Tips for Interviews!
edited: Saturday, March 30, 2002
By Ameera Anoor
Posted: Saturday, March 30, 2002
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Use some of these great tips!
Interviewing is an extremely stressful event to both the job applicant and the employer. The job applicant can experience such extreme anxiety before and during an interview that they may end up hurting their chances of getting an offer. One of the least favorite job responsibilities of hiring managers is interviewing, however it is one of the most important aspects in finding the right talent and it starts with asking the right questions.
Using an interview coach increases the chances of success for both the job applicant and the employer. For the job applicant we offer mock online interviews in a chat room, career skills assessments and many other services, which will help you to prepare for the interview, ease your anxiety, and increase your confidence. For the employer, we can help you set up an employee selection program by coaching you on the right type interview format to use, asking the right questions, having a pre-determined criteria and assessments, which all can increase the odds of getting the right person for the job the first time.
Assess the position
Determine the technical skills needed to succeed in the position. What hard skills are required? Do they have to know a certain software program? Do they have to know sales?
Determine what soft skills are most important for the position. Is it leadership, interpersonal skills, teamwork?
What personality traits must this person have? Should the successful candidate be a self-starter, competitive, has a sense of humor, patience, be a great listener, task oriented, or maybe just diplomatic.
Determine the interview format you wish to use.
Behavioral Interview Format. Behavioral interviewing is based on the premise that the best predictor of future performance is past performance. These types of questions are designed to pull out specific examples of behavior used to accomplish tasks at previous employers.
Panel Interview. Larger corporation typically uses this format where a position touches many different departments. It saves time since every person is present in the interview at the same time. Each person develops 3 or 4 questions that are important to their specific needs.
One on One Format. This is the traditional interview that most companies still use. Typically the hiring manager sits down with the interviewee in an office facing each other. The objective is to have a conversation to determine if there is a good fit between the applicant and the employer.
Develop your questions
The questions you develop should be based on your answers when you assess the position. For instance, if you determined that this person must have leadership skills, then you should include a question that will give you an indication of the level of leadership skills possessed by the applicant. If youve determined that this person needs to have competitive skills, then you should have a question leading to an example about his/her competitiveness. Here are some categories to use as guidelines.
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