Question

Given below are the prerequisites of an interview. Fill up the boxes with
suitable actions to be undertaken with reference to the given points.
Prerequisites
of an
interview
Areas to be
covered
Time
management
Make your
interview
interesting
Body
language​

Answer 1

Answer:

In an interview, let’s say I asked you, “Tell me about a time you worked through a conflict with a coworker?”

You’d probably think about a past experience, consider the lessons you learned from it, and articulate what happened and how it felt. You’d likely mention any shortcomings you had, how you’ve grown, and how you’d deal with conflict with coworkers in the future.

But let’s say I asked you a slightly different version of that question instead: “How would you handle it if you were assigned a project with a coworker, and you two had differing opinions on how to proceed?”

That changes the game a bit. To answer, you could no longer rely on any fairly familiar story about yourself.

Instead, you must use your problem-solving skills and your sense of self to answer how you’d hypothetically deal with a conflict that could arise in the future, without the advantage of hindsight. And, you’d need to think on your feet.

We previously covered behavioral interview questions like the STAR method, which asks candidates to articulate past experiences and what they learned. It’s important to use behavioral questions in an interview, but there’s another method you should integrate, as well.

Situational interview questions are largely hypothetical and can be intentionally ambiguous, such as, “How would you handle X if you … ?” or “What would you do if … ?”

Situational questions give you the opportunity to evaluate your candidate’s quick-thinking skills, while seeing how she responds to curveballs, which is critical information when deciding whether she’s qualified for the role.

Here are seven situational questions you can use when interviewing a candidate, and what you should look for in the applicant’s answer.