How to comprehensively research a company before the interview

Mission and Values:

● Mission Statement: Look at the company’s website, especially the “About Us” section,
to understand its mission and core values. This section usually outlines what the company
aims to achieve and the principles guiding its operations.
● Values: Check for the company’s values on its website, social media profiles, and
employee reviews on platforms like Glassdoor. These values give insight into the
company’s culture and priorities.
● Culture: Look into the company culture by reading employee reviews on platforms like
Glassdoor, checking the company’s social media presence and LinkedIn, and seeing if
they have any cultural awards or recognitions.

Recent News:

1. Press Releases: Review recent press releases and news articles for the latest updates on
the company’s activities, such as new product launches, partnerships, or significant
achievements​.
2. Financial Reports: If the company is publicly traded, look at its financial statements and
annual reports to understand its economic health and future prospects.
3. Industry News: Use search engines to find recent news about the company and its
industry. This helps you understand the current trends and challenges the company might
be facing​.

Identifying the Company's Industry Trends and Challenges:

● Market Trends: Research current trends in the industry, such as technological

advancements, regulatory changes, or shifts in consumer behavior​.
● Competitors: Identify the company’s main competitors and understand what
differentiates them.
● Challenges: Look for the key challenges the industry is facing, such as supply chain
issues, economic downturns, or talent shortages.

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How to analyze the Job Description
Key Responsibilities:

● Daily Tasks: Identify the primary daily tasks and responsibilities listed in the job
description. This helps you understand what will be expected of you on a day-to-day
basis.
● Project Involvement: Note any projects or initiatives mentioned and the role’s level of
involvement in them.
● Team Interaction: Determine how much the role involves working with teams versus
independent tasks.

Required Skills and Qualifications:

● Technical Skills: Highlight any specific technical skills or certifications required for the
role.
● Soft Skills: Identify required soft skills such as communication, leadership, or
problem-solving.
● Experience Level: Note the years of experience and type of experience required (e.g.,
industry-specific, managerial).

What questions to ask to the recruiter

1. What are the biggest challenges facing the company right now?
2. What are the opportunities for growth in this position?
3. What is the company culture like?
4. What are your expectations for this role?
5. What was your best day in the company like?
6. What are a few qualities that you look for in the candidate while hiring for this role?
7. Is there something that I could have done better in the interview?

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How to tell something about yourself
Why this question is important

Recruiters ask "Tell us something about yourself" to get an overview of your background, skills,
and motivations. They want to see how well you present yourself, understand your key
experiences, and assess your fit for the role and organization.

What recruiters are looking for

● Professional Summary: A snapshot of your educational and professional background.

● Relevant Skills: Key skills aligning with the job you're applying for.
● Achievements: Significant accomplishments demonstrating your capabilities.
● Motivations and Goals: Your career aspirations and how they align with the role.
● Personal Touch: Interests or hobbies that provide insight into your personality.

How to tackle it

● Start Chronologically: The introduction should follow a chronological order. It could

start from your latest experience or your first experience. For example: PG, Work
experience, UG, school or in the reverse order.
● Make it conversational: Frame your story in a way that feels natural and engaging.
Avoid reciting your CV by heart.
● Highlight Relevant Skills and Achievements: Briefly showcase 2-3 key skills and
achievements that align with the company's profile and the target position.
● Bridge to the Company: Briefly explain why you're interested in this specific company
and role.
● Powerful Closing: End with a confident statement that reiterates your interest and
potential contribution. You get to choose what you want the recruiters to focus on,
shaping the flow of the interview.

Additional Tips:

● Rehearse your response beforehand, tailoring it to each company you interview with.
● Be genuine and showcase your personality while maintaining professionalism.
● Aim for a total duration of around 1-1.5 minutes.
● Demonstrate your passion and excitement for the opportunity.
● Start with a captivating statement or anecdote related to your career goals or a relevant
industry experience.

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Justifying Your Interest in a Particular Role
HR’s Perspective: From an HR perspective, an ideal candidate demonstrates a genuine interest
in the company and role by showing they have done their research and understand the company’s
mission, values, and industry landscape. They look for candidates who align with the company’s
culture and can articulate how their skills and experiences make them a good fit for the role.

Interviewee’s Answer Structure:

1. Personal Connection:
○ “I have always been passionate about technology and innovation. Your company’s
mission to revolutionize [industry] resonates deeply with me.”
2. Company Alignment:
○ “I admire how your company values sustainability and innovation. I’m
particularly impressed by your recent initiative to [mention a recent project or
news], which shows your commitment to [value].”
3. Role-Specific Interest:
○ “The role of [job title] is particularly exciting to me because it involves [mention
a key responsibility or project]. My background in [related experience] has
prepared me well for this, and I am eager to contribute to [specific goal or
project].”
4. Skills and Experience Match:
○ “With over [number] years of experience in [relevant field], I have developed
strong [mention key skills]. I believe these skills will help me excel in this role,
especially in [specific responsibility].”
5. Growth and Contribution:
○ “I am looking for a role where I can grow professionally while making a
significant impact. I am excited about the opportunity to bring my expertise to
[Company] and help achieve [specific company goal].”

Sample Answer:

I have always been passionate about technology and innovation, and your company’s mission to
revolutionize the healthcare industry with cutting-edge solutions resonates deeply with me. I
admire how your company values sustainability and innovation, and I am particularly impressed
by your recent initiative to develop AI-driven health diagnostics, demonstrating a strong
commitment to improving patient outcomes.

The role of Product Manager is particularly exciting to me because it involves leading

cross-functional teams to bring new products to market. My background in project management

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and my experience working with diverse teams in the tech industry have prepared me well for
this role. I have successfully managed several product launches, and my strong communication
and leadership skills have been key to these successes.

With over five years of experience in the tech industry, I have developed robust skills in project
management, market analysis, and team leadership. I believe these skills will help me excel in
this role, particularly in driving product development and ensuring alignment with market needs.

I am looking for a role where I can grow professionally while making a significant impact. I am
enthusiastic about the opportunity to bring my expertise to [Company] and contribute to its goal
of transforming healthcare through innovative technology. Thank you for considering my
application.

This approach ensures you are well-prepared and able to articulate your genuine interest in the
company and role, aligning your personal and professional goals with the company's mission and
values​.

