INTERVIEWTIPS & TECHNIQUES
Purpose behind conducting the Interviews.
The interview is an occasion of interpersonal communication between the prospective employer and a prospective candidate. It is a
platform where the organization checks the suitability of the candidate vis-a-vis the job profile. Moreover, the interviewee has the
opportunity to examine if his/her personal objectives will be met in the job and the company.
In an interview, the candidate try to sell themselves to the interviewer.
What Is It That The Interviewers Check In A Candidate?
Whether the candidate has developed and communicated a clear, simple, customer/ user focused vision?
Whether the candidate has futuristic outlook, and the potential to be an asset to the organisation?
Whether the candidate can inspire and energize others and make them commit to a vision?
Whether the candidate is willing to make commitments and assume responsibility for the mistakes and shortcomings?
Does the candidate practice ethical conduct?
Is there any credibility between his/her actions/ behavior with his/her words?
Does the candidate take accountability and make commitment to achieve business objectives?
Does the candidate have the ability to demonstrate courage/ confidence to stand up for beliefs and ideas to co-workers and
seniors?
Does the candidate communicate in open, candid, clear, complete and consistent manner?
Does the candidate trust others, encourage risk-taking and boundary less behavior?
Is the candidate capable of taking leadership and running a branch in the future?
How well does the candidate behave under pressure?
In a nutshell, the interviewer checks:
Your technical competence to handle the job
Your knowledge about the subject you have studied in graduation or post graduation
Your personality characteristics
Your emotional intelligence
Your general awareness and view point about the happenings around you
Your limitation in skills
Your personality trait
Your IQ (intelligence quotient), PQ (physical quotient), EQ (emotional quotient), SQ (spiritual quotient)
Your ability to analyze and articulate
Your ability to visualize the future
Your linguistic prowess
How To Face Bank Interviews : Interview is an opportunity for you to present your personality consisting of your attitude,
views and awareness level before the Interview Board, so that the potential in `you' is appropriately judged by the members on the
Interview Board, who are learned people in their own fields of specialisation.
What you should prepare ?
You should spend good time to make the choice of the contents relevant to your interview. These contents differ for interviews
depending upon the level for which the interview is being held. Broadly these can be disintegrated into macro and micro aspects.
What is evaluated during the interview ?
The interview board, in order to judge your POTENTIAL evaluates your Performance in the recent past, Operating style, Team
building capabilities, Effectiveness, Neutral judgment level, Transparency in dealings, Initiatives, Attitude and Leadership qualities.
Though the interview is not a new process for many of you, being already in job, but you have no way of knowing exactly what is
going to be asked and how that would be tackled. The following general tips can help a candidate appearing for an interview, to
face the questions confidently.
Should you prepare pre-scripted questions?
It is important that you must not venture to go for an interview with a predetermined script of exactly what you are going to say.
What is actually required, is the tactics that enable you to navigate successfully through the interview. This author had the
opportunity of being both, the interviewee and interviewer on several occasions during his banking career.
Preparing yourself as the interviewer
There are a number of aspects of critical importance in planning the interview:
Timing - enough time must be allowed for the interviews and making notes between each. Each candidate should be given the same
length of time in the interview. There should be sufficient breaks built into the interview programme.
Re-read the application form or CV, job description and person specification to identify areas which need further exploration or
clarification. The appointment panel should agree the format of the interview and identify questions to cover the key competencies
required by the post. The different subject areas should be allocated between the panel members in advance of the interview date.
The panel should agree how they will operate as a team during the interviews. The first interview of the day should not be used as
'a dress rehearsal' - otherwise the appointment panel could be accused of acting unfairly.
The venue of the interview should be of an appropriate size and one which encourages the interviewee's concentration. It should
be comfortable for both interviewers and the candidate (seating, heating, lighting, ventilation, noise level) and be well sign-posted
with a waiting area containing literature about the organisation. There should be no interruptions and mobile phones should be
switched off. Reasonable adjustments must be made to the facilities as necessary where a candidate has requested this because of
a disability.
The reception arrangements for candidates should be welcoming and the receptionist briefed.
The seating arrangement should be as inclusive as possible so that the candidate does not feel isolated.
Preparing the candidate
Prior to the interview the candidate should have sufficient information about the post, the requirements of the post and the
organisation. Candidates should be given adequate notice of the interview date, panel composition and designation and, ideally, be
given a brief tour of the place of work prior to the interview. Candidates are asked to produce documentary evidence of their
qualifications which are stipulated in the person specification.
At the start of the interview, the candidate can be helped by:
the Convener introducing the panel and having name cards placed in front of the members;
the panel putting the candidate at ease;
the Convener explaining the structure and length of the interview;
being informed that notes will be taken to ensure a fair assessment to be made;
being asked whether they have any queries after the introduction;
the use of an opening non-discriminatory 'warm-up'question.
Structure :
Working to a structure is a major step towards improving the quality of interviewing, as it helps to:
ensure that nothing significant has been missed;
keep track of how the interview time is being used;
give candidates a sense of progress through the interview;
help ensure consistency between candidates.
