Tell Me about Yourself Interview :
Stress interviews are still in common use. One type of stress interview is where the employer uses a succession of interviewers (one at a time or en masse) whose mission is to intimidate the candidate and keep him/her off-balance. The ostensible purpose of this interview….to find out how the candidate handles stress. Stress interviews might involve testing an applicant’s behavior in a busy environment. Questions about handling work
overload, dealing with multiple projects and handling conflict are typical.
Another type of stress interview may involve only a single interviewer who behaves in an uninterested or hostile manner. For example, the interviewer may not make eye contact, may roll his eyes or sigh at the candidate’s answers, interrupt, turn his back, take phone calls during the interview or ask questions in a demeaning or challenging style.
The goal is to assess how the interviewee handling pressure or to purposely evoke emotional response. This technique was also used in research protocol studying stress and types A (coronary-prone) behaviour because it would evoke hostility and even changes in blood pressure and heart rate in study subjects. The ley to success for the candidate is to
de-persona hzc the piocess.
The interviewer is acting a role, deliberately and calculatedly, trying to rattle the cage. Once the candidate realizes that there is nothing personal behind the intetviewer’s approach, it is easier to handle the questions with aplomb.
Example stress interview questions :
Sticky situation :
“If you caught a colleague cheating on his expenses, what would you
Putting you on the spot :
“How do you feel this interview is going?"
Popping the balloon :
(deep sigh) “Well, if that’s the best answer you can give… (shakes head)… Okay… what about this one?”
Oddball question :
“What would you change about the design of the hockey stick?”
Doubting your veracity :
“I don’t feel like we are getting to the heart of the matter here. Start again - tell me what really makes you tick."
Candidates may also be asked to deliver a presentation as part of the selection process. The Platform Test method involves having the candidate make a presentation to both the selection panel and other candidates for the same job. This is obviously highly stressful and is therefore useful as a predictor of how the candidate will perform under similar circumstances on the job. Selection processes in academic, training, airline, legal and teaching circles frequently involve presentations of this sort.
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