CAHPTER 1 UNDERSTANDING JOB INTERVIEW

A. DEFINITION
1. What is an interview?

An interview is a meeting between a job applicant and a representative of the company. The meeting comes
about because the company had a job available. People applied for the job. The company needs to decide
who to hire or a formal meeting at which someone is asked questions in order to find out if they are suitable
for a post of employment

2. What is the purpose of the interview?

The purpose of the interview is for the company to get a good look at you. It is the company’s chance to ask
you questions about your work experience. It is the company’s opportunity to see if you would fit in with the
other employees.

The interview is also your opportunity to look at the company. You get to ask questions about the
company’s business. It is your opportunity to see if the company suits you.

In the 1800’s when a company needed workers, they would put a sign outside the building. If the sign read:
“Tall Men Needed”, there would be no reason for you to apply if you didn’t reach the mark on the door.

If you owned a mill and needed a man to work with the grinding stones, the interview would consist of your
examination of the applicant’s hands. The hand that worked the stones would be rough and would have
stone embedded in it. Smooth hands would tell you that the applicant did not know how to do the job.

3. The different types of interviews

There are two basic types of interviews:

a) Screening Interview
b) Selection Interview
a. The Screening Interview
 Determines whether the candidate is in or out.
 Does the candidate have the skills necessary to perform the job?
 Questions are designed to collect facts.
 Clear and concise answers are looked for.

This is usually done by reading the applications and the resumes. Sometimes this screening will be
conducted over the telephone.

b. The Selection Interview

 Usually conducted by the person with the authority to hire.
 Can you do the tasks required by the position?
 Are you willing and motivated to solve the employer’s problems?
 Are you going to fit in?
 Will I be comfortable seeing you every day?

Selection interviews can be one on one or panel interviews.

1) A one on one interview means you are being interviewed by one other person. This could be the
manager, the human resources representative, or the owner of the business.
 2) A panel interview means that you will be interviewed by more than one person at the same time. It
could be three or it could be seven people. Each person asks you a question. The other individuals
are told to observe you and listen carefully to your response.

B. RECOGNISING WHAT INTERVIEWERS ARE LOOKING FOR

At first glance, different job adverts seem to be looking for a dazzling array of skills, experience, and
qualities. But in actuality, most employers are really looking for three basic factors for finding the right
person for the job. These three factors can be summarised as the three Cs of interviews:

Competence :Interviewers look to recruit people who have the skills and personal qualities to do the job
with minimal supervision.

Commitment :Interviewers want to give the job to some-one who sticks at it. They want a self-motivated
person who persists in the face of difficulties rather than gives up at the first sign of trouble.

Chemistry: Interviewers want someone that they feel they can get on with. All employers feel they have a
unique culture – and want to know that you can fit in with the rest of the team.

Demonstrate your competence and commitment by giving good answers to the many questions
thrown at you. You can only create chemistry by using your tone of voice and body language to demonstrate
that you are the kind of likeable person who gets on with everyone. Be aware that the inter-viewers are not
only evaluating what you say, but also how you say it. No matter what section of the book you turn to, be
sure to keep the ‘three Cs’ in mind.

1) Key Skills and Qualities

a. Communicating with people

When discussing your communication skills with interview-ers, think of examples of occasions when
you:

 Listened to the needs of other people, such as colleaguesor customers.

 Conveyed information to other people – perhaps on aone-to-one basis or to a group of people.
 Handled difficult situations, such as customer com-plaints, on the telephone.
 Used your written communication skills in preparing reports or documents for other people to read.
b. Influencing Others
 In preparing for your interviews, think of times when you have:
 Had a discussion with someone and helped him or her tosee your point of view.
 Changed someone’s mind.
 Persuaded someone to take a course of action that theywere initially not in support of.
c. Analysing situations

Managers want to hire candidates who can research issuesand assess situations. Make sure that you
think about times when you:

 Gathered information about a topic or issue.

 Broke down a complex problem into a number of smaller issues.
 Weighed up the pros and cons of different options.
d. Solving problems
 Employers are looking for people who can assess situations and then work out the best course of
action to take. Be ready to talk to interviewers about occasions when you:

 Made suggestions about how to tackle a problem.

