The aim of a job interview is to establish whether6 R7 b6 _8 V' [. U
you are likely to do well in a particular job in a: {$ X) C5 m/ W; P
specific organization. This is not only a matter of
+ t" G5 m3 T I# m having the necessary technical knowledge and skill. You __1__+ q, ^9 ^4 B( i; v( c; u; l: ?
must also have the motivation, the ability to adapt to- N2 d: ?& z% O" t, z
new ways of working and a new working environment, and __2__4 C& l1 |+ H( n, y9 H( C" L
the personality to do the job and fit into a new team.# j5 l1 N- c: J+ E; j# Y( D
But there are other personal skills affect your success __3__& S7 ?+ o. s. V* I6 T, e1 I5 [/ Q
in a job. These include getting on with people, oral or __4__
9 U9 U/ U* I& N4 l5 k" i& y6 {4 p, ~ written communication, team working, problem solving* \' S! W( n: |+ i
and good time management.
6 `# W. r! T" Z Most people think that interviewers know what they
" k" }3 y! s9 d+ u0 W7 R( A, q" V are looking for and will recognize when they see it. __5__
: j6 F' }' A/ R. _& M$ E However, people are actually not very good at assessing
0 T8 w& Q% ~+ B! ?5 Q one and another. This applies to recruiters as much as __6__
6 ?& {. \) K( | ~" Y6 ^ anyone else. In fact a former head of selection at one
* `2 F6 P( [, h& O: B big firm used to say that "some interviewers are so poor, f0 R0 }5 b( c* Z- [$ s
they would do better to rely on chances.", H* z; h* v2 \5 F$ y. ^ W& W
In companies which recognize this, various methods are4 C& ], q! d1 j/ t9 M; B; ]
used to try to find the correct person. The most common __7__8 N9 n+ a; R( J1 M
is the structured interview. Research has shown that! V7 d1 K4 C; {1 T. I
this approach is more reliable than the ordinary job
0 s E c; Z! j" p4 W interniew, though not as affective as using tests or __8__+ T6 ~, Z; \9 g; Y, [! V2 `+ ^
assessment centers. In a structured interview, the |7 h, S4 O! o+ z8 U7 ?- U, R
interviewer groups the qualities listing in the job __9__
1 j5 y% {! {, P. l! R: F8 C specification under various headings. There are two
7 F4 T# H) @# p6 d well-established structures for this: the National
4 ~& j* Y4 ?2 V Institute of Industrial Psychology's Seven-Point Plan
& Q1 n* K3 p% q: ^& V: X! C the Five-Fold Grading System. The interviewers score
' Y$ x! \5 z( @2 A+ m candidates for how well they fit the job specification. __10__ |