Facing an Interview (Part I)

Interview:
An interview is formal meetings between two people (the interviewer and the interviewee) where
questions are asked by the interviewer to obtain information, qualities, attitudes, wishes etc. from
the interviewee.

The word interview comes from Latin and middle French words meaning to “see between’ or
“see each other”. Generally, an interview means a private meeting between people when
questions are asked and answered. The person who answers the questions of an interview is
called in the interviewee. The person who asks the questions of our interview is called an
interviewer. It suggests a meeting between two persons for the purpose of getting a view of each
other or for knowing each other. When we normally think of an interview, we think a setting in
which an employer tries to size up an applicant for a job.

Types of interviews

There are many types of interviews that an organization can arrange. It depends on the objectives
of taking the interview. Some important types of interviews are stated below:

1. Personal interviews: Personal interviews include:

o Selection of the employees

o Promotion of the employees

o Retirement and resignation of the employees

Of course, this type of interview is designed to obtain information through discussion and
observation about how well the interviewer will perform on the job.
2. Evaluation interviews: The interviews which take place annually to review the progress of
the interviewee are called the evaluation interviews. Naturally, it is occurring between
superiors and subordinates. The main objective of this interview is to find out the strengths
and weaknesses of the employees.

3. Persuasive interviews: This type of interview is designed to sell someone a product or an

idea. When a sales representative talk with a target buyer, persuasion takes the form of
convincing the target that the product or idea meets a need.

4. Structured interviews: Structured interviews tend to follow formal procedures; the

interviewer follows a predetermined agenda or questions.

5. Unstructured interviews: When the interview does not follow the formal rules or
procedures. It is called an unstructured interview. The discussion will probably be free-
flowing and may shift rapidly form on subject to another depending on the interests of the
interviewee and the interviewer.

6. Counseling interviews: This may be held to find out what has been troubling the workers
and why someone has not been working.

7. Disciplinary interviews: Disciplinary interviews are occurring when an employee has been
accused of breaching the organization’s rules and procedures.

8. Stress interviews: It is designed to place the interviewee in a stress situation in order to

observe the interviewee’s reaction.

9. Public interviews: These include political parties’ radio-television and newspaper.

10. Informal or conversational interview: In the conversational interview, no predetermined

questions are asked, in order to remain as open and adaptable a possible to the interviewee’s
nature and priorities; during the interview the interviewer “goes with the flow”.

11. General interview guide approach: The guide approach is intended to ensure that the same
general areas of information are collected from each interviewee this provides more focus
than the conversational approach but still allows a degree of freedom and adaptability in
getting the information from the interviewee.

12. Standardized or open-ended interview: Here the same open-ended questions are asked to
all interviewees; this approach facilitates faster interviews that can be more easily analyzed
and compared.

13. Closed or fixed-response interview: It is an interview where all interviewers ask the same
questions and asked to choose answers from among the same set of alternatives. This format
is useful for those not practiced in interviewing.
Different types of job interviews:

Formal? Informal? Panel? Telephone? .... Getting ready for an interview as a designer or
creative? Take a read of these different types of interviews and make sure you're ready for your
next time to impress.

So you have got your foot in the door and it is time to shine at your first interview. All you have
to do now is prepare.

The more you know about the style of the interview, the better you can prepare.

 The Telephone Interview

Often companies request an initial telephone interview before inviting you in for a face to face
meeting in order to get a better understanding of the type of candidate you are. The one benefit
of this is that you can have your notes out in front of you. You should do just as much
preparation as you would for a face to face interview, and remember that your first impression is
vital. Some people are better meeting in person than on the phone, so make sure that you speak
confidently, with good pace and try to answer all the questions that are asked.

 The Face-to-Face Interview

This can be a meeting between you and one member of staff or even two members.

 The Panel Interview

These interviews involve a number of people sitting as a panel with one as chairperson. This type
of interview is popular within the public sector.
 The Group Interview

Several candidates are present at this type of interview. You will be asked to interact with each
other by usually a group discussion. You might even be given a task to do as a team, so make
sure you speak up and give your opinion.

 The Sequential Interview

These are several interviews in turn with a different interviewer each time. Usually, each
interviewer asks questions to test different sets of competencies. However, if you are asked the
same questions, just make sure you answer each one as fully as the previous time.

 The Lunch / Dinner Interview

This type of interview gives the employer a chance to assess your communication and
interpersonal skills as well as your table manners! So make sure you order wisely (no spaghetti
biriyani) and make sure you don’t spill your drink.

All these types of interviews can take on different question formats, so once you’ve checked with
your potential employer which type of interview you will be attending, get preparing!

Here’s a list of interview formats that you should prepare your answers for;

 Competency Based Interviews

These are structured to reflect the competencies the employer is seeking for the particular job.
These will usually be detailed in the job spec so make sure you read it through, and have your
answers ready for questions such as “Give me an example of a time you worked as a team to
achieve a common goal.” For more examples of competency based questions click here.

 Formal / Informal Interviews

Some interviews may be very formal, others may be very informal and seem like just a chat
about your interests. However, it is important to remember that you are still being assessed, and
topics should be friendly and clean!

 Portfolio Based Interviews

In the design / digital or communications industry it is likely that you will be asked to take your
portfolio along or show it online. Make sure all your work is up to date without too little or too
much. Make sure that your images if in print are big enough for the interviewer to see properly,
and always test your online portfolio on all Internet browsers before turning up.

