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Extract graduates - interview guidelines - copy

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Antoinette Tigar
Antoinette Tigar

The document discusses the different types of interviews graduates may experience. There are typically three types: one-on-one interviews, psychometric tests, and panel interviews. Psychometric tests can assess personality and competencies through questionnaires and timed multiple choice tests. Panel interviews involve representatives from relevant departments like HR and the potential direct manager. The document provides examples of psychometric tests and practice resources for graduates to prepare.

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Extract graduates - interview guidelines - copy
Interview Guidelines for Graduates Page 2 of 6 CONTENTS FOREWORD.........................................................................................................................2 1.TYPES OF INTERVIEW ....................................................................................................3 1.1 One-On-One Interview...............................................................................................3 1.2 Psychometric Tests......................................................................................................3 1.3 Panel Interview..............................................................................................................6 FOREWORD Antoinette Tigar Author I have written more than 2000 CVs for a variety of clients at all levels, working in every type of profession here in South Africa and overseas. Many of these clients were graduates, who contacted me to give feedback on their progress. I realised that very few people actually understand how the recruitment and interview processes work, and find the job search experience highly stressful and frustrating. I decided to develop an eBook, which is divided into three sections, available as PDF downloads. The information in these guidelines is the result of intensive research with employers and recruiters. I also worked closely with two HR professionals, who have contributed with the latest information: Sandy Smith Sandy was the Senior Manager: HR and Payroll for a large financial services company in Durban until 2009. She is now working on a special career planning and placement project, which includes a work readiness programme, in collaboration with schools and universities. Her input is from the perspective of an in-house recruiter / employer.
Interview Guidelines for Graduates Page 3 of 6 Jenni Higgs Jenni is a professional recruiter with over 20 years of experience in the field. She has worked for several large agencies in South Africa, and is the owner of Accredited Candidates, a generalist agency in Durban. She assists with Job Linkage Training and also provides Work Readiness Training to students as well as more senior job applicants wishing to re-enter the job market. Her advice to candidates is from the viewpoint of an independent recruiter working with a variety of corporate clients. Visit the CV Makeovers website at www.cvmakeovers.co.za for more information. You are also invited to connect personally at www.facebook.com and www.linkedin.com. 1. TYPES OF INTERVIEW Your CV has made the short list, and the recruiter contacts you for an interview. Sometimes the interview process is very straight-forward, but many companies today especially the larger ones put their candidates through a very thorough and in some cases, exhausting and stressful process. There are 3 main types of interview: One-on-one interview Psychometric profiling Panel interview 1.1 ONE-ON-ONE INTERVIEW This is the first interview with the Recruitment Consultant or, if the employer recruits in- house, an HR Officer / Manager. 1.2 PSYCHOMETRIC TESTS
Interview Guidelines for Graduates Page 4 of 6 This may consist of two different types of tests: Personality Assessments and Competency (or Aptitude) Tests. It is usually the second step after the initial interview with the recruitment agent or in-house HR manager, before the panel interview with the decision-makers. TERMINOLOGY There is a lot of confusion around the different terms. The definition of psychometric test is any test used to quantify a particular aspect of a person's mental abilities or mindset e.g., aptitude, intelligence, mental abilities and personality. McGraw-Hill Concise Dictionary of Modern Medicine. 息 2002
