The document outlines things the interviewer would like to observe during a job interview, including whether the candidate appears happy or nervous, makes eye contact, asks good questions, shows confidence, and provides ideas to help the organization. It also lists questions the interviewer may ask, such as asking the candidate to describe themselves, discuss past achievements and weaknesses, and describe times they solved problems, made decisions, worked in teams, and demonstrated leadership. The interviewer wants to assess the candidate's skills, abilities, organization, maturity, and talents to determine if they are suited for the position.

1. Taking talent acquisition beyond human imagination 2
THINGS I WOULD LIKE TO SEE DURING THE INTERVIEW
Does he look happy or congested?
Does he ask for permission to sit?
How does he sit nervously or gently?
Was he able to tell us what he observed in the company by asking questions?
How is he sitting slouching or erect?
How did he answer the question straight forward to the answer or merry-go-round answers?
(Interlude:Ability to summarize his answers in few minutes)
Did he ask good questions about the organisation and not boohoo questions?
Did he have a fixed gaze/eye contact on me during the interview?
(Interlude: showing confidence)
Did he make any comment/providing ideas to help the organization?
Does he easily gets angry or a leer look to question like ‘tell us about your weakness’?
Is he talking with full energy and liveliness when I ask him to talk about his past achievement?
Is he having full concentration and not distracted may be looking at phone or here and there,picking
phone calls or reading text?
Does he talk with live or with mood during the interview?
What are the list of hobbies he has(counting 6 to 10 means he must got something(abilities) to offer to
the organization)?
How does he outline answers to questions systematically or precept by precept?(Talking about the
problem he encountered the strategy and the metric result he achieved(Interlude:It shows personal
organization)
How does he compose his words,is it short and understandable?
Does he have the ablity to get my tough question once and understand?
Does he interpret my tough questions in seconds without asking further explanation?
Does he gesticulate matching his words when answering tough question?

2. Funnily,does he ask for a glass of water?( which showing confidence)
SCENERY OF QUESTIONS.
1.Tell me about yourself.
A said ‘What are those things you are looking for in this job,smart question to me.B begins to to tell
me his skills and abilities I want to hear ,because he pays attention to the advert information and he
know the interviewer before hand…I would hire B because he has shown interest in the company.
2.He must be able to outline his most outstanding performance pertaining to the job he wants in the
organization not that he wants to be in R&D and he’s telling me his sale approach performance.Hecant
just tell me any achievement(Interlude:To ascertain independent skills)ability to get along when other
are failing.
3.Problem solving skills questions at the table, I should ask pertaining to the job area/role to be
performed in organization and how long it takes him,I want to hear how he analyses to arrive to the
final result
4.Decision taking skills question at the table, I would ask pertaining to the role he’s expected to perform
in the organisation,how long does it take him to make such impromptu decision at the table and how he
was able to analyse his way to the final decision. I want to hear it systematically,line on line, precept by
precept
5.Has he ever work in a team before to ascertain his dependency sense,ability to get along with
others,flexibility , teachability and unionism to achieve the goals of the organization.
6.Maturity and emotional test:has he ever experience a bad incidence before(outlining his answer
systematically-shows he’s organized),how does he cope,how did he get out of the emotion.Has he ever
seen a situation when his emotion override his thinking ,walk me through it and vice
versa(Interlude:Maturity at work is an edge)
7.Leadershiprole:Has he being a leader before,was he able to develop his team/member,what complex
situation was he able to walk through with his team(I wanna hear the situation encountered,the team
strategic led,the metric result)
Interlude:Ability to work alone,work with others,lead people is one of the all round measure of talents
8.How often does he gets feedback/commentabout hisrelationship and impart on people of past work
and achievements.
9.Any relevant endorsement/reference from those he influenced and neccesarily work with before
10.Tell me that single thing you are overwhelmed about(interlude:it must be relevant to the job he’s
going to be hired for and to know his strength,abilities ,skills and talent further)
Next is what I would like to see after the interview.

3. Taking talent acquisition beyond human imagination.
OwoeyeAkinolaoluwa.