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KRA Corporation Interview
Questions

28 Questions and Answers by Ryan Brunner
Published October 4th, 2019 | Ryan has over 10 years of experience interviewing
candidates in the healthcare, public service, and private manufacturing/distribution industries.
Job Interviews     Companies     Talent     Commercial Services    

Question 1 of 28

How would you solicit feedback from people during the change management process and why is obtaining feedback important?

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Answer Examples

1.

How would you solicit feedback from people during the change management process and why is obtaining feedback important?

Reinforcement is an important factor during the change management process that is often overlooked. Communication is key and while you as the champion of change need to communicate in an effective manner, your collection and analysis of feedback from others is also very important. Explain to your interview why obtaining feedback from others is important and discuss ways that you have done this in the past. Express that this would always be an important process as you work with the clients of KRA.

Ryan's Answer #1

"Front line employees are the catalysts for change with just about any organization and I make a point to seek their feedback during the implementation of change processes. Last year, I was working with a large regional retailer that was rolling out new branding and customer service processes. In the weeks following the rollout of the changes, I spend a few days on the road visiting stores and talking to customer service associates. I ensured that the conversations were confidential and frank, making sure that employees knew that any feedback was good feedback. With some of the things I learned, we were able to put forth a couple of important post-implementation change activities. If hired for this position, this would be an important follow-up step with any client that I work with."

Ryan's Answer #2

"In my work consulting through change management processes, it is important to solicit feedback from employees both prior to starting a project and during implementation of a project. I have found that soliciting feedback through conversation and/or surveys helps lead to get employees to believe in and feel a part of change management processes. Front-line employees know the processes and how change will impact their processes."

2.

Customer service is our top priority at KRA. What is your customer service philosophy?

Because KRA puts so much effort into their customer service reputation, the interviewer needs to be confident that your customer service values align with theirs. Be sure to research the KRA website and take note of any keywords they use when it comes to their customers. Match your language with theirs.

Ryan's Answer #1

"I noticed on your website that you put a lot of value into your customers by actively listening to their needs. You also survey them regularly while staying on top of industry trends so that you can provide them with innovative new services. To me, customer service goes beyond friendliness and efficiency. You need to understand your customer's business needs and have the ability to analyze their future needs so that you can respond appropriately to their business landscape changes."

Ryan's Answer #2

"As overused as this phrase may be, 'Service with a smile' has always been my customer service philosophy. Very few people can resist a great smile and a friendly interaction! Friendliness warms customers up, makes them more inclined to work with you, and also diffuses a conflict quickly."

3.

Talk about a time that you used data to your advantage during the recruitment process. How did this data lead to success?

Year after year, data is becoming more readily available to HR and recruiting professionals and your interviewer is looking to hear that you are resourceful in utilizing data to your advantage in recruitment efforts. Think of a time where you used data to help improve a recruitment campaign or effort and be sure to explain why the data was important to helping in the success of the recruitment effort. Make sure your interviewer walks away knowing that you are a resourceful consultant that can be unique and creative with their clients at KRA.

Ryan's Answer #1

"A couple of years ago, I was working with large general contracting company that was having trouble recruiting project managers in their region. Knowing the industry quite well, I wanted to really delve into where past successful hires had been sourced from and use that to the companies advantage in where they'd spend advertising dollars. Unfortunately, they had an archaic system for applicants because paper applications were housed in the finance office back at their corporate office. I took time to dig through files to see where recent project manager hires had found out about the jobs. With that in mind, we focused recruitment efforts on college construction program career fairs and two industry specific publications. These efforts had never been looked into in the past and they helped lead to two great hires in a short amount of time."

Ryan's Answer #2

"Based on my current organization's low acceptance rate of offers, I approached our senior leadership team on the main reasons why offers were being declined. Based on data, I was tasked with doing market research for competing jobs to help ensure that our offers were fair compared to our competition in the job market. As well, we wrote new recruitment procedures for both hiring managers and our recruitment staff to ensure clear communication to candidates on expectations for jobs. In the end, the senior leadership team ended up approving new pay scales for several positions and an increase in the total benefits package. To this day, we are seeing a much higher acceptance rate just due to becoming more competitive and more clear in our job expectations."

