conception on work and professional duties, traits of will and personality,
interests, aspirations, and initiatives.- Relate events and do not enumerate qualities. Instead of saying “I have
perseverance and initiative, etc.“ recount relevant experiences for the traits
you wish to prove. Such stories may end with the remark: “it can be said that
I was perseverant and I had initiative”, etc.; you will thus be convincing and
modest. - Do not hesitate to present your passions, professional goals and aspirations,
proving that you think in perspective. - Select a well-known company, and imagine you wish to apply for a position.
For the pre-interview stage, prepare a list of all the information you might
find on the company (use all sources available).
Method evaluation
In career counselling, interviews are the cornerstone of the methodological process begun
by counsellors. In this framework it is estimated that over 50% of the time is destined to
interview-type activities (structured / semi-structured / unstructured). Interviews are also
the most widespread selection and promotion method in an organization. The value of the
method is confirmed historically and practically – it is impossible to imagine another
instrument capable of replacing an interview in the process of counselling and guidance.
Moreover, interviews encourage the active attitude of a client who thus follows the
strategy suggested by the counsellor and is responsive to signals – especially non-verbal –
emitted by the interviewer.
The literature mentions a series of weaknesses of the interview as a method of gathering
information in counselling, elements which are especially evident if the counsellor is
unprepared, inexperienced or works without supervision:
- interviews have poor prediction power regarding the subsequent performance
of the client; - interviewers only focus on a few aspects of the client’s past experience (2-3
competences); - interviews are intuitive, and highly subjective (it can happen that various
counsellors formulate significantly divergent conclusions even if following
the same interviewing protocol); subjectivity is reduced with the counsellor’s
experience and the structuring of the method.