About national trust
Company Description
The National Trust is a UK-based charity organization dedicated to preserving and protecting historic places and green spaces for future generations. Founded in 1895, the Trust manages over 500 historic houses, gardens, and ancient monuments, as well as vast areas of countryside and coastline. The organization’s mission is to promote conservation and encourage people to connect with nature and heritage. The work culture at the National Trust is rooted in collaboration, inclusivity, and a passion for environmental and cultural preservation. Employees are encouraged to foster a sense of community, engage with the public, and contribute to sustainable practices. The job environment is dynamic and varied, with opportunities for professional development, team projects, and outdoor work, reflecting the organization’s commitment to both heritage and the natural world.
Conservation Officer Interview Questions
Q1: What inspired you to pursue a career in conservation?
I have always been passionate about the environment and history. Growing up visiting various natural parks and historical sites, I realized the importance of preserving these places for future generations. This inspired me to pursue a career in conservation, where I can actively contribute to safeguarding our cultural and natural heritage.
Q2: How do you prioritize tasks when managing multiple projects?
I prioritize tasks by assessing deadlines, the potential impact of each project, and available resources. I utilize project management tools to keep track of progress and ensure that all stakeholders are informed. Regular communication with team members also helps in adjusting priorities if required.
Q3: Can you describe a successful conservation project you have worked on?
I was involved in a project that restored a historic garden, which included researching its original design, sourcing native plants, and collaborating with volunteers. The project not only brought the garden back to its former glory but also engaged the community, providing educational workshops about native flora.
Q4: How do you handle conflicts with team members during a project?
I believe in addressing conflicts openly and respectfully. I encourage dialogue to understand different perspectives, and I strive to find common ground. If necessary, I involve a mediator to help facilitate discussions and ensure that the team's focus remains on our shared goals.
Q5: What conservation techniques are you most familiar with?
I am familiar with several conservation techniques, including habitat restoration, species monitoring, and the use of sustainable practices in land management. I stay updated on the latest research and methodologies through workshops and conferences.
Q6: How do you engage the public in conservation efforts?
Engaging the public is crucial for conservation success. I organize community events such as clean-up days, educational workshops, and guided tours, which help raise awareness and encourage participation in conservation initiatives.
Visitor Services Manager Interview Questions
Q1: What experience do you have in managing visitor services?
I have over five years of experience in visitor services management, where I have worked in various capacities, from front-line customer service roles to supervisory positions. I have successfully led teams to enhance visitor experiences and improve service delivery.
Q2: How would you handle a dissatisfied visitor?
I would listen actively to the visitor’s concerns, empathize with their situation, and apologize for any inconvenience. I would then offer a solution or alternative that addresses their issue, ensuring that they feel valued and heard.
Q3: What strategies do you use to improve visitor engagement?
I focus on creating memorable experiences through interactive programs, regular feedback collection, and staff training. I also utilize social media and marketing to highlight events and attractions, encouraging more visitors to engage with our services.
Q4: How do you ensure compliance with safety and accessibility standards?
I conduct regular audits of our facilities and services to ensure they meet safety regulations and accessibility standards. I also provide training for staff on these protocols, ensuring that everyone is knowledgeable and can assist visitors appropriately.
Q5: Can you describe a time you implemented a successful change in visitor services?
I initiated a new ticketing system that streamlined entry for visitors and reduced wait times. By conducting a pilot program, gathering feedback, and making adjustments, we improved visitor satisfaction significantly and increased overall ticket sales.
Q6: How do you manage a diverse team in a visitor services environment?
I promote an inclusive work environment by valuing each team member’s unique strengths and encouraging open communication. I provide regular training and team-building activities to foster collaboration and understanding among diverse team members.
Marketing Coordinator Interview Questions
Q1: What marketing experience do you have, particularly in the non-profit sector?
I have three years of experience in marketing within the non-profit sector, focusing on digital marketing, event promotion, and community outreach. I have successfully developed campaigns that raise awareness and funds for various conservation initiatives.
Q2: How do you measure the success of a marketing campaign?
I measure success through specific KPIs, such as engagement rates, conversion rates, and overall reach. I utilize analytics tools to track performance and gather insights, which help refine future campaigns.
Q3: Can you provide an example of a successful campaign you’ve worked on?
I coordinated a social media campaign that highlighted our organization’s conservation efforts, resulting in a 50% increase in followers and significant engagement. We featured compelling visuals and stories that resonated with our audience, leading to increased donations.
