interview questions

Interview questions

2012-06-18T04:30:00.011-07:00

Interview questions

Interview is the process of interaction or discussion between the two parties i.e., the interviewer and the interviewee. In this process, interviewer checks the skills of the interviewee by posing the interview questions relevant for the particular position. In this process, the interviewer checks for the attitude and confidence level of the candidate more while he is responding back rather than stressing the mistakes he is committing. It is easy to train a person with a positive attitude than a person with a negative one. In the cross bargain, the interviewee is given a chance by the interviewer to clarify his doubts, if any. This process is conducted to set a standard where both are clear about their requirements.

The first and foremost thing that should be kept in mind is there should be clarity about what is required by and from the candidate. Before starting of any interview process, the candidate should have a good resume ready in hand, which should crisp and clear. The candidate should pose those points in the resume which he is confident of explaining to the interviewer; otherwise it is taken as a bluff or fake.

Interviews are of many types and conducted based on the type of requirement. Generally, there are two rounds of interviews conducted by any organisation, of which one is technical interview and second one is the HR round. Adding up, there are a few more i.e., Traditional Face-to-Face Interview, Panel/Committee Interview, Behavioural Interview, Case Interview, Telephone Interview, Group Interview, Lunch/Dinner Interview, Stress Interview etc.

It has been observed that out of every 100 eligible candidates, only 20 are able to clear the interview process. What about the rest? It is a main concern. The main reason behind this is the lack of preparation before the interview. In order to solve this issue, we have introduced this initiative so that we can help the candidates to cope up from this situation. In this website or initiative we will guide you how to crack the interview in the first or second attempt.

types of interviews

2012-06-18T04:00:00.000-07:00

Interview will take and what are the major steps involved in the interview. Job interviews are all about finding the right fit between the employer and potential employee. Job seekers going on interviews can expect different styles of interviewing.

There are 8 major types of interviews

Informational Interview

An Informational Interview is a meeting in which a job seeker asks for career and industry advice rather than employment. The theme of informational interview is to ask for advice and learn more about a particular career field, employer or particular job. This leads to find employment leads and expand their professional network. The knowledge that you gain here will make you a sharper and ready for interview.

For this the job seeker should update his knowledge from career and social networking, newspaper want ads, job boards, placement services, company websites, trade association and professional meetings, human resource contacts, professors and teachers, job search engines, and professional recruiters.

Screening or Telephone Interview

A phone interview is a very cost effective way to screen candidates. These can last anywhere from 10 to 30 minutes. You should prepare for it like an open book exam. It is recommended that you have in front of you your resume, the job description, a list of references, some prepared answers to challenging questions and perhaps something about the company. The vast majority of communication is non-verbal. Because they can’t see your body language, it is critically important to have positive and polished answers with energetic tone and inflection. Be sure to ask what the next step is.

Individual Interview

This is the most common type and often called a “personal interview.” It is typically a one-on-one exchange at the organizations offices. In order to best prepare you will want to know the length of the individual interview which can usually range from 30 to 90 minutes. If the interview is 30 minutes you have to be concise and have a high impact with your answers. If individual interview is 60 or 90 minutes you will want to go into much more depth and use specific examples to support your generalizations.

Small Group or Committee Interview

Small Group Interview is where you will be meeting with several decision-makers at once. This can be an intimidating experience if you are not prepared. Small Group Interview is an efficient way to interview candidates and allows for different interpretations or perceptions of the same answer. Be sure to make eye contact with everyone, no matter who asked the question. It’s important to establish rapport with each member of the interview team. Try to find out the names and job titles of the participants.

The Second or On-Site Interview

After your first interview, you may be asked back again for a “second date.” They like you enough that you made the first round of cuts, but they would like to know more about you before making their final decision. Second Interviews can last either a half or full-day so it is best to check again and get an agenda. You may be meeting with three to five individuals. This may include a representative from Human Resources, the department head, the office staff and the department head’s supervisor. Be alert and enthusiastic at all times! The more you know about the structure of the process, the less anxious you are going to feel and the better you will perform. This is the last step before an offer is made.

types of interviews-Committee Interview, On-Site Interview,Behavioral Based Interview,Task Oriented Interview,Stress Interview

2012-06-18T03:59:00.002-07:00

Behavioral-Based Interview

The theory behind Critical Behavioral Interviewing (CBI) is that past performance in a similar situation is the best predictor of future performance. CBI probes much deeper than traditional interviewing techniques. You should prepare by thinking of specific examples that demonstrate your competence in core behaviors such as teamwork, problem-solving, communication, creativity, flexibility and organizational skills. You will want to tell your story and structure it by stating your answers in terms of the situation, the task, what action you took, and what was the result or outcome.

Task Oriented or Testing Interview

This is a problem-solving interview where you will be given some exercises to demonstrate your creative and analytical abilities. A company may ask you to take a short test to evaluate your technical knowledge and skills. Sometimes a presentation to a group is necessary to determine your communication skills. Try to relax as much as possible.

Stress Interview

During stress interview, the interviewer tries to bait you, to see how you will respond. The objective is to find your weaknesses and test how you hold up to pressure. Such tactics as weird silences, constant interruptions and challenging interrogation with antagonistic questions are designed to push your boundaries. The question you have to ask yourself is: Do I want to work for a company that treats me this way even before the offer is made? Rethink the corporate culture.