Face in­ter­views with ease

Hindustan Times (Chandigarh) - Guide - - INSIGHT - Prof Man­har Arora Do not over pre­pare Do not get con­fused Do not get overex­cited Do not over­re­act Do not hes­i­tate Do not lie Do not be ex­pres­sion­less Do not be a 'yes' man

Fac­ing in­ter­views are al­ways chal­leng­ing. Be­fore any in­ter­view the as­pir­ing can­di­dates look for sug­ges­tions and guide­lines to crack them ef­fec­tively. As­sess­ment and eval­u­a­tion through in­ter­views have been the old­est method­ol­ogy adopted by the em­ploy­ers for re­cruit­ing the best tal­ent.

Mod­erni­sa­tion and iden­ti­fi­ca­tion of dif­fer­ences be­tween tech­ni­cal and non­tech­ni­cal skills as well as their im­por­tance have changed the style and struc­ture of in­ter­views as well. The in­ter­view­ers are now more par­tic­u­lar while se­lect­ing a can­di­date, as ev­ery job de­mands spe­cific skills and ori­en­ta­tion of be­hav­ior to­wards them.

In the ear­lier times, a good de­gree was enough to get em­ploy­ment. Cer­tain be­hav­iours and non-tech­ni­cal skills were ig­nored while se­lect­ing a can­di­date for tech­ni­cal posts. But in the present sce­nario, the skills which were ig­nored ear­lier, are given equal weigh­tage. Se­lec­tion of a can­di­date is done on the ba­sis of com­plete per­son­al­ity eval­u­a­tion, which is a blend of tech­ni­cal and be­havioural knowhow.

This im­proved sce­nar­ios and avail­able pool of tal­ented hu­man re­source has made the task of re­cruit­ment fur­ther com­plex and crit­i­cal. Even for the in­ter­vie­wee or can­di­dates, the task has be­come more chal­leng­ing as well as in­ter­est­ing. There is a need to im­pro­vise upon your prepa­ra­tion, and ob­serve for spe­cific be­hav­ioral skills to at­tract the in­ter­viewer.

Fol­low­ing are the some don'ts, which might help add ex­tra worth be­fore an in­ter­viewer dur­ing an in­ter­view. This is a very com­mon mis­take that ev­ery can­di­date com­mits. Can­di­dates tend to look out for all pos­si­ble re­sources to gather in­for­ma­tion about the or­gan­i­sa­tion, where they are go­ing for in­ter­view. How­ever, in the process, they puz­zle them­selves while man­ag­ing the in­for­ma­tions. There are some vi­tal points about an or­gan­i­sa­tion that you need to know like its vi­sion and mis­sion, core com­pe­tency, ma­jor pro­mot­ers, busi­ness op­er­a­tions and key clients. More­over, what a can­di­date can of­fer to the or­gan­i­sa­tion and its clients are suf­fi­cient to im­press an in­ter­viewer. In an in­ter­view, in­ter­viewer asks some am­bigu­ous ques­tions that tend to con­fuse an in­ter­vie­wee. These ques­tions are es­pe­cially de­signed to as­sess the pres­ence of mind. Mostly these ques­tions be­come a trap for an in­ter­vie­wee. It is sug­gested that keep your nerves un­der con­trol, lis­ten to the ques­tions care­fully and an­swer only when you have un­der­stood. In case you are not clear about the ques­tion, you have all right to ask the in­ter­viewer to re­peat the ques­tion, rather giv­ing a con­fused an­swer. Some can­di­dates are ex­cited about their in­ter­views. Ex­cite­ment is good but overex­cite­ment is not fa­vor­able. In overex­cite­ment a per­son loses the abil­ity to ra­tio­nalise the sit­u­a­tion and could not un­der­stand the mean­ing of a ques­tion. Be­sides, in ex­cite­ment your an­swer­ing speed in­creases that makes the in­ter­viewer un­com­fort­able to un­der­stand. Overex­cite­ment also in­creases the body move­ment. Shak­ing legs, move­ment of arms, ro­ta­tion of neck are some symp­toms when you are overex­cited. These ac­tiv­i­ties do not make an im­pres­sion. There are three re­ac­tion sit­u­a­tions, which in­ter­viewer as­sess dur­ing an in­ter­view. First, when the in­ter­vie­wee does not re­act, sec­ond when he re­acts, and thirdly when he over­re­acts. To check re­ac­tion of an in­ter­vie­wee, sen­si­tive ques­tions are asked, which could com­pel the can­di­date to re­act and in the mean­time the de­gree of re­ac­tion is mea­sured. This also helps the in­ter­viewer to un­der­stand the be­hav­ior and the level of ma­tu­rity of the can­di­date. Man­ag­ing re­ac­tion is a tricky task, but by prac- tic­ing pa­tience and ra­tio­nal at­ti­tude one can win the sit­u­a­ton. Dur­ing in­ter­view, a can­di­date must not hes­i­tate to ask ques­tions to the in­ter­viewer. But make sure that those ques­tions must be use­ful and rel­e­vant for the ca­reer. Avoid ask­ing per­sonal ques­tions to the in­ter­viewer. But if your ques­tion is rea­son­able and crit­i­cal to your job de­scrip­tion, then there is no need to be hes­i­tant, go ahead and ask a well framed ques­tion. There must not be left any­thing in your mind that you wanted to ask, but could not ask be­cause of hes­i­ta­tion. This will make an in­ter­vie­wee in­de­ci­sive. Though there are no lie de­tec­tor mech­a­nism in in­ter­view rooms, but in­ter­viewer him­self is lie de­tec­tor. In­ter­vie­wee must not tell lie in any sit­u­a­tion. This might lead to in­sult­ing sit­u­a­tion when found ly­ing. Some­times in­ter­viewer does not show that in­ter­vie­wee is ly­ing, but a strong no­tice of that re­jects the can­di­da­ture. It is un­der­stood that peo­ple lie, but at least in an in­ter­view, it is ex­pected to speak the truth. This is the rea­son that there is a dec­la­ra­tion at the end of re­sume. Smil­ing face is en­cour­ag­ing, and spread pos­i­tive vibes about the can­di­date and at the same time re­flects his/her con­fi­dence. It is sug­gested to keep an ex­pres­sion on your face, must not sit ex­pres­sion­less, this will mis­lead the in­ter­viewer and make him dif­fi­cult to un­der­stand your be­hav­ior. It is also pos­si­ble that he may lose in­ter­est in the can­di­date and ter­mi­nate the in­ter­view by ask­ing few for­mal ques­tions. It is sug­gested to keep in­ter­viewer in­ter­ested in you by your ex­pres­sions and have a longer in­ter­view ses­sion. This will help the in­ter­viewer com­pre­hend you bet­ter. It is not nec­es­sary that in­ter­vie­wee keep say­ing 'yes' to all the ex­pec­ta­tions and ques­tions of the in­ter­viewer. Give an­swers us­ing the an­a­lyt­i­cal abil­ity. Take time to rea­son the ques­tions, only then sub­mit an­swers. This will re­flect your knowl­edge, abil­ity to un­der­stand the sit­u­a­tion and above all the abil­ity of decision mak­ing. It is most im­por­tant these days to have the decision mak­ing skills, as in­ter­view­ers and the or­gan­i­sa­tions care for those can­di­dates, who can take their own valu­able de­ci­sions.

Newspapers in English

Newspapers from India

© PressReader. All rights reserved.