Interviewing techniques

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  1. Interviewing Techniques

This article provides a comprehensive guide to interviewing techniques, aimed at beginners. Mastering these skills is crucial for gathering information, assessing candidates, understanding perspectives, and building rapport. Whether you’re preparing to *be* interviewed, or will be *conducting* interviews, this guide will equip you with the knowledge and tools necessary for success. We’ll cover preparation, question types, active listening, non-verbal communication, and post-interview follow-up. This article will also subtly link to related topics such as Negotiation, Communication Skills, and Psychology.

I. Preparation is Key

Before any interview, thorough preparation is paramount. This applies whether you are the interviewer or the interviewee. A lack of preparation leads to nervousness, missed opportunities, and ultimately, a less favorable outcome.

A. For the Interviewer

  • **Define the Objectives:** Clearly articulate *what* you want to achieve with the interview. What information are you seeking? What qualities are you assessing? A clear objective ensures focused questions and efficient use of time. This is closely aligned with Goal Setting.
  • **Review the Resume/Application:** Familiarize yourself with the candidate’s background, experience, and skills. Identify areas that require further clarification or exploration. Don’t just skim; look for patterns, accomplishments, and potential red flags.
  • **Develop a Question List:** Prepare a mix of open-ended, closed-ended, behavioral, and situational questions (detailed in Section II). Structure your questions logically, progressing from general to specific. Consider using a SWOT Analysis framework to identify areas requiring deeper investigation.
  • **Understand Legal Considerations:** Be aware of legal guidelines regarding interview questions. Avoid questions related to age, religion, marital status, or other protected characteristics. Consult with HR or legal counsel if unsure. This is crucial for avoiding discrimination lawsuits.
  • **Plan the Logistics:** Confirm the interview location, time, and format (in-person, phone, video conference). Ensure a quiet, private environment free from distractions. Test your technology beforehand if conducting a remote interview.

B. For the Interviewee

  • **Research the Organization:** Understand the company’s mission, values, products/services, and recent news. Demonstrate your knowledge and genuine interest. This is akin to performing Due Diligence.
  • **Understand the Role:** Thoroughly review the job description and identify the key skills and qualifications required. Prepare examples of how your experience aligns with these requirements.
  • **Practice Common Interview Questions:** Anticipate frequently asked questions (e.g., “Tell me about yourself,” “What are your strengths and weaknesses?”) and practice your responses. Don’t memorize answers verbatim, but have a clear framework in mind. Consider using the STAR method (detailed in Section II).
  • **Prepare Questions to Ask:** Asking thoughtful questions demonstrates your engagement and curiosity. Prepare a list of questions about the role, the team, the company culture, and future opportunities.
  • **Plan Your Outfit & Logistics:** Choose professional attire appropriate for the company culture. Plan your route or test your technology to ensure a smooth and punctual arrival.

II. Types of Interview Questions

Different question types elicit different types of responses. Using a variety of question types is essential for a comprehensive assessment.

  • **Open-Ended Questions:** These questions require more than a "yes" or "no" answer and encourage the interviewee to elaborate. Examples: "Tell me about a time you faced a challenging situation." "What are your career goals?" These are excellent for gathering detailed information and assessing communication skills. Related to Critical Thinking.
  • **Closed-Ended Questions:** These questions can be answered with a "yes" or "no" or a short, factual response. Examples: "Do you have experience with Python?" "Are you comfortable working independently?" Useful for confirming specific information.
  • **Behavioral Questions:** These questions explore past behavior to predict future performance. They typically start with "Tell me about a time when…" or "Describe a situation where…" Example: "Tell me about a time you had to work under pressure." The **STAR method** is crucial for answering these: **S**ituation, **T**ask, **A**ction, **R**esult. Clearly describe the context, your responsibility, the actions you took, and the outcome.
  • **Situational Questions:** These questions present hypothetical scenarios and ask the interviewee how they would respond. Example: "What would you do if a customer was extremely dissatisfied with a product?" Assess problem-solving skills and judgment.
  • **Technical Questions:** Specific to the role, these questions assess technical knowledge and skills. Example: “Explain the difference between a relational database and a NoSQL database.” Require specialized knowledge.
  • **Stress Questions:** (Use cautiously) These questions are designed to assess how the interviewee handles pressure. Example: “Tell me about your biggest failure.” Should be used ethically and strategically.
  • **Brain Teasers:** (Less common, use cautiously) These questions test problem-solving skills and creativity. Example: “How many golf balls would fit in a school bus?”

