When an interviewer ask you if you have any question to ask, you must be very careful. Whatever you do never say you have nothing to ask. This is a very tricky situation. (more…)

The interview questions are really a test. This test is trying to determine what qualifications, skills or abilities you need to succeed in the position you are applying for. Most questions will focus on your skills, your style of operation, resulting in your ability to work with others, how you handle authority, your analytical skills, etc.. Basically, you’re a good fit for their company? (more…)

During the interview:

· Formal treatment Keep your interviewer, Salute shaking his hand, always respectful tone.

· Prevents you nervous, and the date when asked a few seconds to think about your answer and answer with certainty. Answer each question accurately, but not to overdo too. (more…)

Know Your Job History Well

Obtain Letters of Reference

Ask Questions to Reveal Requirements

KNOW THE PRODUCT WELL: you are the product. That you must know the product well, is a basic tenet of sales, and you are selling yourself at this time.

Know yourself and your job history well. Be prepared to describe your work experience fluently, citing major achievements. It makes a bad impression – and is frustrating for all concerned, if you are not able to provide detailed, well-thought-out, accomplishment-oriented responses to the interviewer’s questions. Be prepared to take the floor if the interviewer simply asks: “Tell me about yourself.” You might start out be describing your most recent job and then describe the job before it, etc. (more…)

The team interview subscribes to the notion that the more people involved in the hiring decision, the better the chances are of hiring the best candidate. Applicants will either meet the entire group at once, or will meet each member individually. The interview team members will assemble at the end of the interview to compare notes.

Team interviews are effective when they are structured and the interviewing teams use a common assessment guide to rate each applicant, otherwise, the interview ends up being a conversation with the final decision often being a “gut instinct” decision. (more…)

This interview technique is quickly becoming a favorite among employers. You will know you are in a behavioral interview when the interviewer starts asking you for specific examples of past performance.

The basic premise driving behavioral (competency-based) interviews is that an applicant’s recent, relevant past performance is the best predictor of future performance, in a similar environment. You can rest assured that a behavior-based interview question is directly linked to an important task or essential function of the position. (more…)

Behavioral Interview Questions and Follow-up Probes

The following example asks the same question behaviorally. Make a decision when asked.

Interviewer:
Give me a specific example of a time when you had to work with a difficult customer?

Applicant:
I was working for an equipment rental company and I could see that one of the customers was really impatient. We were understaffed at the time. I was trying to run the cash register and help customers at the same time. (more…)

Either answer is correct based on the types questions that were asked. The interviewer can’t really tell if this is a good or poor applicant since he or she has no way of knowing how the applicant actually performed in a situation with a difficult customer. The questions and answers are both hypothetical in this example!
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How can you tell if you’re adequately probing applicant answers? Try the following exercise and make a decision when asked.

Interviewer:
How would you handle a difficult customer?

Applicant:
I would first calm them down and find out what the problem is, then work together toward an acceptable solution. (more…)