What Happens During an Interview - Speech or Presentation Example

During the interview Starting the interview Theodore Roosevelt in an article published in Forbes magazine asserted that "Whenever you are asked if you can do a job, tell them certainly you can, and then get busy and find out how to do it" (Smith). In the same article, Norman Vincent is quoted as saying "Believe in yourself, have faith in your abilities. Without a humble but reasonable confidence in your own powers you cannot be successful or happy" (Smith). On the basis of the assertions from Roosevelt and Norman, it is fundamental to give your all during an interview. Being confident, believing in yourself, and being affirmative is key to success during an interview. In this speech, I will explicate what happens during an interview. I would like to bring to your attention that an interview starts immediately the candidate enters the facility hosting the interview. In this regard, it is fundamental to arrive early and be in good behavior both at the waiting room and inside the interview room. As explicated by San Francisco State University Student Involvement and Career Center, the receptionist may also be a part of the recruitment team and may therefore be asked to elucidate a candidates behavior in the waiting room (para. 2). Another point to remember relates to first impressions. Ensuring eye contact with the interviewer confirms a candidates self confidence. Other than eye contact, dressing code helps the panel form an impression about the candidate (Time 118). Since an interview is an official event, interviewees are expected to dress formally. For men, presenting themselves in tucked-in shirts and neat hair gives a positive impression. Conversely, wearing a formal dress or suit as well as plaiting ones hair also gives a positive impression for women. In reference to the interview process, Das, in his book Business Communication, asserts the importance of giving a firm and brief handshake to the panel as introductions are being conducted (154). In essence, a handshake is a sign of respect and etiquette. According to San Francisco State University Student Involvement and Career Center, shaking hands with the panel is a sign of self confidence (para. 2). To begin the interview, the panel in most cases starts the process with reflective language posited by San Francisco State University Student Involvement and Career Center as small talk (para. 3). This is geared towards helping the candidate relieve his or her nervousness. For instance, small talk may revolve around topics such as current news or weather. In other words, small talk is intended to make the interviewee feel comfortable and acquaint himself or herself with the panel. At this instance, it would be important for candidates to remember the fact that the panel maybe gauging their communication skills during the small talk. Therefore, it would be important to phrase a response in a succinct and clear format (San Francisco State University Student Involvement and Career Center, para. 3). Subsequent to the small talk is a prologue of the company and the job position available (San Francisco State University Student Involvement and Career Center 2). At this point, the candidate is allowed to ask the panel to clarify certain unclear issues. However, the candidate ought to remember that the panel is in control and thus should be allowed to guide the process. In other words, the candidate should avoid interrupting the panel. When the panel begins asking questions relating to a candidates resume in terms of qualifications for the job positions, it is the obligation of the candidate to persuade the panel on why he or she is the best candidate. For instance, the panel may require the interviewee to expound on how negative aspects attributed in the resume would not affect work processes in case the candidate is accepted. In this respect, the interviewee can explicate how a negative aspect could be a strength. A good example cited by San Francisco State University Student Involvement and Career Center (para. 5) involves demonstrating how low grades in specific subjects could have resulted from balancing schoolwork and work activities in a bid to raise school fees. This could be an indication of enthusiasm, eagerness to learn, and ability to multitask. Questions relating to the resume In the course of the interview process, the panel gives the interviewee a chance to respond to specific questions. How to Do Well in Gds and Interviews, a book authored by Time, advises the interviewee to be attentive when the panel inquires clarifications in regards to the resume (120). In case a question asked is not clear, the interviewee is advised to request the panel to reiterate the question. In addition, Time advises a candidate to take time to reflect on the question in order to formulate an appropriate answer. In fact, Time advises candidates to desist from addressing the panels questions impulsively (120). The tone of voice is also a fundamental aspect candidates ought to consider during an interview. It is recommended to use a soft tone and at the same time ensure the voice is audible (Time 120). Times also advises candidates to speak in a slower rate than the norm in order to give the panel a chance to comprehend the candidates responses (Time 120). Panelists may use tactics to confuse the candidate at this point. For instance, a panelist may interrupt the candidate at the middle of a sentence. When such an incidence happens, it is acceptable to discontinue answering the previous question and embark upon answering the new question. Time posits that trying to complete the previous question as opposed to starting answering the new questions is erroneous (120). In an article published in the Chron, Roennevig points out that using relevant examples when explicating ones accomplishment is also fundamental during an interview. Apart from the panelists asking questions, a candidate is also given a chance to ask questions. When this happens, San Francisco