Job Interviews

»Det kan vaere svaert« – om sprog og kultur i andetsprogsdanske ansaettelsessamtaler Sammendrag Artiklen sammenligner og analyserer uddrag af to ansaettelsessamtaler med ansøgere som taler dansk som andetsprog. Data stammer fra et kommunalt integrationspro-jekt hvis formål var at tilbyde ansøgere med indvandrerbaggrund en saerlig ansaettelse med mulighed for faglig, sproglig og kulturel integration. Artiklen diskuterer forskel-lige strategier for succes i andetsprogskommunikationen til ansaettelsessamtalen og konkluderer at ansaettelsesudvalget i mindre grad laegger vaegt på ansøgernes sprog-kompetencer i dansk. Til gengaeld fokuserer ansaettelsesudvalget i langt højere grad på hvorvidt ansøgerne ville vaere i stand til at begå sig på danske arbejdspladser samt hvor meget ansøgere og interviewere har tilfaelles med hinanden. Igennem interaktio-nen skabes en raekke positioneringer som er med til at afvise de ansøgere med hvilke ansaettelsesudvalget ikke er i stand til at opretholde et interessefaellesskab. Artiklen indfører dermed begrebet »kulturel fluency« som er en gensidig situationel og kontek-stuel tilpasningsproces der både handler om at kunne navigere i genrer, aktivitetstyper og kulturspecifikke diskurser.

Das Bewerbungsgespräch nimmt in der Personalauswahl einen hohen Stellenwert ein und ist sowohl bei BewerbernInnen als auch Unternehmen ein beliebtes Auswahlinstrument. Die Effektivität der Auswahlmethode und die Beliebtheit des Einsatzes stehen jedoch oftmals im Widerspruch, da dem Instrument bei unzureichender Vorbereitung und Einhaltung bestimmter Kriterien  eine  mangelnde  Aussagekraft  zugeschrieben  werden.  Die  vorliegende  Arbeit  fokussiert darauf, die Kriterien zu erfassen, die zur Steigerung der Effektivität beitragen. Es wird ein Überblick über gängige Interviewverfahren geboten und aufgezeigt, welche Methoden in Hinblick auf die  fragetechnische  und  inhaltliche  Gestaltung,  Beurteilungsfehler  reduzieren  und  die  Vorhersagekraft bezüglich der Eignung des Kandidaten/der Kandidatin steigern. Wesentliche Voraus-
setzungen  sind  hierbei  der  Bezug  der  Fragen  zu  den Anforderungen  der  Stelle,  eingehende Interviewertrainings sowie die Verwendung strukturierter Interviewverfahren.

The job interview plays an important role in the personnel selection process. Both companies as well as candidates favour this personnel selection tool. The effectiveness of this instrument and the popularity are often contradictory. If the prearrangements for the interview are insufficient or certain criteria are not fulfilled, the job interview is not an effective instrument for personnel selection because of the deficient validity. This paper focuses on describing the criteria that can
enhance the effectiveness of the job interview. It offers an overview of common interview methods and it presents, which questioning techniques and interview structure with regards to content can reduce evaluation or perception errors and increase the validity of the candidate’s occupational  aptitude.  Essential requirements for an effective job  interview are the deduction  of the interview questions from the job requirements, extensive interviewer trainings as well as the use of structured interviewing methods.

The interview can be nerve-wracking, and some things do not change as many employers still rely on competency-based interview questions. The author has learned that even the most qualified and exceptional candidates fail to stand-out in the competency-based interview. This fact birthed the Secret to Nail the Competency-based Interview: What you need to know. This book is written to inspire confidence among professionals, while facing the interview world. The book discussed at length the competency-based interview, its meaning and the types of competencies being accessed, while citing real-life and hands-on experience – drawing inference from the author's experiences. It explained the pros and cons of the competency-based interview and how competencies are scored, both positive and negative indicators. Last of all, the book also focused at length, the basic principles of the job application process, giving relevance to ATSs and how to spot them; personal statements; how to handle rejections; types of questions and the thirty (30) most common competency-based interview questions.

