Interview Techniques

Most of the time we see that people talk about the tips for the job seekers, how to write an ideal CV, LinkedIn profile optimization, interview preparation, and personal branding etc.

Today I will talk about the other side of the table, where hiring managers and recruiters are sitting, and that’s how to take the interview? This is also very important aspect of the hiring process and hiring managers and recruiters put a lot of efforts to get the best suitable candidate on board.

My personal experience as a hiring manager, I will share with you some basic tips about what is the best and easy way to take the interview.

Interview consists of 3 sections.

• In the first section; I always want to give the comfort level to the candidate. I firstly start with the CV vs JD as I know almost every candidate wants to start from here. A smart candidate will work on the JD and modify the CV with required keywords accordingly. I take CV being the title of the book and then leave to the candidate to explain the contents of the book.
• In the second section of the interview, I ask questions which actually are the result of the briefing during candidate explains to me about him/her in the first section. Actually, these questions are generated by them only, which I note down when we discuss about the CV and JD. Questions can be different from candidate to candidate and how they present themselves against their CVs.
• In the third section; I ask general questions even if they are not mentioned in the JD but still gives the insight picture of the candidate’s suitability. E.g. some of my typical questions are about leadership and where a candidate see him/herself after let's say 5 years. I like to assess their attitude and practical skills also. For me, their theoretical knowledge and certificates are secondary. Another important thing which matters to me is the positivity and consistency in them. I do ask them for their package related question (even it is HR/recruiter’s job) but still gives me some idea and helps me in shortlisting them. At the end I let candidate ask if he/she has any questions or any additional information to share or discuss.

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