In the world of work, known to some type of job interview as follows:
1. Screening Interview.
1. Screening Interview.
If the applicant or candidate to the post numbered more than one person then conducted job interviews for selecting who among these candidates is most qualified candidates so they can proceed to the next selection stage. Selection interviews are usually short-lived between 15-30 minutes.
2.Telephone Interview
2.Telephone Interview
For the sake of saving cost and time efficiency, a lot of recruiter who perform the job interview by telephone. Therefore, applicants must be prepared to be contacted at any time, because often recruiter did not provide an option for applicants to determine the time when he is ready to be interviewed by telephone.
3. On-Campus Interview
3. On-Campus Interview
Although not many companies that conduct job interviews on campus, but for certain companies who are looking for graduates to be trained further, this method is considered to be very effective because it provides access for the company to obtain the best possible candidate is very difficult to obtain if we wait for the candidates came to apply.
4. Job Fair Interview
4. Job Fair Interview
The exhibition is held to bridge the company's work with job seekers. At the exhibition of work normally, the company provides a variety of:
Information about the company, received a letter of application and CV of visitors (job seekers), even not rarely the recruiter directly conduct interviews at booth (booth) them. In Indonesia's exhibition like this is very rarely performed in comparison with the exhibition of automotive, home and furniture.
On-Site Interview When a candidate has passed the interview stage of selection, the company often invite candidates to view Job site directly. On that occasion the recruiter is usually direct in-depth interviews. For applicants who do not have work experience at a location approximately the same environment, a job interview at a location may seem scary because may have to travel and are in an area not known to her.
Panel or Group Interview Group interview is a type of job interview where the interviewer (recruiter) consists of 2 (two) persons or more. Usually Interviews of this type carried out if the company considers that the applicants had almost qualified for admission to work. Usually the questioner in this interview that has the authority to decide whether applicants will be hired or not.
Case Interview Job interview this kind of emphasis on analytical skills and problem solving on a specific case. Usually in the case interview, applicants are asked to act as the incumbent has to offer, then given a case to find out the solution.
The purpose of Job Interview
Job interview (job interview) today is one important aspect of recruitment and selection process. Although the validity of the interview is considered modest compared with Other selection methods such as psychological tests, but the interview has many advantages that facilitate the selection of officers to use it. Whatever the assessment of applicants (prospective employees), job interviews really give a chance or opportunity for applicants to change jobs into job offers.
Given that the job interview is a job search process that allows applicants to obtain direct access to the company (employer), then the "performance " job interview is a matter that is crucial in determining whether applicants will be accepted or rejected. For the applicants, job interviews gave him chance to explain directly the experience, knowledge, skills, and various other factors that are useful to convince the company that he is eligible (qualified) to do the job (taking office) is offered.
In addition, job interview also allows applicants to demonstrate interpersonal skills, professional, and lifestyle or personality of applicants. If in the CV (Curriculum Vitae), applicants can only claim that he has the communication skills and interpersonal skills, then in interviews he's given a chance to prove it. For companies, a job interview is one way to find a match between characteristics of applicants with job requirements that must be owned by the applicant to hold the position / job. In general, the purpose of job interviews are:
Job interview (job interview) today is one important aspect of recruitment and selection process. Although the validity of the interview is considered modest compared with Other selection methods such as psychological tests, but the interview has many advantages that facilitate the selection of officers to use it. Whatever the assessment of applicants (prospective employees), job interviews really give a chance or opportunity for applicants to change jobs into job offers.
Given that the job interview is a job search process that allows applicants to obtain direct access to the company (employer), then the "performance " job interview is a matter that is crucial in determining whether applicants will be accepted or rejected. For the applicants, job interviews gave him chance to explain directly the experience, knowledge, skills, and various other factors that are useful to convince the company that he is eligible (qualified) to do the job (taking office) is offered.
