The document provides tips and advice for job interviews. It discusses conducting research on the employer and position, preparing responses to common interview questions, arriving early and prepared, making a good first impression, maintaining effective body language, asking insightful questions, and sending thank you notes after the interview. Useful materials and interview questions are also listed for a variety of fields and job levels.
STAR Interviews - Citadel Career Center Page Tisdale
This document provides guidance on developing effective interview skills. It introduces the STAR technique for answering behavioral interview questions, which involves describing specific situations, tasks, actions, and results. It emphasizes the importance of practice, recommending preparing 5 stories using this technique and conducting a mock interview. Resources like InterviewStream that provide sample questions and feedback on interview skills are also mentioned. The goal is to help students learn how to prepare for and stand out in interviews by researching the organization and having well-thought examples to discuss.
The document discusses the STAR technique for behavioral interviews. STAR stands for Situation or Task, Action, and Result. It is used to structure answers by describing a specific situation, the action taken, and the result achieved. The document provides examples of behavioral interview questions and sample answers following the STAR format. Using this technique helps interviewees give complete, thorough responses.
The document discusses the STAR method for answering behavioral interview questions. STAR stands for Situation, Task, Action, Result. It provides an example answer to the question "Tell me about a time when you had to provide difficult feedback to a team member?" using the STAR framework. The example discusses a group project where one member was not contributing and the narrator set up a meeting to discuss reengaging the member by changing their tasks to better suit their skills and interests, which resulted in the team successfully completing the project. The document recommends keeping STAR responses brief, focusing on the action and result, and using the structure to guide the response if needed. It also includes a chart to help recall experiences to support STAR
The document provides guidance on using the S.T.A.R. approach to effectively answer behavioral interview questions. It explains that S.T.A.R. stands for Situation, Task, Action, Result and provides examples of interview questions that can be answered using this method. The document also includes a sample situation answered using the S.T.A.R. format to demonstrate how to describe a specific event or task, the actions taken, and the positive result.
The document provides an overview of the STAR method for answering behavioral interview questions. STAR stands for Situation, Task, Action, Result. It explains each component and provides a sample response using the STAR format to describe a situation where advertising revenue was increasing for a college newspaper. It also lists example behavioral interview questions and advises preparing stories that follow the STAR structure to demonstrate favorable behaviors and skills.
11 THINGS THAT YOU SHOULD NEVER DO IN A JOB INTERVIEWClinton Albracht
Three sentences summarizing the key points from the document:
The document lists 11 things that should be avoided in a job interview, including arriving late, demonstrating a lack of research about the company, and using offensive language or inappropriate attire. Other things to avoid are negative body language, mumbling or talking too fast, speaking negatively about previous employers, discussing financials prematurely, failing to bring resume copies, coming across as arrogant, and straying from interview questions.
The document provides an overview of best practices for interviews, including preparing for different interview stages and question types. It discusses presenting your skills and accomplishments to employers, learning about the organization, and making a positive impression. Behavioral and traditional interview questions are covered, along with using the STAR method to structure comprehensive answers by discussing the Situation, Task, Action, and Result. Proper interview attire and resume attributes are also addressed. The presentation emphasizes thanking the interviewer, following up appropriately, and seeking additional help from the career center.
Prep to be a star behavioral based interviewingMary Ward
Behavioral interviews focus on past experiences and behaviors to predict future performance. Interviewers will ask questions about how applicants dealt with challenges, worked as part of a team, solved problems, and achieved goals. Applicants should have short, specific stories from their background that demonstrate job-relevant skills and qualities, with a beginning, middle, and end. Effective answers will discuss the situation, actions taken, and results achieved. Applicants should prepare several examples and practice the STAR (Situation, Task, Action, Result) format to structure strong responses.
STAR Interviews - Citadel Career Center Page Tisdale
This document provides guidance on developing effective interview skills. It introduces the STAR technique for answering behavioral interview questions, which involves describing specific situations, tasks, actions, and results. It emphasizes the importance of practice, recommending preparing 5 stories using this technique and conducting a mock interview. Resources like InterviewStream that provide sample questions and feedback on interview skills are also mentioned. The goal is to help students learn how to prepare for and stand out in interviews by researching the organization and having well-thought examples to discuss.
