About PeopleStrong HR Services
Company Description
PeopleStrong HR Services is a leading provider of human resource solutions, dedicated to transforming the way organizations manage their workforce. With a strong emphasis on innovation and technology, PeopleStrong leverages its proprietary platform to deliver comprehensive HR services, including recruitment, payroll management, talent management, and employee engagement. The company prides itself on fostering a dynamic work culture that values collaboration, inclusivity, and continuous learning. Employees are encouraged to share ideas and take ownership of their projects, promoting a strong sense of community and shared purpose. The job environment is fast-paced yet supportive, where every team member is empowered to contribute to the company's mission of elevating workforce productivity and enhancing employee experiences.
HR Manager Interview Questions
Q1: What strategies do you use to ensure effective communication within your HR team and with other departments?
I prioritize open communication by implementing regular team meetings, using collaborative tools, and encouraging feedback. I also ensure that HR policies are clearly communicated to all employees.
Q2: How do you handle conflicts between employees?
I address conflicts by facilitating open discussions between the parties involved, fostering an environment for honest dialogue, and guiding them towards a mutually acceptable resolution.
Q3: What metrics do you track to measure the effectiveness of HR initiatives?
I track metrics such as employee turnover rates, employee satisfaction scores, time-to-fill open positions, and the effectiveness of training programs to evaluate HR initiatives.
Q4: Describe your experience with recruitment processes.
I have managed end-to-end recruitment processes, from job postings and screening candidates to interviewing and onboarding new hires. I focus on finding candidates who align with the company culture and values.
Q5: How do you stay updated with the latest HR trends and legislation?
I regularly attend HR workshops, subscribe to industry publications, and participate in professional HR networks to stay informed about current trends and legal requirements.
Talent Acquisition Specialist Interview Questions
Q1: What methods do you use to source candidates?
I utilize various methods including online job boards, social media platforms, networking events, and employee referrals to create a diverse candidate pool.
Q2: How do you assess a candidate's cultural fit for the organization?
I incorporate behavioral interview questions and situational assessments to evaluate a candidate's values, work ethic, and interpersonal skills, ensuring alignment with the company culture.
Q3: Describe a time you had to fill a role quickly. What was your approach?
I prioritized the most critical skills for the role, streamlined the interview process, and leveraged my network to expedite sourcing candidates, ultimately filling the position within a week.
Q4: What do you think is the most important factor in creating a positive candidate experience?
Clear communication throughout the recruitment process is essential, including timely feedback and a welcoming interview environment, which helps candidates feel valued and respected.
Q5: How do you measure the success of your recruitment strategies?
I measure success through metrics such as the quality of hires, candidate satisfaction surveys, and the time taken to fill positions, allowing for continuous improvement of recruitment strategies.
Employee Relations Specialist Interview Questions
Q1: How do you approach employee grievances?
I approach grievances with empathy and confidentiality, ensuring that employees feel heard and respected. I facilitate discussions to understand the issue fully and work towards a fair resolution.
Q2: What steps do you take to foster a positive workplace environment?
I promote open communication, encourage team-building activities, and implement recognition programs to foster a positive workplace culture where employees feel valued.
Q3: Can you provide an example of how you've handled a difficult employee situation?
I once mediated a conflict between two employees by facilitating a meeting where they could express their concerns and perspectives. This led to a better understanding between them and improved their working relationship.
Q4: How do you ensure compliance with labor laws and regulations?
I regularly review and update company policies in line with current labor laws, conduct training sessions for management, and stay informed about legal changes affecting employee relations.
Q5: What role does feedback play in employee relations, and how do you implement it?
Feedback is vital for employee relations as it helps in identifying areas for improvement. I implement regular feedback mechanisms such as surveys and one-on-one check-ins to gauge employee sentiment and address concerns proactively.
Learning and Development Coordinator Interview Questions
Q1: How do you assess the training needs of employees?
I conduct training needs assessments through surveys, performance evaluations, and discussions with department heads to identify skill gaps and tailor training programs accordingly.
Q2: Describe a successful training program you've implemented.
