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Cool Interview Tips
DISPELLING MYTHS
The four common Myths about Interviews are as follows:
MYTH I
Convincing the interviewer about a point is most important, even if you have to argue.
This is not true. It is better to lose a point and win a job. You may cite some examples to support your point. Then don't try to convince the interviewer. Remember the interviewer is trying to learn what type of person you are, not merely what you know.
MYTH II
Answering questions is the main purpose of the interview.
This is not true. Managing questions is of utmost importance. Giving binary (either yes or no) answers does not help - or just saying " I know what the job is all about I can do it" is of no help. Much more is required. Managing questions means answering them in a manner to demonstrating certain aspects about your competence. Thus showing the relationship between your past experience and the proposed assignment.
MYTH III
Assessing of interviewees is based on answering ability alone.
This is not true as the assessment is of the person and not only of the answers. Interviewers generally "Listen to what the candidate says, what he does not say and what he cannot say ". This is because the interviewee says what he wants the interviewer to hear and does not say what he does not want the interviewer to hear. Finally the interviewee cannot say what he does not know. The interviewer therefore, assesses the interviewee as a person through his response or the lack of it.
MYTH IV
Preparing for an interview is only done at college or junior levels.
This is absolutely not true. Preparing to handle anticipated questions helps in putting across your points in a logical and concise manner. It also helps to manage questions better. Quite often it has been found that many competent interviewees come across badly at interviews because of poor presentation of thoughts. You may have the knowledge but because of lack of preparation you are unable to marshal your thoughts well or reasonably fast. The interviewer could therefore have an adverse opinion of you. Remember at any stage of your career, preparation is key to success. However, this does not mean just memorizing answers.
UNDERSTANDING INTERVIEWERS
Interviewers try to understand the type of person an interviewee is and not merely what he/she knows. Previously they would mainly select candidates based on his/her personality, communication skills, qualifications & experience. These represents "CAN - DO" abilities only. A candidate who has good CAN-DO abilities may not perform, unless he possesses good WILL-DO qualities such as industry, perseverance & competitiveness.
An interviewer therefore tries to assess how a candidate applies his CAN-DO abilities through his WILL-DO qualities to perform on the job. CAN-DO qualities are easier to identify. There are quite a number of instruments, tools and techniques to help the interviewer to assess the capability of the interviewee. "Job - Competence" can be measured through CAN-DO qualities. WILL-DO qualities relate to "Job Behavior" which is largely based on individual habits or character traits. Some key traits related to interviewer questions are given below:
Self Reliance
Industry
Loyalty
Perseverance
Professionalism Ability to get along with others
Competitiveness
These qualities are often very important to an interviewer who is in search of a consultant to fit into a team or with whom he is comfortable dealing with. Very often you hear an interviewer say, "the candidate is OK but I am not comfortable with him". It is therefore important that the interviewee project these traits while presenting his past experience even if direct questions are not asked covering these aspects.
PREPARATION TECHNIQUES
Preparing for interviews helps you to:
Anticipate questions and prepare answers such that you present yourself in a clear and concise manner. It also improves the accuracy and completeness of the answer.
Customize your answers in line with the job requirements, organization culture/norms and industry facts. This helps you to relate past experience to current job requirements and to provide convincing examples/experiences in relation to the organization/ industry.
THE ‘TOP’ PREPARATION TECHNIQUE
While preparation covers all aspects, you may like to concentrate on 3 core areas. This does not mean preparation excludes areas such as knowledge of company, job and industry. These are also important as knowledge of these aspects show the interviewee's interest.
T - Technical knowledge
O - Operational skills, techniques & experience
P - Personal habits and traits
Technical Preparation
When preparing technically there is a need to know the level of depth to which you have expertise in a specific area. The levels of depth would be :
Level 1 - Features
Level 2 - Utilities
Level 3 - Limitations/Comparisons
Level 4 - Managing Limitation
The different areas could be categorized as follows:
Languages C++ : SQL
Operating System UNIX : DOS
Database Oracle : Sybase
GUI Windows : Motif
Technology Client Server : Networking
Tools Power Builder : Gupta SQL
Packages SAP : AVALON
Operational Preparation
Preparation in this area concentrates on the use of technical knowledge in a project or work environment. The interviewees experience during usage of technical knowledge. This could vary for different roles. For example;
Programmers Would need to know about debuggers, profilers, tool or utilities etc. The expected level of depth would be 1 or 2 as for technical knowledge.
