1. The purpose of an interview in the hiring process is to evaluate a candidate's suitability for a job by assessing their skills, experience, personality, and cultural fit with the organization. 2. Different types of interviews commonly used in recruitment include: - Structured interviews: where each candidate is asked the same set of predetermined questions. - Unstructured interviews: more informal and conversational. - Behavioral interviews: focusing on past experiences and how a candidate handled situations. - Technical interviews: assessing job-specific technical knowledge and skills. - Panel interviews: conducted by multiple interviewers simultaneously. 3. Preparation before an interview is important because it helps the candidate understand the company, clarify their own qualifications, anticipate questions, and reduce anxiety, which leads to a better performance. 4. The STAR technique stands for Situation, Task, Action, and Result. It is a method to structure responses to behavioral questions by describing: - Situation: the context within which you performed a task or faced a challenge. - Task: the actual challenge or responsibility you had. - Action: the steps you took to address the task. - Result: the outcome or what you achieved. 5. Common mistakes to avoid during an interview include: - Being unprepared or not researching the company. - Giving vague or off-topic answers. - Speaking negatively about previous employers. - Poor body language or lack of eye contact. - Not asking questions or showing interest.