Job Interview
(Redirected from job interview)
Jump to navigation
Jump to search
A Job Interview is an employment test (taken by a job candidate) in the form of an interview.
- Context:
- It can (typically) contain Job Interview Questions.
- It can (often) be a part of a Job Interview Process.
- ...
- It can range from being a Failed Job Interview to being a Successful Job Interview, depending on ...
- It can range from being an Entry-Level Job Interview to being an Executive-Level Job Interview, depending on ...
- It can range from being an Onsite Interview to being an Offsite Interview, depending on ...
- It can range from being a One-to-One Job Interview to being a Panel Job Interview.
- …
- Example(s):
- a Software Engineer Job Interview, for a software engineering job.
- a Data Scientist Job Interview, for a data scientist job.
- an ML Engineer Job Interview, for an ML engineering job.
- an NLP Engineer Job Interview, for an NLP engineering job.
- a Take-Home Coding Challenge-style interview.
- …
- Counter-Example(s):
- See: Recruitment, Résumé, Corporate Culture, Job Offer Negotiation.
References
2017
- https://www.nytimes.com/guides/business/how-to-hire-the-right-person
- QUOTE: after years of interviewing countless job candidates, they’ve learned the best approaches to help them get right to the core of who a candidate is and how he or she will work with a team. … beyond the polished résumés, pre-screened references and scripted answers, to hire more creative and effective members for your team. And if you’re on the other side of the job hunt, you can gain insight on what your interviewer is really looking for in a candidate. …
- Is the person genuinely interested in the work of the organization?
- Do they treat people as equals, regardless of their title?
- … Things to pay attention to:
- Are they asking questions about what everybody does and how things work?
- Are they curious?
- Do they treat everyone they meet with respect, and show interest in what they do?
- … Things to pay attention to:
- Are they polite to everyone who is serving them?
- Do they look people in the eye (a sign of respect)?
- Are they irritated or flustered by problems?
- Can they keep a conversation going, with smart questions?
- Do they barrel through the restaurant, or let others go first?
- … INTERVIEW QUESTIONS TO ASK
- WHAT IS YOUR NATURAL STRENGTH? ...
- WHAT KIND OF ANIMAL WOULD YOU BE? AND WHY? ...
- WHAT QUALITIES OF YOUR PARENTS DO YOU LIKE THE MOST? ...
- WHAT IS THE BIGGEST MISPERCEPTION PEOPLE HAVE ABOUT YOU? …
- QUOTE: after years of interviewing countless job candidates, they’ve learned the best approaches to help them get right to the core of who a candidate is and how he or she will work with a team. … beyond the polished résumés, pre-screened references and scripted answers, to hire more creative and effective members for your team. And if you’re on the other side of the job hunt, you can gain insight on what your interviewer is really looking for in a candidate. …
2015
- (Wikipedia, 2015) ⇒ http://en.wikipedia.org/wiki/job_interview Retrieved:2015-8-28.
- A job interview is a type of employment test that involves a conversation between a job applicant and representative of the employing organization.[1] Interviews are one of the most popularly used devices for employee selection. Interviews vary in the extent to which the questions are structured, from totally unstructured and free-wheeling conversation, to a set list of questions each applicant is asked. [2] Research has shown that structured interviews are more valid than unstructured, that is, they are more accurate in predicting which applicants will make good employees. [3] A job interview typically precedes the hiring decision, and is used to evaluate the candidate. The interview is usually preceded by the evaluation of submitted résumés from interested candidates, then selecting a small number of candidates for interviews. Potential job interview opportunities also include networking events and career fairs. The job interview is considered one of the most useful tools for evaluating potential employees. It also demands significant resources from the employer, yet has been demonstrated to be notoriously unreliable in identifying the optimal person for the job. An interview also allows the candidate to assess the corporate culture and demands of the job. Multiple rounds of job interviews and/or other candidate selection methods may be used where there are many candidates or the job is particularly challenging or desirable. Earlier rounds sometimes called 'screening interviews' may involve fewer staff from the employers and will typically be much shorter and less in-depth. An increasingly common initial interview approach is the telephone interview. This is especially common when the candidates do not live near the employer and has the advantage of keeping costs low for both sides. Since 2003, interviews have been held through video conferencing software, such as Skype. Once all candidates have been interviewed, the employer typically selects the most desirable candidate(s) and begins the negotiation of a job offer.
- ↑ Dipboye, R. L., Macan, T., & Shahani-Denning, C. (2012). The selection interview from the interviewer and applicant perspectives: Can't have one without the other. In N. Schmitt (Ed.), The Oxford handbook of personnel assessment and selection (pp. 323-352). New York City: Oxford University.
- ↑ Dipboye et al.
- ↑ Wiesner, W. H., & Cronshaw, S. F. (1988). A meta-analytic investigation of the impact of interview format and degree of structure on the validity of the employment interview. Journal of Occupational Psychology, 61(4), 275-290.