4.

To help the clients of KRA kick off successful program management campaigns, you will need to have the ability to draft program charters. Do you have firsthand experience in developing program charters during your career?

In understanding that a program charter is a written document that outlines the idea, scope and result of a program or project, speak to your interviewer about the importance of drafting a charter in seeking approval from leadership for the program. Make sure your interviewer know that you understand the importance of the document in obtaining funding for the program and setting timelines with the management team of an organization. Be sure to hit on any direct experience you have in writing program charters and your ability to do this with clients.

Ryan's Answer

"Having written project and program charters for many years while consulting in the retail industry, I would bring a great amount of detail and knowledge to your clients here at KRA. Effective charters clearly outline the overall idea of a project or program, lay out the entire scope of the program and then discusses what the ideal end result of the program will be. In my time creating charters, I know that my success rate for approval from leadership was increased greatly and my ability to obtain funding for my clients to utilize was greatly increased. This helped ensure that all resources necessary to make the program a success were available."

5.

How do you stay organized and on track when working on a long-term project?

Working for KRA in the role you are interviewing for will require an innate ability to manage projects from conception to final implementation. For this question, your interviewer will be looking to hear that you have the ability to maintain organization to meet deadlines and customer expectations. Talk about your personal methods for organizing project work and give any examples that you have of your methods being successful. In the consulting and advisory industry, customer satisfaction and word of mouth are integral to success and growth of a business and effective project management is key in satisfaction.

Ryan's Answer #1

"I really pride myself on my ability to multitask and my ability to stay organized in key in multitasking. For me personally, organization starts with using technology to my advantage and I do this through the use of my Outlook calendar and tasks functions. I take time each day to update my tasks and project work and use my ability to prioritize tasks to ensure that the right things are being worked on. In looking to bring these skills to long-term project work with your clients, staying organized and on task will be extremely important for the success of both KRA and your clients."

Ryan's Answer #2

"In my work, the ability to stay organized and on track comes down to having a plan of attack for each project and keeping track of the plan as milestones are hit. If you are familiar with the program Trello, it really helps me organize all of the components of the projects that I work on and give me the ability to track who is doing what, what deadlines are coming and what milestones have been hit. But even with a great program like this, I always have the ability to re-prioritize due dates and new tasks as needed with any project."

6.

At KRA, we always seek to provide the best service possible to our clients and one way we do that is through constant evaluation of our programs. What familiarity do you have with training evaluation and why is this important to do?

While all of the preparation, research and work that goes into setting up and implementing a training program is important, it is equally important to evaluate a program's effectiveness for future use and learning and KRA recognizes this. Make sure to highlight some reasons as to why proper evaluation of a training program is important. An organization needs to know if the expected results were achieved to either replicate the training for future use if they were or to alter the approach if they weren't. If you have any direct experience in evaluating programs, be sure to talk in detail about that experience.

Ryan's Answer #1

"When I took my current role, I was thoroughly trained in Kirkpatrick's Training Evaluation model and I still use all four components to this day. With a recent training I put on for our leadership staff on servant leadership, I gauged initial reaction to the training by an emailed survey sent the afternoon the training concluded. I tested their learning with a fun quiz game during the final 30 minutes of the training. To follow up on the behavior component, we had our Director level leaders observe their staff in team meetings and 1:1 interactions with employees over the 3 months following the training. As we are finally entering the results stage, we are utilizing feedback from our Directors and also an all-staff survey that is currently in progress. All of the components of the Kirkpatrick model help get to the root answer of if a training program was effective and the model is very efficient in providing those results."

