The interview is a meeting between an employer and an applicant to talk about a job. We need to consider this from both points of view, страница 2

Note: Don't hesitate to ask for a clarification if you don't understand a question, or if you are not sure what the interviewer is getting at. Remember, the majority of interviewers will not have been trained in the skills of interviewing, and therefore they may not be good enough to conduct the interview in such a way that you are given the opportunity to present yourself in the best light. If this is the case, you must try to guide the conversation towards the important topics you want to bring up, for example, relevant experience, particular expertise, specific qualifications, and expression of opinions/attitudes or aspects of the job.

Genera] Points

1.   When you first enter the interview room, wait until you are asked to sit, and don't make any flippant remarks or attempts to be runny.

2.   Be positive in your approach, not hesitant, and (if the situation allows it) be prepared to shake hands with an interviewer. Obviously this wouldn't normally happen if there was a panel.

3.   Ensure that you know who is interviewing you— their names and status (positions in the company.)

4.   Try to maintain eye-contact with the person to whom you are talking at any one time.

5.   At the end of the interview thank the interviewers(s) of giving you the opportunity of discussing the job with them and presenting your 'case'.

2. Interviewing Candidates

•i ki AS a rCcmiler and interviewer, you will find that there is a wealth of advice ivaiiable to you, published by a number of authors and organisations. The activities which you are asked to work on in this part of the chapter will give you the opportunity to investigate some of these, and make up your own mind about the best approach. The basic outline you are given here should get the main principles set in your mind, and you can expand or develop techniques, which suit your approach. Remember, many recruiters are bad interviewers — you don't want to be one of them.

The job interview is two-way exchange of information between the employer (or the employer's representative) and the applicant. In order to get the best way out of any 'communicating' situation, thorough planning is essential. As an interviewer, you must prepare yourself with data relating to the situation (e. g. job details, information on the applicant), and should have a written plan containing a checklist of points to be covered, identifiable objectives, and a logical/sequential approach.

First of all... get the facts: you will need a job description for the post to be filled; a personnel specification to identify the qualities and attributes needed to perform the job successfully; the application, including all letters, forms, CV, etc.; notes on, or copies of, references you have followed up.

Secondly... prepare some kind of assessment sheet based on a check-list of points similar to the seven point plan, or some other grading system, (e. g. J. M. Fraser's five-fold system, or weighted points scheme — see activity below).

After that., make sure the arrangements are complete. The interview should be held in a suitable place, as private and comfortable as possible, free from stress, interruptions and distractions. You should allow adequate time, and pick a time of day when you and the candidate will not be too tired, or suffering from the after-effects of a large lunch! Obviously, you must ensure that the candidates are notified of the day, date, time and place, and on the specified day it creates a good impression of someone is available to receive them and guide them to the waiting area or interview room.

Then*., assess the candidate's application against the job specification, and, when you are actually interviewing him/her, assess the responses and general personality in the same way. To ensure that you get the best out of the situation, you should, at the beginning of the interview, tell the candidate about the company and the job, and stimulate his/her interest in the post.

Finally... develop your interview logically according to pre-conceived plan. A chronological approach can often be useful — either starting with the current occupation and working backwards, or beginning with childhood (secondary age) and working forwards. Don't introduce contentious points too early, and always try to end each part of the interview on a positive note.