INDEX

❖OBECTIVE
❖ACKNOWLEDGEMENT
❖ACTION PLAN
❖INTRODUCTION
❖OBJECTIVES OF INTERVIEW
❖TYPES OF INTERVIEWS
❖METHOD OF INTERVIEW
❖RECRUITING RESPONDANT
❖PREPARING FOR INTERVIEWS
❖QUESTIONS
❖ANALYZES AND INTERPRETATIONS
❖STUDENT REFLECTION
❖BIBLIOGRAPHY
 OBJECTIVE

The aim of this work is to demonstrate how difficult it is for

interview candidates to prepare, even for straightforward
jobs, and how difficult it is for interviewers to go through a
list of applicants and interview each one individually. This
work also demonstrates many interviewing techniques and
formats while thoroughly describing each. By listing the
Dos and Don'ts before, during, and after an interview, it
also directs how an interviewee must prepare for one.
Additionally, it describes many methods an interviewer
should use to find a large number of qualified candidates.
If you follow the advice in this research report, I'm
confident you could ace any interview.
 ACTION PLAN
✓ Project announcement by teacher

✓ Choose the questionnaire

✓ Look for a topic

✓ Select a topic

✓ Make questionnaire

✓ Gather responses

✓ Making analysis and report

✓ Handing over the first draft

✓ Jot down comments

✓ A change to some project details that Mam recommended

✓ Include the cover page and certificate

✓ Submit final project

 INTRODUCTION
An interview is a structured conversation where one participant asks questions, and
the other provides answers. In common parlance, the word "interview" refers to a
one-on-one conversation between an interviewer and an interviewee. The
interviewer asks questions to which the interviewee responds, usually providing
information. That information may be used or provided to other audiences
immediately or later. This feature is common to many types of interviews – a job
interview or interview with a witness to an event may have no other audience present
at the time, but the answers will be later provided to others in the employment or
investigative process. An interview may also transfer information in both directions.
Interviews usually take place face-to-face and in person, but the parties may instead
be separated geographically, as in videoconferencing or telephone interviews.
Interviews almost always involve spoken conversation between two or more parties.
In some instances, a "conversation" can happen between two persons who type their
questions and answers.
Interviews can be unstructured, free-wheeling, and open-ended conversations
without predetermined plan or prearranged questions. One form of unstructured
interview is a focused interview in which the interviewer consciously and
consistently guides the conversation so that the interviewee's responses do not stray
from the main research topic or idea. Interviews can also be highly structured
conversations in which specific questions occur in a specified order. They can follow
diverse formats; for example, in a ladder interview, a respondent's answers typically
guide subsequent interviews, with the object being to explore a
respondent's subconscious motives. Typically, the interviewer has some way of
recording the information that is gleaned from the interviewee, often by keeping
notes with a pencil and paper, or with a video or audio recorder. Interviews usually
have a limited duration, with a beginning and an ending.
The traditionally two-person interview format, sometimes called a one-on-one
interview, permits direct questions and follow-ups, which enables an interviewer to
better gauge the accuracy and relevance of responses. It is a flexible arrangement in
the sense that subsequent questions can be tailored to clarify earlier answers. Further,
it eliminates possible distortion due to other parties being present.
Face to face interviewing helps both parties to interact and form a connection and
understand the other. Further, face to face interview sessions can be more enjoyable.
 OBJECTIVES OF INTERVIEW

Let's look at some objectives of the interview.

• It helps to verify the precision of the provided facts and data by the
candidate.
• The interview helps to obtain additional information about the skills and
knowledge of the interviewee.
• The interview not only assesses a candidate's skills but also checks their
suitability for the job.
• The interview provides the candidate with general facts and necessary
descriptions about the job and the company.
• An interview gives an intuition into the candidate's rational knowledge and
creativity they possess.
• Job descriptions are given at the time of the interview. The interviewer
informs the company's expectations from them.
• Through the interview process, the recruiter gets to know about the
candidate's skills and lacks the potential abilities to be trained according
to their job role.
• Information flows from both directions, and the interviewee gets to know
about the company and the employer.
 TYPES OF INTERVIEWS

Type # 1. Formal Interview and Informal Interview:

It is a planned and well-arranged interview. It is conducted in a formal atmosphere
in a fixed venue, time and through a panel of interviewers. All the formalities and
procedures are followed in this type of interview. Even questions to be asked are
decided well in advance.
Informal Interview:
It is an un-planned and un-scheduled interview and may take place anywhere. Venue
and time are not fixed. Questions are not prepared well in advance. Whenever staff
is required, this kind of interview is conducted by asking simple questions like name,
age, qualification birthplace etc., if candidates approach employer.

