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This is an interviewing technique that places you in a conflict or problematic situation where you have to make assessments and decisions to resolve it.
Behaviour and situational interviewing techniques are similar but different. Behaviour interviewing techniques are designed to ask candidates to ask candidates what they DID in a specific situation - a historical recollection of a past problem resolution.
The world is changing. And to effectively compete, it is imperative that companies must differentiate themselves from the competition. As the technologies and methodologies become ‘commodities’, the only way left for companies to differentiate themselves is through innovation.
An oft-cited definition of employability is provided by Hillage and Pollard (1998: 1): ‘Employability is about having the capability to gain initial employment, maintain employment and obtain new employment if required’.
Before trying for a job in a particular organization, you need to determine whether you will be able to thrive in a particular job with a particular employer, and you need to convince your interviewer that your compatibility will benefit the organization.
Most employers have had at least one bad experience in the past when hiring someone; they need to know that they won't be making a mistake by hiring you. Therefore, you can expect questions like,
You must make interviewers feel that the risks to them are very minimal if you are hired. Specifically, you need to reassure them that you will fit in at the company, get along with your coworkers, actively contribute to the company's well-being and progress, and not add to the challenges that they already face.
I was surprised. She was going to face the most competitive employment market within a couple of months and she didn’t know the competition she was going to face!
I wonder, in this day and time, it's hard to imagine that anyone would set foot into an interviewer's office without considerable preparation. Yet, in what can be one of the most crucial and future-shaping activities we face-interviewing for a job-people often proceed blindly, with little preparation.
Recently I was in Bangalore on my way to Shanghai. During a college visit I asked a final year engineering (Computer Science) student, “Could you please tell me how many computer science graduates your country is going to produce this year?” I didn’t get an answer.
Interviewers are eager to know about your long range goals are. As an interviewer myself, I would like to tell you why is it so important for interviewers?
It fits very nicely. I only wish it had become available earlier. My long term goal within this industry is to sought out to speak and advise on the topic of telemarketing to industry groups and companies looking to use the service. A position such as this would help teach me the things I need to know to earn this reputation.
As they say, nothing is permanent, but change. Organization facing tough market conditions know this better. Therefore, most interviewers never forget to ask this question, “How do you handle change?” Or “How do you manage change.?”
Lucy Cheng, General Editor
Arthur Wood, Mentor, Texas
Randy Lau, Consultant, Singapore
Kate Welsh, Consultant
Steve Speller, Senior Consultant
Maria Youngs, Consultant, Idaho
Alice Rawe, Mentor, Chicago
Interviewers use many different questions to gauge your compatibility with a particular company and position. Espoir Interview Programs are designed to make you aware of the company’s requirements and focus on prepare you to answer those compatibility questions very well.
Will you be part of a problem or part of a solution?
How do you relate to others?
How have you gotten along with others in your past?
What do you expect from us?
How interested are you in working here?
TO experience a complete list of questions that address the interviewer's concerns, and to see how do you respond to these concerns, use our Interview Simulator Programs and Products.
That means, you are asked specific questions about what may happen on a job. You are expected to assess a situation and to provide solutions on how he or she would handle it.
In many cases, situation based interview questions involve problem solving and handling difficult situations in the workplace. The best way to respond is to provide concrete examples of how you handled a similar situation on the job. That way, you're providing the interviewer with solid information on how you would handle the situation.
Let me write down few examples of situational interview questions. You find many more in Espoir InterviewMax programs and products along with sample answers and tips on the best way to answer.
Describe a difficult work situation / project and how you overcame it.
What problems have you encountered at work? Describe how you dealt with them.
Describe a challenge or problem you faced. How did you handle it?
Describe a time when your workload was heavy and how you handled it.
If you know your boss is 100% wrong about something how would you handle it?
What would you do if the priorities on a major project you were working on were suddenly changed.
Give me an example of an important goal you set and describe your progress in reaching that goal.
Then, what is the difference between ‘Behaviour Interviews’ and ‘Situational Interviews’ ? You might ask.
Situational Interviewing techniques focus on what candidates would do in a specific situation. This technique involves questions that describe a hypothetical situation based on challenging, real life, job-related occurrences and ask the candidates how they would handle the problem.
With InterviewMax programs, you develop the skills to successfully handle Situational Interviews.
I hope that you are able to say that you handle change well. Business is about change. In order to remain competitive, companies have to adapt to changes in technology, personnel, leadership, business structure, the types of services they deliver, and even the products they produce. And their people need to change just as quickly.
We interviewers want to hear that you handle change well. Business is about change. In order to remain competitive, every company has to adapt to changes in technology, personnel, leadership, business structure, the types of services they deliver, and even the products they produce. Without quick changes in the way people think, none of these changes are possible.
