THE

JOB
INTERVIEW
 Learning Outcomes

A
1.Identify steps involved in job application process

 
2.Recognized importance of job interview in job
application process; and
3. In this lesson, we're going to review some of the
interview types that are used by organizations in selecting
the proper candidate for the position.
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 A job interview is a selection process used by
organizations to help determine whether a job
candidate has the necessary knowledge, skills, and
abilities to do the job. It may also be used to see if there
is a good fit between the applicant and organization
from a standpoint of culture and values.

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 JOB APPLICATION

Employment application means the letter written for getting a

job. The job or employment application is the official form
that employers ask all applicants for a position to fill out. It is
the primary means of introducing the job seeker with the
employer. Getting a job is a long way process. This process
starts with writing job application by the job seekers and

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ends with final selection of the candidate by the employer. 4
 What Is Included in a Job
Application?
1.personal information
Every job application has an area for your personal information. This information
includes your full legal name, address, contact information and Social Security
number.
2.education and skills
This type of section allows you to highlight special skills or earned certifications
that can give you an edge over other applicants. For example, if you are fluent in
a foreign language or have earned some sort of contractor license, write this
information down in this section.
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 3.work history
The work history section is one of the most important parts of the job
application, Your employment history tells a company where you’ve worked,
what positions you’ve held and how long you were in each position. It also
highlights if you’ve received promotions and pay raises in your previous
positions
 
4.references
Professional references are people with whom you’ve worked in the past and
who the prospective employer can contact to vouch for your work ethic and
history. Before writing down a past co-worker’s name, contact him to make
sure that he agrees to give you a reference. Don't write down your best friend's
or mother's names as your references, unless you've worked with them.
 

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 TYPES
OF
INTERVIEW
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 STRUCTURED INTERVIEW

Structured interviewing generally provides the

interviewer with the information needed to make
the hiring decision. It also can be crucial in
defending against allegations of discrimination in
hiring and selection, because all applicants are
asked the same questions.
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 UNSTRUCTURED INTERVIEW

In an unstructured interview, the interviewer does not have a strict agenda but
rather allows the applicant to set the pace of the interview. Questions tend to be
open-ended, which can enable the candidate to disclose more than he or she
might if asked closed-ended questions requiring only a brief answer. In addition,
questions in an unstructured interview can be tailored according to an
applicant's skills and experience levels. However, the absence of structure may
make it difficult to compare and rank applicants because they are not asked the
same set of questions.
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 The most widely used types of
interviewing are:

TELEPHONE PRESCREEN INTERVIEW

A telephone prescreen interview can be useful for assessing whether an
applicant's qualifications, experience, skills and salary needs are
compatible with the position and the organization. Telephone interviews
are often used to narrow the field of applicants who will be invited for in-
person interviews. During the prescreen stage, the interviewer should ask
the applicant enough carefully prepared questions to determine whether
he or she is, in fact, a viable candidate for the position.
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 TELEPHONE PRE SCREEN INTERVIEWS
Telephone prescreen interviews can help the employer:
Assess the applicant's general communication skills.
Clarify unclear items on the applicant's resume.
Ask about frequent job changes or gaps in employment.
Have a candid conversation with the applicant about salary
requirements.
See Telephone Pre-Interview Screening Form.
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 DIRECT ONE-ON-ONE INTERVIEW

DIRECT ONE-ON-ONE INTERVIEW

The traditional face-to-face interview with the candidate can
be structured or unstructured, and it can be approached in
one of several ways, depending on the types of information
the interviewer seeks. The three most common approaches
to one-on-one employment interviews are behavioral,
competency-based and situational.
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 BEHAVIORAL or a competency-based interview

In a behavioral or a competency-based interview, the

interviewer's questions are designed to determine if the applicant
possesses certain attributes or skills. Instead of asking how the
applicant would handle a hypothetical situation, the interviewer
asks the applicant how he or she did, in fact, handle a particular
situation in the past. Behavioral and competency-based interview
questions tend to be pointed, probing and specific.
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 COMPETENCY BASED INTERVIEWING

-can give the interviewer a sense of an applicant's job performance and attitude
toward work
EXAMPLES: Tell me about a situation in which your spoken communication skills
made a difference in the outcome. How did you feel? What did you learn?
Tell me about a situation when you had to persuade others to accept your point of
view when they thought you were wrong. How did you prepare? What was your
approach? How did they react? What was the outcome?
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 SITUATIONAL APPROACH

technique that gives the candidate a hypothetical scenario or

event and focuses on his or her past experiences, behaviors,
knowledge, skills and abilities by asking the candidate to
provide specific examples of how the candidate would respond
given the situation described. This type of interview reveals
how an applicant thinks and how he or she would react in a
particular situation.
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 EXAMPLES
1.You learn that a former co-worker at your last company is applying for
an accounting position with your company. You have heard that this
person was terminated after admitting to embezzling funds from the
company but that no criminal charge was made. You are not in HR. What,
if anything, would you do?
2.You are applying for a customer service position in a cable television
company. If a technician visits a home to make a repair and afterward you
receive a call from the customer telling you that the technician left muddy
footprints on her new carpeting, how would you respond?
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 GROUP INTERVIEWS