Type # 2. Structured or Patterned Interview and Un-Structured or Non-

Directed Interview:
It is a fully planned interview and questions to be asked are already structured well
in advance on the basis of an analysis of job specification. The time to be allowed to
each candidate and the information to be collected is also predefined. The
interviewer is carefully selected, and he has no or little scope for deviation. Thus, a
standardized pattern is adopted to conduct the interview.
Un-Structured or Non-Directed Interview:
It is an un-planned and unstructured interview where questions to be asked, time to
be allowed and response to be collected are not thought in advance. Broad general
questions are asked to the candidate and candidate is allowed to speak his mind
freely without any restrictions. Therefore, better assessment of candidate becomes
possible.

Type # 3. Stress Interview:

It is a deliberate attempt to create tension and pressure to observe how an applicant
responds under stress and strain. Interviewer puts the candidate by putting him under
stress and strain by interrupting the applicant from answering, criticizing his opinion,
asking questions in rapid succession, and keeping silent for unduly long period of
time etc. This kind of interview is conducted just to find out how a candidate behaves
in stressful situation.
Type # 4. Group Interview:
In this type of interview, group of individuals are interviewed. For this purpose, a
problem is given to a group of candidates for discussion. The candidates are carefully
observed as to who will lead the group, who is active and who is in-active, who will
dominate and who will keep silence. Actions and reactions of the members in the
group are also observed and potential candidate is selected.

Type # 5. Depth Interview:

Depth interview is conducted to test the candidates in depth knowledge in a special
area of interest and to get true picture of the candidate in such area or subject. Experts
in the concerned area of subject ask the question to test the candidate’s capacity in
the concerned subject. Thus, candidate is examined thoroughly before he is selected
for a particular post.

Type # 6. Panel or Board Interview:

It is an interview conducted by a panel or group of interviewers. Panels of experts
interview each candidate, judge each candidate’s performance and prepare the list
of candidates in order of merit. Here group judgment is involved in the selection of
candidates as it seeks to pool the collective judgment of several interviewers.

Type # 7. Exit Interview:

Exit interview is conducted for those who leave or quit the organization. The main
purpose of conducting this interview is to know the feelings of the outgoing
employees towards organization, fellow workers, policy and rules of the
organization and also to know the reason for quitting the job so that any defect
associated with the organization can be rectified.

Type # 8. Walk-in-interview:
Recently many companies have started to hold walk-in-interview. Here candidates
are to appear for interview directly without sending their application in advance. At
the time of interview candidates are asked to submit application and testimonials in
support of their qualification. Questions are asked in the area of candidate’s
specialization in accordance with job requirement.
 METHODS OF INTERVIEW

Research have shown that traditional interview is only 10% predictive about
candidate’s response in future job situation. Therefore, modern and structured
methods of interview have been designed to examine candidates in depth. Such
structured interviews are briefly described below.

1. Behavioral Interview:
Behavioral interview is a popular mode of interviewing candidates for job. It is a
technique set up by the interviewers to know how a candidate conducts himself /
herself in situations that are probable to rise in future. This method of interview is
also used to analyze one’s behavior towards others.
During such interview, a hypothetical situation is given to the candidates by the
employer and is asked to describe in detail about their response. When candidates
start telling their behavioral story, the interviewer thoroughly examines their
statement and identifies a candidate’s specific behavior(s), skills, experiences, and
abilities.