 Initiated or participated in brainstorming sessions.
 Took a course of action to solve a problem or tackle an issue.
e. Demonstrating drive and determination
Organisations do not want to hire people who only work when given explicit instructions as to what
to do; they want to hire candidates who are self-motivated and can demonstrate a bit of initiative.
Think back to times when you:
 Suffered a setback or disappointment at work but got back on your feet and got on with a task.
 Had an original idea and used it to be more effective orproductive at work.
 Overcame a difficulty or obstacle that was preventingyou from achieving a goal.
f. Teamworking with colleagues
Employers are constantly talking about the need for employ-ees to work together more effectively as
a team. Try to recall instances when you:
 Helped someone else in the team with their work or duties.
 Resolved conflict or disagreement between other teammembers.
 Provided a team member with a shoulder to cry on.
C. TYPES OF JOBINTERVIEW
1) Traditional one on one job interview:

The traditional one on one interview is where you are interviewed by one representative of the
company, most likely the manager of the position you are applying for. Because you will be working with
this person directly if you get the job, he/she will want to get a feel for who you are and if your skills match
those of the job requirements.

2) Panel interview:

In a panel interview, you will be interviewed by a panel of interviewers. The panel may consist of
different representatives of the company such as human resources, management, and employees. The reason
why some companies conduct panel interviews is to save time or to get the collective opinion of panel
regarding the candidate. Each member of the panel may be responsible for asking you questions that
represent relevancy from their position.

3) Behavioral interview:

In a behavioral interview, the interviewer will ask you questions based on common situations of the
job you are applying for. The logic behind the behavioral interview is that your future performance will be
based on a past performance of a similar situation. You should expect questions that inquire about what you
did when you were in XXX situation and how did you dealt with it. In a behavioral interview, the
interviewer wants to see how you deal with certain problems and what you do to solve them.

4) Group interview:

Many times companies will conduct a group interview to quickly prescreen candidates for the job
opening as well as give the candidates the chance to quickly learn about the company to see if they want to
work there. Many times, a group interview will begin with a short presentation about the company. After
that, they may speak to each candidate individually and ask them a few questions.

One of the most important things the employer is observing during a group interview, is how you
interact with the other candidates. Are you emerging as a leader or are you more likely to complete tasks that
are asked of you? Neither is necessarily better than the other, it just depends on what type of personality
works best for the position that needs to be filled.

5) Phone interview:

A phone interview may be for a position where the candidate is not local or for an initial
prescreening call to see if they want to invite you in for an in-person interview. You may be asked typical
questions or behavioral questions.

Most of the time you will schedule an appointment for a phone interview. If the interviewer calls
unexpectedly, it’s ok to ask them politely to schedule an appointment. On a phone interview, make sure your
call waiting is turned off, you are in a quiet room, and you are not eating, drinking or chewing gum.

CHAPTER 2 DOING JOB INTERVIEW HOME WORK

1. Researching the company

a. Gathering vital information
 What are the goals or objectives of the organisation?
 How many people work for the organisation?
 Where is the organisation based?
 Do they operate onlywithin the UK, or in Europe, or globally?
 Where is their main office or corporate headquarters?
 How many offices, shops, or branches does the organisa-tion have?
 What are the organisation’s main services or products?
 When was the company founded ?
 The name of ceo
 The competitor
2. Dressing for Success
Making snap judgements about people is human nature, and a lot of interviewers believe that a
candidate’s dress codesays a lot about him or her.

1) Getting the default for men

If in doubt, go smart. Being slightly overdressed is alwaysbetter than being underdressed (you can
always take off your tie and undo a top button). For men, this means the following:

Wear a dark suit:Navy blue and grey are the mostacceptable colours. Black can come across as a
bit fune-real. And buy a classic cut with a two- or three-buttonjacket rather than trying to follow the
latest fashion.

Wear a plain, long-sleeved shirt:Pick a pale colour such as light blue or white. If you suffer from
sweating, thenwear a white t-shirt underneath to prevent wet patchesfrom showing.