Q4: How do you stay updated on marketing trends?
I stay updated by subscribing to marketing blogs, attending webinars, and participating in industry conferences. Networking with other marketing professionals also allows me to share insights and learn about new tools and strategies.
Q5: How would you approach a limited budget for a marketing campaign?
I would focus on cost-effective strategies, such as leveraging social media, community partnerships, and volunteer support. Creative grassroots efforts and targeted outreach can often achieve significant results without requiring a large budget.
Q6: What skills do you bring to a marketing role that would benefit the National Trust?
I bring strong communication skills, creativity, and analytical thinking. My ability to craft compelling narratives and engage with diverse audiences will help promote the Trust's mission effectively and inspire community participation in conservation efforts.
Company Background and Industry Position
The National Trust stands as one of the UK’s most respected conservation charities, blending heritage preservation with public engagement. Founded over a century ago, it has evolved into a complex organisation managing historic buildings, gardens, and landscapes. Unlike typical corporate entities, the National Trust’s mission goes beyond profit; it’s about safeguarding culture and nature for future generations. This unique position impacts their hiring approach significantly. Candidates are not just joining a workplace—they’re entering a community with values deeply rooted in stewardship and education.
In today’s competitive nonprofit and heritage sector, the National Trust distinguishes itself by combining tradition with modern visitor experiences and sustainability initiatives. Its recruitment reflects this duality, seeking professionals who can balance passion for conservation with practical skills in management, hospitality, education, or even digital innovation.
How the Hiring Process Works
- Application Submission: The journey begins online, where candidates submit tailored CVs and cover letters through the National Trust’s careers portal. Given the organisation’s emphasis on mission alignment, applications that clearly articulate a personal connection to heritage or environmental causes tend to stand out.
- Screening and Shortlisting: HR screens applications not just for qualifications but also for cultural fit. Expect to see criteria about previous volunteer work, relevant sector experience, and demonstrated commitment to community engagement.
- Initial Telephone Interview: A brief call with HR or recruitment consultants gauges communication skills, motivation, and basic eligibility. This stage often filters out candidates who lack enthusiasm or are unaware of the Trust’s core values.
- Assessment Stage: Depending on the role, candidates might complete practical exercises, such as scenario-based tasks for visitor services or financial assessments for administrative roles. This step ensures applicants aren’t just theoretically qualified but can apply skills under pressure.
- Face-to-Face Interview(s): Typically conducted by a panel, these rounds include a mix of competency questions, situational queries, and role-specific discussions. For senior or technical roles, there may be additional interviews with department heads or trustees.
- Reference and Background Checks: A routine but thorough step, validating experience and ensuring candidates’ values align with the National Trust’s ethical standards.
- Job Offer and Onboarding: Successful applicants receive offers outlining salary, benefits, and probation terms before beginning the onboarding process focused on immersion into the Trust’s culture and operational ethos.
Interview Stages Explained
Telephone Screening
This initial conversation is less about grilling and more about verifying basics. Candidates often feel it’s informal, yet it’s surprisingly revealing. Recruiters listen for genuine interest and clear communication. If you’re too vague or uninformed about what the Trust does, it becomes a red flag. This isn't a test of technical skills but a trial of your passion and clarity.
Competency Interview
Here, structured questions probe your previous experiences and behaviours. The panel wants to know how you handle challenges, work in teams, and align with the Trust’s values. For example, you might be asked, “Can you describe a time you worked on a community project?” or “How do you approach educating the public on sensitive historical topics?” They’re testing your practical application of skills and cultural mindset, not hypotheticals alone.
Technical Interview
Technical discussions vary widely by job role. A conservation officer might face detailed questions on preservation techniques or regulatory frameworks, while a digital marketing candidate could be asked about analytics tools and ROI measurement. This stage separates those who can talk the talk from those who can walk the walk. It’s a reality check that filters out unprepared candidates.
Panel Interview
Usually the final hurdle, the panel blends HR and line managers. Expect a dynamic where you’re evaluated from multiple angles—your ability to fit culturally, your technical expertise, and your long-term potential. Panels often throw curveballs by mixing standard questions with scenario-based probes to see how you think on your feet.
Examples of Questions Candidates Report
- “Why do you want to work for the National Trust?” – A classic opener testing your motivation and knowledge of the organisation’s mission.
- “Tell us about a project where you had to balance competing stakeholder interests.” – Reveals negotiation and diplomacy skills essential for heritage work.