In addition, job interview also allows applicants to demonstrate interpersonal skills, professional, and lifestyle or personality of applicants. If in the CV (Curriculum Vitae), applicants can only claim that he has the communication skills and interpersonal skills, then in interviews he's given a chance to prove it. For companies, a job interview is one way to find a match between characteristics of applicants with job requirements that must be owned by the applicant to hold the position / job. In general, the purpose of job interviews are:
1. To know the personality of applicants
2. Finding relevant information required by the terms of office
3. Obtain additional information needed for the position and company
4. Helping companies to identify applicants who deserve to be given job offers.
2. Finding relevant information required by the terms of office
3. Obtain additional information needed for the position and company
4. Helping companies to identify applicants who deserve to be given job offers.
Job Interview Techniques
Two commonly used interview techniques firm in conducting a job interview job interview is a traditional and behavioral job interview. In practice firms oftencombining both these techniques to obtain more accurate data.
1. Traditional job interview using open-ended questions like "why would you want to work for this company", and "what your strengths and weaknesses." Success or failure in a traditional interview will largely depend on the applicant's ability to communicate to answer questions, rather than truth or the content of the answer given. In addition questions are posed more clarify what is written in a letter of application and CV of applicants. In a traditional job interview, recruiter usually want to find the answer to 3 (three) questions: whether the applicant has the knowledge, skills and ability to do the job, whether the applicant has the enthusiasm and work ethic in accordance withrecruiter expectations, and whether the applicant will be able to work in a team and have a personality that fit with corporate culture.
2. Behavioral job interview is based on the theory that the "performance" (performance) in the past is the best indicator to predict the behavior of applicants in the future. Job interview with this technique is often used to recruit employees at the managerial level or by a company who believe strongly in maintaining the operational problems of personality. Behavioral job interview is intended to study the response of applicants to a particular condition or situation so that the interviewer can see how applicants view a challenge / problem and find solutions. The questions usually asked are: "you try to tell me your experience when it failed to achieve the target set", and "give some examples of what things you do when you are trusted to handle multiple projects at once." To answer these questions the applicants need to prepare ourselves to recall the circumstances, actions and outcomes that occur at the last. In addition, it is important for applicants to provoke further questions from the interviewer for a detailed description can explain the situation. It required good communication skills of the applicants. Success or failure in this interview is highly dependent on the ability of applicants in describing situations related to interviewer questions in detail and focused.
In a behavioral job interview, the applicant must be able to formulate an answer that includes 4 (four) things:
Two commonly used interview techniques firm in conducting a job interview job interview is a traditional and behavioral job interview. In practice firms oftencombining both these techniques to obtain more accurate data.
1. Traditional job interview using open-ended questions like "why would you want to work for this company", and "what your strengths and weaknesses." Success or failure in a traditional interview will largely depend on the applicant's ability to communicate to answer questions, rather than truth or the content of the answer given. In addition questions are posed more clarify what is written in a letter of application and CV of applicants. In a traditional job interview, recruiter usually want to find the answer to 3 (three) questions: whether the applicant has the knowledge, skills and ability to do the job, whether the applicant has the enthusiasm and work ethic in accordance withrecruiter expectations, and whether the applicant will be able to work in a team and have a personality that fit with corporate culture.
2. Behavioral job interview is based on the theory that the "performance" (performance) in the past is the best indicator to predict the behavior of applicants in the future. Job interview with this technique is often used to recruit employees at the managerial level or by a company who believe strongly in maintaining the operational problems of personality. Behavioral job interview is intended to study the response of applicants to a particular condition or situation so that the interviewer can see how applicants view a challenge / problem and find solutions. The questions usually asked are: "you try to tell me your experience when it failed to achieve the target set", and "give some examples of what things you do when you are trusted to handle multiple projects at once." To answer these questions the applicants need to prepare ourselves to recall the circumstances, actions and outcomes that occur at the last. In addition, it is important for applicants to provoke further questions from the interviewer for a detailed description can explain the situation. It required good communication skills of the applicants. Success or failure in this interview is highly dependent on the ability of applicants in describing situations related to interviewer questions in detail and focused.
