(a) Analysis And Interpretation Of Relevant Information Developed From Updated Data Concerning:
(a) Analysis and interpretation of relevant information developed from updated data concerning: (i) the prospective employer; (ii) competition to be expected from other possible candidates; (iii) relevance of the candidate's qualifications to meet a prospective employer's objective; (iv) the confidence of the candidate in his previous performance and achievements. (b) Candidate's understanding of basic learning theory. (c) Candidate's confidence in himself, allied to enthusiasm based on knowledge, experience and the disciplined, constructive use of his imagination.
Candidate's interview planning 1. Determine objectives. These can usually be found through seeking answers to three key questions. (a) What does the prospective employer want and expect to achieve from the appointment? (These should be related to time, cost and policy factors.) (b) Why does he want to achieve these? (c) What will be the implications, short-, medium- and long-term, for: (i) the prospective employer; (ii) the candidate.
2. Pre-planning for an interview. The factors to be considered include the following. (a) Time available. (b) Type of interview.
(c) Interviewer's profile(s) and attitudes. (i) Degree of influence on recruitment decisions that is, how does the interviewer rank in the organisation? (ii) An assessment of the interviewer's attitudes as affected by the candidate's knowledge and experience. (iii) An assessment of the interviewer's own knowledge and past experience of the tasks to be undertaken by the candidate.
(iv) An assessment of the interviewer's value-judgments and attitudes to (i), (ii) and (d) Essential and relevant evidence of abilities required for the job. (e) Having relevant papers and correspondence organised and ready. (f) Making sure your dress is appropriate. (g) Arranging to arrive in adequate time to be calm and composed for the start of the interview. 3. Being interviewed.