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 Previous year SIP question bank

Domain: CONSULTING

1. Company: Accenture Strategy & Consulting

Interview Rounds: 2-3; Buddy call, personal interview
Roles Offered: Management Consulting Analyst, Strategy Analyst
Verticals: CN and IMU
FAQs
● Tell me about yourself.
● Why consulting?
● Why Accenture Strategy & Consulting
● A project that you learned the most through, success and failures through it.
● Specific work experience points mentioned in cv, projects learnings through those.
● Explain your work experience in detail and what were your specific contributions?
● Personality related questions such as hard work or smart work, how do you generally
approach any case?
● Where do you want to work if given a chance?
● What were the roles you handled in your previous job?
● How will you be an asset to Accenture
● Behavioral questions on strengths, weaknesses, team player and team leader roles and
work ethics
● Do you have any questions for us?
Cases
● Unconventional case on a home-run start up with low investment
● A beer company that mostly sells its products to karaoke and clubs is facing a decline in
profits find out the reasons
Candidate’s response: The problem lay on the cost side, they were facing increased costs
due to some product changes, more competitors in the market and very few product lines.
It was a live project that Accenture Strategy had solved in the past.
● Profitability case related to telecommunication industry
● The problem statement was regarding an Oil and Gas company with a presence across
multiple companies with the requirement to decarbonize and reduce its carbon footprint,
suggesting ways to decarbonize the value chain.
● Advise Delhi Govt. to solve rising air pollution in the city.
● Investing USD 1 Million in an industry, which one and why?

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 ● Market entry + profitability + growth about a copier paper manufacturing company that is
based in MP and looking to grow its revenue twice.
Guesstimates
● Petrol consumption on campus in one day
● No. of cups of tea consumption on monthly basis in Delhi
● No. of mineral water bottle usage in one day in Delhi

2. Company: Accenture Technology

Interview Rounds: 2; Personal interviews
FAQs
● Tell me about yourself.
● Questions on projects that you have worked on.
● Several in-depth questions about each project.
● Why consulting?
● What domain of consulting would you be interested in?
● Difference between A/B testing and multi-variance testing?
● In depth about the marketing campaigns based on the work experience.

3. Company: Bain & Co

Interview Rounds: 2-3; Buddy call, personal interviews, case workshop
FAQs
● Tell me about yourself.
Cases
● An interactive case study on a European holiday rental company similar to Airbnb, which
was operating on an on-ground sales model, with salesperson going to property owners
for listings. Data was provided in the beginning. One liner questions were asked post that.
Some questions were:
1) How would you design a pilot for taking the model online?
2) What are the metrics you would use to gauge the success?
● An everlasting toothbrush was invented in US. The following questions were asked:
1)Tell the pros and cons of this invention
2) What is the estimated profit you can earn in the US market
3) Would you sell this invention to a company for xx amount (more than the profit you
expect to earn)
4) Why not? Give three reasons.
● Tractor company, declining market share, how do you solve it?
● A case on setting up 10 EV charging stations across the country.
● A pharma company with limited production capacity is trying to find a suitable ratio
between domestic sales and exports.

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 ● Client is a pharmaceutical company, manufacturing a niche product in India and produces
50 units. They have to help decide how many to sell in India and how many to export.
Candidate’s response: Analyse price in Indian Market and Global market – Analyse
Competitor’s price – Scope for increasing price – Indifference point analysis – decision
Guesstimates
● The client (an e-commerce company) sets up a last-mile delivery centre. Guesstimate the
number of delivery partners needed to be hired for this centre.
Candidate’s response: Details regarding no. of parcels to be delivered in a day, no. of
shifts, no. of attempts per trip will be provided. Find out time taken per attempt, per trip
and estimate, considering all the constraints (another constraint: each delivery partner has
1 day off in a week).

4. Company: BCG
Interview Rounds: 2-4; Buddy call, personal interviews, case workshop
FAQs
● Tell me about yourself.
Cases
● Automobile manufacturer sales down reason
-Boils down to distributor not having cash
● Profits of a skiing resort is down by 20%
● You are a BCG consultant. A BCG partner has reached out to you seeking your help in
finding a life partner.
Candidate’s tip: This is an unconventional case. To put you in an uncomfortable position
and see how you react and act. Don’t panic if such random cases are given. It's more
interesting to tackle than typical business cases.
● Your client is running a resort in Switzerland. Their profits have been declining. You are
requested to identify the root cause and provide recommendations to recover from the
decline and improve profits at the earliest.
Candidate’s response: It is a typical profitability case. Solve it like how one would solve
a normal profitability case.
Candidate’s tip: Usually, a profitability case will move towards a solution. One would try
to breakdown into revenues and expenses, then further to arrive at the issue box. Here,
whatever I asked, the MDP replied that it’s not the problem. He tested whether I can
explore many other aspects rather than just stuck with few aspects. The case need not
always be to find a solution, majorly it is about testing confidence, thinking skills, crisis
management, exploring unique issues and providing unique recommendations.
● Your client is a leading bank in India. They seek to automate their loan processes. You
are appointed to help them with the same.
Candidate’s response:
1. Understand the value chain of loan processing division of a bank.

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 2. Consider each and every step involved in loan processing i.e., from loan
application by borrowers, KYC procedures, document verifications, collateral
related procedures, loan disbursements, interest recovery procedures, grievance
redressals, etc.
3. Also, explore about bank customers and awareness among them, etc.
4. Discuss about factors to be considered before automating the processes such as
skills of employees, lack of awareness among customers, internet requirements,
various infrastructure issues, technological considerations, learnings and trainings
required, etc.
5. Talk about implementation as well. Whether plunge/phased/pilot/parallel
implementation, etc.
Candidate’s tip: It is not a case to be driven by any framework. It is moreover an
interviewee dominated round. The interviewee has to speak lots about various factors to
be dealt upon as discussed above. It is open-ended.
● Our client is an Egyptian Contractor, who wants to take a project of building a metro
from Bangalore airport to the main city.
● Our client is a Pharmaceutical Manufacturer, and they want grow their profits.
● Our client got 100 acres of land from the government. What should he do with it?
● Our client is a power plant machinery manufacturer based in France. To cater the
increasing demand, they have thought of 3 options- to build an additional factory, to
source the products from East Europe or to import the products from India. What should
they do?
● Teak wood manufacturer profitability too high, identify why and will it sustain.
● Two firms are merging, which name they should keep for merged entity?
● Assess financial feasibility of a coal mine in Africa.
● How will you increase the Net Worth of Ranbir Kapoor?
● How will you price a newly launched gearbox?
● You have been given a piece of land by the Government of Haryana. What will you do
with it?
● You now have to develop a hotel for the workers of the mine. Estimate the number of
rooms needed and the total cost.
●

Guesstimates
● No. of ball point pens used in India
● Estimate the apples consumed

5. Company: Everest Group

Interview Rounds: 1-2; Aptitude Test, Personal Interview
FAQs

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 ● Tell me about yourself.
Cases
● US companies have their outsourcing units set up in India. So there is a particular
company which is facing a problem of high attrition.How would you tackle this issue?