That is not enough. You must choose an example of a change you've faced that's resulted in something positive. Try to show that you not only accepted change and adapted to it, but flourished because of it:
"Recently, our company decided to develop a virtual storefront on the Web. I was given the task, along with a designer, of taking the project from the research phase to operation in eight weeks. I didn't have any special expertise in the area of web technologies or e-commerce, so I have to assume I was given the task because I adapt well.
“I always welcome change, especially in this dynamic marketing environment. By all means, I’m very flexible and adapt quickly and easily to change. In my last job the company re-organized the marketing department and all of marketing staff including myself in each division were moved to the Central marketing Organization where we were required to work by following different procedures and more restricted rules. It was quite a shake-up and many of my coworkers were upset by the changes. I just adjusted the change of my work environment and worked the new management team to set my priorities for new tasks. No matter changes occur, I just focus on doing my job to the best of my ability.”
As I said earlier, interviewers want to hear that you handle the change very well. Nothing else will work.
Just saying I can handle change is not convincing. You must respond with convincing examples because business is about change in order to stay competitive, companies have to adapt to change in technologies, management procedures, personnel, leadership and the type of services they deliver. For this they need their people to change to the business needs just as quickly. Our staff at InterviewMax will help you how to customize and deliver your answers convincingly.
Many interviewees try to speak out their philosophy about change and their methods of handling change, like the following answers.
“Change is what makes life interesting. Monotony may be easy, but it is not exciting. Positive or negative I am happy to adapt to any situation simply for the experience.”
“Everything, every day and everyone is different. No two tasks are ever the same, just as the same person may have different emotions, actions or responses at any given time. I don’t consider change to be a big deal because even the things that are ‘the same’ have differences.”
“We live with change every day of our lives. I consider myself adaptable to this change and have long since grown to appreciate it as a unique part of life.”
First of all, are you a person with a purpose? Do you have a long range goal? How real is your goal? Is your goal in line with what have you done in the past and the things you are planning to do in the future?
Most importantly, are the company’s goals and yours compatible?
Your answer to this question should demonstrate to the interviewer that you do have carefully considered, long term career goals, and that you believe this position represents an important step toward achieving those goals. There does not have to be an exact match between your long term goals and the position, but the match should be close enough to make your interest in the position seem genuine and plausible.
Perfectly. My long term goal, since being in this business, was to have a senior management position with a well established, well known retail brand and in my opinion there aren’t many more well known or established than this one.
As I said earlier, the onus is on you to demonstrate that this position is in alignment with the career path you have in mind and you are here for a long innings.
Considering the expenditure of new hiring, orientation programs, training and the losses originating from the absence of a key personnel, companies are very careful to hire anyone with a clear and well thought out long range goals.
Innovation calls for un-learning and re-learning. It needs inquisitive and flexible minds. Research and innovation is not for R& D department alone. Everyone in the organization should try their best to fine-tune the operation to increase the efficiency.
A recent magazine article stated that the single most important career fact to remember is that you need to constantly reinvent yourself and your career. In this competitive market, it is not the ‘know it all’ who attracts the best offers, but the individual who is constantly learning.
Interviewers can see your educational qualifications from your resume. However, they are interested to know how do you learn. What kind of learning curve can they expect if they hire you? When might you start making a contribution? Where are you intellectually? How much research into their business have you done? Have you been learning and growing over the past 10 years, or have you been doing the same thing in the same way during that time period?
Therefore, if you go into an interview thinking that the questions that may be asked will be concentrated solely on subject matter that is directly related to the jobs that you have had and the schools that you have attended, you will be unprepared for the interview.
You must be prepared to answer questions like this.
How do you keep informed professionally?
What have you learned from the jobs that you have held?
What is our business? What do you know about our organization?
What do you think our business’s biggest problem is?
What do you feel is our biggest advantage over our competition?
What important trends do you see in your industry?
There are many questions and they can be predicted. Visit an InterviewMax centre near you and my colleagues over there will help you to understand questions, and prepare your own unique answers considering your background and personality. Try for yourself, how you respond when these questions are thrown at you abruptly and randomly?
When I spoke to the director of the college, he agreed. Students don’t have any idea about the ground reality. They expect college authorities to gift them a job in a platter - a system existing only in India.
The elephant in the room gets un-noticed. Nobody prepares seriously for job interviews. Un employment and under-employment are rampant. It is ruining families, taking lives.
It is easy (and costly) to assume that the skills required to perform a job are the same skills necessary to interview well for that job. A person can be a highly skilled engineer or a superb marketing manager, but if she lacks the ability to convince an interviewer of her competence and skills, she will likely lose the chance to get the job for which she is best suited.
To interview successfully, it is essential that you know what information interviewers need from you to make their decision, and you must be prepared to offer it easily, without making them dig for it. InterviewMax programs and products deals with this topic in depth, discuss the kind of information interviewers are trying to gather during their discussion with you. Interviewing well also requires a plan that balances different response approaches so you can make the best possible impression at every turn.
