Ish bilan suhbat - Job interview

Nomzod ish bilan suhbatda suhbat o'tkazadi

A ish bilan suhbat bu intervyu ishga da'vogar va vakili o'rtasidagi suhbatdan iborat ish beruvchi arizachining yollanishi kerakligini baholash uchun o'tkaziladi.^[1] Intervyu - bu xodimlarni tanlash uchun eng ko'p ishlatiladigan qurilmalardan biri.^[1] Suhbatlashuvlar savollarning tuzilish darajasiga ko'ra umuman farq qiladi tuzilmagan va erkin g'ildirakli suhbat, a tuzilgan intervyu unda talabnoma beruvchiga belgilangan tartibda oldindan belgilangan savollar ro'yxati berilishi;^[1] tadqiqotlar natijalariga ko'ra, tuzilgan suhbatlar odatda aniqroq bashorat qiluvchilardan bo'lib, ularning nomzodlari munosib xodimlarni yaratadilar.^[2]

Ish bilan suhbat odatda oldin yollash qaror. Suhbatdan oldin odatda taqdim etilganlarni baholash amalga oshiriladi xulosalar manfaatdor nomzodlardan, ehtimol ish uchun arizalarni o'rganish yoki ko'plab rezyumelarni o'qish orqali. Keyingi, ushbu namoyishdan so'ng, suhbatga nomzodlarning oz qismi tanlanadi.

Potentsial ish intervyu imkoniyatlari, shuningdek, tarmoq tadbirlari va martaba yarmarkalarini o'z ichiga oladi. Ish bilan suhbat potentsial xodimlarni baholash uchun eng foydali vositalardan biri hisoblanadi.^[3] Shuningdek, u ish beruvchidan muhim resurslarni talab qiladi, ammo bu ish uchun maqbul odamni aniqlashda ma'lum darajada ishonchli emasligi isbotlangan.^[3] Suhbat, shuningdek, nomzodga baho berishga imkon beradi korporativ madaniyat va ishning talablari.

Nomzodlar ko'p bo'lganida yoki ish ayniqsa qiyin yoki kerakli bo'lgan joyda, ish bilan suhbatning bir necha turidan va / yoki nomzodlarni tanlashning boshqa usullaridan foydalanish mumkin. Ba'zida "skrining intervyusi" deb nomlangan oldingi turlarda ish beruvchilar soni kamroq bo'lishi mumkin va odatda ancha qisqaroq va chuqurroq bo'ladi. Suhbatlashishning tobora keng tarqalgan usuli telefon orqali suhbatdir. Bu, ayniqsa, nomzodlar ish beruvchining yonida yashamasligi va har ikki tomon uchun xarajatlarni past bo'lishining afzalligi bo'lganida tez-tez uchraydi. 2003 yildan beri suhbatlar videokonferentsaloqa dasturlari orqali o'tkaziladi, masalan Skype.^[4] Barcha nomzodlar bilan suhbat o'tkazilgandan so'ng, ish beruvchi odatda eng maqbul nomzodlarni tanlaydi va ish taklifi bo'yicha muzokaralarni boshlaydi.

Strategiyalar

Tadqiqotchilar intervyu beruvchilarga eng yaxshi nomzodni tanlashda yordam beradigan intervyu strategiyalari yoki "konstruktsiyalari" ni aniqlashga urinishdi. Tadqiqotlar shuni ko'rsatadiki, intervyular talabnoma beruvchilarning turli xil xususiyatlarini aks ettiradi.^[5][6][7] Konstruktsiyalarni uch toifaga ajratish mumkin: ish bilan bog'liq tarkib, suhbatdoshning ishlashi (ish bilan bog'liq bo'lmagan, lekin baholashga ta'sir qiladigan xatti-harakatlar) va ish bilan bog'liq bo'lmagan suhbatdoshning xolisligi.^[8]

Ishga tegishli intervyu tarkibi: Suhbatga oid savollar, odatda, murojaat etuvchi shaxs murojaat qilgan ish joyiga tegishli bo'lgan xususiyatlarni aniqlash uchun mo'ljallangan. Ishga tegishli talabnoma beruvchining ta'kidlashicha, savollar ishda muvaffaqiyatli ishlash uchun zarur deb hisoblanadi. Suhbatda baholangan ish bilan bog'liq konstruktsiyalarni uchta toifaga ajratish mumkin: umumiy xususiyatlar, tajriba omillari va asosiy ish elementlari. Birinchi toifaga murojaat etuvchilarning nisbatan barqaror xususiyatlari kiradi. Ikkinchi toifaga ariza beruvchining vaqt o'tishi bilan olgan ish haqidagi bilimlari kiradi. Uchinchi toifa bu ish bilan bog'liq bilim, ko'nikma va qobiliyatlarni anglatadi.

Umumiy xususiyatlar:

• Aqliy qobiliyat: Abituriyentlarning tinglash, muloqot qilish, jamoa bilan ishlash, tafsilotlarga e'tibor berish qobiliyati,^[9] va ma'lumotni o'rganish va qayta ishlash,^[6]
• Shaxsiyat: vijdonlilik, kelishuvlilik, hissiy barqarorlik, tashqi hayot, yangi tajribalarga ochiqlik^[5][6][7]
• Qiziqishlar, maqsadlar va qadriyatlar: Arizachining motivlari, maqsadlari va shaxsni tashkil qilish mos keladi^[6]

Tajribali omillar:

• Tajriba: oldingi tajribadan olingan ish bilan bog'liq bilim^[6][7]
• Ta'lim: oldingi ta'limdan olingan ish bilan bog'liq bilimlar
• Trening: oldingi mashg'ulotlardan olingan ish bilan bog'liq bilimlar

Ishning asosiy elementlari:

• Deklarativ bilim: Abituriyentlarning o'rgangan bilimlari^[7]
• Protsessual ko'nikmalar va qobiliyatlar: Abituriyentlarning ishni bajarish uchun zarur bo'lgan vazifalarni bajarish qobiliyati^[10]
• Motivatsiya: Abituriyentlarning ishni bajarish uchun zarur bo'lgan kuch sarflashga tayyorligi^[11]

Suhbatdoshning ishlashiAbituriyentning javoblarini intervyu beruvchining baholari, shuningdek, murojaat etuvchining suhbatdagi o'zini tutishi bilan ranglanadi. Ushbu xatti-harakatlar intervyu savollari baholash uchun tuzilgan tuzilmalar bilan bevosita bog'liq emas, balki ular murojaat qilgan ishning aspektlari bilan bog'liq bo'lishi mumkin. Abituriyentlar o'zlari bilmagan holda, ularning faoliyati reytingiga ta'sir qiladigan bir qator xatti-harakatlarni amalga oshirishi mumkin. Ariza beruvchi ushbu xatti-harakatlarni mashg'ulot paytida yoki avvalgi suhbat tajribasidan olgan bo'lishi mumkin. Ushbu suhbatdoshlarning ishlash konstruktsiyalari, shuningdek, uchta toifaga bo'linishi mumkin: ijtimoiy samaradorlik qobiliyatlari, shaxslararo taqdimot va shaxsiy / kontekst omillari.

Ijtimoiy samaradorlik ko'nikmalari:

• Taassurotlarni boshqarish: Abituriyentlarning intervyu beruvchining ular haqida ijobiy taassurot qoldirganligiga ishonch hosil qilishga urinishlari^[12][13]
• Ijtimoiy ko'nikmalar: Abituriyentlarning o'z xatti-harakatlarini vaziyat talablariga mos ravishda moslashtirish qobiliyati ta'sir suhbatdosh^[14]
• O'z-o'zini nazorat qilish: Abituriyentlarning suhbatdoshga taqdim etilgan rasmni boshqarish uchun o'zini tutishini tartibga solish^[15]
• Aloqaviy nazorat: Abituriyentlarning suhbat oqimini boshqarishga urinishi^[16]

Shaxslararo taqdimot:

• Og'zaki ifoda: Pitch, stavka, pauzalar^[17]
• Og'zaki bo'lmagan xatti-harakatlar: qarash, tabassum, qo'l harakati, tana yo'nalishi^[18]

Shaxsiy / kontekstli omillar:

• Suhbatga tayyorgarlik: murabbiylik, mulohazalar bilan soxta intervyular^[19]
• Suhbatlashish tajribasi: Oldingi suhbatlar soni^[20]
• Suhbatning o'zini o'zi samaradorligi: Abituriyentlarning intervyuda yaxshi natijalarga erishish qobiliyati^[21]
• Intervyu motivatsiyasi: Abituriyentlarning intervyuda muvaffaqiyatga erishish motivatsiyasi^[22]

Suhbatdoshning ish bilan aloqasi yo'qligiQuyida suhbatdoshning javobini baholashda potentsial ta'sir ko'rsatishi mumkin bo'lgan shaxsiy va demografik xususiyatlar keltirilgan. Ushbu omillar odatda shaxsning ishni bajarishi mumkinligi bilan bog'liq emas (ya'ni bu bilan bog'liq emas) ish samaradorligi ), shuning uchun ularning intervyu reytinglariga ta'siri minimallashtirilishi yoki chiqarib tashlanishi kerak. Darhaqiqat, ko'plab mamlakatlarda selektsiya qarorlarini qabul qilishda ushbu muhofaza qilingan sinflarning ko'pchiligini ko'rib chiqishni taqiqlovchi qonunlar mavjud. Bir nechta intervyu beruvchilar bilan tuzilgan intervyulardan foydalanish trening bilan birgalikda quyidagi xususiyatlarning intervyu reytingiga ta'sirini kamaytirishga yordam beradi.^[23] Suhbatdoshning ish bilan bog'liq bo'lmagan tomonlari ro'yxati quyida keltirilgan.

• Jozibadorlik: Abituriyentning jismoniy jozibadorligi suhbatdoshning suhbat samaradorligini baholashiga ta'sir qilishi mumkin^[18]
• Irq: oq tanlilar qora va ispanlardan yuqori ball olishga intilishadi;^[24] suhbatdosh va ariza beruvchining irqiy o'xshashligi, boshqa tomondan, intervyu reytingiga ta'sir ko'rsatgani aniqlanmadi^[23][25]
• Jins: Ayollar erkaklarnikiga qaraganda bir oz ko'proq intervyu olishlari mumkin;^[5] jinsiy o'xshashlik intervyu reytingiga ta'sir qilmasa kerak^[23]
• Fon va munosabatdagi o'xshashliklar: Suhbatdoshlar shaxslararo jozibani qabul qilganligi, intervyu reytinglariga ta'sir qilganligi aniqlandi^[26]
• Madaniyat: Etnik ismga ega bo'lgan va chet el aksentiga ega bo'lgan abituriyentlar shunchaki etnik ismga ega bo'lgan va aksanatsiz yoki an'anaviy yoki aksentli an'anaviy ismga ega bo'lgan abituriyentlarga qaraganda kamroq ma'qul ko'rishdi.^[27]

Suhbatdoshning faoliyati reytingi ma'lum konstruktsiyalarni aks ettirish darajasi suhbatning tuzilish darajasiga, beriladigan savollar turiga, intervyu beruvchiga yoki ariza beruvchiga tarafkashlikka, murojaat etuvchining professional kiyinishiga yoki og'zaki bo'lmagan xatti-harakatlariga va boshqa ko'plab omillarga bog'liq ravishda keng farq qiladi. Masalan, ba'zi tadqiqotlar shuni ko'rsatadiki, abituriyentning bilim qobiliyati, ta'limi, o'qitilishi va ish tajribasi tuzilmagan intervyularda, abituriyentning ish bilimi, tashkilotga mosligi, shaxslar bilan ishlash qobiliyatlari va amaliy bilimlari tuzilgan intervyularda yaxshiroq ushlanishi mumkin.^[6]

Bundan tashqari, suhbatlar odatda bir qator konstruktsiyalarni baholash uchun mo'ljallangan. Suhbatning ijtimoiy mohiyatini hisobga olgan holda, abituriyentning intervyu savollariga bergan javoblari va suhbatdoshning ushbu javoblarni baholashiga ba'zida ushbu savollardan tashqari tuzilmalar ta'sir qiladi, chunki suhbat davomida o'lchangan aniq konstruktsiyalarni mazax qilish juda qiyin bo'ladi.^[28] Suhbatni baholash uchun mo'ljallangan konstruktsiyalar sonini kamaytirish ushbu masalani yumshatishga yordam beradi. Bundan tashqari, amaliy ahamiyatga ega bo'lgan narsa, intervyu bir xil konstruktsiyalarning qog'oz va qalam sinovlari bilan taqqoslaganda ba'zi tuzilmalarni yaxshiroq o'lchovidir. Darhaqiqat, ba'zi konstruktsiyalar (aqliy qobiliyat va ko'nikmalar, tajriba) intervyuga qaraganda qog'oz va qalam sinovlari bilan yaxshiroq o'lchanishi mumkin, ammo shaxsiyat bilan bog'liq tuzilmalar intervyu paytida xuddi shu shaxsning qog'oz va qalam sinovlariga nisbatan yaxshiroq o'lchangan ko'rinadi. konstruktsiyalar.^[1] Xulosa qilib aytganda, quyidagilar tavsiya etiladi: Ishni tahlil qilishda aniqlangan ish bilan bog'liq konstruktsiyalarni baholash uchun suhbatlar ishlab chiqilishi kerak.^[29][30]

Baholash

Shaxs atrof-muhitga mos keladi

Shaxs atrof-muhitga mos keladi ko'pincha yangi ishchilarni jalb qilishda tashkilotlar tomonidan o'lchanadi. Shaxs-atrof-muhitning ko'plab turlari mavjud, ular intervyu uchun eng mos keladigan ikkita - "Shaxsiy ish" va "Shaxs-tashkilot".^[31][32] Suhbatdoshlar odatda Person-job fit-ni ta'kidlaydilar va Person-job fit-si bilan solishtirganda Person-job fit-ga nisbatan ikki baravar ko'p savollar berishadi.^[31] Suhbatdoshlar yaxshi ish joyiga ega bo'lgan abituriyentlarga, ishga joylashish bo'yicha tavsiyalar berishadi, bu esa yaxshi tashkilotchilikka ega bo'lgan abituriyentga nisbatan.^[32]