 The Second Interview

You have passed the first interview and you have had the call to arrange the second.
Congratulations! But what else is there to prepare for? You did as much as you could for the first
interview! Now is the time to look back and review. You maybe asked the same questions you
were asked before, so review them and brush up your answers. Review your research about the
company; take a look at the ‘About Us’ section on their website, get to know their client base,
search the latest news on the company and find out what the company is talking about.

 General Interview Preparation

Here’s a list of questions that you should consider your answers for when preparing…

• Why do you want this job?

• Why are you the best person for the job?
• What relevant experience do you have?
• Why are you interested in working for this company?
• What can you contribute to this company?
• What do you know about this company?
• What challenges are you looking for in a position?
• Why do you want to work for this company?
• Why should we hire you?
• What are your salary requirements?

Professional & Business Casual Attire

Dressing for an interview or employer event can be a make or break experience when it comes to
your job or internship search. It is critical to wear appropriate attire to demonstrate your image as
a person who respects both the employer and the interview process. Even if you know that
employees at an organization where you are interviewing dress casually on the job, you should
dress up for the interview unless told otherwise by the employer. Take note that dressing up for
an interview or employer/business event is not the same as dressing up for a social event. Don’t
dress for a party or date.

Grooming

Perfume or cologne should be used sparingly or not at all. Be sure you don’t smell like smoke,
either. Males should make sure that hair and facial hair are well-groomed and nails are clean.
Females should pull hair back if it is distracting to you or others. Apply minimal/subtle makeup.
Use a conservative or clear nail polish and make sure fingernails not excessively long.

Professional/interview attire is appropriate for interviews and career fairs.

Professional/ interview attire

Attire Guidelines for Males Attire Guidelines for Females

Shirt: White or blue collar style. Saree: Conservative color/design. Material

should be cotton or silk. Avoid loud and shiny
Tie: Conservative color/design. The bottom colors. Should be draped formally.
of your tie should reach your belt buckle.
Shoes: No high heels. Low pumps are
Suit: Gray, navy, or small pinstripes. Choose preferable.
either a traditional 2- button, double-breasted,
or 3- button suit. Accessories: Carry a pad folio to hold copies
of resume, references, etc.
Belt: Leather/understated buckle
Jewelry: No more than one ring on each
Socks: Should be color-coordinated with your hand. No dangle bracelets. Simple earrings
suit and shoes. Try over-the-calf dress socks. (diamond, gold, silver or pearl stud).

Shoes: Wing tips, loafers, or lace-up shoes Watch: Small dial with formal belt/chain.

Accessories: Carry a small briefcase or pad Makeup: Minimal makeup with tied hair is
folio to hold copies of resume, references, etc. preferred. Even if the hair is open, it should
not be properly styled and should not fall on
Jewelry: No more than one ring. No earrings. the eyes.

Watch: Small dial with formal belt/chain.

General Activity:

1. Have you ever faced any interview?

2. If yes, then what specific type was that interview?

3. Would you please share you experience with the class?

Multimedia activity:

1. Let’s watch the film where Cambridge University invited four successful applicants back to
Cambridge to share their interview experiences.

2. What is the type of the interview conducted by Cambridge in the video?

Pair works:

1. Choose a partner and work in pairs.

2. Act out short interview sessions on the following situations:

i. A journalist and a celebrity at a red carpet of an award function.

ii. A commentator and a Man of the Match after losing an important match.
iii. A teacher and an applicant for university admission.
iv. A film critic with an actor about an upcoming film.
v. Headmaster of a school with a parent regarding her child’s admission.
 Contextualized Speaking

Formal and informal English

There are three main language styles:

1.Formal

2.Semi-Formal

3.Informal

The most important piece of advice for an English learner is to get lots of input. But not all input
is the same. There are, roughly speaking, two basic types of English input: formal and informal.

Formal English is used in “serious” texts and situations — for example, in official documents,
books, news reports, articles, business letters or official speeches. Informal English is used in
everyday conversations and in personal letters.

Here is an example of formal English that you might come across in a book:

As the price of five dollars was reasonable, I decided to make the purchase without further
thought.

The same thought would be expressed quite differently in informal English. Here’s an actual
example heard from a young American:

It was, like, five bucks, so I was like “okay”.

You need to know formal English because you want to be able to read a book, give a business
presentation or write an official letter. You also need informal English because you want to be
able to understand and communicate with English speakers in everyday situations.

Differences between formal and informal English

Formal English Informal English

 Used in official, literary, academic,
 Used in everyday, personal conversations.
etc. content.

 Typically used in careful, edited

 Typically used in “improvised” speech —
writing — when the writer has a lot
when the speaker is speaking without
of time to polish his text. Formal
preparation, as in a conversation (in real life or
English also occurs in speech,
over the phone). Informal English also occurs
usually when the speaker is saying
in writing, usually whenever the writer is
something that was prepared
writing quickly and without editing (for
beforehand (for example, reading the
 news or delivering an official example, in an Internet chatroom or in quick,
speech). personal e-mails).

 Sentences are longer and more

complicated, for example: Toyota’s
US sales bounced back in March as  Sentences are simpler and shorter, for
substantial discounts helped to win example: Did you see Toyota’s sales figures?
back customers who had been Looks like the discounts have actually worked.
shaken by the firm’s mass safety
recalls.

 The standard of correctness is

higher. Some things are considered
correct (or at least acceptable) in
informal English, but wrong in
formal English. For example:
o I’ve made less mistakes. (formal:
I’ve made fewer mistakes.)
o She’s liking it. (formal: She likes
it.)
o I feel real tired. (formal: I feel
really tired.)
o You did good. (formal: You did
well.)

