Interview Tips:Best preparation for Interviews(2019 Update)
Any interview can be cleared with a few simple tips that are very easy to follow.In the below sections,we look at various small things to prepare for any of these interviews.To crack an interview always look at the expectations from an interviewer.It is easy to prepare for an interview knowing the expectations of an interviewer
Let us look at how an interviewer conducts an interview or what he looks in an interview
How does an Interviewer or HR professional look at interview process
It is always good to see how a person conducting interviews sees the interview .
- How does the interview get evaluated?
- Desirable qualities in any Interview candidate
- Qualities to Avoid Creating a Bad Impression
- Understand the Reasons for a New Job Opportunity
- Primary Factors in a Job Description
- Factors used in Shortlisting interview Candidates
- Key Hiring Factors
- Punctuality in reaching interviews
- Etiquette and Personality during interview process
- Confidence of a candidate
- Communication skills of a interviewee
- Capability of the candidate in interview
- Transparency in answering questions
- Career Gap
- Is the potential candidate a Job-hoppers?
- Interpersonal communication of the interviewee
- Key Interview Tips to remember
First try to write the answers for the above questions and try to see if you are prepared to answer the question spontaneously.The reason for this is that we can ourselves some of the errors we will make by answering these questions.The best part of practicing the most common interview questions is that they inculcate confidence in us.This way while answering the question in interviews we would be sounding way more confident than before.It would be better if we are able to practice this in front of a mirror.Practicing in front of mirror gives us the added advantage of evaluating the answer along with body language.
the HR executives looks in a candidate for:
Good team profile
Good career graph
Good technical / subject knowledge
Dull and unimpressive
Patchy communication skills
Profile with lot of gaps (unexplained)
Problems in interpersonal relationship
Very rough career progression
Shallow knowledge of subject / beating round the bush
- The role of HR department is training , employee development and Organization structuring is also well known within the organization. Some play major part in productivity, performance appraisal and also in succession planning - depending on seniority of their role in the hierarchy of the organization.
- It is our intention to dwell into their minds when they go for the first of their roles – set to find out resources for the organization to function effectively and progress further. It sometimes helps to know what the vacancies are for.It gives us a good view into what will be expected from us in case we are filling the position
New business units being opened up
New activities within the existing set up
New departments coming in
Severances (resignation, retirement and death)
Unskilled, semiskilled, skilled and highly skilled
- Majority of HR players are excellent poker players – not easy to discern their keenness or otherwise of a candidate at the time of entry, during the interview and afterwards. They take their own sweet time to come to a conclusion of any person – the candidate left to guessing about his performance in the interview.
- Even when they see the brightest and best fit, their face would not let it out and so on and so forth. Now let us get to the insight part of it – how do they select and what do they expect in a candidate to select or reject or hold on (keep pending) for future use.
- Let us analyse selection process – flow chart – to indicate the intricacies for selection and even the prima facie reason for recruitment exercise in the first place.
Male / female
Line of experience
Quality of experience
Companies or organizations worked in
Willingness to join immediately
Growth of the individual
Exposure to good companies so far
Package – over or under paid
Then they analyze the personal qualities exhibited by the individual at the time of interactions. We will try and enumerate their expectations and compromises that they may make in selecting individuals for the requirement of the organization.
First and foremost factor that weighs positively with the interview Panel is punctuality. They expect the candidate to be in their place before the allotted time. Coming late or huffing/puffing to reach the interview venue is not well received. If somebody who is yet to find a place in the organization takes it lightly to come to the venue, their general seriousness of task on hand will be doubtful.
- The individual should be well groomed (hair in place), good/light perfume, well tucked in pant/shirt, full sleeves preferable, tie if warranted, decent/simple cuff links, Preferable to be dark pant+light shirt combination and belt not more than 1.5 inches width.
- In a female candidate, they would expect a comfortable dress code – saree (pinned at the right places), chudidhar with duppatta, or kurti tops. If pant and shirt, as above for male candidates will be advisable.
- For gents, it has to be formal shoes with matching socks and for ladies, comfortable slippers without much of clacking heels.
- “Good morning to you / all – Sir / Sirs” “pleasant day Sir” if female interviewer present, change the gender in wishing.
- They do not expect the candidate to ask “how are you? “ it is their prerogative.
Personality are the individual traits that every person would posses.It depends from the way we talk to the way we carry ourselves.We should always keep working on our personality.It is one of the first things an interviewer will notice about you during the interview.
- Pleasant disposition and a smiling face. Waits for the Panel Member to extend his hand for hand-shaking. Sweaty palms and a wobbling walk into the room does not give a positive impression.
- Panel expects the candidate to take permission to take their chair – though chair is provided, it is not automatic to sit down. A pleasant nod of the head seeking approval will be enough.
