Learn various Interview Techniques to ace an interview

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There are various techniques involved in interviewing candidates; some techniques are straightforward with the involvement of only one interviewer and easy process, but some are really complex with the involvement of many interviewers and hard process. If you are pursuing your dream job, get ready for any kind of process involved in interviewing candidates.

The process may offer you lunch/dinner to check your table manner, may ask you to come on Skype chat/phone, may expect you to resolve simple/complex problems, or may stand you with a group to spot your exclusiveness (that means, how uniquely you perform in a group). Here are some common techniques that many companies adopt in interviewing candidates.

Screening Interview

A screening interview is an important interview technique conducted in the initial stage to screen-out candidates as per their qualifications and skills. The technique identifies whether the candidate is eligible for the job profile or not. if he/she is eligible, then only can enter into another process of the interview.

Phone Interview

Often, companies conduct phone interviews before face-to-face interview to understand your ability and interest for the job profile. After knowing your interest only, the interviewer asks you to come for face-to-face interview. If company is calling you for face-to-face round and you are out-of town candidate, there are many companies who pay for conveyance.

There are many candidates who are very much comfortable in speaking face-to-face, but not on the phone; overcome your hesitation and increase ability in you to pass-out all rounds of interview. Prepare for a phone interview as same as you prepare for a face-to-face interview.

Face-to-face (first) interview

Face-to-face (first) interview is basically a one-to-one interview between you and the employer (hiring manager) of the company, or sometimes it is between you and two employees of the company. The interview is basically to understand your capability, skills, qualifications, qualities, and characteristic required for the job profile.

The Second Interview

Once you pass-out the first round, definitely, you will get a call to come in the second round. The question may come into your mind, "which type of preparation can take me one step a-head of the second round of interview?, and what to search and collect for a second round?". Here is the solution - start reviewing questions and answers that you have already prepared for the first round of interview, and find-out what to add more on those answers to make them interesting.

Make a note of all questions that had already asked in the first round, try to remember, how you had responded on those questions. If you feel, you can make those responses, better. Find out what to add, because there is a possibility; interviewers may ask the same questions in the second round too.

Although, it’s a second round, chances of getting employment increases, simultaneously, interviewer’s expectation also increases; the interviewer may like to know, how much you know about the company, employer and employees of the company. Collect maximum information about the company, to do so; have a look on "About-us" page of the company website and other websites that are specifically proposed to display different companies news and valuable information. Also, collect information about the company’s client base, latest news and what employers & employees are talking about.

The Group Interview

As per the job requirement, companies organize the group interview to recognize - How well a candidate performs in a group?, how good his/her communication, presentation, and interpersonal skill is?, has he/she leadership quality or not?, how good he/she is in caring and sharing his/her knowledge & skills with other group members?

In the group interview round, employers identify your team work qualities either through group discussion or by assigning a task to a group. During group discussion, make sure you that you speak-up, and interact with other group members. And, when interviewer assigns a task, try to give a meaningful opinion that should be helpful in completing the task and bringing the desired result.

The Lunch/Dinner Interview

Normally, companies offer lunch/dinner when interview process takes a complete day. Lunch/dinner is not just to provide you a meal, it is also a part of the interview to identify, how good your communication skills, interpersonal skills as well as your table manners. So, make sure that while having a drink; prefer to take non-alcoholic drink. While eating, don’t spread food on the table, and don’t talk much. You should not talk with food in your mouth.

Final Interview

In the process of interviewing candidates, final interview is the last round in the interview process. To reach to the final interview round, you may have passed through many other interview rounds, like group interview, second interview, phone interview or in-person interview, depends on the company’s job requirement and the interview process. “Final”, as the name suggests, is your last chance you get to build your trust on employer that you are the best one for the job profile, before he/she chooses someone else for the job.

Job Offer

Congratulation! Finally, you have done it. You have cleared all the rounds and reached to this stage. But, don’t get overexcited, be patient and think-off whether all the circumstances allow you to accept the offer letter or not, if yes, then only accept it. If you are confused about accepting a job offer, don’t say yes or no. Ask for some time to think-off and to take a correct decision.

List of interviewing techniques to help you prepare for Interview

Behavioral Interviews

In behavioral based interviewing technique, interviewer recognizes, how well candidate handled past work-related situations. By considering his/her past experience, interviewer estimates, how he/she will behave/perform in coming work-related situations. While explaining about your past work related experience, take good example that matches for the position you have applied for. Explain how you had handled the situation and how your contribution brought the desired outcome.

Competency Based Interviews

Competency based interview (also called structured interviews) is considered on the basic of your knowledge, skills and attitude. For example, a company needs a software developer with good communication skills, interpersonal skills, knowledge, and attitude. Your software knowledge is excellent, but you are poor in other areas, like; interpersonal skills and attitude/behavior, you won’t be considered as a best candidate for the job profile.

Questions of the interview are designed to test each and every required skill. On the basis of your response, the interviewer decides whether you are fit based on the predefined criteria of the job or not. The interviewer also tests whether you can work on stressful situation or not. To understand your ability, he/she ask you to share your past experience where you had worked under pressure.

Unstructured interviews

Unstructured interview is also called non-directive interview. An interview technique opposite from structured interview – In a structured interview, all questions are pre-organized, but in unstructured interview questions and not pre-organized. In unstructured interview, the interviewer may change the questions frequently depends on the responses you give. And, the interview can deviate from the interview schedule.

Portfolio Based Interviews

If you are applying for creative and media/communication industries, surely, the interviewer will ask you to come along with a portfolio of your work or show it online. The interviewer will thoroughly check your work and ask questions from a particular section of your portfolio.

Technical interviews

Based on the job requirement, employers check your technical skills and your ability to work by giving theoretical questions to solve or by putting many scenarios in front of you. Employers may test your practical experience on the floor to check your work potential and patience.

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