Wear a plain silk tie:Patterns can be distracting. Let yourwords rather than your tie entertain the
interviewers.

Wear black shoes: Opt for plain lace-ups without fancybuckles. Polish your shoes. One school of
thought amongst interviewers says that unpolished shoes are thesign of a disorganised mind.

2) Understanding the guidelines for women

As for men (see the preceding section), if in doubt, go smart.But women’s rules are less rigid,
because so many more options.
are available. However, here are some guidelines if you’reunsure about the dress code:
 Wear a neutral or dark-coloured suit:For interviewswith a professional services firm or a big
business, weara suit as opposed to separates. And think carefully beforeopting for a trouser suit,
as a few older, male interviewersare still a bit sexist about women in trousers as opposedto skirts.
Wear a plain top:Choose an unpatterned blouse or fittedtop in a pale colour. Avoid sleeveless
tops and don’t gofor anything too sexy.
Keep jewellery to a minimum:Wear only one pair of ear-rings and a maximum of one ring on
each hand. Avoidthumb rings or too many bangles as they may distractfrom a professional
appearance

CHPTER 3 POLISHING YOUR INTER VIEW PERFORMENCE

A. NON-VERBAL COMMUNICATION
a. Body language

Your body language and tone of voice have important roles toplay in convincing the interviewers
that you’re the best candi-date. In this chapter, I talk about ways to make sure that you grab the
attention of the interviewers. Research claims that up to 55 per cent of our communication
effectiveness is determined by our body language, comprising of our gestures, movements, and
facial expressions. Interviewers want to hirecandidates who are energetic and enthusiastic from
the moment they meet.
 Stand and sit up straight; do not hunch forward.
 Stop fidgeting; do not give away any hint of nervous. Keep your hand clasped slightly in your
lap or rest them gently on the table.
 Use your hands to emphasise key point. for example, by turning your palms up and
spreading your fingers to indi-cate sincerity or counting points off on your fingers.
 Avoid crossing your arms:Some interviewers readcrossing your arms as being a sign of
defensiveness.
 Keep your legs still: Avoid crossing or uncrossing your legs or tapping your feet. Such
fidgeting can be bad
Tips : - Use your hands to emphasise key points only when you arespeaking.
- Keep your hands still when the interviewers are speaking to show that you’re
listening. Avoid pointing at the interviewers – this aggressive gesture can seem
intimidating.
b. Making eye contact
Eye contact is critical in interview. However, good eye contact does not mean staring at the
interviewer through out your conversation with them. In fact two rules govern eye contact:
 Look when the interviewer talk
 Look away for part of the time when you talk. When you try to recall an example.
Making more than 90 per cent will probably freak the the interviewer out!
 Use active listening to demaonstrate that you are listenign to them. This means nodding
occasionally as they sepak and using word and phrases such as yes, uh-huh and I
undertsand.
c. Creating warmth by smiling
Don’t tell anyone, but here’s a little secret: Interviewers often hire the candidate that they like the
most rather than the most skilled and experienced person for the job. All inter-viewers are
subconsciously affected by factors such as warmth, rapport/ connection and smiling.
 Smile as you greet the interviewer
 Smile when you talk about your strengh and achievement
  Smile when you leave the room when you say your good bye showing that you enjoy
meeting them.
 Common mistake in vocal
Monotonous voice
Mumble words
Speak too quickly for too long
B. . GETTING OF A GREAT START
a. Offer a solid hand shake
b. Demonstrate your anthusiasm
c. Make positive comment
d. Be prepare for some chit-chat
e. Wait until the interviewer indicates you to sit.
C. Common inerview question and how to answer it
1. . Tell me about yourself.

Tip: Your interviewers will likely start out with a question about yourself and your background
to get to know you. Start out by giving them an overview of your current position or activities,
then provide the most important and relevant highlights from your background that make you
most qualified for the role.

Example: “Currently, I serve as the assistant to three of the company’s five executive team
members, including the CEO.