There are two types of group interviews—a candidate group

and a panel group. In a candidate group interview, a
candidate is in a room with other job applicants who may be
applying for the same position. Each candidate listens to
information about the company and the position and may be
asked to answer questions or participate in group exercises.
Candidate group interviews are less common than panel
group interviews.
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  PANEL GROUP INTERVIEW

a candidate is interviewed individually by a panel of two or more

people. This type of group interview is usually a question-and-answer
session, but a candidate may also be asked to participate in an
exercise or test. Panel interviews can be either structured or
unstructured. When organized properly, a panel interview can create a
broader picture of the candidate than a one-on-one interview would
produce. Even weaker interviewers can learn by observing. Panel
interviews can also help less-experienced employees get involved in
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the hiring process. 18
 Framing the
Questions:
Open-ended questions encourage candidates
to provide longer answers and to expand on
their knowledge, strengths and job experiences.
For interviewers, such questions can provide
greater insight into a candidate's personality.
They can also help employers gauge an
applicant's ability to articulate his or her work
experience, level of motivation, communication
skills, ability to solve problems and degree of
interest in the job.
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Open-ended questions can provide a sense of
an applicant's potential and whether the person
would be a cultural fit. Following are some
examples of open-ended questions:
Tell me about your past work experience.
What are you looking to gain from your next
position?
Why do you want to work for our company?
Why did you leave your last job?
Tell me about your relationship with your
previous manager: How was it productive? How
could it have been improved?
Why was math your most difficult subject in
school?
Please describe your management style.
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 Closed-ended job interview questions
Closed-ended job interview
questions can enable the
employer to receive direct
responses and specific information
from the candidate, and they can
help the interviewer control the
direction of the interview. But such
questions can have drawbacks:
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They do not encourage candidates to elaborate on their
feelings or preferences toward particular topics.
They limit candidates' ability to discuss their
competencies.
They can leave situations unanswered or unclear.
They can be frustrating for candidates who may want to
explain or state relevant information.
Following are some examples of closed-ended questions:
How many years of experience do you have as a team
leader?
Have you ever worked from home?
When did you leave your last job?
Did you have a productive relationship with your previous
manager?
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 DONT’S
DON’Ts
1.Don’t wear a blouse or dress too revealing. (girls)
2.Don’t wear lots of jewelry.
3.Don’t wear clothing with sequins, etc. It’s better to be conservative. (girls)
4.Don’t make negative comments about previous employers or others.
5.Don’t falsify application materials or answers to interview questions.
6.Don’t arrive late.
7.Don’t give the impression you are only interested in salary; don’t ask about
salary and benefit issues until your interviewer brings up the subject.
8.Don’t act as though you would take any job or are desperate for employment.
9.Don’t be unprepared for typical interview questions. You may not be asked all
of them in every interview, but being unprepared looks foolish.
10.Don’t refer to the interviewer as “Dude!”
11.Don’t go to extremes with your posture; don’t slouch, and don’t sit rigidly on the
edge of your chair.
12.Don’t chew gum.
13.Don’t
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 DO’S

DO’s
1.Wear dress pants or skirt that reaches your knees. (Girls)
2.Pay attention to your personal grooming and cleanliness.
3.Know the exact time and location for your interview.
4.Arrive early; at least 10 minutes prior to the interview start time.
5.Treat all people you encounter with courtesy and respect. Administrative
assistants and receptionists also have first impressions and frequently share
their opinions with the interviewers.
6.Offer a firm handshake.
7.Show a positive attitude during the interview.
8.Maintain good eye contact during the interview.
9.Respond to questions and back up your statements about yourself with specific
examples whenever possible. Ask for clarification if you don’t understand a
question.
10. Be concise in your wording.
11.Be honest and be yourself. Dishonesty gets discovered.
12.Exhibit a positive attitude. The interviewer is evaluating you as a potential co worker.
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 IMPORTANCE:
Dress appropriately, answer questions authoritatively and present a
polished resume. You can gauge your effectiveness in those areas,
but the background check is like a black hole. Will the prospective
employer find information that hurts your chances of being hired?
Try not to worry. Background checks are not full-scale
investigations but basically a verification of information you provide.
The key is to be honest.

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 A resume is a structured document used to show potential employers
your skills, work history and education to help them determine if you're
the right candidate for a specific job. The time you put into developing
your resume is a crucial part of the job-hunting process. By constructing a
resume with all the appropriate categories, you ensure you have the best
possible chance for obtaining the jobs you seek.
 
 
The term “work history” refers to your previous work experience. When an
employer asks for your work history, provide elaborate information as this
is your opportunity to showcase your knowledge, skills and expertise in
the industry or field of work.
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 GROUP 9

Quilla, Divine Grace

THANKS Prospero, Charity
FOR
Babylon ,Mauie
LISTENING!
Cly Win, Gillado
Prysee, Kiyugan