How Much Does A Scrum Master Make
Due to the nature of their job, a Scrum Master is well paid. According to Glassdoor, a Scrum Master earns an average salary of $99,492 per year. They also earn an additional cash component of $7,090 annually.
Some top companies that offer high pay to Scrum Masters are Wells Fargo, Bank of America, CACI International, Barclays, and Nisum.
Product Backlog Refinement And Estimations
As the next step, lets dive deeper into Scrum ceremonies and artifacts. Well divide those into several separate parts to talk about.
Starting with the Product Backlog and estimations interviewer will get an understanding of candidates core Scrum background.
Theory questions:1. What is a Product Backlog? Who is in charge of filling it up?2. What is a User Story?3. Who should be writing User Stories? What is the best practice for writing User Stories?4. What are Epics? Provide examples.5. List techniques for prioritizing User Stories.6. What is Definition of Done and Definition of Ready? How is this achieved?7. What is the best practice for creating DoD, DoR?8. What is a Story Point? How do you calculate that?9. Why arent User Stories usually estimated in working hours?10. What is Backlog grooming? How often does a Scrum team do it?11. NFRs whats this and how to approach them?
Practical questions:1. A Product Owner assigns user stories or tasks to individual team members, is that okay? How would you act in this case?2. How do you deal with cherry picking tasks by team members?3. How to deal with the problem when team members are not updating the tasks?
Scrum Master Interview Questions Of Real
Alex Kistenev on August 13, 2018
Looking to hire a Scrum Master?
Interviewing candidates is no easy task because Scrum Master responsibilities go far beyond the Scrum processes set up. When you embed real-world situations in the Scrum Master interview questions, the hiring process becomes more efficient.
A Scrum Master not only knows Agile and Scrum in and out. She can react proactively to solve complex situations and has essential attributes to look for.
An experienced Scrum Master can make a huge difference in the dynamics and performance of an Agile team. However, with the broader Scrum adoption, there are some poorly trained specialists out there who do not fully understand Scrum.
Hire one of those and chances are your team will be demotivated and reject Scrum.
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What You Could Be Asked
Interviewers might pose a variety of behavioral questions. Examples of interview questions include the following:
- Can you give me an example of how you motivated an underperforming subordinate to increase productivity?
- Describe a time when you implemented a new program that was successful.
- Give me an example of a conflict you had with an employee. How did you resolve it?
Behavioral interview questions will often start with phrases such as:
- “Tell me about a time…”
- “Describe a time…”
- “How did you handle .”
- “Give me an example of…”
Employers are looking for a detailed explanation of an experience from your past. They want to know what the experience was and how you dealt with it. Your responses will give the interviewer an indication of how you handle projects and issues at work.
Why Prepare For Behavioral
The benefits of preparing for a behavioral interview goes beyond the interview itself.
The top companies in the world use behavioral-based interviews and they’re the companies you may want to work for.
The examples and stories you come up with for these types of interviews can also help you at networking and industry events.
You’ll be better equipped for any type of interview when you practice and prepare for a behavioral-based interview.
You’ll have a good record of your work accomplishments and scenarios to use for bios, your resume, your website and cover letter as a result of your preparation.
Because many of us don’t give credit where it’s due, coming up with examples of behavioral-based interviews can be a confidence booster when we acknowledge our strengths and accomplishments on paper.
When we are thinking back for examples to use, sometimes we forget about a process or idea that worked in the past that can be applied today or in the future when needed.
You’ll be one step closer to landing your dream job by knocking the interviewer’s socks off with your amazing answers.
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Behavioral Vs Situational Interview Questions
How to Master Situational and Behavioral Interview Questions :In a nutshell, behavioral interview questions deal with the past or present, and situational interview questions deal with the future. Both are important for a hiring manager to get a sense of who you are as a professional.
Since remote work is here to stay for the near future, hiring managers are looking to hire someone who is dependable, trustworthy, and highly motivated. They are also interested in hiring professionals who work well with others and who are inclusive of other backgrounds and cultures. Ensure that youre showcasing some of these attributes whether answering behavioral or situational interview questions.
Where Can I Find Free Samples Of Management Behavioral Interview Questions And Answers
If you are looking for free sample behavioral interview questions and answers for management positions, below are some sources to consider.
