Caldwell - Spring 2023 - Business Communications - Chapter 14 Video Lecture

Hello everyone and welcome to our chapter 14 video lecture.

In chapter 14 we're focused on interviewing and following up.

We are going to build upon what we talked about in chapter 13.

In chapter 13,

we talked about the job search and resumes and now after you have

provided a resume and you've been invited to interview for a position.

That's what we're going to focus on here.

And we are actually going to use those resumes that

you drafted in Chapter 13 and we are going to

use them as part of an activity that I will

talk about at the end of today's video lecture.

So let's get started and we're going to start with an icebreaker, as we usually do.

And this question deals with interviews. Have you ever been interviewed for a job

if you have been interviewed for a job? Think about the experience.

Think about how you prepared did you prepare for the interview?

Did you feel going into the interview that you were ready for? It?

That you had understood the job that you had understood

the company that you were prepared for the interview?

And if you haven't actually been in an interview yet?

How about what you anticipate when you actually do go into an interview?

How do you think you would prepare for that interview,

how do you think that you would get yourself ready or do

you think that you actually that you really even need to prepare?

Well, if you don't think that you need to prepare? I hope that by the end of

this chapter,

you will understand why it's essential for you to prepare that preparation

is one of the most essential elements of the interview process.

So let's having done that.

Having done our icebreaker,

let's move into our first topic which is sharpening your interviewing skills.

We want to focus on making you a more effective interviewee

and when the time comes and more effective interviewer because once

you have been on the interview east side of the coin,

you'll understand better how to structure

interviews when you become the interviewer.

So let's start with talking about a couple of trends in interviewing,

what is happening in interviewing.

We have this increased use of artificial intelligence,

use of scanning programs like the 80 S systems we

talked about in chapter 13 video interviewing we're talking,

there are more

lengthy interviews. The process gets longer, more people get involved

and there are new trends. The use of group interviews. The use of what we'll call

panel interviews.

There's a difference between panel interviews and group interviews

and we'll talk about those in a little bit.

There some companies actually make candidates do certain types of projects.

There are greater use of psychological tests that have to

be answered before someone can progress in an interview situation

and more and more interviewers are using

what are called behavioral and situational questions and

we'll talk about that when we're talking about what goes on during the interview.

So these are some of the trends that we need

to talk about when we are talking about interviewing.

Now let's focus on this process of

why people actually do interviews.

Why why can't someone just be hired on the

basis of a resume and whatever other paper submissions?

Well, it's a two way street.

It is an opportunity for the employee employee,

the prospective employee to convince the employer of his or her potential.

It's your opportunity as the interviewee to convince the interviewer and

to convince the interviewers company of your potential within that company,

it's your opportunity to learn about the company to learn about the job.

You need to listen during the course of the interview.

You need to listen for some hidden messages.

You need to listen for information that you might be hearing but that you need

to sort of distill out of what a candidate Of what an interviewer is saying.

You can learn a lot about the job and about the company

by the interviewers and by the course of conduct in the interview,

there were when I was interviewing for jobs back in 1985,

when I was coming out of law school and I was going on a fair number of interviews.

There were law firms that I decided based on my conversation

in that interview that I did not want to work there,

I got hints about the culture of the firm.

I got hints about the the people that worked at the firm

and I determined that maybe that wasn't the firm for me,

it also gives you the opportunity to elaborate on information in your resume.

Not every

piece of information that you would want to give.

A prospective employer can be found in your resume.

We try to put as much information in the resumes as we can.

But there are always going to be additions that you might want to make.

You might want to explain certain things,

you might want to stress certain aspects of your

resume depending on the needs of the employer,

depending on the particular job for which you're interviewing.

So, yes,

employment interviews are very important and they

give the employer the opportunity to see

the whole person and it gives you the opportunity to show that whole person,

It gives you the opportunity to let your personality shine through,

let your passion, let your enthusiasm,

let your commitment to this company and this job shine through.

So we really want the interview to be that real time

in which you are selling yourself not in a bad way,

but are selling yourself, selling your skills, selling your potential,

selling your experience and your expertise to prospective employers.

