Top 3 Steps to Interview Success. You can use the four-step process to answer a broad range of questions. This process helps you gather all the relevant information that you need to frame interview answers. This process features the following steps:
Identify the skills or requirements [Best Steps to Interview Success]
Identify the skills or requirements of the job you are applying for. For example, you are applying as a customer service executive and the prospective candidate should possess excellent communication skills. In this case, the duties and requirements that are expected from you are effective communication skills.
Determine the actions that you performed
Determine the actions that you performed to demonstrate the skills. For this, you can ask yourself, “In order to meet the duty or requirement in step I, what actions did I take, including any actions I took to overcome obstacles’?” In other words, you need to specify what you did and how.
Identify the context or situation
Identify the context or situation in which you performed the task. Otherwise, your answers will sound incomplete. Often, it is better to start an answer with the context in which you performed the duties. For example, it is better to start an answer by saying, ‘I planned and organized my work in a fast-paced customer service environment where clients wanted everything in a hurry’, rather than saying, ‘1 planned and organized my work by ensuring that my work schedule took upcoming events into account’.
List the key outcomes or results
List the key outcomes or results of your actions. Speaking about personal outcomes can be an effective interview technique, especially when those outcomes are directly relevant to the job you are applying for.
Question. Tell me about a time when you handled a difficult situation with a coworker. Answer. Last year, one of my colleagues was displaying a lot of aggressive behavior, including dominating team meetings, belittling other people’s opinions and not cooperating. (This establishes the context — Step 3)
I approached the rest of my colleagues and asked about him. I realized that everyone was feeling the same as I was. We decided not to take the matter to our manager until we had the opportunity to talk to him first. So we decided that at our next meeting we would raise these issues with him. I was chosen to initiate the discussion. At the meeting, I avoided personalizing the problem and I avoided using inflammatory language. I used a friendly and optimistic tone while explaining the repercussions that his behavior may have on the team. (This reflects what you did and how you did — Step 2) The results were better than we anticipated. He thanked me for the delicate manner in which I raised the issues and also thanked us all for talking to him first before escalating it further. After our meeting, his behavior changed drastically for the better. (This illustrates the outcomes — Step 4)