Additionally, classical styles are always a good choice, and never assume that more is better in the realm of clothing, jewelry, makeup, cologne, etc." (Crampton 2005, pp
40). "Research has shown that there is a significant correlation between the clothing one wears and the respective interviewer's decision to hire" (Forsythe 1990, pp
41). Room must be large enough to accommodate students in an area of observation as well as provide adequate space for a "mock office" in which sample interviews can be held during the training session Easily accessible toilet facilities (Grumbine 2010, pp
369) Adequate temperature (Grumbine 2010, pp.369) Access to electricity throughout the room in the case of trainee-usage of laptops or other personal technological items Layout Table at the front of room for trainer that will further be utilized for "mock interview" during session to aid in the utilization of skills (Harrison 2011, pp
"The most common advice image consultants give in terms of clothing is to learn what is acceptable in your field or job and dress accordingly. For example, at IBM for years, there was an unwritten dress code: a dark suit, blue or gray (generally pin-striped) and a long-sleeved white shirt" (Ilaw, 1988, pp
better understand the contents of a professional wardrobe 3. best express an air of personality and professionalism through job interview attire Location Handicap-accessible room as per Australian educational guidelines (McCallum 2006, pp
1579). "The way we dress has a major impact on the people we meet professionally or socially; it communicates a great deal about our competence, in turn greatly affecting how others treat us in the business environment" (Molloy 1975, pp
24). Equipment Projector Screen Laptop Writing Materials Pictures Questionnaires Sample Outfit for Men Sample Outfit for Women Materials Copy of power-point presentation with notes sections Pens/Pencils Sample pictures portraying inappropriate and appropriate interview attire Questionnaires regarding general beliefs about personal appearance and job acquisition to be distributed at the beginning of training session Special Actions before Session Trainees should be encouraged to attend training session in attire compatible with what each trainee would respectively wear to a formal job interview Participant level should be kept at a number between 10-15 to ensure full participation in the training session and the ability for questions and comments to be posed after material presentation without significant time constraint Course Design This training session has been set in place for adult job seekers, so it is important that the trainer: Provide the information necessary in a manner that is easy to follow during the training session and easily applicable to everyday use Provide the necessary resources and statistics applicable to the noted relationship between physical appearance, interview success and job acquisition (Morgan 2011, pp
For instance, wearing excessive jewelry, makeup or inappropriate or skimpy clothing will get interviewees noticed but not hired. One needs to both dress and speak for success" (Stuart 2008, pp
369) Access to electricity throughout the room in the case of trainee-usage of laptops or other personal technological items Layout Table at the front of room for trainer that will further be utilized for "mock interview" during session to aid in the utilization of skills (Harrison 2011, pp.58) Set of two chairs facing training table for interviewees to sit in during "mock interview" session Desks or chairs set up in a semi-circle around the training desk for better visualization and participation from trainees during the session (Wright 2011, pp
Since the 1990's there has also been a greater emphasis placed on ethical behavior as it pertains to women and minorities. As it pertains to women, laws prohibiting sexism have been better enforced and women do not have to endure some of the sexism that their mothers confronted in earlier decades when interviewed (Bragger et al
In many ways these two movements had a profound effect on employment interview ethics; however, these effects were not realized right away. For the most part during the 1950's and 1960's employment interview ethics were not as prominent an issue as it is today (Buzzanell, 1999)
3% said their use was infrequent and 7.4% called it standard practice (Palak, 2006)
The purpose of this discussion is to examine how employment interviews have changed ethically since the 1950's until today. Employment Interview Ethics Anyone who has ever applied to a job position knows just how important an interview is in determining whether or not they acquire a position with the company or organization (Ilkka, 1995)
, 2002). Organizations have begun to understand the importance of having women in their ranks and the valuable role they play (Kinser, 2002)
According to Kulik (2004) Interviewers make up their minds about an applicant's suitability very quickly. In one often-cited study, a researcher concluded that interviewers made their decisions within the first 3 to 4 minutes of the job interview! That 3- to 4-minute estimate is probably extreme, but recent research finds that interviewers express confidence that they have made a final decision 15 to 16 minutes into the interview (Kulik, 2004, pg
Although some discrimination is still present as it pertains to both sexism and racism, organizations have made a concerted effort to conduct employment interviews in a manner that is ethical as it pertains to the aforementioned groups. As it relates to the interviewees, the padding of resumes is a prominent issue and has become a serious problem for some organizations in recent years (Ralston, 2000)
Until this time and for some time after the passage of the bill, there were certain places that women and minorities were not allowed to work as such the interview wouldn't have even taken place. At places where women and minorities could get jobs businesses could be quite cruel to people during the interviewing process (Woodzicka & Lafrance, 2005)
Because of this, most interviewers are now fully aware that a candidate has practiced the "right" answers to a typical interview question. It is the task of both levels of professionals; interviewee and interviewer, to change this paradigm so that a fit or disconnect can be handled professionally and all parties have a greater chance for a win-win situation (Zarowin, 2002, 103)