JOB INTERVIEW

Denis Aprillia (3210141011)

Imam Santoso
(3210141014)
Karina Putri NG
(3210141020)
M Alvin Adam (3210141023)

What is Job Interview?

A job interview is a one-on-one interview consisting of a conversation between a job applicant and a
representative of an employer which is conducted to assess whether the applicant should be hired.
Potential job interview opportunities also include networking events and career fairs. The job intervie
w is considered one of the most useful tools for evaluating potential employees.

Interview Constructs
a. Job-relevant interview content
Interview questions are generally designed to tap applicant attributes that ar
e specifically relevant to the job for which the person is applying. The job-rel
evant constructs have been assessed in the interview can be classified into t
hree categories: general traits, experiential factors, and core job elements.
General Traits
o Mental ability: Applicants' capacity to learn and process information
o Personality: Conscientiousness, agreeableness, emotional stability,
extroversion, openness to new experiences
o Interest, goals, and values: Applicant motives, goals, and person
organization fit

 Experiential factors
o Experience: Job-relevant knowledge derived from prior experience
o Education: Job-relevant knowledge derived from prior education
o Training: Job-relevant knowledge derived from prior training
Core job elements
o Declarative knowledge: Applicants' learned knowledge
o Procedural skills and abilities: Applicants' ability to complete the tasks
required to do the job
o Motivation: Applicants' willingness to exert the effort required to do the job

Interview Constructs
b. Interviewee performance
Interviewer evaluations of applicant responses also tend to be colored by how an
applicant behaves in the interview. These behaviors may not be directly related to
the constructs the interview questions were designed to assess, but can be relat
ed to aspects of the job for which they are applying. Applicants without realizing it
may engage in a number of behaviors that influence ratings of their performance.
Social effectiveness skills
o Impression management: Applicants' attempt to make sure the interviewer
forms a positive impression of them
o Social skills: Applicants' ability to adapt his/her behavior according to the
demands of the situation to positively influence the interviewer
o Self-monitoring: Applicants' regulation of behaviors to control the image
presented to the interviewer
o Relational control: Applicants' attempt to control the flow of the conversatio
n

 Interpersonal Presentation:
o Verbal expression: Pitch, rate, pauses
o Nonverbal behavior: Gaze, smile, hand movement, body orientation
Personal/contextual factors:
o Interview training: Coaching, mock interviews with feedback
o Interview experience: Number of prior interviews
o Interview self-efficacy: Applicants' perceived ability to do well in the interview
o Interview motivation: Applicants' motivation to succeed in an interview

Interview Constructs
c. Job-irrelevant interviewer biases
The following are personal and demographic characteristics that can potentially
influence interviewer evaluations of interviewee responses. These factors are
typically not relevant to whether the individual can do the job (that is, not related to
Job performance), thus, their influence on interview ratings should be minimized or
excluded. In fact, there are laws in many countries that prohibit consideration of
many of these protected classes of people when making selection decisions. Using
structured interviews with multiple interviewers coupled with training may help
reduce the effect of the following characteristics on interview ratings. The list of job
irrelevant interviewer biases is presented below.

Attractiveness: Applicant physical attractiveness can influence interviewer's

evaluation of one's interview performance
Race: Whites tend to score higher than Blacks and Hispanics; racial similarity b
etween interviewer and applicant, on the other hand, has not been found to
influence interview ratings[
Gender: Females tend to receive slightly higher interview scores than their
male counterparts; gender similarity does not seem to influence interview ratings
Similarities in background and attitudes: Interviewers perceived interpersonal
attraction was found to influence interview ratings
Culture: Applicants with an ethnic name and a foreign accent were viewed less
favorably than applicants with just an ethnic name and no accent or an applicant
with a traditional name with or without an accent

Interview Process
a. Preinterview phase
The preinterview phase encompasses the information available to the interviewer
beforehand and the perceptions interviewers form about applicants from this
information prior to the actual face-to-face interaction between the two individual
s. In this phase, interviewers are likely to already have ideas about the characteri
stic that would make a person ideal or qualified for the position. Interviewers also
have
information about the applicant usually in the form of a resume, test scores, or
prior contacts with the applicant. 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 a
n 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.

