Employment Interview



Employment Interview :




Do you wonder that despite a good resume why you have not landed a good job?


Most likely the problem lies with you and not with your resume. It’s not always that your resume gets you a dream job. It also depends how well you manage the interview part, especially the tough and tricky questions.


1. Answer questions directly.


Then elaborate with examples. Choose examples that highlight past successes and relate it to the projects or issues that interviewer is facing. But avoid excessively lengthy responses. The purpose of tough interview questions is to encourage interviewees to think about themselves and to give the interviewer clear and revealing information as to the interviewee's suitability for the job. One key to success is to use even means at your disposal to develop effective-interviewing skills, including selective presentation of your background, thoughtful answers to typical interview questions, well-researched questions about the organisation and an effective strategy to market yourself.


There is no magic to interviewing. It is a skill that can be learned and developed with practice.


History of Interview Questions


In interviews that are considered structured interviews….there are typically two types of questions interviewers ask applicants : situational questions and behavioral questions (also known as patterned behavioral description interviews). Both types of questions are based on critical incidents that are required to perform the job but they differ in their focus. Critical incidents are relevant tasks that are required for the job and can be collected through interviews or surveys with current employees, managers or subject matter experts.


One of the first critical incidents techniques ever used in the United States Army asked combat veterans to report specific incidents of effective or ineffective behavior of a leader. The question posed to veterans was….Describe the officer's actions. What did he do?” Their responses were compiled to create a factual definition or critical requirements of what an effective combat leader is.


You must remember that the best-qualified person does not necessarily get the job. It is one who presents himself / herself confidently, speaks well and sells himself / herself at the interview. And this can be despite the fact that others may have better qualifications and more experience. The person who makes the interviewer believes that he has that extra magic and that the company cannot afford not to have him / her, is the one who will get the job. The extra magic is really preparation. Successful persons will tell you that to succeed there is no substitute for hard work. Similarly for a good interview there is no substitute for preparation.


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