The aim of a job interview is to establish whether9 U/ C1 _0 b" Q/ w$ D4 j z( Y, k0 J
you are likely to do well in a particular job in a
7 f9 E% w" L& b. \4 }9 s1 ?+ y specific organization. This is not only a matter of
3 ?% `+ `! H6 q having the necessary technical knowledge and skill. You __1__; ^ i% G, @+ a# s
must also have the motivation, the ability to adapt to
% G& D+ _ M! g4 T- ^! b Y! [ new ways of working and a new working environment, and __2__
* ?9 ? F* d) _; S, f/ c/ J the personality to do the job and fit into a new team.0 J4 r' W7 k) L T/ D3 W9 T" m
But there are other personal skills affect your success __3__- {3 d* {) G+ `+ O
in a job. These include getting on with people, oral or __4__ e5 G! ^6 g& |6 k
written communication, team working, problem solving4 t3 |2 R) g3 z3 U. W8 r6 p
and good time management.
9 v# E, Z8 k6 ~; h Most people think that interviewers know what they# |! I3 [! }. X, M9 Q' c7 X }
are looking for and will recognize when they see it. __5__2 O: q# \5 H4 K
However, people are actually not very good at assessing
]; i6 q; H, z8 L8 O( |/ w5 V one and another. This applies to recruiters as much as __6__# L, c; o5 \( a
anyone else. In fact a former head of selection at one
( @% h+ m: v; f/ g big firm used to say that "some interviewers are so poor
2 O+ M4 _/ e& F* D* B they would do better to rely on chances.". u7 B" _: Z. C7 | s8 s; L6 E
In companies which recognize this, various methods are6 f5 |/ b) e, J+ ^9 L+ E1 I
used to try to find the correct person. The most common __7__2 n" E: V2 T, q. Q+ w: C
is the structured interview. Research has shown that
$ `' s6 L/ G6 j1 J4 a this approach is more reliable than the ordinary job
0 a7 @5 m) [: S0 W interniew, though not as affective as using tests or __8__
3 W: g5 B- B& w) n5 s$ s8 L assessment centers. In a structured interview, the5 u5 A. s' ?" O# V9 @6 c: f
interviewer groups the qualities listing in the job __9__9 q5 a8 X3 e5 w e; \/ _ e
specification under various headings. There are two8 ?( k, M. S4 a" S
well-established structures for this: the National
' g; w1 H* W( D k2 Z& X% t Institute of Industrial Psychology's Seven-Point Plan( L0 n$ K) t5 }' D# ^
the Five-Fold Grading System. The interviewers score
6 N, f6 H% ?! v! X2 c candidates for how well they fit the job specification. __10__ |