The document discusses the STAR technique for behavioral interviews. STAR stands for Situation or Task, Action, and Result. It is used to structure answers by describing a specific situation, the action taken, and the result achieved. The document provides examples of behavioral interview questions and sample answers following the STAR format. Using this technique helps interviewees give complete, thorough responses.
The document discusses the STAR method for answering behavioral interview questions. STAR stands for Situation, Task, Action, Result. It provides an example answer to the question "Tell me about a time when you had to provide difficult feedback to a team member?" using the STAR framework. The example discusses a group project where one member was not contributing and the narrator set up a meeting to discuss reengaging the member by changing their tasks to better suit their skills and interests, which resulted in the team successfully completing the project. The document recommends keeping STAR responses brief, focusing on the action and result, and using the structure to guide the response if needed. It also includes a chart to help recall experiences to support STAR
The document provides guidance on using the S.T.A.R. approach to effectively answer behavioral interview questions. It explains that S.T.A.R. stands for Situation, Task, Action, Result and provides examples of interview questions that can be answered using this method. The document also includes a sample situation answered using the S.T.A.R. format to demonstrate how to describe a specific event or task, the actions taken, and the positive result.
The document provides an overview of the STAR method for answering behavioral interview questions. STAR stands for Situation, Task, Action, Result. It explains each component and provides a sample response using the STAR format to describe a situation where advertising revenue was increasing for a college newspaper. It also lists example behavioral interview questions and advises preparing stories that follow the STAR structure to demonstrate favorable behaviors and skills.
11 THINGS THAT YOU SHOULD NEVER DO IN A JOB INTERVIEWClinton Albracht
Three sentences summarizing the key points from the document:
The document lists 11 things that should be avoided in a job interview, including arriving late, demonstrating a lack of research about the company, and using offensive language or inappropriate attire. Other things to avoid are negative body language, mumbling or talking too fast, speaking negatively about previous employers, discussing financials prematurely, failing to bring resume copies, coming across as arrogant, and straying from interview questions.
The document provides an overview of best practices for interviews, including preparing for different interview stages and question types. It discusses presenting your skills and accomplishments to employers, learning about the organization, and making a positive impression. Behavioral and traditional interview questions are covered, along with using the STAR method to structure comprehensive answers by discussing the Situation, Task, Action, and Result. Proper interview attire and resume attributes are also addressed. The presentation emphasizes thanking the interviewer, following up appropriately, and seeking additional help from the career center.
Prep to be a star behavioral based interviewingMary Ward
Behavioral interviews focus on past experiences and behaviors to predict future performance. Interviewers will ask questions about how applicants dealt with challenges, worked as part of a team, solved problems, and achieved goals. Applicants should have short, specific stories from their background that demonstrate job-relevant skills and qualities, with a beginning, middle, and end. Effective answers will discuss the situation, actions taken, and results achieved. Applicants should prepare several examples and practice the STAR (Situation, Task, Action, Result) format to structure strong responses.
This document provides guidance on how to prepare for and succeed in a job interview. It discusses presenting your skills and accomplishments, learning about the employer, and making a positive impression as the key goals. Specific topics covered include proper interview attire, resume attributes, typical interview structure involving questions about background and experience, use of the STAR method to comprehensively answer behavioral questions, properly wrapping up the interview, and general tips. Additional resources for practice interviews and career counseling are also noted.
Providing Feedback to Improve PerformancePooja Ganesh
This document discusses how to provide effective performance feedback using the STAR method. The STAR method structures feedback by focusing on the Situation/Task, Action, and Result. The document provides examples of how to apply each element of STAR and emphasizes giving specific, constructive feedback to support improved performance rather than personal criticism.
This workshop walks through the basics of job interviewing, including information on behavioral based interviewing. Designed for Athens State University Students and Alumni.
Behavioral Interviewing From The Job Seekers PerspectiveMike Schardt
Behavioral interviewing is a technique used by employers to evaluate a candidate's potential for success based on how they have handled similar situations in the past. It allows interviewers to assess skills, competencies, and motives through examples from a candidate's previous work experiences. Candidates can prepare by analyzing the job requirements and thinking of examples that demonstrate skills like problem-solving, communication, and leadership. Common behavioral interview questions ask candidates to describe how they dealt with challenges, influenced others, or contributed to teamwork in the past. The STAR method is recommended for structuring answers by discussing the situation, task, action, and result.