Aspects assessed by the interviewer during behavioral interview

▪ Self-confidence
▪ Professionalism
▪ Critical thinking
▪ Tactfulness

2. Apprentice Interview:
Some companies which are searching for technical employees such as engineers,
writers, etc might adopt apprentice interview to evaluate a candidate. It is a technique
to analyze whether the candidate can perform their assigned job or not. During such
interview, the candidate may be asked to accomplish an actual task.
The trick here is that the interviewers won’t guide the candidate but will allow them
to complete the task on their own. This way, the interviewer will not only examine
the ability and skill of candidate, but the candidate has a great chance to shine.
3. Puzzle Interview:
Software companies like Google, Microsoft, Facebook, etc are excellent examples
of companies which have adopted puzzle interview as their interviewing policy.
Such interview is designed for interviewing technical employees like programmers,
software engineers, etc. The company evaluates performance and determines the
problem-solving ability and skills based on time taken by the candidate to solve the
problem.
However, the companies have also admitted that puzzle solving ability does not fully
determine a candidate’s future performance.

Some examples of puzzle questions are

“Three ants are sitting at the three corners of an equilateral triangle. Each ant starts
randomly picks a direction and starts to move along the edge of the triangle. What
is the probability that none of the collide?”
4. Stress Interview:
Anybody would try to avoid stress, but stress interview is inevitable. Stress interview
is a type of interview which is set to extract answers from interviewee under pressure
or stressed condition.
Such interviews may be callous or provocative in nature in a sense that interviewer
may show less interest or hostile behavior to the candidate.
For example, the interviewer might answer a call, sigh repeatedly, interrupt
candidate while answering, etc, that might force a candidate to be defensive.
Interviewers may get personal as well and might ask questions that are hard to deal
with.
This interview is useful in predicting how much job stress, workload and workplace
conflicts can a candidate handle.
5. Case Interview:
Case interview is one of the widely used methods of interview in which interviewers
provide a case or problem to interviewee to solve. This method of interviewing is
usually applied while hiring consultants or employees for investment banks.

At the end of such interview, the interviewer comes up with a thorough report on
verbal reasoning skill, presentation and communication skill, commercial
awareness, and business skills of the candidate. A case interview can be held singly
or in group of candidates. When a case interview is held in group, the interviewer
also assesses characteristics like leadership, initiative, self-confidence, and
persuasiveness. Any interviewer would expect qualities like leadership and
persuasiveness but dominating nature is negatively marked.

6. Impromptu Interview:
Every candidate prepares oneself before attending any interview. But impromptu
interview is completely different than rest of the interviews. It is the only interview
which is unplanned or unprepared.
Usually, such interviews are faced by the interviewee while visiting career fair or
other events as a process of job hunt. Companies which take part in career fair at
first designs attractive prospectus so that people who visit the fair would read it and
come for interview. Companies also manage adequate number of interviewers so
that prospective candidates are interviewed in a large number. Impromptu interview
can also be held informally. For an instance, at dinner at friends’ or relatives’ where
their boss is invited.
 RECRUITING RESPONDANTS
1.Hire a recruitment agency:

Recruitment agencies seem the easiest to get to. However, agencies have their own
lead time to recruitment services. Do remember to review their screening question
list so that any mistake doesn’t end up in you getting the wrong respondents for your
user research.

If you are time constrained for your user research, use a specialized user research
online recruitment service that offers you the facility of hiring the right people for
online as well as in-person research. Choose the one for the greatest number of
behavioral criteria so that you can accurately match the target profiles you are looking
for.

2.Use online Panel vendors:

As mentioned in this Quora post, several recruitment vendors offer this service
online. Panel recruitment vendors come in handy, but the pricing could be high. Re-
check on the participants’ demographics and psychographics because the database
information might not be most up to date.

3.Use an online community platform:

For online user studies, there are several platforms, most popular being Reddit,
Craiglist, Ethnio, etc. With close to a quarter million unique users and thousands of
communities or “subreddits,” Reddit can be the place to connect with people over a
range of niche topics. You need to gauge the motivation of participants to participate
in your research. Some are focused on making quick money and getting feedback
from those participants could be bad for your research.

4.Publish a recruitment ad on social media:

This is by far the simplest and cost-effective DIY method. Although the responses
vary depending upon the way you create the Ad and the budget, it works! You can
either ask basic screening questions in the signup from (not recommended) or after
you have received a number of interested entries based on some basic criteria. This
DIY process increases your workload, at the same time you are in complete control
of who you are recruiting.

