A Very Good Afternoon Everyone,
I have some query, and I believe that it can solved at this site only by the valuable suggestions of experts.
Dear All,
I am new at handling face to face interview , So can anyone explain me how to judge a person while taking an interview, What kind of questions should I ask to check the skill set of the person, etc....
Kindly Reply, as your suggestions would be helpful for me.
Thanks and regards
PRIYANKA
From India, New Delhi
5I have some query, and I believe that it can solved at this site only by the valuable suggestions of experts.
Dear All,
I am new at handling face to face interview , So can anyone explain me how to judge a person while taking an interview, What kind of questions should I ask to check the skill set of the person, etc....
Kindly Reply, as your suggestions would be helpful for me.
Thanks and regards
PRIYANKA
From India, New Delhi
Dear Ms.Priyanka,
It is known fact that many often we miss the questions to judge the whole personality of the candidates,.After making the selections of wrong candidates we have to repent on our decisions. If the candidate is average on technical aspects, we can train him/her.but if not having good character/positive attitude it will be very difficult for us to change the same overnight.
Here below is the list of very important questions :
Big picture
Big picture questions seek to understand the whole person, their overall motivations and their general approaches to work.
• Tell me about yourself: A classic opening question.
• Tell me about your last job: Seeking perspective and detail.
• Tell me about your career so far: Seeking patterns and themes.
• Please describe a typical day: Looking for what really happens.
• How does your current job fit into the overall business: Seeking strategic understanding.
• Tell me about your ideal job: Looking for key motivation.
Strengths
Strength questions effectively ask 'Why should we employ you?' If these are not answered well then there is no chance you will get the job.
• What has made you successful?: Examples and reasons for success.
• What interests you most about this job?: Show your motivation.
• What is your greatest strength?: What you think you're good at.
• Tell me about when you were particularly challenged: Challenge brings out the real person.
• Tell me of a time when things went really well: ...and it was more than luck.
• Would you call yourself ...?: Probing for named qualities.
• What have you done that you are proud of?: Motivation and concern for self.
• What did you learn in that job?: Openness, learning, risk bias.
• Why should I employ you?: Show fit and motivation.
• What would you do if you got the job?: Strategic and tactical detail.
Possible weaknesses
Weakness questions seek to understand where the candidate might not fit with the job. They are also a test of character, including how you face up to weaknesses and how you manage and improve them.
• What are your weaknesses?.
• What skills would you like to develop?: Motivation and new areas.
• Tell me about when something you did didn't work: Coping with failure.
• What did you like least about that job?: Checking the range of motivation.
• What do you find difficult?: Showing to handle difficulties.
• How do you approach risks?: Show foresight and planning.
• What have you done that you are not proud of?: Exposing shame and values.
• Have you ever lost your job?: Show positive attitude.
• Do you take your work home with you?: Show both organization and passion for work.
Stress
Stress is a killer at work and many jobs are very stressful. People who are seeking stressful jobs and who cannot handle stress well are obviously not good candidates. This is also test of how honest the candidate is with him/herself - interviewers will watch for correlation of body language and answers.
• Can you work under pressure?: Demonstrate control and fortitude.
• What keeps you awake at night?: Whether you can relax or how you prioritize.
• What annoys you?: Show control and calm.
• How do you handle stressful situations?: Show calm under fire.
• How do you handle criticism?: Positive learning or robust response.
• How do you respond to change?: Contribution, collaboration, leadership.
• Have you ever had to dismiss someone?: With sensitivity and due process.
• Do you plan to have children?: work life balance
• What do you do to relax?: Show the importance of life!
• Do you take your work home?: Be willing to work extra when needed.
• That was stupid!: Assertive reframing or questioning back.
Working with others
Many jobs need to work in teams and across departments. These questions seek to find out how good the candidate is at this.
• Would you say that you stand out as an individual?: Be individual, but not anti-others.
• How do you work in teams?: Leader, follower, collaborator -- as appropriate.
• How do you handle conflict?: Show emotional maturity in mediation.
• What sorts of people do you not get on with?: Make it a bad person.
• Tell me about a time when you influenced someone else.: Show subtle changing of minds.
• What do you do when you disagree with others?: Manage emotions.
• How do you get on with others at work?: Sociability and assertiveness.
• What do you think about your manager?: Show goodness of the employee.
• Tell me about the best manager you had: Describe good management.
Constraints
This also helps them match the person with the job.
• Why are you looking for another job?: Reasons for leaving.
• What particularly attracted you to this job?: Reasons for joining.
• Are you prepared to travel?: Because this job has lots of it!
• What did you like/dislike about that job?: Show motivations.
• Why do you want to leave your current job?: Need to grow, etc.
