In an Interview, the employer examines and carefully judges a potential employee to find out how suitable he or she might be for the company. Interviews play a significant role in determining whether someone is to be employed by a company or not. This points to the importance of being at your best and making first impression count. While much depends on the personal insight and judgment of the interviewer how you comea across is clearly going to play a critical role in the decision to hire you or not. So be at your best and take note of the tips provided in this article on being a star in an intervbiew situation.
Be A STAR In Your Next Job Interview
By Pamela Watson
Recently, I consulted with a young professional who had completed an initial job interview, and was informed by the company that they were interested in conducting a second interview. The good news: the company was now considering the interviewee for a management position rather than the initial technician position. The bad news: the young professional was unsure what to expect during the second interview.
Obviously, she had appropriately prepared for the initial interview. What she wasn't prepared for was an interview that focused on a different set of skills. However, if you fully understand how to interview successfully, you'll realize that a certain framework exists for all interviews.
What I will share with you are the five key steps, to be used in all types of interviews. These five steps are appropriate for behavioral interviews, group interviews, stress interviews, phone interviews, second interviews - - it doesn't matter the interview format. When you're able to understand the flow and structure of job interviews you're more likely to anticipate actions undertaken by the interviewer. So, if you're familiar with the way in which most interviewers attempt to learn more about applicants within the scope of an interview, then you're one step ahead of the rest.
Most interviewers need to be able to walk away from each interview with quantifiable and/or content-rich details regarding the applicant. It's not enough to merely say "this is a good candidate for the position because he works well with people." An interviewer has to be able to specify the exact reasons why this candidate matches the position qualifications. If it's difficult for you to explain your work-related results and tie them to the reasons why you're the right person for the job during the course of an interview, then the interviewer will mark your candidacy as "not a good fit." Within the framework of an interview, the interviewer is trying to "screen in" your candidacy and wants verifiable information that backs up, or confirms, your fit with the position.
If you're familiar with the STAR method of interviewing, then you're moving in the right path to successfully interview. The STAR method is outlined briefly below:
