Glint India Technologies Interview Questions and Answers for Experienced

A question related to array was sent on mail and I have revert it within 24 hrs

Q1. I think round 2 is the main round where I was drilled on my technical skills and questions were mainly related to my last working projects and many more.
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Q2. Reverse a Linked List
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Reverse a linked list by changing the direction of pointers
• Start with three pointers: current, prev, and next

• Iterate through the linked list, updating pointers to reverse the direction

• Return the new head of the reversed linked list
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A basic array question was given to be solved within 24 hour

Q1. This was a direct one on one round where technical skills as per my past experience was analyzed.
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Some dsa questions were asked from easy and medium topics.

Q1. More scenario-based questions from the previously worked projects
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Q2. Basics of SQL
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Q3. Best Practices of Appian Development
Ans. 
Best practices for Appian development include following design patterns, utilizing reusable components, and thorough testing.
• Follow design patterns such as MVC or MVVM to ensure maintainability and scalability

• Utilize reusable components to reduce development time and ensure consistency

• Thoroughly test all aspects of the application, including unit tests, integration tests, and end-to-end tests
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Q1. Write code to remove duplicates in the query record
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Code to remove duplicates in query record
• Iterate through the array of strings

• Use a Set data structure to store unique values

• Convert the Set back to an array to remove duplicates
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Q2. Questions from Appian Functions
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Q3. Moderate-level questions from SQL
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Q4. Problem-solving questions related to aptitude or logical thinking
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Q5. Scenario-based questions on Appian best practices and behavior
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Q1. Reason for Interest in Joining Appyzie
Ans. 
I am interested in joining Appyzie because of its reputation for innovative technology solutions and collaborative work environment.
• Excited about the opportunity to work with cutting-edge technology

• Impressed by Appyzie's track record of successful projects

• Looking forward to collaborating with talented professionals in a supportive work culture
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Q2. Formal HR discussion questions
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Q1. How to generate candidates pipeline?
Ans. 
To generate a candidates pipeline, utilize various sourcing strategies and channels to attract potential candidates.
• Utilize social media platforms to promote job openings and engage with potential candidates

• Attend job fairs, networking events, and industry conferences to connect with passive candidates

• Utilize employee referrals to tap into existing networks and attract quality candidates

• Partner with universities, colle...read more
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Q2. How to get hold of the candidates before and after selections?
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Q1. Knowledge on new technologies and tools
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Q2. End to end recruitment life cycle process?
Ans. 
Recruitment life cycle process involves sourcing, screening, interviewing, selecting, and onboarding candidates.
• Sourcing candidates through job boards, social media, referrals, etc.

• Screening resumes and conducting initial phone interviews.

• Interviewing candidates in person or via video calls.

• Selecting the best candidate based on skills, experience, and cultural fit.

• Onboarding the selected candidate by completing paperwo...read more
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Q3. How to get candidates with short notice and approach towards passive candidates?
Ans. 
Utilize social media, networking events, employee referrals, and targeted job boards to reach candidates quickly and engage passive candidates.
• Utilize social media platforms like LinkedIn, Facebook, and Twitter to reach a large audience quickly.

• Attend networking events and industry conferences to connect with potential candidates in person.

• Encourage employee referrals by offering incentives for successful hires.

• Utilize...read more
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Q1. How to sell the job?
Ans. 
Sell the job by highlighting the company culture, growth opportunities, and benefits.
• Highlight the company culture and values that align with the candidate's beliefs.

• Emphasize the growth opportunities within the company and how the role can lead to career advancement.

• Discuss the benefits package offered, such as healthcare, retirement plans, and work-life balance initiatives.
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Q2. How do you handle pressure?
Ans. 
I handle pressure by staying organized, prioritizing tasks, and maintaining open communication.
• Stay organized by creating to-do lists and setting deadlines

• Prioritize tasks based on urgency and importance

• Maintain open communication with team members and stakeholders to manage expectations

• Practice stress-relief techniques such as deep breathing or taking short breaks

• Seek support from colleagues or mentors when feeling ov
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Q3. What you do if candidate bail out in last moment?
Ans. 
Contact other potential candidates, reschedule interviews, and assess the reason for the candidate's withdrawal.
• Reach out to other potential candidates to fill the vacancy

• Reschedule interviews with other candidates in the pipeline

• Assess the reason for the candidate's withdrawal to prevent future occurrences
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Q1. Why did you choose Chadwick?
Ans. 
I chose Chadwick for its reputation for excellence in talent acquisition and its commitment to employee development.
• Chadwick has a strong reputation in the industry for its effective talent acquisition strategies.

• I was impressed by Chadwick's focus on employee development and growth opportunities.

• The company's values and culture align with my own professional goals and values.
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Q1. What motivated you to choose a career in Human Resources?
Ans. 
Passion for helping others succeed and creating positive work environments.
• Enjoyment of working with people and helping them reach their full potential

• Interest in creating positive work cultures and fostering employee engagement

• Desire to make a meaningful impact on organizational success through talent management

• Inspiration from mentors or positive experiences in previous HR roles
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Q2. How confident are you in evaluating candidates with 10 years of experience?
Ans. 
I am very confident in evaluating candidates with 10 years of experience.
• I have extensive experience in recruiting and evaluating candidates with various levels of experience.

• I have successfully hired candidates with 10+ years of experience in the past.

• I am well-versed in assessing the skills, qualifications, and cultural fit of candidates with significant experience.

• I utilize a combination of behavioral interviews, sk...read more
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Q3. How skilled are you in selling a job during the recruitment process?
Ans. 
I am highly skilled in selling a job during the recruitment process.
• I have a strong understanding of the company culture, values, and benefits to effectively communicate them to potential candidates.

• I highlight the unique selling points of the job and company to attract top talent.

• I use storytelling techniques to create a compelling narrative about the job opportunity.

• I tailor my approach based on the candidate's motiv...read more
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