How to be successful in an interview by equip/preparation and keeping it real

It was a thoughtful session with HR Manager of Sigma Distributor (PVT) LTD. We deeply value the advice and experience of Mr. Nabeel Ahmad (Associate HR Manager). We learned from him that most of the time interviewee possesses good knowledge and passion for the job but lack of preparation for the job interview like research about company updated resume and most importantly faking during the interview lead him to lose the opportunity.

In order to get more insight into the concept of equipping and real that how an interviewee can prepare best for the job interview and what makes interviewee fake in the interview, we asked him the following questions.

1- In your experience, how important do you think it is to be yourself in an interview?

2- How do you identify if a candidate is being real or not during the interview?

3- What suggestions you may have on how to be fully prepared/equipped for an interview?

4- Would you prefer academic experience or job experience?

5- How do you see a candidate if he is unable to quantify his experience because he performed a task base job?

Be Yourself

Being yourself shows the strengths you have and highlight those areas in which improvement is needed. When candidate sense in authenticity we may worry about the trustworthiness and honesty.

Identification of a real Candidate

If a candidate answers the question in general rather than specific and if he doesn’t have any story to prove his worth he might be a fake candidate.

Suggestion to be fully prepared/Equipped for an interview

Bring an updated resume and original invitation letter or print of email invitation for the interview, bring your strength stories, do research about the company and review job description, show up on time, be confident and answer the question honestly during the interview.

Academic experience or job experience

If a job requirement is a fresh candidate we may select the candidate with a strong profile of educational achievement but for the experienced post we always look for an experienced candidate.

Quantifying experience vs task based job

It is too much important to quantify the experience to let know the recruiter about the performance but if it’s not possible and in case of we might hire the candidate and give them training before posting on the job we may select the candidate on the base of his task performed which as well give insight into the skills of candidate like teamwork etc.

Takeaway

We are able to extract that be specific, real and don’t be overconfident. Well, we can apply the takeaway by knowing khudi and by Amal.

Faisal Qayyoom Chaudhary

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