Non verbal behaviour in interviews

hi there!

Recently I read an article related to non verbal behaviour exhibited during interviews... I found it so interesting and relevant that i thought about posting certain excerpts of it here. Hope you would enjoy !

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The applicant’s nonverbal behavior can also have a surprisingly large impact on his or her rating. In one study, 52 HR specialists watched videotaped job interviews in which the applicants’ verbal content was identical, but their nonverbal behavior differed markedly. Researchers told those in one group to exhibit minimal eye contact, a low energy level, and low voice modulation. Those in a second group demonstrated the opposite behavior of the 26 personnel specialists who saw the high-eye-contact, high energy level candidates, 23 would have invited him or her for a second interview. None who saw the low-eye-contact, low-energy-level candidate would have recommended a second interview. It certainly seems to pay for interviewees to “look alive”

In another study, interviewers listened to audio interviews and watched video interviews. Vocal cues (such as the interviewee’s pitch, speech rates, and pauses) and visual cues (such as physical attractiveness, smile and body orientations) correlated with the evaluator’s judgment of whether or not the interviewees could be liked and trusted and where credible.

Why are the candidates’ nonverbal behaviors so important? Perhaps because, accurately or not, interviewers infer the interviewee’s personality from the way he or she acts in the interview. In one study, 99 graduating college seniors completed questionnaires both before and after their job interviews; the questionnaires included measures of personality among other things. They then reported their success in generating follow-up job interviews and job offers.
The interviewee’s personality, particularly his or her level of extraversion had a pronounced influence on whether or not he or she received follow up interviews and job offers. In part, this seems to be because interviewers draw inferences about the applicant’s personality based on the applicant’s behavior during the interview. Extraverted applicants seem particularly prone to self-promotion, and self-promotion is strongly related to the interviewer’s perceptions of candidate job fit.

Of course, clever interviewers take advantages of this, by managing the impressions they present. One study found some used ingratiation to persuade interviewers to like them, for instance by praising them or appearing to agree with their opinions. Others used self-promotion tactics for instance by making complimentary comments about their own accomplishments.

It’s true that applicant behaviors that seem to reflect extraversion and conscientiousness probably do translate into higher ratings, it’s not clear that clear those such findings always apply in real world settings. The problem is that much of the interviewing research uses students as raters and hypothetical jobs, so it’s not clear that we can apply the findings to the real world. For example, “In operational settings, where actual jobs are at stake, faking or socially desirable responding may be more likely to distort personality measurement and obscure relationships.

Interviewer Behavior:
The interviewer’s behavior also has an effect on the interviewee’s performance and rating. For example, some interviews inadvertently telegraph the expected answers, as in: This job calls for handling a lot of stress. You can do that can’t you? Telegraphing isn’t always so obvious. For example, subtle cues (like a smile or nod) can telegraph the desired answer. Some interviewers talk so much applicants have no time to answer questions. At the other extreme, some interviewers let the applicant dominate the interview, and so don’t ask all their questions. Neither is a good situation. Similarly when interviewers have favorable pre-interview impressions of the applicant, they tend to act more positively toward that person (smiling more, for instance), possibly because they want to increase the chance that the applicant will accept the job.

Other interviewers play district attorney or psychologists. It’s smart to be alert for inconsistencies, but uncivil to play “gotcha” by gleefully pouncing on them. Some interviewers play amateur psychologists, unprofessionally probing for hidden meanings in everything the applicants say.
The demographic similarity between interviewers and applicants may also have a small effect on how interviewers rate applicants. For example, a perceived similarity in attitudes may influence how the interviewer rates the applicant’s competence. —

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regs
CV

WINNING IN GROUP DISCUSSIONS

Group Discussions (GD) are conducted by many companies as part of their recruitment and in fact one of the most important tool for elimination of a major number of candidates, thus narrowing their selection procedure.

