An expert of the selection process is also able to obtain a great deal of information about people from non-verbal cues, by our way of presenting ourselves, and the manner in which we deal with our emotions. Honesty and self control are ideal and, together with a positive and understanding attitude, help us transform the interview into an opportunity for others to get to know us and broaden our network, regardless of what the outcome of the meeting may be.

During the meeting you will be asked to talk about your experience, education and training as well as your personality, the reason why you applied for a particular position and interests outside of work. Hiding one’s weaknesses is not useful while demonstrating that you are aware of them and able to manage them can transform them into strengths.

Naturally, you will be asked more technical questions, connected to the position for which you have applied and its corporate sector. Demonstrating that you are prepared helps furnish an idea of the contributions you could make if you were hired.

The second part of the interview is dedicated to your questions: this is the time to ask for further details regarding roles, duties, corporate values, any subsequent selection steps and timeframes.

Other selection methods are sometimes integrated into the individual interview such as:

• group dynamics which consist of a discussion in which 6-10 people participate in the presence of the interviewers whom, after explaining the rules, become silent observers. A written “case study” is read and analyzed individually for a brief period of time afterwhich the participants have half an hour to discuss it as a group and reach an agreement.

• behavioral tests which are used in selections for some specific roles and are integrating elements within the interview.