MULTIMODAL TEXT

WHAT IS A MULTIMODAL TEXT?

defined in the Australian Curriculum as the strategic use of ‘two or more communication modes’
to make meaning.
Many text are multimodal, in which all the information is expressed by integrating different or
even more modes.
Written language, spoken language, visual, auditory, gestural, tactile, and spatial patterns of meaning are
all modes.
Different kinds of modes that we take in information from other people (Mamiko, 2010).
Multimodal Texts are often live, digital text, or paper-based. It requires the process of more than one
method and the recognition of the interconnections between information.
Live multimodal texts is shown through combinations of different modes such as gestural, spatial, audio,
and oral language. The following are examples of live multimodal texts:
Dance
Oral presentation
Digital multimodal texts is presented through dynamic combinations of various modes across written and
spoken language, still and moving visual image, audio, gesture, and spatial communicative resources. The
following are examples of digital multimodal texts:
Films
Animation
Slideshows
E-posters
Paper- based multimodal texts is conveyed to the reader through varying combinations of written
language and still images. The following are examples of paper-based multimodal texts:
Infographics
Posters
Comics
5 MODES OF COMMUNICATION
LINGUISTIC – includes written and spoken words, word choice, vocabulary, grammar, structure, and
organization of sentences and paragraphs. This can be delivered through print and audio.
VISUAL MODE - includes images, video, color, visual layout, design, font, size, formatting, symbols,
visual data (charts, graphs), animation (like gifs), in a way that can be seen by the audience.
AURAL MODE - includes spoken words, sound, music, volume, rhythm, speed of delivery, pitch, tone,
voice. Spoken words can add emotions or depth to a story.
GESTURAL MODE - includes movement, speed, expression, body language, facial expression, physical
proximity, interactions between people. This allow writers to communicate meaning through movement.
SPATIAL MODE - includes physical arrangement―spacing, position, organization, proximity, direction,
and distance of elements in a text
INTERVIEW FOR EMPLOYMENT
The interview is a conversation in which you and an employer exchange information. Your objective is to
get an offer of a job, and the employer's objective is to find out the following:
•What you have to offer (your skills, abilities, basic knowledge).
•Who you are (your personality, character, interests).
•Why you should be hired (you have what they are seeking).
The interviewer will try to determine whether you will be an asset to the organization.
Types of Interviews
Screening Interview
This refers to an interview which happens either in person or over the phone.
A company representative does the interview which would become basis to warrant a subsequent
interview.
Structured Interview
In this kind of an interview, a prepared questions are asked by the interviewer which allows
him/her to explore the capacity of the interviewee on areas that concern on the experiences, skills, and
personality traits of an ideal candidate.
This type of interview is very common and most traditional interviews are based on this format.
Unstructured Interview
This kind of interview is obviously opposite of the structured one because interviewer is not
given instructions on what specific areas to cover.
Multiple Interview
 This kind of an interview involves a series of interviews in which you meet individually with
various representatives of the organization. In the initial interview, the representative usually attempts to
get basic information on your skills and abilities.
In subsequent interviews, the focus is on how you would perform the job in relation to the
company's goals and objectives. After the interviews are completed, the interviewers meet and pool their
information about your qualifications for the job.
A variation on this approach involves a series of interviews in which unsuitable candidates are
screened out at each succeeding level.
Stress Interview
This kind of an interviewer you may be asked questions that make you uncomfortable or you may
be interrupted when you are speaking. This act is done intentionally to upset you just to be able to see
how you react under pressure.
Targeted interview
In this kind of an interview, the areas covered are much more limited. Only the key qualifications
for success on the job are identified, however, relevant questions are prepared in advance.
Situational Interview
In this kind of an interview, you will be given of a situation or a problem you may encounter in
work. Your responses to these situations are measured against pre- determined standards. This approach is
often used as one part of a traditional interview rather than as an entire interview format.
Group Interview
In this kind of an interview, simultaneous interview will happen from the representatives of any
company. Sometimes, one of the interviewers is designated to ask stress questions to see how you respond
under pressure. A variation on this format is for two or more company representatives to interview a
group of candidates at the same time.
INTERVIEWING STRATEGIES
What is presented in the following paragraphs are common strategies one may consider to keep before the
interview, during the interview and even after the interview.
Before the Interview
Advanced Preparation. When you prepare yourselves very much ahead of time, you will have greater
chances for success the fact that you will feel less anxious. In your preparation time you may consider the
following:
1. Role playing.
2. Use mirror or a video camera just to see the image you are projecting.
3. You need to take some time to look into your interviewing skills.
4. You need to at least consider the common questions asked during the interview.
5. Record yourself or look at a mirror.
 6. You need to see to it that you tailored your answer to the questions asked in the interview to show
how you meet the company's needs.
7. 7. Deciding for an appropriate clothing is necessary when going for an interview.
8. 8. Research the company.
9. 9. Have extra copies of your résumé available to take on the interview.
10. 10. The most important thing of all, arrive early at the interview about 10 to 15 minutes early.
During the Interview
The very most common kind of an interview nowadays is a structured interview with a traditional
format. Such kind usually consists of three phases; the introductory phase, the middle phase
and the closing phase. The following discuses each phase for the benefit of good preparation for
an interview.
A. Introductory Phase
This is the phase where you need to create an impression. As the old saying that goes "First
impression lasts.”
1. Make a good impression. You need to remember that the interviewer's first impression of you is
based mainly on non-verbal clues. The interviewer is assessing your over-all appearance and
demeanor.
• When greeting the interviewer
• Make eye contact
• Wait for the interviewer to signal you before you sit down.
• Smile naturally at appropriate times.
• Show that you are open and receptive by keeping your arms and legs uncrossed.
2. When to ask questions. Timing is everything Deciding exactly when to ask your questions is the
tricky part. The problem with a traditional interview structure is that your chance to ask questions occurs
late in the interview. Try to ask questions right after the greeting and small talk,
B. Middle Phase
During this phase of the interview, you will be asked many questions about your work experience, skills,
education, and interests.
You need to remember to keep your responses concise at all times.
Use specific examples to illustrate your point whenever possible.
To help you more prepared during the interview, the following are the frequently asked questions and
some suggested responses:
DO’s
• Be sincere and direct.
 • Be attentive and polite.
• Ask relevant questions.
• Answer questions concisely.
• Use specific examples to illustrate points.
DON’Ts
• Bring up salary, benefits of working hours.
• Be too serious.
• Let your depression or discouragement show.
• Make negative comments about anyone or anything, including former employers.
• Look at your watch.
C. CLOSING PHASE
In this phase of the interview, the interviewer would ask you whether you have any other
questions.
This is you opportune time to ask any relevant question that has not yet been answered. Highlight
any of your strengths that have not been discussed.
Thank the interviewer by name and say good-bye.
After the Interview
You are not finished yet. It is important to assess the interview shortly after it is concluded. Following
your interview, you should:
• Write down the name and title of the interviewer.
• Review what the job entails and record what the next step will be.
• Note your reactions to the interview, include what went well and what went poorly.
Make sure you send a thank you note.
• Phone follow-up. If you were not told during the interview when a hiring decision will be made, call
after one week.