Abituriyentning bilimlari, ko'nikmalari, qobiliyatlari va boshqa xususiyatlari (KSAO) intervyu beruvchilar Shaxsning ish joyiga muvofiqligini baholashda eng ko'p o'lchanadigan o'zgaruvchidir.^[32] Bir so'rovnomada, barcha intervyu beruvchilar o'z tashkilotlari KSAO-larni "Ishga yaroqliligini" aniqlash uchun choralar ko'rishlarini xabar berishdi.^[32] Xuddi shu tadqiqot shuni ko'rsatdiki, barcha intervyu beruvchilar shaxsiyat xususiyatlaridan foydalangan va intervyu beruvchilarning 65% shaxsiy qadriyatlardan Shaxs-tashkilotning mosligini o'lchash uchun foydalangan.^[32]

Uyg'unlik tashkilotlarning tashvishlariga qaramasdan, qanday qilib moslikni aniqlash va qanday savollar berish turlicha. Suhbatga to'g'ri keladigan savollar ko'rib chiqilganda, intervyuda foydalanilgan savollarning atigi 4% aksariyat tashkilotlarda o'xshash bo'lgan. Savollarning 22% odatda ba'zi tashkilotlarda yollovchilar tomonidan ishlatilgan. Aksincha, savollarning 74 foizida tashkilotlar o'rtasida umumiylik yo'q edi.^[32] Fikrlash g'oyasi ko'plab tashkilotlarda o'xshash bo'lsa-da, foydalaniladigan savollar va ushbu ma'lumotlarga qanday baho berish juda boshqacha bo'lishi mumkin.^[32]

Ko'p bosqichli suhbatning turli bosqichlarida shaxslar va ishchilar uchun uyg'unlik har xil ahamiyatga ega. Shunga qaramay, butun jarayon davomida shaxsni ish bilan ta'minlash eng muhim hisoblanadi. Potentsial malakasiz nomzodlarni aniqlash uchun tashkilotlar ish bilan bog'liq ko'nikmalarga ko'proq e'tibor berishadi. Shunday qilib, dastlabki intervyu bosqichlarida ko'proq ish joyiga mos keladigan savollar beriladi.^[31][32] Abituriyentlar dastlabki bosqichlardan o'tgandan so'ng, yakuniy intervyu bosqichlarida qatnashish uchun ko'proq savollardan foydalaniladi. Ushbu keyingi bosqichlarda Shaxsni tashkil etishga ko'proq e'tibor qaratilgan bo'lsa-da, Shaxsni ish bilan ta'minlash hali ham muhimroq deb hisoblanadi.^[31]

Bir bosqichli intervyuda ikkala kelishuv bitta intervyu davomida baholanadi.^[31] Suhbatdoshlar ushbu vaziyatlarda ham "Shaxsni tashkil qilish" savollariga nisbatan ko'proq mos keladigan savollarga ko'proq e'tibor berishadi. Shunga qaramay, "Ishga yaroqli savollar" murojaat etuvchilarni saralash va kamaytirish uchun ishlatiladi.^[31][32]

Potentsial abituriyentlar, shuningdek, tashkilotga muvofiqligini baholash uchun ish bilan suhbatdan foydalanadilar. Bu abituriyent taklif qilinganida ish taklifini qabul qilishini aniqlashi mumkin. Abituriyentlar tashkilotga muvofiqligini baholashda ish bilan suhbat davomida bo'lgan tajriba eng ta'sirli hisoblanadi.^[33]

Abituriyentlar o'zlari baham ko'rishni istagan intervyu paytida qamrab olinmagan ma'lumotlarni qo'shishlari mumkin bo'lganida, ular tashkilotga eng yuqori darajada mos kelishini his qilishdi. Abituriyentlarga tashkilot haqida savollar berishlari ham yoqdi. Shuningdek, ular suhbatdoshning savollariga intervyu beruvchining xohlagan darajasida javob berishlarini ta'minlash uchun keyingi savollarni berishlari mumkin edi.^[33] Abituriyentlarda mos tushunchalarni rag'batlantiradigan suhbatdoshning xatti-harakatlari o'zlarining rezyumelerida abituriyentlarni maqtash va suhbatga borgani uchun minnatdorchilik bildirishni o'z ichiga oladi.^[33] Abituriyentlar, agar kuzatuv ma'lumotlari zarur bo'lsa, suhbatdosh ko'z bilan bog'lanib, murojaat etuvchining qulayligini so'rab, ularga aloqa ma'lumotlarini berishni yaxshi ko'radilar.^[33]

Suhbatdosh intervyu paytida qanday ishlashiga qarab, mos tushunchalarni susaytirishi mumkin. abituriyentlar uchun eng katta salbiy xatti-harakatlar suhbatdoshning o'z tashkilotlari to'g'risida ma'lumotni bilmasligi edi. Tashkilot haqida ma'lumotga ega bo'lmagan holda, talabnoma beruvchilar ularning qanchalik mos kelishini baholay olmaydilar. Yana bir salbiy xatti-harakatlar - suhbat davomida abituriyentlarning asosiy ma'lumotlarini bilmaslik. Suhbatdoshlar suhbat paytida beparvo bo'lishlari va ariza beruvchiga salom bermasliklari bilan ham mos tushunchani buzishi mumkin.^[33]

Intervyularda mos tushunchalar bilan bog'liq ba'zi muammolar mavjud. Abituriyentlarning "Shaxsiy tashkilot" ballari miqdori bo'yicha o'zgartirilishi mumkin qoniqish talabnoma beruvchilar tomonidan amalga oshiriladi.^[34] Suhbatdoshlar o'zlarining "Shaxsiy tashkiloti" ning natijalariga ko'ra, ariza beruvchilar intervyu paytida shunchalik ko'p qoniqish hosil qiladilar. Abituriyentlar o'zlari va intervyu beruvchisi o'rtasida o'xshashlik borligini ta'kidlab, bu intervyu beruvchining Shaxs-tashkilotni idrokini yanada yuqori bo'lishiga olib keladi.^[34] Ushbu yuqori darajadagi moslik hissi nomzodning ishga qabul qilinish ehtimoli katta bo'lishiga olib keladi.^[35][34][32]

Jarayon

Ish bilan ta'minlash agentligida suhbatni kutayotgan odamlar

Suhbat jarayoni haqida o'ylashning bir usuli - bu bog'liq bo'lgan bo'lsa ham, uchta alohida bosqich: (1) suhbatdosh va nomzod uchrashishdan oldin sodir bo'ladigan oldindan ko'rish bosqichi, (2) suhbat o'tkaziladigan suhbat bosqichi va (3) intervyudan keyingi bosqich, bu erda suhbatdosh nomzodning malakasi bo'yicha xulosalarini shakllantiradi va yakuniy qarorlarni qabul qiladi.^[36] Alohida bo'lishiga qaramay, ushbu uch faza bir-biriga bog'liqdir. Ya'ni, intervyu beruvchilarning erta paydo bo'lgan taassurotlari keyingi bosqichda odamga qanday qarashlariga ta'sir qilishi mumkin.

Oldindan ko'rib chiqish bosqichi: Ko'rgazmali oldindan ko'rish bosqichi suhbatdoshga oldindan mavjud bo'lgan ma'lumotlarni o'z ichiga oladi (masalan, rezyumelar, test natijalari, ijtimoiy tarmoq saytidagi ma'lumotlar) va intervyu beruvchilar ushbu shaxslardan ikki kishining o'zaro yuzma-yuz munosabatlari oldidan ushbu ma'lumotlardan abituriyentlar to'g'risida shakllantiradi. Ushbu bosqichda intervyu beruvchilar, ehtimol, odamni ideal yoki lavozimga mos keladigan xususiyatlar to'g'risida g'oyalarga ega bo'lishlari mumkin.^[1] Suhbatdoshlar, shuningdek, ariza beruvchi to'g'risida ma'lumotni odatda rezyume, test natijalari yoki ariza beruvchi bilan oldindan aloqada bo'lish shaklida olishadi.^[36] So'ngra intervyu beruvchilar nomzodni oldindan ko'rib chiqishni baholash uchun ariza beruvchida mavjud bo'lgan ma'lumotni ideal xodim haqidagi g'oyalari bilan birlashtiradilar. Shu tarzda, intervyu beruvchilar odatda yuzma-yuz suhbatlashishdan oldin ham taassurot qoldiradilar. Hozirgi kunda so'nggi texnologik yutuqlar, intervyu beruvchilar ba'zi nomzodlar to'g'risida ma'lumotlarning kattaroq hajmiga ega. Masalan, intervyu beruvchilar qidiruv tizimlaridan (masalan, Google, Bing, Yahoo), bloglardan va hattoki ijtimoiy tarmoqlardan (masalan, Linkedin, Facebook, Twitter) ma'lumot olishlari mumkin. Ushbu ma'lumotlarning ba'zilari ish bilan bog'liq bo'lishi mumkin bo'lsa-da, ba'zilari bo'lmasligi mumkin. Ba'zi hollarda, Facebook-ni ko'rib chiqishda mastlik yoki giyohvandlik kabi nomaqbul xatti-harakatlar aniqlanishi mumkin. Ma'lumotlarning dolzarbligiga qaramasdan, intervyu oldidan intervyu beruvchilar ariza beruvchiga tegishli har qanday ma'lumotni olishlari ularning nomzodga bo'lgan ta'siriga ta'sir qilishi mumkin. ^[36][37] Qolaversa, tadqiqotchilar intervyu berishdan oldin (oldindan intervyu bosqichi) intervyu beruvchilarning nomzod haqida o'ylashlari, nomzodning suhbat davomida qanday natijalarga erishganiga qaramay, suhbatdan keyin nomzodni qanday baholashi bilan bog'liqligini aniqladilar.^[38]

Suhbat bosqichi: Intervyu bosqichi suhbatni haqiqiy o'tkazilishini, suhbatdosh va murojaat etuvchining o'zaro aloqasini talab qiladi. Suhbatdoshning intervyu oldidan ariza beruvchi haqidagi dastlabki taassurotlari intervyu beruvchining ariza beruvchiga bergan intervyusida o'tkazgan vaqtiga, suhbatdoshning o'zini tutishi va ariza beruvchini so'roq qilishiga ta'sir qilishi mumkin.^[39] va suhbatdoshning intervyudan keyingi baholari.^[38] Oldindan ko'rish taassurotlari, shuningdek, suhbatdoshning suhbatdosh haqida nimani sezganiga, suhbatni eslab qolishiga va intervyu beruvchining so'rovda nima qilganini va qilgan ishini qanday izohlashiga ta'sir qilishi mumkin.^[37]

Suhbat odatda yuzma-yuz, telefon orqali yoki videokonferentsiyalar orqali o'tkaziladi^[40] (masalan, Skype), ular kamida ikkita shaxs o'rtasidagi ijtimoiy shovqin. Shunday qilib, suhbatdoshning intervyu paytida o'zini tutishi, ehtimol suhbatdoshga ma'lumotni "etkazishi" mumkin. Ya'ni, ba'zida suhbat paytida siz suhbatdoshingiz siz haqingizda ijobiy yoki salbiy fikr yuritadimi-yo'qligini bilib olishingiz mumkin.^[36] Ushbu ma'lumotni bilish, aslida murojaat etuvchining o'zini tutishiga ta'sir qilishi mumkin, natijada o'zini o'zi bashorat qilish samarasi bo'ladi.^[39][41] Masalan, suhbatdosh o'zini malakali deb o'ylamasligini sezgan suhbatdoshlar ko'proq xavotirga tushishi va o'z malakasini isbotlash zarurligini his qilishi mumkin. Bunday xavotir ularning suhbatni asl fikrlarini bajara olishlari va suhbat davomida o'zini qanchalik yaxshi ko'rsatishlari va namoyish etishlariga xalaqit berishi mumkin. Shu bilan bir qatorda, suhbatdoshni qabul qilgan intervyu oluvchilar o'zlarini ishiga yaroqli deb bilishadi, almashinuv vaqtida o'zlarini yanada qulayroq va qulay his qilishlari va natijada intervyuda yaxshiroq ishlashlari mumkin. Suhbatning dinamik xususiyati tufayli har ikki tomonning xulq-atvori va fikrlari o'rtasidagi o'zaro bog'liqlik doimiy jarayon bo'lib, unda axborot qayta ishlanadi va keyingi xatti-harakatlar, fikrlar va baholashlar haqida ma'lumot beriladi.

Postinterview bosqichi: Suhbat o'tkazilgandan so'ng, suhbatdosh suhbatdoshning lavozimga bo'lgan malakasini baholashi kerak. Suhbatdosh katta ehtimol bilan barcha ma'lumotlarni, hattoki oldindan ko'rish bosqichidan boshlab hisobga oladi va uni murojaat etuvchining intervyudan keyingi baholashini shakllantirish uchun birlashtiradi. Suhbatlashuv jarayonining yakuniy bosqichida intervyu beruvchi yakuniy qarorni qabul qilish uchun nomzodni baholashdan foydalanadi (ya'ni, intervyu reytingi yoki hukm shaklida). Ba'zida boshqa tanlov vositalari (masalan, ish namunalari, bilim qobiliyatlari testlari, shaxsiy testlar) yollash bo'yicha yakuniy qarorlarni qabul qilish uchun intervyu bilan birgalikda qo'llaniladi; ammo, intervyu Shimoliy Amerikada eng ko'p ishlatiladigan tanlov qurilmasi bo'lib qolmoqda.^[42]

Suhbatdoshlar uchun: Garchi yuqoridagi suhbat jarayonining tavsifi suhbatdoshning istiqboliga qaratilgan bo'lsa-da, ish izlovchilar, shuningdek, ish joyi va / yoki tashkiloti to'g'risida ma'lumot to'plashadi va suhbatdan oldin taassurot qoldiradilar.^[1] Suhbat ikki tomonlama almashinuv bo'lib, talabnoma beruvchilar kompaniya ularga mos keladimi-yo'qligi to'g'risida qaror qabul qilishadi. Aslida, jarayon modeli intervyu ajratilgan o'zaro ta'sir emasligini, aksincha, ikki tomon hukm chiqarishi va ma'lumot to'plashi bilan boshlanib, suhbatdoshning yakuniy qarori bilan yakunlanadigan murakkab jarayon ekanligini ko'rsatadi.

