INTERVIEW TECHNIQUES
There are many methods
used to assess your potential to do a job.
They can be in the form of application forms, aptitude tests,
personality questionnaires, in tray and group exercises, presentations, and
handwriting analysis. Some of these assessment methods may be used initially to
screen out candidates. The interview, however, will always be used, no matter
how many assessment methods you may have encountered beforehand.
Interview Objective
An interview is an
exchange of information through questioning.
Your objective will be to assess if the job if for you and the
interviewer’s objective will be to assess if you are right for the job.
The interview is the main and most common means of
assessing a candidate. It may be
conducted one to one or in the form of a panel interview.
Essentially, the interviewer wants to know if you can
demonstrate the following areas of competence, ‘The 4 Cs’:
|
Criteria
|
What?
|
How?
|
|
Capability
|
Can you do the job?
|
Skills, knowledge,
Experience
|
|
Compatibility
|
Do you have the personal fit?
|
Image, style, confidence, self esteem, attitude,
body language & tone of voice
|
|
Commitment
|
Do you want this job?
|
Personal drive, motivation, stability, career
ambitions
|
|
Circumstances
|
Is there anything to prevent you from doing this
job?
|
Location, mobility, outside interests / commitments,
salary expectations
|
The Three Main Types of Interview
The three most widely
used methods include the following:
The Biographical Interview – questioning about your past experience, based
on the principle that past behaviour will predict future behaviour.
The Competency Based Interview – questioning based on set of competencies
or behaviours that are required to do a job e.g. an accountant needs to be
‘detail conscious’.
The Situational Interview
– questioning based on a set of predetermined,
hypothetical job-related situations e.g. you are required to stand in for
your boss – what would you do?
Interview Structure
An interview lasts
from about 30 minutes to an hour. The
timings in the table below are based on a 1 hour interview. Whether the interview is 30 minutes or 1
hour, it will be split into the 3 following main parts, with the questioning
taking up the majority of the time:
- Beginning
Introductions,
tell me about yourself
10
minutes
Middle
Specific
questions related to the job & an explanation about the job.
40
minutes
(expect
to answer questions for 30 minutes)
End
Any
final questions you may have & next steps
10
minutes
Questioning Techniques
Open questions – usually start with ‘how, what, why, where,
when, tell me’. These questions are
deliberately left open to start you talking. Be careful not to waffle.
- Closed questions – these questions require a ‘yes’ or ‘no’ answer
to confirm information. If you are
given lots of closed questions, you may have to elaborate a little to get
your point across.
- Probing questions – these questions are designed to look for
specific information. The interviewer will be digging around for further
information e.g. “What specifically were you responsible for?” , “What was
the outcome?”, “Why did you do that?”
- Hypothetical questions – the aim of this question is to understand what
you would do in a given situation.
Whenever possible, always reply with what you have done in the
past.
- Leading questions – sometimes interviewers can put you on the spot
by trying to get information from you before you have been able to
consider the situation e.g. “when will you be able to join us”, “we would
like to offer you x salary, is that ok?”
Rather than giving an answer on the spot, say that you need to
think carefully about it.
Interview Questions
The different questions
you may be asked at interview are endless.
Rather than trying to anticipate every single question, consider the job
you are being interviewed for and why you are the best person for the job.
Step 1
Look at the job advert or job description and
highlight the key skills / competencies that are required.
Step 2
Divide the skills and competencies under main headings.
Step 3
Consider all your experience and achievements that
are relevant to these competencies and skills.
Step 4
Write down specific examples related to what is
required in the job. Define your example into 4 main parts (S.T.A.R.):
Situation – What happened? Use an
action verb to describe the situation.
Task – What did you do? Summarise the task and your objectives.
Action – How did you do it? Use facts, figures, scope and size,
describe meetings and people interactions. Explain specifically what you did.
Use “I”.
Result -
What was the outcome ? Use Positive results and if possible measurable benefits. If the outcome was negative, explain what you learned and the positive outcome of your learning experience.
(Even if you are asked a hypothetical question i.e.
‘what would you do if’, always relate the question to a specific example in
the past and answer, this is what I did, not this is what I would
do.
Some Possible Interview Questions
Tell me about yourself? Tell me about your previous job?
Why are you looking for a job?
Why did you leave your last job?
What did you like and dislike about your previous job?
Why do you think you can do this job?
What are your strengths?
What are your weaknesses?
What are your development needs?
What motivates you?
What are your salary expectations?
How would your manager, work colleagues describe you?
Describe your biggest achievement?
Describe your biggest failure?
How do you work under pressure?
What are your career aspirations?
What do you know about this company?
Some Questions to ask
the Interviewer
To ensure that this is
the right job / career direction for you, you need to ask the interviewer
relevant questions about the job and company, so that you can make the right
decision. To make the most of the interview, make a list of questions before
you go into the interview. You may ask
some of the questions or some of the answers to your questions may be covered
during the interview. Be polite, thoughtful and careful when asking questions
as the interviewer may not have prepared. Avoid asking questions about the
company that you should already know as a result of some basic research.
Remember to ask ‘open’ questions.
What are the long term
goals for the department / organisation?
How has your company been
successful?
Where does the position
fit into the overall organisation?
What will be your
initial priorities?
What problems are you likely to encounter?
What is your style of working?
What happened to the previous job holder / is this a
new job?
What are the most important skills to do this job?
What changes would you like to see?
Where would you see a successful person progressing to
in this position?
Interview Dos and Don’ts
Do
Arrive punctually at the interview.
Be prepared to treat any ‘general chat’ as an interview.
Take a spare CV, your diary and any literature you want to refer to
with you.
Be polite to all staff, receptionists etc and expect to engage in
some small talk.
Engage the interviewer. Dress appropriately, maintain eye contact,
firm handshake and mirror the sitting position of the interviewer.
Be positive and show enthusiasm.
Speak articulately and confidently.
Be prepared to talk about any gaps in your career history.
Refer to real examples / anecdotes when giving examples of your
experience.
· Do demonstrate
your interest in the job and company by asking questions and to ensure that it
will be the right move for you.
Don’t
Waffle – watch out for any signals that the interviewer is getting
bored with what you have to say or it’s time to close.
Talk too little.
Interrupt what the interviewer has to say.
Feel you have to fill silences.
Use jargon or very technical explanations.
Discuss salary, holidays and benefits until you have an offer to
negotiate.
Be afraid to ask the interviewer to repeat a question if you need
further clarification.
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