6. Company: EY India
Interview Rounds: 1; Personal Interview
FAQs
● Tell me about yourself.
● Why this role?
● Why EY India?
● Questions related to work experience.
● What are your favourite subjects in finance? (Based on relevance in background)
● What are the softwares used in data analytics?

7. Company: EY BCPI
Interview Rounds: 2-3; Buddy call, Personal interview, Partner call
FAQs
● Tell me about yourself.
● Why this role?
● Why EY India?
● Questions related to work experience.
● Trends in Media Industry
● Favourite subjects in term 1.
● Tell more about your role in a particular team during work experience
● Any question for us?
Cases
● Profitability of a Hospital chain going down.
● There is a company which has made drone which can carry X amount of weight, fly with
Y speed. What can be its possible usage? It was a mix of MARKET ENTRY and
PRICING case.

8. Company: EY TSE
Interview Rounds: 2; Buddy call, Personal interview
FAQs
● Walk me through your CV
● What are your aspirations after graduating from college?
● How will the internship help you achieve your goal?

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9. Company: Kearney
Interview Rounds: 4-5; Buddy call, Case workshop, Personal interview
FAQs
● Tell me about yourself.
● Details regarding hobbies from the self intro.
● Details regarding internship from the CV.
Cases
● 2 Market entry cases
● 2 abstract cases

10. Company: KPMG

Interview Rounds: 1-2; Personal interviews
FAQs
● Tell me about yourself.
● Questions on challenges faced.
● Questions related to work experience.
● Questions on job description
● Why MBA after engineering?
● Tell us something from your experience and how you are a good fit for this job from your
work experience.
● Tell me about a time when you used your analytical skills to deduce a strategy.

Cases

● Case on Growth Strategy

Domain: FINANCE

1. Company: Barclays
Interview Rounds: 3-5; Aptitude Test, Buddy Call, Telephonic Round, Personal Interview
Roles Offered: Chief of Staff- CIB Team, Corporate & Investment Banking, IB - Risk Analysis,
Data analysis
FAQs

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 ● Tell me about yourself.
● Questions related to work experience.
● Questions to gauge candidate’s understanding about the job profile, investment banks,
and different verticals of a bank.
● Finance based questions about Investment banking and global markets.
● HR Questions - strengths/weaknesses, 3 adjectives that do not describe you, situation
based questions.

2. Company: Citi
Interview Rounds: 1-2; Buddy Call, Personal Interview
Roles Offered: Summer Intern
FAQs
● Why Citibank ?
● How will your previous experience as a business analyst help in this role?
● Explain the projects done during the previous role.
● If you can choose between consulting and Citi, what would be the first preference?

3. Company: Deutsche Bank

Interview Rounds: 3-5;Buddy Call, Personal Interview, Director Round
Roles Offered: Investment Bank (DIPL), Corporate Banking, Investment Bank (DIPL): Fixed
Income & Currencies (FIC), Corporate Banking
FAQs
● Tell me about yourself.
● How do you manage stress
● Did you go through the JD? Tell me what you understood about the role?
● Do you have any other shortlist and why Deutsche over other marquee IB firms?
● Do you follow the news. Tell me about any recent news article that you read.
● What are the problems you faced while handling cross border operations?
● Did you attend the PPT and if yes what did you like/dislike about it? What did you learn
from the PPT? Tell me about the case study that was discussed in the PPT?
● Why Corporate Banking?
Candidate’s tips:
● Be up to date with current affairs
● Make sure to cover the basics of finance thoroughly.
● Understand how companies in different industries are valued especially if you have
worked in a particular industry. Know everything about the industry you have worked in.
Memorize figures.
● Understand working of the banking system and how central banks operate.
● If you have cleared CFA or FRM, make sure to go through all the concepts because they
go into details.

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 ● There will be lots of follow up questions on every answer. Make sure to give them leads
as it will help you easily drive the interview to your strengths.
● Do not GAS. If you dont know anything about a concept just say so and move on. If you
know something, just say what you know and point it out that you are not very clear with
the topic or they will keep probing into the topic.
● Be attentive in the PPT. Make notes after PPT. Go through it before buddy rounds.
● Be very thorough with why DB. Make it as unique as possible because it was asked
multiple times. Go through the JD thoroughly
● Read about current rates - inflation, repo, SLR, CRR and any other rates you can thing of.
● Memorize current exchange rates of major currencies.
● Understand the limitations of different multiples. Know when and where different
multiples are preferred over others while valuing specific types of companies.
● Read about financial statements of banks, how is it different and tier 1,2,3 capital.
● Thorough understanding of financial ratios, their limitations and applications.

4. Company: Flipkart
Interview Rounds: 3; Aptitude Test, Personal Interviews
Roles Offered: Business Development
FAQs
● Tell me about yourself.
● Why did you change your field to pursue MBA?
● Describe any leadership opportunity you've had before.
● Why Flipkart? Also, what do you know about the company?
● Describe any mistake you made in your previous workplace and how did you learn from
it?
● CV-Based questions (Asked about the things mentioned in the CV and told to describe
the points mentioned in detail)
Cases:
● How to increase the profits of a hospital?
Guesstimate:
● Suppose Flipkart starts an e-commerce business for selling groceries or food like Swiggy,
select any city of your choice and estimate the number of target customers that will be
there.

5. Company: Goldman Sachs - AM

Interview Rounds: 2-4; Buddy Call, Personal Interview, Case round
Roles Offered: GS Asset management- Growth Equity, Asset Management -Growth equity,
Goldman Sachs - GIR
FAQs

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 ● Tell me about yourself.
● Why do you think Research is a field you would want to opt for?
Cases:
● An IT startup was looking to raise funding (Series B). Asked what factors should be
checked before investing and what were the important multiples for this startup.
● An enterprise tech company having a financial accounting consolidation ERP product
looking for a series B funding, How will you evaluate the project?
Candidate’s Response:
Elaborated on following
● Financial Analysis, commented on future revenues.
● Being a tech company, attrition rate of tech employees/retention of good
employees.
● Management capabilities and governance
● Founders track record
● Industry outlook
● Any covenant to be included in the contract with respect to cash outflows
● Competitors analysis.

