Feb 23, 2022 , Cracking an Interview …

This write-up is contributed by Mr. Sugato Roy.

Cracking an Interview..

For any student, the ultimate objective at the end of studies as far as the career graph is concerned is to get a plum job and settle down in life. To get a coveted job, not only outstanding knowledge and expertise in that field is necessary, extra propensity and a better cutting edge are also required. Cracking an interview is surely the aspiration and vision of any job applicant and nothing like it if it is cracked on the first attempt.

An interview is a combination of formal as well as an informal discussion between the prospective candidate and the corporate management so that both the people on either side of the table get to know each other candidly.  The employer through such discussions can well gauge the qualities, the acumen and the intrinsic worth of the interviewee and the prospective candidate can take stock of his capabilities whether he will be able to cope with the job requirements of the organisation and most importantly, whether the financial benefits offered would go well with him or not.

Types of interviews —

A structured interview is one where the questions are put forward to the job aspirants in a close-ended way and normally a fixed set of queries are asked for. It is by and large followed where lots of screening processes are required.

In an unstructured interview, the questions are open-ended and are more of a conversational type where both the employer and the interviewee get to know each other more solidly. The questions are mostly based on the answers and this type of interview is followed in any organisation as this is quite a comfortable type of conversation.

 Some organisations also go for group discussions whereby the employer and the management can get to know how an aspirant behaves in a team and what his responses and his acuity are amongst his peer group.

Almost the final stages are the one to one interview and the stress interview. In a one to one interview, the biodata of a particular aspirant is discussed threadbare with him. The more relevant technical and operational aspects are also conferred with a conception that this is a major step forward towards the final selection. Ironically the toughest interview is the stress interview where the aspirant has to face a barrage of hard questions, stern answers, irrelevant matters and last but not the least —– a cold stare from at least one gentleman across the other side of the table.

If a contender is tentatively selected, many corporate houses organise an informational meeting with the HRD people on case to case basis, so that the selected trainees can come over to the office, meet the respective functionaries and dispel any doubts in their minds about their jobs.

Tips –

1. Today almost all corporate houses and business houses have their websites, portals and social media handles. It is very imperative therefore that the contender goes through the website and gathers a reasonably good idea about the organisation and its operations before attending the interview.
2. There is no substitute for sincerity, confidence and trustworthiness even in today’s world and corporate houses are no exception. The contender while answering any question put in by the interviewer should adhere to these aspects strictly. HRD personnel prudently look into these three characteristics as one can gauge the uprightness, devotion and dependability of the candidate.
3. The aspirant should think before answering any question and refrain from giving any brazen answers. Remember, truthfulness is the best policy.
4. The interviewers always appreciate short,  intelligent answers to the specific points from the aspirant as these qualities amply prove whether the candidate is focussed, explicit and clear-cut in his perception.
5. Through their multiple questions, the employers will also find out how fine the candidate stands up as a team player, a leader with all positive values, delegating ability, prioritization of jobs and above all the decision-making skills and strategic planning competency. 
6. Last but not at all least —- the candidate must be prepared for any type of question and should go fully prepared before the interview board brimming with confidence.

     Remember — If you are confident, half the battle is won.

Mr. Sugato Roy

GRADUATE FROM ST XAVIER’S COLLEGE AND POST GRADUATE FROM THE UNIVERSITY OF CALCUTTA, SPECIALISING IN MARKETING MANAGEMENT AND ADVERTISING MANAGEMENT.  PROFESSIONAL EXPERIENCE OF 24 YEARS IN VARIOUS CAPACITIES IN ADVERTISING AND PUBLISHING INDUSTRY.  HAS BEEN AWARDED FOR  LIFETIME ACHIEVEMENT IN ADVERTISING AND PUBLICITY MANAGEMENT.

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