I developed a leadership training program that included workshops, mentoring, and practical projects. Post-training evaluations showed a significant improvement in leadership skills among participants.
Q3: How do you measure the effectiveness of training initiatives?
I measure effectiveness using pre- and post-training assessments, employee feedback, and tracking performance improvements in job roles related to the training provided.
Q4: What strategies do you use to encourage employee participation in training programs?
I promote programs through clear communication of their benefits, offer flexible scheduling, and create incentives for participation, such as certifications or recognition.
Q5: How do you keep up with the latest trends in learning and development?
I engage with professional development organizations, attend relevant workshops, and follow industry leaders to stay informed about emerging trends and technologies in learning and development.
Payroll Specialist Interview Questions
Q1: What payroll software are you familiar with?
I have experience with various payroll software, including ADP, Paychex, and QuickBooks, which allows me to efficiently process payroll and ensure compliance with regulations.
Q2: How do you ensure accuracy in payroll processing?
I perform thorough checks and reconciliations before finalizing payroll, maintain detailed records, and stay updated on changes in tax laws to ensure compliance and accuracy.
Q3: Describe your approach to handling payroll discrepancies.
I investigate discrepancies promptly by reviewing the relevant data and communicating with employees to resolve the issue. I ensure that any corrections are made quickly and transparently.
Q4: How do you manage confidentiality in payroll data?
I adhere to strict data protection policies, limiting access to payroll information to authorized personnel only, and regularly review our security measures to safeguard sensitive data.
Q5: What steps do you take to stay compliant with labor laws related to payroll?
I stay informed about payroll regulations through continuous education, participate in compliance training, and regularly review company policies to ensure alignment with labor laws.
Company Background and Industry Position
PeopleStrong HR Services stands as a significant player in India’s dynamic human resources landscape, carving out a reputation for leveraging technology to streamline talent acquisition and workforce management. Established over a decade ago, the company has evolved from a traditional recruitment firm into a tech-driven HR solutions provider, catering to diverse industries such as IT, BFSI, manufacturing, and retail. This hybrid positioning between HR consultancy and technology platform places PeopleStrong uniquely in the market.
In today’s hyper competitive talent market, they’ve built a strong brand by delivering customized recruitment services alongside cutting-edge AI-powered tools. Their focus on automation and data analytics doesn’t just speed up hiring but also aims to improve the quality of hires. This dual approach resonates well with clients looking for agility and precision, distinguishing PeopleStrong from more conventional recruitment agencies.
The company’s footprint spans across India’s major metros, serving startups as well as Fortune 500 clients. This breadth means candidates from various professional backgrounds frequently cross paths with PeopleStrong during their job hunts, making it a critical gateway for many professionals seeking new opportunities.
How the Hiring Process Works
- Application and Resume Screening: Candidates submit their applications through the PeopleStrong career portal or via client referrals. Given their tech-enabled recruitment framework, initial resume screening is often automated using keyword-matching algorithms. This stage weeds out unqualified profiles quickly but can sometimes feel impersonal to applicants.
- Initial HR Round: Selected candidates are contacted for a telephonic or virtual HR interview. This conversation primarily assesses cultural fit, communication skills, and verifies the basic eligibility criteria like academic qualifications and experience.
- Technical Assessment: Depending on the role, candidates may undergo a technical round that can either be a coding test, case study, or a problem-solving exercise. For IT roles, this could be an online coding platform challenge; for sales or operations roles, it might be scenario-based questions.
- Technical Interview: A more in-depth discussion with a domain expert or team lead follows the assessment. This round is intended to gauge not only technical competence but also critical thinking and practical application of knowledge.
- Final HR Interview: The last stage usually involves negotiation of salary expectations, discussing company policies, and understanding the candidate’s career goals. This round is crucial for setting mutual expectations and often includes discussions about benefits and organizational culture.
- Offer and Onboarding: Those who clear all rounds receive an offer letter outlining the salary range and role responsibilities. Onboarding procedures commence post-acceptance, with orientation sessions to familiarize the new hire with PeopleStrong’s systems and client requirements.
