1
Business
Communication
Application Follow-Ups 2
Three months have elapsed since I applied to you for an
accountant position, but I want to let you know that I ma still
very interested in joining your company.
Application Follow-Ups 3
Since applying to you on May 3 for an executive secretary
position, I have completed a course in office management at
Community College. I received straight A’s in the course. I
now am a proficient user of MS Word, including macros and
other complex functions.
Please keep my application in your active file, and let me
know when you need a skilled executive secretary.
Understanding the Interview 4
Process
Big Companies Small Companies
Number and Consistently hire Hiring requirement
type of thousands of new fluctuate, often
applicants employees each year; looking for
sought have relatively specific flexibility,
hiring criteria, versatility; often
depending on the somewhat more
position; tend to be open-minded
highly selective
Person or Handled by human In really small
department in resources or personnel companies, the
charge of department founder/top
recruiting manager makes all
Understanding the Interview 5
Process
Big Companies Small Companies
General approach is generally Conducted
recruiting and systematic, well informally on an
interviewing planned, and well as-needed basis
style financed without a standard
procedure
Understanding the Interview 6
Process
Big Companies Small Companies
Where/how Use national and local Rely heavily on
they advertise newspapers, trade word of mouth and
journals, campus local newspapers
placement offices, word
of mouth, online job
banks, company
websites
Use of Roughly 60 percent use Agency use varies
employment employment agencies, widely among
agencies, whereas 40 percent use small companies;
search firms executive search firms; cost may be a
factor
Understanding the Interview 7
Process
Big Companies Small
Companies
Responsivenes most companies will scan Receive relatively
s to unsolicited unsolicited resumes into a few unsolicited
resumes database if they maintain resumes, so they
one; best to send resume pay close attention
directly to line manager or to them
potential co-worker in
department where you want
to work
Understanding the Interview 8
Process
Big Companies Small
Companies
Reliance on On campus recruiting The smaller the
campus programs, relatively small company, the less
recruiting number likely it is to
recruit in this
manner.
Understanding the Interview 9
Process
Big Companies Small Companies
Best way for Use campus placement Check with campus
candidate to office to schedule placement office; try to
approach interviews with make direct personal
company companies that recruit contact with
on your campus. If owner/manager or
company does not department head; get
recruit on your campus, names and addresses
call the person in from chamber head
charge of department,
explain your situation,
and ask for advice on
best way to get an
interview
Understanding the Interview 10
Process
An employment interview is a formal meeting in which
both employer and applicant ask questions and exchange
information to learn more about each other.
Dual purpose
1. The organization’s main objective is to find the best person
2. The applicant’s main objective is to find the job test suited
to his or her goals and capabilities.
Understanding the Interview 11
Process
Organizations hundreds of new employees every years take
a more systematic approach to the recruiting and
interviewing process
Adjust your job search according to the company’s size and
hiring practices.
Start seeking jobs well in advance of the date you want to
start work.
Understanding the Interview 12
Process
The typical Sequence of Interviews
Most organization interview an applicant several times
before extending a job offer:
• Screening stage
• Selection stage
• Final stage
The Typical Sequence of Interviews 13
Interviews
Best approach during this selection stage on interviews is to
show interest in the job.
During the final stage, the interview may try to sell your on
working for the firm.
Types of Interview 14
Open-ended Interview Group Interview
Stress Interview Video Interview
Situational Interview
A structured interview is generally used in the
screening stage. Structural interview is controlled by
the interviewer to gather facts. Here the employer
controls the interview by asking a series of prepared
questions in a set order. Working form a checklist, the
interviewer asks candidates each question, staying
within an allotted time period.
Types of Interview 15
Open-ended interview is less formal and
unstructured. In an open-ended interview, the
recruiter encourages the candidate to speak
freely.
To strike a delicate balance between being
friendly and remembering that you’re in a
business situation.
Types of Interview 16
It tells how candidates relate to one another. Do
they smile? Are they supportive of one another’s
comments? Do they try to score points at each
other’s expense?
Stress interviews help recruiters see how you handle
yourself under pressure.
Types of Interview 17
Video interviews require some special preparation.
As employers try to cut travel costs, the video interview is
becoming more popular. Companies use videoconferencing
systems to screen middle-management candidates or to interview
new recruits at universities. Experts recommend that candidates
prepare a big differently for a video interview than for an in-person
meeting:
• Ask for a preliminary phone conversation to establish rapport with the
interviewer.
• Arrive early enough to get used to the equipment and setting.
• During the interview, speak clearly but not more slowly than normal.
Types of Interview 18
• Sit straight.
• Look up but not down.
• Try to show some animation, but not too much.
Situational interview. In situational interviews, candidates must
explain how they would handle a specific set of circumstances. “
So the situational interview is a hands-on, at-work meeting between an
employer who needs a job done and a worker who must be fully
prepared to do the work.
Types of Interview 19
Regardless of the type of interview you may face, a
personal interview is vital because your resume can’t show
whether you’re lively and outgoing or subdued and low
key, able to take direction or able to take charge. Each job
requires a different mix of personality traits.
20
What Employers Look For
Employees who are self-motivated, enthusiastic, not afraid to make
decisions, willing to take risks, intelligent, good communicators, and
considerate of others.
21
What Employers Look For
Good impulse control, persistence, confidence, self-motivation, and
empathy.
What’s your IQ?
• Think clearly and stay focused on the task at hand while under
pressure.
• Admit to your own mistakes.
• Meeting commitments and keep promises.
• Hold yourself accountable for meeting your goals.
• Seek new ideas for a variety of sources.
• Handle multiple demands and changing priorities.
• Make sacrifices to meet an important organizational goal.
• Cut through red tape and bend outdated rules when necessary.
Compatibility 22
Interviewers try to decide whether a candidate will be
compatible with the other people in the organization.
They might ask about your interests, hobbies, awareness
of world events, and so forth. You can expand your
potential along these lines by reading widely, making an
effort to meet new people, and participating in
discussion groups, seminars, and workshops.
Qualifications for the Job 23
Suitability for the specific job is judged on the basis of
• Academic preparation
• Work experience
• Job-related personality traits
