Business Communications

Purpose: What employers are looking for in interviewing, having proper manners in an interview and some common problems that exist in the interviewing process.

I. Two common questions interviewers/recruiters ask: (Source 1)

A. Question 1: "Please think about your most significant accomplishment. Now tell me about it."(Source 1)

1. By asking this one question you will discover a wide range of what the employee has actually done and what major roles they played in accomplishing the problem.

2. Some of the answers that are given in response to this question are: 1. Past employers and what their goal was. 2. When and how long the accomplishment was. 3. Some of the challenges you overcame. 4. The skills you possessed that allowed you to accomplish the job. 5. Mistakes you made. 6. What part of the project did you like the most. 7. How the actual planned project compared to the original plan that some more frequent questions answered as well. (Source 1)

B. Question 2: Another frequently asked question by interviewers is "If you were to get this job, how would you go about solving this (major/typical) problem."(Source 1)

1. The key idea of this question is to examine the thought processes of the candidate. This allows the employer to see how capable the candidate is at solving everyday problems in that particular scope of work.

2. In the follow-up of the interview is essential to evaluate the abilities of a candidate by using these following criteria: 1. Identify the type of reasoning that has to be used. It is either complex, advanced, or superficial. A. Complex reasoning shows that the candidate knows the cause and effects of their decisi...

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...cess.

A. Most of the time it is hard to get the potential employee to talk openly about what they did and how they did it. The interviewers job is to get the information form the potential employee, AND IS NOT the candidates job to give the interviewers the information needed. To solve this problem the interviewer must learn to talk less and listen more.

V. Behavior-based interviewing. What is it?

A. Behavior-based interviewing is a technique used by interviewers as an analysis of abilities from skills used in past jobs.

B. This was developed about twenty-five years ago and is now evolving even more because of the highly skilled jobs that are developing in the job market.

C. This type of interviewing is different form traditional interviewing because it relies on specific past performance rather than opinions or ideas that they can share.