Interview Questions

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INTERVIEW QUESTIONS SIMPLIFIED

Job aspirants search for a list of interview questions, during their employment interviews. Various methods are used during the interview process, for testing / evaluating candidates. The objective of each method is to identify possession of skills, knowledge & attitude required for the job. Every method uses questions as tools to ask for information. These interview questions are simple sentences or phrases, but vary in their objective.

Candidates have to appear at least three job interviews to get familiarized with interview questions. After three job interviews, many candidates still keep on wandering about the objectives of the questions asked during interviews. The present article will definitely help in understanding questions asked in job interviews.

INTERVIEW QUESTIONNAIRE

The interview questionnaire includes a set of questions. Each question carries an objective with it. Some interview questions test knowledge depth.  Few interview questions check the validity of the answers, some interview questions are used to create confusion and doubts. A number of interview questions are used to test the stress-taking capacity. Sometimes interview questions are used to de-motivate the candidate.

Most of the time candidates manage to collect interview questions but get stuck with the answers. Understanding interview questions and their objectives will help you identify the mistakes made in previous interviews. This understanding will improve your interview performance & increase the chances of your selection. Let’s try to explore different types of interview questions.

INTERVIEW QUESTIONS TYPE 1 – ROUTINE /TRADITIONAL

Every interview starts with breaking the ice, i.e. either the party says or does something so they get comfortable with each other. Interview anxiety fact is known to every interviewer. To diffuse the mental tension, interviewers begin with a very simple topic. The objective of the interviewer is to put the candidate at ease. Interviewers normally make use of such common questions or open-ended questions.

  • Which sports do you like or play?
  • Which is college/school do you study in?
  • What is your good name?
  • Tell something about yourself?
  • Please introduce yourself?

The question “Tell me something about yourself? ”  OR  “Please introduce yourself ? ” is definitely asked. Either of these questions gives you a very good platform to pitch yourself as the right candidate for the job. Most of the candidates’ land provides unwanted information. This question gives you an opportunity to showcase skills you possess and that are required by the job.

INTERVIEW QUESTION TYPE 2- TRICKY QUESTIONS

Tricky interview questions are very commonly used. At times tricky questions are asked to create confusion and test stress-taking capacity. These questions help the interviewer pick up quality candidates from the talent pool. Candidates normally find it difficult to answer tricky questions. When such questions are asked candidates land up in a confused state, which affects their ability to answer other questions.  Some of the tricky questions is

  • What are your strengths?
  • What are your weaknesses?
  • Deliberately silence is created?
  • What you don’t like about this job?
  • We will pay you less salary?
  • You do not have work experience?
  • Your college marks are low or inconsistent?

 Interviewers do not ask these questions to get you out, Interviewers look forward to your thought process &  positive response from the end. The best solution to handle tricky questions is to stay calm, think through, and remain positive.  

INTERVIEW QUESTIONS TYPE 3- BEHAVIOR-BASED

The objective of behaviour based questions is to gain information about how you behaved in past, to a situation. The logic behind these questions is that your past behaviour is an indicator of your future behaviour.  Behaviour-based questions are favourites of  HR managers. Candidates would definitely have at least a couple of questions that try to gain insight about past behaviour. Candidates normally fumble with such questions at interviews, as they are unable to recollect appropriate incidences.  Behaviour-based questions normally begin with the statements like,

Candidates are not prepared for such questions and make mistakes. These questions are very easy to handle but require proper practice.

INTERVIEW QUESTIONS TYPE 4 – SITUATION / HYPOTHETICAL

Situational or hypothetical questions are another favorite of HR managers.  The question is directly related to the situation encountered while doing the job.  The questions revolve around the different tasks the job involves.  The situational question provides the interviewer with information about your understanding of the job and gives insight into your ability to deal with the situation.

The questions would be multiple statements that explain a situation followed by

INTERVIEW QUESTIONS TYPE 5 – SKILL TESTING

Skill testing questions are also referred to as functional questions.  Interviewers require evidence about functional skills, as these are required practically to perform any job. These questions are directly related to the job. They assess the knowledge aspect of the candidate. Some of the skill-testing questions include

  • Procedure or processes?
  • Protocols to be followed?
  • Safety standards?
  • Quality standards?  

INTERVIEW QUESTIONS TYPE 6 – VERIFICATION QUESTIONS

Interviewers do not easily believe the information provided by candidates at face value. They inevitably make use of verification questions. This includes cross-questions to verify the details and information provided by the candidate. It can pertain to your

  • Credentials like what score in the second year?
  • Experiences – What are you learning when you worked in any position?
  • Opinions etc.  What’s your opinion about trade unions?

Those job aspirants can perform well in job interviews, and give enough time to prepare and practice interview questions. Most of the candidates collect the interview questions and superficially scan them.

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