Part A - Essay Plan
Thesis Statement
This essay will argue that there are many physiological barriers that can impede interviewees in an employment interview.
Topic sentences 1
Employment interviews are often stressful and in some cases, they can cause interview anxiety and result in a poor performance.
• Before and during interview
• Effects interview performance
• Non-verbal cues and verbal impairments
Topic sentences 2
The manifestation of negative self-thoughts regarding employment interview performance, creates additional difficulties for interviewees.
• Before, during and after interview
• Detrimental to interview performance
• Thought avoidance
Topic sentences 3
Psychological barriers not only affect the interviewee, but also affects
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Huffcutt, Van Iddekinge and Roth (2011, p. 357) argue that interview anxiety can result from broader anxiety disorders, but can also be related specifically to the employment interview context. Interviewees can experience '... a multitude of self-focused concerns and apprehensions.' (Feiler & Powell 2016b, p. 134) in an employment interview. Anxiety can be in effect both before and during the interview (Feiler & Powell 2013, p. 12; Feiler & Powell 2016a, p. 155) and cannot be easily changed (Huffcutt, Van Iddekinge & Roth 2011, p. 357), despite the stress endured and the motivation to change (Feiler & Powell 2016b, p. 147). Interview anxiety can stem from several factors, including being ill-prepared (Zeidner, cited in Feiler & Powell 2016b, p. 146), which Maurer, Solamon, Andrews and Troxtel (cited in Huffcutt, Van Iddekinge & Roth 2011, p. 357) found is affected by pre-interview motivation. Feiler and Powell (2016b, p. 132) regard the experience of anxiety prior to an employment interview as 'unpleasant' and may lead to 'significant distress' before the day of the interview and found that interviewees '...overestimate their anxiety prior to interviews.' (Feiler & Powell 2016b, p. 146) and report higher interview anxiousness than their interviewer perceives (McCarthy & Goffin, cited in Feiler & Powell 2013, p. 13). Knudstrup, Segrest and Hurley …show more content…
5) document interviewee’s primary concerns as being evaluated, pressure to perform, effectively communicating their qualifications and fear of misspeaking. Prior to an interview, interviewees worry about their appearance and their thoughts are primarily negative, already believe they will perform poorly in the interview, despite attempting to avoid the thoughts altogether (Ayres, Keereetaweep, Chen & Edwards (1998, p. 5). Anxiety can cause an interviewee '...to focus attention internally...' (Clark & Wells, cited in Feiler & Powell 2016b, p. 135) resulting in negative and unsubstantiated perceptions of their performance. Clark and Wells (cited in Feiler & Powell 2016b, p. 135) expand on this further, explaining that this internal focus leads interviewees to shift into the '...observer perspective...', which Feiler and Powell (2016b, p. 135) illustrate in an employment interview context as an interviewee perceiving themselves from the interviewers, the observers, perspective, resulting in focus on their anxious responses, resulting in '...more negative self-thoughts.' (Feiler & Powell 2016b, p. 141). Brown and Stopa (cited in Feiler & Powell 2016b, p. 134) observe that anxiety leads individuals to '...over-estimate how negatively...' their performance is evaluated, as they '...believe...' anxious mannerisms are more apparent than they are. Interviewees will attempt to avoid reviewing the interview after the event but will have
...to age, race, religion, nation of origin, marital/family status, gender preference, personal health, and personal information cannot be asked due to legality. In addition, reviewed above are a few techniques on how an interviewee can respond when asked.
Rogers believed that people could develop a distorted self-concept, meaning that people can believe something about themselves that is not true. He said that this typically leads to anxiety. To test this, researchers could have subjects that have a normal self-esteem come in and do a mock interview. Have the subject believe that they are interviewing
Anxiety disorders are very common and the causes vary. Symptoms of anxiety disorders can be disabling for some but in most cases people who suffer with it can still carry on social relationships and job functions. There are medical outlets a patient can seek to help cope and treat anxiety through biological treatment and psychotherapy. The authors of “Anxiety Reactivity and Anxiety Perseveration Represent Dissociable Dimensions of Trait Anxiety” focused on anxiety vulnerability by testing and measuring reactivity and preservation in regard to anxiety. (Rudaizky, page, MacLeod 2012).
