Job Interview Findings
The stressful event in individual life is going to an interview. This is because Job interviews are regarded as a key to a person’s future as the outcome of an interview is significant. An interview has three main stages in an interview process, which do not all take place at the actual interview. It involves accepting the job interview, preparing for the interview and attending the interview. The first step of an interviewing process is the most interesting because an applicant feels happy that someone believes in one’s suitability for a specific job. The second stage is prepared for the interview and entails the collection of information before the interview.
There is a need to ensure one assembles their portfolio and organize them neatly in a folder. At the same time, appearance is important so there is a need to choose an interview outfit properly. There is a need for mental preparation when preparing for an interview as confidence remains one of the vital attributes in a job interview process. Careful planning together with a confident self-presentation is the difference between getting a job and not being lucky.
An interview process has often been associated with anxiety and is a normal physiological response when a person perceives a threat. Job interviews trigger anxiety among people and there is a need to ensure a person is able to cope with anxiety before going to an interview. An interviewee needs to conduct research about the potential employer to make them feel comfortable, prepared for the interview, and arrive early. “Anxiety has the propensity to make you hold your breath, which requires taking off deep and slow breath to reduce one’s heart rate and make them calm” (McCarthy and Richard Goffin, 650).
Simulations in an interview setting have been in use for a long time with the first simulations used in industrial as well as the manufacturing environment. They help in testing the ability of an applicant to perform tasks, which necessitates strength and manual agility. Many companies have their own tests directly linked to a specific job. The fundamental concept behind such tests remains the same to this present day.
Employment test needs to have point-to-point correspondence in relation to the job in question. This means that the various activities in an employment test are often a miniature imitation of activities needed on the job. Simulation in employment has evolved beyond usage in manufacturing and comprise of exercises termed in-baskets. Such a scenario sees applicants put in a situation, which they have to play the role in which they have applied for in an organization and handle the daily errands linked to that job. Technology has provided a sober upgrade to the development of employment simulations. Despite the fact, that other sectors of employment testing are presently making use of the same content with simulations having benefited extensively from technological growth. For example, it is possible to reconstruct various work settings.
Performance in relation to simulations can be assessed in a computerized manner with an added advantage being they can be given from any part of the world. Majority of selection decisions are founded on information acquired during the process of personal interviews, yet the amorphous personal interview remains the most untrustworthy and unacceptable selection method available. The legitimacy of an unstructured interview has been reported to be lower compared to written tests, training ratings, assessment centres and various selection devices types.
The subjectivity potential and biases of an unstructured interview process often make an organization susceptible to legal attack. Nevertheless, the structured interview has also been proven an efficient and valid procedure during selection, as candidates who take part in structured interviews view the process as just and are less expected to take legal action to challenge the whole process. “Structured interview has many strengths, which contribute to its reliability, legality, lawful defensibility, and fairness perceptions” (Brecher, Jennifer and Eugene, 160).
Structured interview tends to improve consistency and validity by making using of questions related to the same job applied for by a candidate, anchored score scales, and a qualified interview panel. When compared to various types of interviews, main strengths associated with structured interviews is that candidates get similar treatment and interview questions linked directly to the intended job behaviours. At the same time, only one person does not evaluate a candidate with written accounts created for each candidate reaction to the questions. The practices are helpful in the elimination of questions, which are irrelevant and give each candidate a chance to be evaluated using similar criteria by many raters and reduce prejudice and partisanship. The situation offers a notion of fairness among interviewed candidates, and offer data, which justifies selection decisions when a candidate faces some challenges.
Many times, emotions are often present before and during a job, a potential employer can view the interview and at times, a person’s behaviour wrongly such as thinking person lacks self-confidence. The remedy to such a situation is keeping emotions under control by ensuring a person is aware of their feelings. “As an interviewee, you have to admit that emotions are normal and beneficial if used appropriately” (Sieverding, 195). In most cases, in the attempt of hiding feelings, people end up behaving strangely. An individual need to identify what scares them and keeps negative thoughts away by blocking them.
It remains important for an interviewee to ensure they get enough to ret before the interview as a lack of sleep has serious effects on a person’s intellectual and emotional capabilities. Consequently, one needs to try something, which relaxes a person the night before going for the interview and eating light foods. Drinks such as coffee need to be avoided because the substances tend to stimulate a person’s nervous system. “Another important aspect is putting on clothes that are official and decent, as they would make you feel confident and comfortable in the interview process” (Barden, 13).
