Introduction

In a highly competitive environment where talent is valued, candidates should prepare

thoroughly for the interview. The interview establishes the applicant's reputation and goodwill,
as well as work preparation. It tests the candidate’s qualifications and other roles play within an
organization and also important for interviewers because they identifying the right candidate
for their organization so this reason they prepared in which type of questions asking during
interviews.

The way people perceive things, or their perception, can have an important impact on job
interviews, and this relates to both the interviewer and the interviewee for example, Assume
you are the person being interviewed. If you believe the interviewer considers you unqualified
for the position, you may become nervous and perform poorly. If you believe the interviewer
regards you as a strong Candidate, you may feel more confident and perform better in the
interview and same as consider the interviewer. Their perception of you is equally important. If
they believe in your abilities and qualities, they may ask more favorable questions and give you
a greater chance. However, if they have a bad perception, they may ask more difficult questions
and be more judgmental.

While interviews depend on the position and the demands of the organization, the
interview format and questions may differ from one another. As a result, the form of the
preparation could differ, but success is necessarily decided by both preparation and fit. So, both
the organization and the job applicants must decide if they are a suitable fit. The company's
interviewers will prepare for the interview, and the applicants should prepare to see if they are
a suitable fit for the job.

Now, according this diagram perception always impact the individual like as an candidate they
perception negative before interview so he feel low internally and when he sit in front of others

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(Interviewers) they feel less confidence but as an candidate you can preparation about the
interview so this preparation fill your confidence in front of interviewers.

Preparing the interviews as an candidate:

Preparing for an interview is like preparing for an important

life activity. Interviews are important because they may establish
a career, provide financial stability, and satisfy personal goals. The
impact of an interview changes according to the applicant's desire
for success in the interview and in the future. So, when it comes
to interviews, it is always a good idea to be prepared. Just as
candidates follow must these important factors for the basis to
preparing their interview.

 Find out about the company's activities and values. This is going to help you in
discussing why you wish to work there
 Understand the nature of the job you're applying for. What do you need to perform,
and what capabilities do you require?
 Ready basic questions, such as telling them about yourself or your strengths and
weakness.
 Remember instances when you achieved something well in the past and be prepared to
share those experiences.
 Wear great outfits that are acceptable for the job and the organization.
 Obtain duplicates of your resume and other important documents.
 Prepare some questions to ask them. This indicates your passion for the subject.
 To develop confidence, practice with a friend or family member.
 Understand where the interview will take place and how to get there. Make an effort to
get there a few minutes before.
 Be polite, make eye contact, and shake hands properly during the interview.
 Send a thank you email following the interview to express your respect and interest.

Now, on the other side of Interviewers should be prepared to assess candidates while also
making their organization look attractive. It takes time, but it is worthwhile it. It allows you to
better analyze candidates, provide a positive experience for them, and boost your chances of
successfully hiring the candidate you need after preparing their conducting interview under
following these steps;

1. Prepare your interview question: Interviewers who do not prepare their questions
before of time lose out on the opportunity to properly assess potential candidates. To
pick what questions to ask, first look over the job description to see which abilities are

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 most important and should be evaluated during the interview. If you are given sufficient
time, ask more than one question to assess each skill. This will give you a greater
understanding of each candidate's ability level. Then, arrange the questions around
those abilities. Here are examples of how to evaluate leadership abilities.
 How do you actively motivate your team?

2. Know your Candidate: It is best to avoid asking candidates for information that they
have already provided when conducting interviews because these questions you will
waste valuable time and risk appearing not engaged or unprepared in the eyes of the
candidates.
However, study the candidate's resume or application before the interview and note
down key points about their talents and previous job experiences. During the interview,
you may comment on these issues or request further information to better understand
them. While reviewing their resume, consider the questions you want to ask during the
interview.
 Is there anything exceptional or interesting about their past experience that I
should inquire about during the interview?
During interview make a note of each candidate's name so you can remember who they
are when you meet them.
3. Be Ready to Answers Questions: Candidates want to know if the position fits with their
goals and if the organization is suitable for them. They may ask questions, and it is
important that you provide clear and relevant replies. In this manner, you can deliver a
great experience while helping candidates determine whether or not your organization
is suited for them. It may take some time to prepare for these questions, but you only
need to do it one time prior to the interview. Review that you can talk to candidates
about:
 What you like about your career and the team or company?
 The strategy, objective, and structure of the company?

4. Coordinate with other interviewers: Determine who will ask which questions and in
what order if you're doing panel interviews. It's also useful to know who will reply to
questions concerning various topics. For example, the recruiting manager is better
suited to discuss compensation or team direction, whereas team members can discuss
culture and what they appreciate about the team.
If there are multiple hiring team members who will interview candidates in several
stages, hold a meeting to communicate the questions you intend to ask. Here's how to
conduct good team interviews:
 All examiners should evaluate the same abilities.

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  Interviewers should avoid asking the same questions to evaluate each
competency.
5. Arrange your time and schedule: Clear your schedule at least 15 minutes before and
after each interview if possible. It's better not to keep candidates waiting while you
apply for an interview, or to speed them out if you have a conversation shortly after the
interview. Giving them your complete attention and time will increase your chances of
acquiring their respect. If you're giving a video interview, make sure your laptop, camera,
and microphone are all in working order a few minutes before the interview so you can
fix any problems.
 Plan a rough schedule for the interview as well. Interviews that are completely
unstructured, with the interviewer performing improvised are ineffective.
 With a schedule, you'll be able to more efficiently direct conversations and
ensure that no important matters are neglected.

6. Improve your promotional abilities: While you evaluate whether they satisfy the
requirements for the position, candidates consider if they want to work with you. They
are more likely to accept your job offer if they are convinced. Or they will still think
highly of your company even if you don't recruit them.
Create a checklist to help you market your organization and the position you're hiring
for. Here's what you could go completed:
 Practices or strategies used by your organization to keep employees satisfied and
engaged.
 Challenges that someone in the role you're applying for may experience, as well
as how your organization maintains its employees like provide training and
mentoring or not.

All of these recommendations will help you be well prepared for interviews conducting so
developing best understanding can help to identifying right people for job.

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 While, the reasons for interview preparation were discussed, as well as the general
preparation that applicants might do to improve their chances of success. The sources of
information from which candidates and interviewers can obtain useful information in
preparation have been identified. Both accurate and affective ways of preparation and also it
was suggested that applicants and interviewers should learn how to present during for
interviews.
Candidates and interviewers must prepare for interviews. Both parties should be aware of
how the other prepares so that they can understand and admire the contributions of one
another and also the journey of interviews after preparing more effective and successful for
both sides.

Reference: The hand book of strategic recruitment and selection

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