 Because informal English is “improvised”, it is

sloppy. Speakers (and sometimes writers)
often do the following:
o Use “delaying expressions” to give
themselves time: Well, I think they
should have asked us first, you know?
o Use “correcting expressions” to correct
themselves: He’s not well. I mean, he’s
not sick, but he’s very tired.
o Use “qualifying expressions” to show
that what they said is not exactly right:
This whole blogging thing is getting
kind of old.

 Informal English contains useful “everyday

phrases”, for example:
o Here you are. There you go. (when
giving something to someone)
 o Excuse me?, Come again? (to ask
someone to repeat something)
o What do you mean? (to ask for
explanation)
o So, you’re saying that...? (to ask for
confirmation)
o Exactly!, I couldn’t agree with you
more. (to agree with someone)
o By the way..., Anyway... (to change the
topic)
o See you. Take care. (to say goodbye)

 A huge number of words and

phrases are used mainly in formal
 A huge number of words and phrases are used
English. For example:
mainly in informal English. For example:
nevertheless, to disclose, to
dude, freaking, uh-huh, nope (= no), to puke,
constitute, to undertake, daunting,
trashy, grownup, awesome, to chill out, stuff,
impervious, anew, truly, solace, to
hard-up, to tick somebody off, to sell like
enchant, frantically, sizeable, to
crazy.
clutch, heyday, as it happens,
upsurge, retrieval

 Phrasal verbs are used frequently. For

example, in informal situations, people usually
 Many (but not all) phrasal verbs
say found out instead of discovered, came
are avoided.
across instead of encountered and got away
instead of escaped.

 Words and phrases are sometimes pronounced

in a shortened and simplified way, e.g. Lemme
go!, I’m doin’ fine, Whassup?, Whatcha gonna
do?
Where do I get formal and informal input?

Here is a handy chart that shows you what types of English (formal, informal or “in between”)
you can get from different sources of input:
Now that you have studied the differences of formal and informal English, let us look at the
following chart for a better understanding of contextual speaking.

APOLOGIZING FORMAL INFORMAL

I would just like to apologise for I'm really sorry I forgot your
forgetting your birthday. birthday.

EXPLAINING FORMAL INFORMAL

The first step would be to What you need to do is...

EXPRESSING FORMAL INFORMAL

ENTHUSIASM
I would just like to say I think that is I think that's fantastic news!
excellent news.

EXPRESSING FORMAL INFORMAL

PREFERENCES
I would rather visit... I'd really prefer to visit...

REQUESTING FORMAL INFORMAL

INFORMATION
I would really appreciate it if you Can you send me the train times?
could forward the train times to me.

THANKING FORMAL INFORMAL

I just want to express my sincere Thanks a lot for everything you did
thanks for all you have done. for us.

SUGGESTING FORMAL INFORMAL

I recommend going to a Spanish You really must go to a Spanish

restaurant. restaurant.
Pair works:

1. Choose a partner and work in pairs.

2. See the questions below and put a (  ) mark on the correct answer:

a. Which phrase expresses thanks in an informal way?

o You shouldn't have bothered.

o I would like to express my sincerest gratitude.
o Thanks a lot. I'm much obliged.

b. Which phrase is an informal request for information?

o Send it to me immediately by attachment.
o Can you send me a copy by email attachment, please?
o I would really appreciate it if you could send me a copy by email attachment.

c. Which phrase is for giving instructions in a formal way?

o First you need to make a plan.
o The first step would be to make a plan.
o Now make a plan.

d. Which phrase is a formal suggestion?

o I recommend having lunch in this Chinese restaurant.
o We are having lunch in this Chinese restaurant.
o Let's have lunch in this Chinese restaurant!

e. Which phrase is for expressing a preference in a formal way?

o I would rather not do that.
o I'm not doing that.
o I don't want to do that.

f. Which phrase expresses formal enthusiasm?

o I would just like to say how pleased I am for you.
o You're so lucky.
o That's fantastic! Well done!

g. Which phrase is an informal apology?

o I'm really sorry I forgot your birthday.
o I would just like to apologize for forgetting your birthday.
o Look, I just forgot, okay.
 Facing an Interview (Part II)

Want to ace your next interview and land that open job you have been seeking? Here are 20 tips
to help you prepare.

1. Research the industry and company.

An interviewer may ask how you perceive his company's position in its industry, who the firm's
competitors are, what its competitive advantages are, and how it should best go forward. For this
reason, avoid trying to thoroughly research a dozen different industries. Focus your job search on
just a few industries instead.

2. Clarify your "selling points" and the reasons you want the job.
Prepare to go into every interview with three to five key selling points in mind, such as what
makes you the best candidate for the position. Have an example of each selling point prepared ("I
have good communication skills. For example, I persuaded an entire group to ..."). And be
prepared to tell the interviewer why you want that job – including what interests you about it,
what rewards it offers that you find valuable, and what abilities it requires that you possess. If an
interviewer doesn't think you're really, really interested in the job, he or she won't give you an
offer – no matter how good you are!

3. Anticipate the interviewer's concerns and reservations.

There are always more candidates for positions than there are openings. So interviewers look for
ways to screen people out. Put yourself in their shoes and ask yourself why they might not want
to hire you (“I don't have this,” “I'm not that,” etc.). Then prepare your defense: “I know you
may be thinking that I might not be the best fit for this position because [their reservation]. But
you should know that [reason the interviewer shouldn't be overly concerned]."