Ryan's Answer #2

"Looking to provide education to a workforce is an extremely important undertaking in today's business world and constant evaluation is necessary in the changing landscape of all industries. We can work and work creating programs and implementing them, but we never achieve desired results if we don't evaluate the programs. Over the last five years in my role in our Organizational Learning department, I have developed some very effective post-training surveys and job observation methods that have given my department very useful evaluation data. I'd love to bring some of these ideas to the clients here at KRA."

7.

For our clients here at KRA that are working through a change management project, accountability is of utmost importance for the entire organization. How would you help ensure accountability from the leadership team?

As a consultant to organizations in the midst of a change management process, accountability should be a priority for the leadership team and one of your tasks as the consultant is to help foster this with the entire staff. With accountability comes transparency, so be sure to focus on this aspect in your answer. Talk about why you feel that accountability and transparency are important and how you would make sure that the leaders you work with keep these things at the top of mind during their process.

Ryan's Answer #1

"Having walked many organizations through some major change processes, one of my top priorities is always communication and transparency to staff. And you really hit the nail on the head with this question that both of these things lead to accountability for the organization. To help facilitate this process, my conversations with leadership would entail details on how to effectively communicate with staff and I'm a firm believer that this should happen from both the highest levels of leadership as well as from direct supervisors and managers of employees. I have experience developing communication strategies and actual presentations for leadership in this realm."

Ryan's Answer #2

"In my experience, accountability for an organization during a change process is a tricky line to walk. First, employees want to know what is happening and the reasoning behind it. Second, customers, stakeholder and the general public may desire information as well. Then, you have to factor in what information can be shared for legal and/or competitive reasons and walk the organization through best communicating the changes to everybody. I have a great deal of experience in walking through this process of holding an organization accountable and would love to help the clients of KRA do just this."

8.

At KRA, you will have the opportunity to work with high level executives and leaders from the companies we contract with. What experience do you have in working with people at these levels?

As a business advisory and consulting firm, KRA works with Managers, Directors, CEO's, CFO's, CAO's and leaders with other titles on all of our projects. Your role will likely involve working closely with these leaders. For this question, your interviewer will be looking to hear that you are comfortable in working with the leadership team of the organization's clients by having you talk about your experience. Make sure that the examples you provide include some details on how you worked effectively to get the job done with the leaders you worked with.

Ryan's Answer #1

"In my current role, I work directly under our Chief Financial Officer and sit on a couple of different committees that our Chief Executive Officer is on. Under the direction of my CFO, we have a great working relationship. I am comfortable approaching him at any moment with questions or to bring forward new ideas. He is aware of my strengths and respects my opinions on matters in my wheelhouse, so he never hesitates to come to me with important things. I think the keys to our strong relationship are the respect we show for each other and our open lines of communication."

Ryan's Answer #2

"Throughout my career, I feel fortunate to have had the opportunity to work with employees at all levels of the organizations that I've worked with. To me, working effectively with anyone requires a personal touch and a respectful approach. Whether I work with front line sales staff or members of the C-Suite, I take the time to get to know the person, their job and how I can best be of help to them in my role. This approach really helped me build a relationship with a Sales Executive that a few of my colleagues had struck out with in recent interactions."

9.

With your experience as a Human Resources professional, do you have any niche areas of the field that you'd be most interested in providing consultative services in?

As an organization that provides consulting services in Human Resources across many different industries, KRA is looking to build a diverse pool of consultants to help clients in the many different areas of HR. For this question, your interviewer will be looking to get a sense of both where most of your experience has been in the field and also where your personal interest falls. Speak openly about both for your interviewer so they can have the best sense possible about where you fit among the needs of the company and their clients.

Ryan's Answer #1

"As you can see from my resume, I have many years of experience as an HR Generalist and Manager where I developed a very broad spectrum of experience across payroll, hiring, performance and HR administration. In the recent four years, I have had a majority of focus in recruitment and retention for management level positions. If I were lucky enough to join the team here at KRA, my best areas to work with your clients on would be recruitment and retention of staff. On top of those areas, I still have a great interest in performance management and I bring a great deal of experience in that realm."