This article discusses how candidates, in job interviews, negotiate their expertise so as to make a good impression on their interviewers. It is based on the analysis of five role-played interviews in French and four authentic interviews in either French or French and English, the candidates’ comments on the impression they had tried to convey and the interviewers’ comments on the impression they had of the candidates. The analysis uses a systemic functional approach and the theory of politeness, and highlights how candidates’ lexico-grammatical choices play a role in their interviewers’ impressions of them. It also shows that the candidates’ discourse and therefore the impression they make is linked to the ongoing interaction with their interviewers. Last, it establishes a useful link between lexico-grammar analysis and impression management theory.

Décrocher un stage ou un premier emploi ne s’improvise pas. Il faut apprendre à « se vendre » pour que le recruteur vous voit comme le ou la candidat(e) idéal (e). Cet ouvrage, véritable guide pratique à l’attention des étudiants et jeunes diplômés, vous permettra d’obtenir votre stage de fin d’études, votre contrat de professionnalisation, et votre premier emploi. Il est également utile à toute personne en reconversion professionnelle ou souhaitant découvrir les nouvelles méthodes de recrutement.    L’ouvrage est rythmé par des quiz, par les témoignages et les astuces d’anciens candidats, par les questions et attentes des recruteurs, par des conseils pratiques faciles à appliquer, par une foire aux questions, par des photographies, et par des outils pratiques (plus de 400 questions de recruteurs, timing pour candidater au bon moment, sites Internet utiles, etc.).     Vous découvrirez des astuces pour élaborer votre CV, votre lettre de motivation, votre e-mail de motivation, votre profil sur les réseaux sociaux professionnels. Vous vous familiariserez avec les différentes épreuves de recrutement que vous pourriez passer. Vous apprendrez à décortiquer une offre d’emploi, candidater, vous préparer efficacement, négocier votre salaire, relancer, suivre votre candidature, attirer l’attention des recruteurs, faire bonne impression, gérer vos émotions, votre gestuelle, votre timidité, etc. 

The job interview is one of the most widely used assessment tools in the selection process. Despite its popularity in practice, interview outcomes can be prone to bias. Although our knowledge of stigmatizing applicant characteristics that elicit subgroup differences has grown exponentially, research continuously highlights the need for a framework underlying interview bias. This paper proposes a framework for interview bias based on the dual-process theory, which is a widely applicable theoretical framework that has influenced research on social-interactions, information processing, and decision making. Specifically, we investigate how stigmatizing applicant characteristics affect interviewers’ information processing during the three main stages of the interview (i.e., pre-interview, interview, decision-making), we discuss situational and interviewer factors as moderators, and describe the impact on interview outcomes (like interview bias). Building on the dual-process theory, we formulate key propositions, related to each of the interview stages. Finally, we discuss the implications of this framework for future interview and stigma research and for organizations’ interviewing practice.

Die  vorliegende  Untersuchung  bietet  einen  Überblick  über  den  Einsatz  des Bewerbungsgespräches in technisch geprägten Unternehmen. Die Befragung hat gezeigt, dass das teilstrukturierte Interview einen hohen Stellenwert in der Praxis einnimmt und zumeist als alleiniges  Auswahlinstrument  für  die  Rekrutierung  in  technisch  geprägten  Unternehmen verwendet wird. Die Ergebnisse lassen darauf schließen, dass erfolgskritische Faktoren, wie die Anforderungsbezogenheit der Fragen, die Strukturierung des Interviews und Verwendung eines Leitfadens  für  die  Gesprächsführung  sowie  das  Beisein  des  Fachvorgesetzten  zur  Erhöhung der Objektivität und die Steigerung der Interviewerkompetenz durch Schulungen und Trainings in den untersuchten Unternehmen berücksichtigt werden. Weitere Personalauswahlinstrumente, wie Assessment Center oder psychologische Testungen finden kaum Anwendung, aufgrund der
spezifischen technischen Anforderungsprofile, die nur wenige BewerberInnen am Arbeitsmarkt erfüllen. Nach Meinung der Befragten können durch den Einsatz des Bewerbungsgespräches nachhaltige Prognosen über die Eignung eines/einer Kandidaten/Kandidatin erzielt werden.