4. Prepare for common interview questions.

Every "how to interview" book has a list of a hundred or more "common interview questions."
(You might wonder just how long those interviews are if there are that many common
questions!) So how do you prepare? Pick any list and think about which questions you're most
likely to encounter, given your age and status (about to graduate, looking for a summer
internship). Then prepare your answers so you won't have to fumble for them during the actual
interview.

5. Line up your questions for the interviewer.

Come to the interview with some intelligent questions for the interviewer that demonstrate your
knowledge of the company as well as your serious intent. Interviewers always ask if you have
any questions, and no matter what, you should have one or two ready. If you say, "No, not
really," he or she may conclude that you're not all that interested in the job or the company. A
good all-purpose question is, "If you could design the ideal candidate for this position from the
ground up, what would he or she be like?"

If you're having a series of interviews with the same company, you can use some of your
prepared questions with each person you meet (for example, "What do you think is the best thing
about working here?" and "What kind of person would you most like to see fill this position?")
Then, try to think of one or two others during each interview itself.

6. Practice, practice, practice.

It's one thing to come prepared with a mental answer to a question like, "Why should we hire
you?" It's another challenge entirely to say it out loud in a confident and convincing way. The
first time you try it, you'll sound garbled and confused, no matter how clear your thoughts are in
your own mind! Do it another 10 times, and you'll sound a lot smoother and more articulate.

But you shouldn't do your practicing when you're "on stage" with a recruiter; rehearse before you
go to the interview. The best way to rehearse? Get two friends and practice interviewing each
other in a "round robin": one person acts as the observer and the "interviewee" gets feedback
from both the observer and the "interviewer." Go for four or five rounds, switching roles as you
go. Another idea (but definitely second-best) is to tape record your answer and then play it back
to see where you need to improve. Whatever you do, make sure your practice consists of
speaking aloud. Rehearsing your answer in your mind won't cut it.

7. Score a success in the first five minutes.

Some studies indicate that interviewers make up their minds about candidates in the first five
minutes of the interview – and then spend the rest of the interview looking for things to confirm
that decision! So what can you do in those five minutes to get through the gate? Come in with
energy and enthusiasm, and express your appreciation for the interviewer's time. (Remember:
She may be seeing a lot of other candidates that day and may be tired from the flight in. So bring
in that energy!)

Also, start off with a positive comment about the company – something like, "I've really been
looking forward to this meeting [not "interview"]. I think [the company] is doing great work in [a
particular field or project], and I'm really excited by the prospect of being able to contribute."

8. Get on the same side as the interviewer.

Many interviewers view job interviews as adversarial: Candidates are going to try to pry an offer
out of the interviewer, and the interviewer's job is to hold onto it. Your job is to transform this
"tug of war" into a relationship in which you're both on the same side. You could say something
as simple as, "I'm happy to have the chance to learn more about your company and to let you
learn more about me, so we can see if this is going to be a good match or not. I always think that
the worst thing that can happen is to be hired into a job that's wrong for you – then nobody's
happy!"

9. Be assertive and take responsibility for the interview.

Perhaps out of the effort to be polite, some usually assertive candidates become overly passive
during job interviews. But politeness doesn't equal passivity. An interview is like any other
conversation – it’s a dance in which you and a partner move together, both responding to the
other. Don't make the mistake of just sitting there waiting for the interviewer to ask you about
that Nobel Prize you won. It's your responsibility to make sure he walks away knowing your key
selling points.
10. Be ready to handle illegal and inappropriate questions.
Interview questions about your race, age, gender, religion, marital status, and sexual orientation
are inappropriate and in many areas illegal. Nevertheless, you may get one or more of them. If
you do, you have a couple of options. You can simply answer with a question ("I'm not sure how
that's relevant to my application"), or you can try to answer "the question behind the question": "I
don't know whether I'll decide to have children in the near future, but if you're wondering if I'll
be leaving my job for an extended period of time, I can say that I'm very committed to my career
and frankly can't imagine giving it up."

11. Make your selling points clear.

If a tree falls in the forest and no one is there to hear it, did it make a sound? More important, if
you communicate your selling points during a job interview and the interviewer doesn't get it,
did you score? On this question, the answer is clear: No! So don't bury your selling points in
long-winded stories. Instead, tell the interviewer what your selling point is first, then give the
example.

12. Think positive.

No one likes a complainer, so don't dwell on negative experiences during an interview. Even if
the interviewer asks you point blank, "What courses have you liked least?" or "What did you like
least about that previous job?" don't answer the question. Or more specifically, don't answer it as
it's been asked. Instead, say something like, "Well, actually I've found something about all of my
classes that I've liked. For example, although I found [class] to be very tough, I liked the fact that
[positive point about the class]" or "I liked [a previous job] quite a bit, although now I know that
I really want to [new job]."

13. Close on a positive note.

If a salesman came to you and demonstrated his product, then thanked you for your time and
walked out the door, what did he do wrong? He didn't ask you to buy it! If you get to the end of
an interview and think you'd really like that job, ask for it! Tell the interviewer that you'd really,
really like the job – that you were excited about it before the interview and are even more excited
now, and that you're convinced you'd like to work there. If there are two equally good candidates
at the end of the search – you and someone else – the interviewer will think you're more likely to
accept the offer, and thus may be more inclined to make an offer to you.

Even better, take what you have learned about yourself and use it to explain why you think this is
the job for you: "I've done some careful career self-assessment, and I know that I'm most
interested in [one or two of your most important career interest themes], and – correct me if I'm
wrong – it seems that this position would allow me to express those interests. I also know that
I'm most motivated by [two or three of your most important motivators from your MyPath
assessment], and I have the sense that if I do well, I could get those rewards in this position.

