この記事では外資系企業の英語面接でよく聞かれる質問と回答例のPart 2をご紹介いたします！

 

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【現役リクルーターが教える！】外資系企業の英語面接でよく聞かれる質問！

【英語面接対策】外資系企業の英語面接でよく聞かれる質問と回答例! – Part 1 –

本記事でご紹介している回答は例文であり、すべての状況を完全に網羅したものではありません。
回答は状況に応じて異なりますので、よりご自身のご状況にあった面接のアドバイスは各コンサルタントまでお問い合わせください。

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Tell me about a time that you led a project.

(プロジェクトをリードした時のことについて教えてください）

 

回答例 (SCM部門の方必見👀）:

We had to re-evaluate our warehouse provider and I was tasked with deciding between relocating or maintaining our existing vendor. I performed an analysis and realized it would be more cost-effective over the long-term for us to relocate. I negotiated the contract and successfully transitioned our warehouse without any major issues to our supply chain. 

回答のポイント💡

1)当時の所属する部門の状況を説明する（新しいERPの導入、など）

2)プロジェクトに関連するご自身の責任範囲について説明する（スタッフマネジメント、など）

3)プロジェクトに割り当てた時間と、通常業務をどのようにこなしたかについて説明する

4)最終結果を定量化可能な手段で説明する

5)最後に、プロジェクトから得たあなたのキャリアにプラスの結果をもたらした重要なポイントを 1 つ挙げて締めくくる

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Tell me about a time that you took initiative to improve or optimize a process.

（プロセスの改善や最適化に率先して取り組んだときのことを教えてください）

 

回答例： (SCM部門の方必見👀）

I noticed that our team’s OT was quite high when I joined. I realized that this was due to a lot of manual processes that could be automated or streamlined. I worked together with our IT team to implement some changes to our database structure and this resulted in a 10 hour decrease per month in OT.

 

回答のポイント💡

1)特定した問題について説明する

2)解決策を提供するためにどのように率先して取り組んだかを説明する

3)最終結果を定量化可能な手段で説明する (残業時間削減、など)

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Tell me about a time where there was a direction or expectation from the global HQ that conflicted with the local situation in Japan. How did you solve this gap?

（グローバル本社からの指示や期待が日本の現地の状況と矛盾していたときのことを教えてください。このギャップをどのように解決しましたか?）

 

回答例 (人事部門の方必見👀）：

As HR Manager, I was requested to implement a new benefit scheme into our Japan office, following the global model and new Total Rewards structure recently established. However, after doing some research, I noticed several points that conflicted with the local labor laws in Japan. As a result, I consulted with a certified labor and social security attorney, and using the official legal reasoning and explanation, I was able to convince our global management, that the risk of breaching the local labor law would be high if we did not make changes locally. Finally, after making several adjustments and negotiating both locally and globally, I was able to establish a localized version of this global initiative, that still honored what the original purpose was, but also made sure that we complied with local labor law in Japan.

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Tell me about a successful negotiation outcome.

（成功した交渉結果について教えてください）

 

回答例： (SCM部門の方必見👀）

We had severe quality control issues which resulted in damaged goods. I successfully managed our manufacturer through our QC team in HQ to compensate for the cost of the damaged goods so that we would avoid a loss. I did this by establishing trust through working closely with the HQ team and constantly keeping an open line of communication.

 

回答のポイント💡

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Tell me about a time where you pushed back against other stakeholders’ opinions. How did you do this? Please explain.

（他のステークホルダーの意見に対して異論した時のことを教えてください。その際にはどのように行ったかも説明してください)

 

回答例:(人事部門の方必見👀）

After completing our engagement survey last year, the biggest feedback we received was concern about lack of internal training and development opportunities. I brought this to the attention of our management team and made a proposal to implement new internal development programs which included a request for allocating a budget for these programs as well. Due to the financial situation of the company at the time, I received a lot of pushback from some members of the management team. However, by using data and analytics which showed how employees who had higher engagement, performed better, and as a result helped to positively affect our top line sales, I was able to secure the buy-in from the main stakeholders and overcome the pushback.

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Scenario question: You have an employee who is the head of a department come into your office first thing in the morning and announce their resignation. What do you do next?

（朝一番に部門長である従業員が上司であるあなたに退職したいと告げました。あなたは次にどのような行動を取りますか？）

 

回答例:(人事部門の方必見👀）
※この回答は例文であり、すべての状況を完全に網羅したものではありません。回答は状況に応じて異なります。

First, I would discuss with the employee to understand their reasons, situation, and also the timing of when they are hoping to resign. Next, I would document everything discussed with the employee and then speak to the employee’s direct manager and our General Manager to notify them about the situation right away. As this is an important matter, it would take priority over other tasks. After speaking with the main management stakeholders involved, I would then come up with an action plan for processing this employee’s exit and also preparing to find their replacement.

 

回答のポイント💡

答え方は企業の業務手順に応じて異なりますが、重要なポイントは整理されたプロセス重視の回答と、人事プロフェッショナルとしての専門性を示すことです！

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