Know what companies are looking for
It may help you to understand what employers are looking for in their new hires, so you can plan how to be more effective when interviewing. Interviewers want to learn answers to the following questions:
· Does this applicant know anything about the organization/company? · Will this applicant be an asset to the division and company? · Will this applicant get along well with others in the department and plant? · Does the applicant have the background/experience required for the job? · Does the applicant know how much they don't know about the job? · Is the applicant really interested in learning more to make them better qualified for the specific job or a better job? · Does the applicant expect to progress to the highest job in the company in a short period of time? · Would the applicant be willing to spend their own time learning more about the work, such as taking courses outside the workplace? · Is the applicant sharp enough to learn complex details on a job, if that would be required? · Should I hire this applicant over others being considered?
Employers have indicated they use the following six criteria for evaluating a student's job candidacy:
1. Personal qualifications such as maturity, initiative, enthusiasm, poise, appearance, and the ability to work with people. 2. Grades. 3. Specialized courses relating to the particular field of work. 4. The kind and amount of part-time or summer employment gained during college years. 5. Experience in campus activities, especially leadership and participation in extra-curricular life. 6. A general background in liberal arts courses which provides a broad and cultural background.
Additional criteria used by interviewers for evaluation may include:
·Statements of interest in the job. ·Frequency and quality of questions asked by the candidate. ·Nonverbal behavior such as: body language, eye contact, appropriate smiling or laughter, handshake, appropriate reserve, and absence of nervous mannerisms. ·Statements of likes and dislikes. ·Vocal inflections and volume. ·Self-evaluative statements of strengths and weaknesses. ·Statements of positive attitudes about what it takes -- to be a good employee, to be a good supervisor, etc. ·Statements of philosophy that are congruent with the interviewer's desires. ·Correct answers to questions posed about hypothetical situations.
· Does this applicant know anything about the organization/company? · Will this applicant be an asset to the division and company? · Will this applicant get along well with others in the department and plant? · Does the applicant have the background/experience required for the job? · Does the applicant know how much they don't know about the job? · Is the applicant really interested in learning more to make them better qualified for the specific job or a better job? · Does the applicant expect to progress to the highest job in the company in a short period of time? · Would the applicant be willing to spend their own time learning more about the work, such as taking courses outside the workplace? · Is the applicant sharp enough to learn complex details on a job, if that would be required? · Should I hire this applicant over others being considered?
Employers have indicated they use the following six criteria for evaluating a student's job candidacy:
1. Personal qualifications such as maturity, initiative, enthusiasm, poise, appearance, and the ability to work with people. 2. Grades. 3. Specialized courses relating to the particular field of work. 4. The kind and amount of part-time or summer employment gained during college years. 5. Experience in campus activities, especially leadership and participation in extra-curricular life. 6. A general background in liberal arts courses which provides a broad and cultural background.
Additional criteria used by interviewers for evaluation may include:
·Statements of interest in the job. ·Frequency and quality of questions asked by the candidate. ·Nonverbal behavior such as: body language, eye contact, appropriate smiling or laughter, handshake, appropriate reserve, and absence of nervous mannerisms. ·Statements of likes and dislikes. ·Vocal inflections and volume. ·Self-evaluative statements of strengths and weaknesses. ·Statements of positive attitudes about what it takes -- to be a good employee, to be a good supervisor, etc. ·Statements of philosophy that are congruent with the interviewer's desires. ·Correct answers to questions posed about hypothetical situations.
posted by Arjun | 9:31 AM
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