Ryan's Answer #2

"Having been an HR professional for over ten years, I feel like I would bring a great amount of experience and knowledge to your clients here at KRA. My preferred niche to work in is total rewards, including comp and benefits. I have a multitude of experience in the administration of benefit plans, payroll systems and new compensation policy implementation. I think that this experience would pay off well for clients that are in need of a reset in these areas."

10.

What kind of people do you enjoy working with?

Culture fit is a critical factor when looking for a new position. Talk to the interviewer about the types of personalities that you best work with. Be sure to remain positive and avoid using this as an opportunity to speak poorly of previous colleagues.

Ryan's Answer #1

"I best enjoy working with individuals who are driven, positive, energetic, and take accountability for their work. I do have the ability to work with a large variety of individuals; however, these are the ideal traits I would see in future colleagues."

Ryan's Answer #2

"Some other great characteristics of co-workers:

- Encouraging
- Helpful
- Engaged
- Positive
- Hard-working
- Punctual
- Reliable"

11.

If you are hired for this position here at KRA, what do you think the biggest hurdle for you would be from the start?

For this question, you can showcase your research that you've done on both KRA and the role you are interviewing for by being upfront and honest about what you feel would be the biggest learning curve for you if hired for the position and giving your plan for how you would approach this hurdle. In your answer, make sure that you highlight your skills and abilities in making a molehill out of a mountain on your way to success in this role.

Ryan's Answer #1

"As you can see from my resume, most of my career experience is in the food industry. If fortunate enough to be hired for this position, the biggest area for learning for me would be the finance side of other industries like technology, telecommunications and healthcare. From day one, I would begin by thoroughly research the clients here at KRA and speaking with as many industry experts that I know through business networking. While learning the ins and outs of other industries is the biggest learning curve for me, I see it as a great opportunity for me to become more proficient and effective in the work that I'd be doing for you."

Ryan's Answer #2

"While this may sound funny to you at first, I think the biggest challenge for me from the start will be adapting to the great corporate lifestyle and culture here at KRA. When I saw this position being open for applicants and I did my research, I was extremely excited to hear about the flexibility and openness to the ideas of your staff members. I've been working for six years in an environment that is very opposite of an open culture for new ideas and for me personally, it will feel foreign for me to bring new ideas to the team here and have them be accepted."

12.

This role will put you face to face with leaders of our clients and have you coaching them on how to coach performance related issues. What insight will you bring to the area of performance evaluation and development?

In this role with KRA, part of your role would be working with clients on performance management and optimizing the performance of their staff. Be prepared to talk about any aspects of perfomance management that you have been a part of during your career as well as speaking about hte importance of the bigger picture of performance manageemnt in respect to teh performance of an organization. Another important thing to discuss is anything pertaining to coaching those that will be coaching others.

Ryan's Answer #1

"During my career, I have been involved in the creation of two different performance management system creations and both have provided a ton of insight to me looking to move into this role. I have been a part of creating effective evaluation tools that are used to drill down to the KSA's required for a particular job. This process entailed detailed job evaluations to help in identifying key performance measures for each job. The tool creating process also offered me the chance to design and create soem great feedback guidelines that hiring managers were trained on. I think this experience will pay off very well for your clients that are in need of creating or revamping their current performance management systems."

Ryan's Answer #2

"In my current role, I have worked with our management and leadership staff on education and training for a new performance management system that my organization began using two years ago. While the technical side of learning the electronic evaluation program was very important, our leaders found the background knowledge around the evaluation process even more helpful. During that training, we talked about the importance that effective performance management played in reducing turnover and boosting employee satisfaction and gave our leaders great tips and tricks to use with their staff. I'd love to bring these things here to work with teh clients of KRA."

13.

Being successful in the consulting industry requires adaptability and the ability to learn a business fast. What would be your approach to help you learn the ins and outs of a new client?

KRA contracts with businesses in different industries for their services and it is likely that your job would require you to learn the fine details of each business that you would work with. Demonstrate your ability to be flexible by giving examples of times you've had to do this during your career. As well, describe the approach that you would take to get the know the businesses you would be working with so you can apply your knowledge and expertise toward helping them.

