Do the Preparation task first. Then watch the video. Next go to Task and do the activity. If you need help, you can read the transcript at any time.
We suggest you do the vocabulary activity below before you watch . Then watch the video and do the first task to check your understanding. You can read the transcript at any stage if you want. Finally, have a look at Task 2, which contains some business notes.
In the third episode, Marcia Boardman, the HR manager at WebWare, outlines to
the 2 candidates the interview format. There are several possible interview
Structured Interview - Competencies
The employer identifies the competencies (skills, abilities and experience)
required for the role. They design the questions to test whether the
candidate has these competencies. The questions are often phrased, "tell us
about a time when...".
Behavioural job interview (situational job interview)
Behavioural interviews are trying to find out how you would act in certain
situations. The interviewer wants to be able to predict how you would behave
in the role, if they recruited you. So they ask hypothetical questions.
These might be about a time in your past, or asking you to imagine yourself
in a future situation.
Panel Job Interview
Sometimes employers want candidates to be seen by a number of managers or
peer-workers. A panel interview simply means a candidate meets multiple
interviewers at once. They may play the "Good cop / Bad cop" routine, where
one of them is aggressive and another sympathetic, to see how you perform
Technical Job Interview
This usually refers to a "hands-on" interview. For example, an engineer
might be expected to do some analysis of an engineering problem; a market
researcher might be asked to analyse some data; a sales person might be
expected to make a mock sales call. This type of interview is designed to
predict how you would perform in the role.
MB: Hi, I'm Marcia Boardman, I'm calling from WebWare.
DW: Oh hi, Marcia. Great to hear from you.
MB: You'll have already been told you've been shortlisted for interview...
ST: Oh... yes... great... hello? Can you hear me?
MB: Yes... Is it OK if I call you now? Would you like me to call you back
ST: Erm, no, no, no, that's OK...
MB: Good - well we're very excited about meeting you. OK, I just want to
talk you through the procedure for the day. Someone will meet you when you
arrive, reimburse you for any travel expenses you may have, and then bring
you up to meet myself and Philip Hart, the CEO.
DW: OK, sounds good. So will you be the only members of the interview panel
MB: Yes, it'll be just me and Philip who will talk to you. The interview
will be in three parts - first of all we'll ask you some general questions
about yourself and your educational and professional background, then we'll
move on to specifics.
ST: Oh, er, specifics? Well er, what kind of questions will you be asking?
MB: Well, it'll be very similar to the personal statement you submitted with
your CV - we'll be expecting you to to give actual examples of problems
you've faced and solved, and of what you feel are the major successes in
your career so far.
DW: OK, well yeah, that sounds great - can't wait!
MB: Then there'll be a chance for you to ask us any questions - about the
job itself, or WebWare in general...
ST: Oh, erm, OK... I'll think of something!
MB: After that, we'd like you to give a short presentation on how you see
WebWare as a company progressing, and how you see yourself taking us there.
DW: OK so will I be expected to give like a formal style presentation?
MB: It can be as formal or informal as you like. There'll be a flipchart and
a data projector there available. If you need anything else, just let us
ST: Oh, erm OK, a presentation! I'll think of something. I haven't done one
of those in a while...
MB: Is that all clear? Great, so, Daniel, I'll see you at 11am, a week
DW: OK, great, I look forward to meeting you! Thanks, bye.
MB: OK, so, Sarah, we'll be seeing you at 1pm, a week tomorrow. Best of
ST: Oh, thanks... I'll need it...