Benefits Analyst

☛ Walk me through the process of preparing a budget

☛ Tell me how you go about preparing a forecasting report

☛ When reviewing a funding request, what kind of information do you need?

☛ Imagine an executive tells you there’s some inconsistency between approved budget and actual expenditure at a department. What do you do?

☛ If you had to prepare several budget at the same time, how would you prioritize?

☛ Describe a team experience you found disappointing. What could you have done to prevent it?

☛ What was the most rewarding experience at work?

☛ Why do you think you would do well at this job?

☛ What are some things about yourself that you would like to improve?

☛ What would you like to be doing five years from now?

☛ What do you feel is a satisfactory attendance record?

☛ Do you know what the current headline news is?

☛ Have you gone above and beyond the call of duty?

☛ What do you feel is the best educational preparation for this Senior Benefits Analyst job?

☛ What assignment was too difficult for you?

☛ Describe how you have balanced your academic work with your extracurricular activities.

☛ When did you last update your Senior Benefits Analyst education?

☛ Where would you like to be in your career five years from now?

☛ Why did you choose your major?

☛ Does a leader need power or authority? How do you influence people?

☛ How did you handle meeting a tight deadline?

☛ What are your salary increases?

☛ What is more important to you: the money or the work as Health and Benefits Analyst?

☛ Examples of strategic thinking in past situations.

☛ Which subjects did you enjoy during your qualifying degree?

☛ How do you handle failures? Provide examples.

☛ Tell me about your experience with cost-benefit analysis

☛ How would you rate your data analysis skills, on a scale of 1 to 10?

☛ Do you think the job of a budget analyst requires teamwork? Why?

☛ How do you maintain attention to detail when preparing a budget?

☛ What contributions have you made to a group project?

☛ What do you know about us as an organisation?

☛ If one of your co workers was having difficulty doing their job, what would you do?

☛ What was the toughest problem you had to solve?

☛ Describe the type of teacher who had the most beneficial influence on you.

☛ If you disagree with a supervisor, do you make your opinions known?

☛ Do you work well on your own initiative?

☛ What have you learned from your past jobs that related to Senior Benefits Analyst?

☛ Give some instances in which you anticipated problems.

☛ Give me examples of projects tasks you started on your own.

☛ How do you make your decisions in general?

☛ How long will it take for you to make a significant contribution?

☛ Did you ever not meet your goals? Why?

☛ What is the difference between a good position and an excellent one?

☛ Tell me about the most effective presentation you have made.

☛ What are your long-term goals or Health and Benefits Analyst career plans?

☛ What is a typical career path in this job function?

☛ What do you consider your strengths and weaknesses as Health and Benefits Analyst?

☛ What was the most important task you ever had?

☛ When you achieved a great deal in a short amount of time.

☛ A team experience you found disappointing.

☛ Are you willing to take calculated risks when necessary?

☛ How have you improved yourself recently?

☛ Would you work holidays/weekends?

☛ Do you feel your GPA reflects your academic ability?

☛ Do you prefer working with others or alone?

☛ Do you consider yourself a leader? What qualities make a good leader?

☛ Why aren't you earning more money at this stage of your career?

Alternate flow are the alternative actions that can be performed apart for the basic flow and might be considered as an optional flow whereas Exception flow is the path traversed in case of the error or an exception being thrown. For e.g. on a logic page the ‘Forgot password’ is the alternate flow and system showing ‘404 error’ when correct username and password are entered is exception flow.

Through the course of a project, a BA is constantly striving to help technology achieve the business requirements and in this pursuit he prepares a number of documents. They are :

☛ Project vision document

☛ Requirement Management Plan

☛ Use cases

☛ User stories

☛ Business Requirement Document

☛ Requirement traceability matrix (RTM)

☛ Functional requirement specification (FRS)/ Functional Specification Document (FSD)

☛ System requirement specification (SRS)/ System Requirement Document (SRD)

☛ Test case

Answers to these questions are very telling about candidates’ motivation, personality and potential cultural fit. If the job they least liked has similar qualities as the job they’re being interviewed for, then they’re probably not going to be a good fit and likely won’t stick around for long.

This can seem like a trick question, especially if the candidate doesn’t have much traditional work experience. What you’re really looking to find out is how quickly a candidate can come up with a cohesive, impactful response. Many entry level candidates will have little to no experience to call on, so this gives you a peek into how quickly they can solve a problem when there is an obvious barrier in their way.

You can expand on this further by asking about a disagreement with a superior and/or a colleague.

I like this question because it gives hiring managers insight into how candidates handle conflict at work. Are they naturally confrontational, quiet and secretly stewing or balanced when it comes to conflict? If they cannot give you an example, they may be hiding something.

Not always, but oftentimes, if a candidate is interviewing with your company, he or she is also interviewing elsewhere. Finding out what other positions candidates are interviewing for provides you some additional insight. Are the roles they’re applying for similar to yours or completely different?

A follow-up question asking what the candidate likes about the other positions he or she is interviewing for can be revealing as well. Candidates’ responses can help you understand more about what they’re truly looking for in a new position and may help you determine if the position you’re hiring for matches their career goals.

The golden rule to measure the quality of a good requirement is the ‘SMART’ rule. According to this rule a requirement should be:

Specific: The requirement should be specific so that it could be properly documented

Measurable: We should be able to measure the success criteria of the requirement by different parameters

Attainable: The requirement should be possible to attain with the given resources

Relevant: The requirement should be in line with the project’s business case

Timely: The requirement should be posed in time i.e. early in the project life cycle.