5.Recruit from your own Panel:

Depending upon the size of your company and customer base, you may want to setup
and nurture your own User Panel. Although building a Panel costs a significant
amount of money and effort, the investment pays off in the longer run. The
respondents would be available faster than the other routes and you already know a
lot about their behavioral attributes. The quick availability also matches the (short,
2–3 weeks) agile development cycles of your product development.

The challenge here is to keep the Panelists engaged and making sure that all Panelists
evenly get the opportunities to participate in user research. In any case avoid creating
“Experienced testers”. Engaging a company, specializing in UX or user research, to
create and manage your Panel helps to keep your focus on managing other finer
aspects of user research.
6.Use the existing customers:

The existing customers can provide good feedback on new features or extensions to
existing products or services because they already have firsthand experience of using
your platform. This approach doesn’t work too well due to the recency effect bias,
etc. and not recommended as the only source in case of entirely new products. In such
cases, you need to opt for other sources for recruitment.

7.Get colleagues and friends to Test:

Also known as Hallway testing, you can offer a small incentive to colleagues and
friends to persuade them for participating in your research. This method works but is
suited for more quick feedback / uncovering obvious problems. These participants
would know you and might have to complete their own assignments at hand, the
results might get biased. Stay away from this method for detailed and extensive user
research.

Once you have secured a list of interested participants, the next step is to match them
with your exact criteria or needs. No matter which recruitment method you use, there
are still some more issues you need to tackle during and after recruitment. Here are
some which must not go wrong:

Pre-qualification calls:

The moment you or your recruitment agency has a list of people to call, the next step
is to check whether those people meet your criteria. Several behavioral qualities are
not easy to determine over an online form — speaking over phone wins hands down
here. For instance, whether a person can articulate her thoughts can be determined by
speaking to that person on a phone call and requesting her views on a topic as general
as — “Is coffee at Starbucks overpriced?”.

Few tips to remember: be polite, respect the time of the other person and keep your
commitment for a call back if you have made one.

It needs to be taken care that the pre-qualification call is not mistaken for a phone
survey. In the beginning of the call, it’s advisable to inform that the purpose of your
call is to check the qualification, how many minutes the call is going to take and upon
qualification what to expect after the call. For the pre-qualification call you need to
prepare a screener questionnaire, more of it below.

Screener questionnaire:

A screener is like a series of nearly 10–12 questions with sequences of branching

logic (aka skip logic) and termination points. If at any point during the screener call,
the person doesn’t qualify for your criteria, you must politely end the call to save
yours and the person’s time.

Certain things need to be taken care of while designing a screening questionnaire.

The most important point to remember is that you are screening for behaviors and
not demographics (which can be obtained via simple online surveys or a Google
Form). For instance, if you are recruiting users who shop for clothes quite frequently
online, you must establish earlier whether the person shops them online at all. Over
the phone screener, asking them “Do you shop clothes online?” makes less sense over
asking them “What are the triggers for you to order clothes online?”.
The other important thing in screener questionnaire is to ensure that the recruitment
criteria is not revealed to the potential respondent. Frame the questions with over four
answer options is a good idea than questions that ask for a simple positive or negative
answer.

It is a very good practice is to do a dry run of your screener with a colleague over a
phone call and tweak the questions further to get them right.

To be sensitive to the person you are calling, communicating qualification outcome

is better after you have screened through the complete list of people.

Communicating the outcome immediately could result in hurt feelings, in case of not
qualified. In case of a qualified respondent, it can give rise to curious follow-up
questions from the respondent and, that can hurt your screening schedule.

Preparing the research schedules:

After you have screened the candidates via running the screener on phone calls, it’s
time to review the results and prepare a schedule for your user research. Look through
the list of qualified respondents and then send out an email listing out the details
about the user study. Make sure to include sufficient details so that the respondents
know what they are supposed to do and bring along. For instance, if you need your
respondents to download an under development mobile App, it’s worth sharing a
step-by-step document to download the App. Use images if necessary.

