Bye bye game over if you cannot communicate properly during an interview. Good communication is so important these days and that’s the number one thing that I am assessing for when I do my interview. If you are struggling to do your presentation, if you are stuttering to give me clear and concise answers during the interview, then I’m afraid cannot la.
The second thing that I am assessing for is your competency for the job. Normally I can see that you have done certain tasks, have certain qualifications from your CV and during the interview I would interrogate you a bit more on this to make sure that you really have done the tasks or have the qualifications that you say you have. So make sure you know what you have written in your CV and jangan terkejut pulak when I ask questions about it. I don’t use situational interview with specific scenarios but I know that other interviewers do use these types of questions to assess competency.
The third thing is about character. This one is to see whether your character or your personality will gel with the rest of the team. This is a little bit tougher to assess because it is more subjective and is usually due to gut feeling. It also depends on the composition of the team at that moment. If I already have a lot of extroverts, I might want to hire an introvert just to balance the team out so that it is not too bising the whole time (pening kepala). Or if I have mainly introverts in the team, then I will be looking out for an extrovert to bring some life and energy into the energy. Otherwise boring la the team.
There you go 3 big things that I am assessing for when I interview candidates. Communication, Competency, Character.
