I would like to start this lecture by sharing with you a fact. And the fact is that hiring a candidate is basically a need. And no, it is not your need, but in fact, it is the need of the organization. And if you want to break it down further, it is the need of a department, a leader of a team, and then most importantly, the need of your potential line manager, they will only hire you not because you need a job, but in fact, they want to hire someone so, that their life becomes easier and they are able to achieve their targets and their objectives with your help. So, keeping this fact in mind, you will have to tailor your competencies, all your experiences and your academic background according to needs of the organization, the department, the team, and then most importantly, your line manager is human the fact that all hiring managers hire individuals based on their needs.

So, what you will have to do is that you will have to determine what are those needs, and for that the first reference point that you have is the job description. So you must go through the job description beforehand. So, you You know, what are the basic requirements of that job role? After that, during the interview, when an interviewer basically asked you a question and you give a proper structured answer, keep in mind every time you've answered successfully, it has given you a right to ask a follow up question. Remember, questions are a fantastic way to follow up on a great answer, because I mentioned earlier as well in my previous lecture, that your objective is to convert that job interview into a job conversation so that they start picturing you in it. And when you are having a conversation, you also have the right to ask questions, so ask questions at an appropriate time so that you can tweak your answers accordingly for the rest of the interview.

After this lecture, I will share with you an article which has a series of questions that you can ask once you have given a great answer and you can use them appropriately as and when required. Like I just mentioned that every interviewer that you will meet will have his or her own hidden agendas. If you made the initial shortlisted or the first aid person who will be interviewing you his or her process. Mainly agenda would be that they want to refer a candidate to the next level, who will make them look good. At the same time, if you talk about an HR interview, they will basically hire a person who is culturally fit socially acceptable, and will also get along with the rest of the employees in that organization. And then finally, and most importantly, your line manager, like I mentioned earlier, will only hire you if they feel that you will make their life easier and will help him or her achieve their overall targets as a department head or as a team lead.

In the end, I would like to tell you that keeping all these things in mind, please don't think that interviewers are doing you a favor. In fact, they are very selfish and they will only hire an individual who basically fulfills their hidden agenda. And in order to determine that you need to know beforehand, which level of interview you are appearing for. This is exactly why I mentioned in some of my earlier lectures, that you must try to find out beforehand whom you will be meeting and you can do that when you get your interview call. If you notice beforehand, you can change yourself according to everyone's agenda, and try to fulfill their objective when you meet them for the interview. Now moving forward in the next article, I will be sharing with you certain questions that you can use during the interview in order to determine what is the hidden agenda of the interviewer and also try to understand what is the basic needs of the organization, the department and your line manager