Job Interview Guide

By Lukas Ntinda

There are no secrets on getting hired and winning your interview. However, there are tips that can enhance your determination, right mindest and keep you energized as you walk into the interview room. Are you tired of stepping in the interview room and come out wondering what just happened as you get surprised by the questions they ask? This ultimate guide provides you with tips to implement as you prepare for your next interview, and questions that your interview is most likely to ask you and answers to them. 

What you will learn? This guide provides more priceless information about:

- Why interviewers ask certain questions

- What interviewers rreally want to hear from you

- How to avoid ruining your chances  for getting hired

- Most soft skills that interviewers don't disclose in their job posting, yet want to hear them from candidates

- Reveal best way to answer interview question

- Reveal the most asked job interview questions

 

In addition, if you also want to get promoted in your job role, this guide provides and pinpoints key areas that you should work on as an employee including the kinds of qualities and abilities you should possess. Whether your next interview is for a manager, this guide covers that area too.

What will your learn if you already have a job? This guides provides:

- Highlight skills, qualities and soft skills you can use or develop to accelerate in your career.

- Reveal how to get better as an employee, and 

- watch being seen as the manager in your role

- Highlight the leadership styles to use and develop in your role

 

THIS IS YOUR ROADMAP TO PASSING YOUR UPCOMING INTERVIEW AND YOUR ROADMAP TO BECOME A LEADER, NOT JUST A MANAGER, OR GET PROMOTED. 

We hold hands, and move forward together if we all believe in the below theme: 

Tell me and I forget. Teach me and I remember. Involve me and I learn.

• Language: English
• Publisher: Lukas Ntinda
• Release date: Jul 5, 2022
• ISBN: 9798201500771

Lukas Ntinda

I'm Lukas Ntinda originated from the roots of Namibia- Africa. I work as a Sales Manager, and after having attended number of interviews. I chose to work closely with great HR managers who have given me great insights about interviews. Today, I am a blogger who help people pass their interviews through providing them with tips, questions and answers.

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THE ULTIMATE JOB INTERVIEW GUIDE!

... your roadmap on getting hired!

What you need to know about interviews – Tips:

PREPARING FOR AN INTERVIEW is not difficult but it does take time and effort. The two big things you need to know thoroughly are; what they want; and what you have. Sort those out, match them up, put them across convincingly and you cannot go far wrong.

Scotch a few myths about interviews:

✓  They are not out to humiliate you

✓  They will not ask you trick questions

✓  They will not seek out your weak spots and exploit them

✓  They are no preferable candidates; everyone is in equal footing

✓  They never ask people to interviews just to make up the numbers.

Interviewers try their very best to be impartial. However, every interviewer is an individual with individual preferences and biases. Some will be influenced by a confident delivery, some by a striking first impression, and others prefer someone who takes time to think things through.

What they have in common is that they all, believe it or not, want you to do your best and will go to great lengths to see that you do- preparing the questions, arranging the interview room, putting you at your ease. Wat all interviewers want is someone who can do the job. When you walk in the door, they hope it is going to be you. Your task is to convince that you are right.

Know your enemy

Before you prepare for the interview, it is useful to understand how most organizations decide what they are looking for in a candidate, and how they use this to choose the questions, they ask at the interview. It can also be helpful to know how the selection procedure works, why employers conduct interviews and what is likely to happen at the average interview.

What do they want?

Employers want:

✓  Someone who can do the job, i.e. someone who has:

The experience

The knowledge

The skills

✓  Someone who will do the job, i.e. someone who has:

The personal characteristic

The enthusiasm and commitment

By the time you get as far as to an interview, your prospective employer already knows the specific details of what they are looking for. Having read your CV or application form, they also know how well you match their profile, If they are interviewing you, you can be sure you are a good match.

The purpose of the interview, then, is to probe more fully into those key areas. They need to:

Check you have the relevant skills and experience stated in your CV;

Clarify any puzzling, missing or less than favorable features;

Complete the picture of you presented by your CV

What sort of things are they looking for?

While they are sorting and grading the CVs and application forms, employers initially look for clear evidence of:

✓  Essential skills, qualifications, abilities and achievements

✓  Desirable skills, qualifications, abilities and achievements

✓  Industry knowledge

✓  Career development

✓  Consistency and stability of employment within the industry, including previous employers

✓  General employment stability, including average period in anyone job.

At the interview, they will be trying to confirm that you have all of the above and to fill in the details by probing your background and experience face-to-face.

What will happen at the interview?

Most interviewers these days try to ensure the interview follows the same course for each candidate, so most interviews follow the same basic structure:

✓  The welcome: An introduction designed to put you at ease, which often includes a general greeting and brief chat - ‘Thank you for coming’, ‘Did you have a good journey?’ and so on - followed by an outline of the interview and a brief account of the job and the company.

✓  The questions: The interviewer will often start the main part of the interview by asking you an open question such as ‘Would you give me a rundown of your current post?’ or ‘Would you describe your current responsibilities to me?’ The purpose of this is to see how you apply your knowledge, skills, and abilities in your current job. They will then go on to ask a set of standard-structured questions they are asking every applicant.

If there are things on your CV, they want to look at more closely - an unusual career path or gaps in your employment history - they will ask you about these. Unlike the structured questions, these are person-specific and will be different for each interviewee.

Both sets of questions usually follow a logical structure and orderly sequence. However, towards the end, the interviewer may find they want more information on something covered earlier, or they may want to go back and enquire into something in more depth, so don’t be surprised if the interviewer appears to revert to an earlier question.

✓  Over to you: When the interviewer is happy they got all the information they want, they will ask if you have any question yourself.

✓  The finish: The interviewer will usually conclude the interview by describing what will happen next - whether there will be any further stage in the interview process (a second interview, assessment or tests, etc.), when you might expect to hear the outcome, whether they will ring or write to you with their decision. If they are offering travel expenses, they will usually explain what to do at this stage. They will usually end by thanking you for coming to the interview and wishing you well.

What sort of questions will they ask?

Most interviewers prepare two sets of questions: standard-structure questions, and person-specific questions. The structured questions will be the same for all candidates and are usually compiled well in advance of the interview. They are based on a job description and a person specification are designed to probe how well each applicant matches the criteria for that specific job. They include questions such as; ‘What do you see as the main priorities of this particular job?’ ‘How would you deal with aggressive client?’, ‘Tell me an occasion when you had to motivate a team member? How did you go about it?’ and ‘Where do you see this industry expanding in the next five years?’ They want to see if you have the abilities required to do the job.

Structured questions make the interview process fair because each applicant is matched against the requirement of the job rather than being rated against each other.

Person-specific questions are designed to explore your particular circumstances more fully and are based on your CV or application form. These questions often seek out and expose your weak spots: ‘How well do you think you will settle down to an 8-5 job after extensive travelling?’ ‘Do you feel that this job might be a bit of a step down for you?’, ‘Unlike your current job, this job involves a great contact with the public. How do you think you would handle that?’ and ‘Why are you considering leaving your current job after only six months?’

This is often seen as the ‘sticky’ bit of the interview, but look at it positively, it’s actually your opportunity to reassure the interviewer and set their mind at rest. Overall, the interviewer will want to investigate anything they pick up from your resume or application form that suggests:

An unusual career path

Frequent job changes and for gaps in employment

A lack of relevant qualification or training

A lack of relevant background or experience

Unclear personal