Interview Guidelines for Graduates Page 5 of 6 PERSONALITY ASSESSMENTS Companies use Personality Assessments to measure your motivation and preferred culture. The results will describe distinct features of your personality such as leadership qualities, results orientation, creativity, the ability to work in a team, and so on.These are not tests, but may have a time limit. There are no right or wrong answers - they are intended to give the employer a profile of your interests and working style. You should answer honestly and avoid trying to second-guess correct answers. Below are a range of practice personality assessment sites for you to try out: SHLDirect.com Keirsey temperament tests Team technology People Maps http://kisa.ca/personality/ COMPETENCY / APTITUDE TESTS These are formal, timed tests, taken either online or by filling in a printed answer sheet. They usually take the form of multiple choice questions. You will be given full instructions before you start the test and there will be some example questions to try, with no time limit. If you have special requirements, it is advisable to declare this before the test, as the organisation may be able to make reasonable adjustments, allow you extra time or grade your results more appropriately. The tests most commonly used in recruitment are: verbal tests - such as verbal reasoning, analysis and word sort; numerical tests - such as reasoning, analysis and sequential tests; diagrammatic and spatial reasoning - testing your logic and ability to deal with shapes; specific tests - for example syntax for computer programming; typing speed tests for admin staff or technical tests for mechanics. IMPORTANT Personality is hugely complex and incredibly difficult to measure. Although the results of a questionnaire can suggest what your personality type is, these DIY assessments are general indicators ONLY.
Interview Guidelines for Graduates Page 6 of 6 Practice tests Below are a range of practice aptitude/ability test sites for you to try out, either in preparation for the real thing or just to find out more about yourself and your abilities. Aptitude Tests Online Numerical Reasoning Psychometric Success SHLDirect.com Morrisby Saville Consulting 1.3 PANEL INTERVIEW The Panel usually consists of: The line manager / direct report that the position reports to. An objective participant (HR Officer) who may facilitate / co-ordinate the interview. Any other relevant manager / senior staff member who will be directly involved in the individuals duties within the organisation. EXAMPLE If you are applying for a position as a Sales Coordinator, the interview panel may consist of the following key players: HR Officer - coordinating / facilitating the interview Sales Manager - would be your direct line manager Admin Manager - would work closely with you in respect of generating invoices, delivering products and solving queries. This extract is the first chapter of my eBook, Interview Guidelines for Graduates. Visit www.cvmakeovers.co.za to order your full copy.
Interview Guidelines for Graduates Page 6 of 6 Practice tests Below are a range of practice aptitude/ability test sites for you to try out, either in preparation for the real thing or just to find out more about yourself and your abilities. Aptitude Tests Online Numerical Reasoning Psychometric Success SHLDirect.com Morrisby Saville Consulting 1.3 PANEL INTERVIEW The Panel usually consists of: The line manager / direct report that the position reports to. An objective participant (HR Officer) who may facilitate / co-ordinate the interview. Any other relevant manager / senior staff member who will be directly involved in the individuals duties within the organisation. EXAMPLE If you are applying for a position as a Sales Coordinator, the interview panel may consist of the following key players: HR Officer - coordinating / facilitating the interview Sales Manager - would be your direct line manager Admin Manager - would work closely with you in respect of generating invoices, delivering products and solving queries. This extract is the first chapter of my eBook, Interview Guidelines for Graduates. Visit www.cvmakeovers.co.za to order your full copy.

