STRESS INTERVIEW Date: 17/02/2012

Pauses for a long time after listening to candidates response. Challenges candidate by disagreeing with candidates answers. Ridicules candidates background. Asking the same question several times, pretending not to understand answer. Being deliberately late and then keeps looking at his or her watch. Pretends to fall asleep. Ask uncomfortable questions such as Why you get such low marks in graduation or Why you were fired from your previous job to put candidate under pressure. Convey your aggressive behavior through your body language, facial expressions, or behavior and you will make candidate realize that candidate is responsible for it. Asking candidate a question whose answer candidate is not generally expected to know. Reading the paper when the candidate comes into the room. Asking a tough question right away, without even introducing himself. Acting hostile toward candidates Appearing uninterested Purposely refraining from eye contact with candidates Constantly interrupting candidates Refusing to listen closely Excessive note taking Arguing with candidates Pausing for extended periods of time following responses Asking uncomfortable questions Asking similar questions Purposely delaying interviews Asking candidates whether they have anything to add following responses

Other Questions; 1. Tell me about yourself. 2. What do you know about our organization? 3. Why do you want to work for us? 4. What can you do for us that someone else can't? 5. What do you find most attractive about this position? What seems least attractive about it? 6. Why should we hire you? 7. What do you look for in a job? 8. Please give me your definition of [the position for which you are being interviewed]. 9. How long would it take you to make a meaningful contribution to our firm? 10. How long would you stay with us? 11. Your resume suggests that you may be over-qualified or too experienced for this position. What's Your opinion? 12. What is your management style? 13. Are you a good manager? Can you give me some examples? Do you feel that you have top managerial potential? 14. What do you look for when You hire people?

15. Have you ever had to fire people? What were the reasons, and how did you handle the situation? 16. What do you think is the most difficult thing about being a manager or executive? 17. What important trends do you see in our industry? 18. Why are you leaving (did you leave) your present (last) job? 19. How do you feel about leaving all your benefits to find a new job? 20. In your current (last) position, what features do (did) you like the most? The least? 21. What do you think of your boss? 22. Why aren't you earning more at your age? 23. What do you feel this position should pay? 24. What are your long-range goals? 25. How successful do you you've been so far?

Helps in comparing the different banks role with respect to find out the effectiveness of MDP Reach managers to gather information and analyze the MDP that helps in developing communication skills and behavior

http://smallbusiness.chron.com/reactive-vs-proactive-human-resource-management-18595.html http://www.ehow.com/facts_5880200_proactive-vs_-reactive-management.html (Reactive HRM)