Employer Mock Job Interview

Employer Mock Job Interview
We bring industry into the classroom

We bring students from classroom to boardroom
LEARNING OBJECTIVES:
To help prepare the students on
what to do before the job
interview and learn the different
set of employer expectations
when attending job interviews
and securing their dream jobs.
Mock Job Interviews Preparation
LEARNING OUTCOMES:
What you must have
Traditional vs Behavioral-based Interview (BI)
Know what to do: Before, During and After the Interview
Avoiding non-verbal communication mistakes
Know well in advance the behavioral based interview questions
Copyright INTI International University & Colleges 2014 (Private and Confidential)

REQUIREMENTS before YOU PARTICIPATE in the MOCK INTERVIEW

Do a quick check and search your name in Google know your digital footprints!
Employers will do this DEFINITELY before calling you for job interview. We will require from
you the following checklist before you get the chance to be interviewed.
1. Update your LinkedIn Profile
2. Get and know your Talentoday Profile
3. Submit a copy of your CV pager with the above info as per our INTI standard template
or a copy of your detail CV or resume and all your personal records and portfolio.
4. Know the job role or position that you are applying for.
5. Know the company very well including:
Its business products and its services and industry sectors they are in
Market presence and its competitors
Total number of employees and revenues
Chief Executive Officer and senior executives
Latest news in the web and social media sites
6. Wear an appropriate business attire. Check your hair, nail and shoes.
7. It is good to invest your time in reading this workshop material DEFINITIVE EDGE.

Our PROCESS for the 1 on 1 mock interviews

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The mock interview will last at most 15-20 minutes

There are at least 3 individuals involve: an interviewer
(Employer), an interviewee (Student) and an observer (CS
team or ambassador note taker)
Interviewees walks in and shakes interviewers hand.
Sit down with the interviewer (interview questions should
be made available) and with the interviewee (having his/her
3 copies of CV portfolio available) and the observer on the
side (taking notes, get a copy of the CV and ensure that the
students provide his/her FEEDBACK online)
Interviewer will say Thank you for coming in today. As you
know, this is a job interview for ___________. Ive had a
chance to look over your resume and Id like to ask you a
few questions.
Then the interview begins first with 7 basic questions,
then with 2 BI interview questions and the last question Do
you have any questions all in 15 min, then switch.
After the interview, feedback and rating will be collected by
the Observer or by the CS team.

Mock Interviews Sample Set of Questions

Everyone will get these 7 basic questions and 3 BI questions.
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Tell me a bit about yourself.

Why do you want to work for us?
What are your strengths?
What do you know about our company?
What would your first 30, 60, or 90 days look like in this role?
Why should we hire you?
BI: Describe a situation in which you were able to use persuasion to successfully
convince someone to see things your way.
8. BI: Describe a time when you were faced with a stressful situation that demonstrated
your coping skills.
9. BI: Tell me about a recent situation in which you had to deal with a very upset
customer or co-worker.
10. Do you have any questions?
Each candidate will also get 2-3 different Behavioral-based Interview (BI)
questions from the interviewer.

SAMPLE LIST of BEHAVIORAL-BASED INTERVIEW (BI) QUESTIONS

1. Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.
2. Describe a time when you were faced with a stressful situation that demonstrated your coping skills.
3. Give me a specific example of a time when you used good judgment and logic in solving a problem.
4. Give me an example of a time when you set a goal and were able to meet or achieve it.
5. Tell me about a time when you had to use your presentation skills to influence someone's opinion.
6. Give me a specific example of a time when you had to conform to a policy with which you did not agree.
7. Please discuss an important written document you were required to complete.
8. Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.
9. Tell me about a time when you had too many things to do and you were required to prioritize your tasks.
10. Give me an example of a time when you had to make a split second decision.
11. What is your typical way of dealing with conflict? Give me an example.
12. Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked
you (or vice versa).
13. Tell me about a difficult decision you've made in the last year.
14. Give me an example of a time when something you tried to accomplish and failed.
15. Give me an example of when you showed initiative and took the lead.
16. Tell me about a recent situation in which you had to deal with a very upset
customer or co-worker.
17. Give me an example of a time when you motivated others.
18. Tell me about a time when you delegated a project effectively.
19. Give me an example of a time when you used your fact-finding skills to solve a
problem.
20. Tell me about a time when you missed an obvious solution to a problem.
21. Describe a time when you anticipated potential problems and developed
preventive measures.
22. Tell me about a time when you were forced to make an unpopular decision.
23. Please tell me about a time you had to fire a friend.
24. Describe a time when you set your sights too high (or too low).

