First of all I would like to stress the importance of carefully reflect on my goals, aspirations, and whether they are consistent with the position or company to which I aspire. There is nothing more to discourage an interviewer to talk with someone who seems to have done or even raised his career in a serious way. (more…)

One of the varieties of in-depth interviews, its main feature is the status and competence of the respondent, who wants an experienced member of the studied markets. Expert interviews include getting the respondent to answer detailed questions about the trends and characteristics of market forecasts of its development.

The experts – experts who know the specific part of the phenomenon. In most cases, expert interviews conducted with company executives or directors of major departments, representatives of executive and legislative authority of the regions, scientists, universities and research organizations, non-government employees, private expert or advisory bodies, members of expert panels, etc. (more…)

Think of the screening interview as the “give me a reason to reject you as a potential candidate” interview. The person doing the screening is trying to screen you out before they invite you to an employment interview. This type of interview is often conducted over the telephone.

Screening interviewers will ask specific questions:

To see if you lack certain skills or minimum qualifications for the job
To see if your answers are consistent with your resume
To see if you can communicate effectively (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 type of interview is a close relative of the behavioral interview. Questions used in situational interviews are directly derived from specific activities of the job. Applicants are asked these situational questions to evaluate how they might behave in the situation.

Example of a situational question:

A customer brings in a car for repair on Monday and is asked to return on Wednesday. The repair isn’t finished when the customer returns on Wednesday. How would you handle the situation as the service manager? (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…)

Traditional interviews are still common in small to medium-sized companies. Much of the interview success will depend on your ability to establish rapport with the interviewer, since many of their questions are hypothetical or theoretical. You will quickly know that you are in a traditional interview if the interviewer doesn’t have a list of questions to ask you, or the questions are vague, unfocused or theoretical. (more…)