Job interviews can be in three types, categorized by the structure of job interview questions. There are structured interviews, non-structured interviews and semi-structured interviews. Most common of them and most suitable type for the job interview is semi-structured type. The common approach in here is to start off with general questions and build up the conversation to unique and more complex questions to arrive at the end.
Job interview questions: In early parts of a job interview, it’s very common that the candidate is asked open questions where the candidate has to describe about themselves. The intent of the interviewer may be to envision the setting of the candidate and get some understanding of his skill profile. This is where the participant is supposed to answer questions related to education and qualifications etc. The most favorite example for this kind of question is Tell me about yourself . These job interview questions may seem very easy to answer and less significant but actually these questions give candidate the ideal opportunity to position him/her self in a favorable place. In here, the interviewer is not just asking about particulars of the candidate but he’s assessing how suited the candidate is for the particular job. Therefore special concentration must be given from the candidate s side not to rush through his or her details but relate this information to the given job.
The final stage of job interview questions may tend to be unique for the candidate. Interviewer may ask questions about extraordinary points he picked up from the profile of the candidate and questions that need little intelligent from the candidate s side. This phase is notorious to contain questions that one does not feel up to answering. Hypothetical situations and how the candidate would react in such situations is a common testing trick in here. What the interviewer expects out of these answers would be to gage your analytical skills.
STAR approach for answering tough job interview questions is one of the recommended and useful methods. S bears for identifying the Position and placing the downplay of the problem he faced in the past. T is for The Task; here the candidate may describe the job he was assigned to. A bears for the Action, this may include a description about actions that were taken and the attainments used to solve the problem. Finally R bears for Result, where candidate is asked to input about the final result of his or hers work. For behavioral type of questions, the STAR method can be successfully practiced to give important and mighty answers for questions for job interview.