State University Student Involvement and Career Center posits that "The questions should bring out your interest in and knowledge of the organization" (2). Consequently, posing intellectual and well structured questions illustrates or shows the earnestness of the candidate (San Francisco State University Student Involvement and Career Center 2). In his advice to candidates, Roennevig cites that candidates ought to prepare specific questions to ask the panelists at the end of the interview (para. 4). For example, a candidate can ask questions relating to opportunities for growth and development available within the organization (para. 4). At times, the panelists may not give a candidate a chance to ask questions. In such a case, Roennevig advises candidates to only ask the panelists to give a timeframe in regards to how long it will take to receive a feedback or interview results (para. 4). As elucidated by San Francisco State University Student Involvement and Career Center, an interview ends when a candidate leaves the premises hosting the interview (2). This means that the finishing point is similarly important. Candidates should be well-mannered even after the panelists have showed signs of ending the interview. At the end of the interview, San Francisco State University Student Involvement and Career Center further recommends offering the panelists a handshake and additionally expressing gratitude to the panelists for their kindness (2). Abilities and attributes panelists look for during the interview During the interview, the interests of the panelists include the suitability of the candidate (Time 121). In the modern world, organizations opt for candidates with the potential to advance to management positions in future. In this respect, the panelists are interested in identifying an individual exhibiting the requisite levels of skills, knowledge, and ability to apply this knowledge to real life experiences. Secondly, the panelists are interested in identifying an individual with the highest levels of moral and ethical standards (Time 121). Due to the competitive nature of organizations, identifying candidates with the capacity to treat clients or customers with respect is fundamental for the success of the organization. These aspects and attributes of a candidate are identified in the course of the interview. Every question asked by the panelists is geared towards achieving a specific purpose. To extrapolate this postulation, Time emphasizes that "Before you respond to the question, you should be aware as to what the question is basically about and what facet of your personality is being tested through that question" (121). Another point to remember during the interview is that having high academic qualifications do not guarantee success during an interview. A candidate must demonstrate his or her perceptiveness in relation to the area of practice (Time 121). Das reiterates that panelists also look for candidates with excellent communication skills (157). It is not uncommon to find candidates practicing on their communication skills prior to an interview. Effective communication skills are essential since communicating to a client necessitates an employee to articulate issues in a concise and clear manner. In making their decision on the suitability of the candidate, the panelists will consider how the candidate responds to questions and how he or she articulates his or her responses. Other fundamental attributes that panelists are interested in include problem solving skills. To identify whether a candidate possess appropriate problem solving skills, the panelists could formulate hypothetical problems necessitating the candidate to apply his or her problem-solving skills. How a candidate responds is a clear indication of how he or she will handle difficult situations once given a responsibility. The speed at which a candidate formulates relevant action plans to address the hypothetical problem depicts the candidates capacity to address problems in a rapid manner. This is attributed to the fact that some issues within the organization require prompt pronouncements. In a nutshell, an interview starts immediately a candidate enters the premises and ends when the candidate vacates the premises hosting the interview. Therefore, a candidate ought to exhibit good manners or conduct from the start to end of an interview. An interview does not only entail answering questions relating to qualifications and resume, it also involves how a candidate presents himself or herself to the panelist. For instance, a candidate should don formal wear, speak in a soft tone, and shake hands with the panelists before the interview commences and at the end of the interview. Maintaining eye contact with the panelists is also advised as it is a show of self-confidence. When given a chance to ask questions to the panelists, a candidate should ask well structured and rational questions. For instance, a candidate can ask the panelists whether the organization has opportunities for growth and development. During the interview, candidates should be aware of the fact that interviewers are interested in identifying individuals with skills and knowledge fitting the position, and also individuals with high moral and ethical standards. I would like to extend my gratitude to all of you for listening. Is there any questions you would like my response to? Thank you. Works cited Das, Bhagaban. Business Communication. New Delhi: PHI Learning Private Limited, 2009. Print. Roennevig, Michael. "What Typically Happens During the First Job Interview." Chron. Chron, n.d. Web. 11 Mar. 2015. San Francisco State University Student Involvement and Career Center. What happens in an Interview. n.p., n.d. Web. 11 Mar. 2015. < http://www.sfsu.edu/~sicc/documents/handouts/cc_handouts/WhatHappens.pdf > Smith, Jacquelyn. "30 Motivational Quotes for Job Seekers." Forbes. Forbes, 30 Jan. 2013. Web. 11 Mar. 2015. Time. How to Do Well in Gds and Interviews. New Delhi: Pearson Education, 2008. Print. Read More