Questions must be planned in advance. It is usual to have a series of questions that are posed to every candidate with specific ones
for individual applications based on information in their application forms. The need to raise additional questions will arise in order to
probe candidates responses and these should be asked at the appropriate time. No question should be asked of a discriminatory
nature e.g. asking a female candidate about her childcare arrangements.
The interview should be structured as follows:
the Opening - this will include introductions, advising candidates of the structure which will be followed and that note-taking will
occur. A few moments of small talk will help to relax the candidate and establish rapport.
the Body - this is the main part of the interview where the required evidence about the candidate's suitability for the post against
the key criteria is obtained.
the Close - Candidates should always be given the opportunity and sufficient time to ask any questions they may have. They should
be informed of the timescales and methods of notifying them of the outcome and should be thanked for attending the interview.
The Disability Discrimination Act 1995 does not prevent you asking questions about a candidate's disability but this information
must not be used to discriminate. When asking a candidate how their disability may affect their ability to do the job it is important
to focus on competencies required by the post, place these questions in the latter part of the body of the interview, and indicate
where possible a willingness to make those reasonable adjustments which would enable the job to be performed.
Questioning techniques : You should aim to have the candidate talk about 70-80% of the time, as the key aim of the interview
is to obtain evidence from the candidate. Effective interviews depend on well-thought out and well-structured questions.
There are various types of questions:
Open - these questions enable candidates to provide facts and information, describe things, express feelings or opinions
etc. They encourage candidates to start talking. They typically start with the words 'what, why, how?'
Example - 'Tell me about the most challenging project you have completed in the last year'.
Closed - the number of possible answers is limited and are usually either 'yes' or 'no'. They are useful to check facts, or
your understanding of answers or to close the interview.
Example - 'Did you have responsibility for a team in your last job?'
Multiple - these occur when two or more questions are asked at one time. Candidates will normally only answer one of
them - the one they find easiest or heard last. These types of questions should not be used in interviews.
Example - 'Why have you applied for this job, and why do you want to leave your present job?'
Leading - the answer which is expected is suggested in the question, and thus are not appropriate for selection interviewing.
Example - 'We need someone who has good planning skills. How well do you plan ahead?'
Hypothetical - is where the interviewer describes a situation to the candidate and asks him/her how he/she would respond. Too
many of this type should be avoided as the reply might be completely different from what the candidate would actually do, and you
have no way of evaluating the answer consistently.
Example -' What would you do if two members of your team had a fierce argument in the office?'
Behavioural - are useful questions, as you gain evidence of how the candidate has handled similar situations in the past, and these
can concentrate on the specific skill areas of this post.
Example - 'Can you give me an example of when you had to deal with a difficult customer complaint?'
Probing - these are used to follow up after receiving answers to open questions, in order to explore an area in more depth. The
questions should be designed to 'funnel' the information obtained from general to specific information.
Example - 'How would you do it differently next time?'
Reflective - these are powerful and seldom used with skill or consistency. Each question is based on the previous answer and
reflects its content.
Example - 'So, you think that there could have been some improvements. What would have altered the outcome?'
Listening techniques :As the interviewee will be talking for the majority of the time it is vital that interviewers actively listen. The
candidate is providing a lot of information and the interviewer has to be able to recall it, use it, relate it to the key skill areas and
check it for inconsistencies. Reflective questions can be used to pick up on a point the candidate has made and enable you to
probe further. You should concentrate on what the candidate is saying, look at the candidate and ensure that your physical position
reflects your interest. It is vital that all the panel members listen carefully to every answer, even though they may not have asked
the question.
Examples of effective non-verbal responses by interviewers include nodding of the head, smiling and occasional noises of
encouragement. Actions to be avoided are looking at your watch, critical frowning, staring out of the window. Care should be taken
by panel members that non-verbal signals are not communicated between them, indicating what they feel about the candidate.
Interrupting a candidate can be interpreted as discourteous and showing a lack of interest in what the candidate is saying.
However it may be necessary to do so if the candidate has misunderstood the question.
Good active listening involves:
identifying feelings and intentions behind words;
probing answers with further questions;
clarifying and summarising;
evaluating the quality of the answers.
By being empathetic, you will lead the candidate to speak freely and could well reveal information that he/she would not do if an
interviewer was being overbearing or critical. Silence is one of the most effective probing devices. When used at the appropriate
time, it encourages candidates to elaborate their answer.
In short - listen to : · what is being said; · how it is being said; · what is not being said.
Body Language of candidates
Candidates send messages non-verbally which can reveal their emotional state and are well worthwhile being noted by the panel.
The communications expert, Albert Mehrabian's analysis of typical face-to face communications showed that non-verbal
communication has an enormous impact on the understanding of the messages sent by the interviewee in any interview. His results
were : Words alone - 7%; · Voice tones - 38%; · Body language - 55%.
Non-verbal messages are much less likely to be under conscious control and are therefore harder to disguise. They are often
difficult to interpret and care needs to be taken in analysing such messages e.g. a candidate may fold arms as he/she is cold, not
necessarily because he/she is being defensive.
Rehearsal: the Best Laid Plans ...