Finally, I know that my strongest abilities are [two or three of your strongest abilities], and I see
those as being the abilities you most need for this position." If you follow this tip, you'll be (a)
asking for the job, (b) explaining why you think it's a good match, (c) displaying your
thoughtfulness and maturity, and (d) further disarming the tug-of-war dynamic that interviewers
anticipate. You'll be making the strongest possible "close" – and that's worth a lot!
14. Bring a copy of your resume to every interview.
Have a copy of your resume with you when you go to every interview. If the interviewer has
misplaced his or her copy, you'll save a lot of time (and embarrassment on the interviewer's part)
if you can just pull your extra copy out and hand it over.

15. Don't worry about sounding "canned".

Some people are concerned that if they rehearse their answers, they'll sound "canned" (or overly
polished or glib) during the interview. Don't worry. If you're well prepared, you'll sound smooth
and articulate, not canned. And if you're not so well prepared, the anxiety of the situation will
eliminate any "canned" quality.

16. Make the most of the "Tell me about yourself" question.

Many interviewers begin interviews with this question. So how should you respond? You can go
into a story about where you were born, what your parents do, how many brothers and sisters and
dogs and cats you have, and that's okay. But would you rather have the interviewer writing down
what kind of dog you have – or why the company should hire you?

Consider responding to this question with something like: "Well, obviously I could tell you about
lots of things, and if I'm missing what you want, please let me know. But the three things I think
are most important for you to know about me are [your selling points]. I can expand on those a
little if you'd like." Interviewers will always say, "Sure, go ahead." Then you say, "Well,
regarding the first point, [give your example]. And when I was working for [company], I
[example of another selling point]." Etc. This strategy enables you to focus the first 10-15
minutes of the interview on all of your key selling points. The "Tell me about yourself" question
is a golden opportunity. Don't miss it!

17. Speak the right body language.

Dress appropriately, make eye contact, give a firm handshake, have good posture, speak clearly,
and don't wear perfume or cologne! Sometimes interview locations are small rooms that may
lack good air circulation. You want the interviewer paying attention to your job qualifications --
not passing out because you've come in wearing Chanel No. 5 and the candidate before you was
doused with Brut, and the two have mixed to form a poisonous gas that results in you not getting
an offer!

18. Be ready for "behavior-based" interviews".

One of the most common interview styles today is to ask people to describe experiences they
have had that demonstrate behaviors that the company thinks are important for a particular
position. You might be asked to talk about a time when you made an unpopular decision,
displayed a high level of persistence, or made a decision under time pressure and with limited
information, for example.

Step 1 is to anticipate the behaviors this hiring manager is likely to be looking for. Step 2 is to
identify at least one example of when you demonstrated each behavior. Step 3 is to prepare a
story for each example. Many people recommend using SAR (Situation-Action-Result) as a
model for the story. Step 4 is to practice telling the story. Also, make sure to review your resume
before the interview with this kind of format in mind; this can help you to remember examples of
behaviors you may not have anticipated in advance.

19. Send thank-you notes.

Write a thank-you note after every interview. Type each note on paper or send them by email,
depending on the interviewers' preferences. Customize your notes by referring specifically to
what you and the interviewer discussed; for example, "I was particularly excited about [or
interested by, or glad to hear] what you said about ..." Handwritten notes might be better if you're
thanking a personal contact for helping you in your job search, or if the company you're
interviewing with is based in Europe. Whatever method you choose, notes should be sent within
48 hours of the interview.

To write a good thank-you note, you'll need to take time after each interview to jot down a few
things about what the interviewer said. Also, write down what you could have done better in the
interview, and make adjustments before you head off for your next interview.

20. Don't give up!

If you've had a bad interview for a job that you truly think would be a great fit for you (not just
something you want badly), don't give up! Write a note, send an email, or call the interviewer to
let him or her know that you think you did a poor job of communicating why you think this job
would be a good match. Reiterate what you have to offer the company, and say that you'd like an
opportunity to contribute. Whether this strategy will get you a job offer depends on the company
and on you. But one thing's for sure: If you don't try, your chances are exactly zero. We've seen
this approach work on numerous occasions, and we encourage you to give it that last shot.

If you follow the above 20 strategies, you'll be as prepared as any candidate an interviewer has
ever seen.

While some job interviewers take a fairly unusual approach to interview questions, most job
interviews involve an exchange of common interview questions and answers (including some of
the most often-asked behavioral interview questions). Here are some of the most common
interview questions, along with the best way to answer them:

1. "Tell me a little about yourself."

If you're the interviewer, there's a lot you should already know: The candidate's resume and
cover letter should tell you plenty, and LinkedIn and Twitter and Facebook and Google can tell
you more.

The goal of an interview is to determine whether the candidate will be outstanding in the job, and
that means evaluating the skills and attitude required for that job. Does she need to be an
empathetic leader? Ask about that. Does she need to take your company public? Ask about that.

If you're the candidate, talk about why you took certain jobs. Explain why you left. Explain why
you chose a certain school. Share why you decided to go to grad school. Discuss why you took a
year off to backpack through Europe, and what you got out of the experience.
When you answer this question, connect the dots on your resume so the interviewer understands
not just what you've done, but also why.

2. "What are your biggest weaknesses?"

Every candidate knows how to answer this question: Just pick a theoretical weakness and
magically transform that flaw into strength in disguise!

For example: "My biggest weakness is getting so absorbed in my work that I lose all track of
time. Every day I look up and realize everyone has gone home! I know I should be more aware
of the clock, but when I love what I'm doing I just can't think of anything else."

