Faculty of Humanities and Social Science > English
STUDENTS' RESEARCH WORK-4, SUPERVISED BY MD. MUSTAFIZUR RAHMAN SAMEEN
Mustafizur rRhman:
Our next question for the students is do you know the etiquettes of job interview?
Student Table: 4
Question Choices Score Percentage
Do you know the etiquettes of job interview? Yes 25 36%
No 45 64%
Number of students: 70
Student table: 4 indicate that 64% students have no knowledge about the etiquettes of job interview skills only 36% students are aware about this. That’s why most of the time they have to harass by the interviewee. This is one of the most influential skills for the job seeker. This skill helps a candidate to represent himself before the interview board.
After that we asked student that do you know what is grooming and the dress code for an interview.
Student Table: 5
Question Choices Score Percentage
Do you know what is grooming and dress code for a job interview? Yes 16 22%
No 45 64%
Something 9 13%
Number of student: 70
Student Table: 5 represent that most of the student who are seeking job don’t know about the grooming and dress code. Around 64% students don’t know about this. Only 22% students know about this matter and rest of 13% knows something about this. This is one of the common matters for which students have to face problems and they disqualified from the interview board.
Mustafizur rRhman:
Presentation and interpretation of findings
Students Questionnaires:
The student’squestionnaires contained eight items which were concerned with the student’s opinions on different aspects of “How to Develop Job Interview Skills”. The responses of the 70 students are recorded and discussed item wise as follows:
The first question to the students was posed as ‘your education qualification?’
Student Table: 1
Question Choices Score Percentage
What is your academic background? B.A 25 36%
M.A 45 64%
Number of students – 70
The above student table: 1 indicates that the participants of this research work were all educated. 64% are the students of (M.A), and 36% are the students of (B.A). All the students are academically fit for different types of job but they faced problem in their interview session.
The second question to the students was put as ‘How many interview you have faced till now?’
Student Table: 02
Question choices Score Percentage
How many interview you have faced till now? In number 1 20 28%
In number 2 ***** *****
In number 3 15 21%
In number 4 ****** ******
More than 4time 30 42%
Never 5 7%
Number of Students: 70
Students Table: 02 indicates that 42% students attend interview more than four time, 21% students attend interview three times, 28% students attend interview for first time and rest of the 7% student never attend any interview. Though they are academically fit for job interview but all of them are not attend the same.
Our third question for the students is set to know their ability about writing a CV or Resume which is the pre step to apply for a job/ sit for an interview.
Students Table: 3
Question choices Score Percentage
Do you know how to write a CV or Resume? Yes 15 21%
No 40 57%
Slightly 5 7%
Nothing about this 10 14%
Number of student: 7o
Student Table : 3 present a statistics before us that about 57% student who are seeking job does not know how to write a well-organized CV or Resume which is the pre action for the job placement. Only 21% know how to write a CV or Resume, 7 % knows slightly and rests of the 14% have no idea about this.
Mustafizur rRhman:
Presentation and interpretation of findings
“How to Develop Job Interview Skills”
Data collection and analysis
The data for the study were collected from 100 students of different university including Daffodil International University, Green University Bangladesh, and Bangladesh University of Business & Technology. We set a question paper to know their experience and their problems which they faced in their job interviews. We set 8-10 questionnaires for the students and the teacher and they individually give their own opinion on that question paper.
Mustafizur rRhman:
RESEARCH DESIGN AND METHODOLOGY
Subjects:
This study was conducted with 70 university students randomly selected from different universities including Daffodil International University, Green University Bangladesh, and Bangladesh University of Business & Technology.
INSTRUMENTS:
To address and explore the research questions, a quantitative method including two questionnaires, one for the teachers and other for the students was exploited.
Each of the questionnaires consisted of eight items related to the research topic stated in the introduction.
Mustafizur rRhman:
The employment interview has also been a popular topic among researchers for almost 100 years and is still garnering considerable research interest. Notably, numerous meta-analyses have revealed that structured” interviews can display relatively high levels of validity without the adverse impact typically found with cognitive ability tests (Conway, Jako, & Goodman, 1995; Huffcutt& Arthur, 1994; Huffcutt& Roth, 1998; McDaniel, Whetzel, Schmidt, & Maurer, 1994; Wiesner&Cronshaw, 1988; Wright, Lichtenfels, &Pursell, 1989). While we have learned much about the employment interview, currentresearch activity suggests that more remains to be uncovered. In the last six years since Posthuma, Morgeson and Campion's (2002)comprehensivereview of the employment interview literature, over 100 new articles have appeared in journals andbooks examining the interview.
In addressing the goals of this paper, I took a number of steps to identify research studies on employment interviews published in the last six years. Keyword searches (i.e., interview, employment interview, selection interview) of the PsycINFO, ABI-inform, and Google Scholar databases were conducted. In addition, PsycINFO searches by name of all authors in this review's reference section were performed. Manual article-by-article searches of all journals listed in the references were performed since 2002. Finally, the reference sections of all articles were examined for additional relevant published articles. From this search, I found that researchers have predominantly focused on the interview itself, and on the interviewer indirectly, in an effort to understand how adding interview process structure affects the reliability and validity of interviewer judgments as well as the underlying constructs assessed within the framework of the employment interview. Because the employment interview is an interactional social process between the interviewer and applicant, recent studies have also explored the characteristics and behaviors of applicants and interviewers. This paper is organized around the overarching themes of reliability, validity and construct breadth, within a social framework.
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