How to Prepare for a Behavioral InterviewCyndi McCabe
The document provides information on behavioral-based interviewing. It explains that behavioral-based interviews are based on the premise that past behavior predicts future success. Interviewers ask competency questions to get examples of how candidates have demonstrated important skills in prior situations. Candidates should prepare by studying the job description, thinking of examples that demonstrate the needed skills, and practicing answering competency questions using the STAR response format of describing the situation, action, and result. Interviewers evaluate responses based on factors like effectiveness and impact.
Behavioral interviewing is a more accurate pre-employment assessment technique than traditional interviews. It focuses on evaluating a candidate's concrete examples of past behaviors and experiences rather than hypothetical questions or personal opinions. The summary evaluates candidates based on how their responses illustrate competencies critical for the job like communication, problem-solving, leadership, and teamwork. By using behavioral questions and evaluating responses systematically, hiring managers can better predict future job performance and reduce turnover related to poor hiring decisions.
Getting the Right People in the Right Seats on the Bus:Behavioral Interviewing discusses behavioral interviewing as a more effective interviewing technique than traditional interviewing. Behavioral interviewing is based on the assumption that past performance predicts future performance, and involves asking candidates about specific past experiences that demonstrate the key behaviors needed for the job. It has a 70% validity rate for predicting job success, compared to only 19% for traditional interviewing. The document provides guidance on developing behavioral interview questions focused on competencies required for the role.
The document discusses behavior-based interviewing, which focuses on real examples of candidates' past actions and experiences. It emphasizes that past behavior is indicative of future performance. The interview method evaluates candidates based on competencies and transferable skills. Employers using this technique aim to make hiring decisions more effective, objective, transparent and ensure a quality hire. The document provides advice on how candidates can prepare for behavior-based interviews, including thinking like an employer, practicing common question types, and structuring answers using models such as STAR.
Competency based interviews are becoming more popular and involve behavioral questions about how applicants have handled various work situations in the past. The document recommends using the STAR technique to structure answers by describing the situation, task, action, and result. It then provides examples of common competency questions that assess an individual's abilities in five key areas - individual competencies, managerial competencies, analytical competencies, interpersonal competencies, and motivational competencies. Applicants are advised to draw from real-life examples and relate their experiences and feelings to demonstrate the best fit for the role.
This document provides tips for successful interviewing. It advises job seekers to research the position and organization thoroughly to understand how their experience matches the requirements. During the interview, candidates should dress professionally, arrive on time, make eye contact, ask questions, and provide concrete examples from their background when answering behavioral questions. Some dos include being prepared, polite, and interested in the role, while don'ts include making excuses, being negative, or acting casually. Following the interview, candidates should thank the interviewer and consider following up with a thank you note.
This document outlines a workshop plan for providing effective feedback. The workshop includes an introduction where participants identify challenges with giving and receiving feedback. Next, there is a role play and analysis section where participants practice giving difficult feedback in simulated manager-employee scenarios. Participants define learning objectives and receive feedback. Finally, the workshop concludes with a summary where participants reflect on what they learned and new objectives. The overall goal is to improve skills for giving and receiving feedback through practice and analysis.
Learn everything you wanted to about how to have the best interviews ever! Learn how to prepare for an interview by learning about the company and the job description. learn about the best answers to interview questions.
This document provides guidance on effective interview skills to help one get a job offer. It discusses the typical interview process, including introductions, questions and answers, and follow up. It advises being prepared to listen, speak, project and present skills to convince and influence interviewers. When answering questions, it recommends using the SARO method to describe a situation, action, result, and outcome. The key to success is distinguishing oneself by communicating a strong understanding of the job and how one's strengths will add value. Building confidence requires speaking positively about strengths and addressing any concerns interviewers raise.
Competency based questions are commonly used in job interviews to predict future job performance based on past behaviors. The questions require candidates to provide examples from their experience that demonstrate skills relevant to the job. Candidates should use the STAR technique to structure their answers by describing the situation, task, action they took, and resulting outcome. Proper use of examples and focusing on demonstrating one's skills and contributions can help effectively answer competency based questions.
Best Practices for Behaviour-Based InterviewingMarina Dawson
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.
The document provides guidance on conducting effective interviews for staffing positions. It discusses developing competency-based interview questions, differentiating questions for different candidate types, using scenario-based questions, and recognizing excellent, strong, weak, and poor candidate responses. The objectives are to create an effective interview and evaluation process and practice identifying excellent answers.