From my 12 years of experience as an executive assistant, I’ve developed the ability to anticipate
roadblocks and create effective alternative plans. My greatest value to any executive is my ability
to work independently, freeing up their time to focus on the needs of the business.

It’s clear that you’re looking for someone who understands the nuances of managing a CEO’s
busy day and can proactively tackle issues. As someone with an eye for detail and a drive to
organize, I thrive on making sure every day has a clear plan and every plan is clearly
communicated.”
2. How would you describe yourself?
Tip: When an interviewer asks you to talk about yourself, they’re looking for information about
how your qualities and characteristics align with the skills they believe are required to succeed in
the role. If possible, include quantifiable results to demonstrate how you use your best attributes
to drive success.

Example: “I would say that as a security officer, I’m vigilant, proactive and committed to
ensuring safe, secure, and orderly environments. In my last incident response rating, I received a
99% against the team average, which has been at around 97% over the past 3 years.
I’m also a lifelong learner, always seeking out the latest security equipment and techniques to
patrol buildings.
3. Why do you want to work here?

Tip: Interviewers often ask this question as a way to determine whether or not you took time to
research the company and to learn why you see yourself as a good fit. The best way to prepare
for this question is to do your homework and learn about the products, services, mission, history
and culture of this workplace. In your answer, mention the aspects of the company that appeals to
 you and align with your career goals. Explain why you’re looking for these things in an
employer.

Example: “The company’s mission to help college grads pay off their student loan debt speaks to
me. I’ve been in that situation, and I’d love the opportunity to work with a company that’s
making a difference. Finding a company with a positive work environment and values that align
with my own has remained a priority throughout my job search, and this company ranks at the
top of the list.”
4. What motivates you?

Tip: Employers ask this question to gauge your level of self-awareness and ensure your sources
of motivation align with the role. To answer, be as specific as possible, provide real-life
examples and tie your answer back to the job role.

Example: “Making a true a difference in the lives of my patients and their families motivate me
to strive for excellence in everything I do. I look forward to seeing my patient’s reactions when
we get a positive outcome that will change their lives forever. That’s why I became a nurse, and
why I’m pursuing a position in pediatrics.”
5. Why are you leaving your current job?

Tip: There are many reasons for leaving a job. Prepare a thoughtful answer that will give your
interviewer confidence that you’re being deliberate about this job change. Instead of focusing on
the negative aspects of your current or previous role, focus on the future and what you hope to
gain in your next position.

Example: “I’m looking for an opportunity that gives me the ability to build closer, long-term
relationships with clients. In my current role, the sales cycle is so short that I don’t spend as
much time building a rapport with my customers as I’d like. Relationship-building is one of the
reasons I chose a career in sales, and I look forward to working with a company where that’s a
top priority.
6. What are your greatest strengths?

Tip: This question gives you an opportunity to talk about both your technical and soft skills. To
answer, share qualities and personal attributes and then relate them back to the role for which
you’re interviewing.

Example: “I’m a natural problem-solver. I find it rewarding to dig deep and uncover solutions to
challenges—it’s like solving a puzzle. It’s something I’ve always excelled at, and something I
enjoy. Much of product development is about finding innovative solutions to challenging issues,
which is what drew me to this career path in the first place.”
7. What are your greatest weaknesses?

Tip: It can feel awkward to discuss your weaknesses in an environment where you’re expected to
focus on your accomplishments. However, when answered correctly, sharing your weaknesses
can show that you are self-aware and want to continuously get better at your job—traits that are
extremely attractive to many employers. Remember to start with the weakness and then discuss
the measures you’ve taken to improve. This way, you’re finishing your answer on a positive note.
 Example: “Earlier in my career I noticed that because I was so enthusiastic about my work, I had
a tendency to say ‘yes’ when I should have been saying ‘no.’ At one point I ended up so
overwhelmed by my workload, taking on so many projects, that I was working evenings and
weekends. It was stressful, and that stress affected my production quality. I realized this was
counterproductive, so I started using workload management tools to set better expectations for
myself and my teammates.”
8. Where do you see yourself in five years?