This paper presents an overview of the significance and use of the job interview for personnel selection  in  high  tech  companies.  The  interview  results  have  shown  that  semi-structured  job
interviews play an important role in high tech companies because in most cases job interviews are  the  main  personnel  selection  tool.  According  to  results,  critical  success  factors  like requirement-oriented questioning, structuring of the interview and use of an interview guide are followed. Also the involvement of the technical superior in order to increases the objectivity of the  interview  and  interviewer  trainings  for  competence  increase,  are  being  considered.  Other personnel selection tools like assessment centres or psychological tests are not used. Because due to very specific job requirements there are very few candidates on the job market that fulfil these  profiles.  According  to  the  opinions  of  the  interviewees  the  job  interview  provides  valid predictions about candidates´ qualifications.

The issue of employability among engineering graduates has been examined, debated and tried to be resolved by various organizations and researchers. The lack of employability skills especially communication skills causes graduates struggling to fulfill current work demands and professional expectations in order to succeed in today's fast-changing and global working environments. Communication skills are a crucial factor of employability, thus there is a need for quality assessment especially in job interview to enhance communicative competence of undergraduates. This research aims to unfold and assess what and how job candidates perform in a mock job interview and how they are being judged by the interviewers. It also studies the underlying linguistic evidence in job interviews of future engineers under the conditions of English as a Second Language (ESL) by applying Appraisal analysis (Attitude subsystems) of Systemic Functional Linguistics and Verbal Impression Management. The findings revealed that future graduates who possess certain elements of linguistics competencies are better in answering and some are in dire need to be equipped with the skills of job interview in preparing them to be employable. It can be concluded that good communication skills especially the job interview skills as what the industry required and persisted are not only based on the fluency of English but the ability to present ideas explicitly and facts using appropriate words and positiveness. The study also recommends the need to assess the future engineering graduates' linguistics abilities in preparing them to be employable.

The environmental psychology of job interviews When taking a job interview the characteristics of the physical environment can influence our efficiency. This makes it very important to consider the settings of these interviews. In our study we have queried several experts from the field of HR, and we have observed the behavior of the interviewees of a simulated job interview. The results show that interviewers often make conscious choices regarding the physical environment, although they seldom have the opportunity to do so. However interviewees are mostly conscious only of the overwhelmingly negative effects of their environment. Az állásinterjúk olyan mindannyiunk életében megjelenô helyzetek, amelyeknek nagy tétje van. Érdemes elgondolkoznunk azon, hogy egy-egy helyszín, a fizikai környezet jellemzôi milyen szerepet játszanak abban, hogy milyen benyomás alakul ki rólunk, milyen teljesítményt tudunk nyújtani ezekben a szituációkban. Kutatásunk során több, a HR ill. a kiválasztás területén dolgozó szakemberrel készítettünk interjút a fizikai környezetre vonatkozó tapasztalatikról, szokásaikról. Ezenkívül egy fiktív állásinterjú résztvevôinek élményeit, teljesítményét és kommunikációs jelzéseit elemeztük. Az eredményekbôl kiderül, hogy a szakemberek fordítanak figyelmet a fizikai környezet kiválasztására, bár annak alakítására nem mindig van lehetôségük. Elôfordul, hogy a helyszín választásával, ill. annak alakításával szándékosan igyekeznek kellemes vagy kellemetlen helyzetbe hozni az állásra jelentkezôket. Fontos megjegyezni, hogy a jelentkezôk nonverbális kommunikációját, térhasználatát az interjú alatt fontos információforrásnak tekintik az említett szakemberek. Ezzel szemben az interjúalanyok számára a fizikai környezet általában nem játszik fontos szerepet, nem kelti fel figyelmüket. Ez alól csak azok az esetek képeznek kivételt, amikor a helyszínnel, a környezettel kapcsolatban valamilyen probléma, kellemetlenség merül fel (pl. nem férnek el az asztalnál, stb.). Tehát az állásinterjúra jelentkezôk számára csak a negatív környezeti elemek válnak tudatossá, amely általánosan megfigyelhetô tendencia a fizikai környezettel kapcsolatban. Az állásinterjúk környezetpszichológiája 1 Pszichológus, környezeti kommunikátor, az ELTE Magatartáspszichológiai programjának PhD hallgatója. Jelenleg a BGF-en oktat, valamint az ELTE és a KRE óraadója. Kutatásait elsôsorban a környezetpszichológia, azon belül az üvegfelületek vizsgálatának területén végzi. 2 Környezeti kommunikátor, jelenleg az ELTE Pszichológiai Doktori Iskola Magatartáspszichológiai programjának PhD hallgatója. Kutatásait elsôsorban a környezetpszichológia, azon belül az internet korosztályos vizsgálatának területén végzi. 3 Környezeti kommunikátor, a BME mesterképzésén kapott diplomát 2012-ben. Fô érdeklôdési területe az élményszerû városi térhasználat. 4 Kommunikációtervezô, a BME mesterképzésén kapott diplomát 2012-ben. Fô érdeklôdési területe a szervezeti kommunikáció, azon belül a vezetôi döntéshozatal vizsgálata.

