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Notes on Interview Skills

The document outlines essential interview skills, emphasizing the importance of personal interaction and communication in the hiring process. It details various types of interviews, common questions, factors influencing selection, and preparation tips for candidates. Additionally, it highlights common mistakes to avoid and offers motivational quotes related to interviews.

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vishalsunilshinde4511
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23 views

Notes on Interview Skills

The document outlines essential interview skills, emphasizing the importance of personal interaction and communication in the hiring process. It details various types of interviews, common questions, factors influencing selection, and preparation tips for candidates. Additionally, it highlights common mistakes to avoid and offers motivational quotes related to interviews.

Uploaded by

vishalsunilshinde4511
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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Notes on Interview Skills

Introduction to Interview Skills

An interview is a social process that provides an opportunity for a candidate to showcase


their Attitude, Skills, and Knowledge (ASK). It is a two-way interaction where employers
assess candidates based on their qualifications and personality, while candidates get a chance
to understand the company’s expectations and work culture.

Why Interviews are Important?

1. Personal Interaction – Unlike resumes, an interview allows employers to see the


candidate in person, observe their demeanor, and assess their confidence.
2. Assessment of Spoken Communication – Employers evaluate how well a candidate
expresses thoughts and ideas.
3. Mutual Understanding – Candidates gain insights into company expectations, work
culture, and job responsibilities.
4. Showcasing Strengths – It provides an opportunity for candidates to impress
recruiters with their knowledge, problem-solving ability, and interpersonal skills.

Types of Interviews

Different organizations use various interview formats based on their hiring process and job
requirements.

1. Behavioral Interviews

These focus on a candidate’s past experiences to predict future performance. Candidates


should prepare four to five real-life examples that demonstrate their skills, leadership,
problem-solving abilities, and teamwork.

2. Screening Interview
This is often conducted by an HR representative in person or over the phone. The purpose is
to verify the candidate’s basic qualifications and suitability for the role.

3. Situational Interviews

Similar to behavioral interviews, these involve hypothetical questions based on required job
skills and personality traits. Candidates should respond by logically explaining how they
would handle specific work-related situations.

4. Unstructured Interviews

This is more of a casual conversation where the candidate is expected to lead the discussion.
Interviewers gain insights into the candidate’s spontaneity, communication style, and
ability to carry a conversation.

5. Panel Interviews

These involve multiple interviewers assessing a candidate’s knowledge and suitability.


Typically, a panel consists of:

 A Subject Matter Expert to test technical knowledge.


 A Management Representative to evaluate teamwork and leadership potential.
 An HR Manager to assess personality, attitude, and cultural fit.

6. Walk-In Interviews

These are conducted on the spot, often at job fairs or open hiring events. Candidates must
be well-prepared with updated resumes and a professional appearance.

7. Stress Interviews

These test a candidate’s ability to handle pressure. Interviewers may act rude, ask rapid-fire
questions, or challenge the candidate’s responses to observe how they react under stress.
Common Types of Interview Questions

Interviewers use different types of questions to assess candidates comprehensively.

1. Permission Questions

These set the stage for the interview and ensure the candidate is comfortable.
Example: “Do you have any questions before we begin?”

2. Factual Questions

These check the candidate’s background, experience, and motivation.


Examples:

 “How long have you worked at your current job?”


 “What attracted you to our company?”

3. Direct Questions

These require precise and clear answers regarding qualifications and skills.
Example: “What skills do you have that relate to this position?”

4. Indirect Questions

These are more open-ended and encourage detailed responses.


Examples:

 “Tell us about yourself.”


 “Describe a recent important decision you made.”

5. Hypothetical/Situational Questions

These begin with “What if…” and test problem-solving skills.


Example: “What would you do if you had a conflict with a team member?”

6. Behavioral Descriptive Questions

These focus on past experiences and can be answered using the STAR model:
 Situation – Describe the context.
 Task – Explain the challenge.
 Action – Describe the steps taken.
 Result – Highlight the outcome.
Example: “Tell us about a time when you demonstrated leadership skills.”

7. Leading Questions

These encourage a specific response.


Example: “When did you complete your engineering degree?”

8. Open-Ended Questions

These invite broader explanations.


Example: “Tell us about your higher education experience.”

9. Probing Questions

These dig deeper into a candidate’s motivations and choices.


Example: “Why did you choose this company?”

10. Close-Ended Questions

These require a simple "Yes" or "No" answer.


Example: “Can you work night shifts?”

Factors that Influence Selection

Recruiters select candidates based on various factors, including:


✔ Enthusiasm & Confidence – Positive energy and motivation.
✔ Managerial & Leadership Skills – Ability to handle responsibility.

✔ Right Attitude – A cooperative and goal-oriented mindset.

✔ Fluent & Clear Expression – Strong verbal communication.


✔ Impressive Personality – Professional behavior and grooming.
Reasons for Rejection

Candidates may be rejected due to:


❌ Slow response time – Lack of confidence.

❌ Poor listening skills – Inability to understand questions.


❌ Confusion & lack of clarity – Unstructured answers.

❌ Weak communication – Struggling to express ideas.

❌ Poor eye contact & body language – Lack of engagement.

Other disqualifications may include lack of relevant experience, poor references,


dishonesty, unrealistic salary expectations, or cultural mismatches.

Preparation for the Interview Day

 Dress Professionally – Choose appropriate attire based on the industry.


 Carry Extra Copies of Resume – Keep printed copies in a neat folder.
 Arrive Early – Aim to reach at least 15–20 minutes before the interview.
 Organize Documents – Ensure certificates and resumes are well-arranged.
 Eat Before the Interview – Maintain energy levels.

At the Interview Table

 Walk confidently and greet the panel.


 Sit in a standard posture with crossed legs or feet flat on the ground.
 Maintain eye contact and control nervous gestures.
 Avoid placing hands on the table or leaning back too much.
 Thank the panel before leaving and exit without looking back.

Voice Control and Communication

 Enter with a polite and confident tone.


 Adjust volume based on the setting.
 Never speak too loudly or too softly.
 Avoid whispering or using an unnatural accent.

Job Fair Interviews

Candidates attending job fairs should:


✔ Carry multiple copies of their resume.

✔ Prepare different resume versions for various companies.

✔ Take along reference letters if applicable.

Common Mistakes to Avoid

 Saying “I am ready to do anything” – Shows lack of career direction.


 Asking irrelevant questions – Signals unpreparedness.
 Displaying a negative attitude – Reduces chances of selection.

Questions Candidates Should Not Ask

 “Can you tell me about your company?” – Shows poor research.


 “What is your leave policy?” – Can be discussed after selection.
 “When do I start?” – Premature assumption.

Telephonic Interview Tips

 Be Polite & Respectful – Maintain a professional tone.


 Remain Calm – Avoid background noise and distractions.
 Keep Resume & Notes Handy – Be prepared.
 Use the Interviewer’s Title – Address them formally.
 Smile While Speaking – Creates a positive impression.

Interview Quotes for Motivation


 "You never get a second chance to make a first impression."
 "Visual impressions last longer than words."
 "Work works – Effort leads to success."

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