- “How would you handle an irate visitor who disagrees with access restrictions?” – Checks customer service savvy and conflict resolution.
- “Explain a technical conservation method you’ve implemented.” – For specialist roles, demonstrating hands-on expertise.
- “Describe a time you contributed to a team under tight deadlines.” – Common behavioural question to assess teamwork and time management.
- “What do you think are the biggest challenges currently facing heritage organisations?” – Tests industry awareness and critical thinking.
Eligibility Expectations
The National Trust’s eligibility criteria vary depending on the role, but there are some unifying traits they consistently look for. Candidates need to demonstrate relevant education or experience—be it in history, conservation, hospitality, or business administration. More importantly, applicants must embody values like respect for heritage, environmental mindfulness, and community involvement.
For entry-level roles, a passion that’s evidenced through volunteering or internships can compensate for limited formal qualifications. Middle and senior positions typically require specific academic credentials or professional certifications. For example, conservation officers usually need degrees in archaeology or environmental science, while managerial roles might expect proven leadership experience.
Importantly, the Trust looks for flexibility—roles often involve weekend or holiday work due to public-facing responsibilities, so availability can be a key factor.
Common Job Roles and Departments
The National Trust employs a diverse range of professionals, reflecting its multifaceted mission. Understanding these roles helps candidates tailor their preparation and expectations.
- Conservation and Heritage Specialists: Archaeologists, architects, and conservation officers preserving buildings and landscapes.
- Visitor Experience Staff: Frontline workers such as guides, customer service teams, and shop assistants.
- Education and Outreach: Educators and community engagement officers promoting awareness and learning.
- Business and Operations: Finance, HR, marketing, and digital teams ensuring the organisation runs smoothly.
- Volunteer Coordination: Managers and coordinators who recruit and nurture the extensive volunteer base.
Compensation and Salary Perspective
| Role | Estimated Salary |
|---|---|
| Visitor Experience Assistant | £18,000 - £22,000 |
| Conservation Officer | £28,000 - £35,000 |
| Education Officer | £24,000 - £30,000 |
| Business Manager | £40,000 - £50,000 |
| Senior Conservation Manager | £50,000 - £65,000 |
While National Trust salaries may not rival private sector giants, they are competitive within the nonprofit heritage field. The organisation compensates with meaningful work, job security, and a commitment to employee wellbeing. Candidates often note that salary discussions are transparent but balanced against the organisation's budget constraints, reflecting its charitable nature.
Interview Difficulty Analysis
Compared to corporate interviews, the National Trust’s selection process feels a bit more personal but no less rigorous. The biggest challenge lies in demonstrating not just competency but genuine alignment with the Trust’s ethos. For example, technical questions on conservation can be tough if you lack hands-on experience. The behavioural interview stage demands thoughtful storytelling about your values and approach to community work.
Overall, difficulty varies by role. Entry-level positions might rely more on motivation and attitude, while specialist jobs throw in complex technical assessments. Candidates report that panel interviews can be intimidating due to the mix of personalities and probing questions, but also rewarding when you feel the discussion reflects mutual respect.
Preparation Strategy That Works
- Research Deeply: Go beyond the website. Visit National Trust properties, follow their social media, and read recent news. Knowing current projects and challenges shows sincere interest.
- Understand the Mission: Align your answers with their values. Prepare examples demonstrating stewardship, community impact, and ethical behaviour.
- Practice Competency Questions: Use the STAR method (Situation, Task, Action, Result) but keep it natural. Don’t recite rehearsed lines—make it your story.
- Technical Brush-Up: For specialist roles, review key concepts, methodologies, or tools relevant to the job. Consider discussing recent trends or innovations to show you’re up to date.
- Mock Interviews: Run through potential questions with a friend or mentor. Focus on clarity and confidence.
- Prepare Questions: Have thoughtful queries ready about team dynamics, expectations, or the Trust’s future plans. Showing curiosity signals engagement.
- Reflect on Availability: Be honest about your flexibility regarding work hours; frontline and seasonal roles often require adaptability.
Work Environment and Culture Insights
Candidates often remark that the National Trust’s workplace culture is unlike a typical corporate office. It’s a blend of professionalism and passionate commitment to bigger causes. You’ll find people motivated by purpose rather than just paychecks. However, this also brings a sense of responsibility that can be intense—especially in conservation roles where decisions have long-term impact.
Teams tend to be collaborative but can at times feel stretched, given the broad scope of responsibilities and public expectations. The organisation promotes inclusion and diversity, though some candidates note that rural posting of certain roles can affect social dynamics.