Ryan's Answer #1

"As you can see from my resume, I've been in corporate training and education for over ten years. In my current role, I have to use similar techniques working with different departments to try and tailor programs that meet their specific needs. I feel that my current approach of hosting an intake meeting with leaders would be effective in a consulting role with external customers. The current intake meetings that I lead are an opportunity for me to ask questions and learn as much as I can about my customers. In turn, it is an opportunity for me to lay the groundwork for the project and set expectations. Do you see this as an effective approach for this role?"

Ryan's Answer #2

"Having worked in quality roles for most of my career in both the private and public sectors, I think my career experiences have shaped me well for this role. Transitioning to a consultative role would definitely be a transition for me and the biggest transition will be this need to work in many different industries. For me, researching clients, their business and their industry will be the first step to my approach in learning about them. I want to make a great first impression when I am face to face with a new client and that first impression starts with my knowledge. Then, my openness and ability to communicate would take over when I am working directly with clients. I know the right questions to ask for laying out quality initiative projects and I know the right things to educate clients on."

14.

With a lot of our clients here at KRA, we introduce them to new and innovative sourcing strategies to help them hire and retain top talent in their industries. What sourcing strategies are you familiar with and most successful with?

In the business industry, consultants are often called upon when organizations have exhausted all internal options to get the job done. On the recruitment side of things, you as a consultant must be able to thing outside of the box to come up with new and creative ways to help clients hire new talent into their organization. To gauge how you will do this, your interviewer will be looking to hear about the sourcing strategies you have utilized that are creative and unique and have worked with success. This will allow them insight as to how you will work with potential clients if hired at KRA.

Ryan's Answer #1

"During my career, I've utilized many sourcing strategies. These have included email blasts to competitors, attending industry events and re-branding to help recruit. But to me, the importance of uniqueness in sourcing is what truly sets an organization apart to attracting top talent. My current organization was having trouble recruiting engineering staff for many years. We attended events, we discretely contacted high profile engineers from across the country and sent out recruitment postcards to members of one of the engineering societies and none of those strategies work. Basing off of past experience, we started a networking campaign among our current engineering staff by doing some recruitment training for them over the course of a couple team meetings. We also approached executive leadership about creating a referral bonus for the engineering staff. Based on the great job satisfaction of our staff, the networking campaign led to four hires within the first six months and truly showed me how powerful expert to expert networking could be."

Ryan's Answer #2

"As you are probably aware, the use of different social media platforms as recruitment tools has sure become a game changer in recent years across every industry. Over the past five years, I've tried to really delve into this sourcing strategy and have seen some great successes utilizing sites like Facebook, Twitter, LinkedIn and Slack. With my experience, I really think I could help your clients tap into new passive candidates for their open jobs."

15.

Have you had the opportunity to fully design a training program? If so, what were the keys to it being successful?

Depending on your career experiences up to this point, you may or may not have developed a formal training program. If you have, your interviewer will be looking to hear about a successful program you saw through the whole design process was on. Talk in detail about the keys to it being effective. On the flip side, if you are looking to break through into the business education consultant side of things and don't have direct experience designing a program, use your career experience and your knowledge of training programs to discuss your strong points that you would bring to the role and your willingness to become successful in this role.

Ryan's Answer #1

"After a few years of our customer satisfaction surveys dropping regarding customer satisfaction, I put together a training program for our sales staff that focused on the customer experience. The program was designed to help promote an empathetic approach from our sales staff when working with their customers. My process for designing the program started with a simple survey to our sales staff on their perspective of what impacted the customer experience and how they demonstrated empathy. After results were received, there was a pretty significant gap that likely had a huge impact on the satisfaction of our customers. With goals then set for the training, I designed a fun and interactive experience for our sales staff that involved some role playing, a video and slides with direct feedback from our customers. When we held the training during a monthly sales meeting, I could see a lot of eyes open in the room and our Director of Sales and Service, who I worked very closely with during the creation of the program, really helped hammer home key points with his staff. I received a lot of compliments from our staff following the training. Being only six months out from that training, I'm eagerly awaiting results after we send out the next customer satisfaction survey."