Turlari

Tashkilotlar o'tkazishi mumkin bo'lgan ko'plab intervyular turlari mavjud. Suhbatning barcha turlari bo'yicha bir xil narsa, ammo intervyu tuzilishi g'oyasi. Suhbat qancha tuzilganligi yoki barcha nomzodlar bo'yicha bir xil tarzda ishlab chiqilganligi va o'tkazilganligi ushbu suhbatga kiritilgan ba'zi elementlarning soniga bog'liq. Umuman olganda, suhbatni tarkibiga (ya'ni, qanday savollar berilishi) va baholash jarayoniga (ya'ni, abituriyentlarning savollariga javoblari qanday to'planishiga) qarab standartlashtirish mumkin. Suhbat standartlashtirilganda, suhbatdoshning reytingi uning ish bilan bog'liq bo'lmagan va ko'pincha tashqi ko'rinishini chalg'itadigan omillar o'rniga javoblarining sifati bilan bog'liqligi ehtimolini oshiradi. Intervyu tuzilmasi muttasil tuzilmasdan to to'liq tuzilishga qadar davom etadigan deb o'ylashadi.^[43] Biroq, tuzilishga ko'pincha faqat ikkita toifaga ega bo'lgan munosabat bildiriladi (ya'ni tuzilgan va tuzilmagan), ko'plab tadqiqotchilar bu yondashuvni juda oddiy deb hisoblashadi.^[43][44]

Tuzilmagan

Tuzilmasiz intervyu yoki ko'plab standartlashtirish elementlarini o'z ichiga olmagan suhbat bugungi kunda eng keng tarqalgan intervyu.^[45] Tuzilmagan intervyular odatda erkin oqim sifatida qaraladi; suhbatdosh savollarini almashtirishi yoki o'zgartirishi mumkin, chunki u o'zini eng yaxshi deb biladi va turli intervyu beruvchilar abituriyentlarning javoblarini bir xil tarzda baholay olmasliklari yoki baholashlari mumkin emas. Suhbatdosh va suhbatdosh suhbatdan oldin, suhbat paytida yoki undan keyin qanday munosabatda bo'lishi kerakligi to'g'risida ham ko'rsatmalar mavjud emas. Strukturaviy bo'lmagan intervyular, asosan, suhbatdoshga suhbatni o'zi yaxshi deb bilgan holda o'tkazishga imkon beradi.

Tarkibiy tuzilmagan intervyular intervyu beruvchining kim bo'lishiga qarab o'zgarishi mumkinligini hisobga olsak, odatda intervyu beruvchilar tomonidan tuzilmaydigan intervyular afzal bo'lishi ajablanarli emas.^[46] Suhbatdoshlar suhbatdoshlarni aniq baholash qobiliyatiga ishonchni rivojlantiradi,^[47] abituriyentlarning javoblarini soxtalashtirayotganligini aniqlash,^[48] va ushbu shaxsning ish uchun munosib nomzod ekanligi to'g'risida ularning qarorlariga ishonish.^[49] Tuzilmasiz suhbatlar intervyu beruvchilarga buni yanada erkin qilishga imkon beradi. Ammo tadqiqot shuni ko'rsatadiki, tuzilmagan intervyular aslida juda ishonchsiz yoki intervyular orasida bir-biriga ziddir. Bu shuni anglatadiki, bitta odam bilan intervyu o'tkazgan ikkita intervyu beruvchiga rozi bo'lmasliklari va nomzodni xuddi o'sha murojaat etuvchi bilan bitta suhbatda bo'lishgan taqdirda ham ko'rishlari mumkin. Ko'pincha tuzilmaviy bo'lmagan intervyu o'tkazadigan intervyu beruvchilar ushbu ish uchun yuqori sifatli nomzodlarni aniqlay olmaydilar.^[50] Keyinchalik chuqurroq muhokama qilish uchun intervyu tuzilishi masalalari bo'limiga qarang.

Tuzilgan

Intervyu tuzilmasi - bu suhbatlarning bir xilligi va murojaat etuvchilar o'rtasida bir xil o'tkazilish darajasi.^[44] Shuningdek, qo'llanma, muntazam yoki naqshli suhbatlar deb nomlanuvchi, tuzilgan intervyular har ikkala kontentni (murojaat qilingan ma'lumotlar, shuningdek o'zaro aloqalarni boshqarish ma'muriyati) va baholash (ariza beruvchining qanday ball to'plashi) qanday bo'lishidan qat'i nazar, maqsadga muvofiqdir. intervyu oldi. Xususan, tadqiqotchilar odatda 15 ta elementga murojaat qilishadi^[51] intervyu mazmuni va baholash jarayonini o'xshash qilish uchun ishlatilishi mumkin. Suhbatning tuzilish darajasi ko'pincha ushbu elementlarning intervyu o'tkazishda kiritilganligi deb o'ylashadi.

Tarkib tarkibi:

• Savollar ish bilan bog'liqligini tekshiring, a ko'rsatilgandek ish tahlili
• Barcha suhbatdoshlardan bir xil savollar bering
• Intervyu beruvchilar so'rashi mumkin bo'lgan savollarni cheklang yoki kuzatib boring
• Xulq-atvorni tavsiflovchi savollar kabi yaxshiroq savollar bering
• Uzoqroq intervyu bering
• Suhbatdoshlar uchun mavjud bo'lgan yordamchi ma'lumotlarni, masalan, rezyumeni boshqaring
• Suhbat davomida abituriyentlarning savollariga yo'l qo'ymang

Baholash tarkibi:

• Suhbat yakunida umumiy baho berish o'rniga har bir javobga baho bering
• Ankrajli reyting o'lchovlaridan foydalaning (masalan, qarang BARSLAR )
• Suhbatdoshga batafsil yozuvlarni yozib qo'ying
• Har bir murojaat etuvchini bir nechta suhbatdosh ko'rishi kerak (ya'ni panel suhbatlari)
• Har bir murojaat etuvchiga bir xil intervyu beruvchilarni baho bering
• Suhbatdoshlar o'rtasida ariza beruvchilar to'g'risida har qanday munozaraga yo'l qo'ymang
• Suhbatdoshlarni o'rgating
• Suhbatning umumiy balini yaratish uchun statistik protseduralardan foydalaning

Ko'p tadqiqotlar shuni ko'rsatdiki, ushbu elementlardan intervyu tuzishda foydalanib, suhbat yuqori natijalarga erishgan shaxslarni aniqlash qobiliyatini oshiradi. Yuqorida aytib o'tilganidek, intervyu tarkibi tuzilmadan tuzilishga qadar bo'lgan miqyosda bo'ladi, ammo suhbatni "tuzilgan" deb hisoblashdan oldin qaysi yoki qancha tarkibiy elementlarni kiritish kerakligi noma'lum bo'lib qolmoqda. , ammo barchasi hammasi emas, intervyu tarkibidagi elementlarni "yarim tuzilgan" deb hisoblash kerak.^[52] Boshqalar Huffcutt, Culbertson va Veyhrauch kabi tuzilmalar darajasini yaratishga harakat qilishdi.^[53] har bir darajadagi har xil standartlashtirish darajalariga ishora qiluvchi to'rtta tuzilish darajasi. Tarkibiy intervyu nima ekanligini aniq aytish qiyin bo'lishiga qaramay, tuzilgan intervyular, agar arizachining aniq va izchil o'lchovi zarur bo'lsa, tashkilotlar tomonidan tuzilmaydigan intervyulardan ko'ra ko'proq afzal ko'riladi.^[53]

Savol turlari

Suhbat tuzilishidan qat'i nazar, intervyu beruvchilar abituriyentlarga beradigan bir necha turdagi savollar mavjud. Tez-tez ishlatiladigan va keng empirik ko'makka ega bo'lgan ikkita asosiy tur - bu vaziyatga oid savollar^[54] va xulq-atvorga oid savollar (shuningdek, naqshli tavsiflangan intervyular sifatida tanilgan).^[55] Eng yaxshi amaliyotlar ikkala savol turini ham ishni bajarish uchun zarur bo'lgan "tanqidiy hodisalar" ga asoslashni o'z ichiga oladi^[56] ammo ular diqqat markazida farq qiladi (tavsif uchun quyida ko'ring). Muhim hodisalar - bu ish uchun zarur bo'lgan tegishli vazifalar va ularni hozirgi xodimlar, menejerlar yoki mavzu bo'yicha mutaxassislar bilan suhbatlar yoki so'rovlar orqali to'plash mumkin.^[57][51] Qo'shma Shtatlar armiyasida qo'llanilgan birinchi muhim voqealardan biri jangovar faxriylardan etakchining samarali yoki samarasiz xatti-harakatlari to'g'risida xabar berishlarini so'radi. Faxriylarga berilgan savol "Ofitserning harakatlarini tasvirlab bering. U nima qildi?" Ularning javoblari samarali jangovar etakchi nima ekanligini aniq ta'rifi yoki "muhim talablari" ni yaratish uchun tuzilgan.^[56]

Oldingi tadqiqotlar xulq-atvori yoki vaziyatga oid savollar abituriyentning kelgusidagi ish samaradorligini eng yaxshi taxmin qilishiga bog'liq bo'lgan aralash natijalarni topdi.^[58][59] Ehtimol, har bir vaziyatga xos bo'lgan o'zgaruvchilar, masalan, o'rganilayotgan aniq mezonlarga,^[5] ariza beruvchining ish tajribasi,^[7] yoki suhbatdoshning og'zaki bo'lmagan harakati^[60] qaysi savol turi eng yaxshi ekanligi haqida farq qiling. Ikkala savol turidan ham eng yaxshisini olish uchun vaziyatga va xulq-atvorga oid savollarni suhbatga qo'shish tavsiya etiladi.^[61] Yuqori sifatli savollardan foydalanish strukturaning bir elementini ifodalaydi va nomzodlarning ishda ishlash qobiliyatini aks ettiruvchi mazmunli javoblar berishini ta'minlash uchun juda muhimdir.^[62]

Vaziyatli intervyu savollari

Vaziyatli intervyu savollari^[54] ish izlayotgan abituriyentlardan bir qator holatlarni tasavvur qilishlarini so'rang va keyin bu vaziyatda qanday javob berishlarini ko'rsating; shuning uchun savollar kelajakka yo'naltirilgan. Vaziyatli savollarning bir afzalligi shundaki, barcha suhbatdoshlar o'tmishdagi o'ziga xos tajribalarni tasvirlash o'rniga, bir xil gipotetik vaziyatga javob berishadi. Yana bir afzallik shundaki, vaziyatli savollar ma'lum bir savolga tegishli to'g'ridan-to'g'ri ish stajiga ega bo'lmagan respondentlarga taxminiy javob berishga imkon beradi.^[63] SIning ikkita asosiy jihati - bu xodimlar ish joyida duch keladigan vaziyatli ikkilanishlarni ishlab chiqish va har bir dilemma uchun javoblarni baholash uchun ballar bo'yicha qo'llanma.^[64]

Xulq-atvor bo'yicha intervyu savollari

Xulq-atvorga oid (tajribaga asoslangan yoki naqshli xulq-atvor) suhbatlar o'tmishga yo'naltirilgan bo'lib, ular respondentlardan o'tgan ish joylarida yoki hayot sharoitida nima qilganliklari haqida, ular uchun ma'lum bir ish uchun zarur bo'lgan bilim, ko'nikma va qobiliyatga tegishli bo'lgan muvaffaqiyatlarini talab qilishlarini so'rashadi.^[55][65] G'oya shundan iboratki, o'tmishdagi xatti-harakatlar shu kabi holatlarda kelajakdagi ishlashning eng yaxshi taxminidir. Ish beruvchilar ilgari ishda duch keladigan vaziyatlarga o'xshash vaziyatlarni qanday hal qilganliklari to'g'risida savollar berib, ish beruvchilar kelgusi vaziyatlarda qanday ishlashlarini aniqlashlari mumkin.^[63]

Xulq-atvor bo'yicha intervyu savollariga quyidagilar kiradi:^[66]

• Biror kishini o'zingizning yo'lingiz bilan ko'rishga ishontirish uchun ishontirish usulidan foydalangan vaziyatni tasvirlab bering.
• Maqsad qo'yganingiz va unga erishgan yoki unga erishgan vaqtingizga misol keltiring.
• Biron kishining fikriga ta'sir qilish uchun taqdimot qobiliyatidan foydalanishingiz kerak bo'lgan vaqt haqida ayting.
• Siz o'zingiz rozi bo'lmagan siyosatga rioya qilishingiz kerak bo'lgan vaqtni misol qilib keltiring.

Bunga misollar YULDUZ va SOARA texnikalar.

Savollarning boshqa turlari

Intervyular bo'yicha tuzilgan savollar bilan bir qatorda yoki alohida intervyularda berilishi mumkin bo'lgan boshqa savollarga quyidagilar kiradi: asosiy ma'lumotlar, ish bo'yicha savollar va jumboq turidagi savollar. Har birining qisqacha izohi.

