fuse conflict, and also to step back and take an objective view, rather than getting involved and taking sides, which is the natural temptation. Objectivity and facilitation are important skills of a good manager, and this question will identify whether the interviewee possesses them. This question will also put pressure on the interviewee's ability to manage people, because it provides a tricky people-management scenario.

4). What is your ideal job?

Purpose: This is a good question, and the answer would almost always trigger a more specific follow-up question, asking 'why?', and

Job interviews are easier for the interviewer or the interviewee if you plan and prepare and use proper interviewing techniques. On this page are job interview questions and purpose of each interview question, because there is a purpose behind each and everything that we do and similarly there should be a purpose behind each and every question that we ask in interview. Good job interviews processes and methods increase the quality of people in an organization. Poor job interviews methods result in poor selection, which undermines organizational capabilities, wastes management time, and increases staff turnover.

1). Introduce yourself. Or tell us about your self. Or Can I know about your professional and personal self?

Purpose: Just to create friendly and conducive environment to start the interview. The best thing a person can do is to discuss about himself or herself. Secondly, it is to judge, what according to the candidate is relevant or irrelevant information. Will also show whether applicant has self-awareness - a critical skill that not everyone possesses. Will also show if applicant can think and present a complex case clearly and to the point. Also shows confidence and security levels, and 'grown-up ness'.

2). What do you want to be doing in 2/5/10 years time?Or:Where do you want to be in 2/5/10 years time?

Purpose: This is a common question, and it commonly trips people up into making over-ambitious claims about their future potential and worth. It highlights feelings of delusion, and a need for security if they exist.The question encourages the interviewee to think and express their plans and aspirations, future direction, needs and wishes. Some people find it more difficult to answer than others, depending on their personality.Some people are able to plan and see clear steps along the way, which would be more commonly exhibited by people whose work involves this approach.Job roles, which require a higher level of adaptability and flexibility, are unlikely to attract candidates who are meticulous planners.The question is a powerful one because it prompts the interviewee to think and visualize about themselves and how they expect and want to change.

3). Give an example of when you had to settle a dispute between two individuals.

Purpose: The interviewer is testing the interviewee's experience and ability to diffuse conflict, and also to step back and take an objective view, rather than getting involved and taking sides, which is the natural temptation. Objectivity and facilitation are important skills of a good manager, and this question will identify whether the interviewee possesses them. This question will also put pressure on the interviewee's ability to manage people, because it provides a tricky people-management scenario.

4). What is your ideal job?

Purpose: This is a good question, and the answer would almost always trigger a more specific follow-up question, asking 'why?', and t

ses staff turnover.

1). Introduce yourself. Or tell us about your self. Or Can I know about your professional and personal self?

Purpose: Just to create friendly and conducive environment to start the interview. The best thing a person can do is to discuss about himself or herself. Secondly, it is to judge, what according to the candidate is relevant or irrelevant information. Will also show whether applicant has self-awareness - a critical skill that not everyone possesses. Will also show if applicant can think and present a complex case clearly and to the point. Also shows confidence and security levels, and 'grown-up ness'.

2). What do you want to be doing in 2/5/10 years time?Or:Where do you want to be in 2/5/10 years time?

Purpose: This is a common question, and it commonly trips people up into making over-ambitious claims about their future potential and worth. It highlights feelings of delusion, and a need for security if they exist.The question encourages the interviewee to think and express their plans and aspirations, future direction, needs and wishes. Some people find it more difficult to answer than others, depending on their personality.Some people are able to plan and see clear steps along the way, which would be more commonly exhibited by people whose work involves this approach.Job roles, which require a higher level of adaptability and flexibility, are unlikely to attract candidates who are meticulous planners.The question is a powerful one because it prompts the interviewee to think and visualize about themselves and how they expect and want to change.

3). Give an example of when you had to settle a dispute between two individuals.

Purpose: The interviewer is testing the interviewee's experience and ability to diffuse conflict, and also to step back and take an objective view, rather than getting involved and taking sides, which is the natural temptation. Objectivity and facilitation are important skills of a good manager, and this question will identify whether the interviewee possesses them. This question will also put pressure on the interviewee's ability to manage people, because it provides a tricky people-management scenario.

4). What is your ideal job?

Purpose: This is a good question, and the answer would almost always trigger a more specific follow-up question, asking 'why?', and

idence and security levels, and 'grown-up ness'.