The interview is one of the most critical parts to successful police work, there are many things to take into consideration before beginning an interview, such as preparation, barriers to communication, listening, verbal and non-verbal communication, proxemics, and the location. An interview is usually the first opportunity for the officers to gather facts and information about the occurrence. Throughout the analysis of the following interview between an elderly lady that was assaulted and an interviewing officer, I am going to demonstrate the interviewer’s strengths, weaknesses, the pros and cons of the interview, the seven steps of a successful interview, and some suggestions the interviewer can better from for future interviews.
Anxiety is a feeling of tension associated with a sense of threat of danger when the source of the danger is not known. In comparison, fear is a feeling of tension that is associated with a known source of danger. I believe it is normal for us to have some mild anxiety present in our daily lives. Everyday that I can think of I have some kind of anxiety though out that day. Anxiety warns us and enables us to get ready for the ‘fight or flight’ response. However, heightened anxiety is emotionally painful. It disrupts a person's daily functioning.
Anxiety is a monster that most people have to deal with on a daily basis. Even though anxiety is not actually a monster it still torments thousands of people every day, leaving them weak and scared. Anxiety defined means “distress or uneasiness of mind caused by fear of danger or misfortune” defined by Dictionary.com. In the epic poem of Beowulf, one could say that the townspeople had anxiety when it came to Grendel because they feared what he could do to them.
Anxiety is an extremely common feeling that occurs in everyday life. If I go out and meet new people, I get anxious while initiating a conversation with them. If any kind of crisis will happen in front of me for the first time I will get anxious for sure. For example,
Anxiety is characterized as misery or uneasiness of the mind that is caused by the dread of threat or adversity. The vast majority with a nervousness issue will attempt to evade presentation to whatever triggers their uneasiness. Cases of
Anxiety is common mental illness in the US, which Kim Krisberg talks about in her article “Anxiety: A Normal Response That Can Feel Overwhelming. The cause of anxiety is brought up in Peter Crostas’ article “What Causes Anxiety?” Crosta also explains the treatments for anxiety in his article, “What Are Treatments For Anxiety?”
We should prepare well to reduce anxiousness. Once we are anxious, it implies that we are lack of confidence. We may lower our volume to avoid mistakes. Yet, the listeners may not be able to hear and fail to give responds which leads to inefficient communication. When we are well prepared about the topics in our appointed communication, we are able to handle the situation and response correctly. Meanwhile, preparation shows respect and indicates our sincerity. We are disrespect if we are not paying attention, it may infuriate the interviewees. Finally, the interviewees become unwilling to tell us the information. Therefore, being emotionally stable could smoothen the communication.
Risavy, S., & Hausdorf, P. (2011). Personality Testing in Personnel Selection: Adverse Impact and Differential Hiring Rates. International Journal of Selection and Assessment, 19(1), 18-30. doi: 10.1111/j.1468-2389.2011.00531.x
1. What Are Your Weaknesses? This is among the commonly asked questions of all time during a job interview. Handle it with care by limiting your weakness and give emphasis to your strengths when this
Apart firm this, there are however good and bad statements to be made on selection interviews. Depending on the attitudes and relationships between the interviewee and the interviewer, there can be good and bad turnouts that could effect M&S. The process of selection interviewing Almost every employer includes a face-to-face interview as part of the selection process. The initial selection interview might be delegated to a recruitment agency or a local job center, but most employers would be more reluctant to take on new employees without having met them in person. The interview, however, continues to be the most popular and frequently used method of selection, even though it is thought that research studies have found interviews to be poor predictors of future performance in a job. This is referred to as low validity.
However, anxiety only becomes a problem if you are not able to manage it, control it, or when it gets in the way of your daily routine. According to Kremer and Moran (2008) “one reason why we tend to get uptight before competition could be related the pressure of being observed. Spectators of any sport are constantly evaluating the skills of the athletes they are watching, and this can be extremely daunting to those who are not trained to deal effectively with this pressure.” Not wanting to fail in a match or competition can also heap more pressure on an individual when realise they are being watched and the anxiety and stress increases to
Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired or promoted. Managers can use personality characteristics to form work teams or to make determinations on job placements. Chapter 4 Review Questions 1. How are attitudes formed?