Job Interviews Questions
Mar 5th, 2010 by admin
In common terms, job interviews can be categorized in to 3 main structures. There are structured interviews, non-structured interviews and semi-structured interviews. Semi structured ones are the most favorite out of all. The idea here is starting the interview with more general questions that will be offered to every candidate and later when the discussion develops interviewer may tend to ask unique questions about the candidate.
Job interview questions: It is common to find a lot of open and common questions asked during the first quarter of an interview. The intention of the interviewer may be to envision the setting of the candidate and get some understanding of his skill profile. This is where the participant is supposed to answer questions related to education and qualifications etc. The most favorite example for this kind of question is Tell me about yourself . These job interview questions may seem very easy to answer and less significant but actually these questions give candidate the ideal opportunity to position him/her self in a favorable place. In here, the interviewer is not just asking about details of the candidate but he’s evaluating how suited the candidate is for the particular job. So don’t ever rush through this phase and appear or sound like you are bored because you will never know what will come up next.
The final stage of job interview questions may tend to be unique for the candidate. Interviewer may ask questions about extraordinary points he picked up from the profile of the candidate and questions that need little thinking from the candidate s side. This phase is notorious to contain questions that one does not feel up to answering. Most of them are hypothetical questions (What would you do if) where the candidate is forced to think in behavioral questions where candidate is asked to draw how he uses his experiences to tackle a given problem.
This is where the STAR approach comes in handy for any candidate. S fends for discovering the Situation and setting the background of the trouble he faced in the past. T is for The Task; here the candidate may describe the job he was appointed to. A fends for the Action, this may let in a description about activities that were taken and the attainments used to puzzle out the problem. Finally R fends for Result, where candidate is required to comment about the final outcome of his or hers work. For behavioral type of questions, the STAR method can be successfully practiced to give important and persuasive solutions for job interviews questions.