In this file, you can ref good job interview tips with interview questions & answers, other good job interview tips materials such as: interview thank you letters, types of interview questions
In this file, you can ref supervisor interview tips with interview questions & answers, other supervisor interview tips materials such as: interview thank you letters, types of interview questions
This document provides guidance on how to prepare for and succeed in a job interview. It discusses presenting your skills and accomplishments, learning about the employer, and making a positive impression as the key goals. Specific topics covered include proper interview attire, resume attributes, typical interview structure involving questions about background and experience, use of the STAR method to comprehensively answer behavioral questions, properly wrapping up the interview, and general tips. Additional resources for practice interviews and career counseling are also noted.
Providing Feedback to Improve PerformancePooja Ganesh
This document discusses how to provide effective performance feedback using the STAR method. The STAR method structures feedback by focusing on the Situation/Task, Action, and Result. The document provides examples of how to apply each element of STAR and emphasizes giving specific, constructive feedback to support improved performance rather than personal criticism.
This workshop walks through the basics of job interviewing, including information on behavioral based interviewing. Designed for Athens State University Students and Alumni.
Behavioral Interviewing From The Job Seekers PerspectiveMike Schardt
Behavioral interviewing is a technique used by employers to evaluate a candidate's potential for success based on how they have handled similar situations in the past. It allows interviewers to assess skills, competencies, and motives through examples from a candidate's previous work experiences. Candidates can prepare by analyzing the job requirements and thinking of examples that demonstrate skills like problem-solving, communication, and leadership. Common behavioral interview questions ask candidates to describe how they dealt with challenges, influenced others, or contributed to teamwork in the past. The STAR method is recommended for structuring answers by discussing the situation, task, action, and result.
How to Prepare for a Behavioral InterviewCyndi McCabe
The document provides information on behavioral-based interviewing. It explains that behavioral-based interviews are based on the premise that past behavior predicts future success. Interviewers ask competency questions to get examples of how candidates have demonstrated important skills in prior situations. Candidates should prepare by studying the job description, thinking of examples that demonstrate the needed skills, and practicing answering competency questions using the STAR response format of describing the situation, action, and result. Interviewers evaluate responses based on factors like effectiveness and impact.
Behavioral interviewing is a more accurate pre-employment assessment technique than traditional interviews. It focuses on evaluating a candidate's concrete examples of past behaviors and experiences rather than hypothetical questions or personal opinions. The summary evaluates candidates based on how their responses illustrate competencies critical for the job like communication, problem-solving, leadership, and teamwork. By using behavioral questions and evaluating responses systematically, hiring managers can better predict future job performance and reduce turnover related to poor hiring decisions.
Getting the Right People in the Right Seats on the Bus:Behavioral Interviewing discusses behavioral interviewing as a more effective interviewing technique than traditional interviewing. Behavioral interviewing is based on the assumption that past performance predicts future performance, and involves asking candidates about specific past experiences that demonstrate the key behaviors needed for the job. It has a 70% validity rate for predicting job success, compared to only 19% for traditional interviewing. The document provides guidance on developing behavioral interview questions focused on competencies required for the role.
The document discusses behavior-based interviewing, which focuses on real examples of candidates' past actions and experiences. It emphasizes that past behavior is indicative of future performance. The interview method evaluates candidates based on competencies and transferable skills. Employers using this technique aim to make hiring decisions more effective, objective, transparent and ensure a quality hire. The document provides advice on how candidates can prepare for behavior-based interviews, including thinking like an employer, practicing common question types, and structuring answers using models such as STAR.
Competency based interviews are becoming more popular and involve behavioral questions about how applicants have handled various work situations in the past. The document recommends using the STAR technique to structure answers by describing the situation, task, action, and result. It then provides examples of common competency questions that assess an individual's abilities in five key areas - individual competencies, managerial competencies, analytical competencies, interpersonal competencies, and motivational competencies. Applicants are advised to draw from real-life examples and relate their experiences and feelings to demonstrate the best fit for the role.
This document provides tips for successful interviewing. It advises job seekers to research the position and organization thoroughly to understand how their experience matches the requirements. During the interview, candidates should dress professionally, arrive on time, make eye contact, ask questions, and provide concrete examples from their background when answering behavioral questions. Some dos include being prepared, polite, and interested in the role, while don'ts include making excuses, being negative, or acting casually. Following the interview, candidates should thank the interviewer and consider following up with a thank you note.
