Many of the candidates crack the interview code, but not the career code. These syndromes persist transcending the limits and creates a lose-lose situation for the candidate, corporate and also for education institutions. Slated reasons for this premature employee turnover are many. The ostensible reason being attitude of the new generation, including inflated ego, inability in assessing one’s potential, inadequate self-awareness, lack of proper training, guidance from mentors, unrealistic corporate expectations and a labyrinth of similar issues. Subsequently, interview trainers come up with new formulae for cracking upcoming interviews and the vicious cycle continues. Recruiting managers these days prefer graduates to post graduates for the obvious reason that they can be hired for their attitude and trained for their skills notwithstanding the cliché.
However, the personal interview continues to be a major phase in evaluating a prospective candidate for a chosen position. The recruiters make a final decision on the selection of the candidate invariably after the personal interview. An expert interview panel can easily evaluate the candidate and decide if it is worth investing on the candidate in tune with the organisational ethos.
Everyone undergoing the recruitment process is familiar with interview techniques. An often ignored fact by candidates at this stage is recruiter’s expertise for deciphering the employability of the candidate which surpasses a set of questions and answers. But, the hard truth is that a skilful interviewer, can unmask the pretensions unless the allured attributes are demonstrated convincingly, which requires systemic modulation of the personality.
Hence, the big question each candidate should ask himself is: Why should I apply? To put it specifically, the candidate should question himself ruthlessly by asking, How will I fit in? Can I really do the job? Can I find a way for differentiating myself? and What are the alternatives available? It is the company of my preference, but am I their kind of person?
Secondly, it is fundamental that the candidate is expected to know the recruiter, their requirement, the trends in the sector, the recruiter expectations, etc. Candidates should also know the basic set of skills and terminology with each domain and be proficient in at least the relevant areas. These are necessary but not sufficient to navigate an interview. Read full article here.
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