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. Semi structured ones are the most favorite out of all. The idea here is starting the interview with more general questions that will be offered to every candidate and later when the discussion develops interviewer may tend to ask unique questions about the candidate.
Job interview questions: It is common to find a lot of open and common questions asked during the first quarter of an interview. The intention of the interviewer may be to envision the setting of the candidate and get some understanding of his skill profile. Candidate may be requested to answer job interview questions about his/her educational and professional background, experience 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 details of the candidate but he’s evaluating how suited the candidate is for the particular job. Thus 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 last bit of the interview is usually custom tailored for the candidates. Interviewer may ask questions about particular 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. Most of them are hypothetical questions (What would you do if) where the candidate is forced to think in behavioral questions where candidate is asked to discover how he uses his experiences to tackle a given problem.
This is where the STAR approach comes in handy for any candidate. S bears for describing the Situation and placing the downplay of the trouble he faced in the past. T is for The Task; here the candidate may identify the task he was allotted to. A bears for the Action, this may include a description about actions that were taken and the acquisitions used to puzzle out the problem. Finally R bears for Result, where candidate is asked to input about the final outcome of his or her work. For behavioral type of questions, the STAR method can be successfully practiced to give important and muscular responses for job interviews questions.
