Whether they interview you face to face, over the phone, on Skype, or even using a virtual machine (pre-recorded interview questions), you will have to deal with the same questions every time.
Most of the questions (not all) are relatively simple, because our goal is to hear you talking, and HOW you speak is actually more important than what you say. Let’s have a look at some questions:
- Why did you apply for this job?
- Can you tell us something about yourself?
- What do you consider to be your biggest achievement so far?
- What are your strengths?
- What are your weaknesses?
- How do you cope with stress?
- Where do you see yourself in five years time?
- Tell us something about your past experience.
- What motivates you in job?
- Why should we hire you.
Our viral article, 15 most common interview questions, will help you with good answers to the majority of screening interview questions.
Things we observe in a screening interview
An experienced and skilled recruiter can observe a lot of things while listening to your answers to the screening questions.
- Your listening skills
- If you speak to the point, or answer a totally different question (this happens more often than you can imagine).
- Are you an introvert, or an extrovert? (we can see it from the way you speak, the way you look at the eyes, etc).
- What matters for you the most in job and in life (your answers to simple questions about your education, experience and hobbies tell us a lot about the things that matter to you).
- Are you a good fit for the position, considering your future colleagues, the working environment, etc.
- Can the company count with you in a long run? (the way you talk about your past jobs and your career plans tells something about your loyalty and about other relevant things).
- Are you honest to yourself and to the others? Are you humble, confident, over-confident? (answers to the questions about your strengths and weaknesses suggest that)
Every word you say, every gesture you make, tells something about you. Screening interviews makes sense. It represents an effective and relatively accurate form of a second selection in the hiring process (first selection happens when we consider the job applications of the people who applied for the job, and send invitations for screening interviews).
Prepare for the interview, show the right skills and attitudes, and progress to the next stage….