Rehearsing perfectly worded answers is not a good idea at all Questions you may be expecting are Sei precisely the way you
anticipate. Broad basing your choice of responses is suggested Moreover, you should navigate the interview and introduce topics
related to your core competencies In case you feel that. the moving towards subject / topics in which you are not confident, you
must politely share that you are not su subject General rehearsals do help to polish your performance. Have a mock interview
session. preferab y of a person not hesitant to point out the flaws in your arguments. English. diction and body language
ADOPTING THE
RIGHT ATTITUDE
To be just a little anxious, a little keyed-up about interview is good It generally facilitates rather than inhibitsp Only when you
become overly anxious that you begin to harm your prospects 'Keep your cool' in this kind
Some candidates feel interviews as threatening situations: they worry about their own deficiencies, nervousness, about what the
interviewers think of them. about failing to get the job, and so on It is as failure' overcomes their 'need for achievement' Stressing
the negative aspects of the procedure does littler, take the interview in a more positive way The following are helpful
deal For example an interviewer currently posted as GM in funds department may ask you a question ono try to do as well as I can
in the interview because it will be a good practice for other occasions' and Try regarding their line of thinking. Anticipating the
interviewer's mind-set and preparing accordingly & Do right tense yourself with high expectations. Telling yourself
probably have not got a chance for this, Alternatively, you may prefer to look on the interview as a joint problemsolving
exercise between and another who holds a masters degree in Agriculture may ask you about Organic farming
Thought game, it is a process of informed guessingr interviewer in which you will co-operate together to find whether
this is really the job for you, whethe able to do it well, and whether you would be happy doing it to trace the
background of the Board members Their education background. current profile will more relaxed feeling that can be
helpful to some extent.
Look at the brighter side and keep in mind that you are amongst the very few selected for interview hundreds of aspirants This will
help boost the confidence.
PERSONAL APPEARANCE AND DRESS ,
Over the years. Society has relaxed the dress codes and informal dressing is not looked down upon any more However, one should
be particular in dressing up formally for the interview However, you must present a well groomed look Gentleman: White or light
blue shirt, dark trousers and a matching tie should be preferred. It is essential to wear formal footwear and not sport shoes.
Ladies: Ladies can wear either a dress or a sari as they please It is however essential that they are comfortable and present a
simple but elegant look. Dark colors, flowery prints should be avoided Jewellery and makeup both should be minimal Common
Guidelines: Strong perfumes should be avoided Ensure your nails are trimmed and clean RECEPTION AND THE
IMPORTANCE OF FIRST IMPRESSION
Interviewers sometimes make up their minds about candidates too early in the interview. First impressions can have a powerful
and long lasting effect If you get off on the wrong foot, then there is little time left to set things right Let us look at how you tackle
the introduction.Introduction First thing first: When you enter the interview room, do not forget to close the door behind you. As
you face the interviewer(s), keep a smiling face and walk over to the chair ready for you, but do not sit until asked to do so
Remember not to move the chair.
The way interviewers greet you varies from person to person In any case. do not offer to shake hands until the interviewer extends
Open the conversation by saying 'Good morning Sir / Ma'am' with a smile. Look in the interviewer's eyes Do not just look at the
Chairperson only, give the others a brief glance and smile too (may be even a nod!) Please smile only when you come in, at
appropriate lighter moments in the interview and when you say goodbye.
To sum up the introduction: Take your lead from the interviewer, look at them, put up on a pleasant face and try to exhibit as if
you are glad to be there, even if you feel as though you are facing a firing squad
COMBATING INTERVIEW NERVES
The better your preparation, the more confident you are likely to be. What can you do to keep your calm when you are there?
Try to sit comfortably without actually slouching
Criticism and Arguments: Do not criticize. Never try to find faults. As faras possible,
Stress the good point of others. It is better to be silent than to criticize. Do not get involved in unproductive arguments.
You have not gone to the interview to win a verbal battle but to have an enjoyable conversation. See how you can agree rather
than to disagree. As a last resort, you may agree or disagree.
Listen and Observe: Keep your eyes and ears open. Study their reactions. You will know when tostop talking and when to listen.
As a rule, do not interrupt. If the other person wishes to talk, let him do so. In fact, encourage him to talk. Be an attentive and
enthusiastic listener.
Practice: Practice, Practice and Practice. You must have as much practice as possible. Enlist the goodwill and co-operation of your
friends, colleagues, elders and family members and have practice session with them. The more practice you
MORE IMPORTANT TIPS FOR FACING INTERVIEWS
You do need to be aware about your surroundings and this includes some familiarity with current affairs. Banking industry specific
questions are common. In addition, there are certain questions you may encounter during the interview, in one for or another.
These relate to questions about yourself, what you have been doing and what you want to do in future. It is a good idea to sit for
mock interviews with your friends or colleagues. Remember, practice makes man perfect.Here are some general questions you can
answer during your mock sessions:
INTERVIEW: Body Language and Presentation
We will be discussing the importance of body language and the best way to introduce yourself to the panel. Candidate's body
language and introduction plays an important role in creating an impression in the interviews. How you present yourself, how you
talk to them , how you keep them engrossed, etc. Your impression at the entry point in the interview is of utmost importance.
