2000 words on why I want the job!

monalysa

I filled in an application like that, had to answer about six different questions about my analytical skills, IT skills, understanding of Equality and diversity etc. I think the word count for each was 3000 max or maybe it was 2000, but I only typed in about 500 to 750 words for each and I was invited for interview plus I got the job. At the interview I was still asked the same questions and I supplied the same answers. I agree that most people would be put off appying so you will have more of a chance if you do apply and no matter how short your answers are, just try to put in as much detail about your suitability for the role. Good luck and let us know what happens.

paulsad

Mind boggling the interview tricks and techniques used today; many from USA I would think...I've just completed an interview in three stages - online; comprising many questions; a personality test; 3 types of timed mathematical tests...followed by a lengthy telephone interview with tricky memory stage...then finally, a face to face 2 hour interview (50 miles away) with a technical aptitude exam...phew! I might add that all the revision I did was of little help most of the anticipated questions didn't happen nor did I get much chance to give any of my prepared(ish) answers.
Mostly it went ok I think; well I did all I could!
Now awaiting the result any time now I'd hope! Would I do it again? No I don't think so at my age - the only reason for going through the above was for me anyway that this was the perfect job to suit my skillset...
I'll have to stick to my mundane factory job for the time being if I don't get it.
I suppose my advice then is it's worth the effort IF the job you are after is one you'd really like.

KiKi

deedee71 wrote: »

Well I submitted the application. There were 9 core competencies to tailor the application to. Apparently if you meet 5 of the 9 your application will be considered.

Best of luck! Let us know how you get on.

KiKi

KiKi

paulsad wrote: »

Mind boggling the interview tricks and techniques used today; many from USA I would think

Where on earth do you get that idea?! Most 'best' practice is taken from extensive research on assessment and predictive techniques here in the UK, as it suits UK culture.

Most best practice recruitment techniques are very good - as reliable and valid as they can be (nothing is ever 100% reliable, after all).

The 'problem' with most interview and recruitment techniques - in my own humble opinion - is that many HR people or 'specialists' don't know how to use them properly or, more to the point, do them for the sake of it without actually thinking about whether or not that technique is suitable for the role, company or the applicants.

For example, someone goes for a customer service role, and is asked to do a psychometric test such as Wave - which would have absolutely no relevance to that role at all. And so the applicant comes away thinking it's a stupid technique, when actually it's a very good test but a stupid choice for the job.

And another downfall is management or HR recruiting on the basis of psychometric tests alone which should *never* be done. They are a good filter and addition to other techniques but shouldn't be the only reason for recruiting or not.

KiKi

deedee71

Well it's came as no surprise that my application got nowhere.....ah well, onwards and upwards.