Bu çalışmanın amacı, işe alım görüşmelerinde adaylar tarafından sergilenebilecek aldatma davranışlarının, imaj oluşturma, imaj koruma ve göze girme boyutları altında incelemektedir. Araştırmaya hem mülakat tecrübesi olan hem de olmayan katılımcılar katılmıştır. Böylelikle aldatma davranışlarının sergilenmesine yönelik eğilimler incelenmiş ve gruplar arası karşılaştırmalar yapılmıştır. Eğitim durumu, mülakat türü ve sayısı açısından aldatma davranışları farklılık göstermezken; cinsiyet, medeni durum, yaş ve mülakat tecrübesi olma/olmama açısından farklılıklar olduğu görülmüştür. Çalışma, izlenim yönetimi açısından adayların başvuracakları aldatma davranışlarına dikkat çekmesi bakımından önem taşımaktadır. Aldatma davranışlarının araştırılması hususunda gelecek çalışmalar için öneriler de sunulmuştur.

Short organizational behaviour paper in spanish (3 pages) about the administration of impression in job interviews and inside the organization. This paper was written after studying Organizational Behaviour in Buenos Aires on Robbins' book and after interviewing a successful associate of EY, Juan Alberto Orrego San Juan, which is actually my father.

A multidimensional measure of interview anxiety, called the Measure of Anxiety in Selection Interviews (MASI), was developed using a student sample (N= 212) and tested using a sample of job applicants in a field setting (N= 276). The MASI goes beyond the measurement of “weak knees” and “sweaty palms” by providing an assessment of 5 interview anxiety dimensions: Communication, Appearance, Social, Performance, and Behavioral. The psychometric properties of the scales were strong and confirmatory factor analyses supported the a priori structure. In addition, substantial evidence for the concurrent, discriminant, criterion-related, and incremental validity of the MASI was obtained. Moreover, a multiple correlation of .34 was found for the 5 MASI scales in the prediction of interview performance. The development of the MASI has important implications for the field, as it may provide the foundation for future research on job interview anxiety, guide interview anxiety treatment programs, and promote the enhancement of job interview validity.

It is well known that an MBTI Introverted Type does not prefer the job interviewing process. Frankly, most Introverts find it somewhat painstaking, and at times even borderline unbearable. So we at Career Assessment Site have created this blog to help those introverted type personalities with some tips on how to best prepare yourself and your state of mind for that upcoming interview.

