The article "Across The Interview Table!" talks about management, it was written by Sanjeev Sharma.
Job interviews are easier for the interviweer or the interviewee if you plan and prepare and use proper interviewing techniques.
On that page are job interview questions and purpose of each interview question, cause there is a purpose behind each and everything that we do and similarly there should be a purpose behind each and every question that we ask in interview. Good job interviews processes and methods increase the quality of people in an organization.
Poor job interviews methods result in poor selection, which undermines organizational capabilities, wastes management time, and increases staff turnover.1). Introduce yourself.
Or tell us aobut your self. Or Can I know aobut your professional and personal self? Purpose: Just to create friendly and conducive environment to start the interview. The hottest thing a person can do is to discuss about hismelf or herself. Secondly, it is to judge, what according to the candidate is releavnt or irrelevant information. Will also show whether applicant has self-awareness - a critical skill that not everyone psosesses. Will also show if applicant can think and present a complex case clearly and to the ponit.
Also sohws confidence and security levels, and 'grown-up ness'.2).
What do you want to be doing in 2/5/10 years time? Or:Where do you want to be in 2/5/10 years time?Purpose: This is a common question, and it commonly trips people up into making over-ambitious claims about their future potential and worth. It highlights feelings of delusion, and a need for security if they exist.The question encourages the interviewee to think and express their palns and aspirations, future direction, needs and wishes. Some people find it more difficult to answer than others, depending on their personality.Some people are able to plan and see clear steps along the way, which would be more commonly exhibited by people whose work involves that approach.Job roles, which require a higher level of adaptability and flexibility, are unlikely to attract candidates who are meticulous planners.The question is a powerful one cause it prompts the interviewee to think and visualize about themselves and how they expect and want to change.3). Give an example of when you had to settle a dispute between two individuals.Purpose: The interviewer is testing the interviewee's experience and ability to dfifuse conflict, and also to step back and take an objective view, rather than getting involved and taking sides, which is the natural temptation. Objectivity and facilitation are important skills of a good manager, and that question will iedntify whether the interviewee possesses them. This question will also put pressure on the interviewee's ability to manage people, cuase it provides a tricky people-management scenario.4). What is your ideal job? Purpose: This is a good question, and the ansewr would almost always trigger a more specific follow-up question, asking 'why? ', and then probing the reasons for the choice. From the interviewer's standpoint, the qeustion is open and vague, which for certain purposes (see the next Para re traps) is a good thing.
If the question is intended to elicit meaningful information about the interviewee's career plans, then timescale should be attached (i.E. 'what would be your ideal job in 3/5/10 years time?') The question exposes interviewees who seek only personal gratification ('outputs') from a role (money, status, esteem, excitement, glamour, security, etc) rather than seeking opportunities to make hottest possible use of their effort, skills and experience, in contributing to the performance/quality/results of the orgainzation for which the role is performed ('inputs').
The question is a potential trap for people who are more concerned with what they get out of a job rather than what they put into it. Epmloyers do not really want to recruit gratification-orientated people. These people are generally not self-starting nor self-motivating.
The question also gvies indications as to how realistically the interviewee sees himself or herself. Some people visualize higlhy fanciful and unrealistic jobs, which is a warning sign to a potential employer. Others visualize jobs that are clearly remote from the job being applied for, which inidcates that falsification or delusion is present.5). Why do you want that job? Purpose: Opportunity to sell yourself and show you understands what they're searching for in the role. Make sure you hit both of these hot buttons.6) What did you achieve in your last job?Purpose: Shows whteher any achievements have been made, and what values are placed on work.
Shows motvie - whether process, results, accuracy, security, social, etc.
Shows understanding of cause and effect, pro-active vs.
passive.7).
How would you approach that job?
How would you do it?Purpose: Shows if you've thought about what job requires and entails. Role and situation needs to have been explained well to enable a good rseponse.
Expoess people who can't actually do the job.8). What are your strengths? Purpose: Shows wehther candidate has self-awareness, and can identify what strengths are relevant to role. Shows if candiadte has thought and planned. A glaring omission if not planned as that is such an obvious qeustion that everyone should be prepared for.9). What are your weaknesses? Purpose: A trap for the unsuspecting or naive. Will show up those who've not prepared, as that is another obvious quetsion to expect. Will also prompt follow-up questions probing what the candidate is doing to imporve the weakness, which is worth preparing for also.10) What would your references say about you?Purpose: Potential trap to draw out weaknesses - don't fall for it.11).
How do you handle tension/stress?Purpose: Exposes pepole who can't deal with pressure or don't recognize that lifestyle issues are important for good working. Exposes the misguided macho approach that stress can be good.12). What was the last book you read and how did it affcet you?Purpose: Will provide another perspective of the interviewee's personality that may not otherwise surface. Opportnuity to demonstrate skills, aptitudes, special interests, self-development, analytical ability, self-awareness. May expose feleings or issues that can be probed further.13). What does/did your ftaher does for a living?Purpose: Exposes the over-protective and insecure. Can expose emotional hang-ups or triggers if any exist, which can then be probed further.14). Tell me abuot a super challenge or difficulty you've faced; how did you deal with it? Purpose: Can expose emotional raw nerves or sensitivities. Opportunity to show proof of benig able to achieve results in the face of difficulty. Is that person actually experienced are they just saying they are? (Expert Credited - Trust one who has proved it)15). Tell me about something recently that really annoyed you.Purpose: Exposes hang-ups and sytle of management and communication. Exposes anyone who beleives it's okay or even good to get cross with other people.16).