You need to appreciate that just like yourself, other people also have busy lives. It’s
highly recommended to offer your respondents a couple of time slots (for a moderated
research) and let them pick their preferred timeslot. Afterall, if a respondent is overly
worried about missing their next appointment during the research, it doesn’t help to
meet your research purpose.

Preparing and opening up a Google Form for respondents to indicate the preferred
time slots, also helps to schedule the interviews at a mutually convenient time. It’s
possible that more than one respondent is interested in a particular timeslot, and there
the ‘first-come-first-serve’ rule comes to your rescue. However, you need to be clear
in expression of this rule upfront to avoid any unhappy respondents.

Ensuring the respondents show up for moderated research and managing low
response rates for online research:

We can’t predict the future. Same is also true with schedule of your respondents.
Besides making a Calendar invite, always send an email or SMS reminder one day
before the user research.

Any unplanned events can popup last minute forcing your respondent to request you
a reschedule or, declining to attend your user research altogether. For this reason, it’s
always a good idea to recruit slightly over the number of required respondents.
Inform the extra respondents that they have been placed in a waitlist. As a rule of
thumb, I keep four people in the waitlist for moderated in person research or focus
groups — an online updated schedule is maintained and shared with them so that they
are always aware of the possibility of being invited. As soon as you recognize a no-
show, it is better to send SMS or call the waitlisted respondents. Consider the
respondents also need to make some adjustments in their personal / work schedules.
For unmoderated online user research, a well-maintained User Panel can give you the
right respondents on time. So, make the choice of user panel wisely.

Conclusion:

Getting the right respondents is critical for the correct outcome of a user research. It
takes time and may appear a bit deviating from the rest of the work that you as a user
researcher do. User research provides you actionable insights that could potentially
make a business disrupt and become highly profitable. Basing your user research on
the wrong set of participants can result in business losses and the organization can
also lose faith on user research. Carefully selecting respondents from the right sources
is a skill which user researchers must develop and refine as they grow in their careers.

PREPARATION FOR AN INTERVIEW (In point of interviewee)

How To Prepare For A Job Interview: Before The Interview.

1.Review the job description:

Read the job description to thoroughly understand how the employer has described
the position and the type of candidate they are looking for. Carefully review the
keywords and key phrases the employer uses to describe their expectations. The
more you can align your skills and qualifications with the job description, the better
chances you stand to impress the interviewer. You may also get some clues from the
job description about the questions the interviewer may ask.
2.Consider your eligibility for the job:

Think about your qualifications and experience. Ask yourself why you are required
to apply for that job and why the employer should hire you. Assessing how the job
fits into your career path and what value you can add to the company helps you
convince the interviewer about what makes you the best candidate for the position.

3.Learn more about the company:

Get in-depth information about the company through its website, social media pages,
employee reviews and other online sources. Find out about its mission, management,
work culture, the types of products it offers and the types of clients it serves. Get
some insight on its latest revenue, growth prospects and business plans. Most
companies display information about the management on their "about us" page,
employment-related information on their "careers" or "work with us" page and
information for investors on their "investor relations" page.

Researching the company well helps you align your CV with its expectations. It also
helps you answer questions about the firm during the interview. If you are familiar
with the organization, you can also ask relevant questions to the interviewer, which
shows your seriousness about the job. But you need not go into technical details if
you are applying for a non-technical position. The idea is to get a basic understanding
of the company's line of business.

4.Prepare a list of expected interview questions:

Make a list of common interview questions for the given position and frame
thoughtful answers. Prepare impressive responses to questions that give you an
opportunity to highlight your skills and interest in the job. In addition to position-
specific questions, here are some common questions to include in your list:
 • Tell me about yourself.

• Why are looking for a job change?

• Why do you want this job?

• What are your strengths and weaknesses?

• Where do you see yourself in five years?

5.Practice mock interviews:

No matter how well you prepare, it is natural to feel anxious and overwhelmed at the
time of the interview. Mock interviews can be a great help in this regard. They can
create a real interview-like environment and help boost your confidence. Ask your
friends or family to conduct a mock interview for you. Consider recording the entire
process to analyze your performance. If you cannot find anyone to play the
interviewer, you can rehearse the interview in front of a mirror.

