Tips For Passing Interview

Tips for Interview 

The 4 P's of a Successful Interview

You've got the interview! Now you may be worried about how to make the positive impression that will get you the job. Using the 4 P’s will increase your chances for a successful interview.

Prepare

	Know yourself
	You increase your confidence when you know what you can contribute to the organization and what you want from the job. You also demonstrate to the interviewer that you are purposeful and reflective—qualities employers want employees to have. Identify your assets and qualities by making a list of your

		skills and competencies
		knowledge
		values and needs
		beliefs
		interests
		personal characteristics.

	Know the organization and the job
	Learn all you can about the organization and the position you're interviewing for. Knowing this information shows you're motivated and keenly interested in the company. The following suggestions will help you get started:

Study the organization’s website. You'll get a feeling for how it operates and how it views its employees. Check out

		the latest annual report
		recent news releases
		the vision statement and goals

If you can’t find the information online, call or visit the organization and ask for the latest brochures, annual report and other publications.

Be sure you know what the position requires:

		Review the job posting.
		Ask the human resources department for a job description.
		Find out more about the job from an employee in the company.
		Talk to someone in your network who does similar work.

	Know your accomplishments
	Interviewers want to know about your track record for achieving results—they often use your past performance to predict your future success. Keep this in mind during your interview and take opportunities to demonstrate your accomplishments. Here are some tips to help you prepare:

		Create a master list of accomplishments from your work, leisure and volunteer activities, and include the results you achieved.
		Review your accomplishments. Which are related to the requirements of this position?
		Write down questions the interviewer might ask. Put yourself in the interviewer's shoes and think about what you would want to know about a potential candidate.
		Describe situations that illustrate your accomplishments using the Situation, Task, Action, Result and Skills (STARS) technique.

Practice

	The interviewer wants to know how your skills, knowledge and experience match the needs of the position—and also how well you communicate. Practicing what you're going to say and how you’re going to say it will help you communicate clearly and confidently.
	It's best not to memorize questions and answers. Instead, develop key points that you want the interviewer to know about you, based on your preparation. You can practice using these key points to respond to a variety of questions.
	It's also important for you to ask relevant questions during the interview. Make a list of three things you want to know about the position or the organization and practice asking questions about them. Make sure you couldn't be expected to know the answers to these questions from your research. It’s a good idea not to ask questions about salary, vacation or other benefits until after you receive a job offer.
	You’ll make the most of your practice time if you record your sessions so you can see and hear how you perform. It’s also a good idea to role-play the interview with a friend.

Participate

How you present yourself in the interview—your appearance, your attitude, your body language—is vitally important. You don’t get a second chance to create a first impression! These suggestions will help you show your enthusiasm and motivation in the interview:

		Smile and extend your hand to shake hands with the interviewer when you meet.
		Sit straight with your feet flat on the floor, leaning slightly forward to show interest.
		Make eye contact—interviewers will expect you to look them in the eye with confidence.
		Watch the interviewer's body language and expressions for feedback on how you're doing.
		Listen closely to the questions so you can answer them accurately.
		Be direct. Don't ramble or go off topic.
		Take time to think before you respond.
		Give all your attention to the interview and the interviewer—this tells the employer you are focused on your commitments.