Hiring decisions can be risky. How much can employers save by better understanding the motivations and objectives of each applicant?  How much time and expertise should be invested in getting to know each applicant? Will such efforts raise the return on investment?  What are the shortcomings and deficits of the criteria to evaluate, compare and rank applicants?  How do they need to get changed to reflect the shift in the relative order of job skills between employees when the composition of the team (total of all employees) changes by hiring, firing or replacing?  A job description combines tasks and steps to a random set of job responsibilities.  But could there be better ways to bundle tasks together and to look for the most qualified applicant for this particular arbitrarily defined task bundle?  Could the employer benefit from regrouping all small tasks, which a company must perform, by changing which and how many small job tasks will be bundled together in different job descriptions?  And if so, how can reassigning each little tasks from different jobs to the most suitable employee (task-centered approach) instead of looking for the most qualified applicant for a particular job (job-centered approach) help in improving productivity and profitability?  How and why will the new task-centered approach help to increase the workforce diversity more than the job-centered approach?  How can reassigning tasks help disabled and handicapped lacking essential job functions to get hired anyways?  How can employers benefit from not only looking for the most qualified applicant for any particular job (i.e. arbitrarily bundle of tasks and steps) Why does the task-centered based hiring decision benefit employees, employees, applicants and disabled job-seekers more than job-centered based hiring decisions?  What are the benefits to seek the best employee for each task (task-centered) instead of the most qualified applicant for a particular job?  How can employers benefit from a paradigm shift replacing the job-centered with the task-centered hiring perspective?  How can the multi-dimensional effects, which different combinations of employees (i.e. teams) on the overall productivity and profitability be measured?  How much welfare and unemployment benefits could be saved if employers were aware of the additional benefits when making task or employee based hiring decisions instead of exclusively looking for the most qualified applicant?  How can reassigning job-tasks to different employees help applicants to become the most qualified job-seeker despite lacking essential job functions?  How could employers be convinced that they'd benefit most from reassigning tasks from different jobs to the employee most qualified for a particular task instead of only looking for the best applicant for a particular job consisting of an arbitrary bundle of tasks?

Résumé

La relation entre corps et emploi constitue un enjeu explicite pour les politiques publiques, notamment à travers la législation en matière de discrimination. Ainsi, depuis le 16 novembre 2001, « aucune personne ne peut être écartée d’une procédure de recrutement […] en raison […] de son apparence physique ». Cet article s’intéresse aux ouvrages de préconisation à l’usage des chercheurs d’emploi, censés faciliter leurs accès ou leur retour au marché du travail. Comment parviennent-ils à assurer leur activité de conseils au regard du cadre législatif antidiscriminatoire français ? Comment traitent-ils du corps des candidats sans nuire à la crédibilité du processus de recrutement ? Quelles normes corporelles véhiculent-ils ? Cet article répond à ces questions en s’appuyant sur l’analyse de contenu de 31 manuels.

Abstract

Does a successful job interview require working on one’s body? Physical appearance in training manuals for job seekers

Public policy, in particular via anti-discrimination legislation, explicitly acknowledges that there is a connection between one’s physical appearance and one’s employment. Since November 16, 2001, the French law forbids anyone being excluded from a recruitment process because of his or her physical appearance. This article examines training manuals intended to help those seeking to enter or return to the labour market. What is their advice, in light of the French anti-discrimination legislation? How do they deal with job candidates’ physical appearance without undermining the recruitment process? What physical standards do they promote? The article answers these questions with data drawn from 31 training manuals.

Abstract: When a person intentionally changes or modifies his behavior to better suit himself in a particular situation; it is known as “Impression Management” – the process whereby people try to change or influence the image others have on them. Some psychologists argue that personality change happens within the same individual all the time because people do not have a core personality. As an alternative, they have multiple selves of which they show different behavior during different situations. A successful person is the one who strategically presents these different behaviors to gain good deeds from different audiences. This rather extreme analysis is not widely held because there is a lot of data to show that all of us do have a core personality, and that our core personality remains consistent most of our lives. Studies have proven that every interviewee will intend to use some types of Impression Management (IM) while attending to a structured interview session. This study examines interviewees concern on Impression Management (IM) during a prearranged interview session by determining the comparative significance which the interviewee is connected to. Both verbal and nonverbal Impression Management (IM) are measured up to a significant level that affixes it to prearranged competencies based on social role theory.

Keywords: Job interviews, Impression Management (IM), Interviewee and Social Role Theory.

Dieses Buch beschreibt, was die Philosophin und Pädagogin Renata Leuffen 2013 erlebte, als sie von einem Senior Members des SAP Management Teams in England "interviewt" wurde. Frau Leuffen verarbeitet das traumatische Ereignis in diesem Buch. Die Ohnmacht von sexuell diskriminierten und belästigten Frauen in der Arbeitswelt wird klar deutlich.

