Why Mock Interviews Fail?
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What are the key Stressful Experiences in a Job Interview? |
Why Mock Interviews Fail to Reduce Them? |
How Interview Simulator Builds the Crucial Interview Skills Quickly? |
1 |
When the candidate enters the interview room, he/she feels the isolation, and the “I am alone, and I am helpless” feeling. |
In a mock interview, he/she never gets that feeling of isolation. Imagine all the people (sometimes, including a cameraman!) present during a mock interview. |
The candidate can be alone in the room as the program is customized and automated. Candidate experiences the same “I am alone, I am helpless” feeling of real interviews. |
2 |
The (scary) sight of strange people, who speak a language of another (corporate) culture. |
In most mock interviews candidates face interviewers who are familiar to them. (sometimes, the trainer himself is the interviewer!). |
Professional interviewers, who are strangers to the candidate directly ask questions to the candidate. |
3 |
Unexpected mix of Technical and HR questions thrown at random. |
In most mock interviewers, Interviewers have knowledge/experience limitations to throw effective mix of Technical and HR questions. |
Unexpected and random mix of Technical and HR questions from a huge databank that no mock-interviewer can ask. |
4 |
Uncertainty about the duration of the Interview, number of questions etc. |
In most mock interviews, there is a ‘certainty’. The candidate is aware of the time allotted and the number of his/her friends wait in the line. |
Full of uncertainty about the duration and number of questions. The pressure builds up as the interview progresses. |
5 |
Failure to maintain eye-contact and a likeable facial expression, gestures, postures and stance. |
In mock-interviews, the recording is done from one side (not from the front). The candidate never gets a convincing feedback of how the interviewers see and judge him/her. |
Computer screen with WebCam is the interviewer. Each and every nuances of the candidate is captured for generating report, evaluation and review. |
Interview Training Programs Must Have the Following Features for Success!
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Must Have’s for Interview Training |
Espoir Smart Interview Simulator Series Programs/Products |
Ordinary Programs |
1 |
Must be an eye-opener for the candidates about their current level of interview skills. |
AI based Interview Simulator captures candidates’ responses to a realistic interview. |
No |
2 |
Must be customisable to candidate’s current level of skills, and future ambitions. |
Advanced customisation ensures targeted learning. |
No |
3 |
Must cultivate result orientation in verbal and body language. |
Realistic practice sessions - Every time a new practice session! |
Partially. |
4 |
Must build reflex and prepare candidate to handle rapid, random questions. |
Through Spoken English Simulator. Over 300 spoken English sessions of 10 questions each. |
No |
5 |
Must help fine-tune body-language and provide feedback on interview etiquette. |
Mirror-like body-language recording feature. Practice sessions and simulation. |
3 - 4 Min Mocking! |
6 |
Must build ability to handle complex, twisted HR questions. |
Through interactive sessions. HR questions, hidden meanings, sample answers. |
Partially. |
7 |
Must help fine-tune the domain knowledge from the job interviewing Angle. |
Over twenty specializations from Technology, Management , Engineering, Science etc. |
No |
8 |
Must build ability to have coherence of speech while expressing opinions and answering. |
Interview Simulator blends technical & HR questions as in a Real Interview. Capture, Review. |
No |