1. Suitability. The first thing that an interviewer would like to look for in a candidate is his suitability. He prepares his questions in a way that he thinks is the best way to find out if the candidate is suitable for the job.
2. Acceptability. A candidate may possess qualification and experience for the post but still may not be suitable for the post due to his personality shortcomings. The interviewers take special care to see that the candidate can accommodate himself into the organisation fully and will be able to create suitable working environment. For this they look for several traits, which in general can be classified as follows. But this list is not exhaustive because organisations look for certain traits so that a candidate is able to make contribution toward the progress and advancement of the organisation as a whole.
(a) Planning and Organisation
· Organisational ability
· Logical reasoning ability
· Intelligence
· Decision making ability
· Ability to take risks with due planning
(b) Social Traits
· Social adaptability
· Cooperation and team work
· Sense of responsibility
· Willingness to accept responsibility
· Ability to withstand stress
· Self-confidence
· Ability to influence
· Cheerfulness
(c) Other Traits
· Determination
· Physical build
· Strength
· Stamina
· Courage
· Look
3. Knowledge. The interviewers do not expect, and rightly so, that a candidate would be in know of everything. What they are trying to locate is how a person gathers knowledge and how he reaches certain conclusions and deductions. They realise the limitations of a candidate that he can speak better on a subject known to him than on a subject comparatively new to him. They want to know whether the candidate would be able to gather and gain the knowledge that would be helpful in performance of his duty and accomplishing the organisation’s targets.
4. Initiative. The interviewers are equally interested to know if the candidate would take personal initiative and accept the challenges that may come his way. A person with a sense of initiative brings out those points to the fore which enhance the productivity of the organisation with novel ideas.
5. Contribution. The interviewers try to gauge from the answers supplied by the candidate whatever he would be able to contribute toward the team work, what would be his participation level, the manner of his contribution and the negative or positive approach. They would also like to deduce how substantial and effective would be his contribution to the organisation.
6. Manners. The interviewers look closely at an interviewee to see how he behaves during the course of his interview. A conscious candidate would be alert to show good manners. We shall discuss this point in greater detail in the succeeding chapters.
7. Language and Speech. The language of a person shows what his social standing is. A candidate should pay particular attention to those words and sentences which are not part of the standard language. The interviewers also note the manners of speech, whether it shows interest, confidence, politeness, and other qualities. We shall discuss them later at greater length.
We can sum up in general that the interviewers are helpful persons and they encourage a candidate so that they can help him bring out his inner traits to the fore to finally assess him for selection, provided his first impression has gone right. They also try to keep the candidate maintain his cool by making the atmosphere conducive to the process of interview.
However, a candidate should guard himself when he sees that an interviewer is trying to show himself to be extra-helpful by way of promptings. This may be the tactic of the interviewer to bring out a candidate’s shortcomings that he falls in line. Giving heed to such promptings on the part of the candidate shows that he is susceptible to hear-says and rumours. Whenever such a situation arises, the candidate should be prudent to say, “You are right, sir, but I beg to differ that....”
2. Acceptability. A candidate may possess qualification and experience for the post but still may not be suitable for the post due to his personality shortcomings. The interviewers take special care to see that the candidate can accommodate himself into the organisation fully and will be able to create suitable working environment. For this they look for several traits, which in general can be classified as follows. But this list is not exhaustive because organisations look for certain traits so that a candidate is able to make contribution toward the progress and advancement of the organisation as a whole.
(a) Planning and Organisation
· Organisational ability
· Logical reasoning ability
· Intelligence
· Decision making ability
· Ability to take risks with due planning
(b) Social Traits
· Social adaptability
· Cooperation and team work
· Sense of responsibility
· Willingness to accept responsibility
· Ability to withstand stress
· Self-confidence
· Ability to influence
· Cheerfulness
(c) Other Traits
· Determination
· Physical build
· Strength
· Stamina
· Courage
· Look
3. Knowledge. The interviewers do not expect, and rightly so, that a candidate would be in know of everything. What they are trying to locate is how a person gathers knowledge and how he reaches certain conclusions and deductions. They realise the limitations of a candidate that he can speak better on a subject known to him than on a subject comparatively new to him. They want to know whether the candidate would be able to gather and gain the knowledge that would be helpful in performance of his duty and accomplishing the organisation’s targets.
4. Initiative. The interviewers are equally interested to know if the candidate would take personal initiative and accept the challenges that may come his way. A person with a sense of initiative brings out those points to the fore which enhance the productivity of the organisation with novel ideas.
5. Contribution. The interviewers try to gauge from the answers supplied by the candidate whatever he would be able to contribute toward the team work, what would be his participation level, the manner of his contribution and the negative or positive approach. They would also like to deduce how substantial and effective would be his contribution to the organisation.
6. Manners. The interviewers look closely at an interviewee to see how he behaves during the course of his interview. A conscious candidate would be alert to show good manners. We shall discuss this point in greater detail in the succeeding chapters.
7. Language and Speech. The language of a person shows what his social standing is. A candidate should pay particular attention to those words and sentences which are not part of the standard language. The interviewers also note the manners of speech, whether it shows interest, confidence, politeness, and other qualities. We shall discuss them later at greater length.
We can sum up in general that the interviewers are helpful persons and they encourage a candidate so that they can help him bring out his inner traits to the fore to finally assess him for selection, provided his first impression has gone right. They also try to keep the candidate maintain his cool by making the atmosphere conducive to the process of interview.
However, a candidate should guard himself when he sees that an interviewer is trying to show himself to be extra-helpful by way of promptings. This may be the tactic of the interviewer to bring out a candidate’s shortcomings that he falls in line. Giving heed to such promptings on the part of the candidate shows that he is susceptible to hear-says and rumours. Whenever such a situation arises, the candidate should be prudent to say, “You are right, sir, but I beg to differ that....”
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