Interview Stages Explained
Initial Screening: The Gatekeeper
This stage can be deceptively simple but it’s pivotal. The HR screener’s goal isn’t just to confirm eligibility but to gauge enthusiasm and professionalism. Candidates often note that a lackluster or unprepared response here can shut doors quickly. Think of it as the company’s first impression test—which means being clear, concise, and personable goes a long way.
Technical Assessment: Testing the Core Skills
PeopleStrong’s recruitment strategy emphasizes objective evaluation. The technical test is designed to filter candidates based on skills directly relevant to the job role. It’s not a trick quiz but a practical challenge—whether coding a function, solving a case, or analyzing data. For developers, platforms like HackerRank may be used, while for HR roles, situational judgment tests might come into play.
Importantly, this round reflects the company’s commitment to quality hires and client satisfaction. Candidates often report that preparation here can make or break their chances, so understanding the job requirements deeply is key.
Technical Interview: Beyond Just Skills
Once you clear the assessment, the technical interview digs deeper. It’s less about rote knowledge and more about problem-solving mindset, teamwork potential, and adaptability. Interviewers may walk you through hypothetical projects or ask you to debug a scenario live. This is where you prove not just what you know, but how you think.
HR Interview: Aligning Values and Expectations
The HR round is where the conversation naturally becomes less technical and more human. Recruiters evaluate your communication style, career aspirations, and whether you’ll thrive in PeopleStrong’s culture. Don’t be surprised if they ask about your strengths and weaknesses, your motivation for applying, or how you handle workplace challenges. This is also when compensation discussions begin, making transparency important for both sides.
Examples of Questions Candidates Report
- HR Interview: “Tell me about a time you faced conflict at work and how you resolved it.”
- Technical Assessment: “Write a program to reverse a linked list.”
- Technical Interview: “How would you optimize the performance of a database query?”
- HR Round: “What attracts you to PeopleStrong HR Services and where do you see yourself in five years?”
- Role-Specific: For recruiters: “How do you approach passive candidate sourcing?”
- Scenario-Based: “Imagine a client is unhappy with the shortlisted candidates. How do you manage this situation?”
Eligibility Expectations
PeopleStrong typically looks for candidates with relevant qualifications aligned to the job role, which often means a bachelor’s degree as a baseline for most professional positions. For specialized technical roles, certifications or hands-on experience can sometimes weigh more heavily. Experience requirements vary widely—from freshers in entry-level roles to several years for managerial positions.
Beyond academic credentials, the company values soft skills such as effective communication, problem-solving, and adaptability. Those who have exposure to client-facing roles or have worked in fast-paced environments tend to fare better. Moreover, given the company's technology orientation, digital literacy is becoming a must-have across departments.
Common Job Roles and Departments
PeopleStrong HR Services caters to a spectrum of job roles, primarily clustered in these departments:
- Recruitment and Talent Acquisition: Recruiters, Sourcing Specialists, and Talent Consultants who manage end-to-end hiring for clients.
- Technology and Product Development: Software Engineers, QA Analysts, and Product Managers developing PeopleStrong’s proprietary HR tech.
- Sales and Business Development: Account Managers and Sales Executives who build relationships with new and existing clients.
- Operations and Client Services: Project Managers and HR Consultants ensuring smooth delivery of recruitment services.
- Support Functions: Roles in HR, Finance, and Marketing supporting internal business needs.
Compensation and Salary Perspective
| Role | Estimated Salary (INR per annum) |
|---|---|
| Recruiter (Entry-Level) | 3,00,000 - 5,00,000 |
| Software Developer | 5,50,000 - 10,00,000 |
| Senior Talent Acquisition Manager | 12,00,000 - 18,00,000 |
| Sales Executive | 4,50,000 - 9,00,000 |
| HR Consultant | 6,00,000 - 12,00,000 |
| Product Manager | 15,00,000 - 25,00,000 |
Salary ranges can fluctuate based on city, candidate experience, and specific client projects. PeopleStrong positions itself competitively within the mid to upper market segment, balancing attractive pay with robust benefits and learning opportunities.
