Collect Evidence from Ex Employees (Part E3)

1 Applicants could seek the names of people who have left the Organisation within the last year or so. They could question them about the Organisation – and, possibly, the job.

2 These people will have less to lose by telling the truth (as compared with Employees still employed by the Organisation). However they may take the long-term view and decide not to risk making any enemies.

Some Related Notes

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Consider some Important Characteristics of Interviews (Part A1) Part A – How to prepare for Interviews

Part A1 -  Consider some important characteristics of interviews

Summary

When preparing for an interview, interviewees should consider some important characteristics of interviews. this section discusses the following characteristics: who will conduct the interview? how many people will conduct it? what job does the interview cover? does the interview constitute an initial or later interview?

Tthese characteristics may affect the approach that interviewees plan to take and the decision on whether to make a prior investigation of the prospective organisation and/or the position.

Preparing for an Interview

1 When Interviewees try to plan for a particular interview they will do better if they identify various characteristics of a particular interview. These characteristics include: (a) who, and how many people, will conduct the interview, (b) what job does the interview cover, and (c) the interview stage reached in the selection process (e.g. initial, intermediate, or final interview).

Who will conduct the interview?

2 Interviewers come from (a) the Organisation which aims to employ someone or (b) outside the Organisation (e.g. a Consultant, Executive-Searcher, or Employment Agent).

3 Inside the Organisation, the Interviewers may rate as (a) a Personnel Executive, (b) a Manager who will have charge of the Appointee or (c) someone with a different position.

4 Applicants should try to find out who they will see because they may wish to alter their approach according to the role and the position the Interviewer holds.

How many people will conduct the interview?

5 Interviewees should try to find out the number of Interviewers – one person or a panel of Interviewers.

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Decide whether to apply (Part A2)

Summary

Some people want to obtain more information before they apply for an interview. applicants who phone for more information should decide just why they want to phone a selector. some want to gain an interview without applying by letter. some want specific information to decide whether to apply. some ask questions to satisfy their curiosity and/or gain a better idea of their chance of gaining an interview and/or the job. applicants should consider whether their actions will annoy a selector. common enquiry topics include: location of workplace and preferred industries and/or product.

In deciding whether to apply, applicants should balance the cost and risk of applying with the benefits of the job. usually applications cost little but some applicants run a definite risk that their organisation will sack them or reduce their prospects in the organis­ation.

Applicants should (a) understand that most interviewers get paid for their time and (b) ignore this point when deciding whether to apply. they should balance the value they put on their time with their estimate of whether they will gain the job.

Interviewees should understand that they do not have to accept a job, if offered. thus they only have to decide whether they will spend time in the selection process.

Obtain more Information

1 These notes assume that an Applicant has obtained an interview. however some applicants want to obtain more information about a position and/or the organisation involved before deciding they want to become interviewees.

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Analyse the Advertisement and/or other relevant Information for Points to use in the Interview (Part A3)

Summary

Applicants should study carefully the advertisement to identify the requirements for the position and the person and relate that information to their own background. questions of the selectors can produce other information. interviewees should try to ensure the interview covers the favourable aspects of their background. Thus they may need to introduce some points into an interview.

Find out the Requirements for the Position and the Person to fill it

1 Applicants should study the advertisement carefully and identify specific requirements of (a) the position and (b) the person to fill the position. They should relate their own experience and personality to these requirements.

2 However the information they can obtain before their first interview may prove limited. Therefore they should consider asking the Selector about any requirements which the advertisement does not contain.

3 Applicants should avoid asking the question: “What do you really want?”. If Selectors pride themselves on writing clear and detailed advertisements, the question may imply that they have not done so.

4 However Applicants could ask Selectors whether they have left out some things from the advertisement because they want to maintain confidentiality. Applicants could also ask them to expand on some aspects contained in the advertisement.

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Avoid applying in the Wrong Way – a Real Live Case (Part A4)

1 The Company advertised a position through a Consultant. One Applicant found out the Company’s name. He phoned the Managing Director and spoke to the Managing Director’s Secretary. The Managing Director refused to talk to the Applicant and, through his Secretary, referred the Applicant to the Consultant.