Personal Interview is the integral part of recruitment process which is carried out to judge the suitability of the candidate's behavioural attributes to the offering post. In this paper, we propose a framework that can be helpful in the selection processes like SSB interviews conducted for Defense Services in India. The idea is to perceive the nonverbal communications from the candidate by the psychologist observer and transfer / code these observations in the form of a signal waveform on a computer in real time through real time plotter (data visualization). The waveform is synchronized with real clock time. This signal is analyzed using a computation model that computes the value for behavioural variable on a point scale 0-10 for the overall assessment of the Interviewee from psychological and behavioural perspective for the selection / hiring purpose. The framework offers a simple and elegant solution to objective assessment of overall personality of a candidate. The proposed framework can be easily customized as per the requirements and set policy. This work is the first of its kind for it demonstrates a novel application of signal processing in the field of behavioural assessment.

Fillers are intrinsic part of our daily communication. However, some people considered this as stumbling blocks in the expression of thoughts especially for the learners. A mock job interview of selected senior high school students was performed in the class using their voice recordings. They were selected as participants since they will soon join the corporate world. Personal interviews were asked also after the mock interview. The results showed that filled pauses such as ahm, uhm and ehm were frequently used by the students. Male participants tend to use repetitive words than female while in the process of cognitive thinking to answer such interview questions. Krashen’s (1988) affective filter theory was evident where anxiety hinders good oral performance. The study revealed also that the pressure or stress felt by the participants to address the answer in a more organized manner increases the tendency to produce more fillers than staying calm and relaxed during the interview. Cognitive and social functions were identified as proposed by Garcés Conejos and Bou Franch (2002) as essential functions of fillers. In conclusion, fillers functioned as transitional, cohesive and social devices. Other interesting findings were also discovered such as “ano”, a Filipino word in Philippine English and the role of I mean. 

Keywords: cognitive, fillers, thoughts, express

As the popularity of video-based job interviews rises, so does the need for automated tools to evaluate interview performance. Real world hiring decisions are based on assessments of knowledge and skills as well as holistic judgments of person-job fit. While previous research on automated scoring of interview videos shows promise, it lacks coverage of monologue-style responses to structured interview (SI) questions and content-focused interview rating. We report the development of a standardized video interview protocol as well as human rating rubrics focusing on verbal content, personality, and holistic judgment. A novel feature extraction method using " visual words " automatically learned from video analysis outputs and the Doc2Vec paradigm is proposed. Our promising experimental results suggest that this novel method provides effective representations for the automated scoring of interview videos.

“What goals are you trying to meet next quarter?”
According to Howard Pines, founder and CEO of BeamPines, “the best thing a candidate can do at an interview is ask good questions.”

Doing so shows that you are thoughtful and interested in understanding the company. There’s usually a chance to ask questions at the end of your interview, so be ready with questions that show you’re engaged in the process.

Pines suggests several questions, including:

What are the biggest short- and long-term issues I would need to focus on in this position?
What would I need to focus on differently than the previous person in this position?
What organizational issues should I be aware of?
“I'm flexible, sounds good to me”
Whether it’s about possible job duties, a potential start date or simply timing for the second interview, stressing your flexibility makes you easy to get along with.

Hiring managers don’t like complications, and having to coordinate complicated schedules or haggle over a job description eventually just makes you look difficult. While you certainly don’t want to be a pushover—and “flexible” shouldn’t define your salary negotiation—show your potential employer that you’re interested in results that work for everyone.

The company’s own words
Before your interview, become familiar with the company’s website and literature. Pay attention to the words used—what’s important to the organization?

“In your interview, hit key words that appeared on the company website or brochure,” says Olivia Ford of Adeptio. “These key words might include team, leadership, simplistic, culture or growth.”

Mixing these keywords into your answers can provide a subtle hint that you are plugged in to what the organization is looking for.

“That’s a good question.”
Use this phrase instead of blurting out “I don’t know” if the interviewer stumps you with a surprise question. It can give you a few moments to come up with an answer and, in the meantime, strokes the interviewer's ego a little bit too.

Avoid the “I don’t know” answer when possible, but of course don’t lie about your experience or training.

“This is why I want the job.”
Knowing a job prospect’s motivations is important for managers who are hiring.

During your interview, talk about how this position fits into your future plans and the ideas you have about your career, how it fits with your values, and what you would like to learn from it. Talk about how you see yourself in relation to the company and what you believe you can bring to the position.