So your "biggest weakness" is that you'll put in more hours than everyone else? Great...

A better approach is to choose an actual weakness, but one you're working to improve. Share
what you're doing to overcome that weakness. No one is perfect, but showing you're willing to
honestly self-assess and then seek ways to improve comes pretty darned close.

3. "What are your biggest strengths?"

I'm not sure why interviewers ask this question; your resume and experience should make your
strengths readily apparent.

Even so, if you're asked, provide a sharp, on-point answer. Be clear and precise. If you're a great
problem solver, don't just say that: Provide a few examples, pertinent to the opening, that prove
you're a great problem solver. If you're an emotionally intelligent leader, don't just say that:
Provide a few examples that prove you know how to answer the unasked question.

In short, don't just claim to have certain attributes -- prove you have those attributes.

4. "Where do you see yourself in five years?"

Answers to this question go one of two basic ways. Candidates try to show their incredible
ambition (because that's what they think you want) by providing an extremely optimistic answer:
"I want your job!" Or they try to show their humility (because that's what they think you want)
by providing a meek, self-deprecating answer: "There are so many talented people here. I just
want to do a great job and see where my talents take me."

In either case you learn nothing, other than possibly how well candidates can sell themselves.

For interviewers, here's a better question: "What business would you love to start?"

That question applies to any organization, because every employee at every company should
have an entrepreneurial mind-set.
The business a candidate would love to start tells you about her hopes and dreams, her interests
and passions, the work she likes to do, the people she likes to work with ... so just sit back and
listen.

5. "Out of all the other candidates, why should we hire you?"

Since a candidate cannot compare himself with people he doesn't know, all he can do is describe
his incredible passion and desire and commitment and ... well, basically beg for the job. (Way
too many interviewers ask the question and then sit back, arms folded, as if to say, "Go ahead.
I'm listening. Try to convince me.")

And you learn nothing of substance.

Here's a better question: "What do you feel I need to know that we haven't discussed?" Or even
"If you could get a do-over on one of my questions, how would you answer it now?"

Rarely do candidates come to the end of an interview feeling they've done their best. Maybe the
conversation went in an unexpected direction. Maybe the interviewer focused on one aspect of
their skills and totally ignored other key attributes. Or maybe candidates started the interview
nervous and hesitant, and now wish they could go back and better describe their qualifications
and experience.

Plus, think of it this way: Your goal as an interviewer is to learn as much as you possibly can
about every candidate, so don't you want to give them the chance to ensure you do?

Just make sure to turn this part of the interview into a conversation, not a soliloquy. Don't just
passively listen and then say, "Thanks. We'll be in touch." Ask follow-up questions. Ask for
examples.

And of course if you're asked this question ... use it as a chance to highlight things you haven't
been able to touch on.

6. "How did you learn about the opening?"

Job boards, general postings, online listings, job fairs ... most people find their first few jobs that
way, so that's certainly not a red flag.

But a candidate who continues to find each successive job from general postings probably hasn't
figured out what he or she wants to do -- and where he or she would like to do it.

He or she is just looking for a job; often, any job.

So don't just explain how you heard about the opening. Show that you heard about the job
through a colleague, a current employer, by following the company ... show that you know about
the job because you want to work there.
Employers don't want to hire people who just want a job; they want to hire people who want a
job with their company.

7. "Why do you want this job?"

Now go deeper. Don't just talk about why the company would be great to work for; talk about
how the position is a perfect fit for what you hope to accomplish, both short-term and long-term.

And if you don't know why the position is a perfect fit ... look somewhere else. Life is too short.

8. "What do you consider to be your biggest professional achievement?"

Here's an interview question that definitely requires an answer relevant to the job. If you say
your biggest achievement was improving throughput by 18 percent in six months but you're
interviewing for a leadership role in human resources ... that answer is interesting but ultimately
irrelevant.

Instead, talk about an underperforming employee you "rescued," or how you overcame infighting
between departments, or how so many of your direct reports have been promoted....

The goal is to share achievements that let the interviewer imagine you in the position -- and see
you succeeding.

9. "Tell me about the last time a co-worker or customer got angry with you. What
happened?"

Conflict is inevitable when a company works hard to get things done. Mistakes happen. Sure,
strengths come to the fore, but weaknesses also rear their heads. And that's OK. No one is
perfect.

But a person who tends to push the blame -- and the responsibility for rectifying the situation --
onto someone else is a candidate to avoid. Hiring managers would much rather choose
candidates who focus not on blame but on addressing and fixing the problem.

Every business needs employees who willingly admit when they are wrong, step up to take
ownership for fixing the problem, and, most important, learn from the experience.

10. "Describe your dream job."

Three words describe how you should answer this question: relevance, relevance, relevance.

But that doesn't mean you have to make up an answer. You can learn something from every job.
You can develop skills in every job. Work backward: Identify things about the job you're
interviewing for that will help you if you do land your dream job someday, and then describe
how those things apply to what you hope to someday do.
And don't be afraid to admit that you might someday move on, whether to join another company
or -- better -- to start your own business. Employers no longer expect "forever" employees.

11. "Why do you want to leave your current job?"

Let's start with what you shouldn't say (or, if you're the interviewer, what are definite red flags).

Don't talk about how your boss is difficult. Don't talk about how you can't get along with other
employees. Don't bad-mouth your company.

Instead, focus on the positives a move will bring. Talk about what you want to achieve. Talk
about what you want to learn. Talk about ways you want to grow, about things you want to
accomplish; explain how a move will be great for you and for your new company.

