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InterviLeabharlann wer Goals and Expectations
The interviewer expects that an applicant who is invited to an interview will be at his best – both in appearance and behavior. You will have conducted basic research on the company and will be able to both answer and ask questions that relate to your skills and goals as they relate to the job under consideration. The interviewer has certain goals she must achieve through the interview process. She will control many of the variables6 affecting the interview situation in order to achieve those goals. First, the interviewer looks for indicators7 of the applicant’s expertise8 and competence9 – your skills, knowledge, and abilities as they relate to the job. Since your education and past work experience are factors that would have been apparent on your resume, you have met the basic requirements for consideration for the position or you wouldn’t have bee n invited to the interview. But now the
Part One Business Communication
Unit 1 Job Interviews
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No Job Interview, No Job Offer
nterviews don’t just count1 – they count the most. Take yourself back a few weeks. Maybe you wrote a terrific resume and cover letter2, networked with the right people, got yourself invited to the interview through sheer persistence, or just had a stroke of good luck. Whatever methods you used, congratulations; you are a “winner” at this stage of the job search. You’ve become successful at what others only dream of achieving – grabbing the interest and attention of employers who decide it’s now time to see you in person. They need to further evaluate your qualifications to determine if you will fit into their organization. But it’s now a whole new ball game. While writing resumes, following job leads 3, and contacting employers are very important job search activities, the job interview is what really counts. Indeed, the job interview is the prerequisite4 to getting the job. No job interview, no job offer. No job offer, no job. You simply must perform well in the job interview if you are to land the job. The skills you used in writing, distributing, and following up 5 your resumes and letters, researching companies, and networking helped get you an invitation to meet hiring officials in person. You now have a personal invitation – the door is open for you to meet those who have the power to hire. Now you must demonstrate another set of important skills once inside that door – your ability to conduct an effective interview. This means knowing how to best handle the interview situation and the interview process. It involves everything from greeting the hiring official, engaging in small talk, both answering and asking questions, and following up the interview within 48 hours.
employer wants specifics that go beyond the degrees earned, jobs held, and duties performed – specifics10 that indicate what you can do for the employer in her organization. Second, the interviewer is interested in indicators of the applicant’s motivation11. Expertise is an important consideration, but your drive and energy may be what set you apart from others and give you an edge12 in the hiring process. The employer wants to know about your development potential. Are you motivated to learn new skills and do new things? Third, your interpersonal skills also are of concern. Someone who can do the job, but doesn’t fit into the work setting13, isn’t a valuable employee. Your ability to get along with co-workers is not always easy to discern14, but something the interviewer will be trying to assess. How well do you take supervision15 ? Are you able to follow orders from those in positions to direct you? And if you are hired in a track that may lead to your becoming a supervisor, your leadership skills will also be important. Fourth, the applicant’s decision-making and problem-solving abilities will be important for many positions. How well are you able to deal with an out-of-the-ordinary situation you may encounter on the job? Will you be able to distinguish between those situations where innovation is required and those where established16 procedures must be followed? Can you quickly deal with a situation by analyzing the nature of the issue and taking appropriate action that incorporates17 alternative courses of action? Fifth, at the same time that the interviewer is attempting to discern your skills to do the work as well as fit into the corporate structure, she is also trying to assess your real interest in the job and the firm. Do you really want this job? Will you be a dedicated and loyal employee? Or do you merely see this job as a way-station18 to something bigger and better somewhere else? Sixth, while you may think employers are mainly concerned with assessing your job performance skills, they also are interested in your personality or likability19. They prefer working with people they like. After all, likable people are those who tend to get along well with others. How well do you relate to the interviewer? Do you listen well, give positive verbal20 and nonverbal feedback, have a pleasant and enthusiastic manner, and demonstrate a sense of humor and smile? Or do you tend to be negative, boring, and unenthusiastic? Employers look for energetic personalities who also tend to transfer their energy into their work. Interview Structure Each interview will be different simply because the different combination of people involved and their goals produce different dynamics21. However, there is a basic structure that approximates22 what one can expect in most interview situations. The actual conversation and amount of time spent in each phase23 will vary, but the progression24 from one phase to another will normally follow a predictable pattern. This structure is evident from the moment you arrive at the interview site to when you learn whether or not you are right for the job.