6. Organize your documents:

You may have applied using a digital copy of your CV, but it always helps to keep
hard copies of all your documents with you just in case the interviewer needs them
for easy access. Take a printout of your resume and cover letter. Put all the important
documents including your mark sheets, certificates, ID proofs and photographs in a
folder. If the HR has asked you to bring any particular documents like salary slips,
relieving letter from previous employer or bank statement, be sure to keep them
ready as well.
7. Update your social media profile:

If you are on LinkedIn, Facebook, Twitter, or any other social media platform, make
sure you have an updated profile. Employers often check your social media presence
to get an idea about your personality and background. Search for your name in
Google to see what results turn up. If there is anything unpleasant, prepare yourself
for a response if the interviewer asks about it.

8. Make travel arrangements:

Familiarize yourself with the location map that the company has sent you. You can
also check directions to the venue using Google Maps. Based on the distance and
the time it would take to commute, plan your timing and decide on the mode of
transport. Have contact information of the HR department ready with you just in
case you need any help locating the company.

9. Decide on your interview dress:

Choose a formal dress that you would be wearing for the interview. Make sure the
clothes are clean and wrinkle-free. If you plan to spray deodorant or perfume, make
sure it is mild. Overall, plan for a neat and clean look with well-cut hair and shaved
or trimmed beard.
How To Prepare For A Job Interview: During The Interview.

Follow these steps to prepare for a job interview when you are at the interview venue:

1.Reach the location early:

Reach the venue a few minutes before the schedule. It gives you some time to rest
and relax. If it is a far-off location from your place and the journey has been tiring,
you can use the extra time at hand to drink water, use the washroom or freshen
yourself up. Reaching early helps reduce anxiety and gives time to mentally prepare
for the interview.

2. Be polite:

The way you hold yourself in the office tells a lot about you. Many companies use
CCTV footage to analyze your personality. Sit patiently in a good posture while
waiting for your turn. Be polite to the people you meet including the receptionist,
security guard and other candidates.

3. Be mindful of your body language:

Be firm and confident while speaking to the interviewer. You can start practicing it
the very moment you enter the company. Be mindful of your body language while
interacting with the receptionist or HR executive. Pay attention to how you smile
and greet them.

4. Ask thoughtful questions to the interviewer:

Most interviewers would give you an opportunity to clarify your doubts and queries.
Make mental notes during the interview to ask pertinent questions to the interviewer.
If you have any doubts regarding the position, company or any other issue, you can
get them clarified towards the end of the interview.
How To Prepare For A Job Interview: After The Interview.

The following steps can help you after you have attended the interview:

1.Analyze your performance:

After you come back from the interview, take out a few minutes to analyze how you
performed and what areas could have been better. Ask yourself whether you forgot
to mention something or whether you could have responded to any particular
question in a better way. This goes a long way in improving your interview skills.

2. Inform your references:

If you have given any references in your CV or in the job application, make sure you
inform them so that they are not caught off guard when the HR calls them. Call up
your references and tell them about the company and the position you have applied
for. Let them know the skills and qualities you would like them to recommend you
for.

3. Follow up with HR:

If you do not get to hear from the company within the expected time, you should
follow up with the HR department on the outcome of the interview. You can do so
through phone or email. Irrespective of the mode you use, be sure to mention your
name, position applied for, interview date, name of the interviewer and other
relevant details to help the HR staff recall your meeting.
 QUESTIONERS

1.What are the qualities of an effective leader?

a) To pull the employees into work if they get distracted
b) To manage the projects and its issues if his team is facing any
c) To control and coordinate the work to submit it on time
d) To make sure that you give parties to team members every weekend to get them
being motivated

2.If you are seeing your colleague getting demotivated, what will you do?
a) I will offer him a cup of coffee
b) I will not care about him as there are many colleagues to take care of
c) I will report him to Team leader
d) I will start a casual conversation to get him motivated into his work

3.Control function of management cannot be performed without:

a) Planning
b) Organizing
c) Staffing
d) Motivation

4.Do you prefer working independently or on a team?

a) I enjoy teamwork since I am a skilled strategist and worker
b) I don't typically appreciate working in teams because I have trouble interacting
with others.
c) I enjoy a blend of the two or three
d) I don't really care because I'll complete my assignment on schedule.

