Tips for Successful Interview

     

 ImageInterview is the most essential step in the selection process, though it have some limitation and sometimes poor predictors of job success. Different types of interviews may be used depending on the nature and importance of the position to be filled within an organizationSome common types of selection Interviews methods are mentioned below: 

Structured Interview

Structured Interview is a standardized method of comparing job candidates. In structured Interview a set of pre-planned standardized question is asked to all job candidates. The order of the questions to be asked, time given to all applicants to answer the question and collecting the information from them will be uniform.Therefore, there will be consistency and minimum bias in structured interviews. Example of some structured interview questions include:

  • Tell me about yourself/ Introduce yourself
  • What do you know about our company?
  • Why are you interested in this job?
  • What are your strengths?
  • What is your biggest weakness?
  • Where do you see yourself in 5 years?

Tips – For structured interview or any other interview you must research the organization what they do, who are their clients, their background history and achievements. Also research their (job advertisement) requirement for the particular job you applied for and the copy of resume you send, point out the relevant work experience you have, your strength and weakness (of course in a positive manner). Be loyal and diplomat for your interest for the job you applied for because every organization wants to hire a promising person who will remain in the job for a longer period of time.  

Situational Interview

 

In a situational  interview a candidate is asked specific questions about how a candidate might asses and handle specific job situation. A set of situation based interview questions generally involves problem solving and handling difficult situations in the workplace. Frequently asked situational interview questions include-

  • Tell me about a situation when a colleague was less cooperative than you needed or wanted. 
  • Tell me about two of your colleagues/customers who are very different to each other. How do you interact with each one? 
  • What recent innovation have you made at work that had a positive outcome? 
  • Describe a situation when you had to persuade someone recently to accept an idea/plan. 
  • Tell me about a recent problem you faced at work and how you found the best solution. 
  • Give me an example of a complex process or task you had to explain to another person or group of people.

Tips – Situational Interview is quite different from that of structured Interview. It mostly asks the candidate to provide specific examples of past behavior that demonstrate a required competency or behavior relevant to the specific job vacancy they are interviewing for.your communication skills ( ability to actively listen, rephrase the information back to the sender to ensure accuracy, effectively express yourself verbally or written), interpersonal skills (teamwork ability, leadership,building rapport with others), Decision making and problem solving skills. 

Behavioral Interview 

Behavioral based interviewing is interviewing based on discovering how the interviewees acted in specific employment related situations. In such behavioral interview candidates give specific examples of how they have performed or handled problems in the past. The logic is that your past performance predicts your future performance.

  • Tell us about a situation in which you had to adjust to changes over which you had no control. How did you handle it?
  • What was the best idea that you came up with in your career? How did you apply it? 
  • It is very important to build good relationships at work but sometimes it doesn’t always work. If you can, tell about a time when you were not able to build a successful relationship with a difficult person. 
  • Describe a situation in which you were able to effectively “read” another person and guide your actions by your understanding of their individual needs or values. 
  • How do you go about establishing rapport with a customer? What have you done to gain their confidence? Give an example. 
  • Give an example of a time in which you had to be relatively quick in coming to a decision.

Tips- In behavioral Interview interviewers look for the situation you encountered, the task you do, the actions you took, and the results achieved. (You can remember these things by the word: STAR– Situation Task Actions Results). For such interview you have make a story line clearly expressing the situation,explain to your interviewer is the task you were assigned to do,explain what actions you took to be able to accomplish the task and the achieved result. 

Non directive Interview 

In a Non directive or unstructured Interview candidates are asked general  questions, from which other questions are developed. Such kind of interview starts with general or structured questions and later on lead to situation or behavioral interview. 

Tips- For Non directive Interview candidates should follow the tips provided for structured, situational  and behavioral interview.

 Stress Interview 

Stress interview is designed to create anxiety and put pressure on a candidate to see how the person response in a stressful situation. So in a Stress interview the interviewer tries to create a stressful situation during the interview by asking the candidate rapid questions, criticising his answers, interrupting him repeatedly and observes whether the candidate gets angry or gets confused or gets frightened or gets nervous or remains cool in a stressful situation.

  • Please give us an example about you work with a team that faced stress from your experience? 
  • What would be your action if you don’t like your boss? 
  • What would you do if honesty is becoming obstacle in completing your task? 
  • What kinds of people do you find it difficult to work with? 
  • How would you evaluate me as an interviewer? 
  • How can you justify that you are not overconfident? 

Tips- Stress is a killer at work and many jobs are very stressful. People who are seeking stressful jobs and who cannot handle stress well are obviously not good candidates. So Focus on the way in which you’re solving the problem, not necessarily the “right” answer and be open, honest and direct, but refuse to be emotionally intimidated. 

 Panel Interview  

In a Panel Interview several interviewers interviews the candidate at the same time. They ask questions to the candidates about different aspects. They give marks to each candidate. The final decision will be taken by all members collectively by rating the candidates. As collective judgement is used for selecting suitable candidates, therefore it is considered as a better selection process.

 Tips- When you enter the panel interview take a little time to engage with each interviewer.When answering interview questions make initial eye contact with the person who asked the question and then scan from one panel members face to the next, pausing briefly on each. Focus on speaking to each individual and then, as you finish your answer, return your focus to the person who asked the interview question. Behavioral interview questions are commonly used in panel interviews. When preparing your answers to Interview Questions remember to highlight your full range of abilities, skills and knowledge to meet the expectations of each interviewer. 

         An interview is a good selection tool in the  hands of the person who knows how to use it properly. If it is not used properly or the interviewer himself is not having a positive frame of mind, mistakes may occur.

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