Behaviour scientists and communication experts have concluded that it takes ten seconds to form the first impression and it takes
another four minutes for the impression to undergo a change of 50% towards positive or negative side.
Important Things to take care of before entering the Room:
Prior to entering the room, adjust your attire
Before entering, enquire by saying,"Please may I come in".
If the door is closed before you enter, make sure you shut the door behind you softly.
On entering the room face the panel confidently and wish the members.
If the members of the interview board want to shake hands, then offer a firm grip first maintaining eye contact and smile.
Always make sure that your hand shake is firm and it fits well in the other persons hand.
Sit down only when asked to do so by the Panel. If the interviewers are standing, wait for them to sit down first before
sitting.
An alert candidate would diffuse the tense situation with light hearted humour and immediately set rapport with the
interviewers.
Note: We understand that many of you students face an issue regarding confidence, face trouble in having a conversation, or are
not comfortable in initiating a conversation, get butterfly in your stomach when you face an interview.
Well that's because you have a set image about the panellist in your mind, you are scared of their judgement and are not very sure
about your own self.
So how to deal with this situation?
Trick is to have a formal conversation just as you would have with your uncles and aunties, not thinking of what they would think
of you. remember the members of the panellist are not from another planet, rather people like you and me, have had similar
journeys like you from a student to now esteemed bankers.
So prepare your answers to all questions possible before hand,
Teach yourself to talk to the point and without beating around the bush.
Be smart with words.
Once you are prepared, have faith in your self.
Last but not the least, once in the interview room, forget about all your inhibitions and just go ahead with full confidence (but stay
away from overconfidence, be humble always).
FOLLOW THE SEE PRINCIPLE -
S-SMILE
note: does not mean you start smiling and giggling unnecessarily.
E-EYE CONTACT
note: its very important that you maintain eye contact with the interviewers. While talking look at all the panellists, they should feel
that your are involving them in your conversation.
E-ENTHUSIASM
note: be enthusiastic while telling them about yourself, you should not come across as dull, or lazy. Remember you are there to sell
yourself.
ENERGY AND ENTHUSIASM:
The interviewer normally pays more attention if you display an enthusiasm in whatever you say.
You should maintain a cheerful disposition throughout the interview i.e. a pleasant countenance holds the interviewers interest.
Again don't over play your enthusiasm part, rather it should look effortless
HUMOUR
A little humour or wit thrown in the discussion occasionally enables the interviewers to look at the pleasant side of your personality.
If it does not come naturally do not force it.
Injecting humour in to the situation doesn't mean that you should keep telling jokes. It means to make a passing comment that ,
perhaps, makes the interviewer smile. Basically just be yourself, make your self comfortable and the others too.
EYE CONTACT
You must maintain eye contact with the panel, throughout the interview. This shows your self confidence and honesty.
Maintain interviewees while answering, tend to look away. This conveys you are concealing your own anxiety, fear, and lack of
confidence.
Maintaining an eye contact is a difficult process. As the circumstances in an interview are different, the value of eye contact is
tremendous in making a personal impact.
relaxed, thoughtful, caring, or concerned look
normal blinks, genuine smile, relaxed mouth
Have an eye contact while speaking to someone or listening to someone.
VOICE:
Resonant, firm, pleasant
Select the appropriate pitch according to the audience
BE NATURAL:
Many interviewees adopt a stance which is not their natural self. It is amusing for the interviewers when a candidate launches into
an accent which he or she cannot sustain consistently through out the interview or adopt mannerism that are inconsistent with his
or her personality. Interviewers appreciate a natural person rather an actor. It is the best for you to talk in natural manner because
then only you appear genuine.
BODY LANGUAGE:
Walk into the room with energy (does not mean you start galloping like a horse)
Sit straight comfortably without craning your neck. Do not slouch. Shoulders straight neither drooping nor elevated
Look attentive, keen and interested.
As you sit across the interviewer(s), look confident and relaxed.
In most cases the interviewers themselves will try to put you at ease.
Talk clearly, maintaining a pitch that is comfortably audible to the person(s) around.
Do not get overexcited even while describing your achievements and strengths.
Listen to the queries attentively, constantly maintaining polite eye contact with the interviewers.
Nod your head to show that you are listening, interjecting appropriately with ‘Yes Sir/Madam’, absolutely, definitely etc.
Lean forward a little as you speak and backward as you listen.
Do not touch your face, or shake your legs.
Keep your arms either on your sides or in your lap. Do not fold your arms, as it is a sign of rudeness.
Use short simple sentences while talking.
Do not make unrealistic tall claims during the interview.
Never get too arrogant or aggressive in front of the interviewers.
Do not show your disappointment and disinterest.
Maintain your poise till the end.
Always thank the interviewers as you leave.
Animated hand movement- Whenever you talk it is always good to use your hands to express yourself, it is a sign of self
surety and confidence. Then again it does not mean you start throwing your hands all over the place. Slight movements,
thats it
Basically the whole idea of giving these tips is to make you realise the importance of being yourself, being human and not
stiff as a robot. Practice remaining calm and composed.