Be Prepared For These Common Questions
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Final Round Interview Questions
Your attitude matters a lot — be upbeat and positive. Even 20% more than usual will go a long way in leaving a great impression on the interviewer.
Iâve noticed when I have fun during an interview, itâs much easier to engage with the other person and do well. You can get hired because of your personality, fit, and attitude, but will rarely get hired purely because of your technical abilities.
Especially with business-related internships and jobs, technical abilities are often seen as either pass or no pass — you need it to progress through the rounds. However, what really makes a candidate shine is their behaviorals.
While behavioral interview questions drive 40% of what it takes to pass an interview, most people spend < 5% of their time preparing for it. Donât be most people.
You now have all the tools you need to crush the behavioral interview!
What Is A Scrum Sprint What Is An Ideal Duration Of A Sprint
This type of question is commonly observed in Scrum Master interviews. To answer this, you can say
Sample Answer: In Scrum, a sprint is a work cycle that is repeated on a regular basis. Within a sprint, whatever has been planned to achieve is reviewed. The duration of the sprint largely depends upon the size of the project and the team working on it. A sprint usually lasts between two and four weeks.
That is not the end of it, but rather the beginning. Depending on your replies and the interviewers’ point of view, there might be a lot of questions.
Some other interview questions for Scrum are listed below:
- What is Scrum-ban?
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As A Team Leader How Do You Handle Conflict Tell Me About A Time When You Experienced Conflict And What You Did To Resolve It
When Im overseeing a team, I find that communication and compromise are keys to mitigating conflict. In my current job, I was working with a multi-disciplinary project team to create a new application for a client. There was a debate about the best way to design a particular interface, with two team members having different perspectives based on their unique professional expertise.
While the conflict could have delayed the project, I acted quickly to ensure that didnt happen. I met with each team member one-on-one to learn more about their perspective. Along the way, I discovered that one team member didnt inherently dislike the others idea it was that the approach wasnt possible based on the technologies used.
Once I learned that detail, I brought the two colleagues together to oversee a discussion. I outlined the technical constraint, ensuring the other team member knew that was the only reason their colleague didnt want to move forward with their idea. Then, I worked with them to find a similar solution that was feasible, creating a functional compromise.
Dont Let People Off The Hook
Another error people make is letting people off the hook, says Hoevemeyer. You ask them a behavioral interview question and they say, Well, you know, I really cant think of anything. And you go, Oh, okay. Next question.
Each behavioral interview question should be structured around a skill or value that youre looking to hire for. If that value is something thats critical for success in the job, there needs to be either an acceptable answer or they need to be ruled out for the position.
For example, if youve asked about a time when a candidates shown empathy for another employee at work – and thats a core value – but the candidate cant give an example of when they showed empathy, you need to think twice about hiring that person.
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Why Do You Think You Are A Good Fit For This Position
This isnt your chance to tell an employer about how youre looking for a salary bump or that you cant stand your current company. Potential employers seek candidates who are aligned with their organization via shared values, aspirations and relevant experience. Stick to the facts and write down a few top reasons based on your research of why your background matches up with the expected job scope and responsibilities.
S: I am a performance-driven inbound marketing professional with a demonstrated history in creating successful campaigns.
T: For example, my previous role focused on optimizing lead generation and lead nurturing processes through high quality and targeted content.
A: I created and executed email marketing, website updates and social media campaigns to grow customer acquisition.
R: These multi-channel marketing campaigns resulted in tripled conversion rates. I believe my proficiency in converting qualified leads into customers would make me an asset to your organization, and I would be eager to continue growing my expertise alongside your highly skilled team.
Tell Me About A Time When You Worked Under Either Extremely Close Supervision Or Extremely Loose Supervision How Did You Handle That
This question is getting at how you like to be managed, but its phrased in a way that may tempt you to speak negatively of a previous employer. Stay focused and keep your response neutral to positive.
