Everyone in this world needs a job at some point or the other. With lots of information at our disposal it is easy to search for jobs that suit our requirement. Having done that, we just wait for a job interview call and some of us who are impatient, make contacts with the prospective employer by making phone calls, sending e-mails etc. So far so good. One fine morning you receive a mail or phone call saying that you should attend the job interview. We may be happy to have recieved the job interview call and at the same time tense, what should be done during the interview?
At the time of sending the resume, you must have already given your academic profile, project profile and past experience, if any. You would also be carrying all the original certificates from your schooling to your college study and the professional degrees. All that is fine. There are two specific measures by which a prospective employee's ability and suitability to a job is judged by the HR manager, viz., Intelligence Quotient (IQ) and the Emotional Quotient(EQ) or Emotional intelligence(EI). Britannica encyclopedia defines IQ as follows: "Number intended to represent a measure of relative intelligence as determined by the subject's responses to a series of test problems. The IQ was originally computed as the ratio of a person's mental age to his or her chronological (physical) age, multiplied by 100, but use of the concept of mental age has been largely discontinued, and IQ is now generally assessed on the basis of the statistical distribution of scores. The most widely used intelligence tests are the Stanford-Binet test (1916), for children, and the Wechsler test (1939), originally for adults but now also for children. A score above 130 is considered to reflect "giftedness," while a score below 70 is considered to reflect mental impairment or intellectual disability. Intelligence tests have provoked great controversy, particularly about what kinds of mental ability constitute intelligence and whether IQ adequately represents these abilities, and about cultural and class bias in test construction and standardization procedures" Wikipedia defines EI as "Emotional Intelligence (EI) describes the ability, capacity, skill or, in the case of the trait EI model, a self-perceived ability, to identify, assess, and manage the emotions of one's self, of others, and of groups." On scrutinising the resume and the academic certificates the HR managers get a fair idea of the IQ of a prospective employee and hence donot investigates their academic suitability to this kinda job. The next thing is to look at the EI part, as this plays a vital role in a candidates selection. A person who is highly balanced in adverse situation is a person who suits a job involving groups of people. Nowadays, the oraganization size is big and there are lots of co-workers to deal with. Hence, it is all the more important to keep one's emotions under check. Next, comes the capability of a candidate to empathize with the colleagues emotions but not get carried away by them. If such traits are present in you, you would be automatically selected for the job. Precisely, this is the reason why there are two or three screenings of a candidate before giving the final nod of selection as the HR people are ensuring that the prospective candidate has the traits of patience and perseverance. Don't lose your cool under any circumstances during and after a job interview. Don't show your emotional side to the other job aspirants after your interview and your likelihood of selection to the job increases. Use your head to solve a mathematical or a science problem during the interview, rest of the time Use your heart and you are sure to succeed. -- Posted By pranava to heart over head at 12/07/2009 11:47:00 AM [Non-text portions of this message have been removed]