• Orqa fon savollari ish tajribasi, ma'lumot va boshqa malakalarga e'tiborni o'z ichiga oladi.^[67] Masalan, suhbatdosh "Siz to'g'ridan-to'g'ri savdo telefon qo'ng'iroqlarida qanday tajribaga ega bo'ldingiz?" Deb so'rashi mumkin. Ushbu turdagi savollardan tashkil topgan intervyular ko'pincha "an'anaviy suhbatlar" deb nomlanadi.
• Ishga oid savollar nomzodlardan ish bilan bog'liq bo'lgan bilim, ko'nikma va qobiliyatlarni (KSA) tavsiflash yoki namoyish etishni so'rashi mumkin. Bu odatda juda aniq savollar.^[68] Masalan, bitta savol "Menejerlarning xavfsizlik bo'yicha o'quv mashg'ulotlarini o'tkazish uchun qanday qadamlarni qo'ygan bo'lar edingiz?" Bo'lishi mumkin.
• Jumboqli intervyu 1990-yillarda Microsoft tomonidan ommalashgan va hozirda boshqa tashkilotlarda qo'llanilmoqda. Savollarning eng keng tarqalgan turlari yoki murojaat etuvchidan jumboqlarni echishni so'raydi yoki aqliy o'yinlar (masalan, "Nima uchun lyuk qopqoqlari yumaloq?") yoki g'ayrioddiy muammolarni hal qilish uchun (masalan, "tarozisiz qanday qilib samolyotni tortasiz?").^[69]

Ixtisoslashgan formatlar

Ish

Keys-intervyu bu asosan ish bo'yicha murojaat etuvchiga savol, vaziyat, muammo yoki muammo berilgan va vaziyatni hal qilishni so'ragan boshqaruv konsalting kompaniyalari va investitsiya banklari tomonidan ishlatiladigan intervyu shakli. Ishning muammosi ko'pincha biznes vaziyat yoki suhbatdoshning hayotda ishlagan ishi.^{[iqtibos kerak ]}

So'nggi yillarda Dizayn, Arxitektura, Marketing, Reklama, Moliya va Strategiya kabi boshqa sohalardagi kompaniyalar nomzodlar bilan suhbatlashishda shu kabi uslubni qo'lladilar. Texnologiya Case-asosidagi va Texnik intervyu jarayonini shaxsan shaxsiy tajribadan, ish qobiliyatlari va tasdiqlashlarning onlayn almashinuviga aylantirdi.^{[iqtibos kerak ]}

Panel

Kasbiy va ilmiy darajalarda topilgan ish bilan suhbatning yana bir turi bu panel intervyu. Suhbatning ushbu turida nomzod ishga qabul qilish jarayonida har xil manfaatdor tomonlarning vakili bo'lgan panelistlar guruhi bilan suhbat o'tkazadi. Ushbu format doirasida intervyu o'tkazishda bir nechta yondashuvlar mavjud. Misol formatlari quyidagilarni o'z ichiga oladi;

• Taqdimot formati - nomzodga umumiy mavzu beriladi va panelga taqdimot qilishni so'raydi. Ko'pincha akademik yoki savdo bilan bog'liq intervyularda foydalaniladi.
• Rol formati - har bir ishtirokchiga pozitsiyaning muayyan roli bilan bog'liq savollar berish vazifasi yuklangan. For example, one panelist may ask technical questions, another may ask management questions, another may ask customer service related questions etc.
• Skeet shoot format – The candidate is given questions from a series of panelists in rapid succession to test his or her ability to handle stress filled situations.

The benefits of the panel approach to interviewing include: time savings over serial interviewing, more focused interviews as there is often less time spend building rapport with small talk, and "apples to apples " comparison because each stake holder/interviewer/panelist gets to hear the answers to the same questions.^[70]

Guruh

In the group interview, multiple applicants are interviewed at one time by one or more interviewers. This type of interview can be used for selection, promotion, or assessment of team skills. Interviewers may also use a group interview to assess an applicant's stress management skills or assertiveness because in such a group setting the applicant will be surrounded by other applicants who also want to get the job. Group interviews can be less costly than one-on-one or panel interviews, especially when many applicants need to be interviewed in a short amount of time. In addition, because fewer interviewers are needed, fewer interviewers need to be trained.^[71] These positive qualities of the group interview have made them more popular.^[72]

Despite the potential benefits to the group interview, there are problems with this interview format. In group interviews the interviewer has to multitask more than when interviewing one applicant at a time. Interviewers in one-on-one interviews are already busy doing many things. These include attending to what applicants are saying and how they are acting, taking notes, rating applicant responses to questions, and managing what they say and how they act. Interviewing more than one applicant at a time makes it more challenging for the interviewer. This can negatively affect that interviewer and his/her job as interviewer.^[73] Another problem with group interviews is that applicants who get questioned later in the interview have more of a chance to think about how to answer the questions already asked by the interviewer. This can give applicants questioned later in the interview an advantage over the earlier-questioned applicants. These problems can make it less likely for group interviews to accurately predict who will perform well on the job.

Group interviews have not been studied as much as one-on-one interviews, but the research that has been done suggests that in the field of education group interviews can be an effective method of selection.^[74] For example, a 2016 study found that applicants for teaching jobs thought that the group interview was fair.^[71] A 2006 study found conflicting findings.^[72] These include that applicants in a group interview who were questioned later in the interview gave more complete and higher quality responses and that group interviews were seen as not fair. They also found that group interviews were not as effective as one-on-one interviews. Further research needs to be conducted to more extensively evaluate the group interview's usefulness for various purposes. This research needs to be done across various domains outside of the education sector. Research also needs to clarify conflicting findings by determining in which situations study results can be applied.

Stress

Stress interviews are still in common use. One type of stress interview is where the employer uses a succession of interviewers (one at a time or ommaviy ravishda) whose mission is to intimidate the candidate and keep him/her off-balance. The ostensible purpose of this interview: to find out how the candidate handles stress. Stress interviews might involve testing an applicant's behavior in a busy environment. Questions about handling work overload, dealing with multiple projects, and handling conflict are typical.^[75]

Another type of stress interview may involve only a single interviewer who behaves in an uninterested or hostile manner. For example, the interviewer may not make eye contact, may roll his eyes or sigh at the candidate's answers, interrupt, turn his back, take phone calls during the interview, or ask questions in a demeaning or challenging style. The goal is to assess how the interviewee handles pressure or to purposely evoke emotional responses. This technique was also used in research protocols studying stress and type A (coronary-prone) behavior because it would evoke hostility and even changes in qon bosimi and heart rate in study subjects. The key to success for the candidate is to de-personalize the process. The interviewer is acting a role, deliberately and calculatedly trying to "rattle the cage". Once the candidate realizes that there is nothing personal behind the interviewer's approach, it is easier to handle the questions with aplomb.

Example stress interview questions:

• Sticky situation: "If you caught a colleague cheating on his expenses, what would you do?"
• Putting one on the spot: "How do you feel this interview is going?"
• "Popping the balloon": (deep sigh) "Well, if that's the best answer you can give ... " (shakes head) "Okay, what about this one ...?"
• Oddball question: "What would you change about the design of the hockey stick?"
• Doubting one's veracity: "I don't feel like we're getting to the heart of the matter here. Start again – tell me what haqiqatan ham makes you tick."

Candidates may also be asked to deliver a taqdimot as part of the selection process. One stress technique is to tell the applicant that they have 20 minutes to prepare a presentation, and then come back to room five minutes later and demand that the presentation be given immediately. The "Platform Test" method involves having the candidate make a presentation to both the selection panel and other candidates for the same job. This is obviously highly stressful and is therefore useful as a predictor of how the candidate will perform under similar circumstances on the job. Selection processes in academic, training, airline, legal and teaching circles frequently involve presentations of this sort.

Texnik

This kind of interview focuses on problem solving and creativity. The questions aim at the interviewee's problem-solving skills and likely show their ability in solving the challenges faced in the job through creativity. Technical interviews are being conducted online at progressive companies before in-person talks as a way to screen job applicants.

Technology in interviews

Advancements in technology along with increased usage has led to interviews becoming more common through a telefon orqali suhbat va orqali videokonferentsaloqa than face-to-face. Companies utilize technology in interviews due to their cheap costs, time-saving benefits, and their ease of use.^[44]

Also, technology enables a company to recruit more applicants from further away.^[76] Although they are being utilized more, it is still not fully understood how technology may affect how well interviewers select the best person for the job when compared to in-person interviews.^[77]

Media boyligi nazariyasi states that more detailed forms of communication will be able to better convey complex information. The ability to convey this complexity allows more media-rich forms of communication to better handle uncertainty (like what can occur in an interview) than shallower and less detailed communication mediums.^[78] Thus, in the job interview context, a face-to-face interview would be more media rich than a video interview due to the amount of data that can be more easily communicated. Verbal and nonverbal cues are read more in the moment and in relation to what else is happening in the interview. A video interview may have a lag between the two participants. Poor latency can influence the understanding of verbal and nonverbal behaviors, as small differences in the timing of behaviors can change their perception. Likewise, behaviors such as eye contact may not work as well. A video interview would be more media rich than a telephone interview due to the inclusion of both visual and audio data. Thus, in a more media-rich interview, interviewers have more ways to gather, remember, and interpret the data they gain about the applicants.

So are these new types of technology interviews better? Research on different interview methods has examined this question using media richness theory. According to the theory, interviews with more richness are expected to result in a better outcome. In general, studies have found results are consistent with media richness theory. Applicants’ interview scores and hiring ratings have been found to be worse in phone and video interviews than in face-to-face interviews.^[79] Applicants are also seen as less likable and were less likely to be endorsed for jobs in interviews using video.^[80] Applicants have had a say too. They think that interviews using technology are less fair and less job-related.^[81] From the interviewers’ view, there are difficulties for the interviewer as well. Interviewers are seen as less friendly in video interviews.^[44] Furthermore, applicants are more likely to accept a job after a face-to-face interview than after a telephone or video interview.^[76] Due to these findings, companies should weigh the costs and benefits of using technology over face-to-face interviews when deciding on selection methods.

Interviewee strategies and behaviors

While preparing for an interview, prospective xodimlar usually look at what the job posting or job description says in order to get a better understanding of what is expected of them should they get hired. Exceptionally good interviewees look at the wants and needs of a job posting and show off how good they are at those abilities during the interview to impress the interviewer and increase their chances of getting a job.^{[iqtibos kerak ]}

Researching the kompaniya itself is also a good way for interviewees to impress lots of people during an interview. It shows the interviewer that the interviewee is not only knowledgeable about the company's goals and maqsadlar, but also that the interviewee has done their Uy ishi and that they make a great effort when they are given an assignment. Researching about the company makes sure that employees are not entirely clueless about the company they are applying for, and at the end of the interview, the interviewee might ask some questions to the interviewer about the company, either to learn more information or to clarify on some points that they might have found during their research. In any case, it impresses the interviewer and it shows that the interviewee is willing to learn more about the company.^{[iqtibos kerak ]}

Most interviewees also find that practising answering the most common questions asked in interviews helps them prepare for the real one. It minimizes the chance of their being caught off-guard regarding certain questions, prepares their minds to convey the right information in the hopes of impressing the interviewer, and also makes sure that they do not accidentally say something that might not be suitable in an interview situation.^{[iqtibos kerak ]}

Interviewees are generally dressed properly in ish kiyimi for the interview, so as to look professional in the eyes of the interviewer. They also bring their Rezyume; qayta boshlash, biriktirilgan xat va ma'lumotnomalar to the interview to supply the interviewer the information they need, and to also cover them in case they forgot to bring any of the papers. Items like uyali telefonlar, a cup of kofe va saqich are not recommended to bring to an interview, as it can lead to the interviewer perceiving the interviewee as unprofessional and in some cases, even qo'pol.^{[iqtibos kerak ]}

Above all, interviewees should be confident and courteous to the interviewer, as they are taking their time off work to participate in the interview. An interview is often the first time an interviewer looks at the interviewee first hand, so it is important to make a good first impression.^[82]

Nonverbal behaviors

It may not only be what you say in an interview that matters, but also how you say it (e.g., how fast you speak) and how you behave during the interview (e.g., hand gestures, eye contact). In other words, although applicants’ responses to interview questions influence interview ratings,^[83] their nonverbal behaviors may also affect interviewer judgments.^[84] Nonverbal behaviors can be divided into two main categories: vocal cues (e.g., articulation, pitch, fluency, frequency of pauses, speed, etc.) and visual cues (e.g., smiling, eye contact, body orientation and lean, hand movement, posture, etc.).^[85] Oftentimes physical attractiveness is included as part of nonverbal behavior as well.^[85] There is some debate about how large a role nonverbal behaviors may play in the interview. Some researchers maintain that nonverbal behaviors affect interview ratings a great deal,^[83] while others have found that they have a relatively small impact on interview outcomes, especially when considered with applicant qualifications presented in résumés.^[86] The relationship between nonverbal behavior and interview outcomes is also stronger in structured interviews than unstructured,^[87] and stronger when interviewees’ answers are of high quality.^[86]

Applicants’ nonverbal behaviors may sway interview ratings through the inferences interviewers make about the applicant based on their behavior. For instance, applicants who engage in positive nonverbal behaviors such as smiling and leaning forward are perceived as more likable, trustworthy, credible,^[85] warmer, successful, qualified, motivated, competent,^[88] va socially skilled.^[89] These applicants are also predicted to be better accepted and more satisfied with the organization if hired.^[88]

Applicants’ verbal responses and their nonverbal behavior may convey some of the same information about the applicant.^[84] However, despite any shared information between content and nonverbal behavior, it is clear that nonverbal behaviors do predict interview ratings to an extent beyond the content of what was said, and thus it is essential that applicants and interviewers alike are aware of their impact. You may want to be careful of what you may be communicating through the nonverbal behaviors you display.^{[iqtibos kerak ]}

Jismoniy jozibadorlik

To hire the best applicants for the job, interviewers form judgments, sometimes using applicants’ physical attractiveness. That is, physical attractiveness is usually not necessarily related to how well one can do the job, yet has been found to influence interviewer evaluations and judgments about how suitable an applicant is for the job. Once individuals are categorized as attractive or unattractive, interviewers may have expectations about physically attractive and physically unattractive individuals and then judge applicants based on how well they fit those expectations.^[90] As a result, it typically turns out that interviewers will judge attractive individuals more favorably on job-related factors than they judge unattractive individuals.People generally agree on who is and who is not attractive and attractive individuals are judged and treated more positively than unattractive individuals.^[91] For example, people who think another is physically attractive tend to have positive initial impressions of that person (even before formally meeting them), perceive the person to be smart, socially competent, and have good social skills and general mental health.^[90]

Within the business domain, physically attractive individuals have been shown to have an advantage over unattractive individuals in numerous ways, that include, but are not limited to, perceived job qualifications, hiring recommendations, predicted job success, and compensation levels.^[90] As noted by several researchers, attractiveness may not be the most influential determinant of personnel decisions, but may be a deciding factor when applicants possess similar levels of qualifications.^[90] In addition, attractiveness does not provide an advantage if the applicants in the pool are of high quality, but it does provide an advantage in increased hiring rates and more positive job-related outcomes for attractive individuals when applicant quality is low and average.^[92]