In a behavioral job interview, the applicant must be able to formulate an answer that includes 4 (four) things:
(1) describes the situation that occurred at that time,
(2) describes the measures taken to respond to the situation,
(3) tells the results achieved, and
(4) What lessons learned from the incident (what is learned). In a behavioral interview is the most commonly used technique is called STAR or SAR or PAR.
(2) describes the measures taken to respond to the situation,
(3) tells the results achieved, and
(4) What lessons learned from the incident (what is learned). In a behavioral interview is the most commonly used technique is called STAR or SAR or PAR.
A. Situation / Problem / Task
Applicants are asked to describe the situation or tasks that must be implemented in the past. Applicants must describe the situation or task specific, detailed and easily understood by the interviewer. Situations or tasks that are described can be derived from previous employment, experience during school, a certain experience, or a variety of events relevant to the questions the interviewer
B. Action
Applicants are asked to describe the measures taken in dealing with the situation / problem / task at the top. In this case, applicants must be able to focus on the problem. Despite the existing problems may be handled by several people or teams, applicants must provide an explanation of any role in the team - do not say what has been done by the team but what has been done applicants as part of the team.
C. Results
Applicants are asked to explain the results achieved anything. What are the obstacles that occur if the outcome is not achieved. What happened next after the issue is completed. So what lessons can be learned by applicants from the incident.
Applicants are asked to describe the situation or tasks that must be implemented in the past. Applicants must describe the situation or task specific, detailed and easily understood by the interviewer. Situations or tasks that are described can be derived from previous employment, experience during school, a certain experience, or a variety of events relevant to the questions the interviewer
B. Action
Applicants are asked to describe the measures taken in dealing with the situation / problem / task at the top. In this case, applicants must be able to focus on the problem. Despite the existing problems may be handled by several people or teams, applicants must provide an explanation of any role in the team - do not say what has been done by the team but what has been done applicants as part of the team.
C. Results
Applicants are asked to explain the results achieved anything. What are the obstacles that occur if the outcome is not achieved. What happened next after the issue is completed. So what lessons can be learned by applicants from the incident.
QUESTIONS ARE DEALING WITH GENERAL
In general, the questions asked in job interviews really depends on what technique is used by the interviewer. If using a traditional job interview techniques
then the questions often asked is as follows:
1. Explain to me how you describe yourself?
2. What are your strengths and weaknesses?
3. What achievements have you achieved in previous jobs / when the school?
4. Why did you quit the company last?
5. What are your duties at work then?
6. How did you know this company?
7. Why are you interested in working for this company?
8. If you are accepted to work for this position, what would you do?
9. What is professionalism you think?
10. What is teamwork do you think?
11. What's your hobby?
In general, the questions asked in job interviews really depends on what technique is used by the interviewer. If using a traditional job interview techniques
then the questions often asked is as follows:
1. Explain to me how you describe yourself?
2. What are your strengths and weaknesses?
3. What achievements have you achieved in previous jobs / when the school?
4. Why did you quit the company last?
5. What are your duties at work then?
6. How did you know this company?
7. Why are you interested in working for this company?
8. If you are accepted to work for this position, what would you do?
9. What is professionalism you think?
10. What is teamwork do you think?
11. What's your hobby?
In an interview using behavioral job interview techniques, then the above questions are often added to the questions as follows:
1. Tell me / us whenever you have a very unpleasant situation and how you managed to get out of the situation.
2. Tell me / us how you convince your clients when you do a presentation.
3. Try to tell me how you cope with a situation where you have to do many tasks and you should make a priority task which must take precedence.
4. Can you tell me what the most difficult decisions you make in the last year? Why is that?
5. Tell us why your team failed to reach the target in the previous year and how do you motivate a team so that they can achieve success in the next year.
6. How do you resolve conflict? Could give an example?
7. Can you tell me an event where you try to complete a task and it has failed?
8. Tell us what you do when forced to make a rule that is not pleasant for the employees but profitable for the company. As a process involving the interaction between the two sides, in a job interview the applicants are also usually given the opportunity to ask questions.