These kinds of thoughts show who you are as a person, and go a long way toward giving the hiring manager an idea about how you might fit in the company’s culture and values.

The current research investigated questions that persist regarding the criterion-related and construct validity of situational (SI) versus past-behaviour (PBI) structured interview formats in predicting the job performance of managers. Analyses of data collected from 157 applicants to managerial positions showed that the PBI format significantly predicted job performance ratings (r = .32, p <.01), whereas the SI format did not (r = .09, ns). Investigation of potential construct differences between the SI and PBI formats showed that the PBI was more highly related to manager-relevant cognitive ability measures, assessment centre exercises and personality traits, as compared with the SI. Such differences help to explain the predictive validity differences between the SI and PBI observed in current and previous research.

This study examines the extent to which highly structured job interviews are resistant to demographic similarity effects. The sample comprised nearly 20,000 applicants for a managerial-level position in a large organization. Findings were unequivocal: Main effects of applicant gender and race were not associated with interviewers’ ratings of applicant performance nor was applicant–interviewer similarity with regard to gender and race. These findings address past inconsistencies in research on demographic similarity effects in employment interviews and demonstrate the  value  of  using  highly  structured  interviews  to  minimize  the  potential influence of applicant demographic characteristics on selection
decisions.

In countries of the Global North, migrants’ lower participation in the labor market is often explained as rooted in their low qualifications and poor command of the dominant language (Codó and Garrido 2014; Flubacher et al. 2016; Tronstad 2010). However, when migrants do have higher education, professional experience and language competences, the higher rates for un- and underemployment are seen as a consequence of the lack of relevance of migrants’ foreign degrees to the local labor markets and the status of non-Western university degrees (Allan 2013; Garrido and Codó 2017). To complicate the situation even further, job interviews impose an extra communicative burden on migrant candidates to translate and reframe their foreign education and work experience tomake them visible to interviewers and institutions (Roberts and Camp- bell 2006). Hence, the gate-keeping mechanisms standing in the way for migrants’ access to employment are multiple and intersect, creating hierarchical systems where knowledge and communicative repertoires are unequally recognized and valued. The blame-game of policy solutions to social problems places the burden of qualification on migrants, but what can we learn if we look at this issue from the perspective of highly educated “model migrants”?
The present paper looks closer into the discursive regimes that support labor market inequality through the lens of the narrated experiences of “successful immigrants”: two highly educated Latin Americans living in Oslo. In contrast to the USA and other European countries, Latin- American migration to Scandinavia is rather low, and as a group, Latin Americans score the highest on employment and higher education among “non-Western migrants” (SSB 2021). In this way, the situation and status of Latin Americans in Norway are radically different from other contexts, notably the USA. As a central topic under the umbrella of migrant narratives, job interview narratives highlight the importance of the labor market as a one of the crucial arenas of migrant experi- ence and bring forward the voices of the workers that are often an object rather than a subject of discourse.

The recruitment and selection process of organizations bring about enhanced organizational and employee productivity. Selection is a technique used by organizations/businesses in choosing a suitable candidate for a job. Recruitment and selection involve a process which must pass a series of evaluation before final placement decisions can be made. The objective of this handbook is to identify how psychology plays an important role in ensuring reliable and valid psychological assessment in the workplace. This employment journal is borne out of scientific research study and is based on employment screening, selection, placement and the interview process and it is written to help professionals, organizations and businesses better understand the recruitment and selection stages and the interview methods or processes used within organizations, and to better equip professionals to face the interview world while citing real-life and hands-on experiences (occurrence). This journal reviews:
    1. The recruitment
    2. Employee selection
    3. Psychological assessment
    4. The selection method
    5. The reliability and validity of the selection assessment
    6. The final selection and placement decision
    7. The basic features of the interview, types of interviews, the interview formats, the interview contents and how the interview can be administered by an organization.

In that, the journal answers some of the hard and not so hard interview questions while citing the best ways to answer them as it pertains to each person’s knowledge, skills, past experiences and qualifications on the job. After studying this handbook, you will better understand the recruitment and selection stages and the interview methods or processes used within organizations, while standing out from your peers and being in demand.