2 The Applicant said to the Secretary: “I haven’t got time to mess around with those clowns”. The Secretary reported that statement to the Managing Director who reported it to the Consultant – and the name of the Applicant.

3 It seems unlikely that this information would encourage the Consultant to feel favourably disposed toward this Applicant!

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Some Related Notes

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Dress appropriately (Part A5)

Summary

Interviewees should ensure the visual impact they have on Interviewers will .prove favourable. Thus they should wear their best and most-appropriate clothes to selection initpviews and watch that their clothes fit the type’ of job for which they have applied. physical grooming also needs consideration.

If unsure on these natters, a second opinion, from a critical friend should help.

Some interviewers believe that if intervieuees give too little attention to these natters, they will give too little attenti0i, to other more-mportant matters. why risk having interviewers draw this conclusion?

Ensure the Visual Impact made will help gain the Job

1 the first visual impact which interviewees make will influence most, or all, interviewers. thus interviewees should ensure that they make a good visual impact. why take an unnecessary risk that this factor will have a poor effect on interviewers?

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Plan where to go and how to travel (Part A6)

Summary

Interviewees should find out the location of the interview and plan carefully that they will get there at least fifteen minutes early. if they arrive late, they should apologise. if very late, they should consider whether to seek a different interview tine. the interviewer’s secretary may provide useful information for this decision (and others). interviewees should also plan what they will do if they arrive (very) early.

Allow plenty of Time – aim to arrive at least fifteen Minutes early

1 Most applicants feel some stress when attending a selection interview. they should avoid adding more stress by arriving late.

2 Applicants should plan how they will travel to the place of interview. They should consider whether they have travelled to the place or locality before. The greater the lack of knowledge about the office and its location, the longer the extra time to allow to get there.

3 Applicants should also consider the time of day in which they will travel. If travelling in peak periods they may need to allow 50% more time for their journey.

4 If travelling by public transport they should allow time to cover missed connections and delays.

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Use Waiting Time wisely (Part A7)

Summary

Interviewees should have something specific they ara to do while waiting for an interview to (a) avoid feeling nervous and (b) obtain useful information for their interview. Secretaries provide a useful potential source of information to interviewees: but how the inter­viewees interact with secretaries can provide more information to interviewers*.

Avoid Nervousness and/or obtain useful Information

1 Some Applicants increase their nervousness if they sit in a waiting room for too long. These people should take something to read in which they have a strong interest – to help them avoid thinking about the coming interview.

2 Less-nervous Interviewees should look around to see what they can find in the waiting room which may help them in the interview.

3 Sometimes waiting rooms display such items as notices and/or awards. Sometimes items exist which link in with the Interviewer and may prove useful as a topic of conversation during the interview. It may prove a useful “ice breaker” to comment on something about the Organisation or something the Interviewee discovered in the waiting room.

4 Examples. (a) “I see your Company won an export marketing award; that must have proved pleasing.’ (b) “I didn’t realise the range of products you have until I saw your showcase outside.”

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Prepare Answers to Likely Questions (Part A8)

Summary

Interviewees should prepare answers to likely questions so they will feel more confident. common topics for questions include: reasons for (a) leaving and joining organisations, (b) too many jobs, and (c) getting retrenched.

Preparing Answers to likely Questions

1 Interviewees should consider their chances of receiving certain Questions. If they think out answers to these questions, they will approach i with more confidence.

2 However Applicants should not give their answers in parrot fashion. They should just think out the points which answer each question; they should not try to learn them off by heart.

Reasons for Leaving and Joining

3 Most Interviewers will use the following two questions in an initial interview:

(a) Why do you want to leave your present Organisation (or did you leave)?

(b) Why did you apply for this particular position – in this particular Organisation?

4 Applicants should prepare a better answer than something like – “to get a better job”. Effective Interviewers will ask: “Why do you see this job as a better job?” and/or “What do you see wrong in your current job?” Continue reading