Job Interview: A Two-way Discussion

 

 

 

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The Job Interview: A Two-way Discussion

A Job Interview is an important activity for both the employer as well as the potential employee for induction into a job.

About two decades ago, interviews were conventionally conducted as almost a one-way discussion to simply determine the suitability of the candidate, and the candidate was not left with much of a choice but to join the job with whatever salary and perks were offered. Those were the days when employment opportunities were few, and the job seekers were plenty. But today, the scenario has changed.

Employers be wary of fabulous claims, An Employee work history verification or at least a criminal background check is a VERY good idea!

With advancement of technology and emergence of new fields, there is proliferation of job opportunities. For instance, with rising popularity of tourism all over the world, the hospitality industry has spawned several new jobs and that too in large numbers. Similarly, when people travel away from home, they need to eat somewhere; and therefore, restaurants are thriving and flourishing, throwing up a multitude of job opportunities. At the same time, availability of skilled professionals with ample commensurate qualifications and experience has also increased. Potential candidates can now afford to set their career goals and decide their own criteria to achieve ‘job satisfaction’. They want to have their say while choosing a job, and check their suitability for the new assignment.

Thus, in the changed environment, a job interview is not only an opportunity for the employer to evaluate the candidate as a potential employee, but for the candidate also to evaluate the employer as well. Today, a job interview implies a two-way open and candid discussion between the employer and the potential employee. Both the parties, with their respective specific goals in mind, meet to talk and decide if they can mutually be of benefit to each other. The interview is generally conducted in an informal and friendly environment. The trend is to call it a ‘chat’ rather than an interview.

Employment process is not all that simple. It involves several steps. Plenty of preparation and homework has to be done by either party. The employer (usually the Human Resource Department) has to first spell-out, and specify the scope of the job requirements _ the bare minimum acceptable level of performance expected. He may like to prioritize these requirements, and also allocate appropriate weightings to each of these requirements to ultimately design a decision-matrix to help in final selection. From the requirements listed, the employer deduces the minimum qualifications, skills and experience required of the prospective candidates. He also decides on the maximum compensation that he shall like to pay.

For prospective candidates, it is all about choosing the right job at the right time. Everyone has and should have certain career goals. One has to choose a job in keeping with these goals, and then strive to excel in the assigned tasks by working sincerely, honestly and consistently; and thereby derive inner sense of fulfillment and satisfaction.

Career goals do change with age and time. With additional skills, qualifications and experience acquired, or if one’s previous career goals are achieved, or there is a stalemate in the current job; it is time to switch job. One should be conscious of the fact that frequent switching of jobs may give a negative impact and impression. Remuneration, professional growth, stability, and mobility are some important factors one must consider in this context.

For a successful career, the career goals must be commensurate with individual skills, aptitude and experience also. One should indulge in introspective self-analysis to identify one’s strengths, weaknesses, opportunities and threats (SWOT) with respect to a particular job prospect.

In fact, a complete new industry of placement consultants and agencies has emerged. They facilitate in match-making of the employers and suitable candidates for a particular job. They maintain databases of job requirements from employers, employer profiles, and also of aspiring job seekers with their qualifications, experience and expectations. Consultants play a very crucial role in choosing the right candidate for the right job. They do charge a fee from the candidates sometimes, but in most cases it is the employers who pay.
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