Analyst /Designer Would need to know LOB (finance, insurance), methodology (SSAD, OOM), standards (IEEE, ANSI, CUA), environment (utilities) etc. The level of depth would be 2, 3 and 4 as for technical knowledge.
Project Managers Would need to know LOB, technology awareness (versions, new releases), available techniques ( tools, standards ), quality assurance (measurements, test management), configuration management (version control, Change management) project management (planning, organizing reporting), user requirements and contractual obligations. The depth would be an over-view of all levels for technical knowledge.
Personal Preparation
This area would include presentation of positive traits and habits as seen in " WILL-DO " qualities. In addition to this it is important to concentrate on developing appropriate communication skills.
Presentation skill Confidence level
Comprehension Brevity
Marshalling of points Logical & concise
Command of Language Power of expression
HANDLING QUESTIONS
Given below are 3 sample answers to each question. Each answer has been used to manage the question differently.
PROJECTING SCOPE OF CAPABILITIES
Q1 What is your role in the current project?
A1a Analyst
A1b I joined the project as a programmer. My role is now an analyst.
A1c I joined the project as a programmer. I was then responsible for coding and testing. I'm currently the project leader, responsible for team management, resource management, scheduling, client interaction etc. I have been the project leader for around 9 months.
Q2 Have you worked on C++?
A2a Yes
A2b The project is to be implemented in C++ using Visual C++ as the compiler.
A2c The current project is to be implemented in C++. In addition I have undergone training in C++ and written lots of utility programs over a period of three years.
Q3 Why are you keen to work on this project?
A3a Because it is challenging.
A3b This project is using a lot of new methods and techniques that I would like to learn.
A3c I think I can contribute effectively to this project because of my past experience in.... Also this project is using lots of new methods and techniques which I would like to learn. It is a challenging project requiring lots of innovation and skill.
The 3rd Answer in each case is definitely better. This is how you should project yourself in an interview. You can see how non-technical "innovation" and operational skills "Utility Programs" are also projected.
PROJECTING DEPTH OF KNOWLEDGE
Use of "Hookers" is a very common technique. It is used by interviewees to project their areas of strength. This technique encourages the interviewer to probe deeper in a specific area of an interviewee's strength. An example is given below:
Q1 Have you designed any screens in your current assignment?
A1a Yes
A1b Yes in my current project I’ve designed 15 screens
A1c Yes in my current project I've designed 15 screens 4 of which were very complex.
Naturally "A1c" would be the best answer, as it would encourage the interviewer to follow through with, "tell me about the 4 complex screens", an area in which the interviewee is well prepared.
TIPS
QUESTIONS PROGRAMMER ANALYST PROJECT LEADER
1. Good Morning. This is John MacDonald of the London Bank Good Morning. I am ------- from Software Organization. (Name to be stated slowly & clearly)
Good Morning. I am _____ from Software Organization. (Name to be stated slowly & clearly) Good Morning. I am ____from Software Organization (Name to be stated slowly & clearly)
2. How are you today? State that you are well and inquire about him State that you are well and inquire about him State that you are well and inquire about him
3. How is the weather in India Be articulate and brief Be articulate and brief Be articulate and brief
4. Are you aware of the Purpose of this call? Yes. I understand that you would be looking for a programmer with experience in .......... Yes. I understand that you would be requiring Analysis and Design Experience for a project in ......... Yes. I understand that you have a project in ....... and are looking for possible project leaders.
5. Yes that is quite right. I would therefore like to ask you a few questions on your experience. Shall we begin? Yes Yes Yes
6. What are the types of project that you have worked in ? Emphasise the skills and responsibilities that you have gained. Talk more about areas of the project that you are strong in. This will help you if more in-depth questions are asked. Talk more about the methodologies used in the different projects for Analysis and Design. Draw the interview towards your strength Emphasise your rise from a programmer/
analyst to the Project Manager level. Emphasise areas of responsibilities. Also highlight any tools used for Project Management
7. Could you give me some details of your current responsibilities Highlight the independent responsibilities more than any collective responsibility Speak about the responsibilities that would be most suitable for the task at hand. Emphasize control and planning aspects of the project. Also mention human relations based activities such as communication, motivation etc.
8. What are the challenges that you are facing in this role ? Schedules and your attempts to be on/ahead of them to be discussed apart from any other (technical) challenges that you have faced. Design and performance related challenges should be discussed apart from anything else (ensure that these are not too trivial) Schedules, cost and resource controls to be highlighted. Customer liaison and management of customer expectations to be highlighted
9. Why do you consider these to be challenges? Talk with respect to the customer. Talk with respect to the customer. Talk with respect to the customer
10. What is the size of your project team? Indicate size and if beneficial your role amongst them (module leader etc.) Indicate size and if beneficial your role amongst them (module leader etc.) Apart from size of team also refer to any external agencies that may support the project. (QA etc.)
