Interviewer Expectations

Reasons for Candidates not getting hired

1.       When Examples Go Wrong

Your success in answering competency-based answers is rooted in the quality of examples you offer. In truth, the weaker your response, the better the chances of leaving the interviewer with a negative impression. So, all the stories you provide should focus on the

hands-on knowledge you acquired. And all the work experiences should point to a steady

 development of core competencies.

2.       A Negative Mind-Set

If you have a downbeat attitude regarding the job search, that attitude seeps into your interviews and minimizes your appeal. Before the interview, make a conscious decision to think positively, no matter what direction the meeting takes. Your mind-set or attitude shows up in a number of ways. For example, appearing to give up in the middle of the interview will show you as weak, a quitter. Suppose you determine midstream during the interview that the examples you have given are poor; you surrender to a loss. Interviewers recognize that a candidate’s apprehension is part of the process and are willing to overlook one or two weakly worded answers. Another way that a negative mind-set is revealed is if you take a defensive stance, especially in response to the interviewer’s reactions to your examples.

3.       A Great collection of other mistakes
1. Taking Charge of the Interview:

      Though it is true that a candidate is interviewing the company while the hiring manager is interviewing the candidate, some candidates are too aggressive about the former. They assume the role of interviewer and attempt to control the session. This power play never fares well for the candidate. Keep in mind that, just as you do not want to be interrogated, neither does the interviewer.

2. Scheduling Interviews Too Close Together:

Competency-based interviews run long—sometimes sixty minutes or more. Schedule your interviews accordingly, so you don’t put yourself in a situation of having to choose between cutting an interview short or arriving late to another.

3. Believing the Interview Is a Tricky Game:

One of the assets of competency-based interviews is that the interviewer lays the company’s cards on the table. The questions that are asked reveal the proficiencies that are

Considered most important to the position. In addition, the questions reveal the problems you may encounter if hired. Keep those two things in mind when you start to feel that the questions are being asked just to trick you. When an interviewer asks competency-based questions, be assured that your answers are relevant to the position.

4. Being Too Modest:

The main purpose of asking competency-based questions is to give you the opportunity to describe your assets. Speak confidently about your relevant accomplishments, your experiences, and how you will add value to the hiring organization.

5. Monitoring Your Time:

Though you may be anxious, avoid glancing at your watch. Competency-based interviews run long, and if you look at the time, the interviewer may conclude that you are not interested or are bored with the interview. To avoid giving the wrong impression, focus your attention solely on the interviewer.

Steps that has to be maintained in an interview:

1.       Improve your speaking voice

2.       Be concise

3     Avoid very common words

4.       Make specific statements 

\

What you want to demonstrate to the Hiring Manager:

1. Courage / Persuasion

2. Beliefs / Ethics

3. Commitment

4. Work Orientation / Stamina

5. Interpersonal Skills / Charm

6. Discipline

7. Competitiveness

8. Focus

9. Big Picture Thinking