- As is the position demanding, they will have excellent command over English. They will speak clearly and give pauses at the right places. They will not be loud nor will they murmur. Will not make any blatant grammatical errors.
- While they may expect the same level of proficiency and receive you with that expectation, they are trained and exposed to situations where your communication may be better than theirs or a notch lower than theirs.
- They also judge your capacity in terms of explaining your area of clarifications well – even though you may have patchy English communication – if it is technical or a level where you need not communicate at senior level within the Organisation or outsiders to explain the situation.
- They will look at overall situation where the communication is critical to discharge your function or decent communication where messages will not be lost and the Institution will not suffer.
- The HR person is ably assisted by the functional executive whenever there is a position involving technical expertise, skill and knowledge.
- In this scene, he would be the observer as far as the process is concerned. His area of observation will be the mental agility of the candidate, understanding of the subject/question, responding to the query. He will also find out whether the candidate is beating round the bush or clear in his response and upto a point.
- He will also discern whether the candidate is evasive in his response and has only skeletal knowledge.
- Various types of candidates come for interviews. Very frank, expressive and down to earth. analyzing them will be easy for the HR person.
- We will have dubious, reticent and dull candidates. HR will identify this by posing simple questions and eliciting difficult answers, their body language and their eye contact.
- Shifting eye contact will indicate a character who is not transparent or is hiding something. The person who confuses with the queries as also gives evasive answers reflects to HR as a person with no depth of knowledge or has half-baked wit.
- Assimilating this factor in the candidate, HR will give opinion that this candidate cannot be considered because he lacks depth of knowledge and poses as if he has the requisite skill and knowledge fit for the position.
- The CV / biodata should cover all possible years of a career – any gap will be easily identified by the HR.
- They would expect the candidate to tell them exactly about the gaps – reasons can be that the candidate may be unemployed, may be not well, may be sent out, may even be suspended, may be was studying.
- They expect the candidate to be as frank and clear as to the reason for the gap. Any evasive response or half-truth would not be taken well. They would even expect the “unemployment” part of it to be told frankly so that they would appreciate and get on with the interview.
- In case of an argumentative evasion in any of these issues, the candidate would be rejected with a reason “not trustworthy”.
- While gap in a profile is negative, frequent job changes should be positive – is it? Frequent job changes indicate that so many people have selected our candidate. But no! the candidate would be unhappy at the slightest discomfort that he comes across and starts looking out for assignments. HR would probe to find out each job change with a magnifying glass and would certainly find the real reason for this phenomenon.
- The corollary to this also to be viewed closely by HR. With no perceptible growth in somebody’s career, he stays with the Institution for 15/20 or some long years, he would seem to be a person who lost his will to excel or has slow growth in his Institution. Application may be due to frustration rather than a will to succeed.
- Last four job changes of a candidate can be indicated as “difference of opinion with boss” or “not getting along well with peers” or “not comfortable with the personnel policies”.
- If it is only one time, then probably the HR person would take it as aberration. If it is oft-repeated response, doubt will arise indicating “interpersonal” issues. Can be genuine also but depends on the way it is explained to by the individual. If he comes out aggressive or arrogant during the process, HR would discern it as problem with “candidate” and not with the Institutions he served.
- While talking about interpersonal skills, HR would also appreciate the ‘fast track’ executives who brook no opposition to the good process which would enable the Institution to grow. The passion with which a project is explained by the candidate will reflect well in the CV as also the career progression enjoyed by the candidate.
In an interview,we usually get only one chance to form an impressions.The difference between people who clear the interview and who don't can be as simple as the impression created.There are a lot of small things that count in an interview,which some of us ignore.
On the interview day,Make the best effort to be half an hour early to the interview location.The above gesture proves two things ,one that you are serious about the interview,two that you are punctual
There are other etiquettes like knocking on the door before entering the room are small actions that go long way in creating a great impression
In case of interview,you can never be fully prepared .There are always going to be questions ,which will catch you off guard. In these situations, try to take your time in answering the questions.Always remember that there are no right or wrong answers to these questions, but certainly intelligent and witty answers. Make sure the answers are not stereotypical.
Some people Answer questions like "Where do you see yourself in 5 years?"
Answer :" In your seat taking interviews"
The above answer may definitely be witty ,but it is a double edged sword .Some interviewers may find it funny and may lead you to your selection in the interview. These type of answers may also taken as casual and rude and sometimes may lead to rejection
The subtle answer to these questions can be like to head a small team with motivated individuals and contribute to the overall growth of the organization.
Last but not the least have the presence of mind to think before you answer anything and never exaggerate about everything.Always have an example to substantiate your claims in terms of experiences