1. Tell me / us whenever you have a very unpleasant situation and how you managed to get out of the situation.
2. Tell me / us how you convince your clients when you do a presentation.
3. Try to tell me how you cope with a situation where you have to do many tasks and you should make a priority task which must take precedence.
4. Can you tell me what the most difficult decisions you make in the last year? Why is that?
5. Tell us why your team failed to reach the target in the previous year and how do you motivate a team so that they can achieve success in the next year.
6. How do you resolve conflict? Could give an example?
7. Can you tell me an event where you try to complete a task and it has failed?
8. Tell us what you do when forced to make a rule that is not pleasant for the employees but profitable for the company. As a process involving the interaction between the two sides, in a job interview the applicants are also usually given the opportunity to ask questions.
Therefore it would be nice if the applicant prepare a few questions, for example:
• What is expected of me if I am accepted for this position?
• According to the experience here, what a challenge
• the biggest holder of this position?
• Is there training (internal and external) that can help me to better serve if I am hired to work at this company?
• Are there specific things outside the job descriptions that I have to finish within a certain time?
• According to the experience here, what a challenge
• the biggest holder of this position?
• Is there training (internal and external) that can help me to better serve if I am hired to work at this company?
• Are there specific things outside the job descriptions that I have to finish within a certain time?
QUESTIONS ARE DEALING WITH PERSONAL
Unlike the condition in western countries where the rights of individuals is respected and has a very adequate legal instruments concerning the things that set one's personal rights so that the recruiter (the interviewer) to be very careful in asking questions, just the opposite in Indonesia . In a job interview at companies in Indonesia are often the interviewer actually dig a lot of problems that are personal. Example: Asking applicants background (parents, siblings, wives, children, status, religion, ethnicity, age) is a matter that is considered normal. Although often these questions have no relevance to the proposed position, applicants must be prepared to respond to these questions appropriately in ways that elegant. The asker may not intend to corner the applicants, but rather based on their care for the match between the applicant (candidate) with the existing culture within the company. Therefore, if the applicant asked about the things that are found to be associated with a job offer, applicants must be able to identify what the meaning behind the question. To respond to the questions of a personal nature, applicants can perform several alternatives:
1. Applicants can clarify to the questioner what the relevance of questions raised by proposed position so that the asker can explain further to do with work, then give the right answer.
2. Applicants can directly answer diplomatically with full awareness that this question does not have direct relationships with work / proposed position.
3. Applicants may also refuse to answer that question if you think thats very disturbing the privacy of applicants. If this had to be done, it must be done in ways so subtle and diplomatic recruiter did not feel harassed because they have given the wrong question.
NEGATIVE FACTORS TO AVOID
Several factors, both physical and psychological, to watch out for by the applicants are negative factors of concern to the interviewer. These factors, for example:
1. Appearance self look unprofessional (menor makeup, clothes that are not unsightly, untidy, and not according to mood)
2. Being arrogant, defensive or aggressive.
3. Reluctantly (not enthusiastic or interested in the proposed talks with the material (the interviewer).
4. Nervous.
5. Great emphasis on compensation to be received.
6. Always trying to make excuses for any failures that have been experienced in the past.
7. Can not diplomacy, not mature and less able to bersopan polite.
8. Blaming the former company or boss boss in the past, or complain that technology changes rapidly.
9. Unable to focus in answering the question or the interviewer talks.
10. Failure to provide questions to the interviewer
11. Again and again asked: "what can be given to my company if I do ......?"
12. Lack of preparation: failed to obtain important information about the company, failed to answer the questions and the interviewer can not ask questions to the interviewer quality.
