Competency-based interviews (in different places they are known as either behavioral interviews, situational interviews or even structured interviews) happen to be interviews designed specifically to determine the interviewee’s level of competence. The competence test is put into action when the selection panels finds it hard to arrive at a final decision on the basis of merit or would like to test specific skills. Like for instance, the interviewers would like to know what action each candidate would propose to take under a certain circumstance.
The difference between normal interview & competency …

Behavior based interviewing is a means of extracting information concerning behaviors, abilities, knowledge, skills, but above all the sharpness of a person in dealing with the different employment-related situations. Your past behavior is considered to be the benchmark for your future behavior, or in other words past performance predicts future performance.
The recruiter on the basis of your past hobbies, activities, family life or social work will come to a conclusion that how are you going to perform and behave under a particular situation. So instead trying to trying to figure …

GROUP INTERVIEW
A group interview is where many candidates are interviewed and/or observed by a small group of interviewers.
The reason behind holding a group interview is to evaluate how each one of the candidates communicates & interacts with the remaining candidates in that group, they are all assigned a single project and your most common responses, interaction manners and behavior is recorded & noted. Following tips would prove helpful.
One must pay attention on their own non-verbal cues and ensure that you neither back off from participating nor do you bluntly make …