This scene is a short fragment of the movie “Postal”. It presents the “perfect” stress interview!
Stress interview is an interview in which the interviewers try to 'discomfort' the candidates in various ways and observe how they react to various difficult situations. The interviewer may show 'arrogant, sarcastic argumentative' attitude and try to put under pressure on the candidate. The basic intention of stress interview is to find out how you react, speak and answer under pressure. In stress interview, they generally don't see your answer is correct or not. They will mainly see how you are handling the situation.
source: here

This funny video brings out important points during a job interview. The applicant is a young and adventurous guy who lies a little bit why he “left” his last job (tribe). The interviewers are mature hunters asking though questions and pressing him. Since they have many good hunters the candidate should explain what kind of additional skills he possesses. Except in hunting he is excellent in gathering as well. The funny part is when he says: “These days men need many skills”.

The reason to move to a bigger tribe shows his will for “career development”. The interviewers had already an inside information that the candidate isn’t reliable because he left his last tribe in order to travel round plains with a friend.

And there comes the next candidate with a “broken” CV and you just roll on the floor laughing!

An incredible funny video!
source: here

The Origin of Job Interviews - The Armstrong and Miller Show - Series 2 Episode 6 - BBC One
Visit The Armstrong and Miller Show on Facebook!
Visit the official website of BBC Comedy!

Good ‘group interview’ presentation needs preparation!

The group interview involves a group of candidates simulating a work environment. It is a valuable source of information on how group members behave in meetings/discussions and when working in a team. Group interviews are used as a screening tool to eliminate candidates. Group interviews usually take a couple of hours. But sometimes they can stretch over several days.
There are observers who evaluate the way participants interact, behave and brainstorm.
The participants are divided into small groups and cases are given to them.

Group activities are used to test teamwork and problem-solving skills.

What does group interview measure?
Influencing Skills
Interpersonal skills
Verbal Communication
Team Work
Quality of Contribution
Leadership qualities
How the candidate will face the public and customers
What level of knowledge candidates have

Successful behavior
Active listening
Information and opinion giving

Negative behavior
Displaying aggression
Attention seeking

Common mistakes
Talk too much without active listening to others
Too conscious of the presence of observers
Merely act as facilitator and contribute little in discussion
Hesitate to disagree even with good reasons
Inappropriate non-verbal communication, e.g. volume of voice, facial expression, eye contact, posture, etc
Too nervous

Here follow some tips what to do before and during a group interview:

1. Research the company on the Internet – official website, forums, blogs. You may find additional information about management styles, people who work in this organization, level of contentedness, salaries etc.
2. Read carefully the position and all details listed on the advertising! Think about it how your skills and experience fit to the job. You may be asked to answer this question.
3. Introduce yourself to the interviewers before the official interview begin. It’s important to make first positive impression!
4. Prepare a 2 minute introduction pointing on your education, past experience, career goals, and how this position will fit into your future career plans. Practice this introduction on people in your everyday life.
5. Group interviews are designed to measure how you interact with other people. So be polite and courteous towards other applicants.
6. Interviewers are looking for leadership skills but it doesn’t mean to talk over the other participants or to be the loudest there. You can enhance your leadership by being proactive, delegate a task to another person, and involve other people in the conversation and “decision making”.
7. Speak wisely! If now it’s your chance to speak – use it effectively! When you try to show your leadership skills, include quieter people into the conversation and praise them for what they said.
8. Take a goodbye from the interviewers and don’t forget to write a follow-up letter.

Generally this is not the final interview and short listed candidates will have a panel or one to one interview.

Links to this Article
Effective Group Interview
How to Perform Well in a Group Interview
Group Interview
Group Interview Questions
What is a Group Interview

Traditional interviews are seldom used in the last years as a main recruiting tool but they are still the strongest instrument when choosing the perfect candidate. Traditional interviews suffer from bad judgment of the interviewer based on the fact that the applicant shows off and lies about their achievement and past experience.
Nevertheless what kind of selection a company is using, at some point of the selection procedure you are going to face the traditional interview. A traditional interview is held by one or more persons in order to talk about your skills, past experience, achievement and success. HR-co-worker notices behavioral and body language sings and the hiring manager watches your experience and analyses if you are a good team player.
Despite what kind of tests - verbal reasoning tests, numerical tests, behavioral judgment tests, professional tests etc. you have passed, the traditional face-to-face interview demonstrates if there is enough “chemistry” between the applicant and their future employer.
Even the best results on professional tests cannot guarantee you a contract with your dream employer!
For this reason we recommend you to read the following articles in order to be prepared for the traditional interview!