Retaining a healthy work-life balance is encouraged, but seasonal fluctuations in visitor numbers mean workloads can vary significantly. For many employees, the opportunity to work outdoors and connect with heritage sites outweighs occasional stress.
Career Growth and Learning Opportunities
The National Trust invests in staff development, offering training programmes from technical conservation skills to leadership workshops. Internal mobility is encouraged—in fact, many employees move between departments over time. For example, a visitor experience assistant might progress into education roles or operational management.
Moreover, the Trust often collaborates with universities and professional bodies, enabling staff to gain accredited qualifications or attend conferences. This focus on lifelong learning ensures that staff remain at the forefront of heritage preservation and community engagement, which is vital given the sector’s evolving challenges.
However, growth can be gradual, especially given budget constraints typical in nonprofits. Ambitious candidates are advised to be proactive about seeking opportunities and networking within the organisation.
Real Candidate Experience Patterns
Listening to applicants’ stories, a few themes emerge. Most find the National Trust interview process thoughtfully designed but emotionally charged—because it’s clear they’re being evaluated not only on skills but on their heart. Some recall the pressure of panel interviews where diverse questions catch you off guard, yet also the warmth when interviewers share insights about the Trust’s projects.
Preparation stands out as the deciding factor—those who’ve visited sites or volunteered often report feeling more confident. Conversely, some candidates underestimate the depth of mission-driven questioning and find themselves scrambling to articulate personal values during the interview.
Overall, feedback suggests that successful candidates combine professionalism with a genuine passion for heritage and community. They also appreciate transparency—most report clear communication throughout the recruitment rounds, which helps ease nerves.
Comparison With Other Employers
| Aspect | National Trust | Other Heritage Employers | Private Sector |
|---|---|---|---|
| Mission Alignment | Core to hiring | Important but varied | Often secondary |
| Interview Style | Mix of competency & values-based | Similar but less mission-centric | More technical & results-driven |
| Salary Range | Moderate, nonprofit scale | Comparable | Generally higher |
| Work Culture | Purpose-driven & collaborative | Varies widely | Often competitive & fast-paced |
| Growth Opportunities | Structured, supportive | Depends on organisation | Fast but often transactional |
This comparison reveals the National Trust’s niche appeal—offering meaningful work and cultural fit over financial incentives. Candidates prioritising impact often prefer it, while those seeking rapid career advancement might lean towards private roles.
Expert Advice for Applicants
If you’re eyeing a role with the National Trust, keep this in mind: your passion must be more than words. Show it through concrete examples, whether volunteering to maintain historic sites or leading community programs. Understand the Trust’s challenges—like balancing public access with conservation—and be ready to discuss your perspective.
Don’t be intimidated by technical interviews if you’re non-specialist. Instead, frame your transferable skills confidently. Also, take care with your application materials—customise every point to the job description and Trust’s values.
Finally, use the interview as a two-way street. Asking insightful questions about the Trust’s future or team dynamics not only impresses but helps you determine if you’ll thrive there.
Frequently Asked Questions
What types of interview questions should I expect from the National Trust?
Expect a blend of behavioural, situational, and role-specific questions. They probe your past experiences, problem-solving abilities, and values alignment. Technical questions arise mostly for specialist roles, while general positions focus more on customer service, teamwork, and mission commitment.
Is previous heritage or conservation experience mandatory?
Not always. For entry-level or visitor-facing roles, demonstrated passion through volunteering or related interests can suffice. However, technical or managerial positions usually require relevant professional experience or qualifications.
How long does the hiring process typically take?
It varies by role but generally spans four to six weeks from application to offer. Some specialised or senior positions may take longer due to multiple interview rounds and detailed assessments.
Does the National Trust offer remote or flexible working options?
Flexible working is encouraged where possible, especially in business support roles. However, many operational or visitor-facing roles require on-site presence, including weekends and holidays.
Are there opportunities for career advancement within the Trust?
Yes, the Trust supports internal promotion and professional development. Staff often transition between departments and roles, gaining new skills through training and secondments.
Final Perspective
Joining the National Trust is more than just a job—it’s stepping into a role that connects you with the UK’s heritage and natural beauty. Its recruitment process reflects this reality, seeking candidates who bring not only skills but heart and soul. It may be challenging, especially for those unused to mission-driven interviews, but the payoff is unique: a fulfilling career embedded in purpose and community.
