| It's becoming increasingly common to have a second | | | | which follow will examine the qualifications of |
| job interview these days and sometimes even a third | | | | applicants in more depth, with the following areas being |
| or fourth! | | | | assessed. |
| Since it can be very costly to train new hires, | | | | • Intellectual capacity - the intelligence of the |
| companies want to prevent wasting money on | | | | applicant will be evaluated, generally by using aptitude |
| employees who are less than suitable for the position. | | | | tests which are relevant to the position. |
| They prefer taking more time in the selection process | | | | • Personality or psychological summary - This is |
| than hiring the wrong person! | | | | meant to assess the professionalism and suitability of |
| Many companies will put prospective employees | | | | the applicant for the position. |
| through as many as three interviews routinely, reducing | | | | • Motivation - the determination of the candidate |
| the number of applicants in each round, down to as | | | | needs to be evaluated. |
| few as two or three jobseekers for the final round of | | | | • Management ability - this is to determine the |
| interviews. | | | | capabilities of the candidate to cope with the workload |
| For government positions, this may be far more | | | | of other employees and their ability to delegate. |
| complex, consisting of as many as 7 interviews! | | | | These are the criteria which will you will usually be |
| The first round will be a very typical sort of interview. | | | | evaluated on in multiple interviews. Fortunately, you can |
| Applicants who do not meet the criteria of the | | | | prepare for most of these ahead of time. |
| employer will not being asked back for the second job | | | | We can show you how to prepare for your second |
| interview. | | | | job interview. |
| The second round of interviews and all interviews | | | | |