Ryan's Answer #2

"As you can see from my resume, this would be my first venture into designing training programs, but I think my experience in my supervisory and management roles make me a great fit for this position. I have a lot of experiencing in coaching individuals on a 1:1 basis and also facilitating training for my staff. I have an innate ability to speak in front of a large group and lead by example while making training and education both interactive and fun. While actually designing programs would be a new effort for me, I feel like I'm ready for the challenge and would use my knowledge and training in effective business processes to be successful in this role."

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28 KRA Corporation Interview Questions
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Interview Questions

  1. How would you solicit feedback from people during the change management process and why is obtaining feedback important?
  2. Customer service is our top priority at KRA. What is your customer service philosophy?
  3. Talk about a time that you used data to your advantage during the recruitment process. How did this data lead to success?
  4. To help the clients of KRA kick off successful program management campaigns, you will need to have the ability to draft program charters. Do you have firsthand experience in developing program charters during your career?
  5. How do you stay organized and on track when working on a long-term project?
  6. At KRA, we always seek to provide the best service possible to our clients and one way we do that is through constant evaluation of our programs. What familiarity do you have with training evaluation and why is this important to do?
  7. For our clients here at KRA that are working through a change management project, accountability is of utmost importance for the entire organization. How would you help ensure accountability from the leadership team?
  8. At KRA, you will have the opportunity to work with high level executives and leaders from the companies we contract with. What experience do you have in working with people at these levels?
  9. With your experience as a Human Resources professional, do you have any niche areas of the field that you'd be most interested in providing consultative services in?
  10. What kind of people do you enjoy working with?
  11. If you are hired for this position here at KRA, what do you think the biggest hurdle for you would be from the start?
  12. This role will put you face to face with leaders of our clients and have you coaching them on how to coach performance related issues. What insight will you bring to the area of performance evaluation and development?
  13. Being successful in the consulting industry requires adaptability and the ability to learn a business fast. What would be your approach to help you learn the ins and outs of a new client?
  14. With a lot of our clients here at KRA, we introduce them to new and innovative sourcing strategies to help them hire and retain top talent in their industries. What sourcing strategies are you familiar with and most successful with?
  15. Have you had the opportunity to fully design a training program? If so, what were the keys to it being successful?
  16. What interests you in joining the business consulting world here at KRA?
  17. If hired for this role, what team building skills and techniques would you be able to bring to our clients here at KRA?
  18. Rate your communication skills from 1-10 with proper examples backing your given rating.
  19. Tell me about a time when you used good judgement and logic to solve a problem.
  20. KRA values philanthropy and community giving. How do you choose to give back to others?
  21. HR is a continually changing field in every industry. If hired here at KRA, how would you ensure that you stay up on new trends in the field to best help our clients that span across multiple industries?
  22. If you were to join KRA in this role, you will be counted on to lead projects. Talk about a time you had to lead a team of individuals. What leadership skills do you have that you will bring to the table here?
  23. What types of challenges have you faced in your career with mangers/leaders when faced with a difficult recruitment effort? Do you see this experience helping you in a consulting role?
  24. Change management is an important aspect of consulting our clients here at KRA. Have you participated in a change management process during your career?
  25. If you came to work for KRA, an expectation of the job would be facilitating training for staff with our clients. What do you feel are the keys to being an effective trainer?
  26. In this role with KRA, you will be asked to work with businesses across different industries. How would you go about best assessing training needs at an unfamiliar organization or industry?
  27. Have you ever experienced a time when a person or group were disruptive during a training session? If so, how did you handle that situation?
  28. A key component to success here at KRA is building solid relationships with new clients. How do you effectively get to know new people and lay the groundwork for a long lasting relationship?
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