The interview is a result of the screening of candidates for a job application. The top two or three candidates after the screening will be invited to an interview before a final decision on which applicant is to be hired.

The questions to ask in an interview may be classified into three categories or areas of discussion to bring out the best answers from each job applicant. Basically the interviewer is interested to know if the person applying has the skills to do the job, how the job aspirant will function under pressure, and how well the job candidate will fit into the team if hired. The capacity of the job searcher to do the job for which you are applying is perhaps the easiest question to be asked. The interviewer has read the resume of the applicants and the claim of the individual job applicant that you have the appropriate skills for the job. Verify such claims by asking questions to that effect. The questions that may be asked are not answerable by yes or no; these are how and why questions. The applicant will be evaluated on how quickly you will responds to the questions. The answer should be in response to what is actually asked and not a discussion of other things which the applicant is more familiar.

The job competency questions are important. The questions on how the applicants can do well under pressure are more important. Be a “bad guy” for the meantime to the aspiring job seeker to put him under pressure. There may be no job that does not put an employee on stress at times. Doing well is normal at calm times. What job recruiters are looking for are those candidates who do function well under confusing and difficult situations. Asking tough and stressful question identify the right candidate that can perform well under pressure. Answering quickly, directly and completely is the important thing.

The most important attribute of a job candidate among equally qualified is how well this particular candidate fit in as a team member. A worker who will be productive rather than a distraction can be identified by asking questions. Questions should be asked, on the part of the interviewer, to probe deeper into the personality of the applicant in order to know how well you can fit into the work unit of the company.