Perfman HR- Styles And Approaches That Interviewers Will Use For A Job Interview
Career
You will probably encounter a variety of approaches to interviewing, and many interviewers will use more than one approach in a single interview. In general, you can expect to be asked about items on your resume that may be unclear or that the interviewer is particularly interested in. This type of questioning, along with questions about your career goals and expectations of your employer, fall under the category we call clarification interviewing. A few interviewers will ask only these kinds of questions — indicating, perhaps, inexperience, lack of interest in learning much about you, or fear of turning you off with more challenging questions.
Usually, however, you will also be asked doubt-resolving questions, which might address why you left your last job, what you see as your greatest weaknesses, and why the job appeals to you. Many interviewers will limit themselves to just clarification and doubt-resolving questions—but some will not. Interviewers may also use techniques designed to determine how you would operate on the job—such as questioning you about how you have responded to certain types of situations in the past (behavioral interviewing) or how you think you would respond to a given hypothetical situation or set of facts (hypothetical situations and case analysis); putting you into a simulated or real on-the-job situation (audition interviewing); making you uncomfortable to test your reaction to pressure (stress interviewing); or having a psychologist delve into your past experiences, motivations, and influences (psychological interviewing).
The following interview approaches are common:
• Clarification questions aim to achieve greater understanding of what you claim in your resume as your education, experience, or accomplishments, as well as your goals and expectations of your manager or the company.
• Doubt-resolving questions aim to resolve possible concerns or doubts about your judgment, veracity, behavior, or achievements.
• Behavioral questions aim to test whether you have encountered challenges similar to those anticipated and how you handled them.
• Hypothetical questions aim to test whether your thinking and judgment are likely to be appropriate for the on-the-job challenges you might be expected to encounter.
• Case analysis aims to test whether you can comprehend a complex set of facts, create a framework for analyzing them, and arrive at logical and useful conclusions.
• Auditioning aims to witness your actual performance in a simulated or real on-the-job situation.
• Stress interviews aim to test your reactions to pressure to see whether you keep your cool or lose it.
• Psychological interviews aim to determine the major influences on your reasoning and your emotions, in order to predict how you might perform under a variety of circumstances or management approaches.
In our next article we’ll look in more detail at these interviewing approaches and recommend ways to answer the most common questions in each category.
About the Author
Sonal Aurora is director and co-founder of Executive Search Firm India. Perfman HR is a premier HR Consulting Company Founded in Mumbai, India. We are an inventive and dynamic Human Resource Company specializing in Executive Search, Recruitments, Training, Learning & HR Solutions.
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