1. The Traditional Interview
Extract: “…Interviewing is an interactive process that allows you, the candidate, and your interviewer, the employer, an opportunity to meet, exchange information, and evaluate whether or not there's a fit between you both. Your job is to personalize your cover letter and resume, by talking in-depth about your experiences, skills, and goals, and how they relate to the employer. The employer will evaluate your knowledge about yourself and the employer, your attitude, your confidence, your appearance, and your ability to do the job…
The interview will likely have a definite beginning, middle and end: Introduction, their questions, your questions, end…”

2. Why are Traditional Hiring Interviews so Unreliable?
Extract: “…Managers continue to assess on gut feel. Just because a person dresses well, looks attractive, talks we’ll and acts confidently doesn’t necessarily imply they can do the job. Remember, at interview the candidate is on their best behaviour, what you see is the best you will ever see them! …”

3. Hiring: Why We Are So Often Wrong
“… - More than half of applicants lie or exaggerate in applications and resumes
- 63% of all hiring decisions are reached in less than five minutes of job interview time. The next twenty five minutes or more we spend does not improve this decision.
- Interviewers have less than a 15% chance of identifying lies from application information in an interview.
- Interviews predict job success only 14% of the time.
- Demographic variables such as age, race or gender influence interviewer judgments…”

4. How to have a good job interview
Extract: “…Think of the worst question you could be asked. Again plan how you would answer it. Then this question - and any other - is not going to be that tough for you…”

5. Body language during a job interview
- Choosing the right seat
- Tune your body posture
- What to do with your hands
- When should you look at whom
- Do not worry too much about tension

6. Body language can speak volumes during interview
Another great article on body language and how to behave during an interview!
It contains informations about seating position and eye movement.

7. Body language during job interviews - Non verbal Communication & Hair hat
Watch out! --> a list with simple things you must pay attention before you enter the interviewer room.

8. How to Succeed at Interviews
A short guide with simple rules you must stick to!

9. Should I Add LinkedIn to My Resume?
Extract: “…There’s nothing wrong with having a fun Internet life, but as you know, there are always risks involved. If an employer sees pictures of you slumped over with your drinking buddies, this may very well work against you in the application process. Of course, anyone with half a gnat’s brain should know not to post a crazy picture on their LinkedIn profile; however, choosing the appropriate contacts and even what’s written for your recommendations can make just as much a difference when employers are studying your page to determine who they may be dealing with…”

10. 9 Ways to Succeed in Your Next Job Interview
- Research the company
- Dress for success
- Eye contact is crucial

11. Tim Yandel: The Interview Triangle: How to Succeed in Your Interview

12. Interviews Example: Good Greg
Extract: “…Here is an example interview that can give you ideas about how you can present yourself in the best possible light. Greg is good at interviewing. He is likeable, and he is liable to get a job offer after this interview. Pay attention!...”

The success of many companies and departments depends on choosing the right person doing the job. For any particular job positions there are specific skills the worker should cover. For example – creativity, analytical thinking, ability to concentrate, communication skills – oral and verbal, effective team playing, problem-solving skills, flexibility, technical competency, ability to work in harmony with co-workers etc.

To be an excellent expert in your field is not sufficient – big results are based on joint actions, brainstorming, fresh ideas and high quality teamwork. The harmony build up in a team is very important in order to achieve higher goals. The orders and tasks are not specified by the management in a company any more, just the contrary - they are the results of many brainstorm meetings, personal contribution, conversations between colleagues and accumulation of ideas. The energy in human brains and bodies can lead to excellent outcomes or to controversies among colleagues and weak results. That is why choosing a powerful, smart and energetic team player is the key to the success in your department.

A non-traditional behavioral interview aims to display whether or not the applicant is able to tackle efficiently issues and solve problems, to communicate well with others, to demonstrate initiative and to work well in a team. The basic pillar of behavioral interview is that past performance shows future performance and attitude towards colleagues and work. In order to measure behavior at work the hiring manager should make a list with situations related to the position. The questions must be short, clear and job related.

The hidden meanings of those questions are - - > Situation - - > Action - - > Results !!!

Asking questions what the applicant has done in the past is useful to collect information what the applicant will do in the future. Past experience is a reliable sign for a future condition.
The following articles are good sources to gain more knowledge of the issue.

