What to do If Answers are not Known In An Interview

If answers not known

The candidate may not be able to answer all the questions. What matters is the nature and quality of the answer, and the manner of answering them. Brief but complete answers are appreciated. Vague and verbose answers should be avoided. Do not try to bluff or guess. In case you do not know the answer, the best thing is to accept it frankly.

The questions are put to the candidate on the spur of the moment. Always accept a logical chain or sequence of thought in such questions. The candidate should make his preparations in such a way that he can provide a lead to the board in asking him the questions he has prepared well. Please remember that the interviewers are likely to put the next question from your reply to the previous one.

This is inherent in the framing of questions. If you have planned well and prepared in advance, you will not find difficulty in tackling the questions you are likely to face at the interview. You can plan your answers both on the subject of your discipline as well as for the directional questions and therefore invite the questions on which you feel confident.

Interview

Never try to bluff. There are four or five senior, knowledgeable and experienced persons in front of you. You are bound to be trapped. Faking answers will certainly put you in a very bad light. If you find yourself in a corner and/or do not know well about a question, accept candidly. Your frankness and admissibility may earn you a plus point. No matter what your answer is, you should be prepared to explain your ideas and choices and defend them well.

If answered wrongly

If you come to know that you have answered a question wrongly, there is no need to persist with arguments for the sake of argument. If you are not 100% sure of your ground, the best strategy of your answer may be to start with a comment like “I could be wrong in this, but I do think that and then proceed to express your views, whatever you want to say. If you have not come across the topic, say so. In such a case nobody expects you to come up with a considered view in a moment. Neither you are supposed to know everything under the sun.

Arguing

Arguments are one of the main features of an interview. Never hesitate to argue. But arguments should be logical, reasonable and polite with enough scope to admit others’ point of view. Opinions about current political and economic problems or about controversial topics should be expressed definitely and not dogmatically. In case of arguments with the interviewer, his fair points should be conceded to but the candidate must stick to his own point of view.

Interview

End of interview

The finale of an act is as important as is its beginning. Certain people rather feel that the finale is more important than the beginning. If the beginning is bad, it can be compensated during the course of the interview. But if the conclusion is improperly done, it eclipses even the beginning and leaves a very unpalatable impression on the minds of those who happen to see the performance. This golden rule should be kept in mind.

A candidate may do very well in the course of an interview, but if he leaves the room in a hurried manner or gets up before he is asked to and does not thank the members of the board for putting up with him, he invites them to deduct marks from his assessment. Even the manner in which a man gets up from his seat is very important in this respect. Some people after getting up from their seats try to put the chair back to show that they are very considerate. It is not necessary to do so. As a matter of fact, it is most uncalled for. One should get up from his seat in such a manner that the position of the chair is not materially disturbed.

When you conclude the interview, do not forget that you are still in the process of being evaluated. As you rise, thank politely the board members and make your way out with a gentle smile. You should not leave the chair in a haphazard manner. Don’t make awkward noises, movement or gestures.

In many interviews at the end a candidate is asked to spell out if he has anything to ask. In case you have no questions to ask you should frankly say so. But you must also say that all your questions have already been answered by the information given to you and you do not need anything more at this point. But if you do want to ask something it should be one question or at the most two.

Do not ask questions which will show that you are interested to know more about pay, pay raise, holidays, medical leave, unions etc. The best question to ask, if you indeed want to ask, is when the results of the interview will be declared. This is a perfectly legitimate question to ask. By this you mean to know the time by which the outcome of the interview would be communicated to you. Make it a point not to ask whether your interview has been good and whether you will be successful.

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