Like everything in life, interviewing for a job is a skill that requires practice. Even with natural talent, opera singers, actors, and major league pitchers all work hard to perfect their craft. Being good at whatever you undertake demands preparation and dedication.
We at InterviewMax believe that preparing well for an interview enables you to respond exactly as you intend and to impart exactly the information you wish to impart.
In effect, employability depends on the knowledge, skills and abilities (KSAs) candidates possess, the way they present those assets to employers, and the context (e.g. personal circumstances and labour market environment) within which they seek work
Assets: An individual’s ‘employability assets’ comprise their knowledge (i.e. what they know), skills (what they do with what they know) and attitudes (how they do it).
Consider you as a product and employability is the main ingredient of the ‘you’ product. You must continually think about the following four factors during the product life-cycle (that is your professional life).
For more details of this topic, please visit the link on home page ‘Employment for highly qualified jokers’ written by our research team. Meanwhile our staff at InterviewMax will help you with the ideas and tools to package you as a sought-after product in the employment market.
Don’t forget the importance of the transferability of these skills from one occupational/business context to another for employability. Also, employers are paying increased attention to the softer attitudinal skills in selecting employees.
Merely being in possession of employer-relevant knowledge, skills and attitudes is not enough for an individual to either ‘move self-sufficiently’ in the modern labour market or ‘realise their potential’. People also need the capability to exploit their assets, to market them and sell them.
Deployment: It is a combination of skills such as Career management skills and life skills, Job search skills, and Strategic approach.
There is obviously an important inter-relationship between assets and deployment. The extent to which an individual is aware of what they possess in terms of knowledge, skills and attitudes and its relevance to the employment opportunities available may affect their willingness to undertake training and other activities designed to upgrade their skills etc.
Presentation: Being able to get a particular job is another key aspect of employability. It is given prominence as a separate element here due to its crucial importance to securing employment. It centres around the ability to demonstrate ‘employability’ assets and present them to the market in an accessible way.
Personal Constraints & Labour Market: Whatever the candidate does with the first three aspects, his ability to realise or actualise ‘employability’ assets depends on the individual’s personal and external circumstances and the inter-relationship between the two. This includes Personal circumstances and external factors such as macro-economic demand and the pattern and level of job openings in their labour market.
Learn to look at your interviewer as a prospective customer.
By responding positively and confidently you can bag the job.
If it is passion and deep interest in the job, you get the job.
It is all about products, marketing, sales & conditions.
They want to assess how creatively you approach a problem.
Who wants to hire an un-ambitious rot-learner, interested only in salary?
How do you create plans and execute those plans reveals your personality.
A right response at this stage can only open the next door.
Be careful, interviewers are trying to measure you.
Interviewers want to estimate how long you would stay in the company.
Still people use them. Who is gaining? At whose cost?
You must shade your answer to match the company’s / position’s requirements.
Like a story, an excellent way to keep your interviewers interested in you.
How to convince them that your goals & interests are same as theirs.
Merit is taken for granted. Likeability is the major factor in today’s recruitment.
There are few interview techniques, which are classic & can be applied anywhere!.
Not that difficult. Do the necessary research & follow these easy steps!
If you realize the competition, you learn to value each and every interview call.
And how such programs mislead and ruin career prospects of million.
You are hired for your strengths. Then, what else should one focus?
A systematic approach to interviews enhances the probability of bagging that job.
Because competitive environments demand un-learners & re-learners.
It is easy to win over a cross-functional team. All you need is practice.
You being the seller, onus is on you to convince the buyer about your value.
You must know how to blow your own trumpet – diplomatically.
Who wants to hear those needless repetition of ideas in different words?
Time management means productivity for the employer.
Companies look for calculated risk takers who knows how to handle failure well!
Which company can afford to carry along a misfit in the team?
Everybody will say ‘Yes”. But How you say that ‘yes’ makes all the difference.
Why is it advantages to delay discussion of salary as long as possible?
Companies realise that the reason for most terminations is poor fit.
If you understand what motivates and drives them, your success is easy.
Demonstrate positivity. They know what you know. Therefore, be honest.
Are your long term goals aligned with your company’s strategic objectives?
Yes. Everyone live by selling something. Goods or ideas!
Will you be part of a problem or part of a solution?
How would you react in conflict or problematic situations?
Why don’t you learn how to make your interviewers at ease and comfortable?
They want to know that change is the only thing that is permanent.
Crash courses make few trainers richer, not candidates any abler!
Your answer can trigger many powerful questions.
Does past performance predict future success? Many think Yes’.
Delegating saves time, & ensures a new generation is trained on the job.
Strategies to improve your value and become the most eligible candidate.
There are no correct answers, only correct approaches.
Think of ways to present your key qualities throughout the interview!
Make sure it includes specific details and makes sense.
Do Research. Because most other candidates are uninformed or misinformed.
Communicate Your Ideas.
Inspire Action! Build A Career!
Communicate Your Ideas.
Inspire Action! Build A Career!