Job Interview

B7
JOB
INTERVIEW
POLITEKNIK NEGERI JEMBER
GROUP 7B
ACH. BAHRUL MA'ARIP Doni Hermawan Rafli Ulya Armadhan

E41231300 E41230962 E41231493
A job interview is a process where a prospective worker meets
MEANING OF with the company to discuss their qualifications, experience and
abilities to find out whether the candidate is worthy of being
JOB INTERVIEW their employee. Not only for companies, job interviews are also
beneficial for candidates. Here, candidates can see whether the
job offered meets expectations regarding benefits. Job
interviews are held by the Human Resource Department (HRD)
and users who are directly related to the candidate.
Research on Companies
TIPS Learn as much as you can about the company you are interviewing for. This includes their vision,
BEFORE DOING mission, values, products or services they offer, and the latest news about the company.
A job interview
Preparation before a job interview is very important because Learn Positions
it has several significant benefits, including showing the
Understand well the requirements of the position you are applying for. Know the responsibilities
company that you are a serious and professional person in and skills required for the position.
looking for work. This reflects your commitment to the
position you are applying for and your attention to detail. And
by preparing beforehand, you will be more confident when
facing the interview. You will feel better prepared to answer
General Questions Practice
the questions asked and demonstrate your skills and Prepare answers to common questions such as “tell me about yourself,” “what are your strengths
experience with confidence. and weaknesses,” and “why are you interested in this position.”
Opening
The opening section consists of introductions to the interviewer and candidate.
Greetings -
PART
Explain the purpose of the interview -
Explain the structure of the interview - OF THE JOB
Main Question
In the core part, candidates are asked job-related questions according to what the company wants I N T E RV I E W
to know. Here, companies are also obliged to explain the rights and obligations of their
employees
Duties and expectations -.
Character traits -
Personal growth -
• Salary and benefits -
Closing
In the closing section, the interviewer provides the opportunity for the candidate to ask questions.
This is an opportunity for candidates to find out things beyond the interview questions.
The interviewer will explain the next stages after the interview. Candidates will be contacted once
a decision has been made.
Types
OF JOB INTERVIEWS
Behavioral Interviews Group Interviews
01 05
Case Interviews Panel Interviews
02 06
Stress Interviews Video or Remote
03 07 Interviews
Competency Based Interviews Lunch Interviews

04 08
BEHAVIORAL INTERVIEWS
Behavior-based interviewing (BBI) aims to find out how someone handled
certain work situations in previous experience. The goal is to predict the
candidate's performance in the job they are offered.
The following is an example of a question :
• “Give me an example of a time you faced a conflict while working on a
team. How did you handle that?”
• “Tell me about a time you were under a lot of pressure. What was going
on, and how did you get through it?”
• “Describe a time when you saw a problem and took the initiative to
correct it rather than waiting for someone else to do it.”
Case
I N T E RV I E W S
Case interviews are carried out with case studies.
Here candidates are given a description of a work
situation and asked to answer how to overcome it.
The situation in question is in accordance with the
description of the work that will be faced.
In questions of this kind, candidates are not
expected to provide a definitive solution. However,
the thought process and approach are things that are
assessed.
• “Our firm is considering purchasing a
competitor’s company. Would this be a wise
business decision for our firm?”
• “How would you redesign our mobile app to
make it more user-friendly?”
Stress
I N T E RV I E W S
In stress interviews, candidates are expected to
answer how to deal with stress and pressure at
work.
The questions asked tend to provoke emotions
and stress to find out the true character traits.
Here's an example :
• “Why were you fired from your last job?”
• “How do you think this interview is
going?”
• “How would you deal with a co-worker that
you caught stealing?”
Competency
B A S E D I N T E RV I E W S
Competency based interviews aim to find out the soft skills and
interpersonal competencies that candidates have. The skills sought
depend on the position applied for.
• “Which change of job did you find the most difficult to make?”
• “Tell us about a situation where your communication skills made
a difference to a situation.”
• “How do you feel writing a report differs from preparing an oral
presentation?”
summary
It can be concluded that a job interview is a meeting process between a company and a job candidate which aims to evaluate
whether the candidate is suitable for the position being offered. Job interviews involve various stages, such as opening, main
questions, and closing, where both parties have the opportunity to interact and understand each other.
There are several types of job interviews that can be carried out by HRD and users, such as behavioral interviews which focus
on the candidate's past experiences, case interviews which involve solving case studies, stress interviews which test the
candidate's ability to deal with pressure, and competency-based interviews which assess soft the candidate's interpersonal skills
and competencies. Each type of interview has a different purpose and approach, but they all aim to gain a better understanding
of the candidate and his or her ability to meet the company's needs.
B7
Thank You
ANY QUESTION ?

Job Interview

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Job Interview

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B7

ACH. BAHRUL MA'ARIP Doni Hermawan Rafli Ulya Armadhan

Competency Based Interviews Lunch Interviews

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