 INTERVIEWS
Interviews are a crucial part of the recruitment process for most organisations.
Their purpose is to give the employer a chance to assess candidates who can
demonstrate
their abilities and personalities. It’s also an opportunity for the employer
to
assess
them and make sure the organisation and positions are right for the candidates.
The recruitment process for most organisations follows a common theme: applications/CVs
are received, either online or by post; and candidates are short-listed and
invited for interview. The interview format can vary considerably and may include
an assessment centre and/or tests. The number of interviews also varies. Some
companies are satisfied after one interview, whereas others will want to recall
a further shortlist of candidates for more. If successful at the final interview
stage, you will receive an official job offer.
Interview format
Interview format is determined by the nature of the organisation, but there
are various standard formats.
Chronological interviews
These work chronologically through your life to date and are usually based
on your CV or a completed application form.
Competency-based interviews
These are structured to reflect the competencies that an employer is seeking
for a particular job (often detailed in the recruitment information).
Technical interviews
If the candidates have applied for a job or course that requires technical
knowledge (eg positions in engineering or IT) it is likely, at some stage
in the selection
process, that the candidates will be asked technical questions or have a
separate technical interview to test their knowledge. Questions may focus
on the candidates last employer, final year
project and choice of approach to it or on real/hypothetical technical
problems.
Case study interviews
Used largely by consulting firms, these can range from a straightforward brainteaser
to the analysis of a hypothetical business problem. Employers will evaluate
candidates on an analysis of the problem, how they identify the key issues,
how they pursue a particular line of thinking and whether they can develop
and
present
an appropriate framework for organising their thoughts. There is no perfect
way to solve each problem and how candidates can reach the solution is often
more important than the solution itself.
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