Everyone wants to do well in interviews, but many people either don’t prepare or don’t know how to prepare.
Important Points to Consider in the Interview; The most important recruitment process is undoubtedly the interview. In this article I will give you some tips on what you should and should not do during the interview.
If you are a candidate who has been called for an interview, you are already a candidate who has been evaluated positively. So my first suggestion is to go to the interview with confidence. Only 47% of candidates are not hired because they do not have sufficient knowledge and experience for the position they are applying for. This means that if there is not too much of a difference between the expected experience and competencies and yours, your chances of being hired are quite high.
Today, most interviews are conducted using online video interview tools. This rate has increased considerably due to the pandemic. Before you go to the interviews, you can open a blank zoom screen and rehearse yourself on this screen or you can rehearse the interview with your mom, dad, friend.
Interview
Firms or institutions advertise job vacancies and wait for applications to be made for a certain period of time. At the end of the deadline, the employer or human resources officer evaluates the resume/job application forms. If you have been called for a job interview, congratulations! You have prepared your resume effectively and stood out from other candidates. The interview consists of three stages, which I will cover in this article. You need to be very well prepared, as it is during the face-to-face interview that it can be determined whether you will be hired or not.
The reason why employers, human resources specialists do the job interview: To find out whether you can adapt to the workplace, what your skills are and to decide whether you can do the job.
The first stage of the interview is the Pre-Interview,
Before You Go to a Job Interview:
– Think about what kind of job you would like to do and what makes you different from others.
– First get to know yourself, do a SWOT Analysis.
– Research about the workplace you are applying for, find out who the founder is, how long ago it was founded, in which sector it operates, what its mission and vision is.
– İş görüşmesine giderken yanınızda Öz geçmişinizi bulunurun ve sizden istenen belgeler varsa bunları hazırlayın.
– Take your resume with you to the job interview and prepare any documents requested from you.
– Find out where the interview will be held. – Investigate how you can get there beforehand.
– Wait 5 minutes before the interview time at the location where the interview will take place. – Don’t go too early, don’t be late.
– Be prepared for any questions you may be asked.
– Investigate the salary policies of the position and the sector.
– Prepare the questions you want to ask.
– Don’t be tired on interview day. – Sleep well, be energized, pass your energy to the other side.
- If you are asked for something to drink during the interview, either do not ask for it or keep it away from you in case you spill it,
General Questions You May Be Asked in the Job Interview:
– Can you briefly describe yourself?
– Do you believe that you can be successful in the field of your application?
– Why do you want to work with us?
– Can you tell us about your strengths and weaknesses?
– Why should we choose you for this job?
– What’s your career goal?
– Why did you leave your last job?
– What’s your fee expectation? etc.
Questions you can ask:
– How do you evaluate and promote your employees?
– What’s your corporate culture?
– Will I get an initial education?
– Do your employees have a say in the decisions taken? etc.
Things to Consider During the Interview:
– Button up your jacket when entering the interview room.
– Trust yourself, show it with your attitude.
– Avoid excessive perfume and cologne odor.
– Try to understand the questions correctly. – Feel free to ask if you don’t understand.
– Answer questions sincerely, briefly and clearly.
– Look the interviewer in the eye during the conversation.
– Don’t talk about problems you had in past companies.
– Don’t argue about salary.
Sample Behavioral Interview Questions
– How would you act in a situation where you are asked to do something you have never done before?
– Can you make decisions quickly? Describe a case study with a positive outcome.
– Describe a problem you face at school or at work in detail with a solution
After these questions, according to the answers you have given, “Can you give an example? What did you do? How did you act? What were you thinking? How did you feel? What was the result?” other questions like these can be asked.
An important interview method is competency-based interviews,
The primary objective here is to determine the framework of competencies.
By defining the framework of competencies required for any role or organizational structure, you can create methods to measure the skills of the candidates you are looking for, such as leadership, communication, decision-making, task assignment, risk-taking, and teamwork skills.
What can be an indicator of competence
While employers do not have a clear idea of what competencies a candidate should have, competency-based questions can be used as a very effective decision support mechanism during the evaluation of candidates.
For example, you can facilitate your assessment by marking the answer to the question “Can you give an example of a situation where you have produced a new solution approach for a problem?” with a score between 1 and 5 as “No relevant past experience/skill” or “Very good past experience/skill in this area”.
Questions Measuring Core Competence
Individual competencies
Such competencies include the candidate’s flexibility, quick decision-making, knowledge, initiative, risk-taking, determination and personal resilience.
Managerial competencies
Such competencies include the candidate’s ability to take responsibility for others, leadership, team management, strategic thinking, organizational sensitivity, project management, administrative control, staff development.
Competencies related to motivation
Such competencies include the candidate’s energy, determination, motivation, result orientation, willingness to take initiative, practical intelligence, etc.
Competency-based interviews measure how well the candidate’s competencies match the competencies of the position. Standard questions are directed to all candidates. STAR Technique is the most applied.
In conclusion, we said at the beginning of the article that the interview consists of three stages. After the interview is completed in the light of this information, the final stage of the interview is the post-interview stage. Here, the candidate can politely remind the interviewee by sending an e-mail after the interview, and if there is no response for a long time, a question can be asked about the fate of the interview. The aim here is to be patient and if there is a specified return period, you can ask for the outcome of the interview at the end of that period.
I wish you all endless success in your interviews, you can follow me and contact me directly for other information. Today, it is very important to have a story and make a difference. Don’t forget to make a difference by telling your story to the interviewer with an emotional transition.