1. More Than a Gut Feeling – The Behavioral Interview
Extract: “…The behavioral example you ask for should be a specific life history event. It has to be a specific example to be effective. Don’t let the candidate generalize. The candidate might say, “I calm customers down by allowing them to vent.” This may be a good technique but it doesn’t give a specific example. Make sure you keep asking until you get a specific past work event. Make sure you follow up if the example isn’t specific enough and get the information you need…”

2. Behavioral Job Interviews Benefit Candidates
Extract: “…There is a practice in behavioral interviewing called the STAR technique. STAR stands for situation, task, action, result. It basically lays out a plan of how job candidates can (and should) respond to behavioral interview questions. When a behavioral-based interview question is asked, job candidates should pull from their background and experience to identify an appropriate situation which occurred in their career. From this they can then describe what their goal was in dealing with the situation, what action they took and finally, the end result…”

3. Behavioral Interviewing Helps Employers Staff up Their Office

4. Behavioral Interviewing 101
Tips and useful information put into a ppt-presentation.

5. Behavioral Interview questions

6. Behavioral Interviewing Technique

7. 10 Killer Job Interview questions and Answers

8. How to Master the Behavioral Interview

Extract: “…What Are the Three Types of Questions in Behavioral Interviews?... Open questions. These are questions that will allow you to use the SAR format and answer in a clear and concise manner. The employer will likely follow up with additional probing questions, looking for signs that you may not have been completely honest… Closed questions. These are questions that are asked for the purpose of verifying something you may have indicated during the application process or earlier in the interview. The employer is looking for consistency in your answers… Why questions. These are questions that require you to give a logical and decisive explanation for a previous action. The employer is not judging your action, but rather your ability to reason, logic and make a decision…”

9. Behavioral Interviewing
A detailed guide as a pdf-document – easy to download and read.

10. Behavioral Interview Guide
An enormous useful guide with important advices!

11. Behavioral Interviewing
In this article you are going to find some examples to download. Read them carefully!
The questions are ordered in themes as team work, confidentiality, attention to detail, change management etc.
We strongly recommend you to read this article and to go through the available files.

12. How to Answer Behavioral Interview Questions

13. Behavioral Interviewing Strategies
The ever best guide on how to think and speak during a behavioral interview!

A Screening Interview is used to narrow down the list of potential job applicants and increase the efficiency of the formal interviewing process. A screening interview can be:
- A phone interview
- A face-to-face interview
- Computer screening
- Video screening

Being asked to come in for a screening interview is a positive sign because it usually means the applicant has passed the initial resume screening process and the company is demonstrating interest in the applicant.

In order to be prepared for your first screening interview we recommend you to read the following articles:

1. Six Great Tips for Job Screening Interviews
The author Craig Travis explains in details simple general rules how to behave when you encounter that situation.

2. Screening Interview Tips
Screening interviews are crucial methods for the companies to select candidates for the next round of interview. The author gives tips for Phone Interview, Online Tests and Group Interviews.
Extract: Online Tests

"...Online tests generally involve answering multiple choice questions. Though it may seem as an easy option, the questions covered can be very tricky.
• Time management is the first important tip while attending an online test. Tests have to be completed in a stipulated time period. Thus, allocation of time per question must be decided in advance. Avoid wasting too much time on one question. Move to the next question and get back to it later if time permits.
• Keep your mind off distractions. Online tests are stressful but important. Thus, keep yourself focused on the test.
• If you do not know the answer to a question, deduce your answers by logic. Logical and analytical thinking is the key to answer most of the questions..."

3. Interview skills for a screening interview
Five pillars: Preparation, Practice, First Impressions, Main Event, Post Interview.

4. How to pass a screening interview
A detailed article from CVTips you must read.

5. Screening Interview
Extract: “…Screening interviews are not tailored to determine whether a candidate is best suited to the job rather it there to determine whether or not a candidate is good enough to progress to the next round of interviews..."

6. Guide to Conducting Screening Interviews
The purpose of this guide is to provide tips for conducting effective screening interviews.
Extract: "...Screening interviews are a valuable tool for gathering information on applicants and an
essential part of the selection process.
There are three steps in the screening interview process:
1. Preparing for the screening interview
2. Conducting the screening interview
3. Determining a pool of candidates based on the screening interview..."

7. Screening Interview Tips
After giving the definitions of screening interview and telephonic interviews, the author explains in depth the web based interviews.
Extract: “…Web based interviews are growing as faster it could be… After the success of the telephonic round and if the candidate sits/works in a far place then interview is conducted through internet. Like sitting in front of the web camera and giving the interview to the recruiter. This kind of interview not only saves time, travel, money, etc. The candidate can speak and listen with the help of a mike and a stereo headset. Many organizations go through this kind of interviews. It is the best communication method and an alternative to the cost of face-to-face meetings. Anyone, anywhere in the world can execute video conferencing or web based interviews with a compatible software...”