2). What do you want to be doing in 2/5/10 years time?Or:Where do you want to be in 2/5/10 years time?

Purpose: This is a common question, and it commonly trips people up into making over-ambitious claims about their future potential and worth. It highlights feelings of delusion, and a need for security if they exist.The question encourages the interviewee to think and express their plans and aspirations, future direction, needs and wishes. Some people find it more difficult to answer than others, depending on their personality.Some people are able to plan and see clear steps along the way, which would be more commonly exhibited by people whose work involves this approach.Job roles, which require a higher level of adaptability and flexibility, are unlikely to attract candidates who are meticulous planners.The question is a powerful one because it prompts the interviewee to think and visualize about themselves and how they expect and want to change.

3). Give an example of when you had to settle a dispute between two individuals.

Purpose: The interviewer is testing the interviewee's experience and ability to diffuse conflict, and also to step back and take an objective view, rather than getting involved and taking sides, which is the natural temptation. Objectivity and facilitation are important skills of a good manager, and this question will identify whether the interviewee possesses them. This question will also put pressure on the interviewee's ability to manage people, because it provides a tricky people-management scenario.

4). What is your ideal job?

Purpose: This is a good question, and the answer would almost always trigger a more specific follow-up question, asking 'why?', and

people are able to plan and see clear steps along the way, which would be more commonly exhibited by people whose work involves this approach.Job roles, which require a higher level of adaptability and flexibility, are unlikely to attract candidates who are meticulous planners.The question is a powerful one because it prompts the interviewee to think and visualize about themselves and how they expect and want to change.

3). Give an example of when you had to settle a dispute between two individuals.

Purpose: The interviewer is testing the interviewee's experience and ability to diffuse conflict, and also to step back and take an objective view, rather than getting involved and taking sides, which is the natural temptation. Objectivity and facilitation are important skills of a good manager, and this question will identify whether the interviewee possesses them. This question will also put pressure on the interviewee's ability to manage people, because it provides a tricky people-management scenario.

4). What is your ideal job?

Purpose: This is a good question, and the answer would almost always trigger a more specific follow-up question, asking 'why?', and

fuse conflict, and also to step back and take an objective view, rather than getting involved and taking sides, which is the natural temptation. Objectivity and facilitation are important skills of a good manager, and this question will identify whether the interviewee possesses them. This question will also put pressure on the interviewee's ability to manage people, because it provides a tricky people-management scenario.

4). What is your ideal job?

Purpose: This is a good question, and the answer would almost always trigger a more specific follow-up question, asking 'why?', and then probing the reasons for the choice. From the interviewer's standpoint, the question is open and vague, which for certain purposes (see the next Para re traps) is a good thing. If the question is intended to elicit meaningful information about the interviewee's career plans, then some timescale should be attached (i.e. 'what would be your ideal job in 3/5/10 years time?') The question exposes interviewees who seek only personal gratification ('outputs') from a role (money, status, esteem, excitement, glamour, security, etc) rather than seeking opportunities to make best possible use of their effort, skills and experience, in contributing to the performance/quality/results of the organization for which the role is performed ('inputs'). The question is a potential trap for people who are more concerned with what they get out of a job rather than what they put into it. Employers do not really want to recruit gratification-orientated people. These people are generally not self-starting nor self-motivating. The question also gives indications as to how realistically the interviewee sees himself or herself. Some people visualize highly fanciful and unrealistic jobs, which is a warning sign to a potential employer. Others visualize jobs that are clearly remote from the job being applied for, which indicates that some falsification or delusion is present.

5). Why do you want this job?

Purpose: Opportunity to sell yourself and show you understands what they're looking for in the role. Make sure you hit both of these hot buttons.

6) What did you achieve in your last job?

Purpose: Shows whether any achievements have been made, and what values are placed on work. Shows motive - whether process, results, accuracy, security, social, etc. Shows understanding of cause and effect, pro-active vs. passive.

7). How would you approach this job? How would you do it?

Purpose: Shows if you've thought about what job requires and entails. Role and situation needs to have been explained well to enable a good response. Exposes people who can't actually do the job.

8). What are your strengths?

Purpose: Shows whether candidate has self-awareness, and can identify what strengths are relevant to role. Shows if candidate has thought and planned. A glaring omission if not planned as this is such an obvious question that everyone should be p