Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Interview Techniques


Published on

This PPT was made as a part of MBA curriculum under the subject 'Managerial communication' . It consists of two popular kinds of interviews, Talent interview and behavioral interview.

  • Be the first to comment

  • Be the first to like this

Interview Techniques

  1. 1. Interviews Group: • Saurav (15P127) • Ankit (15P128) • Anshul (15P129) • Antariksh (15P130) • Arjun (15P131) • Ashish (15P132)
  2. 2. Behavioral Interviews Purpose Behavioral-based interviewing is a method that allows hiring authorities to probe for information that is directly relevant to the capabilities required in the role to be filled. The interviewee is asked about specific duties or behaviors from the past that might be indicative of how they will perform in the future. The reason behavioral based interview questions are so effective is due to the fact that job candidates who have demonstrated relevant abilities in the past are more inclined to be successful in the future. This technique puts employers in a position to take a more targeted approach to hiring in training, based on the information gleaned from their interviews. Behavioral based interviewing also puts in place a systematic process that is easily replicated by any interviewer. Behavioral based interview questions are designed to elicit answers from interviewees that methodically articulate a situation they have been confronted with, the task required to address the situation, the actions they took to complete the task, and the result of the actions. This model is known as the STAR Method for behavioral interviews.
  3. 3. Process A behavioral interview is a structured form of interview where we are asked a series of standard questions relating to the role. Our responses will then be assessed and scored by the interviewers using a rating scale. They will have a list of points they are looking for us to cover and skills and competencies for us to demonstrate. Every candidate will be assessed in the same way, using the same criteria and the same rating scale. The process is fair as the same questions are asked to all the other candidates in the process. Types of Behavioral Interview Questions: • Worked effectively under pressure • Handled a difficult situation with a co-worker • Persuaded team members to do things your way • Were unable to complete a project on time • Were forced to make an unpopular decision • Had to adapt to a difficult situation. • Were disappointed in your behavior. • Delegated a project effectively. • Surmounted a major obstacle. • Made a bad decision. • Had to fire a friend. • Hired (or fired) the wrong person.
  4. 4. Talent-Driven Interview
  5. 5. Features • Done to determine the primary areas of interest and strength • Thinking ‘On-the-Feet’ is required to crack the interview • Focused on the specific skill-set(s) of the candidate • Emphasis is laid on the practical test • Experience in the same field/similar position holds relevance • Application on cases by using real life situations
  6. 6. • If I were to ask your previous boss or co-worker how you handle change in the workplace, what would he say. Give me an example • What was your latest and greatest idea in your last job? How did you present it? How was it received? • What does a customer mean to you? For the situation I give you, how would you maximize your connection to the customer? • What different you could you have done in your previous job? Do you regret not doing it? • Looking back through your career, what are some common themes? What are you known for? Examples of Questions Asked
  7. 7. How to Prepare? • Be prepared with you expertise and experience • Ask your friends/colleagues to interview you in a similar manner • Solve some job-based cases and problems
  8. 8. Thank You