Complaining about your current employer is a little like people who gossip: If you're willing to
speak badly of someone else, you'll probably do the same to me.

12. "What kind of work environment do you like best?"

Maybe you love working alone ... but if the job you're interviewing for is in a call center, that
answer will do you no good.

So take a step back and think about the job you're applying for and the company's culture
(because every company has one, whether intentional or unintentional). If a flexible schedule is
important to you, but the company doesn't offer one, focus on something else. If you like
constant direction and support and the company expects employees to self-manage, focus on
something else.

Find ways to highlight how the company's environment will work well for you -- and if you can't
find ways, don't take the job, because you'll be miserable.

13. "Tell me about the toughest decision you had to make in the last six months."

The goal of this question is to evaluate the candidate's reasoning ability, problem-solving skills,
judgment, and possibly even willingness to take intelligent risks.

Having no answer is a definite warning sign. Everyone makes tough decisions, regardless of their
position. My daughter worked part-time as a server at a local restaurant and made difficult
decisions all the time -- like the best way to deal with a regular customer whose behavior
constituted borderline harassment.

A good answer proves you can make a difficult analytical or reasoning-based decision -- for
example, wading through reams of data to determine the best solution to a problem.

A great answer proves you can make a difficult interpersonal decision, or better yet a difficult
data-driven decision that includes interpersonal considerations and ramifications.
Making decisions based on data is important, but almost every decision has an impact on people
as well. The best candidates naturally weigh all sides of an issue, not just the business or human
side exclusively.

14. "What is your leadership style?"

This is a tough question to answer without dipping into platitudes. Try sharing leadership
examples instead. Say, "The best way for me to answer that is to give you a few examples of
leadership challenges I've faced," and then share situations where you dealt with a problem,
motivated a team, worked through a crisis. Explain what you did and that will give the
interviewer a great sense of how you lead.

And, of course, it lets you highlight a few of your successes.

15. "Tell me about a time you disagreed with a decision. What did you do?"

No one agrees with every decision. Disagreements are fine; it's what you do when you disagree
that matters. (We all know people who love to have the "meeting after the meeting," where
they've supported a decision in the meeting but they then go out and undermine it.)

Show that you were professional. Show that you raised your concerns in a productive way. If you
have an example that proves you can effect change, great -- and if you don't, show that you can
support a decision even though you think it's wrong (as long as it's not unethical, immoral, etc.).

Every company wants employees willing to be honest and forthright, to share concerns and
issues ... but to also get behind a decision and support it as if they agreed, even if they didn't.

16. "Tell me how you think other people would describe you."

I hate this question. It's a total throwaway. But I did ask it once, and got an answer I really liked.

"I think people would say that what you see is what you get," the candidate said. "If I say I will
do something, I do it. If I say I will help, I help. I'm not sure that everyone likes me, but they all
know they can count on what I say and how hard I work."

Can't beat that.

17. "What can we expect from you in your first three months?"

Ideally the answer to this should come from the employer: They should have plans and
expectations for you.
But if you're asked, use this general framework:

 You'll work hard to determine how your job creates value -- you won't just stay busy, you'll
stay busy doing the right things.
 You'll learn how to serve all your constituents -- your boss, your employees, your peers, your
customers, and your suppliers and vendors.
 You'll focus on doing what you do best -- you'll be hired because you bring certain skills, and
you'll apply those skills to make things happen.
 You'll make a difference -- with customers, with other employees, to bring enthusiasm and
focus and a sense of commitment and teamwork.

Then just layer in specifics that are applicable to you and the job.

18. "What do you like to do outside of work?"

Many companies feel cultural fit is extremely important, and they use outside interests as a way
to determine how you will fit into a team.

Even so, don't be tempted to fib and claim to enjoy hobbies you don't. Focus on activities that
indicate some sort of growth: skills you're trying to learn, goals you're trying to accomplish.
Weave those in with personal details. For example, "I'm raising a family, so a lot of my time is
focused on that, but I'm using my commute time to learn Spanish."

19. "What was your salary in your last job?"

This is a tough one. You want to be open and honest, but frankly, some companies ask the
question as the opening move in salary negotiations.

Try an approach recommended by Liz Ryan. When asked, say, "I'm focusing on jobs in the $50K
range. Is this position in that range?" (Frankly, you should already know -- but this is a good way
to deflect.)

Maybe the interviewer will answer; maybe she won't. If she presses you for an answer, you'll
have to decide whether you want to share or demur. Ultimately your answer won't matter too
much, because you'll either accept the salary offered or you won't, depending on what you think
is fair.

20. "A snail is at the bottom of a 30-foot well. Each day he climbs up three feet, but at night
he slips back two feet. How many days will it take him to climb out of the well?"

Questions like these have become a lot more popular (thanks, Google) in recent years. The
interviewer isn't necessarily looking for the right answer but instead a little insight into your
reasoning abilities.
All you can do is talk through your logic as you try to solve the problem. Don't be afraid to laugh
at yourself if you get it wrong -- sometimes the interviewer is merely trying to assess how you
deal with failure.

21. "What questions do you have for me?"

Don't waste this opportunity. Ask smart questions, not just as a way to show you're a great
candidate but also to see if the company is a good fit for you -- after all, you're being
interviewed, but you're also interviewing the company.

Here goes:

22. "What do you expect me to accomplish in the first 90 days?"

If you weren't asked this question, ask it yourself. Why? Great candidates want to hit the ground
running. They don't want to spend weeks or months "getting to know the organization." They
don't want to spend huge chunks of time in orientation, in training, or in the futile pursuit of
getting their feet wet.

