JOBS AND INTERVIEW
Statistics has shown that only 19% of Job seekers are employable, (Nigeria as a case study). What is the brain behind this? Most Job seekers have failed to realize the following:
·
that
searching for Job is A Job in itself.
·
Having a good
knowledge about the organization you are applying to work in is something you
must not neglect
·
When invitation
for interviews are received, preparation is inevitable.
Interviews
may be stressful – even for experienced candidates who have had many successful
interviews. The best way to reduce the stress is to be prepared.
The rule is RESEARCH, REHEARSE, RELAX Or
PREPARE, PRACTISE, PERFORMThe more prepared you are, the more relaxed and confident you will feel and the better impression you will give.
The balance of power in an interview is more equal than you might think. Just as candidates are not all perfect, neither are interviewers. Not all are highly experienced or highly trained
You would be surprised how many interviewers there are who are not prepared. This may be because interviewing is not a frequent part of their job role, or the interview was passed to them at short notice, or they just haven’t had a chance to prepare because of pressure of work!
Remember that an interview is a two-way process. You are seeking your ideal job; they are seeking their ideal candidate. You are marketing yourself; they are marketing the organisation.
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The interviewer wants
|
You want
|
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to evaluate your skills and
professionalism
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to understand what the job
involves
|
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to establish the relevance of your
skills and competencies
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Demonstrate that your skills match
the job description
|
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to decide whether you would fit in
to the organisation
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decide whether you want to work
with this organisation
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to promote the organisation
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promote yourself
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find out if they can afford you
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find out if they will reward you
adequately
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Research and experience show that
the most carefully prepared and conducted interviews are not terribly effective
at selecting the correct candidate for the job.
A survey in 1989 among a dozen top
UK employers for the Financial Times Career Guide suggested that the chances of
finding a good employee through interview was only 3% better than if they had
picked a name out of a hat.
And if the interview was conducted
by a personnel expert the success rate dropped to 10% below that of picking a
name out of a hat!!
Even though that was some years ago,
and technology has improved, people are still people, and the likelihood is,
that fact still holds true.
Job search techniques change, the
labour market changes and job descriptions change, but what more or less stays
the same is the job interview.
It’s your chance to sell yourself!
Nathan Azrin, a professor for
Psychological Studies, has likened the hiring process as similar to choosing a
mate.
As we know this is not a rational
process, but an impulsive, irrational and intuitional decision!
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