Know logic behind interview questions, answer better
Are you nervous about interviews? If behavioural questions, situational questions, problem solving or tricky questions have you stumped, don’t worry. Understanding the logic behind various types of questions can help you prepare better. Good preparation no doubt boosts your confidence and puts you at ease. Here are some clues to help you handle all kinds of questions with poise:
Behavioural questions: Behaviour based questions are based on the assumption that past is a good indicator of the future. Therefore while posing behaviour-based questions an interviewer tries to know about past actions to predict your future behaviour. He tries to judge if you have relevant past experience that suits his organisational context.
These questions are developed around the skills and traits considered necessary to succeed in the position being offered. To answer these questions effectively you must do adequate research about the position you have applied for. Recall specific actions that demonstrate your accomplishments and fit for the position from work, academic and life experiences. You can think on some situations where you have displayed a remarkable skill. Such as:
• Ability to adapt to a difficult situation.
• Creativity that resulted in improved methods of work.
• Effectiveness in solving a crisis and ability to work under pressure.
• Handled an upset client or a difficult customer.
• Ability to take important decisions with little information and also in the absence of guidance.
• Anticipated potential problems and developed preventive measures.
• Ability to handle conflicts.
• Ability to work in teams.
If you go unprepared for the behaviour-based interview your nervousness may prevent you from recalling the right instances. Therefore your prior preparation should always include recollection of incidents where you have used your skills in the best interests of the organisation. Before answering take a few seconds to analyse the question. You will discover what particular trait or attitude the interviewer is looking for. Remember always to narrate only true incidents. You may even narrate experiences from college days or voluntary work if you do not have similar work related experience. Also make it a point to highlight what transferable skills you can bring to the organisation owing to your past experience and learning.
Problem solving questions: Through these questions the interviewer tries to assess your ability to process information with speed, think logically and come up with creative solutions. The questions usually sound like puzzles. For example: How will you estimate the number of cars on your city roads on a busy Monday morning?
The key here is not to panic but stay calm and composed. Remember there is no single right answer for such questions. Demonstrate your logical thinking abilities while you arrive at a solution.
Situational questions: The interviewers ask hypothetical questions to find out how you will handle certain real life situations on the job. A good understanding of the job and its requirements will help you answer these questions well. You can also start the answer by saying, “I had a similar experience in the past…” and narrate a relevant incident. Describe how effectively you have dealt with the situation and also include any appreciation received from your superiors or clients in this regard.
Negative questions: Sometimes an interviewer may ask negatively phrased questions to gauge your weaknesses and strengths. For example, he may ask you to tell about a bad experience at work like failing to meet a deadline or a time when the decision taken by you has backfired. It is important to remain positive and honest while answering these questions.
Never try to fix the blame for your failure on others or try to convert your weakness into strength. You will end up sounding too familiar and unconvincing. Instead, discuss a failure and state what you have learnt from the experience and how you have improved since then.
Sometimes not only questions but even silence on part of the interviewer may put you in an awkward position.
Some interviewers do this deliberately to test your ability to cope with stress and uncomfortable situations. The best thing to do in such situations is to put the ball back in the interviewer’s court by asking him if he requires any further elaboration regarding your last response.
Always gather as much information as possible about the job and the organisation as part of your preparation. Also use the information provided by the interviewer during the course of the interview to your best advantage and tailor your responses accordingly.
A good measure of preparation, alertness and an upbeat attitude are absolutely necessary to drive away your interview jitters and taste sweet success!
Source : N. PURNIMA SRIKRISHNA
From India, Calcutta
1Are you nervous about interviews? If behavioural questions, situational questions, problem solving or tricky questions have you stumped, don’t worry. Understanding the logic behind various types of questions can help you prepare better. Good preparation no doubt boosts your confidence and puts you at ease. Here are some clues to help you handle all kinds of questions with poise:
Behavioural questions: Behaviour based questions are based on the assumption that past is a good indicator of the future. Therefore while posing behaviour-based questions an interviewer tries to know about past actions to predict your future behaviour. He tries to judge if you have relevant past experience that suits his organisational context.
These questions are developed around the skills and traits considered necessary to succeed in the position being offered. To answer these questions effectively you must do adequate research about the position you have applied for. Recall specific actions that demonstrate your accomplishments and fit for the position from work, academic and life experiences. You can think on some situations where you have displayed a remarkable skill. Such as:
• Ability to adapt to a difficult situation.
• Creativity that resulted in improved methods of work.
• Effectiveness in solving a crisis and ability to work under pressure.
• Handled an upset client or a difficult customer.
• Ability to take important decisions with little information and also in the absence of guidance.
• Anticipated potential problems and developed preventive measures.
• Ability to handle conflicts.
• Ability to work in teams.
If you go unprepared for the behaviour-based interview your nervousness may prevent you from recalling the right instances. Therefore your prior preparation should always include recollection of incidents where you have used your skills in the best interests of the organisation. Before answering take a few seconds to analyse the question. You will discover what particular trait or attitude the interviewer is looking for. Remember always to narrate only true incidents. You may even narrate experiences from college days or voluntary work if you do not have similar work related experience. Also make it a point to highlight what transferable skills you can bring to the organisation owing to your past experience and learning.
Problem solving questions: Through these questions the interviewer tries to assess your ability to process information with speed, think logically and come up with creative solutions. The questions usually sound like puzzles. For example: How will you estimate the number of cars on your city roads on a busy Monday morning?
The key here is not to panic but stay calm and composed. Remember there is no single right answer for such questions. Demonstrate your logical thinking abilities while you arrive at a solution.
Situational questions: The interviewers ask hypothetical questions to find out how you will handle certain real life situations on the job. A good understanding of the job and its requirements will help you answer these questions well. You can also start the answer by saying, “I had a similar experience in the past…” and narrate a relevant incident. Describe how effectively you have dealt with the situation and also include any appreciation received from your superiors or clients in this regard.
Negative questions: Sometimes an interviewer may ask negatively phrased questions to gauge your weaknesses and strengths. For example, he may ask you to tell about a bad experience at work like failing to meet a deadline or a time when the decision taken by you has backfired. It is important to remain positive and honest while answering these questions.
Never try to fix the blame for your failure on others or try to convert your weakness into strength. You will end up sounding too familiar and unconvincing. Instead, discuss a failure and state what you have learnt from the experience and how you have improved since then.
Sometimes not only questions but even silence on part of the interviewer may put you in an awkward position.
Some interviewers do this deliberately to test your ability to cope with stress and uncomfortable situations. The best thing to do in such situations is to put the ball back in the interviewer’s court by asking him if he requires any further elaboration regarding your last response.
Always gather as much information as possible about the job and the organisation as part of your preparation. Also use the information provided by the interviewer during the course of the interview to your best advantage and tailor your responses accordingly.
A good measure of preparation, alertness and an upbeat attitude are absolutely necessary to drive away your interview jitters and taste sweet success!
Source : N. PURNIMA SRIKRISHNA
From India, Calcutta
Hi
I used to read this topic at human resources box of about.com.
You can use Google to search them.
If you want to do more same at: Difficult interview questions
Rgs
From Vietnam, Hanoi
I used to read this topic at human resources box of about.com.
You can use Google to search them.
If you want to do more same at: Difficult interview questions
Rgs
From Vietnam, Hanoi
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