Thus, it has immerged as a very important technique in campus recruitments where a large number of students participate for a single vacancy. Not just campus recruitments, GDs are infact a part of our day to day life. We may have a group discussion in our social life, official life and even in our family life .In all these areas, we can be effective only if we are able to express what we want to , in the right way. For this, you need to hone your GD skills.

GD skills become more relevant in case of campus recruitments for jobs. Here you are actually competing amongst your own classmates and how you perform in this process actually decides your selection or rejection. I know this aspect sends an electric shock across your nerves and you start shivering, right?

Well, friends, the happiest fact is that GD skills can be actually learnt! And that learning can occur only through continuous practice and self effort, of course along with a right mentor or trainer who can help you correct your mistakes at the right points!

Remember that GD is considered as an elimination tool and not as a selection tool:- this means , only if you perform well , you will be selected into the next round .So it actually means –Do or Die ! You may or may not get a second chance to prove your mettle .So make the best use of it now.

In a GD, the judges actually make stages of elimination based on the following aspects

· Whether the candidate is speaking or not – whether the candidate actually speaks up or remains silent – assessing the communication skills
· If speaking –what is he speaking about ? Is it relevant and to the topic? and his /her knowledge level in this topic –assessing the knowledge
· The way he communicates it – the body language , attitude and interest shown by the candidate- assessing the behavior and interpersonal styles, leadership styles.
So , only if the judges are convinced that you are good at all the above three aspects , you will get selected

TIPS to become winners in GD everytime and anytime!

Before taking part in a GD

Keep yourself updated on latest news, happenings, and general knowledge, read the daily newspaper.
Discuss amongst your friends about the day’s important news and facts
Dress for the occasion .Be professional and appear confident
Carry a notepad and pen
Relax and envision yourself as being successful

While Taking part in a GD

When you are speaking for the first time in the group , introduce yourself by giving your name and the institution you are representing
Speak to the group and not looking at the invigilators.
Smile and be confident
Ensure you have proper body language
i. lean forward and show interest
ii. avoid unnecessary facial expressions and gesture
iii. use hand gestures carefully
iv. Do not stand up or make aggressive moves towards the others until the GD is over.

Make note of the points discussed when the other person is speaking and then give your viewpoints rather than disrupting when the other person is speaking
Speak loudly and clearly so that each member can listen to you.
Do not shout or become aggressive towards the other members
See that you do not go astray from the topic
If the invigilators give any special instructions, follow it carefully.
If you are following a “round robin” method, follow it rather than jumping the queue
If you have any objection to any point , handle it carefully
Obey the instructions of the leader (if any)

Concluding the GD
The GD should be concluded by one or two members of the group. (in some cases, the recruiters may ask one person to come forward and make a presentation on the same)
All the major points and viewpoints discussed in the GD can be given as a conclusion (it is for this , that the written points will be helpful)
Even though you may sometimes feel that, you have not completed your discussions, it is ideal that you do not continue your discussion once the invigilator asks you to stop your discussion.

After the GD
After the GD ,thank each member for their participation and shake hands with them and leave the room
Do not continue your discussion outside and lead to arguments
Maintain your professionalism and wait for further instructions from the recruiters

Selection or Rejection

If you follow the above points, you can get through the GD in most of the cases. As I said earlier, the ultimate objective of conducting a GD is to know the communication skills and to a certain extent the interpersonal skills of the participant. So, if you are successful in communicating well , you are sure to pass this test.
But in case, you are being rejected, don’t feel upset. Take it as a learning opportunity, analyse your mistakes and make corrections for future. Moreover, GD skills can be learnt and polished by continuous rigorous practice only. Make a support group of your friends who are interested in GDs (include one or two successful members also) and conduct GDs regularly. After the GD, discuss each others plus and minus points. Give and get feedback immediately after each performance. Keep trying until you succeed!

All the very best for your success!




© CV, Nov, 2007 cvadhana@gmail.com