Job Interview OP 09
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Transcript of Job Interview OP 09
The Interview Process
Hillary Jenkins, Otago Polytechnic
http://flickr.com/photos/desiitaly/2304874364/
Main Purposes
• Organization gains information and impressions about the applicant
• Applicant gains information and impressions about the organization
• Start of the process of selection (by both parties)
– Opportunity for applicant to also decide if this the place and these are the people they would choose to work with
Interview
• Structures– Questions prepared
– Interviewer knows how well applicant meets person profile
– Applicant has chance to ask about organization and job
• Unstructured– Interviewer provides
no guidance
– Applicant encouraged to do most of talking
– Focus on the person/job fit
Interview
• Panel Interview
– Conducted by two or more interviewers
– Should be representative of client group
– Same questions addressed to all applicants
– Panel members should all take notes and assess responses
– Notes are combined at conclusion
Common Criticism of Interviews
• Lack of preparation
– Interviewers who do not understand the requirements of the job to be filled
– Applicants have not carried out enough research
• Talkativeness
– Interviewers who talk to much and listen too little
• Stereotyping
– Set idea what candidate should look/be like
– Spend interview comparing with theoretical model
• Halo Effect
– Interviewers allow one aspect/characteristic to colour judgement
Interviews
• Inconsistency
– Interviewers need to apply same standards and same importance to attributes and characteristics, as they do to obvious qualifications
• Just like me
– Interviewers become aware of similar biographical data to their own and let it affect their judgement
• Negative information
– Not influenced by some negative aspect of application
• Cultural difference
– Different body language, ways to show respect, name conventions, language
Selection Decision
• Physical makeup
– Any defects of health or physique which may be of occupational importance
• Attainments
– How well has the applicant done educationally?
• General intelligence
– How much did they display
• Special aptitudes
– Has the applicant any? Figures, music, drawing
Selection Decision
• Interests
– Are they intellectual, practical/constructional, physically active, social, artistic, analytical?
• Disposition
– How acceptable does the applicant seek to be to other people?
• Do they influence others? Are they self-reliant
• Circumstances
– What are these? (Human Rights Act)
Making the Appointment
• Verification of qualifications, references
• Formal job offer
• Letter of appointment
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