5.Management is a -----Activity
a) single
b) group
c) both group and single
d) None

6.Share with me how you create goals.

a) I will just think off something and BOOM!! That's how i create my own goals
b) I will usually think of it every night before sleep
c) I will surf through net a lot
d) I do what my parents and relatives ask me to do

7.Which of the following management functions are closely related?

a) Planning and organizing
b) Staffing and control
c) Planning and control
d) Planning and staffing

8.Which one of the following is not a disadvantage of planning?

a) Time consuming
b) Rigidity
c) False sense of security
d) Reduces employee morale
9.Suppose when you are going for an interview and your interviewer offers a glass
of water, then what would you do?
a) Grab it and drink it fully.
b) Say no thanks
c) Tells him that i already have a water bottle
d) Accepts his offer and uses it at times when you are stuck at something to spend
time by drinking it

10.What will be the first thing you do when you go for an interview?
a) Greet him
b) Give your resume
c) Start a casual conversation
d) Just pull the chair and sit

11.Who do you think here should be paid more?

a) Workers who work hard every day
b) Managers who manage the work without getting any issues
c) Founder who founded the company by taking all the risks
d) Accountant who manages the circulation of money

12.How did you hear about this position?

a) I learned about the position through LinkedIn as I’ve been following your
company’s page for a while now.
b) Your manager recommended me to apply for this job
c) I got the information in JotForm
d) I just happened to see your building and it was looking nice, so I got in
13.How will you handle a fiery customer?
a) I will try to speak with him as politely as possible
b) He will experience a miserable day if he tests my patience
c) I will just give my call to a senior colleague to handle him
d) I will just cut the conversation

14.Explain how you handle pressure at work.

a) A cup of tea/coffee makes me feel good in any situation
b) Taking a short nap helps me to work better
c) Red bull gives me wiiings
d) I will take a day or two off to take rest

15.What will you do when you and your peer get in a conflict?
a) I'll give him a solid punch to make sure he never mistreats me again.
b) I will try to analyze the situation and what actually happened
c) I will offer him a cup of coffee to start a casual conversation to forget about the
situation
d) I will simply not speak with him until he apologizes

16.What's your greatest strength?

a) I can be calm in any situation
b) Without even looking at the clock, I can work
c) I can deal with any kind of person when it comes to customer or colleague
d) Nothing special, I am reliable in every way
17.Do you have any questions for me?
a) Yes. What can I expect my salary package be?
b) Yes. What are my roles and responsibilities?
c) Yes. If I am medically wounded, would I receive emergency funds/loans with paid
time-offs
d) No. I don't have any questions
 Analyzes and Interpretation

1.

2.
3.

4.
5.

6.
7.

8.
9.

10.
11.

12.
13.

14.
15.

16.
17.
 STUDENT REFLECTION
Since many engineers are unemployed or working occupations unrelated to
their degree, made me wonder why, which ultimately piqued my curiosity, to
choose this topic for the project. I believe that a large number of interview
candidates are failing their interviews because they are unsure of the type of
interview that will take place and how to prepare for it. Instead, they simply
practice for interview questions that are frequently asked. I learned a lot about
what an interviewer is specifically asking and how to reply to it during my
studies, but occasionally, he or she may pose an impossible question and want
us to look at how we responded instead of providing the solution.
 BIBLIOGRAPHY
1. https://www.economicsdiscussion.net/human-resource-management/types-
of-interviews/31893

2. https://en.wikipedia.org/wiki/Interview#:~:text=An%20interview%20is%20
a%20structured%20conversation%20where%20one,to%20which%20the%2
0interviewee%20responds%2C%20usually%20providing%20information.

3. https://www.getmyuni.com/articles/what-is-an-interview#open-call-
interview

4. https://www.businesstopia.net/human-resource/interview-methods

5. https://uxplanet.org/recruiting-right-respondents-for-your-user-research-
ecc1994e71c6

6. https://in.indeed.com/career-advice/interviewing/analytical-questions-for-
interviews