The outfit an individual decides to put on should be fitting with comfortable shoes, which matches the entire experience. At the same time, approaching an interview with a good interview helps one concentrate, relaxed and calm in the entire process. It is important for the interviewee to pay attention to every detail discussed by the potential employer and ensure they take their time to read and understand any agreement or contract before signing. This is because many people have found themselves accepting jobs, which pay lowly in comparison to their capabilities and experiences.
Salary negotiation during an interview is very crucial and remains one of the most ignored and underrated issues during a job search. A person should not agree to a position, which the salary is lower in comparison one’s worth with hopes of a rise in the future. There is a need for a person to know how much they should be paid before starting any negotiations with a potential employer. The more information a person has is an advantage because one is prepared to negotiate their salary. At the same time, an interviewee should not bring up pay issues until an offer I made to them by the potential employer.
Many people also concentrate on salary only and disregard other benefits, which is a common error during salaries negotiations. Other factors to be taken into consideration are coverage of medical insurance, flexible work durations, paid vacations as well as paternity leaves. It is often fine to ask for more money, but issuing threats makes one unreasonable. One should ask for money in terms of their contribution to the company and not as a requirement for the employer. An individual need to show the employer they understand and are reasonable in terms of what the company is willing to provide as a whole and salary is not the only consideration.
In most cases, salary negotiations remain tough and challenging to know the salary to be given on a received job offer. “Employment negotiations obviously are the beginning point your career in a company and establish employment relationship” (Kennedy, 190). One needs to be smart enough because salary negotiations can sour relationships before they start with potential employers. The way a person tackle initial negotiations has an effect on how successful their tenure in the company would be and therefore commands great reasoning.
It is obvious that a job interview is considered one of the most depressing things in life. Many people often feel embarrassed, threatened, nervous, and uncomfortable. It is difficult to have a complete stranger asking long personal questions about one’s dreams, hopes, and aspirations. Interviews can be extremely awkward particularly if one does not know how to handle a question. Coincidentally, the majority of interviews are the same so there is often a specific way to get prepared for the process. An individual’s attitude remains the most crucial aspect of the entire process of the interview. An interviewee needs to be positive and committed by ensuring a good introduction with the interviewer. a strong handshake and eye contact are important when introducing oneself to the interviewing panel.
Enthusiasm, confidence, and inspiration to be a part of the company play a major role for an interviewer to make an open opinion about an interviewee. Physical posture, composed state of mind and one’s r experience with interviews help one in managing their feelings in the interview process. Many people are often nervous during an interview process, which makes them unable o portray confidence and make a first good impression. A person does not have to respond only to questions asked by the interviewer but remembers interview etiquette in addition to the body language.
It is obvious that any interview remains a possible minefield, which in most cases does not help in boosting individual confidence. Nevertheless, a person is supposed to shine during a job interview being the only opportunity for one to astonish a potential employer with their intelligence, humour, and likeability. An interviewee should communicate coherently to highlight their qualifications, experiences as well as skills by using many examples from their past to exemplify a point.
Barden, Dennis M. “Not Dressing the Part, and Other Interview Mistakes.” Chronicle of Higher Education. (2013). Print.
Brecher, Ellyn, Jennifer Bragger, and Eugene Kutcher. “The Structured Interview: Reducing Biases Toward Job Applicants with Physical Disabilities.” Employee Responsibilities and Rights Journal. 18.3 (2006): 155-170. Print.
Kennedy, MM. “Salary Negotiations the Smart Way.” Physician Executive. 13.2 (2007). Print.
Krumhuber, Eva, Antony Manstead, Darren Cosker, Dave Marshall, and Paul Rosin. “Effects of Dynamic Attributes of Smiles in Human and Synthetic Faces: a Simulated Job Interview Setting.” Journal of Nonverbal Behavior. 33.1 (2009): 1-15. Print.
McCarthy, Julie, and Richard Goffin. “Measuring Job Interview Anxiety: Beyond Weak Knees and Sweaty Palms.” Personnel Psychology. 57.3 (2004): 607-637. Print.
Sieverding, Monika. “‘be Cool!’: Emotional Costs of Hiding Feelings in a Job Interview.”International Journal of Selection and Assessment. 17.4 (2009): 391-401. Print.
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