They want to make a difference -- and they want to make that difference right now.

23. "If you were to rank them, what are the three traits your top performers have in
common?"

Great candidates also want to be great employees. They know every organization is different --
and so are the key qualities of top performers in those organizations. Maybe your top performers
work longer hours. Maybe creativity is more important than methodology. Maybe constantly
landing new customers in new markets is more important than building long-term customer
relationships. Maybe the key is a willingness to spend the same amount of time educating an
entry-level customer as helping an enthusiast who wants high-end equipment.

Great candidates want to know, because (1) they want to know if they will fit in, and (2) if they
do fit in, they want to know how they can be a top performer.

24. "What really drives results in this job?"

Employees are investments, and you expect every employee to generate a positive return on his
or her salary. (Otherwise why do you have them on the payroll?)

In every job some activities make a bigger difference than others. You need your HR team to fill
job openings, but what you really want is for them to find the right candidates, because that
results in higher retention rates, lower training costs, and better overall productivity.

You need your service techs to perform effective repairs, but what you really want is for those
techs to identify ways to solve problems and provide other benefits -- in short, to build customer
relationships and even generate additional sales.
Great candidates want to know what truly makes a difference and drives results, because they
know helping the company succeed means they will succeed as well.

25. "What are the company's highest-priority goals this year, and how would my role
contribute?"

Is the job the candidate will fill important? Does that job matter?

Great candidates want a job with meaning, with a larger purpose -- and they want to work with
people who approach their jobs the same way.

Otherwise a job is just a job.

26. "What percentage of employees was brought in by current employees?"

Employees who love their jobs naturally recommend their company to their friends and peers.
The same is true for people in leadership positions -- people naturally try to bring on board
talented people they previously worked with. They've built relationships, developed trust, and
shown a level of competence that made someone go out of their way to follow them to a new
organization.

And all of that speaks incredibly well to the quality of the workplace and the culture.

27. "What do you plan to do if...?"

Every business faces a major challenge: technological changes, competitors entering the market,
shifting economic trends. There's rarely one of Warren Buffett's moats protecting a small
business.

So while some candidates may see your company as a stepping-stone, they still hope for growth
and advancement. If they do eventually leave, they want it to be on their terms, not because you
were forced out of business.

Say I'm interviewing for a position at your ski shop. Another store is opening less than a mile
away: How do you plan to deal with the competition? Or you run a poultry farm (a huge industry
in my area): What will you do to deal with rising feed costs?

Great candidates don't just want to know what you think; they want to know what you plan to do
-- and how they will fit into those plans.
 Let’s Practice Facing Interviews!

Individual Activity

 Go through the questions below and prepare for an interview. Anything from or similar to
the list of questions may be asked:

1. Tell me about yourself. 2. How would you describe yourself?

3. What makes you unique? 4. Why do you want to work here?

5. What interests you about this role? 6. What motivates you?

7. What are you passionate about? 8. Why are you leaving your current job?

9. What are your greatest strengths? 10. What are your greatest weaknesses?

11. What are your goals for the future? 12. Where do you see yourself in five years?

13. Can you tell me about a difficult work 14. What is your salary range expectation?
situation and how you overcame it?
15. Why should we hire you? 16. What did you like most about your last
position?

17. What did you like least about your last 18. How do you handle stress?
position?
19. What is your greatest accomplishment? 20. What does customer service mean to
you?

21. What skills would you bring to the job? 22. Tell me about your work experience.

23. How do you define success? 24. How do you work under pressure?
25. What is your dream job? 26. What can you bring to the company?

27. How do you handle conflict at work? 28. Why are you interested in this position?

29. What makes you uncomfortable? 30. How would you feel about reporting to a
person younger than you?

31. What is your ideal working 32. What differentiates you from our other
environment? candidates?

33. Are you a morning person? 34. How would a good friend describe you?

35. Are you more of a leader or a follower? 36. What do you like most about yourself?

37. Are you willing to travel? 38. How long do you expect to work for this
company?

39. How do you keep yourself organized? 40. What are three skills or traits you wish
you had?

41. Would you be willing to work nights and 42. What qualities make a good leader?
weekends?
43. What do you want to accomplish in the 44. Do you prefer to work alone or on a
first thirty days of this job? team?

45. What is your proudest achievement? 46. How do you want to improve yourself in
the upcoming year?

47. What is your favorite memory from 48. What’s the last book you read?
childhood?
49. What is your greatest fear? 50. What do you know about our company?

51. What was your greatest failure, and what 52. Can you walk us through your resume?
did you learn from it?
53. How many hours per week do you 54. Which is more important, creativity or
normally work? efficiency?

55. Do you ever take your work home with 56. What three things are most important to
you? you in your job?

57. Describe your work style. 58. Why did you choose your major?

59. Do you prefer working alone or in a team 60. Do you find it difficult to adapt to new
environment? situations?

61. What do you do in your spare time? 62. Do you think you could have done better
in your last job?
 Final Exam

Marks Distribution:

Course instructor can invite another faculty member from department of English, Southeast
University who is taking the same course as an external / employer for the Final viva-voce.

Individual Interview: 25 marks

Appearance and pronunciation- 05,

Introducing self ( presenting relevant/interesting information in an engaging manner)– 05

Managing anxiety – 03
Time:
Question answer session – 10
10 minutes
for each
 Giving prompt answers – 2
individual
interview
 Giving relevant answers – 2

 Using advanced vocabulary – 2

 Handling unfamiliar/unknown questions – 2

 Concluding – 2

Non verbal codes – 02