ppt b.inggris

8/19/2019 Ppt b.inggris

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JOB INTERVIEW JOB INTERVIEW

GROUP 9 :BARANDA BINUKO AT

NANDA B. SITOPU

JOSHUA RIVALDI

SHUBAN A, SAIDI


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Efective Interviein!Efective Interviein!

What are some of the goals of a jobWhat are some of the goals of a job

interview?interview? to get a job

to gure out if a osition is right for !ou to rovi"e otential emlo!ers with a stronger sense

of wh! the! shoul" hire !ou# !our s$ills# how !oustan" out

to rovi"e further arti%ulation an" illustration of the

s$ills liste" an" e&erien%es rovi"e" in !our resume


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'ome (oals of a Job'ome (oals of a Job

InterviewInterviewE"#$%&er ev'$('te) c'n*i*'te◦ s$ills ali%able to the job

◦ %ometen%e to "o the job

◦ otential to %ontribute to the

team)organi*ation◦ abilit! to mesh with team+s)organi*ation+s

mission# hilosoh!# an" environment

+'n*i*'te ev'$('te) e"#$%&er

◦

mat%h between interests an" job tas$s)wor$◦ "egree of resonsibilit! an" %hallenge

◦ otential for growth an" further e"u%ation

◦ abilit! to mesh with team+s)organi*ation+s

mission# hilosoh!# an" environment


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,ow %an !ou best reare,ow %an !ou best reare

for a job interview?for a job interview?

"ress aroriatel! "een"s uonbusiness- ."ress for the job !ou want/- betterto over"ress

ba%$ u "o%uments- e0g0# writing samles#%o! of resume# trans%rits# other "o%s#referen%es- letters of re%ommen"ation1"ossier or ortfolio2

resear%h the %oman! (oogle the%oman!# tal$ to eole about what the!$now# BBB# 3hamber of 3ommer%e

ma$e sure !ou $now how to get there


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4our 5e!s to 'u%%ess4our 5e!s to 'u%%ess

un"erstan"ing what to e&e%t

rearing an" resear%hing

anti%iating 6uestionsfollowing u


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7n"erstan"ing What to7n"erstan"ing What to

E&e%tE&e%t+%nver)'ti%n'$

Be'vi%r'$

+')e %r)it('ti%n'$

Stre)) )it('ti%n

Types of Interviews

all four of these interview types can beone-on-one or might be a panelconversation


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t!i%all! a 6uestion8an"8answer "is%ussion

usuall! a relativel! short interview 1e0g0# 9 hour2

interviewer+s main goals are to:

◦ assess whether or not the job8see$er has thes$ills an" abilities to erform the job

◦

evaluate whether or not the job8see$erossesses the enthusiasm an" wor$ ethi% thatthe emlo!er e&e%ts

◦ anal!*e whether or not the job8see$er is ateam la!er an" will t into the organi*ation

Types of Interviews: Conversational (Traditional)


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t!i%all! an assessment of ast erforman%e interviewers will e&e%t to hear about se%i%

situations an")or s%enarios

initial 6uestions are t!i%all! followe" b! follow8u6uestions

se%i%# $e! "etails relate" to situations)s%enarios aree&e%te"


◦ assess %an"i"ate+s behaviors an" aroa%hes b!e&loring se%i% situations

◦ anal!*e ast behavior to tr! to re"i%t futureerforman%e

Types of Interviews: Behavioral


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rimaril! use" b! management an" %onsultingrms to "etermine how well a %an"i"ate ts in ael" or job

t!i%all! interviewee is rovi"e" a roblem or as%enario an" as$e" to wor$ through it


◦ anal!*e how well interviewee %an i"entif! an"wor$ through a roblem

◦

assess roblem8solving s$ills◦ evaluate toleran%e for ambiguit! an" abilit! to

start on tas$s

◦ anal!*e %ommuni%ation s$ills

Types of Interviews: Case or Situational


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t!i%all! use" for jobs where high "egrees ofstress will be en%ountere" regularl!

