Job Interview OP 09
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Job Interview OP 09

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Job Interview OP 09 Presentation Transcript

  • 1. The Interview Process Hillary Jenkins, Otago Polytechnic
  • 2. http://flickr.com/photos/desiitaly/2304874364/
  • 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
    http://flickr.com/photos/paulworthington/82648702/