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 3

As a last word on this topic, you might find it interesting to read the comments made by a Personnel Officer with wide experience in interviewing and selecting staff: 'Without practice it is impossible for anybody to perform well at interview. I can tell immediately if a candidate is well-prepared and has previous interview experience. for  most people who are looking for their job, or achange of job, the important thing is to perfect their approach to applications. I can't emphasise too much that the purpose of a job application is simply to secure a place on a short-list drawn up from anything to two hundred applicants. Only about ten will be selected, and these will be those who have made the best applications. I'm sure some of those rejected would make excellent employees, but if they can't produce a comprehensive, relevant and well-presented application, they don't even get given the chance of an interview. The CV and covering letter is the most common method of application, but it is amazing how many people think they can send the same old letter to a whole range of jobs. The letter must always be tailored to the individual application, and a good approach here can mean the difference between being short-listed and being rejected. I'm also very impressed with the applicant who has the sense to follow up an application with a discreet telephone call to 'check' that I have receive it, and carefully inquire how soon decisions will be made. I see this as a sign of enthusiasm, but I don't like people to be 'pushy' — more than one call and I get a bit irritated.

When the candidates come to the interview, there are certain standard things that I like to investigate. It's important to know why they left previous jobs, for example. I get many answers to this type of question, but what I'm basically looking for is an indication that the move was a positive one (such as looking for more scope, more responsibility, or greater challenge) rather than negative one (such as didn't get on with colleagues, found the work boring, or not paid enough). But one of the worst things a candidate can do is spend time criticising previous colleagues, supervisor, boss or management. I also look for intelligent questions, which shoe that the candidate is genially interested in the job and the company. Anyone who asks me how much holiday they will get, or whether I will honour their existing holiday arrangements, or how much paid sick leave they can have, or how much Christmas bonus they expect, or how many tea breaks they're allowed in a day, etc., etc. is 'dead'!

VI. Induction

Once an appointment has been made, the successful candidate will be given information on salary, conditions of service, contact of employment and starting date. However, the responsibility of the recruiter does not stop here: the new appointee has a right to expect at least a brief introductory period when he/she can be effectively 'slotted in' to the organisation. This is normally achieved through a formal induction programme, designed to integrate the employees into their new environment with as little disruption as possible. Depending on what the company wants to achieve, induction may last one or two days, or be extended over several weeks. There are two examples of simple induction programmes for employees in (1) a large insurance company, and (2) a retailing organisation.

Интервью

Интервью - встреча между работодателем и претендентом, чтобы говорить о работе. Мы должны рассмотреть это с обеих точек зрения.

1. Быть интервьюируемым

Собеседование при приеме на работу - Ваша возможность представить Ваши таланты предполагаемому работодателю. Во время интервью работодатель судит квалификации, появление, и общую пригодность для открытия работы. Это - Ваша возможность убедить работодателя, что Вы приблизительно делаете реальный вклад. Одинаково важный, интервью дает Вам шанс оценить работу, работодателя, и компанию. Интервью помогает Вам решить, встречает ли работа Ваши потребности карьеры и интересы и является ли работодатель видом, на который Вы хотите работать.