Purpose behind conducting the Interviews.
The interview is an occasion of interpersonal communication between the prospective employer and a prospective candidate. It is a
platform where the organization checks the suitability of the candidate vis-a-vis the job profile. Moreover, the interviewee has the
opportunity to examine if his/her personal objectives will be met in the job and the company.
In an interview, the candidate try to sell themselves to the interviewer.
What Is It That The Interviewers Check In A Candidate?
Whether the candidate has developed and communicated a clear, simple, customer/ user focused vision?
Whether the candidate has futuristic outlook, and the potential to be an asset to the organisation?
Whether the candidate can inspire and energize others and make them commit to a vision?
Whether the candidate is willing to make commitments and assume responsibility for the mistakes and shortcomings?
Does the candidate practice ethical conduct?
Is there any credibility between his/her actions/ behavior with his/her words?
Does the candidate take accountability and make commitment to achieve business objectives?
Does the candidate have the ability to demonstrate courage/ confidence to stand up for beliefs and ideas to co-workers and
seniors?
Does the candidate communicate in open, candid, clear, complete and consistent manner?
Does the candidate trust others, encourage risk-taking and boundary less behavior?
Is the candidate capable of taking leadership and running a branch in the future?
How well does the candidate behave under pressure?
In a nutshell, the interviewer checks:
Your technical competence to handle the job
Your knowledge about the subject you have studied in graduation or post graduation
Your personality characteristics
Your emotional intelligence
Your general awareness and view point about the happenings around you
Your limitation in skills
Your personality trait
Your IQ (intelligence quotient), PQ (physical quotient), EQ (emotional quotient), SQ (spiritual quotient)
Your ability to analyze and articulate
Your ability to visualize the future
Your linguistic prowess
How To Face Bank Interviews : Interview is an opportunity for you to present your personality consisting of your attitude,
views and awareness level before the Interview Board, so that the potential in `you' is appropriately judged by the members on the
Interview Board, who are learned people in their own fields of specialisation.
What you should prepare ?
You should spend good time to make the choice of the contents relevant to your interview. These contents differ for interviews
depending upon the level for which the interview is being held. Broadly these can be disintegrated into macro and micro aspects.
What is evaluated during the interview ?
The interview board, in order to judge your POTENTIAL evaluates your Performance in the recent past, Operating style, Team
building capabilities, Effectiveness, Neutral judgment level, Transparency in dealings, Initiatives, Attitude and Leadership qualities.
Though the interview is not a new process for many of you, being already in job, but you have no way of knowing exactly what is
going to be asked and how that would be tackled. The following general tips can help a candidate appearing for an interview, to
face the questions confidently.
Should you prepare pre-scripted questions?
It is important that you must not venture to go for an interview with a predetermined script of exactly what you are going to say.
What is actually required, is the tactics that enable you to navigate successfully through the interview. This author had the
opportunity of being both, the interviewee and interviewer on several occasions during his banking career.
Preparing yourself as the interviewer
There are a number of aspects of critical importance in planning the interview:
Timing - enough time must be allowed for the interviews and making notes between each. Each candidate should be given the same
length of time in the interview. There should be sufficient breaks built into the interview programme.
Re-read the application form or CV, job description and person specification to identify areas which need further exploration or
clarification. The appointment panel should agree the format of the interview and identify questions to cover the key competencies
required by the post. The different subject areas should be allocated between the panel members in advance of the interview date.
The panel should agree how they will operate as a team during the interviews. The first interview of the day should not be used as
'a dress rehearsal' - otherwise the appointment panel could be accused of acting unfairly.
The venue of the interview should be of an appropriate size and one which encourages the interviewee's concentration. It should
be comfortable for both interviewers and the candidate (seating, heating, lighting, ventilation, noise level) and be well sign-posted
with a waiting area containing literature about the organisation. There should be no interruptions and mobile phones should be
switched off. Reasonable adjustments must be made to the facilities as necessary where a candidate has requested this because of
a disability.
The reception arrangements for candidates should be welcoming and the receptionist briefed.
The seating arrangement should be as inclusive as possible so that the candidate does not feel isolated.
Preparing the candidate
Prior to the interview the candidate should have sufficient information about the post, the requirements of the post and the
organisation. Candidates should be given adequate notice of the interview date, panel composition and designation and, ideally, be
given a brief tour of the place of work prior to the interview. Candidates are asked to produce documentary evidence of their
qualifications which are stipulated in the person specification.
At the start of the interview, the candidate can be helped by:
the Convener introducing the panel and having name cards placed in front of the members;
the panel putting the candidate at ease;
the Convener explaining the structure and length of the interview;
being informed that notes will be taken to ensure a fair assessment to be made;
being asked whether they have any queries after the introduction;
the use of an opening non-discriminatory 'warm-up'question.
Structure :
Working to a structure is a major step towards improving the quality of interviewing, as it helps to:
ensure that nothing significant has been missed;
keep track of how the interview time is being used;
give candidates a sense of progress through the interview;
help ensure consistency between candidates.
