Job Interview OP 09

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Job Interview OP 09

  1. 1. The Interview Process Hillary Jenkins, Otago Polytechnic
  2. 2. http://flickr.com/photos/desiitaly/2304874364/
  3. 3. Main Purposes <ul><li>Organization gains information and impressions about the applicant </li></ul><ul><li>Applicant gains information and impressions about the organization </li></ul><ul><li>Start of the process of selection (by both parties) </li></ul><ul><ul><li>Opportunity for applicant to also decide if this the place and these are the people they would choose to work with </li></ul></ul>
  4. 4. Interview <ul><li>Structures </li></ul><ul><ul><li>Questions prepared </li></ul></ul><ul><ul><li>Interviewer knows how well applicant meets person profile </li></ul></ul><ul><ul><li>Applicant has chance to ask about organization and job </li></ul></ul><ul><li>Unstructured </li></ul><ul><ul><li>Interviewer provides no guidance </li></ul></ul><ul><ul><li>Applicant encouraged to do most of talking </li></ul></ul><ul><ul><li>Focus on the person/job fit </li></ul></ul>
  5. 5. Interview <ul><li>Panel Interview </li></ul><ul><ul><li>Conducted by two or more interviewers </li></ul></ul><ul><ul><li>Should be representative of client group </li></ul></ul><ul><ul><li>Same questions addressed to all applicants </li></ul></ul><ul><ul><li>Panel members should all take notes and assess responses </li></ul></ul><ul><ul><li>Notes are combined at conclusion </li></ul></ul>
  6. 6. Common Criticism of Interviews <ul><li>Lack of preparation </li></ul><ul><ul><li>Interviewers who do not understand the requirements of the job to be filled </li></ul></ul><ul><ul><li>Applicants have not carried out enough research </li></ul></ul><ul><li>Talkativeness </li></ul><ul><ul><li>Interviewers who talk to much and listen too little </li></ul></ul><ul><li>Stereotyping </li></ul><ul><ul><li>Set idea what candidate should look/be like </li></ul></ul><ul><ul><li>Spend interview comparing with theoretical model </li></ul></ul><ul><li>Halo Effect </li></ul><ul><ul><li>Interviewers allow one aspect/characteristic to colour judgement </li></ul></ul>
  7. 7. Interviews <ul><li>Inconsistency </li></ul><ul><ul><li>Interviewers need to apply same standards and same importance to attributes and characteristics, as they do to obvious qualifications </li></ul></ul><ul><li>Just like me </li></ul><ul><ul><li>Interviewers become aware of similar biographical data to their own and let it affect their judgement </li></ul></ul><ul><li>Negative information </li></ul><ul><ul><li>Not influenced by some negative aspect of application </li></ul></ul><ul><li>Cultural difference </li></ul><ul><ul><li>Different body language, ways to show respect, name conventions, language </li></ul></ul>
  8. 8. Selection Decision <ul><li>Physical makeup </li></ul><ul><ul><li>Any defects of health or physique which may be of occupational importance </li></ul></ul><ul><li>Attainments </li></ul><ul><ul><li>How well has the applicant done educationally? </li></ul></ul><ul><li>General intelligence </li></ul><ul><ul><li>How much did they display </li></ul></ul><ul><li>Special aptitudes </li></ul><ul><ul><li>Has the applicant any? Figures, music, drawing </li></ul></ul>
  9. 9. Selection Decision <ul><li>Interests </li></ul><ul><ul><li>Are they intellectual, practical/constructional, physically active, social, artistic, analytical? </li></ul></ul><ul><li>Disposition </li></ul><ul><ul><li>How acceptable does the applicant seek to be to other people? </li></ul></ul><ul><ul><ul><li>Do they influence others? Are they self-reliant </li></ul></ul></ul><ul><li>Circumstances </li></ul><ul><ul><li>What are these? (Human Rights Act) </li></ul></ul>
  10. 10. Making the Appointment <ul><li>Verification of qualifications, references </li></ul><ul><li>Formal job offer </li></ul><ul><li>Letter of appointment </li></ul>http://flickr.com/photos/paulworthington/82648702/

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