interviewers sometimes rel! uon ru"eness#sar%asm# or outright hostilit! to rovo$e a

resonse


◦ assess how well interviewee "eals withune&e%te" an")or stressful situations

◦ evaluate how well interviewee %an wor$ an"%ommuni%ate un"er ressure

Types of Interviews: Stress Situation


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;rearing an";rearing an"

Resear%hingResear%hingresear%h the el"

resear%h the emlo!er

resear%h the job# team# an" %onte&t


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e&lore "i


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review annual reorts

rea" the organi*ation+s mission statement an" hilosoh!"o%uments

resear%h the organi*ation histor!

familiari*e !ourself with the organi*ational s%heme

loo$ for re%ent erforman%e mar$ers or su%%ess in"i%ators

goals are to:

◦ familiari*e !ourself with what the organi*ation "oes

◦ familiari*e !ourself with what wor$ers in the organi*ation "o#write# ro"u%e# %reate# et%0

◦ assess how the arti%ular job for whi%h !ou+re interviewing tsinto the bigger organi*ational i%ture

◦ get a sense of the $e! la!ers in an" $e! out%omes of theorgani*ation

◦ "evelo a strong sense of what the! might see$ in an emlo!ee

Preparing and ResearchingResearch the !ployer


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review the original job ost)%all

resear%h the .jobs/ or .emlo!ment/ area of theorgani*ation+s web site

ma$e %onta%t an" tr! to get a stronger sense of

the se%i% job resonsibilities anal!*e !our ossible role in relation to the

team# unit# or "ivision !ou woul" wor$ in n" out who !ou woul" reort to

anal!*e how su%%ess is evaluate" an" rewar"e"

Preparing and ResearchingResearch the "o#$ Tea!$ and Conte%t


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goals are to:

◦ answer the 6uestions !ou shoul" be as$ing

!ourself 1e0g0# is this reall! a job I want? whatwill I gain b! getting this job? what "o I bringthat this organi*ation nee"s?

◦ be%ome $nowle"geable so that !ou %an sea$se%i%all! as to how !ou t in the job# team#an" %onte&t

◦ have a strong sense of what !ou will bee&e%te" to erform# an" how thaterforman%e will be measure" an" evaluate"

◦ a""ress 6uestions li$e:

what might I be as$e" to answer?

how will the! e&e%t me to answer?

how might I be e&e%te" to "emonstratewhat I $now an" what I %an "o?


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Before the InterviewBefore the Interview

slee

eat

%hoose !our %lothes the night before

reare the materials !ou want to bringwith !ou=i"eall!# this is "one longbefore the interview


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What t!es of materials woul"What t!es of materials woul"

!ou want to bring to a job!ou want to bring to a job

interview?interview?>etter of Intro"u%tionResume

Wor$ 'amles

Referen%es

>etter of Re%ommen"ations


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(etting Intro"u%e"(etting Intro"u%e"

reare an" ra%ti%e a two8minuteintro"u%tion: .I am I amintereste" in/

reare to

◦ "emonstrate $nowle"ge about theemlo!er

◦ e&ress enthusiasm an" interest

◦ relate !our ba%$groun" to the%oman!+s nee"s


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@nti%iating Auestions@nti%iating Auestions

.Tell me about !ourself0/Hint: They’re not asking for your lifestory, and it’s not a trick question…

interviewer is loo$ing for:

◦ a brief statement of !our rofessionalstatus an" %areer obje%tive

◦ some "etail about !our rogression tothis oint an" strengths) s$ills !ou %ano


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@ ,euristi% for @nswering Auestions@ ,euristi% for @nswering Auestions

i"entif! the s$ill sought b! the 6uestionso that !ou %an best fo%us !our answer

give a 'T@R answer:◦ Situation=what was the %onte&t?

◦ Tas$=what was the se%i% roblem ornee"?

◦ A%tion=what "i" !ou "o? 1ro"u%e# write#%reate# et%02

◦ Results)resolution=what "i" !ou learn?what s$ills "i" !ou "evelo?


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'T@R E&amle'T@R E&amle

◦ Situation

6ui%$l! e&lain the situation=what

haene"? who was involve" 1e0g0# %lients#%owor$ers# %ustomers2?

