The aim of a job interview is to establish whether& v; o: ]/ j, R; K
you are likely to do well in a particular job in a5 Y, D. \+ i9 y. \
specific organization. This is not only a matter of
[) ^& ]2 z$ ^ h! z3 v having the necessary technical knowledge and skill. You __1__, o- x. ?$ G1 m$ U0 a
must also have the motivation, the ability to adapt to' b0 w$ e- ^- x; D9 q9 r
new ways of working and a new working environment, and __2__, b& h# {" ^. V9 N d. _7 N
the personality to do the job and fit into a new team.; W4 J/ c# v5 _4 _2 [
But there are other personal skills affect your success __3__9 D& `- t% b# n7 {
in a job. These include getting on with people, oral or __4__
! f5 j# u( \1 f3 h/ D5 Q$ F written communication, team working, problem solving
- ?+ e. I- j! ]9 [$ J and good time management.0 k5 s& ]: c& x3 P& s( w
Most people think that interviewers know what they- T$ ^' O6 S# W- b8 R$ _
are looking for and will recognize when they see it. __5__
5 S+ R$ j2 e6 m9 ?1 k v4 y However, people are actually not very good at assessing0 g, v6 a) G8 l) m$ I
one and another. This applies to recruiters as much as __6__+ D# I4 n% d; y. k9 l6 N
anyone else. In fact a former head of selection at one
" R2 Q) k" D6 x; u+ J% U* W& I big firm used to say that "some interviewers are so poor
* d5 a3 n- `1 X2 J$ [2 Q& h they would do better to rely on chances.". y( l1 u, P0 y9 i8 v& O! U6 c8 d6 a
In companies which recognize this, various methods are
& j& T. R6 x) W) A9 C. g0 b$ d used to try to find the correct person. The most common __7__
* H) U. H, t# m' M5 Y is the structured interview. Research has shown that
1 u/ p! ]' z" M$ C/ [ this approach is more reliable than the ordinary job( x+ a& d$ p, ~
interniew, though not as affective as using tests or __8__! r: p4 i5 _6 i! d# Q( B# F
assessment centers. In a structured interview, the
- q1 r8 i/ \( S n4 H, P interviewer groups the qualities listing in the job __9__
9 a! X( p5 ?& H7 ^ specification under various headings. There are two
( v& b% v( \% o! s0 Z) k well-established structures for this: the National
% D0 E+ s# B3 ?& U' R4 _& u Institute of Industrial Psychology's Seven-Point Plan" ]& w8 @$ ?7 `. q9 }3 S8 G
the Five-Fold Grading System. The interviewers score
1 F2 t! x, J9 F D. O- ~ candidates for how well they fit the job specification. __10__ |