Logic behind some interview questions

A lot of interview questions are based on the person’s accomplishments and choices. Answers to these questions demonstrate a pattern, on the basis of which one can evaluate the applicant’s future aspiration. 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. There are candidates who broke down their long-term goals into small logical steps which impress any interview panel.

Recruiters also pay a lot of attention to a candidate’s career record. Reponses backed by a documented track record are valued most. The response may be rehearsed, but the same can be easily validated against the candidate’s track record. Also, an employer’s own experience helps assess whether the candidate’s aspirations are realistic.

When a candidate is asked where he sees himself in the future the reply is based on imagination and his answer could divulge vital learning about his thinking pattern and response to any given situation. These factors could be crucial in evaluating a candidates’ potential.

The interview panel member may ask this question, the reason would be to understand the individual’s thinking and quality of reasoning, self-awareness, etc. For example, the person my not know the mechanism of the organization. Therefore, if he / she responds to the question in the context of the organization without asking exploratory question regarding career growth in that organization then the person is obviously shooting from the hip. On the other hand, if the person responds generically, then it is important to understand why the person considers that path and not other alternatives. This will give an idea of the person’s self-evaluation.

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 organizations’. Investigating a prospective candidate’s future aspirations tells in advance about the candidates personal goals. This helps the HR panel or Recruiters to match the candidates’ personal goals with those that we have set out for the role and the organization. If a strong dissonance between the two is found then it would definitely affect the selection process.

This question, though perhaps not the most significant actually attempts to correlate the candidate’s aspiration level with that of his / her potential. The belief here is that an employee is motivated when he / she see the role in question as a path toward a larger career goal.

Unless the candidate is able to logically break down his aspirations, it will be a lost cause. So, where you see yourself in the future must have a strong link with the current capacity being offered to you. Aspirations should be always linked with the role and what the applicant would like to do within a period of time.

Such candidates plan their long-term aspirations around mastering their current role, contributing in that role and then checking about the next level of contributions. Even titles can be misleading from organization to organization; hence an applicant’s desire to be a senior manager in five years may sometimes not make sense in the context of the organization one is interviewing.

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