Vocal AttractivenessJust as physical attractiveness is a visual cue, vocal attractiveness is an auditory cue and can lead to differing interviewer evaluations in the interview as well. Vocal attractiveness, defined as an appealing mix of speech rate, loudness, pitch, and variability, has been found to be favorably related to interview ratings and job performance.^[93][17] In addition, the personality traits of agreeableness and conscientiousness predict performance more strongly for people with more attractive voices compared to those with less attractive voices.^[93]

As important as it is to understand how physical attractiveness can influence the judgments, behaviors, and final decisions of interviewers, it is equally important to find ways to decrease potential bias in the job interview. Conducting an interview with elements of structure is a one possible way to decrease bias.^[94]

Murabbiylik

An abundance of information is available to instruct interviewees on strategies for improving their performance in a job interview. Information used by interviewees comes from a variety of sources ranging from popular how-to books to formal coaching programs, sometimes even provided by the hiring organization. Within the more formal coaching programs, there are two general types of coaching. One type of coaching is designed to teach interviewees how to perform better in the interview by focusing on how to behave and present oneself. This type of coaching is focused on improving aspects of the interview that are not necessarily related to the specific elements of performing the job tasks. This type of coaching could include how to dress, how to display nonverbal behaviors (head nods, smiling, eye contact), verbal cues (how fast to speak, speech volume, articulation, pitch), and impression management tactics. Another type of coaching is designed to focus interviewees on the content specifically relevant to describing one's qualifications for the job, in order to help improve their answers to interview questions. This coaching, therefore, focuses on improving the interviewee's understanding of the skills, abilities, and traits the interviewer is attempting to assess, and responding with relevant experience that demonstrates these skills.^[95] For example, this type of coaching might teach an interviewee to use the STAR approach for answering behavioral interview questions.^[96]

A coaching program might include several sections focusing on various aspects of the interview. It could include a section designed to introduce interviewees to the interview process, and explain how this process works (e.g., administration of interview, interview day logistics, different types of interviews, advantages of structured interviews). It could also include a section designed to provide feedback to help the interviewee to improve their performance in the interview, as well as a section involving practice answering example interview questions. An additional section providing general interview tips about how to behave and present oneself could also be included.^[97]

It is useful to consider coaching in the context of the competing goals of the interviewer and interviewee. The interviewee's goal is typically to perform well (i.e. obtain high interview ratings), in order to get hired. On the other hand, the interviewer's goal is to obtain job-relevant information, in order to determine whether the applicant has the skills, abilities, and traits believed by the organization to be indicators of successful job performance.^[95] Research has shown that how well an applicant does in the interview can be enhanced with coaching.^{[95][98][99][100]} The effectiveness of coaching is due, in part, to increasing the interviewee's knowledge, which in turn results in better interview performance. Interviewee knowledge refers to knowledge about the interview, such as the types of questions that will be asked, and the content that the interviewer is attempting to assess.^[101] Research has also shown that coaching can increase the likelihood that interviewers using a structured interview will accurately choose those individuals who will ultimately be most successful on the job (i.e., increase reliability and validity of the structured interview).^[95] Additionally, research has shown that interviewees tend to have positive reactions to coaching, which is often an underlying goal of an interview.^[97] Based on research thus far, the effects of coaching tend to be positive for both interviewees and interviewers.^[102]

Soxta

Interviewers should be aware that applicants can fake their responses during the job interview. Such applicant faking can influence interview outcomes when present. One concept related to faking is impression management (IM; when you intend or do not intend to influence how favorably you are seen during interactions^[103]). Impression management can be either honest or deceptive.^[104] Honest IM tactics are used to frankly describe favorable experiences, achievements and job-related abilities. Deceptive IM tactics are used to embellish or create an ideal image for the job in question.^[105] Honest IM tactics such as self-promotion (positively highlighting past achievements and experiences) may be considered necessary by interviewers in the interview context. Consequently, candidates who do not use these tactics may be viewed as disinterested in the job. This can lead to less favorable ratings.^[106] Faking can then be defined as "deceptive impression management or the intentional distortion of answers in the interview in order to get better interview ratings and/or otherwise create favorable perceptions".^[104] Thus, faking in the employment interview is intentional, deceptive, and aimed at improving perceptions of performance.

Faking in the employment interview can be broken down into four elements:^[104]

1. The first involves the interviewee portraying him or herself as an ideal job candidate by exaggerating true skills, tailoring answers to better fit the job, and/or creating the impression that personal beliefs, values, and attitudes are similar to those of the organization.
2. The second aspect of faking is inventing or completely fabricating one's image by piecing distinct work experiences together to create better answers, inventing untrue experiences or skills, and portraying others’ experiences or accomplishments as one's own.
3. Thirdly, faking might also be aimed at protecting the applicant's image. This can be accomplished through omitting certain negative experiences, concealing negatively perceived aspects of the applicant's background, and by separating oneself from negative experiences.
4. The fourth and final component of faking involves ingratiating oneself to the interviewer by conforming personal opinions to align with those of the organization, as well as insincerely praising or complimenting the interviewer or organization.

Of all of the various faking behaviors listed, ingratiation tactics were found to be the most prevalent in the employment interview, while flat out making up answers or claiming others’ experiences as one's own is the least common.^[104] However, fabricating true skills appears to be at least somewhat prevalent in employment interviews. One study found that over 80% of participants lied about job-related skills in the interview,^[107] presumably to compensate for a lack of job-required skills/traits and further their chances for employment.

Most importantly, faking behaviors have been shown to affect outcomes of employment interviews. For example, the probability of getting another interview or job offer increases when interviewees make up answers.^[104]

Different interview characteristics also seem to impact the likelihood of faking. Faking behavior is less prevalent, for instance, in past behavioral interviews than in situational interviews, although follow-up questions increased faking behaviors in both types of interviews. Therefore, if practitioners are interested in decreasing faking behaviors among job candidates in employment interview settings, they should utilize structured, past behavioral interviews and avoid the use of probes or follow-up questions.^[104]

Factors impacting effectiveness

Interviewee characteristics

Interviewees may differ on any number of dimensions commonly assessed by job interviews and evidence suggests that these differences affect interview ratings. Many interviews are designed to measure some specific differences between applicants, or individual difference variables, such as Bilim, ko'nikma va qobiliyat needed to do the job well. Other individual differences can affect how interviewers rate the applicants even if that characteristic is not meant to be assessed by the interview questions.^[108] For instance, General Mental Ability G faktor (psixometriya) is moderately related to structured interview ratings and strongly related to structured interviews using behavioral description and situational judgment interview questions, because they are more cognitively intensive interview types.^[109][110] Other individual differences between people, such as extraversion and hissiy aql, are also commonly measured during a job interview because they are related to verbal ability, which may be useful for jobs that involve interacting with people.^[109]

Many individual difference variables may be linked to interview performance because they reflect applicants’ genuine ability to perform better in cognitively and socially demanding situations. For instance, someone with high general mental ability may perform better in a cognitively demanding situation, such as a job interview, which requires quick thinking and responding. Similarly, someone with strong social skills may perform better in a job interview, as well as other social situations, because they understand how to act correctly. Thus, when an applicant performs well in an interview due to higher general mental abilities or better social skills, it is not necessarily undesirable, because they may also perform better when they are faced with situations on the job in which those skills would be valuable.^{[iqtibos kerak ]}

On the other hand, not all individual difference variables that lead to higher interview performance would be desirable on the job. Some individual difference variables, such as those that are part of the qorong'u uchlik, can lead to increased interview ratings, initially, but may not be reflective of actual KSAOs that would help the individual to perform better once hired.^{[iqtibos kerak ]}

To'q uchlik

Makiavellizm

Individuals who are high in Makiavellizm may be more willing and more skilled at faking and less likely to give honest answers during interviews.^{[111][112][113]} Individuals high in Machiavellianism have stronger intentions to use faking in interviews compared to psychopaths or narcissists and are also more likely to see the use of faking in interviews as fair.^[114][115] Men and women high in Machiavellianism may use different tactics to influence interviewers. In one study, which examined the how much applicants allowed the interviewers to direct the topics covered during the interview, women high Machiavellianism tended to allow interviewers more freedom to direct the content of the interview. Men high in Machiavellianism, on the other hand, gave interviewers the least amount of freedom in directing the content of the interview.^[116] Men high in Machiavellianism were also more likely to make-up information about themselves or their experiences during job interviews.^[117] Thus, while individuals high in Machiavellianism may appear to do well in interviews, this seems to be largely because they give untrue responses and because they want to control interpersonal interactions.

Narsizm

Narsistlar typically perform well at job interviews, with narcissists receiving more favorable hiring ratings from interviewers than individuals who are not narcissists.^[118] Even more experienced and trained raters evaluate narcissists more favorably.^[119][120] This is perhaps because interviews are one of the few social situations where narcissistic behaviors, such as boasting actually create a positive impression, though favorable impressions of narcissists are often short-lived.^[121] Interviewers’ initial impressions of narcissistic applicants are formed primarily on the basis of highly visible cues, which makes them susceptible to biases.^[122] Narcissists are more skilled at displaying likable cues, which lead to more positive first impressions, regardless of their long-term likability or job performance. Upon first meeting narcissists, people often rate them as more agreeable, competent, open, entertaining, and well-adjusted. Narcissists also tend to be neater and flashier dressers, display friendlier facial expressions, and exhibit more self-assured body movements.^[123]Importantly, while narcissistic individuals may rate their own job performance more favorably, studies show that narcissism is not related to job performance.^[124]

Thus, while narcissists may seem to perform better and even be rated as performing better in interviews, these more favorable interview ratings are not predictive of favorable job performance, as narcissists do not actually perform better in their jobs than non-narcissists.

Psixopatiya

Korporativ psixopatlar are readily recruited into organizations because they make a distinctly positive impression at interviews.^[125] They appear to be alert, friendly and easy to get along with and talk to. Theylook like they are of good ability, emotionally well adjusted and reasonable, and these traits make them attractive to those in charge of hiring staff within organizations. Unlike narcissists, psychopaths are better able to create long-lasting favorable first impressions, though people may still eventually see through their facades.^[126] Psychopaths’ undesirable personality traits may be easily misperceived by even skilled interviewers. For instance, their irresponsibility may be misconstrued by interviewers as risk-taking or entrepreneurial spirit. Their thrill-seeking tendencies may be conveyed as high energy and enthusiasm for the job or work. Ularning yuzaki jozibasi may be misinterpreted by interviewers as charisma.^[126][127] It is worth noting that psychopaths are not only accomplished liars, they are also more likely to lie in interviews.^[113] For instance, psychopaths may create fictitious work experiences or resumes.^[126] They may also fabricate credentials such as diplomas, certifications, or awards.^[126] Thus, in addition to seeming competent and likable in interviews, psychopaths are also more likely to outright make-up information during interviews than non-psychopaths.

Interviewer characteristics

There are many differences about interviewers that may affect how well they conduct an interview and make decisions about applicants. A few of them are how much experience they have as an interviewer, their personality, and intelligence.^[128] To date, it is not clear how experience affects the results of interviews. In some cases, prior experience as an interviewer leads them to use more of the information provided by the applicant to decide if an applicant is right for the job intelligence.^[128] In other cases, the experience of the interviewer did not help them make more accurate decisions.^[129] One reason for the different results could be the type of experience the interviewer had.^[1] Also, other differences in the interviewer, such as personality or intelligence, could be a reason why results vary.^[1]

The mental ability of interviewers may play a role in how good they are as interviewers. Higher mental ability is important because during the interview, a lot of information needs to be processed – what the applicant said, what they meant, what it means for how they can do the job, etc. Research has shown that those higher in general mental ability were more accurate when judging the personality of others.^[130] Also, interviewers who have higher ijtimoiy aql va hissiy aql seem to do a better job of understanding how an applicant behaves in an interview and what that means for how they will act once on the job.^[131] These abilities do not appear to be enough on their own to make accurate judgements.^[132]

The personality of the interviewer may also affect the ratings they give applicants. There are many ways that personality and social skills can impact one's ability to be a good judge or interviewer. Some of the specific social skills good judges display are warmth, interest in engaging with others, and eye contact.^[131] Interviewers who display warm behaviors, such as smiling and leaning toward the applicant, are rated more positively than those who do not act this way or show cold behaviors.^[133] Interviewers who prefer to engage with others also tend to judge applicants more accurately.^[134] It is likely that these people are using information from their own personalities as well as how they see people in general to help them be more accurate.^[134]

Validity and predictive power

There is extant data which puts into question the value of job interviews as a tool for selecting employees. Where the aim of a job interview is ostensibly to choose a candidate who will perform well in the job role, other methods of selection provide greater predictive power and often lower costs.^[135]

Interview structure issues

An interview at a mehnat yarmarkasi

As discussed previously, interviews with more structure are considered best practice, as they tend to result in much better decisions about who will be a good performing employee than interviews with less structure.^[136] Structure in an interview can be compared to the standardization of a typical paper and pencil test: It would be considered unfair if every test taker were given different questions and a different number of questions on an exam, or if their answers were each graded differently. Yet this is exactly what occurs in an unstructured interview; interviewers decide the number and content of questions, rate responses using whatever strategy they want (e.g., relying on intuition, or using overall ratings at the end of the interview rather than after each time the applicant responds), and may score some applicants more harshly than others. Thus, interviewers who do not consider at least a moderate amount of structure may make it hard for an organization's interview to effectively select candidates that best fit the work needs of the organization.

