Is there a typical interview structure?Most meetings start with a short introductory chat about personal details. This is followed by questions that help the personnel officer to obtain more detailed information about the applicant, their expectations and career aims. These questions focus on education and job experience. The next part of the interview is about the position itself This informs the candidate about the company, its internal relationships and working environment.
Common questions include: Can you tell us something about yourself? What do you expect from a job in our company? Why do you think we should employ you? Why did you leave your last job? What did you do when you were unemployed? When can you start work? What are your salary expectations? Are you willing to work overtime?
The end of the interview can cover non-profes-sional questions or the applicant may be given the time to explain their motivation for the job and to show their skills and knowledge. It is important to behave confidently and show your interest in the job and the company. The question of pay is best left until employers raise it or tell you that they want to employ you.
When is a question out of bounds?Anti-discrimination law is covered in statutory regulations (e.g. labour code, employment law, etc.). Questions about political orientation, membership of a political party, religious affiliation, family situation and property, or partnership relations and marital status should not be asked.