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• W286114777 abstract "Preparing for an employment interview-from both the candidate side and interviewer side-often provokes feelings of anxiety, for a number of understandable reasons: the candidate wants to make a good impression and put his or her foot forward; the interviewer wants to portray the firm positively, making a strong case for why it is a good place to work and, at the same time, gleaning as much as possible about the candidate's potential. It is fair to say that any strategy or structure that can ensure that both parties make the most of the interview would be welcome, particularly as the interview becomes part of a candidate's employment file to be viewed by others and seen in the context of other information (e.g., application, resume, assessment scores, etc.). In an effort to understand and explain what is at stake in the employment interview, I find it helpful to view the transaction as one aspect of a company's use of competencies-either implicit or explicit-in assessing suitability and relative strength of an individual vis a vis a pool of candidates. So, with a view to helping prospective candidates make the most of the employment interview, I would like to offer a few common sense suggestions. I then will take each in turn and attempt a more indepth explanation, based on research or my experience in Fortune 500 companies, of how candidates can best prepare for the interview and make the most of the opportunity it provides. I hope that what I have to say can also prove useful to human resource professionals who find themselves on the other side of the table, prepared or not, to make an assessment of an individual's potential value to its pool of intellectual capital. Defining a Slippery Term A note on competencies: you may have heard or undoubtedly will hear the term often during your job search, for instance: * You may be asked by online recruiting sites to assess your own or list those that constitute your relative strengths; * You may be asked to participate in an online assessment via a company web site in which you are told that the results will be summarized in a profile whereby you will be compared to a particular job's demands-and to others applying for the same job; * In company promotions or job fairs, you may find references to how are used for not only recruiting and selection, but also for training and development, performance measurement and compensation. This first thing to note about the use of the word, competencies is that, like a number of other terms bandied about in the business world, it could be that people (within the same firm or across firms) mean different things while using the same term. So you need to be as clear as you can as to what the term means in different contexts-either in research, understanding written directions or during an interview-in order to respond in the most effective way. In the process of getting clarity on definitions, you also may gain some useful insight into a firm's grasp of a framework and increase your own understanding of how to best define yourself for an employer. A rough and ready way to distinguish among the uses of the term is to distinguish it from or Unfortunately, as noted by psychologists and human resource professionals, you may hear the term competence (which applies to skills or abilities) and competency used interchangeably. David Bartram, for instance, lead psychologist with SHL [www.shlgroup.com] in the United Kingdom, notes that while competence relates to the application of knowledge and skills in job performance, competencies are associated with behaviors underpinning successful performance-what it is that people do in order to meet their objectives; how they go about achieving the required outcomes and; what enables their competent performance. The key point to keep in mind is that are tied to behaviors, rather than skills and abilities. …" @default.
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• W286114777 date "2005-07-01" @default.
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• W286114777 title "Preparing for an Employment Interview as a Process of Discovery" @default.
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