In a usual high tech corporate setting, recruiters are meant to find the person who they think will be best to the position and the company culture within a given budget and timeframe, which is usually yesterday. These limitations mean that recruiter have to make decision quickly based on the fact they have the candidate CV and the candidate his behavior during the interview. Sometimes there are other steps in the process like references from past employers psychological assessment tests, in tray exercises, technical aptitude tests, and many more, but they're hugely complimentary to the basic to the interview is the most important part of the assessment process, as well as the most preferred method of a candidate evaluation. Despite the inevitable lack of reliability. interviewers invite candidates to a personal interview for many reasons, the main reason is that they want to verify the candidate soft skills. These skills vary from position to frustration that some of the most common ones are the following communication team orientation presentation leadership ability to perform under pressure adaptability, ability to learn fast ability to adapt the company's culture we will discuss more about soft skills in the next section.

The other reason the interviewers invite candidates over for an interview is because they want to sell the company in the position to the candidates. This applies to senior experienced candidates who may have tough questions to the interviewers in order to decide if their company matches their career expectations. Think from the interviewers angle on the dance floor, the main dancer sets the first step and you follow it as closely but not that close so that you step on his feet. If this happens, you apologize and make sure you keep a safe distance in the interview setting. The male dancer is the interviewer will ask the question and you always reply politely. If you happen to Cross line, you apologize and you are careful not to repeat it in the next questions.

Or if you are into sports you may think of an interview as a tennis game. The interviewer throws the ball meaning the question and you have to hit it back meaning your reply if you miss the ball if you don't reply, there's always an opportunity to wait for another interview for months vary from phone interview, face to face interview group interview panel interview or even deanery interview phone interviews when the interview is done by phone. It's usually the first step of the process where they ask your ch questions based on your CV, which you have sent ready in order to stand if you cover the basic requirements for the position face to face interviews. When you are invited to the company's premises to meet the interviewer in person. It's usually the second step in the process. In the group interview you are invited with other candidates to small group where the interviewer asks the question And watch how candidates interact with each other panel interview is when the candidate is in front of the many interviewers AI panel will ask him or hear different questions.

It's usually the most difficult interview style for a candidate because he has to adjust to different style of questions and people in a very short time dinner interview. That's a new trend for top managerial positions, where the candidate is invited to a business lunch or dinner with the interviewer or the decision maker for the position. The fact that the interviews outside philosophies setting makes it easier for the interviewer to understand the personality of his or her interviewee. based on the type of questions there are two basic types of interviews competency based and CV based, secure base is the interview where all questions aimed at clarifying things in the candidate CV regarding education, past work, experience technical skills, hobbies etc. It is usually used for the first interview with a candidate to acquire a broad idea about his past and how he can proceed in future. Competitors base is the interview where all questions aim at covering how the candidate behaves again some criteria which are called competencies which are required for the position for example, if the position requires team orientation, a typical question would be Do you prefer to work alone or in a team?

Or how do you handle disagreement with other team members competant based interview takes time it might take up to two hours. It's usually done after an initial interview with a candidate we will discuss more about this type of interview in the next section. CV based interview is usually quicker than competency based in Korea. The time of the interview usually varies and it's up to the interviewer to say I prefer to combine both. I start with equations patients fee and then proceed With competency based questions