JOB INTERVIEWS

PRESENTED BY GROUP 17
OBJECTIVES
Definition of job interview
Types of interviews
Conducting an interview
Preparation of a job interview
Conducting an interview
Common questions
Factors leading to rejection
Closing the interview and follow up
Job interviews
An interview can be best described as a
structured communication for the purpose of
exchanging information between individuals
or a panel of people.(Maworera & Lee, 2004)
A job interview can be defined as a
conversation which occurs between a
potential employer and a job applicant to
assess if the applicant should be hired
(Charsley, 2014)
Types of interviews
Meandering interview: the interviewer (employer) rely on
the interviewer (job applicant) to lead the discussion
Behavioural interview: indicate the applicant’s future
performance based on their behaviour during the interview
Directive style: the interviewer sets a clear agenda . Each
candidate is asked the same questions and then the results
are later compared
Informational style: job seekers seek advice from someone
in the desired field as well as get references to people who
an give further insights about the job
Stress interview: the candidate is exposed to stressful
situations in order to determine a candidate’s suitability
for the position
PREPARATION OF A JOB INTERVIEW
According to Mawonera and Lee (2004)
 Both interviewer and interviewee should aim
to achieve the objective of the interview
The job applicant should acquire the job
description before hand
The employer should establish an evaluation
method
Arrangements should be made to avoid
interruptions
CONDUCTING AN INTERVIEW
Charsley, 2014 highlighted that there are
some unspoken rules to interview, some of
which are:
Non-verbal communication is very
important
Be on time, dress formally and look
confident
Enter the interview room smiling, remain
standing until you are offered a sit
Place your briefcase/ handbag on the floor
beside your chair and sit up straight
Show interest and enthusiasm, do not
COMMON QUESTIONS
Closed questions: are direct questions that
require a short answer. For example; If you were
appointed, do you think you can carry out the
duties?
Open questions: invite a discussion and allow a
wide range of responses. For example; tell me
about yourself. OR Why do you think you are
the best candidate for the job?
Other questions include: primary questions, mirror
questions, rhetorical questions, leading questions
and hypothetical questions
FACTORS LEADING TO REJECTION
According to Gray, 2013 not every interview one
goes to will be a success. There’s always a possibility
of failure and this can be caused by a number of
issues, including;
 Negative personality
Poor preparation for the interview
Lack of skill
Unrealistic expectations
Poor communication skills
Lack of experience
Unwillingness to relocate
CLOSING THE INTERVIEW AND FOLLOW
UP
When the interviewer realises that the
interview will result in a satisfactory
conclusion ( Mawonera&Lee, 2004)
The interviewee can send responses to
applicants, congratulations are sent to the
successful applicants and when unsuccessful
the message will not have any sort of
justification from the employer’s part
( Gray, 2013)
ADVANTAGES
Produce a higher response rate
Are useful for untangling complex topics
Are advantageous to the applicant who can not read or
answer questionnaires
Gives clarity of the details and conditions
DISADVANTAGES
Not useful for selection from a large number of people
The interviewer may be biased and ask closed
questions
Tendency to take on too much responsibility
REFERENCES

Berko R.M, Wolvin A.D and Wolvin D.R (1998)

Communicating: A social and career focus; Houghton
Mifflin Co.
Charsley P. (2014) Interview Preparation, deconstructing
the interview process; CreateSpace independent
publishing platform
Gray J. (2013) Interview success ;Get the edge: A teach
yourself guide, New York McGraw-Hill Editions
Maworera E., Lee D. (2004); Communication and
scholarship; Zimbabwe Open University