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Job Interview OP 09
Job Interview OP 09
Job Interview OP 09
Job Interview OP 09
Job Interview OP 09
Job Interview OP 09
Job Interview OP 09
Job Interview OP 09
Job Interview OP 09
Job Interview OP 09
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Job Interview OP 09


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  • 1. The Interview Process Hillary Jenkins, Otago Polytechnic
  • 2.
  • 3. 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
  • 4. 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
  • 5. 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
  • 6. 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
  • 7. 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
  • 8. 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
  • 9. 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)
  • 10. Making the Appointment
    • Verification of qualifications, references
    • Formal job offer
    • Letter of appointment