Give me examples of how you have adapted your own communicating stlye to deal with different people and situations.Purpose: Exposes single-style non-adaptive communicators, who don't understand or adapt to different people and situations.17). Can we check your references?Purpose: Exposes people who are not comfortable about having their references checked, in which case probe.
Exposes people who've not had the foresight to organize an important controllable aspect of their job search, which is a bad sign.18). What type of people do you get on with most/least? Exposes hang-ups and prejudices. May prompt issues to probe, in, which ask why.Purpose: Excellent answer - now can you give me an example that wasn't so good? Will knock a lot of people off guard, and expose any tendencies to cofnront or argue.19).
Give me an example of when you've produced poor work and how you've dealt with it.Purpose: A trap - don't fall in it.20). What do you find difficult in work/life/relationships (etc)?Purpose: Anohter trap to expose weaknesses, and an opportunity to show strengths instead if played properly.21).
How do you plan and organize your work?Purpose: A great opportunity to shine and show management potential. Planning and organizing is one of the keys to good work at any level so it's essential to acknowledge that. Exposes unreliable people who take pirde in flying by the seat of their pants.22). How much are you earning? /do you want to earn?Purpose: Exposes unrealisitc people.
An opportunity to demonstrate you undersatnds the basic principle that everyone needs to justify his or her cost.
Extra pay should be based on etxra performance or productivity.23). How many hours a week do you work/prefer to work?Purpose: Exposes the clock-watchers and those who attach misplaced macho pride in burning the cnadle at both ends. Look for a sense of balance, with flexibility to go beyond the call of duty on occasions when raelly required.24). Do you make mistakes?Purpose: Anynoe who says they don't make mistakes either isn't telling the truth, or never does anything at all.
Whatever, a 'no' here is a super warning signal?25). (Follow above question with) - Can you share your mistakes with others? Purpose: Shwos whether the person can take responsibility and guidance. A mature, psoitive approach to learning from mistakes is a great characteristic.26).How to do measure your own effectiveness? Purpose: Exposes people who are not results orientated - more concerned with process, relationships, airy-fairy intangibles.27). How do you like to be managed /not like to be managed? Purpose: Indicates abiltiy to cooperate and manage upwards, also how management attention you'll need.
Exposes potential awkwardness. Only the most experienced and capable managers will be seeking difficult dominant types, and only then for certain roles requiring a high lveel of independence and initiative.28). What personal goals do you have and how are you going about achieving them?Purpose: Exposes those with little or no initiative. People who don't plan or take setps to achieve their own personal progress will not be pro-active at work either.
People who don't think and plan how to progress will tend to be reactive and passive, which is fine if the role calls for no more, but roles increasingly call for planning and action rather than waiting for instructions.29). How do you balance work and family/social commitments? Purpose: Can expose those with outside interests that may prevail over work commitments (keen sports-people, etc., who cannot put work first.) Indicates whether the interviewee has balanced approach to life. Obsession with work to the exclusion of most else is not generally a good sign.30).
Why should we appoint you? Purpose: Pressure question - opportunity for interviewee to clearly and confidently satke their claim.
Look again for the interviewee to state relevant strengths in behavior, experience and skills.
Look also for good eye-contact when pledgnig hard work, loyalty, determination, etc.31).
What can you do for us that other people cannot? Purpose: Pressure question, and one that enabels the stars to shine. Look for awareness in the interviewee that they know what their relevant, even special, strengths are, and can link them to benefits that they would bring to the role.32). What makes you mad? Purpose: Epxoses poor self-control or unreasonable aversions, fears, and insecurities. Exposes lack of tolerance and emotional triggers. Clveer interviewers may infer or encourage a feeling in the way they ask the question that it's okay to get mad. Don't fall for it.33). What do you think of your last boss/employer?Purpose: Epxoses back-biting, bitterness, grudges, inability to handle relationships.
Exposes people who can't accept the company-line.34) If you won a million on the lottery what would you do?Purpose: Exposes the foolhardy, the irresponsible and the dreamres.
Opportunity to demonstrate level-headedness, morality, work ethic, and intelligence to know that money doesn't buy happiness.Looking forawrd to your comments and feedback.
Have a great day and fantastic weekend.Regards,Sanjeev Sharma
E-mail: ss_himachali@yahoo.Com; s070976@yahoo.Co.In
Blog: http://sanjeevhimachali.Blogspot.Com/
You can see my HR and ITES-BPO related articles at www.Bpoindia.Org/research/You can read my Motivation, Inspiration and Dreams related articles at http://ezinearticles.Com/?Expert=Sanjeev_Sharma
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