Prepare for the questions that recruiters will ask you and give an effective response.
From the interview, we expect a professional conversation, focused mainly on our skills and achievements, however, sometimes the recruiter will look for ‘something else’ about us with questions that may not be directly related to employment.
For many candidates some interview questions do not have a logical reason, they can even be absurd or uncomfortable, so we must be prepared and anticipate to respond with intelligence.
Prepare to face the 5 most common types of interview questions:
- Open. They are general questions that seek to flow the dialogue between the interviewer and the candidate, allow the person a broad response. With them your fluency, communication skills and coherence will be evaluated.
Example: Tell me about yourself, why were you interested in the vacancy? Why did you decide to study (insert career)? What do you like most about your work?
Tip: It is possible to prepare in advance to answer these types of questions, since they are very common. It is important to find a balance in our speech to express ourselves with ease without giving very long answers. Concentrate on the most meaningful and relevant information.
- Fitness Its objective is to evaluate if the candidate has the necessary knowledge to perform the job. Depending on the vacancy, the recruiter will inquire about the candidate’s experience and the competencies he or she has.
Example: What were the main functions you performed in your previous job? , Tell me what knowledge and skills prepare you for the position, I see that you have advanced knowledge in (insert skill / knowledge) in what kind of activities have you applied the last 3 years?
Tip: Probably a lot of this information is contained in your Curriculum, however the recruiter will want to have a bigger picture. Using specific examples can help you clearly show why you meet the expectations of the position.
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- Behavior When making a contract, it is not only important that the candidate can do the job. Behavioral questions seek to find out what the person’s behavioral profile is, to assess whether they can successfully integrate with the work team.
Example: How do you handle stress ?, Give me an example in your work life in which you have shown integrity, Tell me about a time when you made a mistake in your work, how did you solve it?
Tip: Anticipate this type of questions by analyzing how your behavior at work is, what your strengths are and what are your areas of opportunity. Prepare yourself with clear examples of scenarios typical of the work environment such as stress, pressure, decision making, labor conflicts, etc.
- Situational. Once the interviewer analyzes your behavior in the past you can resort to situational questions to get an idea of what your future behaviors will be.
Example: How do you respond to pressure? Imagine that you have X problem at work, how would you solve it? What would you do if your boss delivers a report with erroneous figures in a work meeting?
Tip: For situational questions there is not a single correct answer, it will reveal our ability to solve problems and adapt to different situations. A good practice is to think about a similar experience that you have lived and talk about how you used your skills to face it.
- Capacious. It may seem absurd or incoherent questions, but depending on the recruiter, the company and the position, you may have to answer questions that seem to leave the work context. Its purpose is to move the candidate a little away from standard questions and subject him to a mental challenge that reveals a little more about his personality.
Example: If you could be an animal, what would you be? What color is there more objects in your bedroom? What would you prefer? Being the number 1 employee but hated by your colleagues or number 15 but appreciated by all?
Tip: With these questions the recruiter expects an honest and spontaneous answer, remember that there are no correct answers, since they are linked to your personality.
It is common for candidates to face misplaced questions, which can be discriminatory and offensive. For example, are you pregnant? What contraceptive method do you use? What is your sexual orientation? Why are not you married? Are you religious?