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Extract graduates - interview guidelines - copy

  • 2. Interview Guidelines for Graduates Page 2 of 6 CONTENTS FOREWORD.........................................................................................................................2 1.TYPES OF INTERVIEW ....................................................................................................3 1.1 One-On-One Interview...............................................................................................3 1.2 Psychometric Tests......................................................................................................3 1.3 Panel Interview..............................................................................................................6 FOREWORD Antoinette Tigar Author I have written more than 2000 CVs for a variety of clients at all levels, working in every type of profession here in South Africa and overseas. Many of these clients were graduates, who contacted me to give feedback on their progress. I realised that very few people actually understand how the recruitment and interview processes work, and find the job search experience highly stressful and frustrating. I decided to develop an eBook, which is divided into three sections, available as PDF downloads. The information in these guidelines is the result of intensive research with employers and recruiters. I also worked closely with two HR professionals, who have contributed with the latest information: Sandy Smith Sandy was the Senior Manager: HR and Payroll for a large financial services company in Durban until 2009. She is now working on a special career planning and placement project, which includes a work readiness programme, in collaboration with schools and universities. Her input is from the perspective of an in-house recruiter / employer.
  • 3. Interview Guidelines for Graduates Page 3 of 6 Jenni Higgs Jenni is a professional recruiter with over 20 years of experience in the field. She has worked for several large agencies in South Africa, and is the owner of Accredited Candidates, a generalist agency in Durban. She assists with Job Linkage Training and also provides Work Readiness Training to students as well as more senior job applicants wishing to re-enter the job market. Her advice to candidates is from the viewpoint of an independent recruiter working with a variety of corporate clients. Visit the CV Makeovers website at www.cvmakeovers.co.za for more information. You are also invited to connect personally at www.facebook.com and www.linkedin.com. 1. TYPES OF INTERVIEW Your CV has made the short list, and the recruiter contacts you for an interview. Sometimes the interview process is very straight-forward, but many companies today especially the larger ones put their candidates through a very thorough and in some cases, exhausting and stressful process. There are 3 main types of interview: One-on-one interview Psychometric profiling Panel interview 1.1 ONE-ON-ONE INTERVIEW This is the first interview with the Recruitment Consultant or, if the employer recruits in- house, an HR Officer / Manager. 1.2 PSYCHOMETRIC TESTS
  • 4. Interview Guidelines for Graduates Page 4 of 6 This may consist of two different types of tests: Personality Assessments and Competency (or Aptitude) Tests. It is usually the second step after the initial interview with the recruitment agent or in-house HR manager, before the panel interview with the decision-makers. TERMINOLOGY There is a lot of confusion around the different terms. The definition of psychometric test is any test used to quantify a particular aspect of a person's mental abilities or mindset e.g., aptitude, intelligence, mental abilities and personality. McGraw-Hill Concise Dictionary of Modern Medicine. 息 2002
  • 5. Interview Guidelines for Graduates Page 5 of 6 PERSONALITY ASSESSMENTS Companies use Personality Assessments to measure your motivation and preferred culture. The results will describe distinct features of your personality such as leadership qualities, results orientation, creativity, the ability to work in a team, and so on.These are not tests, but may have a time limit. There are no right or wrong answers - they are intended to give the employer a profile of your interests and working style. You should answer honestly and avoid trying to second-guess correct answers. Below are a range of practice personality assessment sites for you to try out: SHLDirect.com Keirsey temperament tests Team technology People Maps http://kisa.ca/personality/ COMPETENCY / APTITUDE TESTS These are formal, timed tests, taken either online or by filling in a printed answer sheet. They usually take the form of multiple choice questions. You will be given full instructions before you start the test and there will be some example questions to try, with no time limit. If you have special requirements, it is advisable to declare this before the test, as the organisation may be able to make reasonable adjustments, allow you extra time or grade your results more appropriately. The tests most commonly used in recruitment are: verbal tests - such as verbal reasoning, analysis and word sort; numerical tests - such as reasoning, analysis and sequential tests; diagrammatic and spatial reasoning - testing your logic and ability to deal with shapes; specific tests - for example syntax for computer programming; typing speed tests for admin staff or technical tests for mechanics. IMPORTANT Personality is hugely complex and incredibly difficult to measure. Although the results of a questionnaire can suggest what your personality type is, these DIY assessments are general indicators ONLY.
  • 6. Interview Guidelines for Graduates Page 6 of 6 Practice tests Below are a range of practice aptitude/ability test sites for you to try out, either in preparation for the real thing or just to find out more about yourself and your abilities. Aptitude Tests Online Numerical Reasoning Psychometric Success SHLDirect.com Morrisby Saville Consulting 1.3 PANEL INTERVIEW The Panel usually consists of: The line manager / direct report that the position reports to. An objective participant (HR Officer) who may facilitate / co-ordinate the interview. Any other relevant manager / senior staff member who will be directly involved in the individuals duties within the organisation. EXAMPLE If you are applying for a position as a Sales Coordinator, the interview panel may consist of the following key players: HR Officer - coordinating / facilitating the interview Sales Manager - would be your direct line manager Admin Manager - would work closely with you in respect of generating invoices, delivering products and solving queries. This extract is the first chapter of my eBook, Interview Guidelines for Graduates. Visit www.cvmakeovers.co.za to order your full copy.
  • 7. Interview Guidelines for Graduates Page 6 of 6 Practice tests Below are a range of practice aptitude/ability test sites for you to try out, either in preparation for the real thing or just to find out more about yourself and your abilities. Aptitude Tests Online Numerical Reasoning Psychometric Success SHLDirect.com Morrisby Saville Consulting 1.3 PANEL INTERVIEW The Panel usually consists of: The line manager / direct report that the position reports to. An objective participant (HR Officer) who may facilitate / co-ordinate the interview. Any other relevant manager / senior staff member who will be directly involved in the individuals duties within the organisation. EXAMPLE If you are applying for a position as a Sales Coordinator, the interview panel may consist of the following key players: HR Officer - coordinating / facilitating the interview Sales Manager - would be your direct line manager Admin Manager - would work closely with you in respect of generating invoices, delivering products and solving queries. This extract is the first chapter of my eBook, Interview Guidelines for Graduates. Visit www.cvmakeovers.co.za to order your full copy.