This document outlines a workshop plan for providing effective feedback. The workshop includes an introduction where participants identify challenges with giving and receiving feedback. Next, there is a role play and analysis section where participants practice giving difficult feedback in simulated manager-employee scenarios. Participants define learning objectives and receive feedback. Finally, the workshop concludes with a summary where participants reflect on what they learned and new objectives. The overall goal is to improve skills for giving and receiving feedback through practice and analysis.
Learn everything you wanted to about how to have the best interviews ever! Learn how to prepare for an interview by learning about the company and the job description. learn about the best answers to interview questions.
This document provides guidance on effective interview skills to help one get a job offer. It discusses the typical interview process, including introductions, questions and answers, and follow up. It advises being prepared to listen, speak, project and present skills to convince and influence interviewers. When answering questions, it recommends using the SARO method to describe a situation, action, result, and outcome. The key to success is distinguishing oneself by communicating a strong understanding of the job and how one's strengths will add value. Building confidence requires speaking positively about strengths and addressing any concerns interviewers raise.
Competency based questions are commonly used in job interviews to predict future job performance based on past behaviors. The questions require candidates to provide examples from their experience that demonstrate skills relevant to the job. Candidates should use the STAR technique to structure their answers by describing the situation, task, action they took, and resulting outcome. Proper use of examples and focusing on demonstrating one's skills and contributions can help effectively answer competency based questions.
Best Practices for Behaviour-Based InterviewingMarina Dawson
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.
The document provides guidance on conducting effective interviews for staffing positions. It discusses developing competency-based interview questions, differentiating questions for different candidate types, using scenario-based questions, and recognizing excellent, strong, weak, and poor candidate responses. The objectives are to create an effective interview and evaluation process and practice identifying excellent answers.
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This document provides tips and advice for call center job interviews. It discusses researching the employer and job, preparing responses to common interview questions, arriving on time with prepared materials, making a good first impression, maintaining positive body language, asking insightful questions, and sending thank you notes after the interview. Useful resources on interview questions, dress codes, presentation ideas, and more are also listed. The tips can be applied to interviews for many different fields and levels of experience.
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The document provides tips for interview preparation including conducting research on the employer and job, reviewing common interview questions and preparing responses, arriving on time and prepared for the interview, making a good first impression to everyone encountered, remembering body language and avoiding bad habits, asking insightful questions, and thanking the interviewer both in person and follow up. It also includes links to additional interview preparation resources and materials.
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The document provides tips and resources for interview preparation and success. It outlines 7 tips for interviews, including conducting research on the employer, preparing responses to common questions, arriving on time, making good impressions, remembering body language, asking insightful questions, and sending thank you notes. It also lists many additional useful materials and resources for interview preparation such as sample questions, dress codes, presentation ideas, and tips for different types of interviews and career fields.
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How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
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This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...Diana Rendina
Librarians are leading the way in creating future-ready citizens – now we need to update our spaces to match. In this session, attendees will get inspiration for transforming their library spaces. You’ll learn how to survey students and patrons, create a focus group, and use design thinking to brainstorm ideas for your space. We’ll discuss budget friendly ways to change your space as well as how to find funding. No matter where you’re at, you’ll find ideas for reimagining your space in this session.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
1. Star interview tips
In this file, you can ref star interview tips with interview questions
& answers, other star interview tips materials such as: interview
thank you letters, types of interview questions….
2. 1. Conduct Research on the Employer, Hiring Manager, Job
Opportunity.
Success in a job interview starts with a
solid foundation of knowledge on the job-
seeker's part. You should understand the
employer, the requirements of the job,
and the background of the person (or
people) interviewing you. The more
research you conduct, the more you'll
understand the employer, and the better
you'll be able to answer interview
questions.
3. 2. Review Common Interview Questions and Prepare
Responses.
Another key to interview success is preparing
responses to expected interview questions. First,
inquire as to the type of interview to expect
(which you can do by asking your contact person
at the organization). Your goal is composing
detailed yet concise responses, focusing on
specific examples and accomplishments. A good
tool for remembering your responses is to put
them into story form that you can tell in the
interview. No need to memorize responses (in
fact, it's best not to), but at least develop talking
points.