So, if you’re someone who feels truly called to conservation, education, or visitor engagement, invest time in understanding the Trust deeply, prepare authentically, and go in ready to share your story. The National Trust rewards more than technical ability—it seeks your commitment to making history live on.
national trust Interview Questions and Answers
Updated 21 Feb 2026Marketing and Communications Officer Interview Experience
Candidate: Isabella R.
Experience Level: Entry Level
Applied Via: University career fair
Difficulty:
Final Result:
Interview Process
1
Questions Asked
- Why are you interested in marketing for a heritage organization?
- Describe a successful social media campaign you contributed to.
- How do you handle tight deadlines?
Advice
Demonstrate enthusiasm for heritage and creativity in marketing.
Full Experience
I met a recruiter at a university career fair and was invited to a single interview at their office. The interview was conversational and focused on my coursework and internship experiences. They valued my eagerness to learn and passion for the mission.
Education Program Manager Interview Experience
Candidate: Oliver T.
Experience Level: Senior Level
Applied Via: Direct application via LinkedIn
Difficulty:
Final Result:
Interview Process
4
Questions Asked
- How do you design educational programs for diverse audiences?
- Describe your experience managing budgets and staff.
- How do you measure the impact of education initiatives?
- Tell us about a time you overcame a significant challenge in program delivery.
Advice
Prepare detailed examples of leadership and program outcomes, and be ready for scenario-based questions.
Full Experience
The process included an initial HR screening, a competency interview, a presentation on an education program I designed, and a final panel interview. The interviewers were thorough and interested in my strategic approach.
Fundraising Coordinator Interview Experience
Candidate: Sophia M.
Experience Level: Mid Level
Applied Via: Online job board
Difficulty:
Final Result:
Interview Process
2
Questions Asked
- What fundraising campaigns have you managed?
- How do you engage donors and maintain relationships?
- Describe a time you exceeded fundraising targets.
Advice
Showcase your communication skills and successful fundraising examples.
Full Experience
The first interview was a video call focusing on my background and achievements. The second was an in-person meeting with the fundraising team, including a case study exercise. The process was professional and supportive.
Conservation Officer Interview Experience
Candidate: Liam S.
Experience Level: Mid Level
Applied Via: Referral and online application
Difficulty:
Final Result: Rejected
Interview Process
3
Questions Asked
- Explain your experience with conservation management plans.
- How do you prioritize conservation tasks under budget constraints?
- Describe a project where you worked with a multidisciplinary team.
Advice
Highlight specific technical skills and project management experience, and be ready for technical questions.
Full Experience
After a referral, I submitted my application and was invited to a phone screening, followed by a technical interview and a final panel interview. The technical interview was quite detailed and required in-depth knowledge of conservation practices.
Visitor Experience Assistant Interview Experience
Candidate: Emma J.
Experience Level: Entry Level
Applied Via: Online application via company website
Difficulty:
Final Result:
Interview Process
2
Questions Asked
- Why do you want to work for the National Trust?
- Describe a time you handled a difficult customer.
- How would you promote visitor engagement at a historic site?
Advice
Be passionate about heritage and customer service, and prepare examples of teamwork and problem-solving.
Full Experience
I applied online and was invited to a phone interview first, which focused on my customer service experience. The second round was an in-person interview at one of their properties where they asked situational questions and about my interest in heritage. The team was friendly and made me feel comfortable.
Frequently Asked Questions in national trust
Have a question about the hiring process, company policies, or work environment? Ask the community or browse existing questions here.
Common Interview Questions in national trust
Q: A hare and a tortoise have a race along a circle of 100 yards diameter. The tortoise goes in one directionand the hare in the other. The hare starts after the tortoise has covered 1/5 of its distance and that too leisurely.The hare and tortoise meet when the hare has covered only 1/8 of the distance. By what factor should the hareincrease its speed so as to tie the race?
Q: A rich merchant had collected many gold coins. He did not want anybody to know about them. One day his wife asked, "How many gold coins do we have?" After pausing a moment, he replied, "Well! If I divide the coins into two unequal numbers, then 32 times the difference between the two numbers equals the difference between the squares of the two numbers."The wife looked puzzled. Can you help the merchant's wife by finding out how many gold coins they have?
Q: 9 cards are there. You have to arrange them in a 3*3 matrix. Cards are of 4 colors. They are red, yellow, blue and green. Conditions for arrangement: one red card must be in first row or second row. 2 green cards should be in 3rd column. Yellow cards must be in the 3 corners only. Two blue cards must be in the 2nd row. At least one green card in each row.