6. Company: JPMC
Interview Rounds: 3-6; Aptitude Test, Case GD, Personal Interview, Workshop (not case based)
Roles Offered: Corporate Investment Banking - Research and Analysts, WCR, WM Risk
FAQs
● Tell me about yourself.
● What do you understand about this role?
● Why do you want to join the company and why this specific role ?
● Why JPMC?
● JPMC or GS? Which is better? Why?
● Why IB?
● Questions on the workshop.
● From an engineer's perspective, how is it like to be a part of the Investment Banking
domain in JPMC.
● Tell me 1 achievement you are proud of during your internship.
● What's your long term goal?
● Convince me on Job-fit as you seem to be an asset management guy.
● Work-life balance-related question.
Cases (GD):
● A Latin America-based businessman is the 100% owner of a shopping mall with a very
high market share. His company is also looking to launch its own e-commerce website in
the near future. The company also has plans for an IPO, which has been stalled for over
two years. Most of his wealth in the Balance Sheet is tied to the launch of this IPO. The

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 balance sheet and partial cash flow statement of this businessman are provided. He has
been a client of JPMC for over 10-15 years for his wealth management. There are other
assets as well on his balance sheet. The risk involved had to be assessed, and a decision
had to be taken whether to provide more loans to him or not.
Guesstimates:
● Number of Pizzas sold in India.

7. Company: Nomura
Interview Rounds: 3; Buddy Call, Standard GD, Personal Interview
Roles Offered: Investment Banking Analyst, Global markets
FAQs
● Tell me about yourself.
● Why Nomura?
● Questions on CV points..
Cases (GD):
● Future of E commerce in India
● Is Edtech bubble going to burst out

8. Company: Piramal Alternatives

Interview Rounds: 3; Buddy Call, SOP or HR questions form, Personal Interview
Roles Offered: PE- Fund of Fund
FAQs
● Tell me about yourself.
● Why Piramal?
● Why Finance and not consulting?
● Why PE?
● What do you know about Piramal?
● Situation where you had to work in collaboration at the workplace.
● Situation where you had high accountability.
● Situation where data was insufficient/unavailable.
● Questions related to work experience.
● What do you do apart from work?
Cases:
● Case based que on IRR and MOIC related to difference between the both (I answered
IRR gives insight about time period as well whereas MOIC doesn't factor time).
Candidate’s tips:
● Thoroughly cover at least 2 sectors including the market leaders and the macro view
Be well equipped with valuation methodologies and all elements involved therein
Read about the fund's investment rationale, upcoming fundraise, various funds under Piramal
Prepare for HR questions as well.

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9. Company: Rohatyn Group
Interview Rounds: 2; Standard GD, Personal Interview
Roles Offered: PE- Fund of Fund
FAQs
● Tell me about yourself.
● Why Rohatyn?
● Why do you want to build a career in finance?
● Questions related to work experience.
● Stock pitch
Cases (GD):
● Is India facing a decline in its resources?

10. Company: Standard Chartered Bank

Interview Rounds: 4; Aptitude Test, Psychometric Test, AI Video round, Personal Interview
Roles Offered: CCIB - Client Coverage
FAQs
● Tell me about yourself.
● Why SCB?
● Why this role?
● How are you fit for this role?
● Questions related to work experience.
● Questions on past challenges faced.
● Explain a situation where you made a decision with a lack of information. If given a
chance, would you do anything differently?
● Give me an example where you failed multiple times, wanted to give up, but succeeded
in the end.

Domain: GENERAL MANAGEMENT

1. Company: Aditya Birla Group

Interview Rounds: 2; Case GD, Personal Interview
FAQs
● Tell me about yourself.
● What were some of the low points of your career?
● What were some of the high points of your career?
● How did you deal with the low points of your career?
● You have a lot of ECAs, how do you manage that and academics?
● If you were chosen, which business unit of ABG would you like to be placed in? Why?

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 ● There were more than 100 people chosen for the GD, out of all those, why do you think
you should be the one we choose?
● What are your hobbies?

2. Company: Amazon
Interview Rounds: 2; Psychometric Test, Personal Interview
FAQs
● Tell me about yourself.
● Questions related to work experience
● Questions based on CV.

3. Company: Bajaj Finserv

Interview Rounds: 2; Standard GD, Personal Interview
FAQs
● Tell me about yourself.
● Why MBA?
● Why Bajaj?

4. Company: CK Birla
Interview Rounds: 3; Aptitude Test, AI Video round, Personal Interview
FAQs
● Tell me about yourself.
● Tell me about the projects you've done during your work experience.
● Why C.K. Birla and why you?
● Tell me about your family.
● Where do you see yourself in the future? Are you interested in becoming an
entrepreneur?

5. Company: Hinduja Global

Interview Rounds: 3; Case GD, Personal Interview, Video Introduction
FAQs
● Tell me about yourself.
● What interests you about the role?
● Why a career in general management?
● What are your expectations from this role/internship?
● Considering that you have lived in only 1 city till now, would you be willing to move to
another location?
● One instance where you disagreed with your manager & how you handled it.
● Learnings from the previous job & how have you applied them to your MBA journey?

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 ● An instance where you had multiple stakeholders to impress upon, and how did you go
about it?

6. Company: TAS
Interview Rounds: 2; Chairman GD, Personal Interview
FAQs
● Tell me about yourself.
● Tell us about your work experience and your value addition.
● How does your goals align with this role?
● Why MBA? What have you learnt from it which you can apply at work ?

7. Company: ICICI Bank

Interview Rounds: 3; Psychometric Test, Case GD, Personal Interview
FAQs
● Tell me about yourself.
● Tell me about your highest achievements.
● Tell me about an adversity you faced and how did you tackle it?
● Tell me about an initiative you took at work.
● Are you ready to allocate and handle flexible work requirements?
● Are there any questions for us?

8. Company: Zomato
Interview Rounds: 2; Case GD, Personal Interview
FAQs
● Tell me about yourself.
● What’s the meaning of grit to you?
● A time when you had a disagreement with the supervisor and how you managed it?
● Any project in your past company you are proud of?
● Which is your dream company?
● Which app has a better user interface between Swiggy and Zomato?
● How often do you order?
● Any question for me?
Cases:
● Decide whether you would launch Zomato in a tier 2 city or not.

9. Company: Udaan
Interview Rounds: 2; Case GD, Personal Interview
FAQs
● Tell me about yourself.
● Questions on real life incidents about responsibilities.

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 ● Preferred vertical and why?
● Tell me about a time when you faced an obstacle and the way out chosen.

10. Company: Capgemini

Interview Rounds: 2; Case GD, Personal Interview
FAQs
● Tell me about yourself.
Cases:
● IOT watch to reduce fraudulent insurance claims.
Guesstimate:
● Total no. of air passengers in a day in India

Domain: PRODUCT MANAGEMENT

1. Company: Microsoft
Interview Rounds: 3; Case GD, Personal Interview
FAQs
● Tell me about yourself.
● Questions on CV points.
Cases:
● Create a Smartphone app for senior citizens that allows them to use smart technology
appliances at home.
● Create a search engine for kids.
● Add features to Microsoft Word to make it more effective.
Candidate’s tips:
● User persona would be Students and Businesses. Discuss why they would be using
words. Maybe for making assignments or in enterprises for making different types of
documents. We can integrate Word with AI and use it to modify or even create content
from scratch sometimes. Enterprises can even connect Word to their database so that
every time a new document is being written you can get suggestions on how to do it. For
example product team will get suggestions for writing PRD documents etc. We can add
layers of security to this as well. For example, the product team will be able to access the
past content of the product team only from the database and not from the entire company.
It can be made more portable like Google Docs using a link. It can have a voice-to-text
feature and should be able to translate from one language to another.