• Which job did you like least?:
• What salary are you seeking?:
• How long would it take to get up to speed in this job?: Show competence.
• What are your career aspirations?: Show good sense of the future.
• Do you work much outside normal hours?: Show control and flexibility.
And...
• Do you have any questions?:
• Interview Question Worksheet: Plan your answers.
Note also that although there are many ideas here, they do not cover the whole show. More questions can be asked and there can be other purpose to the questioning.
With Best Regards
From India, New Delhi
It is known fact that many often we miss the questions to judge the whole personality of the candidates,.After making the selections of wrong candidates we have to repent on our decisions. If the candidate is average on technical aspects, we can train him/her.but if not having good character/positive attitude it will be very difficult for us to change the same overnight.
Here below is the list of very important questions :
Big picture
Big picture questions seek to understand the whole person, their overall motivations and their general approaches to work.
• Tell me about yourself: A classic opening question.
• Tell me about your last job: Seeking perspective and detail.
• Tell me about your career so far: Seeking patterns and themes.
• Please describe a typical day: Looking for what really happens.
• How does your current job fit into the overall business: Seeking strategic understanding.
• Tell me about your ideal job: Looking for key motivation.
Strengths
Strength questions effectively ask 'Why should we employ you?' If these are not answered well then there is no chance you will get the job.
• What has made you successful?: Examples and reasons for success.
• What interests you most about this job?: Show your motivation.
• What is your greatest strength?: What you think you're good at.
• Tell me about when you were particularly challenged: Challenge brings out the real person.
• Tell me of a time when things went really well: ...and it was more than luck.
• Would you call yourself ...?: Probing for named qualities.
• What have you done that you are proud of?: Motivation and concern for self.
• What did you learn in that job?: Openness, learning, risk bias.
• Why should I employ you?: Show fit and motivation.
• What would you do if you got the job?: Strategic and tactical detail.
Possible weaknesses
Weakness questions seek to understand where the candidate might not fit with the job. They are also a test of character, including how you face up to weaknesses and how you manage and improve them.
• What are your weaknesses?.
• What skills would you like to develop?: Motivation and new areas.
• Tell me about when something you did didn't work: Coping with failure.
• What did you like least about that job?: Checking the range of motivation.
• What do you find difficult?: Showing to handle difficulties.
• How do you approach risks?: Show foresight and planning.
• What have you done that you are not proud of?: Exposing shame and values.
• Have you ever lost your job?: Show positive attitude.
• Do you take your work home with you?: Show both organization and passion for work.
Stress
Stress is a killer at work and many jobs are very stressful. People who are seeking stressful jobs and who cannot handle stress well are obviously not good candidates. This is also test of how honest the candidate is with him/herself - interviewers will watch for correlation of body language and answers.
• Can you work under pressure?: Demonstrate control and fortitude.
• What keeps you awake at night?: Whether you can relax or how you prioritize.
• What annoys you?: Show control and calm.
• How do you handle stressful situations?: Show calm under fire.
• How do you handle criticism?: Positive learning or robust response.
• How do you respond to change?: Contribution, collaboration, leadership.
• Have you ever had to dismiss someone?: With sensitivity and due process.
• Do you plan to have children?: work life balance
• What do you do to relax?: Show the importance of life!
• Do you take your work home?: Be willing to work extra when needed.
• That was stupid!: Assertive reframing or questioning back.
Working with others
Many jobs need to work in teams and across departments. These questions seek to find out how good the candidate is at this.
• Would you say that you stand out as an individual?: Be individual, but not anti-others.
• How do you work in teams?: Leader, follower, collaborator -- as appropriate.
• How do you handle conflict?: Show emotional maturity in mediation.
• What sorts of people do you not get on with?: Make it a bad person.
• Tell me about a time when you influenced someone else.: Show subtle changing of minds.
• What do you do when you disagree with others?: Manage emotions.
• How do you get on with others at work?: Sociability and assertiveness.
• What do you think about your manager?: Show goodness of the employee.
• Tell me about the best manager you had: Describe good management.
Constraints
This also helps them match the person with the job.
• Why are you looking for another job?: Reasons for leaving.
• What particularly attracted you to this job?: Reasons for joining.
• Are you prepared to travel?: Because this job has lots of it!
• What did you like/dislike about that job?: Show motivations.
• Why do you want to leave your current job?: Need to grow, etc.
• Which job did you like least?:
• What salary are you seeking?:
• How long would it take to get up to speed in this job?: Show competence.
• What are your career aspirations?: Show good sense of the future.
• Do you work much outside normal hours?: Show control and flexibility.
And...
• Do you have any questions?:
• Interview Question Worksheet: Plan your answers.
Note also that although there are many ideas here, they do not cover the whole show. More questions can be asked and there can be other purpose to the questioning.