Be positive

	Most people feel anxious about a job interview. You can choose to be positive and confident, even if you’re nervous. Pretending to feel confident, even when you actually don’t, will have a positive effect on both you and the interviewer.
	You may be able to decrease your anxiety by realizing that an interview is a meeting between two equally important parties with the goal of sharing information. The employer wants to find out if you can do the job and if you will fit into the organization. You want to find out if you should contribute your skills and knowledge to the organization, if you can learn and grow in this position, and if you will be respected and compensated for your contribution.
	After the interview, be sure to follow-up with a thank you note that emphasizes two or three reasons why you’re the ideal candidate for the position.
	Using the 4 P’s will help you present yourself confidently and professionally in your next job interview. Each interview that’s a positive experience moves you closer to the interview that lands you a job. Why There Is A Need  for Re-visiting  Promotion Process ? Bank has misinterpreted court proceeding, out of court settlement and filing of compromise paper and once again initiated the disputed promotionprocess which has been frequently stayed and frequently stay vacated.   After all why bank is so much in hurry to conduct promotion process which has disputed conditions applicable for various scale officers differently and which are discriminatory.  A petition was filed in Chennai High Court by an aggrieved officer through his union leaders (not majority union) challenging various conditions imposed in promotion policy framed under dictates of Ministry of Finance.    When bank management found trapped in its own corrupt game, it called flatterer leaders of majority trade union of officers and also leader associated with above court case and persuaded and forced them applying their managerial tactics to arrive at an compromise settlement to dilute the effect and repercussion of aforesaid court case. Accordingly a petition for out of court settlement was drafted and signed by petitioner and defendant and filed in Chennai court to abort the court proceedings which is as good as miscarriage of justice before its delivery.  http://www.allbankingsolutions.com/Articles/Articles-DJ-revisit-promotion-process.htm My Opinion For last two decades management of banks have been  proudly speaking that they have robust merit oriented promotion processes and they recruit capable and talented persons from campus after thorough scrutiny to keep banks working efficiently , sincerely , honestly and finally keep banks safe. Two decades ago there was seniority based promotion and banks used to recruit persons at their own as per need in scale I and scale. I only.  Then Government in the name of freedom and reformation gave full freedom to bank management on the isuue of manpower.They during last two decades banks recruited officer directly in higher scale II or scale III to make the bank services attractive . They built robust training system . And so on ----- They have effective Human Resource Development department and planning department to care of their staff and that of their bank assets .Bank management always says that their work force is full of excellent officers, extraordinary officers and talented officers all getting 9 out of 10 marks in annual appraisal.                And so on------------------- Despite all banks are more or less sick of bad assets and facing capital erosion year after year. Cases of fraud are increasing year after year. Cases of restructure are increasing quarter after quarter .Customers of public sector banks are shifting their accounts from public sector banks to private banks despite higher service charges.Investor prefer investing in shares of  private banks to share of state run banks. PE ratio of government banks is around 4 whereas that of private banks is more than four times .Profitability of private banks is much higher and ratio of gross Non performing assets is much less in private banks compared to that in government banks. Why?   Can bank management continue to save their image only by hiding bad assets and by making lesser provisions or by not giving handsome wage hike to their staff or by forcing staff to work late hours and on Sundays and holidays only? Neither bank management is ready to accept the faulty execution of good policies on HR nor government (birds of same feather ) have time and willingness to stop bank management perpetuating their ill-motivated management.  Why bank borrowers are resourceful and top ranked officers are wealthy but the junior level bank staff or common men who parked their hard money in banks are only suffering ?  How long this bad management will continue and how long government will provide capital infusion? With reference to new terms of promotion policy for bankers dictated by Ministry of Finance I would like to place my views for consideration of bank employees, for union leaders who are supposed to protect the interest of bank employees and for top executives of bank management who have been directed by MOF to frame new policy of promotion for officers.    I would like to say that until there is system of Interview in promotion processes there is no guarantee that whimsical rejection or arbitrary promotions will not take place in Government Banks. Interview is the root of all maladies in all banks and in all government departments. Members of Interview panel more often than not apply their whims to select or reject a candidate ignoring completely the quality and quantity of work done by any particular officer. Various powerful officials are used by candidates as source called as Godfather to win the hearts of members of Interview panel and this give rise to flattery and bribery. As such I feel the system of Interview must be abolished completely.   