Interview Difficulty Analysis
Interviews at PeopleStrong HR Services are often described as balanced but thorough. The initial HR screening is usually straightforward, but the technical rounds can be challenging, especially for tech roles. Candidates with strong fundamentals and practical exposure tend to breeze through assessments, but reactive thinking during the technical interview can unsettle some.
For non-technical roles, the difficulty lies more in aligning your personal story with the company’s values and demonstrating problem-solving capabilities rather than memorized knowledge. Preparation gaps or vague responses are quickly spotted in both HR and technical discussions.
Compared to other recruitment firms, PeopleStrong’s process is more structured and technology-integrated, which may create a perception of being more rigorous. But it rewards thorough preparation and clear communication.
Preparation Strategy That Works
- Understand the Job Role Thoroughly: Delve into the job description and align your skills accordingly. This helps target both the technical assessments and interview answers.
- Brush Up on Fundamentals: Whether it’s coding algorithms for developers or behavioral competencies for recruiters, solid basics are non-negotiable.
- Practice Mock Interviews: Simulate telephonic and video interviews to gain comfort and clarity.
- Research Company Culture: Read recent news, client success stories, and employee reviews to connect your answers with their values.
- Prepare for Scenario Questions: Think through relevant workplace situations you’ve handled; STAR method (Situation, Task, Action, Result) responses work well here.
- Clarify Your Salary Expectations Early: Have a realistic range in mind, backed by market research, to avoid surprises during the final rounds.
- Use Online Coding Platforms: For tech roles, honing skills on sites like HackerRank or LeetCode is a smart move.
- Stay Calm and Authentic: Examiners appreciate honesty and a willingness to learn more than rehearsed answers.
Work Environment and Culture Insights
From conversations with current and former employees, PeopleStrong appears to foster a culture of innovation blended with client-centric agility. The workplace is described as fast-moving, which can be exhilarating but occasionally stressful. The company supports upskilling and encourages collaborative problem solving rather than rigid hierarchies.
There’s a palpable focus on technology-enabled HR solutions, so employees across functions tend to engage with digital tools daily. Flexibility in work arrangements varies, often tied to client demands. However, the internal environment seems inclusive and supportive, with a decent mix of young talent and experienced professionals.
Career Growth and Learning Opportunities
PeopleStrong places a clear emphasis on continuous learning. Its talent development programs include certifications, webinars, and technical workshops tailored to individual career paths. Many employees highlight the transparent career ladders and the availability of cross-functional moves as a major plus.
The company’s rapid growth opens fresh avenues frequently, meaning ambitious candidates can find new challenges internally without needing to jump ship. Mentorship is promoted, which helps newer recruits acclimate and sharpen their skills faster. Overall, career progression at PeopleStrong is paced by performance but supported by well-structured learning frameworks.
Real Candidate Experience Patterns
Job seekers interacting with PeopleStrong often note the professionalism and timeliness of communication as positives. Some mention that automated screening emails can feel cold, but the personal touch during interviews compensates for this. Candidates for technical roles report that the tests align well with real-world tasks, which helps them showcase true capabilities.
On the flip side, some applicants find the process slightly lengthier than expected, especially when multiple rounds are involved. This can induce anxiety, but staying proactive by seeking feedback helps manage expectations. Most candidates feel that the company genuinely tries to be transparent about timelines and next steps, which is refreshing in this space.
Comparison With Other Employers
| Aspect | PeopleStrong HR Services | Traditional Recruitment Firms | Pure Tech Startups |
|---|---|---|---|
| Recruitment Technology | High focus with AI-enabled screening | Mostly manual screening | Tech-heavy with rapid iterations |
| Interview Rigor | Structured, balanced technical and HR rounds | Less standardized, often brief HR calls | Highly technical, sometimes intense coding challenges |
| Candidate Experience | Personalized in later rounds, formal early stages | Varies widely, sometimes inconsistent | Fast-paced but can lack HR polish |
| Career Growth | Defined and supported with learning programs | Limited internal mobility | Steep but sometimes chaotic progression |
| Salary Competitiveness | Mid to upper market segment | Often lower or commission-based | Variable, high for niche tech roles |
Expert Advice for Applicants
When aiming for a role with PeopleStrong, it’s worth remembering that the company prizes clarity and practicality. Don’t get caught up trying to dazzle with jargon or overly complex answers—simplicity combined with authenticity wins. Reflect on your real-life experiences, especially where you solved problems or adapted quickly. That’s what resonates most in interviews.
