By Judith Verity
Interviewees want the proper talents for the interview in addition to the appropriate abilities for the activity. This publication covers practise and follow-up in addition to 'inside the interview' concepts, permitting applicants to song in to the interviewer and excel at the day. This variation is revised and up to date.
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Extra info for Succeeding at Interviews: Give Great Answers and Ask the Right Questions
X I avoid competitive activities (1) (2) (3) (4) (5). A choice question might be: Indicate which statement is most like you (M) and which is least like you, (L). Leave the rest blank. X X X X I I I I am very conscientious about my work (M) (L). am very sociable (M) (L). never let people down (M) (L). like to get things done (M) (L). Another choice format is: Indicate whether the following statements are true (T) or false (F). 38 Psychometric Testing and Criteria-based Interviewing X X X X I like organising meetings (T) (F).
Energy Q Give an example of when you did more than was required. A When we set up the first self learning groups for employees to develop their business skills, I joined the first three groups myself and went to every meeting to show my commitment. Honesty/Integrity Q Are you trustworthy? A My current line manager now leaves me to oversee both payroll and purchasing, at the recent audit our department had the lowest number of discrepancies. 47 Succeeding at Interviews Coping with Stress Q How do you handle stress?
In practice, there are a few you are more likely to come across than others. 40 Psychometric Testing and Criteria-based Interviewing X McQuaig. X The Morrisby Profile (12 different tests measuring a range of different aptitudes and work-based personality). X Raven’s Progressive Matrices – abstract reasoning tests. X Watson Glaser Critical Thinking Appraisal (verbal reasoning). X ASE Graduate and Managerial Assessment (have a good verbal reasoning component). X The Keirsey temperament sorter. X Myers-Briggs personality test.