With Best Regards
From India, New Delhi
Honeymaya
Frankly speaking candidates now come prepared with answers, if the questions are predictable. The object of an interview is to ascertain two factors. 1) whether the employee is job fit and 2) whether the employee organisation fit. Therefore, you need to ask few questions to yourself.
1) What competencies Iam looking for in this candiadte?
2) what traits Iam looking ofr in this candidate?
3) What knowledge level Iamlooking for in teh candiadte?
4) What value system he has and wther he can fit inro the organisational culture of your company?
This will give enough idea about what questions,you need to ask, taking the help of the list given Mr.Bharadwaj as guidance.
B.Saikumar
HR & Labour Law advisor
Mumbai
From India, Mumbai
Frankly speaking candidates now come prepared with answers, if the questions are predictable. The object of an interview is to ascertain two factors. 1) whether the employee is job fit and 2) whether the employee organisation fit. Therefore, you need to ask few questions to yourself.
1) What competencies Iam looking for in this candiadte?
2) what traits Iam looking ofr in this candidate?
3) What knowledge level Iamlooking for in teh candiadte?
4) What value system he has and wther he can fit inro the organisational culture of your company?
This will give enough idea about what questions,you need to ask, taking the help of the list given Mr.Bharadwaj as guidance.
B.Saikumar
HR & Labour Law advisor
Mumbai
From India, Mumbai
Hello Priyanka,
Some excellent inputs have been given by Mr Bhardwaj and Mr Sai Kumar.
In my opinion, however exhaustive you make it,
an interview is not more than an extended sampling exercise.
Face to face interviews have strong time limitations.
To achieve your objective, you have to supplement with advance surveys, group discussions etc.
V.Raghunathan
From India
Some excellent inputs have been given by Mr Bhardwaj and Mr Sai Kumar.
In my opinion, however exhaustive you make it,
an interview is not more than an extended sampling exercise.
Face to face interviews have strong time limitations.
To achieve your objective, you have to supplement with advance surveys, group discussions etc.
V.Raghunathan
From India
Just to add to what has been given by others.
For senior positions, try to include some situation based questions called Behavioural Event Interviews.( BEI). These help in understanding how the candidate managed within a given work environment in solving an issue.
For senior positions, try to include some situation based questions called Behavioural Event Interviews.( BEI). These help in understanding how the candidate managed within a given work environment in solving an issue.
Hi Priyanka,
You are asking for some magic to happen to you, after getting inputs from professionals here. I dont mean to discourage you or offend you in any manner. These are some of the skills which you can acquire ONLY by experience. No MBA school can provide you 'instant experience'. You have to take the inputs from here and implement it during interview. I am certain you may trip and fall in your interpretations initially. But take those falls positively, get up and proceed further and retain the learnings on the way. Experience is the best teacher in life. You will definitely reach greater heights in future with your sustained interest, commitment and focussed interest.
From India
You are asking for some magic to happen to you, after getting inputs from professionals here. I dont mean to discourage you or offend you in any manner. These are some of the skills which you can acquire ONLY by experience. No MBA school can provide you 'instant experience'. You have to take the inputs from here and implement it during interview. I am certain you may trip and fall in your interpretations initially. But take those falls positively, get up and proceed further and retain the learnings on the way. Experience is the best teacher in life. You will definitely reach greater heights in future with your sustained interest, commitment and focussed interest.
From India
Dear Priyanka,
I think, there is no sample question possible to judge any person in face to face interivew. Because persons are very smart and they come with proper prepration in interview for some traditional question.
So keep your eyes open and senses open during interview to judge his attitude, how long he will work for your company, how he will face stress of particular job, what is his work ethics, moral values and also try to judge whether his answers is matching with his gesture and postures.
Mr. Bharwaj has well said that If the candidate is average on technical aspects, we can train him/her, but if not having good character/positive attitude it will be very difficult to change in overnight.
For checking his skill set you need to work-out according to job requirement, for that you can talk to respective department sr. persons for knowing practicality.
Regards.
Nishant Pandey
From India, Suri
I think, there is no sample question possible to judge any person in face to face interivew. Because persons are very smart and they come with proper prepration in interview for some traditional question.
So keep your eyes open and senses open during interview to judge his attitude, how long he will work for your company, how he will face stress of particular job, what is his work ethics, moral values and also try to judge whether his answers is matching with his gesture and postures.
Mr. Bharwaj has well said that If the candidate is average on technical aspects, we can train him/her, but if not having good character/positive attitude it will be very difficult to change in overnight.
For checking his skill set you need to work-out according to job requirement, for that you can talk to respective department sr. persons for knowing practicality.
Regards.
Nishant Pandey
From India, Suri
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List of questions.doc