Tip: Understanding how you imagine your life in the future can help employers understand
whether the trajectory of the role and company fits in with your personal development goals. To
answer, provide general ideas about the skills you want to develop, the types of roles you would
like to be in and things you would like to have accomplished.

Example: “In five years, I’d like to be an industry expert in my field, able to train and mentor
students and entry-level designers alike. I would also like to gain specialized experience in user
experience to be a well-rounded contributor working with design and marketing teams on large-
scale projects that make a difference both in the company and the global community.”
9. What is your salary range expectation?

Tip: Interviewers ask this question to make sure your expectations are in line with the amount
they’ve budgeted for the role. If you give a salary range exceedingly lower or higher than the
market value of the position, it gives the impression that you don’t know your worth. Research
the typical compensation range for the role on Indeed Salaries, and tend toward the higher side of
your range. Be sure to let the hiring manager know if you’re flexible with your rate.

Example: “My salary expectation is between $XX,XXX and $XX,XXX, which is the average
salary for a candidate with my level of experience in this city. However, I am flexible.”

10. Why should we hire you?

Tip: While this question may seem like an intimidation tactic, interviewers generally bring this
up to offer you another opportunity to explain why you’re the best candidate. Your answer
should address the skills and experience you offer and why you’re a good culture fit.

Example: “I have a passion for application development that’s grown stronger over the course of
my career. The company’s mission aligns with my personal values and, from my limited time in
the office, I can already tell this is the sort of positive culture in which I would thrive. I want to
work for a company that has the potential to reshape the industry, and I believe you’re doing just
that.”

11. How do you handle stress?

Tip: This isn’t a trick question to see if you get stressed at work or not. Rather, how you handle a
stressful moment is an indicator of your ability to solve problems. Employers want to hire
candidates who react to stress in a constructive manner, so it’s important that your answer to this
question demonstrates personal growth.
 Example: “I’m able to stay calm when I focus on the bigger picture and break down my projects
into smaller tasks. What is the ultimate goal I’m trying to achieve? From there, I make a list of
action items with reasonable deadlines. Even if the big project is due tomorrow, I ask myself,
‘What’s something I can tackle in the next 30 minutes?’ Before I know it, I’ve made significant
progress and that impossible project doesn’t seem so impossible.”
12. How do you deal with conflict?

To answer this question successfully, assure your interviewer that you are a good listener who
can accept opposing views without getting upset. You could also mention how conflict resolution
should take place in a private space. Aim to provide an example if possible.

Example: “I actively readjust my attitude during a conflict situation. This means that I strive to
listen to the other person’s point of view without becoming defensive. I also attempt to move the
confrontation to a private space to avoid further complications.”
13. How do you approach diversity in coworkers?

It is vital to celebrate diversity in the workplace. Most companies today feature a multi-cultural
workforce that consists of people with different religions, political affiliations and beliefs, so an
employee who accepts and aims to learn about differences in background is far more likely to
make a great team member.

Example: “I love to inform myself about different cultures, opinions and perspectives. I deeply
appreciate the beauty diversity brings to the world, and I am always seeking to learn more about
how to inform myself about and support other communities.”
14. Do you work well under pressure?
I positively thrive on pressure. My worst nightmare is a job thatis entirely predictable and
mundane. I really enjoy the fact thatmy job is different every day and you never know what new
situ-ations or challenges you may be facing.
15. What makes you lose your temper?
“I am not the kind of person who ever gets angry at work. Angerjust isn’t productive and even in
a crisis it’s more important tofigure out what can be done to sort out the situation than toshout
and scream and point the finger of blame at people.”
16. How do you deal with disappointment?
Of course I don’t enjoy being disappointed, but rather than dwell on the past I try to focus on the
future. As such, I always try to make the best of any situation. If I feel that I can do anything
tobetter the situation, then I try to do it. But if it looks as if thechance has gone, then I try to see
what I can learn from it.
17. How do you cope with job stress?
No matter how bad the day I’ve had – perhaps it’s due to a difficult case or just too much todo –
when I get home, I get changed and go for a 20-minute jog.Whenever I do that, I can literally feel
the tension leaving mybody.