————=—__ 178 = Soft Skills __ erview ‘only a few minutes. Introduction Interview is a social process, which the intervis and the interviewee. ne eeriewer TO NAVE a gUApSe— chance to the interviewer to HAVE FI of the inner traits and qualities of te interviewee— Ina very short span of time you have to exhibit your aifitude, skills and knowledge (ASK principle). All that you have studied for about 18 years or so has to be brought out in a very short span of time. Nowadays potential candidates should not take it for granted that their interview will be a one-on-one situation. Advances in technology have Increased the potential for applicants to be tested using a host! of different mediums. ‘Additionally the sheer number of highly qualified people searching for jobs increases the need for employers to find some method of cutting down the numbers. However this should not scare off potential candidates; as Jong as you are prepared, nothing should unsettle you. Why an interview? - ‘They see you in flesh and blood The can hear you speak ‘They can look at your spoken image You get to know them You come to know their expectation You can impress them with your attitude, skills and knowledge (ASK principle) teteet ‘You will encounter a number of intervie techniques during your job searc! Approaches vary according to the nature the role and the industry. Behavioural interviews The interviewer will ask you to describe how you handled various situations in your life. The emphasis is on your experience and its relevance to the position for which you are being considered. Prepare by identifying four or five examples that show how you faced challenges and achieved positive outcomes in your life. In each case, describe a specific task or situation that is relevant to the role in question. Situational interviews: ‘These are very similar to behavioural interviews. The difference is that situational interviews pose hypothetical questions, rather than asking for specific examples of past performance. Questions are based on the skills and personality traits that are required for the role. Unstructured interviews . ‘This style is conversational and information is gained through a free-flowing discussion. The interviewer does not ask a set of questions in a predetermined order. You are required to carry the conversation and the topics you discuss generally lead to subsequent questions. Panel interviews ‘These consist of multiple interviewers who are usually sourced from different parts of the organisation. Objectives are likely to vary between members of the panel and this will affect the flow of questioning. —————————