Community Employment Resource Centre
What’s
Inside:
·
Types of interviews
·
Myths and facts about
older workers
Types of Interviews
Taken from the book “Job Strategies for
Professionals” by Michael Farr - 1998
There are several types of interviews you may
encounter. You probably won’t know in
advance which type of interview you will be facing. Below are descriptions of the different types of interviews and
what you can expect in each of them.
Screening interview:
A preliminary interview either in person or by phone,
in which a company representative determines whether you have the basic
qualifications to warrant a subsequent interview.
Structured interview:
The interviewer explores certain predetermined areas
using questions written in advance. The
interviewer has a written description of the experience, skills and personality
traits of an “ideal” candidate. Your
experience and skills are compared to specific job tasks. This type of interview is common, and most
traditional interviews are based on this format.
Unstructured interview:
Although the interviewer is given a written
description of the “ideal” candidate, he or she is not given instructions on
what specific areas to cover.
Multiple interviews:
These are commonly used with professional jobs. This approach involves a series of
interviews in which you meet individually with various representatives of the
organization. In the initial interview,
the representative attempts to get basic information about your skills and
abilities. In subsequent interviews,
the focus is on how you would perform the job in relation to the company’s
goals and objectives.
After the interviews are completed, the interviewers
meet and pool their information about your qualifications for the job. A variation on this approach involves a
series of interviews in which unsuitable candidates are screened out at each
succeeding level.
Stress interview:
The interviewer attempts to upset you, to see how you
react under pressure. You may be asked
questions that make you uncomfortable, or you may be interrupted when you are
speaking. Although it is uncommon for
an entire interview to be conducted under stress conditions, it is common for
the interviewer to incorporate stress questions as part of a traditional
interview.
Targeted interview:
Although similar to the structured interview, the
areas covered are more limited. Key
qualifications for success on the job are identified and relevant questions are
prepared in advance.
Situational interview:
Situations are set up which simulate common problems
you may encounter on the job. Your
responses to these situations are measured against predetermined
standards. This approach is often used
as one part of a traditional interview rather than as an entire interview
format.
Group interview:
You may be interviewed by two or more interviewers
simultaneously. Sometimes one of the
interviewers is designated to ask “stress” questions to see how you respond
under pressure. A variation of this
format is for two or more interviewers to interview a group of candidates at
the same time.
For assistance with interview preparation, contact
the CERC office nearest to you or our two outreach centers – Bewdley and
Colborne. We can even arrange for a
mock interview!
Myths and Facts About Older Workers
The Myths:
Do you believe that:
·
Employees over 50 are
less productive than younger workers?
·
Older workers are sick
a lot?
·
Older workers are more
likely to leave for another job?
·
The ability to learn
new things decline with age?
·
Older workers have more
accidents?
·
People over 50 are
primarily interested in slowing down?
If you do, you’re wrong!
The Facts:
Research supports the following statements:
·
Most workers in their
50’s and 60’s are much more conscientious and hard working than younger workers
·
Insurance data
indicated that workers over 45 call in sick less often than younger workers
·
Older workers’
employment records are more stable. In
fact, older women workers change jobs 88% less often than younger women.
·
Current educational
research shows that older people learn as well as younger people, although the
teaching methods required may be different
·
The accident record of
mature workers is better than that of younger workers
·
Older workers are not
necessarily interested in slowing down.
Given their choice, half of the retirees in one research sample were
interested in returning to full or part time work.
If you are an older worker and currently unemployed,
your job search strategy should be much the same as anyone else’s: determine what you have to offer employers,
be enthusiastic when you talk with friends, relatives and others about your
goals, and ask them for advice and contacts.
Most job openings are filled by networking, knocking on doors and
following leads. If your skills and
knowledge are out of date, consider taking an upgrading or training program.
The Mature Advantage Club at The Help
Centre
·
For job seekers over 40
·
Have your skills profile mailed to over 100 local employers!
·
Use the internet to your job search advantage!
·
Find Stress and Money Management Plans that work for you
Contact The Help Centre for
more information about this free program!
1005 Elgin St. W., Suite
301
Fleming Building
905-372-2646
Rather the pain of
discipline, than the pain of regret
- Bob Andrews