This article introduces a new communicational format called Fair Proxy Communication. Fair Proxy Communication is a specific communicational setting in which a teleoperated robot is used to remove perceptual cues of implicit biases in order to increase the perceived fairness of decision-related communications. The envisaged practical applications of Fair Proxy Communication range from assessment communication (e.g. job interviews at Affirmative Action Employers) to conflict mediation, negotiation and other communication scenarios that require direct dialogue but where decision-making maybe negatively affected by implicit social biases. The theoretical significance of Fair Proxy Communication pertains primarily to the investigation of 'mechanisms' of implicit social cognition in neuropsychology, but this new communicational format also raises many research questions for the fields of organisational psychology, negotiation and conflict research and business ethics. Fair Proxy Communication is currently investigated by an interdisciplinary research team at Aarhus University, Denmark.

This paper focuses on training university students for job interviews. When we apply our understanding from the field of therapeutic communication to the situation of communication training, it becomes clear that developments in pragmatics and speech act theory can be meaningfully applied to a number of communication training situations. The term therapeutic communication might be suitable for the approach used in this project since we wish to depict a training situation in which action is almost exclusively verbal (in our case focused on text analysis), with the aim of self-reflection and a change in communication behaviour. Although the fields of therapeutic communication and therapeutic discourse have been widely researched, the term therapy is being used in this paper in a rather broad and divergent sense. From the point of view of training, it makes sense to use data from extreme and artificially created situations so that principles of communication can be easily derived and generalized in a practicable manner (Drew and Heritage, 1992). Therapy can take different forms. In this project, therapy takes the form of role-plays followed by analysis tracking the disruptions, interruptions, and communication failures evident through the role-plays. The aim is to present interview situations as examples of discourse disorders. By emphasizing the disorders of discourse rather than presenting the interview as a mythical structured event, we wish to shift the focus from the subject (the interviewee) to the event and to the actors. Therapy in terms of self-reflection has been achieved by this shift in emphasis.

The academic job market is highly competitive. After establishing that a candidate meets the minimum qualifications, search committees rarely look for more of the same (e.g. more proof of teaching excellence, more publications, or more degrees). Instead, they search for evidence of ‘fit’.
Fit is an amorphous concept. Indeed, it reflects things like the candidate’s views on diversity and inclusion, their overall vision of higher education, their appreciation of the need to keep current with best pedagogical practices and how they deal with institutional uncertainty and change.
Fit is often invoked in a corporate context through the story of the Northbound Train: Either the candidate’s values align with the corporation’s values (mission and vision) or they don’t; if they don’t (say they point eastward), the candidate won’t be offered a ticket on the Northbound Train (a job in the company); if they do, the ticket is granted (the candidate is hired).

The issue of employability among engineering graduates has been examined, debated and tried to be resolved by various organizations and researchers. The lack of employability skills especially communication skills causes graduates struggling to fulfill current work demands and professional expectations in order to succeed in today’s fast-changing and global working environments. Communication skills are a crucial factor of employability, thus there is a need for quality assessment especially in job interview to enhance communicative competence of undergraduates. This research aims to unfold and assess what and how job candidates perform in a mock job interview and how they are being judged by the interviewers. It also studies the underlying linguistic evidence in job interviews of future engineers under the conditions of English as a Second Language (ESL) by applying Appraisal analysis (Attitude subsystems) of Systemic Functional Linguistics and Verbal Impression Management. The fin...

The Job Interview Workbook:
*Based on 10+ years of teaching job preparation and interview skills to undergraduate students, this workbook will:
*Build on basic skills like making small talk and asking open and closed questions.
*Review the basic theory including using registers and handling both assessment and information interviews.
*Allow students to practice both types of interviews above as an interviewer and interviewee.
*Show students how to create chronological and functional CVs.
*Help students write both application and inquiry styles of cover letters.
*Help students create professional looking CV’s and Cover letters.
*Introduce and practice the most common styles of interviews and interview questions.
*Help you effectively analyze the questions being asked for their purpose or intention as well as learn how to respond appropriately to each type of question.
*Show how to use both PAR and STAR techniques to answer behavioral and situational interview questions.
*Include plenty of real world based examples and activities to make the preparation process active and realistic.
*Offer a short list of useful resources and references for both student and teacher to explore selected topics in more detail as needed.