Some companies prefer to arrange a phone interview in order to screen the applicants. What to do if you are expecting a phone call interview?
The following articles can help on the issue:

1. What you should know about Telephone Interview Etiquette
This article describes important DO's and Don'ts you have to face and avoid during phone interviews.
- give a correct phone number
- ask impressive questions
- prepare answers to commonly asked questions
- avoid slang terms
- avoid eating, smoking

2. Five ways to do better in phone interviews
Five easy ways to feel more comfortable and convincing during the phone interview.

3. Preparing for a Telephone Interview
A detailed guide from the begining to the end:
- Make a note of any questions
- Prepare mentally
- Be polite
- Tips on closing the telephone interview

4. Phone Interview Questions
The best way to be prepared is to know what the interviewer is going to ask you.
This article lists common questions, for example:
- Can you tell me a little about yourself?
- What made you apply for this position?
- Why are you considering leaving your current position?
- What are the top duties you perform in your current position?

5. Phone Interviewing Do's and Don'ts
Another great article with simple rules you have to face or avoid, some examples here:
- Don't chew gum or food, or drink anything noisy
- Don't panic if you have special needs
- Don't snuffle, sneeze or cough. If you can't avoid these behaviors, say “excuse me.”

6. Don't wear pajamas for a phone interview
A very good collection of tips --> short and clear! A "keep it short and simple" article, very useful indeed.
- Be enthusiastic
- Never interrupt
- Say thanks
- Avoid saying "um" or "ah"

7. The Seven Stupid Mistakes People Make on a Telephone Interview

A funny story shows common mistakes people are making during phone interviews.
"... "Whew! OK, much better. Wassup? Mr. there?"
"What? Oh, I'm not talking to you." (Chuckling) "Just ordering some breakfast. Did you say something?"..."

Based on a comical story the author leads to 7 stupid mistakes people accomplish during phone calls.

8. 18 Ways to Improve Your Telephone Performance
"...Remember that 90% of all communication is body language. Without the input that body language provides, phone interviews can be tough to manage. Make sure you go out of your way to communicate effectively through the telephone line..."

9. The Phone Screen
Interesting point of view from a recruiter's side --> keep reading - this article is very informative:
"...A phone screen has distinct advantages over a normal in-person interview. First, it’s cheap. It takes 45 minutes to an hour and actually does eliminate about half of the people who looked really, really good on paper...
...My phone interviews have three parts. In the first part, I ask the candidate to describe their career history and basically tell me about themselves...
...The third and final part of the interview is letting the candidate interview me... "

A job interview is a process in which a potential employee is evaluated by an employer for prospective employment in their company, organization, or firm. During this process, the employer hopes to determine whether or not the applicant is suitable for the job. []

Job interviews are always stressful - even for job seekers who have gone on countless interviews. A typical job interview has a single candidate meeting with between one and three persons representing the employer; the potential supervisor of the employee is usually involved in the interview process. Candidates for lower paid and lower skilled positions tend to have much simpler job interviews than do candidates for more prestigious positions.

Job interviews in many organizations are getting sophisticated these days. Psychological tests, role plays, and challenges to one's "quick intelligence" and street smarts are often part of the package. Different types of interviews seek different types of information. In any given job hunt, you may encounter one, two or even all seven of the interview types briefly described below.

Phone interviews” are often used to screen candidates. They are used to minimize the expenses when calling candidates out of the town. The goal of phone interviews is to succeed to a face-to-face interview.

A “screening interview” is specifically designed to filter applicants. Screening can take multiple interviews – phone screening, computer screening, secondary screening, video screening.

The "traditional interview" uses broad-based questions such as, "Why do you want to work for this company?" and "Tell me about your strengths and weaknesses." Interviewing success or failure is more often based on your ability to communicate and establish rapport than on the authenticity or content of your answers.

Two main issues are very important in work – behavior and results. The results are the quantity and quality of work a person produce. The behavior describes how a person accomplishes those results. The “behavioral interview” shows how candidates react under certain conditions. Behavioral questions are based on past experience and show the future performance as well.

A “Case Study Interview” can be used to evaluate a candidate's analytical skills, creativity and the ability to frame and structure problems. Usually, the interviewers don't have the "right answers" that you are expected to give.

The "panel or group interview" uses a committee of people, usually around a table, asking questions. The key to this type of interview is to balance eye contact with both the person who asked the question and the remainder of the group.

The "stress interview" is usually a deliberate attempt to see how you handle yourself under pressure. The interviewer may be sarcastic or argumentative or may keep you waiting. Expect these things to happen, and, when it does, don't take it personally. Calmly answer each question as it comes. These are also called intimidation interviews.

Links to this Article:
Different types of job interviews and how to prepare for them
The Top 10 for a Successful Job Interview
Interview Questions and Answers
Job Interview Types
How to pass a screening interview
Screening interview
Behavioral Interviewing Technique