Interview Techniques

Module III – Session IV

 Interview Techniques: What and Why?
• An Interview is a structured conversation in which one
participant asks question, and the other provides answers.
According to Scott, an interview is a purposeful exchange of
ideas, the answering of questions and communication between
two or more persons.
• A job interview is an interview consisting of a conversation
between a job applicant and a representative(s) of a
company/organization which is conducted to assess whether the
applicant is qualified for the specific job and will fit the culture
of the organization.
• Job Interview process can be single step or multi-stage process.
• It is necessary to understand the following terms in order to understand Job Interview process.

1) Employer: An employer is a person or company that employs other people.

2) Employee: An employee is a person who was hired by an employer for a particular specific job.
3) Resume: Resume is a document consisting of a brief summary of educational qualification,
skills and personal and professional experiences.
4) Human Resource (HR) Manager: A human resources manager, most commonly referred to as
an HR manager, is an employee of a company/organization involved with recruitment, training,
career development, compensation and benefits, employee relations, industrial relations,
employment law, compliance, disciplinary and grievance issues.
5) Cost to company (CTC): Cost to company (CTC) is a term for the total salary package of an
employee.
6) Job Description (JD): A job description is a written narrative that states the essential job
requirements, job duties, job responsibilities, and skills required to perform a specific job.
 Why are Interviews Important?
• Assess qualifications and experience.
• Evaluate soft skills and cultural fit.
• Provide an opportunity to demonstrate abilities.
 Types of Interviews
1) Structured vs. Unstructured Interviews
2) Behavioral Interviews
3) Technical Interviews
4) Panel Interviews
5) Group Interviews
6) Case Interviews
7) Stress Interviews
8) Telephonic/Video Interviews
 Structured vs. Unstructured Interviews
• Structured Interviews:
• - Predefined set of questions
• - Standardized evaluation criteria
• - Ensures fairness and consistency

• Unstructured Interviews:
• - Flexible, open-ended questions
• - More conversational and adaptive
• - Helps assess personality and creativity
 Behavioral Interviews
• Focuses on past experiences to predict future behavior
• Commonly uses the STAR method (Situation, Task, Action, Result)

• Questions like:
- 'Tell me about a time you handled conflict in a team.’
- 'Describe a situation where you had to meet a tight deadline.'
How to use the STAR method?

Describe the situation: Provide background information about the context of

the situation.
Describe the task: Explain the goal you were working towards and your role
in it.
Describe the action: Explain the steps you took to address the challenge.
Describe the result: Explain the positive outcome of your actions or what
you learned from the experience.
Using the STAR method for interviews:

 The STAR method is a storytelling technique that helps you

organize your answers.

 The "action" area should be the longest part of your response.

