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Process model
One way to think about the interview process is as three separate, albeit related, phases: (1) the preinterview phase which occurs before the interviewer and candidate meet, (2) the interview phase where the interview is conducted, and (3) the postinterview phase where the interviewer forms judgments of candidate qualifications and makes final decisions.[29]Although separate, these three phases are related. That is, impressions interviewers form early on may affect how they view the person in a later phase. Preinterview phase:

* The preinterview phase encompasses the information available to the interviewer beforehand (e.g., resumes, test scores, social networking site information) * the perceptions interviewers form about applicants from this information prior to the actual face-to-face interaction between the two individuals. * interviewers are likely to already have ideas about the characteristics that would make a person ideal or qualified for the position.[30] *  Interviewers also have information about the applicant usually in the form of a resume, test scores, or prior contacts with the applicant.[29]  * Interviewers then often integrate information that they have on an applicant with their ideas about the ideal employee to form a preinterview evaluation of the candidate. In this way, interviewers typically have an impression of you even before the actual face-to-face interview interaction. Nowadays with recent technological advancements, we must be aware that interviewers have an even larger amount of information available on some candidates. For example, interviewers can obtain information from search engines (e.g. Google, Bing, Yahoo), blogs, and even social networks (e.g. Linkedin, Facebook, Twitter). While some of this information may be job-related, some of it may not be. Despite the relevance of the information, any information interviewers obtain about the...
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