Job interviews can be in three types, categorized by the structure of job interview questions. 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: It is common to find a lot of open and common questions asked during the first quarter of an interview. The purpose of the interviewer may be to envision the background of the candidate and get some understanding of his skill profile. Candidate may be requested to answer job interview questions about his/her educational and professional background, experience etc. The most popular example for this kind of question is Tell me about yourself . Although such questions are quite simple and may even sound silly at times, it is the best time offered for the candidate to position himself in to the process. In here, the interviewer is not just asking about details of the candidate but he’s measuring 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 last bit of the interview is usually custom tailored for the candidates. Interviewer may ask questions about particular points he picked up from the profile of the candidate and questions that need little intelligent 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.

STAR approach for answering tough job interview questions is one of the recommended and useful methods. S fends for reporting the Situation and placing the background of the problem he faced in the past. T is for The Task; here the candidate may describe the task he was assigned to. A fends for the Action, this may let in a description about actions that were taken and the skills used to puzzle out the job. Finally R fends for Result, where candidate is asked to remark about the final outcome of his or hers work. For behavioral type of questions, the STAR method can be successfully practiced to give strong and muscular answers for job interviews questions.

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