20
 ● Interviewer’s suggestion: You could have thought of more different types of users for
example a Poet and their need to use creative fonts for their poem. Maybe add creative
human-like fonts to the list of fonts.

2. Company: Myntra
Interview Rounds: 2; Personal Interviews
FAQs
● Tell me about yourself.
● Questions on CV points.
● Why Myntra?
● Your Expectations from this internship?
● Short and long term goals.
● Any questions for us?

3. Company: Walmart
Interview Rounds: 3; Standard GD, Personal Interviews
FAQs
● Tell me about yourself.
● One thing that you do that could justify your interest in the PM role.
● Biggest challenge you faced in your workplace and learnings?
● Favourite product and new features which can be implemented in it?
Cases:
● Swiggy has been hearing complaints from customers about longer delivery times- verify
if this is a real issue and if it is, identify the exact issue.
● Dating app in which there are active users but matchmaking doesn't happen. Identify the
reason and suggest a solution for it. Explain it from user personas, user journey , RCA
and new feature.

4. Company: Survey Sparrow

Interview Rounds: 1; Personal Interview
FAQs
● Tell me about yourself.
● One achievement from your work experience.
● Critique a product of your choice.

5. Company: Mercedes Benz

Interview Rounds: 2; Personal Interviews
FAQs
● Tell me about yourself.

21
 ● Why Product Management? Why Benz?
● Role of a product manager in the evolving world.
● What is given in JD and what do you know about Benz?
● Questions on CV and work experience.
Cases:
● You have to introduce a global product in India (related to some remote services) - How
would you go about it?

6. Company: Media.Net
Interview Rounds: 3; Case submission, Personal Interviews
FAQs
● Tell me about yourself.
● Why Product Management?
● Questions on CV and work experience.
Guesstimates:
● Number of Pizza sold in one day in your city.

7. Company: MAQ Software

Interview Rounds: 3; Case submission, Personal Interviews
FAQs
● Tell me about yourself.
● Why Product Management?
● Explain about your previous work experience.

8. Company: IDFC First

Interview Rounds: 2; Aptitude Test, Psychometric Test, Personal Interview
FAQs
● Tell me about yourself.
● Why Product Management? Why IDFC First?
● Any questions for us

Domain: SALES AND MARKETING

1. Company: Asian Paints

Interview Rounds: 2; Standard GD, Personal Interview
FAQs

22
 ● Tell me about yourself.
● Take me through your CV.
● Tell us 3 things that make you unfit for this role.

2. Company: BP Castrol
Interview Rounds: 1; Personal Interview
FAQs
● Tell me about yourself.
● Questions on work experience.
● What would I choose between Marketing and Sales and why?
● Tell me about a situation when I managed to influence or change the decision of my
senior or the colleague of my team.
● Tell me about a situation where you had a conflict with the client.
● Tell me about the products of BP Castrol.
● Why BP Castrol?
● How did you handle a crisis and what were your learnings?
● How did you persuade a team to incorporate an idea?

3. Company: Disney Star

Interview Rounds: 1; Personal Interview
FAQs
● Tell me about yourself.
● What do you understand about ad sales?
● Do you have anything to ask us?
Cases:
● Hotsatar is planning to launch its app in a new state, how'd you select the state and how'd
you launch, also mention the pricing strategy.

4. Company: Dr. Reddy’s Laboratories

Interview Rounds: 3; Aptitude Test, Standard GD, Personal Interview
FAQs
● Tell me about yourself.
● What is your most significant achievement?
● CV based questions heavy on work experience.

5. Company: Hindustan Unilever Limited

Interview Rounds: 2-3; AI Video round, Personal Interview, SOP or HR questions form
FAQs
● Tell me about yourself.
● CV based questions heavy on work experience/internship.

23
 ● Questions on your strengths and weaknesses.
● Tell me about a time you had to face a difficult situation and how you overcame it.
● One thing that is more important to you than honesty.
● Which brand do you feel has the best marketing? Why? What's the impact on business?

6. Company: ITC KITES

Interview Rounds: 4-5; Aptitude Test, Psychometric Test, SOP or HR questions form, Case GD,
Personal Interviews
FAQs
● Tell me about yourself.
● Why Sales or marketing?
● Why ITC?
● Questions on your strengths and weaknesses.

7. Company: Kenveue
Interview Rounds: 2; Standard GD, Personal Interview
FAQs
● Tell me about yourself.
● Why Sales or marketing?
Candidate’s tips:
● Focus on HR questions for marketing interviews apart from basics of marketing from
Kotler

8. Company: Loreal
Interview Rounds: 3; Standard GD, Personal Interview, Creative CV
FAQs
● Tell me about yourself.
● Why L'oreal
● Why this role
● Why MBA
● CV based questions
● Why should we hire you?
● How will you be a valuable asset to the company?

9. Company: Marico
Interview Rounds: 4; Aptitude Test, Standard GD, Personal Interview, Psychometric Test
FAQs
● Tell me about yourself.
● Why Marico?
● Any questions for us?

24
 Candidate’s tip:
● For Sales and Marketing, you've to be clear about your reason for doing it. You should
know the distinction between Sales and Marketing and what you prefer. Refer to the
compendium for basic marketing concepts, you should learn how to apply them to real
life examples and brands. General interview tips would involve giving a good
introduction with hooks that make follow-up questions, taking your time to answer
questions, thinking before you speak. You don't necessarily need to know everything in
order to clear an interview, your demeanor and reaction to the questions also matter. You
can also give a very good interview and still not get selected due to reasons out of your
control.

10. Company: Mondelez India Foods

Interview Rounds: 5; SOP or HR questions form, Case GD, Personal Interview
FAQs
● Tell me about yourself.
● Any questions for us?
Cases:
● You are the brand manager of a brand whose product is a chocolate. The brand has
stopped growing for a few years now and its market share has fallen by 10%. (More info
was given on the distributors/retailers and the brand’s advertising budget). How will you
go about solving this issue?