Interviewer rating reliability

In terms of reliability, meta-analytic results provided evidence that interviews can have acceptable levels of interrater reliability, or consistent ratings across interviewers interrater reliability (i.e. .75 or above), when a structured panel interview is used.^[137] In terms of criterion-related validity, or how well the interview predicts later job performance mezonning amal qilish muddati, meta-analytic results have shown that when compared to unstructured interviews, structured interviews have higher validities, with values ranging from .20-.57 (on a scale from 0 to 1), with validity coefficients increasing with higher degrees of structure.^{[136][138][139]} That is, as the degree of structure in an interview increases, the more likely interviewers can successfully predict how well the person will do on the job, especially when compared to unstructured interviews. In fact, one structured interview that included a) a predetermined set of questions that interviewers were able to choose from, and b) interviewer scoring of applicant answers after each individual question using previously created benchmark answers, showed validity levels comparable to cognitive ability tests (traditionally one of the best predictors of job performance) for entry level jobs.^[136]

Honesty and integrity are attributes that can be very hard to determine using a formal job interview process: the competitive environment of the job interview may in fact promote dishonesty. Some experts on job interviews express a degree of cynicism towards the process.^{[JSSV? ]}

Applicant reactions

Applicant reactions to the interview process include specific factors such as; fairness, emotional responses, and attitudes toward the interviewer or the organization.^[140] Though the applicant's perception of the interview process may not influence the interviewer(s) ability to distinguish between individuals' suitability, applicants reactions are important as those who react negatively to the selection process are more likely to withdraw from the selection process.^{[141][142][143]} They are less likely to accept a job offer, apply on future occasions,^[144] or to speak highly of the organization to others and to be a customer of that business.^{[141][142][145]} Compared to other selection methods, such as personality or cognitive ability tests, applicants, from different cultures may have positive opinions about interviews.^[141][146]

Interview design

Interview design can influence applicants' positive and negative reactions, though research findings on applicants preferences for structured compared to unstructured interviews appear contradictory.^[44][147] Applicants' negative reactions to structured interviews may be reduced by providing information about the job and organization.^[148] Providing interview questions to applicants before the interview, or telling them how their answers will be evaluated, are also received positively.^[149]

Savol turlari

The type of questions asked can affect applicant reactions. General questions are viewed more positively than situational or behavioral questions^[150] and 'puzzle' interview questions may be perceived as negative being perceived unrelated to the job, unfair, or unclear how to answer.^[151] Using questions that discriminate unfairly in law unsurprisingly are viewed negatively with applicants less likely to accept a job offer, or to recommend the organization to others.^[152]

Some of the questions and concerns on the mind of the hiring manager include:

• Does this person have the skills I need to get the job done?
• Will they fit in with the department or team?
• Can I manage this person?
• Does this person demonstrate honesty, integrity, and a good work ethic?
• What motivates this person?
• Do I like this person, and do they get along with others?
• Will they focus on tasks and stick to the job until it is done?
• Will this person perform up to the level the company requires for success?

A sample of intention behind questions asked for understanding observable responses, displayed character, and underlying motivation:

• What did the candidate really do in this job?
• What role did they play, supportive or leading?
• How much influence did the candidate exert on the outcomes of projects?
• How did the candidate handle problems that came up?
• How does this candidate come across?
• How serious is the candidate about their career and this job?
• Are they bright and likable?
• Did the candidate prepare for this interview?
• Is the candidate being forthright with information?
• Does this person communicate well in a somewhat stressful face-to-face conversation?
• Does the candidate stay focused on the question asked or ramble along?
• Did the candidate exhibit good judgment in the career moves he or she made?
• Did the candidate grow in their job and take on more responsibilities over time or merely do the same thing repeatedly?
• Did the candidate demonstrate leadership, integrity, effective communications, teamwork, and persuasion skills (among others)?

Qo'shimcha omillar

The 'friendliness' of the interviewer may be equated to fairness of the process and improve the likelihood of accepting a job offer,^[153] and face-to-face interviews compared to video conferencing and telephone interviews.^[154] In video conferencing interviews the perception of the interviewer may be viewed as less personable, trustworthy, and competent.^[155]

Interview anxiety

Interview anxiety refers to having unpleasant feelings before or during a job interview.^[156] It also reflects the fear of partaking in an interview.^[157] Job candidates may feel this increased sense of anxiety because they have little to no control over the interview process.^[158] It could also be because they have to speak with a stranger.^[159] Due to this fear, anxious candidates display certain behaviors or traits that signal to the interviewer that they are anxious. Examples of such behaviors include frequent pauses, speaking more slowly than usual, and biting or licking of lips.^[160]

Research has identified five dimensions of interview anxiety: communication anxiety, social anxiety, performance anxiety, behavioral anxiety and appearance anxiety.^[156] Further research shows that both the interviewer and applicant agree that speaking slowly is a clear sign of interview anxiety. However, they do not agree on other anxiety indicators such as frequent pauses and biting or licking of lips.^[160] Trait judgments are also related to interview anxiety and can affect interviewer perceptions of anxiety. Low assertiveness has been identified as the key trait related to interview anxiety. Thus, the most important indicators of interview anxiety are slow speech rate and low assertiveness.^[160]

Another issue in interview anxiety is gender differences. Although females report being more anxious than males in interviews, their anxiety is not as readily detected as that for males. This can be explained by the Sex-Linked Anxiety Coping Theory (SCT). This theory suggests that females cope better than males when they are anxious in interviews.^[161]

Implications for applicants

Whether anxieties come from individual differences or from the interview setting, they have important costs for job candidates. These include: limiting effective communication and display of future potential,^[162] reducing interview performance and evaluation despite potential fit for the job,^[156] and reducing the chance of a second interview compared to less anxious individuals.^[163]Speaking slowly and low assertiveness have the strongest negative impact on perceptions of interview anxiety. Thus, candidates who experience anxiety in interviews should try to display assertive behaviors such as being dominant, professional, optimistic, attentive and confident^[160] In addition, they should speak at a consistent pace that is not unusually slow.

Implications for organizations

Applicants who view the selection process more favorably tend to be more positive about the organization, and are likely to influence an organization's reputation.^[156][164] whereas, in contrast, anxious or uncomfortable during their interview may view an organization less favorably, causing the otherwise qualified candidates not accepting a job offer.^[156] If an applicant is nervous, they might not act the same way they would on the job, making it harder for organizations to use the interview for predicting someone's future job performance.^[156]

Huquqiy muammolar

In many countries laws are put into place to prevent organizations from engaging in discriminatory practices against protected classes when selecting individuals for jobs.^[165] Qo'shma Shtatlarda 15 va undan ortiq ishchilari bo'lgan xususiy ish beruvchilar, shuningdek, davlat va mahalliy hukumat ish beruvchilari bilan murojaat etuvchilarni quyidagilarga qarab kamsitishi noqonuniy hisoblanadi: irqi, rangi, jinsi (homiladorlik, shu jumladan), milliy kelib chiqishi, yoshi (40 va undan yuqori) ), nogironlik yoki genetik ma'lumot (eslatma: qo'shimcha sinflar davlat yoki mahalliy qonunchilikka qarab himoya qilinishi mumkin). Aniqroq aytganda, ish beruvchi qonuniy ravishda "biron bir kishini yollamasligi yoki ishga yollamasligi yoki ishdan bo'shatishi yoki boshqa biron bir shaxsni uning tovon puli, ishlash shartlari yoki mehnat imtiyozlari bilan bog'liq ravishda boshqacha tarzda kamsitishi" yoki "uni cheklash, ajratish yoki tasniflashi mumkin emas. xodimlar yoki har qanday shaxsni ishga joylashish imkoniyatidan mahrum qiladigan yoki undan mahrum qilishga moyil bo'ladigan yoki uning ishchi maqomiga salbiy ta'sir ko'rsatadigan har qanday usulda ishga joylashish uchun ariza beruvchilar. "^[166][167]

The Fuqarolik huquqlari to'g'risidagi 1964 y va 1991 (VII sarlavha) shaxslarni irqiga, rangiga, diniga, jinsiga yoki milliy kelib chiqishiga qarab kamsitilishining oldini olish maqsadida qabul qilindi. Homiladorlikni kamsitish to'g'risidagi qonun tuzatish sifatida qo'shildi va agar ular homilador bo'lsa yoki homiladorlik bilan bog'liq holatga ega bo'lsa, ayollarni himoya qiladi.^[168]

The Ish bilan ta'minlash to'g'risidagi qonunda yoshni kamsitish 1967 yildagi qaror 40 yosh va undan katta bo'lgan shaxslarga nisbatan kamsituvchi amaliyotni taqiqlaydi. Garchi ba'zi shtatlarda (masalan, Nyu-Yorkda) 40 yoshdan kichik shaxslar kamsitilishining oldini oluvchi qonunlar mavjud bo'lsa ham, federal qonunlar mavjud emas.^[169]

The 1990 yilgi nogironligi bo'lgan amerikaliklar to'g'risidagi qonun hozirda jismoniy yoki ruhiy nogironligi bo'lgan yoki ilgari bo'lgan malakali shaxslarni himoya qiladi (noqonuniy giyohvand moddalarning hozirgi foydalanuvchilari ushbu Qonunga muvofiq emas). Biror kishi, agar u asosiy hayot faoliyatini sezilarli darajada cheklaydigan, nogironlik tarixiga ega bo'lgan, boshqalar tomonidan nogiron deb topilgan yoki vaqtinchalik bo'lmagan (olti yoki olti yoshga etishi kutilayotgan jismoniy yoki ruhiy nuqsonli) nogironligi bo'lsa, qamrab olinadi. oy yoki undan kam) va kichik. Ushbu Qonunda nazarda tutilgan bo'lishi uchun, shaxs ish uchun malakali bo'lishi kerak. Malakali shaxs - bu "munosib turar joy bilan yoki bo'lmagan holda, ushbu shaxs egallagan yoki xohlagan ish joyining muhim funktsiyalarini bajarishi mumkin bo'lgan nogiron shaxs".^[170] Agar nogironlik "haddan tashqari qiyinchilik" tug'dirmasa, tashkilot tomonidan oqilona turar joylarni ta'minlash kerak. "Umuman olganda, turar joy - bu nogironligi bo'lgan shaxsga teng ish imkoniyatlaridan foydalanish imkoniyatini beradigan ish muhitidagi yoki odatdagi tartibdagi har qanday o'zgarish."^[170] Nogironlar aravachasida ishlaydigan odamning ish joyini nogironlar aravachasiga qulayroq qilish uchun o'zgartirish, ish jadvallarini o'zgartirish va / yoki jihozlarni o'zgartirish uchun oqilona yashash joylarining namunalari.^[171] Xodimlar ish beruvchisi tomonidan turar joyni so'rash uchun javobgardir.^[168]

Eng so'nggi qabul qilingan qonun - II sarlavhasi Genetik ma'lumotni kamsitmaslik to'g'risidagi qonun 2008 yil. Aslida ushbu qonun xodimlarning yoki murojaat etuvchilarning shaxsning genetik ma'lumotlari va oilaviy tibbiy tarix ma'lumotlari tufayli kamsitilishini taqiqlaydi.

Kamdan kam hollarda, agar u a deb hisoblansa, ish beruvchilarni yollash to'g'risida qarorlarni himoyalangan sinf ma'lumotlariga asoslash qonuniydir Bona Fide kasbiy malakasi, ya'ni agar bu "ma'lum bir biznesning normal ishlashi uchun oqilona zarur bo'lgan malaka" bo'lsa. Masalan, kinostudiya yollash haqidagi qarorni yoshga qarab belgilashi mumkin, agar ular yollayotgan aktyor filmda yosh rol o'ynasa.^[172]

Ushbu qonunlarni hisobga olgan holda, tashkilotlar ish bilan suhbatda murojaat etuvchilarga qonuniy ravishda berilishi mumkin bo'lgan savollarning turlari bo'yicha cheklangan. Ushbu savollarni berish, agar ma'lumot Bona Fide kasbiy malakasi deb hisoblanmasa, himoyalangan sinflarga nisbatan kamsitishga olib kelishi mumkin. Masalan, ko'p hollarda intervyuda ishga joylashish sharti sifatida quyidagi savollarni berish noqonuniy hisoblanadi:

• Tug'ilgan kuningiz qanday?^[173]
• Hech qachon jinoyatingiz uchun hibsga olinganmisiz?^[173]
• Nikoh va farzandlar haqida kelajakdagi rejalaringiz bormi?^[173]
• Sizning ma'naviy e'tiqodingiz qanday?^[174]
• O'tgan yili necha kun kasal edingiz? Hech qachon ruhiy salomatligingiz sababli davolanganmisiz?^[174]
• Siz hozirda qanday retsept bo'yicha dorilarni qabul qilyapsiz?^[174]

Nogironligi bo'lgan abituriyentlar

Nogironligi bo'lgan abituriyentlar ularning nogironligi suhbat va ish natijalariga ta'sir qilishidan xavotirda bo'lishi mumkin. Tadqiqot to'rt asosiy masalaga qaratilgan: intervyu beruvchilar nogironlarni qanday baholaydilar, nogironligi bo'lganlarning suhbatga bo'lgan munosabati, suhbat davomida nogironlikni oshkor qilishning ta'siri va nogironlikning har xil turlari haqidagi tushunchalar intervyu beruvchilar reytingiga ta'sir qilishi mumkin.

Ish bilan suhbat - bu ish uchun mos bo'lgan konstruktsiyalarni yoki umumiy xususiyatlarni o'lchash uchun ishlatiladigan vositadir. Ko'pincha, abituriyentlar suhbat davomida ko'rsatgan natijalariga qarab bal olishadi. Tadqiqotlar intervyu beruvchilarning nogironlik haqidagi tushunchalariga asoslangan holda turli xil topilmalarni topdi. Masalan, ba'zi tadqiqotlar nogironlik bo'yicha murojaat etuvchilarning reytingida yumshoqlik ta'sirini ko'rsatdi (ya'ni, nogironligi bo'lgan abituriyentlar teng malakali nogiron bo'lmagan abituriyentlarga qaraganda yuqori reytingga ega).^[175][176] Boshqa tadqiqotlar shuni ko'rsatdiki, nogironligi bo'lgan abituriyentlar uchun intervyu ballari va ishga qabul qilish bo'yicha tavsiyalar o'rtasida uzilish mavjud. Ya'ni, nogironligi bo'lgan abituriyentlar suhbatdan yuqori ball to'plagan bo'lishlariga qaramay, ular hali ham ishga joylashish uchun tavsiya etilmaydi.^[177][178] Reytinglar va yollash o'rtasidagi farq kompaniyaga zarar etkazishi mumkin, chunki ular malakali abituriyentni yollash imkoniyatidan mahrum bo'lishlari mumkin.

