What Interviewers Are Trained To Look For

Talking about interviews, increasing number of Interviewers is trained to look at you using a behavioral, competency-based interview skill;

• They tend to focus on the key competencies for a particular position and core competencies for the organization
  
• They assess much closer to your personal characteristcs by listening to your stories and observe your response to competency-based interview questions

Johnson & Johnson reflects this tendency by going after core competencies model called Integrity and Credo-based Actions. According to Uneeda Brewer-Frazier, Director of Management Education and Development at the company, "we work hard to select people who treat other employees and cutomers with respect, don' t cut corners, and demonstrate integrity through their work and actions"

So the interview, after going through introductions and background questions, begins the main part of the interview.

Told to answer competency-based behavioral questions.

The interviewer is asked to look at three main parts of any answers to a behaviroal questions: Situation / Task, Action and Result (STAR)

• Situation, Task: What is the basic situation, task that you are giving answer to the question?
  
• Action: What action did you take to make your task better? What decision did you make to handle the task or resolve the problem? How would other stakeholders in that situation respond to you?
  
• Result: What was the result of the action? How did it benefit the organization or your department? What did you learn that will help you be even stronger? Did you make money? Did you save time?

To take a success, you need to work hard to succeed in a good competency-based interview