4 answers you are getting wrong in your interview

4 answers you are getting wrong in your interview

Mismatch between the candidate responses at an interview and the recruiter’s expectations can lead to loss of time and effort. Here’s how to avoid this.

After a failed attempt at an interview, one often wonders what went wrong? HR professionals tell us what kind of responses they expect from candidates and how they would like them to prepare for the interview questions.

What interests you about this job?

What prospective employers are looking for here is a match between the candidate’s natural inclination and acquired skills and how they match the job they have applied for.

“In their enthusiasm to get the job (any job) candidates often drop jargon to cover a generic answer about what they assume the job would entail,” says Sainul Abraham, HR head, AGRE Technologies. “What companies really look for is how much research has the candidate done about the job and the skills required.”

Did you go through our website? What do you think of it?

“This is often mistaken to be a check on the candidates’ knowledge about the clients or services provided. This is true only to a certain extent. A detailed talk about some of the stuff like a case study or even a service/product launch is a better way to take the discussion through so that the interviewer knows you have done your homework,” says Abraham.

Can you solve this problem?

This question is clearly to gauge the candidate’s problem-solving abilities.
“We are not expecting a fresher to come up with a solution to any of our problems. What we look for mostly is how he handles himself and the situation,” says Shiv Kumar, CEO, eNetworths. “I often ask him or her to think aloud, with the aim to understand their thinking process. Interestingly, I was once able to hire a candidate as a BD even though he had applied for a programmer’s job.”

What salary are you looking for?

“Freshers make two fundamental mistakes here – either they get enthusiastic and think they can bargain or get too desperate and say ‘anything’,” says Kumar. “What we are really looking for is how does the candidate handle this question. How much does he/she talk about the job vis-à-vis the salary? Above all, does he or she come across as someone who will stick around for about three years atleast.”

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