Despite the relevance of the information, any information interviewers obtain

about the applicant before the interview is likely to influence their preinterview
impression of the candidate. And, why is all this important? It is important becaus
e what interviewers think about you before they meet you, can have an effect on
how they might treat you in the interview and what they remember about you.
Furthermore, researchers have found that what interviewers think about the
applicant before the interview (preinterview phase) is related to how they evaluat
e the candidate after the interview, despite how the candidate may have perform
ed during the interview.

Interview Process
b. Interview phase
The interview phase entails the actual conduct of the interview, the interaction
between the interviewer and the applicant. Initial interviewer impressions about
the applicant before the interview may influence the amount of time an interviewe
r spends in the interview with the applicant, the interviewers behavior and
questioning of the applicant, and the interviewers postinterview evaluations.
Preinterview impressions also can affect what the interviewer notices about the
interviewee, recalls from the interview, and how an interviewer interprets what the
applicant says and does in the interview.

As interviews are typically conducted face-to-face, over the phone, or through

video conferencing, they are a social interaction between at least two individuals.
Thus, the behavior of the interviewer during the interview likely "leaks" informatio
n to the interviewee. That is, you can sometimes tell during the interview whether
the interviewer thinks positively or negatively about you. Knowing this information
can actually affect how the applicant behaves, resulting in a self-fulfilling prophec
y effect. For example, interviewees who feel the interviewer does not think they a
re qualified may be more anxious and feel they need to prove they are qualified.
Such anxiety may hamper how well they actually perform and present themselve
s during the interview, fulfilling the original thoughts of the interviewer. Alternativel
y, interviewees who perceive an interviewer believes they are qualified for the job
may feel more at ease and comfortable during the exchange, and consequently
actually perform better in the interview. It should be noted again, that because of
the dynamic nature of the interview, the interaction between the behaviors and
thoughts of both parties is a continuous process whereby information is
processed and informs subsequent behavior, thoughts, and evaluations.

Interview Process
c. Postinterview phase
After the interview is conducted, the interviewer must form an evaluation of the
interviewees qualifications for the position. The interviewer most likely takes into
consideration all the information, even from the preinterview phase, and integrates
it to form a postinterview evaluation of the applicant. In the final stage of the
interview process, the interviewer uses his/her evaluation of the candidate (i.e., in
the form of interview ratings or judgment) to make a final decision. Sometimes
other selection tools (e.g., work samples, cognitive ability tests, personality tests)
are used in combination with the interview to make final hiring decisions; however,
interviews remain the most commonly used selection device

The most common Question in interview

1. Can you tell me a little about yourself?
2. What do you know about the company?
3. Why do you want this job?
4. Why should we hire you?
5. What are your greatest professional strengths?
6. What do you consider to be your weaknesses?
7. What is your greatest professional achievement?
8. Tell me about a conflict you've faced at work, and how you dealt with it.
9. What's your dream job?
10. Why are you leaving your current job?
11. What's your management style?
12. What type of work environment do you prefer?
13. What's a time you exercised leadership?
14. What are your salary requirements?
15. Do you have any questions for us?

Another tips for employees candidate

Employer will see the psychology of employees candidate

Eye
Eye movements on the top right shows the person is thinking
Eye movement to the left shows the person is lying
Try to look into the eyes or forehead of the employers.
Do not see the mouth of the employers because it makes people uncomfortable
too much eye blink showing the fear attitude

nose movement that dont need is showing the person lying

Dont clutch something because that is showing nerveus
Sit attitude:
much as possible do not to lean on the seat backrest because this is showing your ego
Try to mimic the person who interviewed you because it gives you a positive respect to t
he person who interviewed you
Keep smiling but dont give the fake smile