A nervous interviewee? a squint-eyed and probing interviewer with several in-between to be met? a hard negotiating HR department? and a prolonged process of offer and acceptance. All this finally ending in an even more nervous employee who is always hoping he/she is performing well and an even more squint-eyed employer who always seems to have the upper hand.

Welcome to the story of many a well behaved, timid and job-security seeking Indian, who have often made career choices based on who wants us and not necessarily what we want. Sounds somewhat like the old style of man deciding on the marriage and the girl hoping she gets selected.

The opening up of several new opportunities, juxtaposed with severe job uncertainties and job losses, will perhaps create further insecurities amongst the already rattled ones. Sure, employers have the right to choose the best talent but employees must now make their choices even more cautiously to find the best employer? offering careers, not short-term jobs.

Many a job loss in this time of crisis has been the result of over-priced over-hiring creating false aspirations and false individual valuation. This, in turn, resulting in wrong jobs with the wrong bosses. Albeit stuck in the web of high pay packets? until given the boot.

Rather than a best employee or a best employer, the best fit is the way to ensure long-term partnership with the organisation. It is important to become more discerning and cautious about which employer you work ?with? than which employer you work ?for?. Of course, aberrations ? la Satyam could create panic job seekers, but an in-depth study of the organisation and its leadership cannot be overlooked even at such times.

But while there is enough training provided on how to interview for employers and how to shine at interviews, there is not much said or done about cross interviews? A fine start to a lose-lose situation with frequent attrition for employers and frequent job changes for employees.

India is still primarily an employer?s market; I often come across many young talent that undersell themselves or land in jobs that seem exciting in the beginning but fail to deliver to their expectations. An interview must provide the right answers for both parties. A truly confident, committed and visionary organisation is always delighted to meet a confident, committed and fresh thinking mind. Think about it, the word ?interview? really is meant to be ?understanding each other?. There is more to evaluating an organisation than by how much more it pays.

It?s time for a 360-degree interview approach

To all those who are seeking the best but rely only on hearsay to make their choices, here are some tips on what a 360-degree interview could mean:

1) Do your homework before the interview (study the category and its potential). Study the company history and present. Study the people running it. Study the key talent. Study their background and their contribution to the industry and to the agency.

Study the company?s ratings in the last 5 years. Talk to some people from the industry (not just your friends).

2) Probe? probe? probe. The organisation?s future plans, the areas of expansion, the investment plans to support the same, the reasons for its past performance or non-performance. Seek specific answers and not just a rosy blah blah picture. It is very important to get a good understanding of the company?s short- and long-term strategies. A company with a vision can align the company and personal goals for a mutually rewarding partnership. Any vague or clich?d vision statements often reflect lack of one.

3) Understand the kind of leadership style the management has. There are different styles and not all would suit everyone. Do they have a vision? How focused are they? Are they hands-on or follow a style of guidance. What will be your reporting structure? The roles of each within the dotted line reporting.

4) The organisation structure?where do they see you fit in. Who would you report to. And what would your team strength be. Ask to meet some key people you would be regularly working with. Ask them their experience of the company and their role.

An interesting question a candidate recently asked me was: ?What are the two or three key objectives you are hiring me for?? Quite a change from the employer often asking: ?Why should we hire you.? Of course, be prepared for this. It?s very important for a company to know what you can bring to the table that?s different and exciting. Request a chat with your direct reporting bosses. Else you could end up in a situation where you are shown the handsome brother but marry the gorilla!

5) Ask for your KRAs (Key Result Areas). Understand how and on what specific KRAs would you be evaluated at the end of the year. Demand a mid-year appraisal in your contract. KRAs must be provided before you agree to join the organisation. Many a company today are hungry and greedy for talent but with little thought on how this talent will be nurtured and used. Seek very specific and measurable KRAs that are stretch but achievable.

6) If you are looking at a mid- to senior-level position, look at the overall company KRAs (employee KRAs are drill downs from here). Analyse if these are achievable. Get an understanding of the business stability. What is the mix and age profile of accounts the agency has? resources committed and resources to be committed.

7) Get a good understanding of the performance pay and increment policies of the company. When are the appraisals done? your first eligibility? what was the average and the highest paid in the previous 2-3 years.

8) Ask for the knowledge/learning programmes that you would be put through. Good talent loving companies would be serious about nurturing their talent. And talent training programmes are drawn up at the beginning of the year. A look at the plan would assure you that it won?t just be work, work and more work.

9) It?s very important, analyse the client satisfaction rating for the top-5 accounts.

10) A reference check would provide the insights needed to understand the culture the company operates in. Does it match with your?s or is it the one that you wish to experience anyway. Client reference and employee reference would be helpful here.

11) Analyse if the company is future ready or resting on past laurels. Evaluate the achievements in the new growth areas. What part of the revenue comes from old business models and what part from the new.

So many questions and more!! But understand that this will make the employer consider you more seriously knowing you are in it for the long term and not one to ever just scratch the surface. It speaks of how you will conduct the business when you are part of the organisation?as your own.

Phew!!! Now that may be a little too much to deal with at interviews. But the traditional interview style is for traditional job hunters. So, if you are looking for a career, just go for it. If nothing, it will at least make the interview process more exciting and definitely more fun for the otherwise bored interviewer and the normally nervous interviewee!

Panic times need more planning and risk minimisation. It may be very hard to let go of that first job that comes your way. But ask yourself just once? is the gorilla lurking somewhere around?

The author is CEO, Product of the Year. She has 23 years of experience in advertising, and has worked in West Asia, Levant, UK, Europe and Asian markets.