, problem-solving, and focused improvement sessions should be the source of most of these needs. This happens inside manufacturing - not in a support organisation like HR. Framing the question to be curious about how the training and development process works in the organisation rather than what resources and programs exist should be a much better strategy to find out.

It’s always good to ask about the policy of training given in the organization whether it is ‘on-the-job’ , cross - training or otherwise and the processes adopted within the company.

I find that training is no longer robust or thorough. And as a result lacking in effectivness. A comprehensive training program that establishes accuracy and repeatability has to include a buy in, or commitment to the task from the trainee before training begins.

Training is essential, but so is education. It is extremely difficult to just train a person that has no background to draw from. This is contrary to the idea that you can just train anybody to do anything... Sure there may be exceptions but usually there must exist an interest and innate ability to understand. One thing is certain, there is always going to be change...

Always ask about the onboarding plan! Its an essential step for your short term success and acceptance into the team. In addition to the onboarding plan, ask what your first few challenges would be if selected for the role. This helps gauge the expectation they have for you, and help you understand the tools at your disposal.

A lot of new-age companies wanted to upskill their employees with scheduled training. It is evident that if the employer doesn't invest in the training, then they cannot add value to the employee irrespective of whatever benefits they provide. During the interview, it is difficult for employers to list down the training they offer. Because there has to be customized training based on the job profile. However, general training like email etiquette & social behavior can be provided to all.

15) Erklären Sie, was ein Produktbericht ist. 16) Erklären Sie, was RMA ist? 17) Erklären Sie, was SCAR (Supplier Corrective Action Request) ist. 18) Welche Software kann in der Fertigungseinheit nützlich sein? 19) Erklären Sie, was GMP ist? 20) Erklären Sie, welcher Ansatz in der Fertigung zur Qualitätssicherung verwendet wird. Ich hoffe ich konnte helfen schönes Wochenende und weiterhin eine besinnliche Weihnachtszeit Euer Sascha

Is there a curriculum for every position and role which each employee has to fullfill so that he can proper do his job? Besides that, what options for future development are given? All internal or external? Can you decide yourself or will you manager decide for you? Is there a budget you can decide yourself? If you work on a bigger goal, e.g. a promotion. Is there a chance to create a development plan?

Never leave an interview before asking if there is anything further the company would like from you or to know about you. It sounds simplistic, but many interviewers are simply not particularly skilled at conducting interviews, so offering them the opportunity to fill in any blanks that they might have could be very important to how they ultimately evaluate your candidacy.

When engaging in a job interview, consider asking about the key skills and qualifications essential for career progression within the next few years. Articulate your long-term goals within the organization to demonstrate your organizational skills, goal-oriented mindset, and commitment to contributing to the company's growth while advancing your own career.

Some key questions to ask at the end are: - Would anything prevent you from making me an offer for the position? If so, respond accordingly, but it's a good sign that you're out. If not, you're in. - Always express enthusiastic interest in the position. - Ask an urgent question regarding the next steps. For example, "Can you respond to me by [2-3 days from now] with a decision?" Companies like employees who want quick action.

O recrutador deve falar sobre todos detalhes das etapas do processo, incluindo a indicação do prazo para o próximo contato. Se por acaso ele esqueceu de mencionar, não hesite em fazer essa pergunta.

I would ask how many rounds of interviews to expect before getting an answer. Some companies go to the extreme these days. Be mindful about both your and their time.

It is important to ask feedback on your performance in the interview. Only such Feedbacks can help you to address and improve your gaps. The way you ask is important.

Yes this is true, but also should be tactful and not in a pushy or pressured manner. Remain professional and ask when you will receive feedback and if successful what will the next steps be

Vale ancorar sua posição caso tenha gostado do que ouviu na entrevista. Dizer que gostou muito e não vê a hora de poder se juntar ao time. Ser visto como alguém que já quer fazer parte mostra que está se sentindo parte.

In addition to asking “What’s next?” Having questions for the interviewer(s) is a great chance at becoming more personable and opening up the conversation to more qualifications potentially left unconsidered. My favorite approach is during the initial research of the company, dedicating time to understanding the goal and standing of the company - where I can curate questions that peak interest to give the interviewers an opportunity to give outside of “textbooks answers. This is a peak opportunity to have 1 on 1 while making you a more memorable candidate. I have personally been told that it gives the impression of being well prepared and strategic in selecting the company you are interviewing for.

No consultar como continua el proceso de selección, personalmente, creo que refleja el poco interés sobre el puesto de trabajo (excepto que durante tu entrevista lo que te han propuesto, no te interese). Si es de tu interés, hay que preguntar hasta lo que pareciera lo más obvio. A veces los entrevistadores omiten cuestiones que dan por ya entendidas.

The rapid growth in technology platforms and fast changing needs in each industry is now needing unique way to address them and the well established approach may not work always and hence it is better to know how a candidate can think in a creative and innovative way by looking at a problem from a different perspective.

One area I would also for a manufacturing role would be how does the organization operate? Are they a JIT company, make to stock, make to sell. This helps an individual understand more of the flow or pressures and different functions with the organization.

Practical situations questions, which can test technical and personal competencies are great examples of questions to be asked during manufacturing post interviews. Open ended questions can be used also to check people management abilities

You can also ask what the immediate priorities of the team or company are? It shows that you are ready to hit the ground running and whatever the response is can be used as part of your 'Thank you' note by saying you look forward to contributing to those priorities mentioned in the interview 😊

I think we should focus on the attitude and potential of the candidate by creating situations. Don’t stereotype,give some time for the candidate to make himself comfortable with the interviewer. Give constructive feedbacks.. Questions maybe on the achievements,handling difficult situations and team management.

1. Look for the treatment company that is provided based on your role, clarity of instructions and guidelines, ambiguity. 2. Ask for Cash flow in company and upcoming projects or growth of organization. 3. In the case of manufacturing, whether the customer base is fixed, and product market growth. 4. Check for life span for manufacturing business old, latest, for new business

Getting some information on what the incumbent was doing in earlier role is important Questions around some typical situations & how were they handled displays a great deal about the person , for example how does he/she conduct themselves in challenging & stressful situations like a serious injury , an environment or a labor issue

It's important to ask a question related to: "Now that you know me a bit better, how do you see me contributing in the given role?" It really does help to have the hiring decision makers envision how you would work out, how your specific talents can help solve current issues. Attempt to continue this conversation as long as it naturally will go and you may find them opening up more about the reality of the current position and they need they have.

How we prepare our Man/ Machine/ Method/ Material to be Agile in Volatile market demand. Demand fluctuations hit the Utilisation of all resources or extreme demand pressure on capacities. One can adopt Agile manufacturing system.