Also, be proactive with preparation. For tech roles, hands-on coding practice is non-negotiable. For recruitment or sales roles, prepare examples showcasing negotiation skills and client management. Lastly, managing your expectations around timelines and salary can reduce stress and lead to more confident conversations.
Frequently Asked Questions
What is the typical timeline for the PeopleStrong hiring process?
The process usually spans two to four weeks from application to offer, though this can vary depending on the role and client urgency. Some rounds may be scheduled back-to-back, while others might have a waiting period for feedback.
Are technical assessments mandatory for all roles?
No, technical tests are primarily for IT, product, and specialized roles. Non-technical positions such as recruitment or sales may skip this stage but still undergo scenario-based evaluations.
What level of experience is required to join PeopleStrong?
Entry-level positions are available, but many roles require at least 1-2 years relevant experience. Mid to senior positions demand deeper domain expertise and leadership abilities.
How should candidates prepare for the HR interview?
Focus on clear communication of your career journey, motivation for applying, and how your values align with PeopleStrong. Prepare examples demonstrating problem-solving, teamwork, and adaptability.
Is remote work an option at PeopleStrong?
Remote or hybrid work options depend on the role and client requirements. Certain positions offer flexibility, but many demand onsite presence occasionally.
Final Perspective
PeopleStrong HR Services combines the rigor of a tech-driven company with the personal touch of a service-oriented organization. Their interview process reflects this blend—methodical yet human, designed to uncover genuine talent fit rather than just polished resumes or rehearsed answers.
For candidates, navigating PeopleStrong’s recruitment rounds is about preparation, authenticity, and alignment with the company’s evolving vision. The journey might require patience and persistence, but the rewards include competitive compensation, meaningful career growth, and exposure to innovative HR technologies.
In an increasingly complex hiring landscape, PeopleStrong stands out as an employer that values both skill and spirit. If you’re ready to demonstrate both, it’s a gateway worth pursuing.
PeopleStrong HR Services Interview Questions and Answers
Updated 21 Feb 2026HR Software Consultant Interview Experience
Candidate: Meera Joshi
Experience Level: Entry Level
Applied Via: Campus Recruitment
Difficulty: Easy
Final Result:
Interview Process
2
Questions Asked
- What do you know about HR software solutions?
- How comfortable are you with data analysis?
- Why do you want to work in HR tech?
Advice
Show enthusiasm for technology and willingness to learn.
Full Experience
I was selected through campus recruitment. The process had two rounds: a technical round testing basic software knowledge and an HR round assessing cultural fit. The interviewers were encouraging and the experience was positive.
Talent Acquisition Manager Interview Experience
Candidate: Sanjay Kulkarni
Experience Level: Mid Level
Applied Via: LinkedIn
Difficulty:
Final Result:
Interview Process
3
Questions Asked
- What sourcing channels do you use?
- How do you manage a recruitment team?
- Describe a time you improved hiring efficiency.
- What challenges have you faced in talent acquisition?
Advice
Highlight your leadership skills and ability to innovate recruitment processes.
Full Experience
I applied via LinkedIn and had three rounds: initial HR screening, technical round with the TA team, and a final discussion with the director. The interviewers were supportive and interested in my ideas. I received the offer shortly after the final round.
HR Business Partner Interview Experience
Candidate: Priya Nair
Experience Level: Senior Level
Applied Via: Company Website
Difficulty:
Final Result:
Interview Process
4
Questions Asked
- How do you align HR strategy with business goals?
- Describe your experience with change management.
- How do you handle employee grievances?
- What leadership style do you follow?
- Explain a successful HR initiative you led.
Advice
Demonstrate strategic thinking and leadership experience with concrete examples.
Full Experience
Applied through the company website and underwent four rounds including HR, panel interview with business leaders, and a case study presentation. The process was rigorous but fair. I was impressed by the professionalism and clarity of communication throughout.