Intervyu tadqiqotidagi ikkinchi masala - murojaat etuvchilarning nogironlik bilan suhbatga bo'lgan munosabati va so'rov beruvchilarning suhbatdoshlarning tushunchalari. Nogironligi bo'lgan va mehnatga layoqatli abituriyentlar suhbatga nisbatan xavotirga o'xshash his-tuyg'ularni bildiradilar.^[179] Nogironligi bor abituriyentlar tez-tez intervyu beruvchilar asabiy va ishonchsiz munosabatda bo'lishlari haqida xabar berishadi, bu esa bunday abituriyentlarning o'zlarini tashvish va taranglikka olib keladi. Suhbat tanlovning nogironligi bo'lgan murojaat etuvchilarga nisbatan yashirin kamsitishlar yuzaga kelishi mumkin bo'lgan qismi sifatida his etilmoqda.^[179] Nogironligi bo'lgan ko'plab murojaat etuvchilar o'zlarining qobiliyatlarini namoyish qilmoqchi bo'lganliklari sababli o'zlarining nogironliklarini oshkor qila olmaydilar (ya'ni, potentsial ish beruvchini nogironlik to'g'risida xabardor qilishlari mumkin emas) yoki nogironlik masalalarini muhokama qila olmaydilar. Agar nogironlik ko'rinadigan bo'lsa, unda oshkor qilish muqarrar ravishda ariza beruvchining suhbatdoshi bilan uchrashganda ro'y beradi, shuning uchun ariza beruvchi o'z nogironligini muhokama qilishni xohlaydimi yoki yo'qligini hal qilishi mumkin. Agar ariza beruvchida ko'rinmaydigan nogironlik bo'lsa, u holda u murojaat etuvchini oshkor qilish va muhokama qilishda ko'proq tanlov huquqiga ega. Bundan tashqari, yollash ish beruvchisi allaqachon nogironlarni ish bilan ta'minlaganligini bilgan abituriyentlar o'zlarini ijobiy suhbatlashish tajribasiga ega deb hisoblashdi.^[179] Abituriyentlar suhbatga qanday borishni hal qilishdan oldin, ularning nogironligi to'g'risida suhbatlashish va savollarga javob berish qulayligini ko'rib chiqishlari kerak.

Tadqiqotlar shuni ko'rsatdiki, nogironlikning har xil turlari suhbat natijalariga turlicha ta'sir qiladi. Salbiy tamg'asi bo'lgan va shaxsning harakatlaridan kelib chiqadigan (masalan, OIV-Pozitiv, giyohvand moddalarni suiiste'mol qilish) nogironlik sabablari shaxsning nazorati ostida bo'lmagan deb hisoblanadigan nogironlikdan ko'ra suhbatning past natijalarini keltirib chiqaradi (masalan, jismoniy tug'ma nuqson).^[178] Jismoniy nogironlik ko'pincha suhbatdoshning psixologik (masalan, ruhiy kasallik) yoki hissiy holatlariga (masalan, Tourette sindromi) nisbatan yuqori reytinglarini keltirib chiqaradi.^[176][180] Bundan tashqari, suhbat davomida ko'rinadigan (masalan, nogironlar aravachasiga bog'langan) va ko'rinmaydigan (masalan, epilepsiya) nogironliklarni oshkor qilish oqibatlari o'rtasida farqlar mavjud. Abituriyentlar ko'rinmaydigan nogironlikka ega bo'lganlarida va o'zlarining nogironliklarini intervyu boshida ochib berganlarida, ular oshkor qilmagan abituriyentlardan ko'ra salbiyroq baholanmagan. Aslida, ular nogironligini oshkor qilmagan va nogiron emas deb taxmin qilingan abituriyentlarga qaraganda ko'proq yoqishgan.^[181] Suhbatdoshlar oshkor qilishning rostgo'yligidan ta'sirlanishadi.^[180] Muayyan nogironlik bo'yicha tadqiqotlar natijalarini qo'llashda juda ehtiyot bo'lish kerak, chunki bu natijalar boshqa nogironliklarga taalluqli bo'lmasligi mumkin. Hamma nogironlar bir xil emas va ushbu natijalarning boshqa nogironlik turlari uchun ahamiyatini aniqlash uchun ko'proq tadqiqotlar o'tkazish zarur.

Nogironligi bo'lgan abituriyentlar bilan ish joyidagi suhbatlar uchun ba'zi bir amaliy natijalar orasida suhbat davomida qisqa, qisqaroq munozaraga yoki nogironlik to'g'risidagi batafsil, uzoqroq muhokamaga intervyu beruvchilarning javoblarida farqlar yo'qligini ko'rsatadigan tadqiqot natijalari kiradi.^[180] Abituriyentlar ta'kidlashlari kerakki, suhbat tugaguniga qadar ko'rinmaydigan nogironlik aniqlanganda, arizachilar erta ochib berish va oshkor qilmaslikdan ko'ra salbiyroq baholandilar. Shu sababli, intervyu beruvchilar uyatchanlik yoki xijolat tufayli buni oshkor qilishni kechiktiradigan shaxslar buni his qilishlari mumkin.^[182] Bundan tashqari, agar ishga qabul qilinganidan keyin nogironlik aniqlansa, ish beruvchilar yangi ishga yollangan deb aldanganligini his qilishlari mumkin va reaktsiyalar intervyuga qaraganda kamroq ijobiy bo'lishi mumkin.^[183] Agar ariza beruvchilar intervyu paytida o'zlarining nogironligini oshkor qilmoqchi bo'lsalar, tadqiqotlar shuni ko'rsatadiki, intervyu berish yondashuvidagi avvalgi ma'lumotlarni oshkor qilish va / yoki muhokama qilish ularga ijobiy ta'sir ko'rsatishi mumkin.^[184] Ijobiy ta'sirlardan oldin, intervyu beruvchilar abituriyentlarning psixologik farovonligi to'g'risida tushunchasi bilan ajralib turadi. Ya'ni, suhbatdosh murojaat etuvchini psixologik jihatdan yaxshi va / yoki nogironligini yaxshi bilsa, suhbatdoshning ijobiy ta'siri bo'lishi mumkin. Aksincha, agar suhbatdosh murojaat etuvchini nogironlik masalasini muhokama qilishda noqulay yoki xavotirli deb bilsa, bu ijobiy ta'sir ko'rsatmasligi yoki nomzod uchun intervyu berishning salbiy natijalarini keltirib chiqarishi mumkin. Ushbu tadqiqot natijalarini yuqorida muhokama qilingan tadqiqotlarda o'rganilmagan boshqa nogironlik turlari bo'yicha qo'llashda yana ehtiyot bo'lish kerak. Nogironligi bo'lgan abituriyentning suhbatlariga ta'sir qilishi mumkin bo'lgan ko'plab omillar mavjud, masalan, nogironlik jismoniy yoki psixologik, ko'rinadigan yoki ko'rinmaydigan yoki arizachi nogironlik uchun javobgar sifatida qabul qilinganmi yoki yo'qmi. Shu sababli, abituriyentlar o'zlarining vaziyatlarini bu erda muhokama qilingan tadqiqotlarda tekshirilganlar bilan taqqoslagandan so'ng, suhbatni qanday davom ettirish to'g'risida o'z xulosalarini qilishlari kerak.^{[iqtibos kerak ]}

Jinoiy kelib chiqishi bor abituriyentlar

Garchi bu noqonuniy bo'lsa ham^{[qayerda? ]} ish beruvchilar intervyu paytida abituriyentlarni hibsga olish to'g'risidagi ariza beruvchini ishga qabul qilish to'g'risida qaror qabul qilishda hal qiluvchi omil sifatida so'rashi uchun ish beruvchilar ishga qabul qilishdan oldin, shu jumladan suhbat bosqichida abituriyentlarning jinoiy hukmlari to'g'risida ma'lumot olish huquqiga ega.^[173] Ko'pgina kompaniyalar jinoiy tarixga ega bo'lgan abituriyentlarni yollashni javobgarlik deb bilishadi. Masalan, agar biron bir kompaniya tajovuzkor ayblov bilan biron kishini yollagan bo'lsa va keyinchalik u boshqa xodimga yoki sotuvchiga tajovuz qilgan bo'lsa, ba'zi odamlar kompaniya xavfsiz ish muhitini saqlamaganligi uchun javobgar yoki qonuniy javobgar deb aytishadi. Garchi qonuniylik murakkabroq bo'lsa-da, tashkilotning zimmasida bo'lishi mumkin bo'lgan ushbu mas'uliyat ko'plab kompaniyalarning jinoiy tekshiruvlarini o'tkazishiga sabab bo'ladi. Ishga yollash to'g'risida qarorlar qabul qilishda biron bir shaxsning jinoiy tarkibiga bog'liq bo'lsa, ish beruvchilar quyidagilarni e'tiborga olishlari kerak:

• Ish beruvchilar faqat ish beruvchiga murojaat qiluvchining sudlanganligi to'g'risida so'rashlari kerak.^[185]
• Ishga da'vogarlarga jinoyatchilik tarixi bilan irqiga yoki milliy kelib chiqishiga qarab turlicha munosabatda bo'lish muomalada bo'lmaslik majburiyatidir.^[186] Turli xil muomala qasddan kamsitish deb ta'riflanadi^[187] Agar ish beruvchilar intervyu jarayonida jinoiy javobgarlikka tortilganligi to'g'risida so'rasalar, intervyu oluvchi nafaqat so'ralgan jinsi, irqi yoki milliy kelib chiqishi bo'yicha suhbatdoshlardan, balki barcha suhbatdoshlaridan so'rashi shart.
• Jinoiy ishi bo'lgan arizachilarni chiqarib tashlash VII sarlavha ostida himoyalangan shaxslar guruhlarini haddan tashqari chiqarib tashlashi mumkin^[188] bu turli xil ta'sir majburiyati.^[186] Alohida ta'sir, beixtiyor kamsitish deb ta'riflanadi.^[189]
• Ba'zi shtatlarda hibsga olish va sudlanganlik to'g'risidagi yozuvlarni ishga qabul qilishda qanday foydalanish mumkinligi va ish beruvchilar jinoiy yozuvlar to'g'risida ma'lumot olishlari mumkinligi to'g'risida turli xil qonunlar mavjud.^[185]

Abituriyentlarning jinoiy tarixlari haqida gapirishlari yoki yo'qligini tekshirish uchun juda ko'p tadqiqotlar o'tkazilmagan bo'lsa-da, 2012 yilgi tadqiqot^[190] agar ariza beruvchi ish beruvchi bilan yuzma-yuz aloqa qilsa va ish bilan bog'liq bilimlarini muhokama qilishga tayyor va tayyor bo'lsa, ish beruvchilar jinoiy sudga ega bo'lgan odamni yollashlari ehtimoli ko'proq ekanligini aniqladilar. Abituriyentlar, shuningdek, suhbat davomida adliya tizimidagi tajribalarini o'rganganliklari va ularni qanday qilib qayta tiklashganliklari haqida suhbatlashsalar, ishga qabul qilish imkoniyatlarini oshirdilar. Ushbu tadqiqot shuni ko'rsatdiki, ish beruvchilar jinoiy ishlarini oldindan ochib bergan va o'z xatti-harakatlari uchun javobgarlikni o'z zimmalariga olishga tayyor bo'lgan abituriyentlarni afzal ko'rishadi.^[190]

Qutini taqiqlang bu jinoyat tarixi haqidagi savolni ishdan bo'shatish to'g'risidagi arizalardan olib tashlash, bu jinoyat tarixi bo'lgan odamlarga ish tanlash jarayonida oqilona imkoniyat berish imkoniyati sifatida. Ariza beruvchilar bilan jinoiy tarixlarini oshkor qilishdan oldin ular bilan suhbat o'tkazishga ruxsat berib, ushbu aksiya ish joylarida jinoiy tarixga ega bo'lgan abituriyentlar sonini ko'paytirishga qaratilgan.^[191] Kampaniya tanlovni yollash bosqichidagi diskriminatsiya jinoiy javobgarlikka tortilgan odamlarning ish topishini qanchalik qiyinlashtirayotganiga qaratilgan. Ishga ega bo'lmaslik jinoiy tarixga ega odamlarning oilasini boqishlarini qiyinlashtiradi va ishning etishmasligi odamning takroran jinoyat sodir etish ehtimoli oshishiga olib kelishi mumkin.^[192]

Ariza beruvchining boshqa kamsitilishi: vazn va homiladorlik

Suhbat davomida kam vaznli (ozib qolguncha), ortiqcha vazn yoki semirib ketgan ish izlovchilar kamsitilishlarga duch kelishlari mumkin.^[193][194] Ortiqcha vaznli va semirib ketgan odamlarning salbiy munosabati og'irlikni boshqarish mumkin va o'z vaznini boshqara olmaydiganlar dangasa, g'ayratli va o'z-o'zini tarbiyalash qobiliyatiga ega emasligiga ishonishdan kelib chiqishi mumkin.^[195][196] Kam vaznli shaxslar tashqi ko'rinishga bog'liq salbiy davolanishga ham duch kelishi mumkin.^[194] Kam vaznli, ortiqcha vaznli va semirib ketgan abituriyentlar AQShning amaldagi qonunlari bilan kamsitilishdan himoyalanmagan.^[193] Shu bilan birga, morbidlik bilan semirib ketgan va semirishi fiziologik buzuqlik tufayli yuzaga kelgan ayrim shaxslar amerikaliklarning nogironlik to'g'risidagi qonuni asosida kamsitilishdan himoyalanishi mumkin.^[197]