Several factors, both physical and psychological, to watch out for by the applicants are negative factors of concern to the interviewer. These factors, for example:
1. Appearance self look unprofessional (menor makeup, clothes that are not unsightly, untidy, and not according to mood)
2. Being arrogant, defensive or aggressive.
3. Reluctantly (not enthusiastic or interested in the proposed talks with the material (the interviewer).
4. Nervous.
5. Great emphasis on compensation to be received.
6. Always trying to make excuses for any failures that have been experienced in the past.
7. Can not diplomacy, not mature and less able to bersopan polite.
8. Blaming the former company or boss boss in the past, or complain that technology changes rapidly.
9. Unable to focus in answering the question or the interviewer talks.
10. Failure to provide questions to the interviewer
11. Again and again asked: "what can be given to my company if I do ......?"
12. Lack of preparation: failed to obtain important information about the company, failed to answer the questions and the interviewer can not ask questions to the interviewer quality.
SOLUTIONS:
For those job seekers who are called to a job interview, there may be a good idea to consider some suggestions below.
Do the following:
Make sure you already know where the interview, if not told beforehand what kind of clothing should be worn, then use the formal clothes, clean and tidy. Prepare yourself to answer the questions that might be asked the interviewer. Try to arrive 10 (ten) minutes early, if forced to be late because there is an interruption in travel immediately notify the company (the interviewer). Security guards or receptionists who greet you with a friendly encounter. If you must fill out a form, fill it completely and neatly. Say hello (good morning / afternoon / evening) to the interviewer and if you have to shake hands, jabatlah tightly (not too loud but not weak). Remain standing until you are welcome to sit. Sitting with an upright and balanced position. Prepare a cover letter and your CV. Remember the good name of the interviewer. Make eye contact with the interviewer. Stay focused on the questions asked the interviewer. Show your enthusiasm and interest in the proposed position and the company. Use formal language, not jargon or slang unless you are interviewed to be able to use that language. Show the positive things you will ever achieve. Show energy and confidence high. Indicate what can you do to the company rather than what can be given by the company to you. Explain as much detail as possible the things asked by the interviewer. Ask a few questions around the quality of your work and business in general. Speaking with a voice loud enough so that it can be heard by the interviewer. End the interview by asking what you should do next. Say thank the interviewer for the time and opportunity given to you.
THINGS YOU SHOULD NOTE THE FOLLOWING:
Do not Assume that you know where the interview, when you're not sure.Train yourself to answer questions about the interviewer will be filed. Neatly dressed and polite as eastern standard and do not overdo / inconspicuous. Do not come too late (at least 15 minutes before the start should have come / ready). Bring letter of application and CV in a neat folder and arranged the correct so that when you are prompted for easy pick / not nervous andmessy. Do not underestimate the security guards, receptionists and even the interviewer. Shook hands with the interviewer with a firm but polite (do not limp and trembling). Do not smoking, chewing or spitting during the interview. Do not sit or lean selonjor. Do not talk too loud or too soft. Do not Make a joke / trying to be funny. Do not answer a modest course, like "yes" or "no" or "not know" or "I do not know." Do not be too long to think every time to answer. Never change the subject to something that has nothing to do with work. Do not blame the ex-boss, former co-workers or companies that long (do not speak ill of the old work place). Do not give a false answer, lie or manipulate data. Do not ask for salaries and facilities received at the time of selection interview where you do not know the chances are you will be accepted or not. Do not show your desperation to show that you are willing to work to field anything and would do anything to be accepted to work at the company. Do not discuss negative things from you which will hurt yourself. Do not bring things that are considered to be still controversial. Do not call or receive calls, or reading a book during the interview (preferably mobile phone is switched off during the interview). Make no mistake the name of the interviewer (preferably memorized his name). Should ask questions when given the opportunity to ask questions. Do not forget to thank the interviewer
NB: Given that there are still many candidates who face constraints in a job interview, TIPS is expected to give a little insight for job seekers to be more prepared and confident. I'm sure there are many ways that may not have been written in this TIP, but at least if you implement the suggestions listed above then you will have enough stock in the face of job interviews. Good luck and wish you successful work and found acceptable in accordance with the job you want. (b.prakoso/27210001)
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