4. 3. Arrive on Time for the Interview -- and Prepared for Success
There is no excuse for ever arriving late for an
interview -- other than some sort of disaster. Strive
to arrive about 15 minutes before your scheduled
interview to complete additional paperwork and
allow yourself time to get settled. Arriving a bit
early is also a chance to observe the dynamics of
the workplace.
The day before the interview, pack up extra copies
of your resume or CV and reference list. If you
have a portfolio or samples of your work, bring
those along too. Finally, remember to pack several
pens and a pad of paper to jot notes.
Finally, as you get to the offices, shut off your cell
phone. (And if you were chewing gum, get rid of
it.)
5. 4. Make Good First Impressions -- to Everyone You Encounter
A cardinal rule of interviewing: Be polite and offer
warm greetings to everyone you meet -- from parking
attendant or receptionist to the hiring manager.
Employers often are curious how job applicants treat
staff members -- and your job offer could easily be
derailed if you're rude or arrogant to any of the staff.
When it's time for the interview, keep in mind that first
impressions -- the ones interviewers make in the first
few seconds of greeting you -- can make or break an
interview. Make a strong first impression by dressing
well (see #3), arriving early (see #4), and when
greeting your interviewer, stand, smile, make eye
contact, and offer a firm (neither limp and nor bone-
crushing) handshake.
Remember that having a positive attitude and
expressing enthusiasm for the job and employer are
vital in the initial stages of the interview; studies show
that hiring managers make critical decisions about job
applicants in the first 20 minutes of the interview.
6. 5. Remember Body Language, Avoiding Bad Habits
While the content of your interview responses is
paramount, poor body language can be a distraction at
best -- or a reason not to hire you at worst.
Effective forms of body language: smiling, eye contact,
solid posture, active listening, nodding.
Detrimental forms of body language: slouching, looking
off in the distance, playing with pen, fidgeting in chair,
brushing back hair, touching face, chewing gum,
mumbling.
7. 6. Ask Insightful Questions
Studies continually show that employers make a
judgment about an applicant's interest in the job by
whether or not the interviewee asks questions.
Thus, even if the hiring manager was thorough in
his or her discussions about the job opening and
what is expected, you must ask a few questions.
The smart job-seeker prepares questions to ask
days before the interview, adding any additional
queries that might arise from the interview.
8. 7. Thank Interviewer(s) in Person, by Email, and Postal Mail
As you have already seen from previous
tips, common courtesy and politeness go
far in interviewing; thus, the importance
of thanking each person who interviews
you should come as no surprise. Start the
process while at the interview, thanking
each person who interviewed you.
Writing thank-you emails and notes
shortly after the interview will not get you
the job offer, but doing so will certainly
give you an edge over any of the other
finalists who did not bother to send
thank-you's.
9. Useful materials for interview:
• interviewquestions360.com/top-36-situational-interview-questions
• interviewquestions360.com/440-behavioral-interview-questions-ebook-pdf-
download
• interviewquestions360.com/top-40-second-interview-questions
• interviewquestions360.com/95-management-interview-questions-and-
answers-ebook-pdf-download
• interviewquestions360.com/top-30-phone-interview-questions
• interviewquestions360.com/290-competency-based-interview-questions
• interviewquestions360.com/45-internship-interview-questions
• interviewquestions360.com/15-tips-for-job-interview-attire (dress code,
clothes, what to wear)
• interviewquestions360.com/top-15-written-test-examples
• interviewquestions360.com/top-15-closing-statements
• interviewquestions360.com/20-case- study-examples for job interview
11. Useful materials for interview:
• interviewquestions360.com/12-followup-email-thank-you-letter-samples
• interviewquestions360.com/15-tips-for-job-interview-withour-no-experience
• interviewquestions360.com/15-presentation-ideas-for-job-interview
• interviewquestions360.com/12-job-interview-role-play-examples
• interviewquestions360.com/10-job-interview-techniques
• interviewquestions360.com/11-job-interview-skills
• interviewquestions360.com/tips-to-answer-question-why-should-I-hire-you
• interviewquestions360.com/25-interview-questions-to-ask-employer
• interviewquestions360.com/25-job-interview-assessment-test-examples
• interviewquestions360.com/15-tips-to-answer-experience-questions
• interviewquestions360.com/12-tips-to-answer-education-knowledge-questions
You can download this free pdf file: interview questions and answers by
registering an account from slideshare.net