Job interview

The interview (also interview or job interview ) is mostly a personal conversation between an organization ( employer, university, etc. ) and a candidate. The number of representatives of the prospective employer can vary from one to several people. In large organizations, the number of participants is usually up to four people, as not only is present as a representative of the department of future supervisors, but also a personnel officer and a representative of the works council or staff council. It comes as a rule to several rounds of talks, during which varies the composition. The cost tends to increase with the value of the site, ie, the job interview with an intern requires operating hand fewer resources than the job interview with a manager.

Before the interview

The interview is usually initiated by a written or electronic application, and sometimes go to the actual conversation tests ( personality tests, intelligence tests, etc.). Ahead. There are two types of job interview; either the candidate and the employer meet in person, a presence interview. The call can also be conducted by telephone, this method is called Telephonic interview. In unlawful questions of the employer the employee has a right to lie.

It's at the interview not only to the acquisition of technical skills, but also social skills. The organization wants to know if the candidate fits into the existing team and to the requirements, and how it occurs. Here, the outer appearance of the candidate is particularly relevant.

At a job interview only a narrow circle of people will be invited in order to then make a final decision. Frequently reference is made to the application documents. Under certain circumstances, reference is also made publicly available sources, such as on any existing profiles the candidate in social networks.

Structure of the job interview

For a job interview there is no natural structure. In fact, most interviews are held unstructured.

Usual conversation contents are:

• Welcome and presentation of the interlocutors
• Presentation of the corporate structure of the department, the position to be filled
• Self-presentation by the candidate
• Diagnostic Questions for the Candidates
• Question opportunity for the candidate to the company
• Organisational on how to proceed and adopting

An aptitude diagnostic criteria oriented structured interviews forecast quality can greatly improve, but find because of the extra expense rarely used. An example represents the Multimodal Interview by Heinz Schuler