I feel there is no benefit in conducting group discussion for promotion of any officer in any scale and neither is there any need for having a separate Merit Channel which gives scope of manipulation. During five to thirty years of service, top executive of banks get hundreds of opportunities like meeting, branch visit, correspondence, audit reports which give ample opportunity to judge the quality of an officer who is candidate for elevation.  If the higher executives are not able and do not possess enough capability to assess and ascertain the level of proficiency, efficiency, communication skill, , behavior with customers, work performance, style of working, relationship, innovative and creativeness , level of initiative, loyalty to bank, level of corruption, honesty and integrity  etc of an officer in span of five to thirty years , how can interview panel members judge all these in a minute or two of time available in Interview with candidate eligible for promotion?    Interview in my view is undoubtedly a tool given to management to reject good officers and whimsically select bad officers for higher assignment on some plea or the other. Same logic applies for all organization and government offices. This is why most of officers promoted to executive cadres are subsequently found to be guilty of various malpractices and later given non-sensitive assignment. It is different that such evil worker or officers get patronage and protection from his mentors sitting at top echelons and due to which they are never punished but always promoted to higher level. Read Below a Story of How does Interview Take Place Marks In APAR And Interview Depends Not On How You Perform BUT How Your Assessors Perceive You *Ashok, a fresh computer graduate from a world-class University, goes for an interview in a software company.** **The interviewer is Sunder, a grubby old man. And the first question he asks Ashok is, `Are you good at logic?'** **`Of course,' replies Ashok.** **`Let me test you,' replies Sunder. `Two men come down a chimney. One comes with a clean face and the other comes out with a dirty face. Which one would wash his face?'** **Ashok stares at Sunder. `Is that a test in Logic?' Sunder nods.** **`The one with the dirty face washes his face', Ashok answers wearily.** **`Wrong. The one with the clean face washes his face. Examine the simple logic. The one with the dirty face looks at the one with the clean face and thinks his face is clean. The one with the clean face looks at the one with the dirty face and thinks his face is dirty. So, the one with the clean face washes his face.'** **`Hmm. I never thought of that," says Ashok. `Give me another test.'** **Sunder holds up two fingers, `Two men come down a chimney. One comes out with a clean face and the other comes out with a dirty face. Which one washes his face?'** **`We have already established that. The one with the clean face washes his face.'** **`Wrong. Each one washes one's face. Examine the simple logic. The one with the dirty face looks at the one with the clean face and thinks his face is clean. The one with the clean face looks at the one with the dirty face and thinks his face is dirty. So, the one with the clean face washes his face. When the one with the dirty face sees the one with the clean face washing his face, he also washes his face. So each one washes one's face.'** **`I didn't think of that!' says Ashok. `It's shocking to me that I could make an error in logic. Test me again!'** **Sunder holds up two fingers, `Two men come down a chimney. One comes out with a clean face and the other comes out with a dirty face. Which one washes his face?'** **`Each one washes his face.'** **`Wrong. Neither one washes his face. Examine the simple logic. The one with the dirty face looks at the one with the clean face and thinks his face is clean. The one with the clean face looks at the one with the dirty face and thinks his face is dirty. But when the one with clean face sees that the one with the dirty face doesn't wash his face, he also doesn't wash his face. So neither one washes his face.'** _**Ashok is desperate. `I am qualified for this job. Please give me one more test!'** **He groans when Sunder lifts his two fingers, `Two men come down a chimney. One comes out with a clean face and the other comes out with a dirty face. Which one washes his face?'** **`Neither one washes his face', Ashok replies, `I have learnt this logic.'** **`Wrong, again. Do you now see, Ashok, why programming knowledge is insufficient for this job? Tell me, how is it possible for two men to come down the same chimney, and for one to come out with a clean face and the other with a dirty face? Don't you see the flaw in the premise?'"*** http://dkjain4970901092007.blogspot.in/2012/07/marks-in-apar-and-interview-depends-not.html Three decades officers are unfit for the post of scale IV but a person may be directly recruited from campus to please ministers and big bosses. It is beyond anyone’s comprehension why banks pretend to face crisis of officers in junior cadre for promotion to higher cadre and why do they prefer selecting fresher for higher scale ignoring experienced officers available within the bank. Officers with decades of experience are found unfit but person without any banking idea is found suitable for higher scales. Some of CMDs of bank plead that since sufficient numbers of officers are not available in junior management for promotion they opt for recruitment from campus. Read full article by clicking on following link http://dkjain4970901092007.blogspot.in/2012/05/story-of-promotion-process.html http://dkjain4970901092007.blogspot.in/ http://dkjain4970901092007.blogspot.in/2012/09/interview-taken-for-promotion-of.html Defective Appraisal System Is Root Cause of Weak Administrative System How to fix the 5 problems that ail Indian bureaucracy-Economic times  http://importantbankingnews.blogspot.in/2013/05/defective-appraisal-system-is-root.html