 You can use the STAR method to answer behavioral interview

questions.
 Technical Interviews
• Evaluates technical skills and problem-solving abilities
• Common in IT, engineering, and finance roles
• Includes coding tests, system design, or case studies
• Example questions:
- 'Write a program to reverse a string.’
- 'Explain the concept of normalization in databases.'
 Panel Interviews
• Conducted by multiple interviewers simultaneously
• Each interviewer may focus on different aspects (technical, HR,
leadership, etc.)
• Requires good eye contact and engagement with all panel
members
• Best practices:
- Address all panelists when answering
- Stay calm and composed
 Group Interviews
• Multiple candidates are interviewed together
• Used to assess teamwork, leadership, and communication skills
• May involve group discussions, problem-solving tasks, or
presentations
• Tips:
• - Be confident but not overpowering
• - Actively participate and collaborate
 Case Interviews
• Evaluates analytical thinking and problem-solving skills
• Candidates are given real-world business problems to solve
• Common in consulting and finance roles
• Example case:
- 'How would you increase profitability for a retail store chain?'
 Stress Interviews
• Designed to test how candidates handle pressure
• May include rapid questioning, interruptions, or uncomfortable
situations
• Common in high-pressure roles like sales, law enforcement,
and investment banking
• Tips:
- Stay calm and composed
- Maintain professionalism and confidence
 Telephonic/Video Interviews
• Used for initial screening or remote hiring
• Requires strong verbal communication skills
• Best practices:
• - Choose a quiet environment with good lighting
• - Test technical setup before the interview
• - Maintain eye contact (for video calls)
 Conclusion
• Different interview types assess various skills and attributes.
• Preparation is key to succeeding in any interview format.
• Understanding the interview type helps in better performance.
 Understanding the Intricacies of Interviews
• Interviews assess not just knowledge but confidence,
communication, and critical thinking.
• Different types of interviews require different preparation
strategies.
• Success depends on preparation, practice, and adaptability.
 Understanding the Intricacies
• Role of Body Language
• Importance of First Impressions
• Handling Difficult Questions
• Managing Stress and Anxiety
 Role of Body Language
• Non-verbal cues play a crucial role in communication.
• Key aspects:
- Eye contact: Shows confidence and engagement.
- Posture: Sit upright, avoid slouching.
- Hand gestures: Use them naturally to emphasize points.
- Facial expressions: Maintain a friendly and professional
demeanor.
• Avoid nervous habits like fidgeting or excessive movements.
 Importance of First Impressions
• First impressions are formed within the first few seconds.
• Key factors:
• - Proper dress code: Align with the company's culture.
• - Firm handshake: Sign of confidence.
• - Positive attitude: Enthusiasm and politeness matter.
• A strong start sets the tone for the rest of the interview.
 Handling Difficult Questions
• Stay calm and composed when faced with challenging questions.
• Techniques:
• - STAR method (Situation, Task, Action, Result) for behavioral questions.
• - Clarify questions if unsure before answering.
• - Focus on problem-solving skills and logical reasoning.
• Examples:
• - 'Tell me about a failure and what you learned from it.'
• - 'Why should we hire you over other candidates?'
• - 'What is your biggest weakness?' (Frame weaknesses positively).
 Managing Stress and Anxiety
• Pre-interview stress is normal but manageable.
• Strategies:
• - Prepare thoroughly to boost confidence.
• - Practice relaxation techniques like deep breathing.
• - Arrive early to avoid last-minute rush.
• - Focus on the conversation rather than overthinking
outcomes.
• Remember: Confidence comes with practice!
 Conclusion
• Successful interviews require a mix of preparation,
communication skills, and confidence.
• Understanding body language and making a strong first
impression can set you apart.
• Handling tough questions with structured responses
demonstrates composure.
• Managing stress effectively allows you to present your best self.
• Keep practicing and improving for future opportunities!
 Planning for Interviews
• Research the Company and Role
• Understand Job Requirements
• Prepare Responses for Common Questions
• Practice with Mock Interviews
• Dress Professionally
 Answering Skills
• Use the STAR Method (Situation, Task, Action, Result)
• Be Clear and Concise
• Provide Real-Life Examples
• Stay Positive and Professional
 Effective Communication During Interviews
• Active Listening
• Clarity in Speech
• Confidence and Enthusiasm
• Avoiding Filler Words
• Maintaining Eye Contact
 Interview Tips
• Arrive Early
• Carry Necessary Documents
• Be Courteous and Polite
• Follow Up with a Thank You Email
• Reflect on Performance and Improve
Mock Interviews
 Introduction to Mock Interviews
• - Definition of a Mock Interview
 A mock interview is a simulated interview designed to provide
candidates with a realistic practice experience before an actual
job or academic interview.
 It helps individuals improve their communication skills, refine
their responses, and gain confidence by mimicking real interview
scenarios.
 The process includes structured questioning, feedback, and
performance evaluation to identify strengths and areas for
improvement.
- Purpose: Practice, Feedback, and Confidence Building
- Importance in Competitive Exams and Job Interviews
 Benefits of Mock Interviews
• Reduces Anxiety and Nervousness
• Improves Communication Skills
• Helps in Structuring Responses Effectively
• Identifies Strengths and Weaknesses
• Provides Realistic Interview Experience
 Types of Mock Interviews
• One-on-One Interviews
• Panel Interviews
• Technical Interviews
• Behavioral Interviews (STAR Method)
• Group Discussions & Case Studies
 Preparing for a Mock Interview
• Research about the Job/Exam Requirements
• Study Commonly Asked Questions
• Prepare STAR-based Responses
• Practice Body Language and Eye Contact
• Dress Professionally
 Common Interview Questions
• Tell me about yourself
• What are your strengths and weaknesses?
• Why do you want this job/course?
• Describe a challenging situation and how you handled it
• Where do you see yourself in five years?
• Technical/Subject-Specific Questions
 Conducting a Mock Interview
- Choose an Interviewer (Mentor, Trainer, Peer)
- Create a Realistic Environment
- Record and Analyze Performance
- Maintain Professionalism and Confidence
 Evaluating Mock Interviews
• -Performance Metrics: Clarity, Confidence, Knowledge
• Feedback on Verbal and Non-verbal Communication
• -Identifying Areas for Improvement
• Repeating the Process for Better Results
 Do’s and Don’ts in Mock Interviews
**Do’s**
- Practice thoroughly
- Be punctual and well-dressed
- Maintain eye contact and a positive attitude

**Don’ts:**
- Avoid excessive filler words
- Don’t give overly rehearsed or robotic answers
- Never badmouth previous employers or institutions
 How to Use Feedback Effectively
• Note down constructive criticism
• Work on suggested improvements
• Implement changes in the next practice session
• Develop a continuous learning mindset
 Online vs. Offline Mock Interviews
• Online: Convenient, Flexible, Can record & review
• Offline: More realistic, Face-to-face interaction, Better
assessment of body language
 Resources for Mock Interviews
- Online Platforms (LinkedIn, Glassdoor, Mock AI)
- Career Coaches & Mentors
- Educational Institutions & Training Centers
- Peer Interview Groups
 Conclusion
• Mock interviews bridge the gap between preparation and
success
• Continuous practice leads to improvement
• Apply feedback and refine responses for better results