11. Company: Myntra

Interview Rounds: 5; SOP or HR questions form, Case GD, Personal Interview
FAQs
● Tell me about yourself.
● 3 things which are not there on your CV?
● Why this role?
● Why Myntra?
● 3 brands that are available on Myntra?
● What differentiates Myntra from others?
● Can luxury brand products be sold via e-commerce, specifically Myntra?
Cases:
● Should a stand alone apparel brand sell through Myntra? Why shouldn't it join Tata Neu
or Ajio?

12. Company: Nestle

Interview Rounds: 4; Psychometric Test, Case GD, Chairman GD, Personal Interview
FAQs
● Tell me about yourself.

25
 ● What is your favourite ad campaign and why?
● Why FMCG?
Candidate’s tip:
● Major S&M frameworks to know:
1. 4Ps
2. STP model
3. Porter's 5 forces
4. Ansoff Matrix
5. SWOT analysis

● For any marketing/ad content design, you will need to think along the foll. lines:

1. What is the objective/motivation?

2. What is the point of differentiation from the competitors that need to be highlighted in
the campaign?

3. Who is the target audience?

4. Which channels are they most active/reachable? (physical/virtual)

5. Final recommendations

Domain: SUPPLY CHAIN AND OPERATIONS

1. Company: Myntra
Interview Rounds: 3; Aptitude Test, Psychometric Test, Personal Interview
FAQs
● Tell me about yourself.
● Tell me about your work experience, what was your job role?
● Tell me about a high impact decision you've taken.
● Give 3 areas where you think that you have to improve professionally and how will you
do it?
● Describe a situation in your previous work-ex where you went beyond your job role to
achieve a job impact and how did you go about it in detail.
● What will you do if a team member is underperforming?
● How will you approve a project if you are not well versed with it?

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 ● Tell me about a time you overcommitted and failed to fulfill the goal. Why did you
initially overestimate your capabilities? How did you convey to your
manager/person-in-charge that you'd not be able to fulfill the goals? What would you
change about your behavior if this incident happened today?
● Tell me about a time you had a conflict or difference of opinion with a colleague, how did
you deal with it? Why did you think your colleague had an opposite point of view than
yours?

2. Company: Asian Paints

Interview Rounds: 2; Standard GD, Personal Interview
FAQs
● Tell me about yourself.
● Why choose IIMK?
● Explain a situation were you faced a tough situation in your life and ow you dealt with it
?

3. Company: Diageo
Interview Rounds: 2; Standard GD, Personal Interview
FAQs
● Tell me about yourself.
● We are turning the table today, you ask us questions?
● What were the major learnings from work experience?
● Why MBA?

4. Company: FlipKart
Interview Rounds: 6; Aptitude Test, Case Workshop, Case submission, Case GD, Personal
Interview
FAQs
● Tell me about yourself.
Cases:
● A client asks to establish a direct haul b/w two tier-2 cities. How would you go about it ?
● An order for a TV is delayed by a day, and customer complaints escalate to you. What
decision would you take as the CEO?

5. Company: L&T
Interview Rounds: 1; Personal Interview
FAQs
● Tell me about yourself.
● Which domain does your interest lie in?
● CV based questions

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6. Company: Ola
Interview Rounds: 2; Personal Interviews
FAQs
● Tell me about yourself.
● Why Ola?
● Why operations?
● What do you understand about the role?
● Questions on work experience.
● Do you have any questions?
Guesstimate:
● Estimate the Ev market size in India

7. Company: PepsiCo
Interview Rounds: 3; AI Video round, Personal Interview
FAQs
● Tell me about yourself.
● Questions on work experience.
● Why MBA?
● Apart from your CV, who is xxx (your name)?
● What distinguishes you from other candidates?
● What are your strengths?
● Tell us about a situation where you did not get along with the majority of your group
members and how did you handle it?

8. Company: TATA Steel

Interview Rounds: 4; Psychometric Test, Personal Interview
FAQs
● Tell me about yourself.
● What work experience did you have and what were your responsibilities?

28
Situational judgment tests

If you have been invited to sit a SJT or given a case to solve this simply means the employer is
trying to establish how you would potentially behave in different situations. The fictional
situations you will face are usually designed by the employer to simulate the kind of
decision-making you might be faced with during your employment with them. Employers will
have a set of responses which reflects how their ideal candidate would respond. Your responses
can be compared against their model responses to help the employer decide if you are a good fit
within their organization. But remember this test is just one contributing factor to a rounded
selection process; employers will never use the results from one test in isolation, so don't worry
if you feel you haven't done well.

Few examples

1. )You are aware that large amounts of company property have been going missing over the
past couple of weeks. You have noticed one of your colleagues putting stationery and
other equipment from the office into her bag on a number of occasions and suspect that
she is responsible.

What is your response to the situation?

Rank the following options in number order from the least effective to the most effective
response, with (5) being the least effective and (1) being the most effective.

A – Gather more evidence and catch her red-handed

B – Confront your colleague and ask her about what you have noticed
C – Inform your manager that you suspect your colleague is stealing

29
D – Don't do anything. If guilty your colleague will be caught
E – Privately ask some of your colleagues if they have noticed anything suspicious recently

● 5 (least effective) – D. This would be the worst option from the list. This option does not
resolve the issue. You have not addressed why this behaviour is occurring, confronted
your suspicions or informed anyone else. This activity is illegal and may now continue
indefinitely.
● 4 – A. In this option you are not taking decisive action. Instead, you are spying on your
colleague and wasting your own time. In the meantime more hospital property may be
stolen.
● 3 – E. In this option, you are at least doing something, but are still not taking any decisive
action. Gathering further information will not necessarily bring about a resolution or allay
your suspicions, will not prevent further theft and may lead to misplaced rumours being
spread about your colleague, who may quite possibly be innocent.
● 2 – C. By doing this you take decisive action and draw your problem to the attention of
someone senior, who can deal with the situation through the correct channels. However,
you might be wrong and you haven't given your colleague the chance to explain their
actions first.
● 1 – (most effective) B. This is the best option from the list as it allows you to discuss the
issue directly with your colleague addressing your suspicions and clearing any doubt or
ambiguity. On the basis of this outcome, you would then proceed to option C.

2.) At the end of a busy day at work, you accidentally send an e-mail containing an attachment
with some confidential client information to the wrong person.

Which of the following would be the best thing to do?

A – Decide to leave the office and deal with any problems tomorrow
B – Decide to overlook your error, send the e-mail to the correct person and leave things like that
C – Immediately send a follow-up email to the 'wrong' person, or if possible telephone them
explaining your mistake. Then send the email to the correct person
D – Find your manager, explain what has happened to them and let them deal with any problems

● A – This is the least effective decision. In this scenario, you would have sent the wrong
person the important email, but not have sent the correct individual the email.
● B – This is not an effective decision. Although you do send the email to the correct
person, you do not rectify the error you have made, which you must do.
● C – This is the most effective decision. In this scenario, you explain your mistake to your
colleague and send the email to the correct person.

