Professional Documents
Culture Documents
#6
COURSE:
INSTRUCTOR:
Communication Skills
Kamil Siddiqi
Interview Planning
Planning is of paramount importance to the job interview.
Reviewing Your Qualifications
The interviewer looks for a match between company and job applicant. Your goal is to show this
match during the interview, to demonstrate that the pieces of this job selection puzzle do fit
together. Trained interviewers are not interested in statements, such as I am a self starter,
unless you can give evidence of your initiative. Be prepared to show that you are: DEPENDABLE,
ADAPTABLE, MATURE, and so on.
Any activity in which you have been involved can provide the necessary evidence. For example,
playing basketball or any other team sport requires the ability to work with others.
Earning part or all of your college expenses shows initiative.
A clear and logical explanation of why you changed majors or transferred from one
school to another can indicate decision-making ability and, perhaps, adaptability.
Leadership skills can be shown through various activities, including: working as a
counselor in a summer camp; or training your replacement for a job you left.
Researching the Company
Recruiters point to the interviewees lack of knowledge about the company as a serious
shortcoming. Companies ANNUAL REPORTS are the best source of such knowledge. A candidate
equipped with the following information, has a brighter chance of picking the job than the
ignorant one:
Types of Interview
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Screening interview
Open-ended interview
Panel interview
Group interview
Stress interview
Office visit interview
Video-tape interview and
Computer interview
Screening interview sorts out potential candidates into groups to interview further, to reject, or to
hold for future decision. These interviews typically last about 30 minutes.
Open-ended interview follows no clear-cut pattern. Your answer to an initial question may
determine the next question.
Panel interview involves one interviewee and more than one interviewer. You might feel the
pressure of two or more interviewers questioning and observing you. But on the other hand, if the
company believes an interview with you is important enough to justify the time of two or more
recruiters, perhaps they are already impressed with you.
Group interview is the opposite of panel interview. In it, several interviewees are present with
one interviewer. You are likely to encounter a group interview in a social setting, such as a party
to which many candidates are invited, or a mass screening when there are a large number of
applicants for a few positions. Do try to impress your interviewer, but avoid direct comparison to
others in the room.
Stress interview is probably the most unpleasant of the eight categories. The interviewer places
you in a stressful situation and then carefully observes you. Today they are less frequent. For
high-level, high-stress executive jobs you are more likely to face stress interviews.
Office visit interview is not a single interview but a series of interviews that may incorporate
many of the other categories. A six- or seven-hour day, including lunch and coffee breaks with
company officials, is not unusual. Other activities, you may face, include psychological or ability
testing, building tours, discussion with potential peers or subordinates, and filling out of
application or travel reimbursement forms.
Videotape interview occurs in one or two ways. In some cases, the job applicant, on his own
initiative, may submit a videotape showing performance, describing personal characteristics,
explaining interest in the field and background strengths, and perhaps providing some personal
data. In other cases, companies ask applicants to respond to a series of questions while being
taped, either at the company or at a place of the applicants choosing. The videotape can reduce
recruiter time, allow replays, save travel expenses, and still transmit important applicant
characteristics, such as preparation, enthusiasm, and communication ability.
Computer interview requires the applicant to complete a survey of direct and indirect questions.
It allows development of a database and statistical analysis and minimizes costly face-to-face
interaction.
Most interviews are conducted by a PRACTITIONER or a PERSONNEL OFFICE SPECIALIST.
Flow of interview
A description of a typical screening interview will help you prepare for it. The interview may last
from 15 to 45 minutes, but 30 minutes is traditional. A typical 30-minute period might be broken
down as follows:
First 5 minutes:
Introduction, small talk, questions of low priority
Next 10 minutes: Focus on interviewees abilities and responses to interviewers questions.
Next 10 minutes: Responses by interviewer to interviewees questions
Last 5 minutes:
Closing comments, explanation of next steps