The biggest problem corporations face is hiring right & strategic talent pool. HR folks & functional managers face uphill while selecting the manpower that offers a potential cultural fit. Traditionally, based on skill set & experience, professionals were shortlisted & called for interview & evaluation process. The interview questions were based upon facts & case presented by candidates in resume. Such an evaluation process always lacked testing candidates on various other skills & personality traits such as situational, behavioural parameters & stress based assessment. Moreover corporations also miss to assess if the candidate fits within their corporate culture
Over period of time, corporations have realized the gaps in their evaluation process & have re-designed the interview process to test both skill & non-skill based parameters. Organisations generally focus on certain set of values & competencies to be imbibed within their employees. To ensure that newly appointed manpower is capable of developing such competencies, organisations need to dig deeper & analyse the mindset & situational/behavioural capacity of the candidates.
As such, organizations do not necessarily look for requisite skills, but focus more on combination of transferable skill set & cultural fitment. This ensure a long/vintage employer-employee relationship
Candidates, therefore, should keep in mind the following while going for an interview. Do not just focus on content specified in the resume. Be ready for surprises:
- Share something not disclosed in the resume: Most of the candidates just prepare for interview based upon achievements/job responsibilities enlisted in the resume. Be ready for sharing some success/failure stories that may not be necessarily related to your professional life. Interviewer may ask you a question on your life in general or about your life or career goals. Be an out-of-the-box thinker.
- Situational/Behavioural questions: Candidate should be ready to evaluate on-the-spot case study & give his/her recommendations. Candidate may also be given a hypothetical scenario & would be assessed on how he/she deal with the situation. Many times candidate would also be assessed on how he/she react in a particular situation. Various organisations as a process use a Psychometric test as well to evaluate if candidate is behaviourally fit for the applied position.
- Stress test: Sometimes, candidate may be assessed on how he/she will deal with a difficult client or customer who behaves with him/her in a bad or impolite way. In other words, whether candidate can withstand the stress/pressure.
These tips can definitely help an individual prepare for an interview. For a personalised consult on interview preparation, feel free to buzz me.
