Last Updated : 2004-11-22 16:08:36 (11517 read)
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Interview Questions The focus of the interview will be on the questions that the interviewer chooses to ask you. Their goal is to find out more about you, your skills, strengths & possible weaknesses, level of experience and attitude. All of these are critical factors to consider when selecting the right candidate for a position. The human element is very important: how do you communicate?, respond to stressful situations?, represent yourself? Otherwise, applicants could be hired on their paper credentials alone.
When devising interview questions to ask at an interview, the employer may have many resources available to them. They might have questions that have been passed on to them by the HR department (to learn more visit the Employer's Perspective section of this module), from colleagues, websites or even the list of questions that were used during their own interview with the organization. It is likely that the questions will be reviewed and adapted to the current job description. new trend: getting to know you |  |  | In an effort to get a better understanding of what you are really like, employers pay attention to all the interactions that occur - emails, response to phone calls, and follow-up, to determine how you might interact in their work environment.
In addition there is a growing trend towards asking unexpected questions to learn more about you, from how you respond to a stressful situation to your ability to problem-solve. |
The eight types of interview questions(adapted from: collegegrad.com The Eight Types of Interview Questions ) implications for me: question types | |  | It is interesting to note that the first four types of interview questions listed have a predictive validity for on-the-job success of just 10 percent (an equivalent predictive validity generated from a simple resume review). Math questions increase the predictive validity to 15 percent, since it tests intelligence, commonly a key competency for most positions, and case questions raise the predictive validity to 25 percent (and slightly higher for consulting positions). Behavioural and competency interviewing yield a predictive validity of 55 percent.
Interestingly, the first four question types are still the favored approach by most untrained interviewers, simply due to lack of experience. Behavioural and competency interviewing is gaining greater acceptance by trained interviewers because past performance is the most reliable indicator of future results, especially when it is tied to the specific competencies for the position. Companies such as Accenture have modified this approach with specific critical behavioural interviewing in order to target those behaviours that provide the highest correlation to the required competencies for highly predictive positive results. adapted from: http:// www.collegegrad.com/jobsearch/16-4.shtml | - Credential verification questions
This type of question includes "What was your GPA?", "How long were you at . . . ", “Is your….certification valid?” , “Are you eligible for NSERC funding?” The purpose of these questions is to objectively confirm your qualifications. - Experience verification questions
This type of question includes "What did you learn in that class?", "What were your responsibilities in that position?", “Have you supervised employees in any of your previous positions?” The purpose is to confirm your previous experiences which may or may not have been mentioned on your resume and cover letter. - Traditional questions
This type of question includes "Tell me about yourself", “Are you a leader or a follower?” and "What are your strengths and weaknesses?", “How did you prepare for this interview?” The purpose is to subjectively analyze how you represent and position yourself. - Bizarre questions
This type of question includes "Describe a TV" or "Why is a manhole cover round?” The interviewer is interested in your thought process, originality, and unique perspective, not to mention your response to a stressful situation . There is usually no right or wrong answer, since this type of question is primarily a test of your ability to think on your feet. These are not asked often, but it is advisable to anticipate such questions, just in case. - Logic questions (Problem solving)
This type of question poses problems ranging from "What is 1000 divided by 73?" to "How many ping pong balls could fit in a Volkswagen?" The purpose is to evaluate not only your mental math calculation skills, but also your creative ability in formulating the mathematical formula for providing an answer (or estimate, as can often be the case). - Case or Situational questions
This type of question includes problem-solving questions ranging from: "What would you do if…” to "How would you sell this pen to me?" The purpose is to evaluate your problem-solving and creative abilities and how you analyze and work through potential case situations. - Behavioural questions
This type of question includes "Can you give me a specific example of a time when you worked in a team environment? What made your team successful?” “Tell me about a time where you experienced conflict with a co-worker.” The purpose is to anticipate predictable future behaviours based on past responses. - Competency questions (skills-based)
This type of question includes "Can you give me a specific example of your leadership skills?" or "Explain a way in which you sought a creative solution to a problem." The questions could be specific to the position and industry that you are applying to. The purpose is to align your past behaviors as they relate to specific competencies which are required for the position. | alternative viewpoint: challenge interviews | John Ashby, author of Fundamental Knowledge In Job Interviews: The Employer’s Perspective , shares a unique perspective. To avoid typical responses, he recommends designing interviews that challenge candidates, thereby giving a better sense of their skills. He recommends questions that assess the following:
Can You Learn?
Often an important element in a new employee, Ashby suggests that it is a rare occurrence to hire a new staff member who knows it all. Ashby will purposely teach the candidate something new in an interview, and revisit it to verify retention later in the same interview, or in a follow-up phone call. The ability to retain new information is obviously important.
People Skills
It is critical for employees to interact, and get along well together. You might have all the knowledge in the world, but if you can’t get along well with others, you will never be able to apply that knowledge. Ashby (and others) have been known to purposely attempt to rattle candidates, just to see how they handle pressure!
Attitude/Motivation
Sometimes noted as the most important factor in a new employee, your attitude and motivation will fuel your career. Employers have been known to forgive lack of technical knowledge for a motivated and excited employee, but never the reverse. Therefore showing that you have the enthusiasm to learn and take initiative can move you ahead on the list. |  | Co-op Interview Question Database Co-operative education has developed an interview database full of questions and tips on responding to assist you in your preparation for interviews. In the Co-op Interview Database questions have been organized into different categories: - General questions:
- personal and career objectives
- interview preparation
- education and experience
- job suitability
- unusual
- testing, situation and performance.
- Skills-specific questions: categories as defined by “Employability Skills 2000+” presented by the Conference Board of Canada
- adaptability and creativity
- attitude and behaviour
- communication
- problem solving
- teamwork and working relationships
- work management and performance.
- Discipline-specific questions: based on the co-op fields of study at SFU
- Arts and Social Sciences
- Business
- Communication
- Computing Science
- Education
- Engineering
- Kinesiology
- Interactive Arts and Technology
- Science and Environment
- Unique categories:
- International
- Inappropriate
- Questions to ask at an interview
resource: the ABCs of interviewing | |  | Questions you should be asking.
An interesting and controversial article from Fast Company on questions that employers ask during an interview.
From: Issue 04 | August/September 1996, Page 80 By: Peter Carbonara |
| connection: BOL I | In Bridging Online (BOL 1), several types of interview questions were introduced: - behavioural
- situational
- illegal
- unusual
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| comments & discussion: interview questions | In the comment box below:
Share any thoughts, tips or resources you have on interview questions
Interested in further discussion about interview questions? Join the Interviews discussion forum. |  | |