SAMPLE LIST of the 31 COMMON TRADITIONAL INTERVIEW QUESTIONS

1. Can you tell me a little about yourself?
2. How did you hear about the position?
3. What do you know about the company?
4. Why do you want this job?
5. Why should we hire you?
6. What are your greatest professional strengths?
7. What do you consider to be your weaknesses?
8. What is your greatest professional achievement?
9. Tell me about a challenge or conflict you've faced at
work, and how you dealt with it.
10. Where do you see yourself in five years?
11. What's your dream job?
12. What other companies are you interviewing with?
13. Why are you leaving your current job?
14. Why were you fired?
15. What are you looking for in a new position?
16. What type of work environment do you prefer?
17. What's your management style?
18. What's a time you exercised leadership?
19. What's a time you disagreed with a decision that
was made at work?
20. How would your boss and co-workers describe
you?
21. Why was there a gap in your employment?

22. Can you explain why you changed career paths?
23. How do you deal with pressure or stressful situations?
24. What would your first 30, 60, or 90 days look like in this
role?
25. What are your salary requirements?
26. What do you like to do outside of work?
27. If you were an animal, which one would you want to be?
28. How many tennis balls can you fit into a limousine?1,000?
10,000? 100,000? Seriously?
29. Are you planning on having children?
30. What do you think we could do better or differently?
31. Do you have any questions for us?
GET all the ANSWER

at:
https://www.themuse.com/advic
e/how-to-answer-the-31-mostcommon-interview-questions

Do you have any questions?

NOTES TO REMEMBER:
1.
If you must ask about salary, or benefits, make sure that isnt the only question.
2.
If you are currently working ask this question: I am wondering about the
process, if you decide to hire me. The reason I ask is that I am currently working
for _______ and I would like to give them as much notice as possible.
3.
A good question to ask: What is the next step or process from here? Or If you
are interested in hiring me, then what is the timeline to find out?

Employer Mock Job Interview Rating and Feedback

Behavioral Interview (BI) .VS. Traditional Interview

Behavioral interviewing is a style of interviewing developed in the 1970s by industrial psychologists.
The theory behind behavioral interviewing is that the most accurate predictor of future performance is
past performance in a similar situation. Behavioral interviewing emphasizes past performance and
behaviors. The questions do more than simply determine what a candidate says they will do (i.e. job
activities) but give the candidate an opportunity to give concrete examples of what they have done in
their past work history that helped them to be successful in their job.
More traditional interview methods would include hypothetical, cognitive, and personality type
questions such as:
Tell me about yourself.
What are your strengths and weaknesses?
Why are you interested in working for us?
What would you do if you were having difficulties with another employee on your project?
What would you do if someone asked you to overlook a problem with your project?
Where do you see yourself in the next 5 years?
How did you like your last job?
These more traditional interview methods have some shortfalls since they can be very closed-ended,
limit further information without prodding further or elicit a hypothetical answer that may or may not
reflect how they really behave. Answers are often evaluated based on the interviewers personal bias.
Hypothetical questions can be used effectively and may be valuable in evaluating how the candidate
thinks on his/her feet with little notice to prepare, but should not be the only basis of evaluation.

Behavioral Interviewing .VS. Traditional Interviewing

Now you know why employers use behavioral interviewing. But how can you tell if you're in that kind of interview?
If you're being asked open-ended questions that force you to draw on events that have happened in your life to
answer, you've got yourself a behavioral interview. The difference between "What's your weakness"? and "Tell me
about a time you failed at something" might not seem like much, but it forces you to give a different kind of answer.
"Behavioral interviewing is used to get people to talk about what they do or how they might act in situations," says Dr.
Herb Greenberg, founder, president and CEO of Caliper, an international management consulting firm, and co-author
of Succeed on Your Own Terms.
Where before potential employers might ask you those old chestnuts of "What's your strengths"? and "Why are you a
good fit for this job"? they're now using open ended questions to get a better idea of your behavior in a work
environment. By asking you to reference something that's happened to you and only you, it forces you to give your
employer a better picture of who you are and how you act in specific situations. You can't give an answer that a career
guide book suggests. You have to tell about you, it shows a potential employer your behavior in a situation that could
be mirrored in the workplace.
"Employers love behavioral-based interviewing because it allows them to see patterns that are often missed when
people are answering basic questions," says Roberta Chinsky Matuson, principal of Human Resource Solutions, an HR
consulting firm. "Employers can get past what a candidate says and focus on how they respond."
Behavioral interviewing also helps employers get over that hurdle of experience, so any experience you've had is fair
game -- extracurricular activities, Greek life, relationships. You can even go back to things that happened to you in Boy
or Girl Scouts, or on a sports team.
Some employers like behavioral interviews because they think you can't prepare for it. Think again.
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Using the STAR model in answering BI (Behavioral-based Interview)
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GUIDELINES: BEFORE, DURING and AFTER job interview
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Thank you for your time.
INTI Career Services Team

www.inticareerservices.weebly.com
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Employer Mock Job Interview

We bring industry into the classroom

Mock Job Interviews Preparation