Recruitment Specialist Interview Experience
Candidate: Rohit Verma
Experience Level: Mid Level
Applied Via: Employee Referral
Difficulty:
Final Result: Rejected
Interview Process
3
Questions Asked
- Explain your recruitment process.
- How do you source passive candidates?
- Describe a difficult hiring situation and how you handled it.
- What metrics do you track in recruitment?
- How do you stay updated with industry trends?
Advice
Prepare detailed examples of your recruitment strategies and metrics. Be ready for behavioral questions.
Full Experience
I was referred by a current employee and went through three rounds: HR screening, technical round with the recruitment team, and a final round with senior management. The technical round was intense with scenario-based questions. Unfortunately, I was not selected but received constructive feedback.
HR Executive Interview Experience
Candidate: Anita Sharma
Experience Level: Entry Level
Applied Via: Online Job Portal
Difficulty:
Final Result:
Interview Process
2
Questions Asked
- Tell us about yourself and your experience in HR.
- How do you handle confidential information?
- Describe a time you resolved a conflict at work.
- What HR software are you familiar with?
Advice
Be clear and confident about your HR fundamentals and emphasize your communication skills.
Full Experience
I applied through an online job portal and was called for two rounds of interviews. The first was an HR round focusing on my background and motivation. The second was with the HR manager who asked situational questions and tested my knowledge of HR software. The interviewers were friendly and the process was smooth. I was offered the job within a week.
Frequently Asked Questions in PeopleStrong HR Services
Have a question about the hiring process, company policies, or work environment? Ask the community or browse existing questions here.
Common Interview Questions in PeopleStrong HR Services
Q: In a sports contest there were m medals awarded on n successive days (n > 1). 1. On the first day 1 medal and 1/7 of the remaining m - 1 medals were awarded. 2. On the second day 2 medals and 1/7 of the now remaining medals was awarded; and so on.On the nth and last day, the remaining n medals were awarded.How many days did the contest last, and how many medals were awarded altogether?
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: Suppose a newly-born pair of rabbits, one male, one female, are put in a field. Rabbits are able to mate at the age of one month so that at the end of its second month a female can produce another pair of rabbits. Suppose that our rabbits never die and that the female always produces one new pair (one male, one female) every month from the second month on.
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: 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: A light bulb is hanging in a room. Outside of the room there are three switches, of which only one is connected to the lamp. In the starting situation, all switches are 'off' and the bulb is not lit. If it is allowed to check in the room only once.How would you know which is the switch?
Q: There are 3 sticks placed at right angles to each other and a sphere is placed between the sticks . Now another sphere is placed in the gap between the sticks and Larger sphere . Find the radius of smaller sphere in terms of radius of larger sphere.
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: A vessel is full of liquid. From the vessel, 1/3rd of the liquid evaporates on the first day. On the second day 3/4th of the remaining liquid evaporates. What fraction of the volume is present at the end of the second day
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: Jarius and Kylar are playing the game. If Jarius wins, then he wins twice as many games as Kylar. If Jarius loses, then Kylar wins as the same number of games that Jarius wins. How many do Jarius and Kylar play before this match?
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: If I walk with 30 miles/hr i reach 1 hour before and if i walk with 20 miles/hr i reach 1 hour late. Find the distance between 2 points and the exact time of reaching destination is 11 am then find the speed with which it walks.
Q: Consider a series in which 8 teams are participating. each team plays twice with all other teams. 4 of them will go to the semi final. How many matches should a team win, so that it will ensure that it will go to semi finals.?
Q: Jack and his wife went to a party where four other married couples were present. Every person shook hands with everyone he or she was not acquainted with. When the handshaking was over, Jack asked everyone, including his own wife, how many hands they shook?
Q: In a country where everyone wants a boy, each family continues having babies till they have a boy. After some time, what is the proportion of boys to girls in the country? (Assuming probability of having a boy or a girl is the same)
Q: An escalator is descending at constant speed. A walks down and takes 50 steps to reach the bottom. B runs down and takes 90 steps in the same time as A takes 10 steps. How many steps are visible when the escalator is not operating.Â