1978 yildagi homiladorlikni kamsitish to'g'risidagi qonunga binoan homilador abituriyentlarga nisbatan diskriminatsiya noqonuniy hisoblanadi, u homiladorlikni vaqtinchalik nogironlik deb hisoblaydi va ish beruvchilardan homilador abituriyentlarga boshqa barcha murojaat etuvchilar bilan bir xil munosabatda bo'lishni talab qiladi.^[198] Shunga qaramay, homilador abituriyentlarga nisbatan kamsitish AQShda ham, xalqaro miqyosda ham davom etmoqda.^[198][199] Tadqiqotlar shuni ko'rsatadiki, homilador bo'lmagan abituriyentlar homilador bo'lmaganlar bilan taqqoslaganda, yollash uchun kamroq tavsiya etiladi.^[200][201] Suhbatdoshlar homilador bo'lmagan abituriyentlar homilador bo'lmagan abituriyentlarga qaraganda ish joylarini qoldirib ketishlari va hatto ishdan ketishlari ehtimoli ko'proq ekanligidan xavotirda edilar.^[201] Homilador abituriyentlarga nisbatan mumkin bo'lgan kamsitishni kamaytirishni istagan tashkilotlar tuzilgan intervyular o'tkazishni o'ylashlari kerak, ammo ba'zi bir nazariy ishlar shuni ko'rsatadiki, intervyu beruvchilar hattoki ushbu turdagi intervyularda ham noaniqlik ko'rsatishlari mumkin.^[200][202]

Ish beruvchilar Facebook va LinkedIn kabi ijtimoiy tarmoq saytlaridan ish izlovchilar haqida qo'shimcha ma'lumot olish uchun foydalanmoqdalar.^{[203][204][205]} Ushbu saytlar rezyume ma'lumotlarini tekshirish uchun foydali bo'lishi mumkin bo'lsa-da, rasmlari bo'lgan profillar, shuningdek, murojaat etuvchi haqida ko'proq ma'lumot, shu jumladan, murojaat etuvchining vazni va homiladorligi bilan bog'liq masalalarni ochib berishi mumkin.^[206] Ba'zi ish beruvchilar, shuningdek, ish joyidagi potentsial nomzodlardan ijtimoiy tarmoqqa kirishlari haqida so'rashmoqda, bu ko'plab shaxsiy xavfsizlik itlari va nazorat organlarini tashvishga solmoqda.^[207]

Ushbu maqolada ish beruvchilarni kamsitilishining ba'zi masalalari muhokama qilingan bo'lsa-da, ish joyida kamsitishning bu erda aytib o'tilganidan ancha ko'p turlari va omillari bo'lishi mumkin. Ish joyidagi kamsitilishning eng keng tarqalgan turlari bu etnik va jinsi / jinsiy yo'nalishdagi kamsitishdir. AQShda Marianne Bertran va Sendil Mullaynatan tomonidan o'tkazilgan eksperimentda "oq taniqli ismlar bilan ish izlovchilar intervyu uchun afro-amerikaliklarga o'xshash ismlarga qaraganda 50 foiz ko'proq qo'ng'iroq qilishganligi" qayd etildi. ^[208] Bu shuni ko'rsatadiki, odamlarning ismlari kabi sodda narsa, ular ish bilan suhbatlashish imkoniyatiga ega bo'lmasliklari yoki sabab bo'lmasligi mumkin.

Ushbu maqolaga qo'shilishi kerak bo'lgan yana bir eslatma - ish joyidagi / ishdagi suhbatdagi kamsitish insonning sog'lig'i va farovonligiga qanday ta'sir qilishi mumkinligi haqidagi g'oyadir. Qaysi sohada bo'lmasin, ish izlamoqchi bo'lgan odam, ularga nisbatan qanday diskriminatsiya qo'llanilishi mumkinligi sababli yaxshi nomzod bo'ladimi yoki yo'qmi, deb tashvishlanmasligi kerak. "Sezilgan kamsitish shaxsga katta stressni keltirib chiqarishi mumkin" ^[209] bu o'z navbatida odamga ish / ish bilan suhbatlashishni qiyinlashtirishi mumkin.

O'zaro madaniy masalalar

Sharq va G'arb madaniyati, intervyular va konstruktsiyalar intervyu tomonidan baholanganligi dunyo bo'ylab turlicha ekanligi aniqlandi. Masalan, Amerika Qo'shma Shtatlarining (AQSh) Kanadaga o'tkazgan tadqiqotlari har bir mamlakatda o'rtacha kelishuv darajasida ziddiyatli natijalarni topdi.^[210] Odamlar o'zlarining kelishuv darajasi to'g'risida xabar berishda ijtimoiy taqqoslashni qo'llashadi.^[210] Kanadaliklar ko'proq rozi bo'lishlari mumkin bo'lsa ham, ular AQShdan kelganlarga o'xshash ball to'plashlari mumkin.^[210] Ijtimoiy taqqoslash omil bo'lgan vaziyatlarda, halol javob kam yoki ortiqcha baholashga olib kelishi mumkin.

Ushbu madaniy farqlar tufayli ko'plab korxonalar kadrlar tayyorlashga madaniyatlararo ta'limni qo'shmoqdalar.^[211][212] Madaniyatlararo mashg'ulotning maqsadi - boshqa madaniyat vakillariga moslashish va ularni baholash qobiliyatini oshirish. Ushbu trening madaniy omillar mavjud bo'lgan tanlov sharoitida kimni yollashi to'g'risida qaror qabul qilish uchun ish bilan suhbatdan foydalanish jarayonini ta'minlashning birinchi bosqichidir.

Ish bilan suhbatda madaniy farqlardan biri abituriyentlar kutadigan va berilishini kutmagan savollar turidir.^[213] AQShdan tashqaridagi intervyu beruvchilar ko'pincha oila, oilaviy ahvol va bolalar haqida so'rashadi.^[213] Ushbu turdagi savollarga, odatda, AQShning ish to'g'risidagi qonunlari ruxsat bermaydi, ammo boshqa mamlakatlarda qabul qilinadi. Abituriyentlar intervyu beruvchilarning o'z madaniyatlariga mos bo'lmagan yoki mos bo'lmagan savollari bilan hayron bo'lishlari mumkin. Masalan, Belgiya va Rossiyada intervyu beruvchilar abituriyentning shaxsiy qadriyatlari, fikrlari va e'tiqodlari to'g'risida so'rashlari ehtimoldan yiroq emas.^[213] Shunday qilib, abituriyentlardan o'zlarining qadriyatlari to'g'risida so'rab turadigan AQSh intervyu beruvchilari AQShdan bo'lmagan abituriyentlarni bezovta qilishi yoki ular tayyor emasligi sabablarini noto'g'ri talqin qilishlari mumkin.

Yana bir farq shundaki, umumiy konstruktsiyalar, hattoki madaniyatlar bo'yicha umumlashtiradigan, turli mamlakatlar va madaniyatlar bo'yicha bashorat qilish. Masalan, yuqori darajadagi ko'rinadiganlar Muvofiqlik Evropa ish joylarida ishda kamroq ishlay oladi.^[211] Ammo AQSh yoki Yaponiyada kelishuv darajasi yuqori bo'lganlar xuddi shu mezonlarga muvofiq ishda yaxshiroq ishlashadi.^[211] Ba'zi hollarda, ayrim mamlakatlarda kimning ishi yaxshi bo'lishini bashorat qiladigan tuzilgan xulq-atvorni ta'riflash intervyu (BDI), intervyu ballaridan boshlab, qaysi abituriyentlarni boshqa mamlakatlarga yollashi to'g'risida aniq ma'lumot berolmaydi.^[211]

Uslubiy noaniqliklar

Yomonlikni tuzing

Madaniyatlararo tafovutlarning ish samaradorligini bashorat qilishga urinishlarimiz natijalarini buzishi mumkin bo'lgan bir necha usullar mavjud.^[214] Xatolarning birinchi manbai bu konstruktivlik tarafkashligi, agar u mavjud bo'lsa, boshqa madaniyat vakillari tomonidan boshqacha ko'rib chiqilishi ehtimoli. Bu sodir bo'lishi mumkin bo'lgan usullardan biri, agar odamning ushbu tuzilishga mos keladigan xatti-harakatlari turli madaniyatlarda turlicha ko'rib chiqilsa. Bundan tashqari, ushbu qurilish hatto ularning mamlakatlarida mavjud bo'lishi mumkin. Masalan, ko'p o'lchovli ish axloqiy profil (MWEP) ko'plab mamlakatlarda ishlash uchun namoyish etilgan miqyosdir.^{[215][216][217]} Biroq, Xitoyda MWEP kontseptsiyasi / o'lchovi boshqa mamlakatlar bilan yomon ekvivalentlikka ega ekanligi va Konfutsiyning bo'sh vaqtsiz mehnatsevarlik kontseptsiyasi tufayli madaniy jihatdan noo'rin baho bo'lishi mumkinligi ko'rsatilgan.^[218] Tadqiqotlar shuni ko'rsatdiki, o'rnatilgan madaniyatlararo tuzilmalar darajasidagi farqlar Madaniyatning zichligi Besh omil modeli shaxsiy xususiyatlarining ta'sirini oshirish yoki kamaytirish.^[219] Qattiq madaniyatlar kuchli ijtimoiy me'yorlarga ega va bu me'yorlardan chetga chiqadigan xatti-harakatlarga nisbatan past bag'rikenglik bilan ajralib turadi va bo'shashgan madaniyatlar zaif me'yorlar va og'ish uchun yuqori bag'rikenglik bilan aksincha.^[220] Qattiq madaniyatga ega bo'lgan intervyu beruvchi o'zini tuta olmaydigan madaniyatli suhbatdoshning odatdagi xatti-harakatlarini odatiy bo'lishiga qaramay, yomon axloqiy belgining alomatlari deb bilishi mumkin. Shunday qilib, intervyu oluvchi va suhbatdoshning o'z mamlakatlaridagi mahkamligi va erkinligi o'rtasidagi tafovutlar uslubni xolisligini keltirib chiqarishi mumkin, bu suhbatdoshning suhbatdoshning javoblari va xatti-harakatlarini baholashiga salbiy ta'sir ko'rsatishi mumkin. Birinchi konstruktsiyaning tanqisligi turli madaniyatlardan bo'lgan odamlar guruhlarini taqqoslash va haqiqiy farqlar aniqlanganligini taqqoslash bilan o'lchanishi kerak. Keyin ushbu farqlar to'g'risidagi ma'lumotlar konstruktsiyani boshqa madaniyatdagi odamlarda o'lchash uchun mo'ljallangan narsalarni o'lchashga imkon berish uchun zarur bo'lgan tuzatishlarni kiritish uchun ishlatilishi mumkin.

Usulning noto'g'riligi

Javobning noto'g'ri tomoni bu konstruktsiyalarni o'lchashimiz va natijalarni sharhlashimizga ta'sir ko'rsatadigan yana bir madaniyatlararo farqdir.^[221] Ijtimoiy maqsadga muvofiqlik bu yolg'on bo'lsa ham, ijtimoiy jihatdan maqbul javobni berish tendentsiyasidir, chunki biz yaxshi ko'rinishni xohlaymiz. Ijtimoiy jihatdan maqbul, ammo qisman yoki umuman yolg'on javoblarni berish intervyu natijalarini oshirishi mumkin.^[222] Ijtimoiy jihatdan maqbul bo'lgan javoblarning sodda misollaridan biri - ijobiy ma'noga ega bo'lgan barcha savollarga rozi bo'lish tendentsiyasidir.^[222] Odamlar bir qator variantlarning o'ta yuqori va past qismida javoblarga nisbatan har xil munosabatni ko'rsatishlari aniqlandi (o'ta rozi yoki o'ta rozi emas).^[222] Ba'zi hollarda, turli madaniyatlardan bo'lgan odamlar so'zni (atama, tushuncha, kontekst) yoki savolning bir turini yaxshi bilmasliklari mumkin.^[222] Boshqa tadqiqot tadqiqotlari shuni ko'rsatdiki, o'z-o'zini va boshqa vijdonli hisobotlarni madaniyatlar bo'yicha kutilgan ish yuritish bilan aloqasi yo'q, bu AQShdagi eng bashoratli konstruktsiyalardan biri AQSh madaniyatining boshqa madaniyat turlarida mavjud bo'lmasligi mumkin bo'lgan jihatlar bilan bog'liqligini ko'rsatdi. .^[210]

Masalan, G'arbda talabnoma beruvchilar tafsilotlarni yo'q qilishni va katta masalaga e'tibor berishni ma'qul ko'rishadi, individual elementlardan boshlab keyin butunga qarab har tomonlama baholashga intilishadi.^[223] Yaponiyada respondent javob berishda umumiylikdan o'ziga xos tomonga o'tib, muammoni taqsimlashni va uni parcha-parcha tahlil qilishni afzal ko'radi. Xuddi shu tarzda, individualist va kollektivistik madaniyatlar o'rtasida ular tanlagan javob turlarida farqlar mavjud. Bir qator variantlar berilganida, individualistlar boshqalar bilan to'g'ridan-to'g'ri muloqotni o'z ichiga oladigan vazifaga yo'naltirilgan variantni tanlashga intilishadi.^[223] Shunga qaramay, kollektivchilar guruhning hamjihatligi va boshqalar uchun yuzni himoya qilish yoki saqlashni muhimroq deb biladigan variantni tanlaydilar.^[223] Ushbu farqlar intervyu beruvchilar abituriyentning intervyuda qanday ishlashini baholashi yoki baholashi bilan metodlarning noto'g'ri tomonlarini keltirib chiqarishi mumkin. Shuning uchun bir madaniyatdagi eng yaxshi javob boshqa joylarda qanday qilib eng yaxshi emasligini qanday va nima uchun tushunish muhimdir. Hatto butunlay noto'g'ri bo'lishi mumkin.

Mahsulot noaniqligi

Suhbatdagi haqiqiy narsalar yoki savollar tomonidan kiritilgan narsalarning tanqidiy tomoni ham mavjud. Elementlarning yomon tarjimasi muammo bo'lishi mumkin.^[214] Bu xuddi shu narsani boshqa tilga noto'g'ri tarjima qilgan bo'lishi mumkin, masalan ingliz va ispan tillarida gaplashadigan xodimlarni yollaydigan tashkilotda. Yoki biron bir narsaning so'zlarini tushunmaydigan odamda bo'lishi mumkin, chunki ular o'sha mamlakat tilida emas. Ikkala madaniyatda turli xil ma'noga ega bo'lganligi sababli, biron bir narsaning so'zlari, turli xil xususiyatlarni o'lchashga olib kelishi mumkin.

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