Interpreting Interviews - The varied aspects & challenges

The interpretation of a interview by the interviewer would be the most crucial stage in order to decide the performance & the selection of a candidate wherein the candidate is left with little options to prove of his or her worth for the job & wherein everything matters. Let's discuss.

Anyone who are witnessing of this would also have been to the other similar references wherein the articles would have been dominated by the facts sheet of the importance of the interviews during the selection process along with different other aspects & scenarios which needs to be taken care of. Although this article has got its emphasis on the same platform but what is important are that the instances being referenced to the direct experiences of the author marked as "case studies" which will help & assist in accumulating information with a reasonable mindset most desirable for interpreting the same on the most optimum ways & this may lead to big winning as well.

We have been to many discussions on this important topic on the varied platforms and in accordance to this we must be having some calculated idea & understanding of about what it is & how far that this would be responsible for a career growth of any candidate & so not going into the basics of it but instead feel good to have as many case studies as possible from the real life instances so as to get some more in-depth analysis of this process.

While the candidate has opted for a post & applied with his resume but the shortlisting would only be possible if the candidate meets the minimum desired criteria at the employer's end. This could be in context to either of yours degrees / qualifications or with the past experiences in the different companies which you have worked for. It's important to note that for different job profiles, the requirement of applicants would be different & so the most suited in terms of desired features would be selected for initial screening of the candidates. Salary negotiations would be the last chapter during this selection process.

In the below section, we are adding-up with some real time scenarios with an understanding to clear few of the suspicions of this process.

Case Study 1

The biggest constraints is the confidence of the candidate during fact check phase with the interviewer. It is possible that the candidate may get lost while responding with the lengthy answers.

The first question being asked could be anything, but in a majority of cases, the queries are raised in context to the general introduction of a candidate. It is quite possible that the candidate may well be aware of the minute details of the education & the companies he worked for but may not feel comfortable with the long answers at once & therefore the candidate may initially be left with the mentality of a confused stage unable to remember the things & got entangled with the blurt images. (This usually features of a not so confident candidate.) This general introduction consists of providing information about his background including education, jobs, family background, hobbies & reason for looking for change. Although the definition of this differs in different interviews & may be possible that the interviewer only intends to know each of the aspects separately but more or less the general introduction must be consisting of the aspects focusing on the profile which the candidate has been called for or requested of.

For instance, if the profile is based on Order-to-cash management then the candidate must not get going according to his preferences but instead speak on what he has been asked for with having well focused on the subjects and experiences which matters to the current profile too. If the candidate replies with anything that creates value addition during answering then this will lead on with a good edge over the other applicants and the selection possibility would be bigger. Anything unrelated & irrelevant inclusions will not lead to the good impression onto the interviewer & so avoid doing this.

In another instance, if you have gone for a Sales profile & you continued with your knowledge of & emphasizing on experience of yours in the areas of material management then for sure wouldn't lead to any fruitful ending but if the candidate is able to associate this to the Sales profile then this would prove for the additional quality of yours. So depending on your understanding & tackling with the situation, it is advisable to be remained more focused & attached to the objective of the profile.

Case Study 2

The interview in an assessment of etiquette as well. No matter what you are & what you do, you are always required to be down to earth & at the same time expected of to follow the procedures & instructions as being the case with the others.

For example, you need to take the permissions from the interviewer before you make your entry into the room & wait for the move on behalf of the interviewer to offer you a seat. Going ahead, the candidate is expected to wait for the interviewer for the queries on his part but the candidate can object wherever he or she finds objectionable & can go ahead with the discourses. There is no harm in it till it is justified on both sides & well presented. This discourse continues till the end of the interview.

Case Study 3

Don't try to dump the interviewer but instead be truthful or at least be diplomatic.

May it be the case that the candidates may get asked of the queries which are not meant for the existing profile but often this being used during the selection process so as to judge the versatility of the candidates in the other areas as well. Remember that this also provide a good basis in getting your behavioral aspects too. However it remains good to be a good learner & therefore go for diplomatic answers instead of trying to befool or the dump the interviewer.

Case Study 4

Don't be impatient & try to be a good observer.

Take an instance wherein you have been called for a telephonic round with a set of questionnaires. When it is cleared, you have been invited for a face-to-face round but again you are offered to respond with the same questionnaires. If you have invited for a third round than this means that you are up to their expectations but what if during another round you are asked to respond for the same set of queries as well but in a different way. You possibly may get irritated or you even may lead to lose your control. This small mistake or uncontrolled behavior will come-up with a big "0" for you & your whole effort will end up leading you to nowhere.

The interviewer can even go on getting angry on the candidate but it's upon the candidates to decide on how to deal with such situations & unexpected moves by the interviewer. We need to learn that that these are the strategies by the consultancies or from the company's HR in order to observe the intellect & the overall personality of a candidate. In the above case, if you lose your patience because of the repeatedly same queries than this creates your image of a short tempered person & so the decision of the interviewer not in favor of you.


Tackling the interviewer remains the most challenging task for any of the candidates & this is to be understood that no excuses are allowed but instead how far the candidate has been able to influence the interviewer in a more positive way.

The interviewer doesn't have to go along with the candidate but it's the candidate who needs to arrange himself or herself to according to the interviewer wherein the candidate can be interrupted "N" numbers of times with a simple objective of doing provocations by the interviewer & in case that they win than you have lost the ground.

The interview can be classified as an observation of the overall personality but a single objection may leave us in no-man's land & so if you are looking straightly into the eyes of the interviewer than this shows that you are confident of your knowledge & experience which is obviously a good sign but any unnecessary involvement into debates will shows you as a wastage.

Depending upon the type of interview, the questions could be even more versatile & the candidate will also be competing with others for a similar profile before he came out as a winner. The final selection doesn't only dependent upon your knowledge & expertise of your subject but the behavioral side & the salary negotiation also plays an important role here & so if the company is not paying that much CTC for the current profile then the company will be opting for someone else.

Please be aware that even a small mistake will cost you a big opportunity & therefore work more the practical judgment and go through the interviews as much as possible so as to get a better idea about the expectations of the different interviewers, which is not easy.


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