The Criteria Based Interview

Most recruiters use criteria-based interview techniques. These are structured interviews designed around the key competencies of the job you are being considered for. If the job requires skills such as: teamwork, communication skills, interpersonal skills, leadership, problem solving, organisation, negotiation skills, then the interviewer will ask questions designed to allow you to provide evidence of your ability in those areas.

• Structured around key competencies eg: abilities, motivation, personality.
• Aimed to discover how you might behave in a work situation.
• Based on all candidates being asked the same structured questions to provide a fair basis for comparison.

If you have been invited to interview your chances of landing a job are far greater than when you posted your application. But remember, many battles in history have seen a weak side beat strong opposition by virtue of its superior design and strategy. Success or failure at interview can hinge on the same concept. Good preparation is vital.

Positive comments on the improving standards of preparation and performance far and away outnumber negative ones. However, you can learn from some of the negative comments, typical of which are:

• 'The students had obviously 'learnt the basics' for the interview, but when challenged about a comment they made, or when asked for an opinion, many were quite weak.'
• 'Many students were not familiar with the Behavioural Interviewing Technique'.

Behavioural Interviewing Technique

This is similar to criteria-based interviewing, in that it is designed around the key competencies of the job you have applied for. The interviewer will ask questions about your past behaviour as they believe that if you behaved that way in the past you are likely to behave that way in the future. This relatively new interviewing technique is one aspect of criteria-based interviewing which explores competences through specific examples of behaviour. For example, answers to questions: 'Give me an example of a situation where your own behaviour offended another person. Why? How did you resolve it?'; 'Tell me of a time when you had to give bad news to somebody'; 'Describe a situation where you had to plan the work of others' will reveal competences you have actually demonstrated. This is preferable to simply describing them without giving specific examples or evidence.

• 'Only two students asked a good range of questions covering training, prospects, opportunities, type of work etc. The others had very few questions, suggesting limited preparation for the interview.'
• 'Several were unclear on aims and objectives. Also ... [they were] weak on demonstrating leadership qualities.'
• 'A couple of students were too verbose. Time is limited and they must learn to answer the specific question.'
• 'Some could have been more positive and confident about what they clearly had to offer.'

Biodata or Biographical Interview

Explores your career history to date, to assess whether you have the skills and experience needed for the job.

Targeted Interview or Criteria Based Behavioural Interview

This is a combination of criteria and behavioural interviewing. The interviewer will seek to discover whether you have displayed the skills required for the job in your past behaviour.

Situational Interview

The interviewer will give you a hypothetical situation and ask you a question about that situation to see how you respond. They seek to test your thought processes and your logical thinking.

Case Study

This is a relatively new way of structuring an interview. You will be given some reading matter to study and then be asked questions around the subject.

Telephone Interview

Recently more organisations are using a short telephone interview to help them make the selection of short list candidates. These usually last about 15 minutes. The interviewer will probably have an interviewing matrix, which will be structured around the basic requirements of the job. You will need to prepare well to ensure that you make an impression in this short space of time.

Interview Questions

Interviewers may ask questions about you, your school or university life; what you have submitted in your application; your past work experience; your past life experience; your skills and qualities; your knowledge of the job; your knowledge of the company and in some cases hypothetical situations. Depending on the style or styles of interview used, you may be asked the following types of questions:
 

Questions about you

• Why did you choose to study your subject?
• Why did you choose your university?
• What are your strengths and weaknesses?
• How would your fellow students describe you?
• What is the greatest asset you will bring to this company?

Questions about your university life

• Tell me about your university course, what did you like or dislike about it?
• What have you gained from your course?
• In what way do you feel the course has or has not prepared you for the working environment?
• Do you feel your university grades are a good indicator of your ability to succeed in business?

Questions about your work experience

• What appeals to you about this job?
• Why should we give the job to you?
• What did you gain from your vacation work?
• What do you know about this company?
• What interests you most or least about this job?
• What would you say were the most important qualities for someone in this post?

Criteria Based Questions

• Give an example of when you worked as a member of a team.
• What was your contribution to that team?
• Tell me about the most difficult situation you have had to deal with. How did you handle it?
• What was the outcome?
• What did you learn from the experience?

Behavioural Questions

• Tell me about a time when your work was criticised. What was your reaction?
• Tell me about a time when you disagreed with a superior. How did you handle the situation?
• Tell me about a time when you were asked to do something with which you disagreed. How did you handle it?

Situational Interview Questions

• You are a trainee assistant manager put into a small department to supervise staff who are experienced and valued members of the organisation. One of the staff is extremely resentful (as he/ she was turned down for the post of department supervisor) and is being unhelpful and obstructive. How would you handle the situation and why?
• A work colleague has told you in confidence that she suspects another colleague of stealing. What would your actions be?
• You are giving a presentation where one member of the audience is continually stopping you and diverting you from the main part of the presentation. What would you do?