Q: A rich man died. In his will, he has divided his gold coins among his 5 sons, 5 daughters and a manager. According to his will: First give one coin to manager. 1/5th of the remaining to the elder son.Now give one coin to the manager and 1/5th of the remaining to second son and so on..... After giving coins to 5th son, divided the remaining coins among five daughters equally.All should get full coins. Find the minimum number of coins he has?
Q: There are two balls touching each other circumferencically. The radius of the big ball is 4 times the diameter of the small all. The outer small ball rotates in anticlockwise direction circumferencically over the bigger one at the rate of 16 rev/sec. The bigger wheel also rotates anticlockwise at N rev/sec. What is 'N' for the horizontal line from the centre of small wheel always is horizontal.
Q: 3 policemen and 3 thieves had to cross a river using a small boat. Only two can use the boat for a trip. All the 3 policemen and only 1 thief knew to ride the boat. If 2 thieves and 1 policeman were left behind they would kill him. But none of them escaped from the policemen. How would they be able to cross the river?
Q: 36 people {a1, a2, ..., a36} meet and shake hands in a circular fashion. In other words, there are totally 36 handshakes involving the pairs, {a1, a2}, {a2, a3}, ..., {a35, a36}, {a36, a1}. Then size of the smallest set of people such that the res...
Q: T, U, V are 3 friends digging groups in fields. If T & U can complete i groove in 4 days &, U & V can complete 1 groove in 3 days & V & T can complete in 2 days. Find how many days each takes to complete 1 groove individually.
Q: The citizens of planet nigiet are 8 fingered and have thus developed their decimal system in base 8. A certain street in nigiet contains 1000 (in base 8) buildings numbered 1 to 1000. How many 3s are used in numbering these buildings?
Q: ABCDE are sisters. Each of them gives 4 gifts and each receives 4 gifts No two sisters give the same combination ( e.g. if A gives 4 gifts to B then no other sisters can give four to other one.)Â (i) B gives four to A.(ii) C gives 3 to E. How much did A,B,C,E give to D?
Q: At 6?o a clock ticks 6 times.The time between first and last ticks is 30 seconds.How long does it tick at 12?o clock?2.A hotel has 10 storey. Which floor is above the floor below the floor, below the floor above the floor, below the floor above the fifth.
Q: There is a room with a door (closed) and three light bulbs. Outside the room there are three switches, connected to the bulbs. You may manipulate the switches as you wish, but once you open the door you can't change them. Identify each switch with its bulb.
Q: The egg vendor calls on his first customer and sells half his eggs and half an egg. To the second customer, he sells half of what he had left and half an egg and to the third customer he sells half of what he had then left and half an egg. By the way he did not break any eggs. In the end three eggs were remaining . How many total eggs he was having ?
Q: Every day a cyclist meets a train at a particular crossing .The road is straight before the crossing and both are travelling in the same direction.Cyclist travels with a speed of 10 kmph.One day the cyclist come late by 25 minutes and meets the train 5 km before the crossing.What is the speed of the train?
Q: A long, long time ago, two Egyptian camel drivers were fighting for the hand of the daughter of the sheik of Abbudzjabbu. The sheik, who liked neither of these men to become the future husband of his daughter, came up with a clever plan: a race would dete
Q: Tom has three boxes with fruits in his barn: one box with apples, one box with pears, and one box with both apples and pears. The boxes have labels that describe the contents, but none of these labels is on the right box. How can Tom, by taking only one p
Q: There are 7 letters A,B,C,D,E,F,GAll are assigned some numbers from 1,2 to 7.B is in the middle if arranged as per the numbers.A is greater than G same as F is less than C.G comes earlier than E.Which is the fourth letter
Q: In a Park, N persons stand on the circumference of a circle at distinct points. Each possible pair of persons, not standing next to each other, sings a two-minute song ? one pair immediately after the other. If the total time taken for singing is 28 minutes, what is N?
Q: Give two dice - one is a standard dice, the other is blank (nothing painted on any of the faces). The problem is to paint the blank dice in such a manner so that when you roll both of them together, the sum of both the faces should lie between 1 and 12. Numbers from 1-12 (both inclusive) equally likely.
Q: There are four dogs/ants/people at four corners of a square of unit distance. At the same instant all of them start running with unit speed towards the person on their clockwise direction and will always run towards that target. How long does it take for them to meet and where?