◦ Tas$

what was the arti%ular roblem that nee"e"to be resolve"?

◦ A%tion

what se%i% a%tion "i" !ou ta$e to resolvethe roblem? what "i" !ou "o or ro"u%e?

◦ Results)resolution

what were the results of !our a%tion? what"i" !ou ta$e from this e&erien%e?

Can you tell !e a#out a ti!e fro! your wor&

e%perience when your !anager or supervisor was

unavaila#le and a pro#le! arose'


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@t the En" of the Interview@t the En" of the Interview

review what !ou+ve hear" an" statewh! !ou+re intereste" in the osition

%onsi"er as$ing:◦ is there an!thing else I %an rovi"e=

se%i% referen%es or e&amle materials?

◦ what+s the ne&t ste in the ro%ess?

when is !our "e%ision "ate?◦ how %an I %onta%t !ou to %he%$ m!

status?


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@fter the Interview@fter the Interview

sen" a than$ !ou email or letter after beinginterviewe"

tailor the letter to the organi*ation an" to theinterview itself

in"ivi"uali*e a letter slightl! if !ou+re sen"ing it to

more than one erson in the organi*ation

sen" it within CDC hours of the interview

goals:

◦ shows !ou+re %ourteous◦ "i


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9F Interview Blooers9F Interview Blooers

90 oor han"sha$e 1lim han"# tis of ngers#arm um2

0 tal$ing too mu%h 1tal$ing too long# but not

answering "ire%t 6uestions- nervous tal$ing2

G0 tal$ing negativel! about %urrent or astteams# %owor$ers# emlo!ers)managers

C0 showing u late or wa! too earl!

H0 treating the re%etionist ru"el!


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0 as$ing about benets# va%ation time# or

salar! in an initial interview

0 not rearing for the interview

0 verbal ti%$s 1uhmmmm# li$e# !ou $now2

K0 not enough)too mu%h e!e %onta%t

9F0 failure to mat%h %ommuni%ation st!les

1e0g0# too informal# too businessli$e2


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be !ourself 1not who !ou thin$ the! want !ou to be2 be rea"! to tal$ about wh! !ou want the job 1an"

thin$ about how the! might reson" to !our answer2 as$ ahea" of time the format of the interview 1e0g0#

anel)one8on one? e&e%te" to erform a tas$?2 as$ about the fun%tion of !our job in the larger

organi*ation

as$ about how the se%i% osition !ou areinterviewing for ts in the largerunit)team)"eartment and within the largerorgani*ation)%oman!

be reare" to a%tuall! "o)erform)write a tas$

"uring the interview ro%ess 1e0g0# writing"o%umentation# mar$ing u a "o%ument for e"iting2

as$ the interview what their favorite ase%t of the job is 1an"# erhas# what their least favorite is2

n" out how writing is er%eive" an" how eole

negotiate te&tual ownershi issues

ITS:


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HINTS C*TI+: %arefull! %onsi"er who !ou as$ whi%h 6uestions

ta$e notes with !ou 1with !our i"eas# goals# 6uestions2-ta$e notes "uring the interview

learning oortunities an" e&erien%es not, never .roblems/

as$ if the organi*ation has a oli%! towar"fun"ing)suorting emlo!ee rofessional "evelomentoortunities 1e0g0# 'T3 membershi an" %onferen%es#

further e"u%ation2 sta! fo%use" 1even if it+s a long interview2- ta$e notes to

hel sta! fo%use"

get %omfortable with auses an" strategies for giving!ourself a bit of time to reare an answer

sta! ubeatL 1there will be ainful moments=learn fromthem an" move on2

"on+t get Mustere" 1if !ou %an at all avoi" it=an"ra%ti%ing reall!# reall! hels2

re%ogni*e the gate$eeersL 1e0g0# initial hone interviewwith seemingl! unrelate" erson2


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Pre#'rin! -%r J% Intervie)Pre#'rin! -%r J% Intervie)

4or more hel on Interviewing%onta%t The 3areer 3enter at 8K9H89C an" setu an aointment

with a 3areer @"visor0

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