Interview is the most crucial stage in the recruitment process. Know more about interview nitty-gritty before appearing in one

Sanjeev Satgainya

Kathmandu

Three years ago Rajeev Maharjan appeared for an interview after passing written test in a private bank. “I got through the written tests thrice but every time I faced the interview, I was edged out.” What went wrong? Now Rajeev himself knows the answer, “First thing, I didn’t have much idea of an interview. Secondly, I was trying to put my whole effort to show how much knowledge I had gained till date. And most importantly, every time I was asked a question, my heart was

sinking and palms sweating. Don’t talk about a question, it was almost like I was unable to withstand even a single word from the panel.”

Interview is the only dividing line between a future employee and a company. Today’s world poses lots of competition and plunging into an interview and getting through successfully is an uphill task. In most organisations, interviews are the second phase of recruitment. Still there are some companies that prefer to hire staff directly through an interview. But in both cases, interview plays a vital role.

An interview doesn’t only mean a test of aptitude and skill of a prospective recruit but it also means the test of overall behaviour, attitude and emotional quotient. Hence, an interview plays a vital role for both parties, employer as well as prospective employees. A slight miscalculation by the panel could cost high if a wrong person is hired and a small mistake by an interviewee can bring a disastrous sequel of losing the job.

Those who have come across several interviews during their career might not face much problem during an interview but those attempting for the first time may face little difficulty despite their qualification and overall good performance in written tests.

Manish Duggal, human resource manager, Hyatt Regency, says, “Three components are must — attitude, job knowledge and will power. These three factors we emphasise the most while interviewing a prospective recruit.”

There are certain differences in interviews in private and government organisations. Niranjan Prasad Upadhyaya, chief psychologist, Public Service Commission (PSC), says, “In general, PSC does not emphasise much on interviews. The written examination in PSC is completely fair and in an interview, in a country like ours, there is much more possibility of bias. Otherwise, where an interview is a must, it is very necessary that a person should be confident — about job profile, way of presenting answers and about overall personality.”

Leave an impression

Learning and gaining knowledge are completely different from implementing those in reality. There are several who despite being qualified and able to perform various things, at certain stages fail to achieve a simple task if asked to accomplish it in a limited timeframe.

Those who are good at their written performance must ponder that crisis management and problem solving

at a given time is one sector they have to take good care of. “Tackling any situation is indeed difficult. It is an art,” shares Bharat Rijal, chartered accountant and branch manager, Agricultural Development Bank, Ramshahpat.h

Experts say that interview does not mean testing the overall capability of a person. It is indeed difficult to know complete potential of an aspirant in a limited time period. Nevertheless, an interview gives much better idea of an aspirant whether s/he would be able to justify or not for the position if hired.

“At this point we have to be skilled in tackling the situation,” shares Rijal, “the knowledge a person possess must be expressed.” “Confidence is the foremost thing. Normally CAs don’t have to appear in written tests and interview is the only criteria. And the things that matter the most are — confidence, level of expression and appearance, of course,” he adds.

Looks matter

But how much does appearance matter? Some people don’t pay much attention to what they are wearing and how they look during interviews. Anil Bajracharya, human resource officer, Population Service International, suggests, “We normally assess qualification, technical knowledge and experience. If an interviewee is fit in those criteria, appearance hardly counts.”

But Duggal defines appearance as one of the key factors. “How a person looks induces the thought process. Smart looking people with impeccable manner of dressing leave a very good impression and it is true that the first impression is the last impression. No doubt, appearance and attire matter.”

Emotional quotient

A person being interviewed for marketing executive might be very good in performances but if the same person exhibits lack of confidence and abnormal temper, it is of no use for any company. On the contrary, if someone, though an average performer till now, gets a chance if s/he shows a positive attitude, confidence and zeal.

“A company might think of moulding an aspirant in better ways in terms of performances but attitude… people have to come up with their own and it should be positive. It is easy to teach

skill and modus operandi but it is difficult to teach and ask someone to change one’s attitude. A company normally does not waste time in shaping one’s nature and attitude. Of course company might try hard to make one perfect professionally,” Duggal opines.

Do your homework

One important factor that no interviewee should forget is that one should be well prepared about the background of the organisation.

“It makes people aware of the questions that the interviewee is going to face and along with that, it simply boosts

confidence,” suggests Rijal.

Duggal tips, “Be confident, put on clean, simple and impressive attire and show your ability and zeal to perform. Pay proper attention from the time you enter the interview room till going out of it.”