Questions must be planned in advance. It is usual to have a series of questions that are posed to every candidate with specific ones
for individual applications based on information in their application forms. The need to raise additional questions will arise in order to
probe candidates responses and these should be asked at the appropriate time. No question should be asked of a discriminatory
nature e.g. asking a female candidate about her childcare arrangements.
The interview should be structured as follows:
the Opening - this will include introductions, advising candidates of the structure which will be followed and that note-taking will
occur. A few moments of small talk will help to relax the candidate and establish rapport.
the Body - this is the main part of the interview where the required evidence about the candidate's suitability for the post against
the key criteria is obtained.
the Close - Candidates should always be given the opportunity and sufficient time to ask any questions they may have. They should
be informed of the timescales and methods of notifying them of the outcome and should be thanked for attending the interview.
The Disability Discrimination Act 1995 does not prevent you asking questions about a candidate's disability but this information
must not be used to discriminate. When asking a candidate how their disability may affect their ability to do the job it is important
to focus on competencies required by the post, place these questions in the latter part of the body of the interview, and indicate
where possible a willingness to make those reasonable adjustments which would enable the job to be performed.
Questioning techniques : You should aim to have the candidate talk about 70-80% of the time, as the key aim of the interview
is to obtain evidence from the candidate. Effective interviews depend on well-thought out and well-structured questions.
There are various types of questions:
Open - these questions enable candidates to provide facts and information, describe things, express feelings or opinions
etc. They encourage candidates to start talking. They typically start with the words 'what, why, how?'
Example - 'Tell me about the most challenging project you have completed in the last year'.
Closed - the number of possible answers is limited and are usually either 'yes' or 'no'. They are useful to check facts, or
your understanding of answers or to close the interview.
Example - 'Did you have responsibility for a team in your last job?'
Multiple - these occur when two or more questions are asked at one time. Candidates will normally only answer one of
them - the one they find easiest or heard last. These types of questions should not be used in interviews.
Example - 'Why have you applied for this job, and why do you want to leave your present job?'
Leading - the answer which is expected is suggested in the question, and thus are not appropriate for selection interviewing.
Example - 'We need someone who has good planning skills. How well do you plan ahead?'
Hypothetical - is where the interviewer describes a situation to the candidate and asks him/her how he/she would respond. Too
many of this type should be avoided as the reply might be completely different from what the candidate would actually do, and you
have no way of evaluating the answer consistently.
Example -' What would you do if two members of your team had a fierce argument in the office?'
Behavioural - are useful questions, as you gain evidence of how the candidate has handled similar situations in the past, and these
can concentrate on the specific skill areas of this post.
Example - 'Can you give me an example of when you had to deal with a difficult customer complaint?'
Probing - these are used to follow up after receiving answers to open questions, in order to explore an area in more depth. The
questions should be designed to 'funnel' the information obtained from general to specific information.
Example - 'How would you do it differently next time?'
Reflective - these are powerful and seldom used with skill or consistency. Each question is based on the previous answer and
reflects its content.
Example - 'So, you think that there could have been some improvements. What would have altered the outcome?'
Listening techniques :As the interviewee will be talking for the majority of the time it is vital that interviewers actively listen. The
candidate is providing a lot of information and the interviewer has to be able to recall it, use it, relate it to the key skill areas and
check it for inconsistencies. Reflective questions can be used to pick up on a point the candidate has made and enable you to
probe further. You should concentrate on what the candidate is saying, look at the candidate and ensure that your physical position
reflects your interest. It is vital that all the panel members listen carefully to every answer, even though they may not have asked
the question.
Examples of effective non-verbal responses by interviewers include nodding of the head, smiling and occasional noises of
encouragement. Actions to be avoided are looking at your watch, critical frowning, staring out of the window. Care should be taken
by panel members that non-verbal signals are not communicated between them, indicating what they feel about the candidate.
Interrupting a candidate can be interpreted as discourteous and showing a lack of interest in what the candidate is saying.
However it may be necessary to do so if the candidate has misunderstood the question.
Good active listening involves:
identifying feelings and intentions behind words;
probing answers with further questions;
clarifying and summarising;
evaluating the quality of the answers.
By being empathetic, you will lead the candidate to speak freely and could well reveal information that he/she would not do if an
interviewer was being overbearing or critical. Silence is one of the most effective probing devices. When used at the appropriate
time, it encourages candidates to elaborate their answer.
In short - listen to : · what is being said; · how it is being said; · what is not being said.
Body Language of candidates
Candidates send messages non-verbally which can reveal their emotional state and are well worthwhile being noted by the panel.
The communications expert, Albert Mehrabian's analysis of typical face-to face communications showed that non-verbal
communication has an enormous impact on the understanding of the messages sent by the interviewee in any interview. His results
were : Words alone - 7%; · Voice tones - 38%; · Body language - 55%.
Non-verbal messages are much less likely to be under conscious control and are therefore harder to disguise. They are often
difficult to interpret and care needs to be taken in analysing such messages e.g. a candidate may fold arms as he/she is cold, not
necessarily because he/she is being defensive.
Rehearsal: the Best Laid Plans ...
