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The interviewer is as much responsible for putting in considerable effort in preparing and assembling the interview so as to indicate to the applicant that their time and effort is seriously taken by potential employee.
I always overthink interviews. How I should be dressed, show up early, what are my power colors etc;
PREPARTION - TIMING - PLANNING AND STRUCTURING INTERVIEWS - INTERVIEWING APPROACH.
well developed person specification should be clear idea of questioning, agreement on the roles of those involve and discipline ideas to timing
Preparing an interview is a broad process it involves the interviewees, interviewers and what they need before the job is accepted and or approved, and other issues too are included in this process.
At what stage of the interview does the negotiation of terms and conditions take place?
In order to have a successful interview,both the interviewer and the applicant should be well prepared,this will help both parties to make the right decisions.
How do you determine whether the applicant is really interested in the job?
In preparing for the interview what will be ideal question to ask the candidate to see if he/she will be a good fit for the organisation and how will you describe the benefits to the potential new employee?
The first 3 are most important for disabled applicants so that accessibility is provided.
Preparation is an extremely important stage in the process and there are four factors to consider in preparing for an interview:
What does the interviewer(s) need for the interview?
What does the candidate need?
Requirements of a good interview
The interviewer(s) needs the following for the interview:
Job description, person specification
Individual application forms, CVs, etc.
Details of terms and conditions of employment: hours of work, fringe benefits, perks, etc.
Information on general prospects, training, induction etc. within the organisation
The candidate needs the following for the interview:
Details of venue; to be met on arrival
Access to facilities: toilets, any special needs for candidates with disabilities
Comfortable waiting area
Suitable room and layout: consider whether formal or informal and what type of setting to create
Freedom from interruptions and other discomforts and distractions such as extraneous noise, uncomfortable furniture, extremes of temperature, etc.
Appropriate access for people with special needs
Requirements of a good interview
A structured interview plan enabling the interviewer(s) to assess what they are looking for in the candidate and whether the person:
could do the job (assessment against the person specification)
would do the job (judgements of motivation and commitment)
would fit (elements of person-organisation fit)
(Note: a well-developed person specification should include criteria relating to all three areas.)
A clear idea of the areas of questioning for each candidate to check that they fulfil the criteria
Agreement on the roles of those involved in the interview if there is a panel: who will chair and how questions will be divided among the panel members in an organised way
A disciplined approach to timing: enough time for each candidate and not too many candidates per day.