A job interview, is an encounter between an applicant and an interviewer that are conducted in order to evaluate if the applicant is eligible for the job. In a job interview, the ability of both the interviewee and the interviewing to communicate with each other is of paramount importance. The job candidate who has the ability to effectively convey his thoughts and ideas will likely have an advantage in the interviewing process. Thus, it is crucial to evaluate a candidate’s communication skills before moving forward with hiring. One way to evaluate these skills is through behavioral responses. Behavioral responses are responses that a candidate makes based on previous information about the employer and/or job offer. Such responses are considered a behavioral response when they accurately reflect the applicant’s thought process.
Most job interview questions are designed to measure the candidate’s suitability for the job. In addition to measuring the suitability of a candidate, job interview questions also measure communication and interpersonal skills. Typically, most job interview and hiring circulars contain a list of standard questions. However, there are some instances where these questions do not make sense or where they may be modified to better assess a candidate’s suitability for the job.
When conducting job interviews, the interviewer should also ask the candidate to elaborate about any unusual circumstances in his or her work experience, educational background, and achievements. Likewise, the candidate should also provide information about how these factors have affected the decisions he or she has made. These types of questions, along with the types of answers provided, will serve to characterize the candidate. This will help you understand the strengths and weaknesses of your candidate and help you determine whether she is the right fit for your company.