Rehearsing perfectly worded answers is not a good idea at all Questions you may be expecting are Sei precisely the way you
anticipate. Broad basing your choice of responses is suggested Moreover, you should navigate the interview and introduce topics
related to your core competencies In case you feel that. the moving towards subject / topics in which you are not confident, you
must politely share that you are not su subject General rehearsals do help to polish your performance. Have a mock interview
session. preferab y of a person not hesitant to point out the flaws in your arguments. English. diction and body language
ADOPTING THE
RIGHT ATTITUDE
To be just a little anxious, a little keyed-up about interview is good It generally facilitates rather than inhibitsp Only when you
become overly anxious that you begin to harm your prospects 'Keep your cool' in this kind
Some candidates feel interviews as threatening situations: they worry about their own deficiencies, nervousness, about what the
interviewers think of them. about failing to get the job, and so on It is as failure' overcomes their 'need for achievement' Stressing
the negative aspects of the procedure does littler, take the interview in a more positive way The following are helpful
deal For example an interviewer currently posted as GM in funds department may ask you a question ono try to do as well as I can
in the interview because it will be a good practice for other occasions' and Try regarding their line of thinking. Anticipating the
interviewer's mind-set and preparing accordingly & Do right tense yourself with high expectations. Telling yourself
probably have not got a chance for this, Alternatively, you may prefer to look on the interview as a joint problemsolving
exercise between and another who holds a masters degree in Agriculture may ask you about Organic farming
Thought game, it is a process of informed guessingr interviewer in which you will co-operate together to find whether
this is really the job for you, whethe able to do it well, and whether you would be happy doing it to trace the
background of the Board members Their education background. current profile will more relaxed feeling that can be
helpful to some extent.
Look at the brighter side and keep in mind that you are amongst the very few selected for interview hundreds of aspirants This will
help boost the confidence.
PERSONAL APPEARANCE AND DRESS ,
Over the years. Society has relaxed the dress codes and informal dressing is not looked down upon any more However, one should
be particular in dressing up formally for the interview However, you must present a well groomed look Gentleman: White or light
blue shirt, dark trousers and a matching tie should be preferred. It is essential to wear formal footwear and not sport shoes.
Ladies: Ladies can wear either a dress or a sari as they please It is however essential that they are comfortable and present a
simple but elegant look. Dark colors, flowery prints should be avoided Jewellery and makeup both should be minimal Common
Guidelines: Strong perfumes should be avoided Ensure your nails are trimmed and clean RECEPTION AND THE
IMPORTANCE OF FIRST IMPRESSION
Interviewers sometimes make up their minds about candidates too early in the interview. First impressions can have a powerful
and long lasting effect If you get off on the wrong foot, then there is little time left to set things right Let us look at how you tackle
the introduction.Introduction First thing first: When you enter the interview room, do not forget to close the door behind you. As
you face the interviewer(s), keep a smiling face and walk over to the chair ready for you, but do not sit until asked to do so
Remember not to move the chair.
The way interviewers greet you varies from person to person In any case. do not offer to shake hands until the interviewer extends
Open the conversation by saying 'Good morning Sir / Ma'am' with a smile. Look in the interviewer's eyes Do not just look at the
Chairperson only, give the others a brief glance and smile too (may be even a nod!) Please smile only when you come in, at
appropriate lighter moments in the interview and when you say goodbye.
To sum up the introduction: Take your lead from the interviewer, look at them, put up on a pleasant face and try to exhibit as if
you are glad to be there, even if you feel as though you are facing a firing squad
COMBATING INTERVIEW NERVES
The better your preparation, the more confident you are likely to be. What can you do to keep your calm when you are there?
Try to sit comfortably without actually slouching
Criticism and Arguments: Do not criticize. Never try to find faults. As faras possible,
Stress the good point of others. It is better to be silent than to criticize. Do not get involved in unproductive arguments.
You have not gone to the interview to win a verbal battle but to have an enjoyable conversation. See how you can agree rather
than to disagree. As a last resort, you may agree or disagree.
Listen and Observe: Keep your eyes and ears open. Study their reactions. You will know when tostop talking and when to listen.
As a rule, do not interrupt. If the other person wishes to talk, let him do so. In fact, encourage him to talk. Be an attentive and
enthusiastic listener.
Practice: Practice, Practice and Practice. You must have as much practice as possible. Enlist the goodwill and co-operation of your
friends, colleagues, elders and family members and have practice session with them. The more practice you
MORE IMPORTANT TIPS FOR FACING INTERVIEWS
You do need to be aware about your surroundings and this includes some familiarity with current affairs. Banking industry specific
questions are common. In addition, there are certain questions you may encounter during the interview, in one for or another.
These relate to questions about yourself, what you have been doing and what you want to do in future. It is a good idea to sit for
mock interviews with your friends or colleagues. Remember, practice makes man perfect.Here are some general questions you can
answer during your mock sessions:
INTERVIEW: Body Language and Presentation
We will be discussing the importance of body language and the best way to introduce yourself to the panel. Candidate's body
language and introduction plays an important role in creating an impression in the interviews. How you present yourself, how you
talk to them , how you keep them engrossed, etc. Your impression at the entry point in the interview is of utmost importance.