11. What do you think is the most important requirement when working with a team ? Communication. Technical Discussions/Verifications. Communication. To make all persons understand the overall product design and the contributions made by them. Communication. Motivation. Encourage technical arguments (without wastage of time)
12. How would you improve communications within your current team ? Informal groups. Idea sharing. Discussing technical problems Joint reviews of design documents/criticism Team meetings. Reviews.
Informal meetings counselling sessions.
13. What has been your most important achievement to date ? Discuss with respect to task at hand. Discuss with respect to task at hand and use examples that demonstrate initiative and leadership skills Use examples that demonstrate management aspects such as delivery commitments, cost control etc.
14. What are your strengths and weaknesses ? Be candid without making the interviewer doubt your capability. Be candid without making the interviewer doubt your capability. Be candid without making the interviewer doubt your capability.
15. How do you think you can contribute to our project ? Technically justify your contribution before indicating qualitative factors such as hard work etc. Technically justify your contribution before indicating qualitative factors such as hard work etc. Technically justify your contribution before indicating qualitative factors such as hard work etc.
16. Have you handled such tasks before. State "Yes" or give instance of similar responsibility (without taking too long). Above all be confident about yourself. State "Yes" or give instance of similar responsibility (without taking too long). Above all be confident about yourself. State "Yes" or give instance of similar responsibility (without taking too long). Above all be confident about yourself.
17. Would you like to work on this project ? why? Talk with reference to the technical environment. State what you think you can contribute to the project and then what you can learn from the project. Talk with reference to your business/technical skills. Relate to the project and your comfort factor in doing the project. Talk with reference to your business/technical skills. Relate to the project and your comfort factor in doing the project.
18. When do you think you can join the project ? Indicate your preference and if necessary a range of dates. Indicate your preference and if necessary a range of dates. Indicate your preference and if necessary a range of dates.
19. Have you been to this country before ? The question is being asked to check if you would have difficulty settling. So answer the question and also add that you would be happy to be in that place. The question is being asked to check if you would have difficulty settling. So answer the question and also add that you would be happy to be in that place. The question is being asked to check if you would have difficulty settling. So answer the question and also add that you would be happy to be in that place.
20. Do you have any questions to ask of me? Have a list of prepared questions that you may have. Try and show an interest in the project that is being discussed. Have a list of prepared questions that you may have. Try and show an interest in the project that is being discussed. Have a list of prepared questions that you may have. Try and show an interest in the project that is being discussed.
21. Thank you for your time. You shall be hearing from us soon. You are welcome and please let me know if you need any further information. You are welcome and please let me know if you need any further information. You are welcome and please let me know if you need any further information.
INTERVIEW ROUNDS
Normally there are 2 rounds of interviews, however for professionals with less than 2 years of experience a pre interview aptitude test is conducted. This section covers the scope of each round besides questions to expect and ask.
FIRST ROUND
The objectives of the first round is to judge the candidate’s suitability on the following evaluation parameters:
Technical suitability
Operational suitability
Personal attributes
During this interview the panel evaluates the candidate’s expectations versus company expectations and also clarifies points on the Resume and Application.
SECOND ROUND
This round is organized based on recommendations of the first round interview panel. It is usually the final round.
The interview panel reviews the recommendations of the first interview round and independently evaluates the candidate on:
Organizational Fit, Ability to merge with organization culture
Fatal law, Any indicators detrimental to job or organizational goals.
Key Success Factor, Main reason for hiring.
QUESTIONS TO EXPECT
Pre-First Round
Aptitude test
Broad aspects for meeting scope of job
Expectations and Interests
Personality Traits and Organizational fit
First Round
Primary and Secondary skill sets breadth and depth
Operational Skills
Domain and line of business knowledge
Second Round
Knowledge of Technology Management and Trends
Industry Knowledge
Team fit technical versatility, and personal psyche
QUESTIONS TO ASK
Pre-First Round
Scope of job activities
Company benefits and Salary structure
Company Information / Organization structure
Role and Responsibilities
First Round
Details of type of Technical Work (Processes / Operational)
Team size and structure
Scope to learn / enhance skills
Type of clients and projects
Second Round
Personal Performance Measurement Process
Career Prospects
Organizational Plan
Compensation and joining time frame
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