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33 Cards in this Set
- Front
- Back
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Process of Employment Interview
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Analyze self, do homework/research, conduct search, produce credentials, create a favorable first impression, answer Qs, ask Qs, close interview, evaluate and learn
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What to research
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field, position, organization, recruiter, current events, interview process |
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Networking
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Networking is the best means of getting a job. 41-80 percent of applicants got their job through networking |
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Types of networking
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networking tree, social media, website/classifieds, career center + employment agencies, job fair, knocking on doors |
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Percentage agency
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place you for a fee |
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Fee paid agency
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place you for free- they are paid by a separate coorporation |
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Credentials
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Resume, cover letter, portfolio |
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Resume
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-Proofread -Take mechanics seriously -Use key words |
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Portfolio
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shows you in action |
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Cover letter |
-three to four paragraphs -1.5 margins, adjust to one page -tailor each letter |
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Components of Cover Letter
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2nd graph- education, training, experience... 3rd graph- conclusion and appreciation |
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Employment Interview overall
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-be positive -be polite |
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First impressions
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7% words + 38% tone +55% body language |
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Answering Q Strategies
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STAR: Situation, task, action, results- good for behavior based Qs PAR: Problem, Action Results |
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Facts about performance interviews
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-source of dissatisfaction -should be a coaching opportunity |
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Catalytic Coaching
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-future based -improve production -rise to potential |
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COACH
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Overlearning Audible Ready Consistency of Leadership Honesty Based |
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BARS Model |
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MBO Model |
clarify behaviors for a job |
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Universal Performance Interviewing Model |
4 Qs 1 What is not being done that should be? 2 What expectations are not being met at what standard? 3 Could the person do it if motivated 4 Does the individual have the skills to perform as needed? |
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360 Degree Approach |
-input from constituencies -usually anonymous -facilitator works with employee- often negative 38% of effects are negative |
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Employee Review Perspectives
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development- initiated by employee, future oriented, concerned with how it happened |
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Reviewer Problems |
-pitchfork effect- negative ratings for all duties because of one trait they don't like -central tendency- everything is in the middle- no good or bad -loose rater-reluctant to talk about bad habits -tight rater- no one can perform at standards competitive- no one can perform at their level |
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Conducting Employee Review Interview |
Opening, Discussion, Goal Setting-75% of the interview, Closing |
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SMART Goals |
Measurable Attainable Reasonable Timely |
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Fundamental Ethical Guidelines |
-be fair -be skeptical -be thoughtful + delicate in judgment -Be open minded -Be responsive |
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How to increase success of persuasive interview
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1. proposal creates a need or desire2 proposal and organization are consistent with interviewee's values 3 proposal is feasible 4 proposal's advantages outweigh disadvantages 5 there is no better course of section for interviewee |
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Identification Theory
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-disassociating from groups -appearance + visual symbols |
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Balance or consistency theory |
point out discomfort and then offer solution as a form of comfort or relief |
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inoculation theory |
immunize interviewee from further persuasion |
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Induced Compliance |
Have interviewee take part in unaccustomed activity |
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Psychological Reactance Theory
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Make scarcity known without appearing threatening |
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Key principles of persuasive interview |
2. both parties are responsible for making the interview a success |
