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TO INTERVIEW OR NOT TO INTERVIEW?
A friend of mine once had a curious experience at a job interview. Excited about the possible position, she arrived five minutes early and was immediately shown into the interview room by the receptionist. Following an amicable, easy-going discussion with a panel of interviewers, she was offered the job. Afterwards, one of the interviewers remarked how impressed she was that my friend had been so composed after showing up 25 minutes late for the interview. As it turned out, the start time my friend had been given by the company’s receptionist was wrong by half an hour. My friend was so calm because she didn’t know she had turned up late. She isn’t the type of person who would remain cool if she knew she was late, so the misunderstanding turned out really well for her. Of course, the interviewers could have also concluded that her calmness was a sign of disrespect. Either way, they would have been wrong to draw conclusions about her future performance in her work based on her attitude at the interview. In this case, thankfully, the outcome was favourable to the applicant.
My friend’s experience is merely an example of a much more widespread problem. Many employers now like to use free-form, unstructured interviews so as to “get to know” a job candidate. Such interviews are also increasingly popular with admissions officers at universities. But this style of interview can lead interviewers to form strong but unjustified impressions.
One solution is to develop an interview protocol based on a careful analysis of what is being looked for in the candidate. Interviews should be structured so that all candidates receive the same questions, a procedure which makes interviews more reliable and more predictive of job success. Employers should make sure to include a number of questions which test specific job-related skills.
6.5. During the interview the author’s friend wasn’t aware that she ___________________________.
6.6. It was the company’s receptionist who ___________________________.
6.7. According to the author, the decision to hire the interviewee was based ___________________.
6.8. In the last paragraph, the author suggests how to __________________.
zobacz odpowiedź
Zad 6.5
Odpowiedź oczekiwana:
had arrived (25 minutes) late for the interview / had been late for the interview
Przykłady odpowiedzi akceptowalnych:
had been given the wrong interview time / came late for the interview / was (25 minutes) late
Przykłady odpowiedzi niepoprawnych:
was at a different time / didn’t know what time it was
Zad 6.6
Odpowiedź oczekiwana:
had made a mistake / had made the mistake
Przykłady odpowiedzi akceptowalnych:
made mistake / told her the wrong time / got the hour of the interview mixed up / was at fault / gave author’s friend wrong information about time of the interview
Przykłady odpowiedzi niepoprawnych:
let her into the interview room / informed her about a problem / was offered the job / was wrong by half an hour / got late for the interview / told her the wrong hour
Zad 6.7
Odpowiedź oczekiwana:
on wrong assumptions / on a misunderstanding / on the panel’s impression of her at the interview
Przykłady odpowiedzi akceptowalnych:
on a conclusion which wasn’t reliable / on her friend’s behaviour at the interview / on her calmness in a stressful situation / on a false conclusion drawn during the interview
Przykłady odpowiedzi niepoprawnych:
on her late arrival / on a strong impression / on a careful analysis / to draw conclusions / on unreliable procedure / on developing the interview protocol / na złych założeniach
6.8
Odpowiedź oczekiwana:
improve job interviews / make the interview process more reliable / structure a job interview more effectively / conduct interviews which are fairer to candidates
Przykłady odpowiedzi akceptowalnych:
make procedure of job interviews better / choose better candidates / change the way of conducting interviews / make interviews more fair
Przykłady odpowiedzi niepoprawnych:
get rid of interviews / make candidates better / improve the interviews and candidates’ performance / make sure to include a number of questions / include questions testing job-related skills / make a job interview / do good interviews
zobacz wyjaśnienie
TO INTERVIEW OR NOT TO INTERVIEW?
A friend of mine once had a curious experience at a job interview. Excited about the possible position, she arrived five minutes early and was immediately shown into the interview room by the receptionist. Following an amicable, easy-going discussion with a panel of interviewers, she was offered the job. Afterwards, 6.5. one of the interviewers remarked how impressed she was that my friend had been so composed after showing up 25 minutes late for the interview. As it turned out, the start time 6.6 my friend had been given by the company’s receptionist was wrong by half an hour. 6.5 My friend was so calm because she didn’t know she had turned up late. She isn’t the type of person who would remain cool if she knew she was late, so 6.7. the misunderstanding turned out really well for her. Of course, the interviewers could have also concluded that her calmness was a sign of disrespect. Either way, they would have been wrong to draw conclusions about her future performance in her work based on her attitude at the interview. In this case, thankfully, the outcome was favourable to the applicant.
My friend’s experience is merely an example of a much more widespread problem. Many employers now like to use free-form, unstructured interviews so as to “get to know” a job candidate. Such interviews are also increasingly popular with admissions officers at universities. But this style of interview can lead interviewers to form strong but unjustified impressions.
One solution is to develop an interview protocol based on a careful analysis of what is being looked for in the candidate. Interviews should be structured so that all candidates receive the same questions, 6.8. a procedure which makes interviews more reliable and more predictive of job success. Employers should make sure to include a number of questions which test specific job-related skills.
Responses