WHERE DO YOU SEE

YOURSELF AFTER 5
YEARS ????
 HOW MANY TIMES YOU
HAVE CRINGED ON BEING
ASKED THIS QUESTION???
 Testing sincerity
EXECUTIVE ASST.MANAGER

GM
TRAINEE
 A lot of interview questions are based on the
person’s accomplishments and choices.
Answer to these questions demonstrate a
pattern on the basis of which one can evaluate
the applicant’s future aspirations.
 The trick is to observe how well the applicant’s
responses tie in with what one has done, and
how well one is able to logically break down
one’s career steps.
 Responses backed by a documented track
record are valued most.
 WHY?
 Past behavior is the most reasonable
predictor of future behavior.
 In the case of freshers, the recruiters try and
look back at the nature of the candidates’
college behavior – whether he/she has been
interactive and enterprising, has participated
in extra-curricular activities and worked in
teams for campus projects.
 JUDGING CHARACTER
 Since where you see yourself in the future is
based on your imagination, your answer could
divulge vital learnings about your thinking
pattern and how would you respond to any
given situation.
 Individual’s thinking
 Quality of reasoning
 Self awareness
 Your self evaluation
 MATCHING EXPECTATIONS
 It is crucial to understand how realistic a
candidate’s expectations are and whether there is
a match between the candidate’s goals and the
organization’s.
 Investigating a prospective candidate’s future
aspirations tells the recruiters in advance about
the candidate’s personal goals.
 There should be no strong dissonance between the
two.
 Attempt to co-relate the candidate’s aspirational
level with that of his/her potential.
 For an interview, make sure you are honest,
reasonably ambitious but not overtly
aggressive.
 Understand what your current role is going to
be and think about ways of adding value to
that.
 TYPES OF INTERVIEWS
 Interviews may be classified into 8 categories:-
 Employment interviews
 Orientation Interviews
 Counselling interviews
EOCPGCEI
 Performance appraisal Interviews
 Grievance Interviews
 Correctional Interviews
 Exit Interviews
 Exit Interviews
 Information gathering Interviews
 Employment Interview – Selecting new
employee for the organization or selecting
current employees for transfer within the
organization.
 Orientation employees – Familiarizing new
employees with the organization.
 Counselling Interviews – Helping employees
with career, personal or job related problems.
 Perf. Appraisal Interviews – Evaluating the
employee’s job performance.
 Grievance Interviews – Hearing and
responding to employee complaints.
 Correctional Interviews – Instructing
employees to change behaviour if the
employer considers it unsatisfactory.
 Exit interviews – Gathering information from
and providing help to the employee who is
leaving the organization.
 Information gathering interview – Collecting
work-related information from persons within
or outside the organization.