So you could say:
As an intern at Online Content Co., I felt like my every move required approval, which isnt everyones cup of tea, but I really appreciated it back when I had no idea what I was doing. I actually credit the close supervision I got for helping me pick things up so quickly. After I officially joined the team as a staff writer though, it started to feel a bit restrictive. I thought once I proved myself it would get better, but after a few more months with no significant change a mentor helped me see that I wasnt being proactive about communicating with my manager. Rather than going to my one-on-one meetings with nothing prepared and being peppered with questions, I started arriving with an update of all my ongoing work. All the same information got conveyed, but instead of feeling micromanaged, I felt empowered and it made all the difference in my experience.
Understanding Preparing For And Mastering The Behavioral Interview
Behavioral interviewing is hot these days and every job seeker should be fluent in handling this type of interview. A behavioral interview is based on the interviewer attempting to discover how the job candidate has acted in past jobs in various employment scenarios that likely, reflect the situations in the job at hand. Whereas a traditional interview would likely include the question: Please tell us your strengths and weaknesses, the behavioral interview seeks to understand from specific experiences that reveal your strengths and weaknesses and how you deal with them.
The underlying rationale is that past behavior is the best indicator of future behavior and will yield insights that will help the interviewer determine how the candidate might fit into the company culture.
Examples of behavioral interview questions a marketer might be asked are:
As always, the best thing you can do is be prepared and practice. Our content partner, Boxwood, provides job candidates with expert advice for handling behavioral interviews from Alan DeBack in the below video.
Make A List Of Examples
Interviewers develop questions to determine how successful a candidate will be, given the specific tasks of the job. Obviously, you want to present your experiences as clearly as you can, using real examples, and highlighting situations where you were successful.
Learn how to use the STAR interview technique to give well thought out and complete answers.
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Story Circle Step #: Begin With Practice Questions
- Project Manager: Tell us about a time you improved a process or system. How did you go about this and what was the result?
- Graphic Designer/Videographer: Tell us about a time you worked with a client that had unreasonable expectations for turnaround time. How did you manage the situation?
- Nurse: Give us an example of a time you had a hostile patient. How did you handle this situation and what was the result?
Take A Look At The Job Listing
You’ll also want to review the job listing before going into the interview. This will help you identify the qualities of the ideal candidate for that position.
Look through the job listing for a list of qualifications and scan for any keywords that give you a hint as to what the employer wants in a job candidate. Then, match your qualifications to the job, so you’re prepared with examples related to the experience and qualifications the employer is seeking.
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Hone In On A Specific Piece Of Missing Information When Asking Follow Up Questions
For follow up questions, Hoevemeyer likes to key in on a specific piece of missing information where she wants to dig a little deeper into some component of their answer.
Say youre asking a question around leading a team that was successful in accomplishing something in a shorter timeframe then had been expected, she says. You could follow up with, Tell me a little bit about the composition of your team. Who did you select and why did you select those people? That question opens up a new window into how someone identifies talent.
Or, when someone gives a lukewarm answer to a question, she may immediately follow up with, Tell me about another situation, where you lead a team? This way she can get a better feel from another situation on whether the person is a good fit on that competency or not.
Remember, the main thing youre after in behavioral interview questions is getting a good grasp on a candidates recent behavior. By diligently having candidates provide specific examples of their behavior, youre pushing them towards giving you a more accurate picture. Peoples stories tend to fall apart, she says, when you make them clarify specifics that arent true.
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How To Answer Behavioral Interview Questions
When it comes to how to answer behavioral interview questions, you need to present applicable examples. It could be describing a moment from your past or outlining the steps youd take based on a theoretical scenario.
In either case, you need a strong strategy for creating a meaningful response. Whats the best way to get started? By getting to know the STAR Method.
STAR stands for Situation, Task, Action, Results. Essentially, its a framework for your answer. First, youll outline a situation that applies to the question. Next, youll discuss the task you had to undertake, followed by a description of what you did, including the skills you used along the way. Finally, youll dive into the result, summarizing the outcome.
Thats the gist of the STAR Method. Based on what youve likely learned about behavioral interview questions, you can like see why people sometimes refer to them as STAR interview questions.
If you want to learn more, you can check out our in-depth article on the STAR Method for a deep dive into how to use it effectively.
After you get comfortable with the STAR Method, its time to add the Tailoring Method to the mix. The Tailoring Method is all about relevancy, ensuring your answer directly speaks to the hiring managers needs. That way, your response isnt just compelling it also positions you as an exceptional match for the precise role the hiring manager is filling.
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