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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.
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