30
 ● D – This is not an effective decision. If the contents of your email are very confidential
then it would be a good idea to explain your mistake to your manager. However, it is not
necessary to pass this type of issue to your boss to deal with, when you could quite easily
deal with this yourself.

FEW TRIPS AND TRICKS

1. Practice Similar Questions.

2. Research the Key Competencies for the Job
3. Read / Listen to the Questions Carefully
4. Don't make assumptions
5. Take ethical standards, even if interviewers push you to take an unethical side.

31
Introduction

Human Resource Management (HRM) is a strategic approach to managing employees to achieve

better organizational performance. It aims to attract, manage, and retain employees who
contribute to the company’s success, ensuring their alignment with the organization’s strategic
goals and culture

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The seven HR basics
1. Recruitment & selection

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34
 2. Performance management

Effective feedback methods

Implementing a feedback strategy is challenging without a framework in place. Following a

feedback model can ensure that effective feedback is taking place uniformly throughout the

company.

Here is a brief overview of five feedback in the workplace models you can consider:

SBI Model

The Situation-Behavior-Impact model can be used for both positive and constructive feedback

and has three concise stages:

● Clarifying the Situation in detail.

● Objectively describing the observed Behaviors.

● Explaining the Impact of the behavior (positive or negative consequences).

STAR Model

The Situation-Task-Action-Result model delivers factual feedback focused on behavior. Its

components include:

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 ● Situation/Task: Explaining the context of a situation or task.

● Action: Providing details about how a situation was handled.

● Result: Describing what the action achieved and why it was effective or ineffective.

AID Model

The Action-Impact-Desired Outcome model is appropriate for poor performance or misconduct

situations. It’s centered on the behavior, not the person, and works through three elements:

● Action – Providing specific examples of what was done or not done.

● Impact – Explaining how the action affected the situation.

● Desired outcome – Proposing what can be done to change or improve behavior.

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Feedback Sandwich Model

The Feedback Sandwich Model’s goal is to balance the positive and negative sides of feedback.

It begins with acknowledging strengths. The middle section is for pointing out improvement

areas. Then it ends with another affirmation. This makes the feedback specific, but it softens the

criticism and comes across as more supportive.

GROW Model

The Goal-Reality-Options-Will model takes a more coaching/mentoring approach to feedback by

guiding employees through the following steps:

● Goal: Defining their aspirations.

● Reality: Identifying their current state and what resources are available.

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● Options: Exploring different scenarios for achieving the goal.

● Will: Committing to a plan and accountability for reaching the goal.

3. Learning & development

1. Social Learning Theory: Introduced by Albert Bandura, this theory emphasizes the

importance of observing and modeling the behaviors, attitudes, and emotional reactions

of others. It suggests that individuals can learn through observation and direct instruction,

even without personal experience.

38
2. Adult Learning (Andragogy): Developed by Malcolm Knowles, this theory focuses on

the specific learning strategies of adults. Knowles proposed that adults are self-directed,

possess a wealth of experience, are ready to learn, and are problem-centred in their

learning.

3. Experiential Learning: David Kolb posited that learning is a process where knowledge

is created through experience transformation. His model comprises a four-stage cycle:

concrete experience, reflective observation, abstract conceptualisation, and active

experimentation.

4. 70-20-10 Model: A modern approach to organizational learning, this model suggests

that 70% of learning comes from on-the-job experiences, 20% from social learning or

feedback, and 10% from formal education or training.

5. Self-Directed Learning: This theory emphasises the autonomy of the learner.

Individuals take the initiative to diagnose their learning needs, formulate goals, identify

resources, and evaluate learning outcomes.Job shadowing is a unique type of on-the-job

training where an employee learns from a more experienced co-worker by observing

them as they perform their job tasks. It focuses on practically developing the skills

39
 needed to perform the tasks of a specific position rather than simply reading a job

description or being told the ins and outs of the job.

Types of job shadowing

There are many types of job shadowing that can be used to drive employee engagement and help

employees to develop their skills within the organization.

Job shadowing types Description

Virtual job shadowing Technology has revolutionized how we connect and learn, offering virtual

opportunities like telemedicine and video conferencing for companies to

link employees across distances. Job shadowing can be done virtually, too,

allowing employees to connect with mentors through video conferences or

pre-recorded videos, gaining insight into day-to-day work activities.

This traditional form involves employees within the same organization

“shadowing” each other to learn tasks, responsibilities, and challenges.

Internal shadowing trains new employees and cross-trains them for different

Internal job shadowing positions as needed.

40
Career-specific job Students or job candidates can shadow professionals in fields they are

shadowing interested in, gaining firsthand knowledge of what it’s like to work in that

career.

Executive job As employees climb the organizational ladder, they often aim for top-level

shadowing positions. However, transitioning into these roles can be challenging.

Executive job shadowing offers new executives the opportunity to learn

from leadership and gain valuable insights to navigate their new roles

effectively.

Cross-functional job Organizations foster resilience and flexibility within work teams by

shadowing cross-training employees. When an employee leaves or takes an extended

absence, tasks performed by that employee no longer come to a halt.

Cross-functional job shadowing allows colleagues to understand each

other’s tasks and be prepared to step in when needed.

41
A well-known framework that connects performance management with L&D activities is the

9-box grid. Based on people’s performance and potential ratings, HR and the manager can advise

on various development plans in consultation with the employee.

42
Evaluating training effectiveness

Evaluating the effectiveness of training is crucial to determine whether the training program has

achieved its intended objectives and identify improvement areas. Defining clear learning

objectives and selecting appropriate evaluation methods, such as pre- and post training

assessments, on-the-job performance observation, self-assessment, surveys, and interviews, help

measure participants' knowledge gain and skill improvement. Analysing data collected from

these methods helps gauge the training's impact and effectiveness. This includes identifying

strengths and areas for improvement guiding future training program enhancements and fostering

continuous learning and development within the organisation. Some frameworks through which

we can evaluate the training programs are explained below:

1. Kirkpatrick’s Four-Level Framework of Evaluation: This model is one of the most famous

frameworks which classifies training outcomes into four levels, Reactions, Learning, Behaviour,

and Results: Reaction evaluation is assessing the participants' satisfaction with the program.

Learning evaluation concerns the extent to which the participants have learned the knowledge,

skills and abilities taught in the program. Behavior evaluation refers to the extent the knowledge,

skills, and abilities learned are transferred onto the job performance.Results evaluation is

concerned with monitoring outcomes made by the participants.