Now, how does the process work?

We need to talk a little bit about what we can

expect to happen during the course of the interview process,

and understanding the process will help us understand

how we need to prepare for each part

of the process and where each part of the process fits into the employment uh,

into this employment dynamic.

So we start with actually,

we're gonna digress a minute and we're gonna talk a little bit

about what is the employer looking to find out in the interview.

Sorry, I I skipped over this.

The employer wants to get to know you and the employer wants you to be able to first off

determine if you fit into that company and determine if you would

be a person who can contribute and who can contribute positively.

It's the employer's oper, it's your opportunity to show the employer,

all your training, your knowledge, your expertise, your abilities,

you can show them in more detail, we're gonna talk about success stories.

Success stories are in

essential part of the interview process.

You as interviewees need to come up with success stories,

you need to be able to tell how you have been able to use

the skills and the experience and the training that you say that you have,

you need to be able to verify that to employers and you

need to be able to verify that through real life experiences.

They don't have to be work experiences, they can be school experiences,

they can be uh community active community activities, they could be um clubs,

they could be sports,

athletics gives you an opportunity to talk about a lot

of skills that an employer wants to hear about,

particularly for people who are coming into the the,

into the company into the organization where the organization

hasn't yet had the opportunity to see you work

and see you function inside that organization now,

you want to be able to judge fit to remember.

I I just talked about the fact that in some of the interviews that I went on

In 1985, I determined that the fit just wasn't right for me.

The fit wasn't, I just didn't fit into that,

that organization into that firm and maybe the firm thought that I would fit,

but I didn't think that I would fit.

And so that was not a job that I accepted

and you have to make that determination to yes, you want a job, Yes.

You need to be able to support yourself.

Yes, you don't know if you'll have another opportunity for a job,

but you also want to make sure that you're going into a situation where you can excel,

where you can be

everything that you could possibly be and where if you do want to leave,

you're going to leave with a good reputation where your you will have done well,

you will have satisfied all of the requirements for the job.

So it's important not only to, for the employer to get to know if you would fit,

but also you need to get to know if if you would fit in that particular

in that particular company.

So now we're going to move to the discussion

of the hiring practice and your book authors,

your textbook authors break it down into a sticks stage sequence

and that's as good a breakdown as we possibly could have.

So we start with the application now some jobs

you actually have to fill out an application.

Some jobs you just submit a resume.

Now I don't know about you but I'm finding that in many

jobs at least jobs that are available online,

you have to fill out a rather lengthy online application.

Even if you have a resume and you you you attach your resume to that application

and sometimes you upload the application,

the resume into the application and the system pulls the artificial intelligence

pulls information out of your resume and puts it into the application,

but you do have to fill out that application.

I'm going through this process right now, as I might have told some of you,

I'm retiring from my firm at the end of the year and I need to

find something to do.

I I'm looking for jobs right now outside of law firms,

I'm looking for jobs in hedge funds and in in investment banks, I'm looking at,

you know, for fairly senior positions.

But even for fairly senior executive level positions,

you have to go through the same hiring process

that

a person who's applying for an entry level job would go through.

So yes, I've been filling out these applications and submitting them.

The next step is the initial screening interview which can be

by telephone or it can be by one way video.

I'm actually in the process with one prospective employer,

a large international bank where I have had two initial screening interviews.

One was in one way video where I was given a series

of questions and I had to record video answers to those questions.

And I only had three opportunities to record my answers.

And then after that I had a screening interview.

15 20 minute telephone screening interview with someone from Human Relations,

not with someone from the field in which I would work.

Then you might have a possible secondary screening interview.

Maybe my initial screening interview was the video and

the secondary screening interview was the telephone interview.

Now

that interviewer is going to make a proposal to the hiring manager as to whether

or not I should be brought back in for full face to face interviews,

then I would have the hiring interviews and then

if I've met the requirements and offer might follow.

And that's what you will experience.

Caldwell - Spring 2023 - Business Communications - Chapter 14 Video Lecture - Part 1

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