Behaviour scientists and communication experts have concluded that it takes ten seconds to form the first impression and it takes
another four minutes for the impression to undergo a change of 50% towards positive or negative side.
Important Things to take care of before entering the Room:
Prior to entering the room, adjust your attire
Before entering, enquire by saying,"Please may I come in".
If the door is closed before you enter, make sure you shut the door behind you softly.
On entering the room face the panel confidently and wish the members.
If the members of the interview board want to shake hands, then offer a firm grip first maintaining eye contact and smile.
Always make sure that your hand shake is firm and it fits well in the other persons hand.
Sit down only when asked to do so by the Panel. If the interviewers are standing, wait for them to sit down first before
sitting.
An alert candidate would diffuse the tense situation with light hearted humour and immediately set rapport with the
interviewers.
Note: We understand that many of you students face an issue regarding confidence, face trouble in having a conversation, or are
not comfortable in initiating a conversation, get butterfly in your stomach when you face an interview.
Well that's because you have a set image about the panellist in your mind, you are scared of their judgement and are not very sure
about your own self.
So how to deal with this situation?
Trick is to have a formal conversation just as you would have with your uncles and aunties, not thinking of what they would think
of you. remember the members of the panellist are not from another planet, rather people like you and me, have had similar
journeys like you from a student to now esteemed bankers.
So prepare your answers to all questions possible before hand,
Teach yourself to talk to the point and without beating around the bush.
Be smart with words.
Once you are prepared, have faith in your self.
Last but not the least, once in the interview room, forget about all your inhibitions and just go ahead with full confidence (but stay
away from overconfidence, be humble always).
FOLLOW THE SEE PRINCIPLE -
S-SMILE
note: does not mean you start smiling and giggling unnecessarily.
E-EYE CONTACT
note: its very important that you maintain eye contact with the interviewers. While talking look at all the panellists, they should feel
that your are involving them in your conversation.
E-ENTHUSIASM
note: be enthusiastic while telling them about yourself, you should not come across as dull, or lazy. Remember you are there to sell
yourself.
ENERGY AND ENTHUSIASM:
The interviewer normally pays more attention if you display an enthusiasm in whatever you say.
You should maintain a cheerful disposition throughout the interview i.e. a pleasant countenance holds the interviewers interest.
Again don't over play your enthusiasm part, rather it should look effortless
HUMOUR
A little humour or wit thrown in the discussion occasionally enables the interviewers to look at the pleasant side of your personality.
If it does not come naturally do not force it.
Injecting humour in to the situation doesn't mean that you should keep telling jokes. It means to make a passing comment that ,
perhaps, makes the interviewer smile. Basically just be yourself, make your self comfortable and the others too.
EYE CONTACT
You must maintain eye contact with the panel, throughout the interview. This shows your self confidence and honesty.
Maintain interviewees while answering, tend to look away. This conveys you are concealing your own anxiety, fear, and lack of
confidence.
Maintaining an eye contact is a difficult process. As the circumstances in an interview are different, the value of eye contact is
tremendous in making a personal impact.
relaxed, thoughtful, caring, or concerned look
normal blinks, genuine smile, relaxed mouth
Have an eye contact while speaking to someone or listening to someone.
VOICE:
Resonant, firm, pleasant
Select the appropriate pitch according to the audience
BE NATURAL:
Many interviewees adopt a stance which is not their natural self. It is amusing for the interviewers when a candidate launches into
an accent which he or she cannot sustain consistently through out the interview or adopt mannerism that are inconsistent with his
or her personality. Interviewers appreciate a natural person rather an actor. It is the best for you to talk in natural manner because
then only you appear genuine.
BODY LANGUAGE:
Walk into the room with energy (does not mean you start galloping like a horse)
Sit straight comfortably without craning your neck. Do not slouch. Shoulders straight neither drooping nor elevated
Look attentive, keen and interested.
As you sit across the interviewer(s), look confident and relaxed.
In most cases the interviewers themselves will try to put you at ease.
Talk clearly, maintaining a pitch that is comfortably audible to the person(s) around.
Do not get overexcited even while describing your achievements and strengths.
Listen to the queries attentively, constantly maintaining polite eye contact with the interviewers.
Nod your head to show that you are listening, interjecting appropriately with ‘Yes Sir/Madam’, absolutely, definitely etc.
Lean forward a little as you speak and backward as you listen.
Do not touch your face, or shake your legs.
Keep your arms either on your sides or in your lap. Do not fold your arms, as it is a sign of rudeness.
Use short simple sentences while talking.
Do not make unrealistic tall claims during the interview.
Never get too arrogant or aggressive in front of the interviewers.
Do not show your disappointment and disinterest.
Maintain your poise till the end.
Always thank the interviewers as you leave.
Animated hand movement- Whenever you talk it is always good to use your hands to express yourself, it is a sign of self
surety and confidence. Then again it does not mean you start throwing your hands all over the place. Slight movements,
thats it
Basically the whole idea of giving these tips is to make you realise the importance of being yourself, being human and not
stiff as a robot. Practice remaining calm and composed.
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