Interviews: Types and structure

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Once you have made strategic networking, get some names and numbers, do some promotions, leveraged recruiters, and had referred to the right people in the right places, it’s time to sit down and learn the art of the interview. Let’s start by looking at the stages of the interview process.

What follows is a discussion of several different types of interviews, how they work, and what you can expect all these interviews conditions. Then we will review the specific questions you should be prepared to answer – and you should be ready to ask -. To maximize your success every step of the interview process

Types of Interviews

Information: Nothing special job for discussion. The purpose is to learn about industries, companies, people, skills required, cultural fit, and perhaps create more ways of study or more people for you to contact

Screening :. This is the first serious step in the interview process. Consider this “live ammo exercise.” Used as a first step to narrow the field of candidates who are considering a professional. Screening can be done by an outside recruiter or in-house human resources representative. Usually done over the phone

Sign Manager :. An in-depth look at the applicant to confirm the desired requirements and / or technical capacity, interest and general personal and cultural fit with the organization. Usually 60 to 90 minutes long, the road on which the application you would be working

Approval :. A series of sequential interviews, sometimes formal and sometimes informal (eg over lunch), conducted by the team members, peers, or colleagues in the departments with whom you would communicate. Getting to this level is expected to hiring manager liked you and you went to the approval of the team. If everyone in the team gives you the thumbs up, you will have a good chance to get a job offer

Group :. A formal and structured interview, conducted by a panel of three to five peers and the hiring manager (at the same time) to narrow the field of candidates. Sometimes, this involves behavioral interview techniques, hands-on project or assignment to work on real problems that the group is facing. A conference call or video-phone format may be used in long-distance situations

Offer :. Hiring a manager or human resources representative offers a formal program in the top choice. Their focus is now offering you, stop their candidate, with the information you need to make a decision and gain a win-win negotiation. This will lead to the best possible deal for both you and the company that wants to hire you.

interview can be best described as a two-way storytelling. You need to provide the interviewer with accurate, relevant stories of career success and job performance. Interviewer need to tell you the history of the company, describe the position in question, and explain specifically how they want you to fit into their picture. This will allow both parties to assess their level of interest in others.

Think of the infrastructure good story. It always includes these elements:

A beginning – in the case of an interview, this may be a low number, set the tone, establish rapport, and provide a personal connection between you and the caller. The key here is to be the best self -. Do not force anything

party or middle – this is the essence of one-on-one information. All your preparation, implementation stories, personal strengths, abilities, and values ​​statements can be used here to make a convincing case for you

Strong end or end -. Last assures the interviewer has a grasp of where you fit into the landscape company, exactly how you can add value to the position in question, and how you are better than other candidates. This part of the story ensures that the interviewer is left with a good impression on you, your track record, and ability to help the company meet its objectives.

In some cases, you will really take all these steps interviews before hiring decision will be – so be ready and be patient. Throughout the process, be sure to tell compelling stories of accomplishment, have three main elements described above. These steps will ensure that you will stand out as the “candidate of choice!”

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