Interviewing a ScrumMaster is pretty much similar to interviewing any other employee but there are certain attributes which must not be neglected. They are :

• ·         Responsible: Its Scrummaster’s responsibility to bring the best out of each team member.
• ·         Humble: ScrumMaster must work with “we” ideology rather than “I”
• ·         Collaborative: SrumMaster must ensure a collaborative environment where anybody can raise questions.
• ·         Committed: ScumMaster must be committed to success of the project
• ·         Influential: ScrumMaster leads the team without direct authority, so they must be influential.
• ·         Knowledgeable: having the knowledge of the domain or the project is a big plus

To know more, read the article by Mike Cohn (founder of Mountain Goat Software), at: https://www.mountaingoatsoftware.com/blog/advice-for-interviewing-scrummasters

The technology and innovation have a combined effect on the culture and working environment. The job search varies from one to the other. The winning moments are the resume and the interview skills. The resume itself carries a lot of data with precision. The business market have a lot of circulation of different convincing resumes but still one need to be unique and specified in getting a job for it. The keywords and the skills for wrapping up a resume in a right way is the quality of the candidate. The final show is the interview when you have the allotted time to perform and praise the panel of interviewers. The queen of candidates itself appearing for the interview itself means they are more or less eligible and deserved to be in the company. The ideal candidate is defines as the one who act with the presence of mind with some patience and determination. The mock interviews and finally the quality of performance will differentiate you from others and lead to the pathway for a perfect job. Read more at-http://www.business2community.com/human-resources/cant-find-a-job-do-you-know-why-01289229

The most important way to select in the interviews was behavioral interviews, but with the trend of online coaching classes, it has been a problem to recruit in present days. The interviewers on the basis of the past records used to evaluate and analyze the candidate and also looked for the future prospects from their basic insights. But now with the help of teaching sessions on the interview skills, the candidates know what and how to speak and what to say and what not to. So, it has been a problem for the interviewers to get the right people of the lot. The interviewers for a proper behavioral interview should dig into the details of a candidate so that they get to know the life and experience of the candidates. The interviewers shouldn't ask questions which relate binary outcomes in yes or no but should go for the detailed discussions which include lengthy discussions. There is also an option of judging on the basis of the analytical skills, critical questions and problem solving abilities. The tradition of conducting is not an obsolete technique as a proper way of conducting it gives us a fruitful result.

Read more at:

 http://www.business2community.com/human-resources/behavioral-interviewing-still-effective-01283139