43
2. Philip’s ROI Process Model: Philips added ROI (return on investment) as a fifth level to

Kirkpatrick's Model. To calculate ROI, improvement in business impact measures is converted to

money. That monetary value is then compared to the cost of the training initiative. The output is

expressed either as a cost/benefit ratio or as a percentage. Success Case Method: How do we

know the business impact has been created only because of the training program? To address

this, the Success Case Method isolates th effects of training. It assesses the effect of training by

looking intentionally for the differentiating results that training produces. When these instances

are found, they are carefully and objectively analysed, seeking hard and corroborated evidence to

document the application and result of the training irrefutably.

3. Kaufman’s Five-Level Model: Kaufman & Keller stated that the drawback of Kirkpatrick's

Four-Level Framework of Evaluation is that it devalues the evaluation of societal impact or the

usefulness and availability of organisational resources. Thus, they proposed five levels of

evaluation: Enabling, Reactions, Acquisition, Application, Organisational Output & Societal

Outcomes. They added ‘Enabling’ & ‘Societal Outcomes’ to Kirkpatrick’s Model to cater to the

drawback.

4. CIRO Model: CIRO Framework Model of Training refers to Context, Input, Reaction &

Outcome: Context evaluation involves obtaining and using data about the present operational

context to decide training needs and goals. Input evaluation refers to the process of assessing the

44
various resources available and their deployment for training. Reaction evaluation refers to

assessing the participants' reactions to the program. Outcome evaluation is concerned with

assessing the results obtained from the program.

5. CIPP Model: CIPP Framework Model of Training refers to Context, Input, Process & Product

and is like the CIRO Model. Four types of Evaluations made in this model are planning,

structuring,implementing, and recycling decisions.

4. Succession planning

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46
47
5. Compensation and benefits

48
49
50
51
6. Human Resources Information System (HRIS)

52
7. HR data and analytics

53
54
55
Do’s and Don’ts for Interviews

The Dos

Research the Company

● Understand the company's mission, values, products, and recent developments.

● Research interviewers' backgrounds and achievements.

Dress Appropriately

● Dress professionally and adhere to the company’s dress code.

● Clean, well-fitted clothing and good personal hygiene are essential.

Arrive on Time

Aim to arrive 10-15 minutes early to account for any delays.

Practice Your Elevator Pitch

Prepare a concise introduction highlighting relevant skills and experience.

Show Enthusiasm

Demonstrate genuine excitement about the position and the company.

Be Positive

Stay positive, even when discussing past challenges.

Ask Questions

Prepare thoughtful questions about the company, team, and role.

Use the STAR Method

Structure answers to behavioral questions using Situation, Task, Action, Result.

Make a Good First Impression

Plan your trip, arrive early, and bring your CV.

Test Your Equipment (Online Interview)

● Ensure your video and audio equipment works properly.

● Test your internet connection and video conferencing software.

Set Up a Professional Background (Online Interview)

56
Ensure your background is clean, uncluttered, and free of distractions.

The Don'ts

Don’t Arrive Unprepared

Research the company, job description, and industry.

Don’t Overshare Personal Information

Focus on professional qualifications and experiences.

Don’t Speak Negatively About Past Employers

Discuss what you learned from past experiences.

Don’t Interrupt or Talk Over the Interviewer

Listen actively and let the interviewer finish speaking and be a good listener.

Don’t Fidget or Display Nervous Habits

Maintain good posture and eye contact.

Ensure you express appreciation and interest after the interview.

Treat all interactions with potential employers as formal assessments.

Don’t Let Past Rejections Affect Future Ones

Approach each interview as a new opportunity and learn from past mistakes.

57
HR Trends and Challenges

58
59
Glossary of HR terms

Acquihire
It refers to when a company buys another company primarily for its staff and skills rather than
its products or services.

Attrition
Attrition can be defined as a reduction in the workforce when the employees leave the company
and are not replaced.

Behavioral Competency

Behavioral competency refers to the personality traits or attributes of an individual.

Boolean Search

A query methodology is used to widen, narrow, or filter search results.

Change Management

A method and manner that describes and implements changes within a company in both its
internal and external processes.

Cultural Fit

An employee who fits smoothly within the company’s organizational culture, the value systems,
leadership structure, and practices of an organization

Cross-Functional Team

A team of people from different operational areas comes together to implement process
improvements or to solve problems.

Employee Engagement

Employee engagement refers to the level of dedication and commitment the employees have
towards their job.

Employee Satisfaction

Employee satisfaction refers to how satisfied the employees are with their job. It is a measure of
the level of satisfaction and content that the employees feel with their job.

60
Employee Turnover

Employee turnover refers to the number of employees that leave the company and are replaced
by new employees.

Employer Branding

This refers to the marketing of a company to attract job seekers and employees.

Exit Interview

A meeting with a departing employee and an HR staff member.

Gratuity

A lump sum is provided to an employee when they leave the organization for the services
provided by them during the period of employment by their employer.

HR Analytics

HR analytics refers to the process of analyzing the HR functions at your company.

HR Business Partner

An HR employee who works with the senior leaders of the company and develops an HR
strategy that supports the aims of the organization.

HRIS

A human resource information system is also known as HRIS is an HR software that integrates
the HR processes into information technology.

Human Capital Management

This refers to the management of employees of an organization so that they could contribute
significantly to the overall productivity of the organization.

Key Performance Indicator (KPI)

A quantifiable performance indicator metric that analyzes how is the organization is working to
achieve its goals and objectives.

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Organisational Culture

Organizational culture refers to the way of working in a company. The culture in an organization
is formed by the beliefs, assumptions, and values of the company.

Situational Leadership

A leadership style in which a leader adapts their style of leading to suit the current work
environment and requirements of a team.

Succession Planning

The process where an organization ensures that its employees are developed to fill each key role
within the company.

Transferable Skills

Transferable skills are such skills that are useful across all industries.

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References
https://www.umf.maine.edu/careers/interviewing/interview-dos-and-donts/

https://www.robertwalters.com.au/insights/career-advice/blog/top-five-interview-dos

-and-donts.html

https://www.linkedin.com/pulse/dos-donts-job-interviews-comprehensive-guide-care

erimage-associates-c6lbc/

https://www.linkedin.com/pulse/hr-trends-2024-challenges-opportunities-managers-

coople-mz2jc/

https://www.forbes.com/sites/bernardmarr/2023/12/18/the-eight-biggest-hr-trends-in

-2024/

https://www.selecthub.com/hris/hr-trends/

https://www.betterworks.com/magazine/8-of-the-biggest-challenges-for-hr/

https://www.aihr.com/blog/hr-trends/

https://www.aihr.com/blog/hr-conflict-resolution-examples/

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