III. Active Listening & Non-Verbal Communication

Interviewing is not simply about asking questions; it’s about actively *listening* to the responses and paying attention to non-verbal cues.

A. Active Listening

  • **Pay Attention:** Focus fully on the speaker, avoiding distractions.
  • **Show That You’re Listening:** Use verbal cues (“uh-huh,” “I see”) and non-verbal cues (nodding, eye contact) to demonstrate engagement.
  • **Provide Feedback:** Paraphrase or summarize the speaker’s points to ensure understanding. Example: "So, if I understand correctly, you're saying…"
  • **Defer Judgment:** Avoid interrupting or formulating your response while the speaker is still talking.
  • **Respond Appropriately:** Offer thoughtful responses that demonstrate you’ve been listening.

B. Non-Verbal Communication

  • **Body Language:** Maintain good posture, make eye contact, and use open and inviting gestures. Avoid crossing your arms or fidgeting.
  • **Facial Expressions:** Smile genuinely and convey empathy.
  • **Tone of Voice:** Speak clearly and confidently, varying your tone to maintain engagement.
  • **Observe the Interviewee’s Non-Verbal Cues:** Pay attention to their body language, facial expressions, and tone of voice. These cues can provide valuable insights into their honesty, confidence, and enthusiasm. Be mindful of cultural differences in non-verbal communication. This area is heavily studied within the field of Behavioral Finance.

IV. Navigating Difficult Interview Scenarios

Interviews don't always go smoothly. Prepare for potential challenges.

  • **Dealing with Rambling Answers:** Politely interrupt and redirect the conversation. Example: “That’s interesting, but let’s focus on…”
  • **Addressing Vague Responses:** Ask clarifying questions. Example: “Can you provide a specific example of that?”
  • **Handling Illegal Questions:** Politely decline to answer. Example: “I’m not comfortable answering that question.” Or, reframe the question to focus on job-related skills.
  • **Managing Nervousness (Interviewee):** Take deep breaths, pause before answering, and remember that it's okay to ask for clarification.
  • **Dealing with Unprepared Interviewers:** Be patient and try to guide the conversation. You may need to proactively provide information.

V. Post-Interview Follow-Up

The interview isn’t over until you’ve followed up.

A. For the Interviewer

  • **Evaluate Candidates:** Review your notes and compare candidates based on your pre-defined criteria. Use a standardized scoring system for objectivity. Consider using a Risk Assessment matrix.
  • **Check References:** Contact references to verify the candidate’s experience and qualifications.
  • **Provide Feedback:** Inform candidates of your decision, even if it’s a rejection. Provide constructive feedback to those who request it (within legal guidelines).

B. For the Interviewee

  • **Send a Thank-You Note:** Within 24 hours, send a thank-you email to each interviewer, reiterating your interest and thanking them for their time.
  • **Follow Up (If Necessary):** If you haven’t heard back within the stated timeframe, politely follow up to inquire about the status of your application.
  • **Reflect and Learn:** Regardless of the outcome, reflect on your performance and identify areas for improvement. This is crucial for continuous development.

VI. Advanced Techniques & Considerations

Beyond the basics, several advanced techniques can enhance the interviewing process.

  • **Behavioral Event Interviewing (BEI):** A highly structured approach focused on detailed behavioral questions and probing for specific examples.
  • **Competency-Based Interviewing:** Focuses on assessing specific competencies required for the role.
  • **Panel Interviews:** Involve multiple interviewers, providing diverse perspectives. Prepare to address each interviewer individually.
  • **Remote Interviewing Best Practices:** Ensure a stable internet connection, professional background, and good lighting. Maintain eye contact with the camera.
  • **Understanding Bias:** Be aware of unconscious biases that can influence your judgment. Strive for objectivity and fairness. This is a key component of Ethical Decision Making.
  • **Utilizing Assessment Tools:** Consider using personality assessments, skills tests, or coding challenges to supplement the interview process. These tools can provide objective data.

VII. Related Concepts and Resources

This section links to other relevant topics on this Wiki.

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