In common terms, job interviews can be categorized in to 3 main structures. There are structured interviews, non-structured interviews and semi-structured interviews. Most common of them and most suitable type for the job interview is semi-structured type. The common approach in here is to start off with general questions and build up the conversation to unique and more complex questions to arrive at the end.

Job interview questions: In early parts of a job interview, it’s very common that the candidate is asked open questions where the candidate has to identify about themselves. The purpose of the interviewer may be to envision the background of the candidate and get some understanding of his skill profile. This is where the participant is supposed to answer questions related to education and qualifications etc. The most popular example for this kind of question is Tell me about yourself . These job interview questions may seem very easy to answer and less significant but actually these questions give candidate the ideal opportunity to position him/her self in a favorable place. In here, the interviewer is not just asking about details of the candidate but he’s evaluating how suited the candidate is for the particular job. Therefore special concentration must be given from the candidate s side not to rush through his or her details but relate this information to the given job.

The final stage of job interview questions may tend to be unique for the candidate. Interviewer may ask questions about particular points he picked up from the profile of the candidate and questions that need little thinking from the candidate s side. This phase is notorious to contain questions that one does not feel up to answering. Most of them are hypothetical questions (What would you do if) where the candidate is forced to think in behavioral questions where candidate is asked to identify how he uses his experiences to tackle a given problem.

This is where the STAR approach comes in handy for any candidate. S fends for discovering the Position and setting the downplay of the trouble he faced in the past. T is for The Task; here the candidate may name the task he was allotted to. A fends for the Action, this may include a description about activities that were taken and the skills used to puzzle out the job. Finally R fends for Result, where candidate is expected to remark about the final outcome of his or hers work. For behavioral type of questions, the STAR method can be successfully hired to give powerful and mighty solutions for questions for job interview.