CHAPTER

6
INTERVIEW SKILLS
 INTERVIEW

The word interview may not be a new concept among people, even though who are involved, how, why,
where and when interview is conducted may not be such clearly known to some people. Most employers
and employees are aware of at least the general procedures involved in interviews because they pass
through the process of interview. Likewise, news people, who always seek information from different
individuals, groups and organizations frequently involve in interviews. Moreover, court proceedings form a
kind of special interview.

What is an Interview?

An interview is a dialogue (a conversation between two people) guided by questions and answers in order
to obtain certain specific information. The two parties involved in an interview are called interviewer and
interviewee. An interviewer is the individual who seeks or enquires for information. He is an information
seeker. He is the one who asks questions in seek of specific information. In contrast, the interviewee is the
one to whom questions are set in seek of particular information. He is a news or information provider.

While interview is primarily dialogical (involving two people), it may also involve a group of news seekers (a
panel of interviewers) enquiring for information from an individual or a group of news providers
(interviewees) giving information to an individual or a group of individual seeking for information.
However, in any of the cases, the communication is of one - to - one interaction.

Unlike ordinary dialogue or conversation, an interview is guided by specific topic or event (employment or
research), involves specific participants and occurs at specific time, in a specified setting with clearly
predetermined purpose. An ordinary conversation can also involve frequent chance of the conversational
topic in the interest of the participants, which also may be interrupted by other intruders. But an interview
is always focused and does not give room for other people to climb on.

KINDS OF INTERVIEW
Interview can be classified into two major kinds basing on the purpose of interview. These major kinds are
informational interview and job interview.

INFORMATIONAL INTERVIEW

An informational interview is a kind of interview whose major purpose is to obtain information from the
interviewee. Informational interview is used in many domains of information search. In research,
informational interview constitutes a common research tool, especially in social sciences research projects.
In journalism, informational interview forms a basic instrument used by journalists and other news people
in searching information for public consumption. At court, the court proceedings occur in explorative
procedures employing informational interview to collect specific information on specific events from
specific people who possess that information. The same is true at police station, where some sort of
interrogation is commonly used to elicit information from two parties involved in a given charge.

One advantage of informational interview is that it enables the researcher (interviewer) to obtain fresh
information. That is, the interviewer gets first hand information from the eye witness of the event or the
authentic owner of a given package of knowledge or information.

However, the demerit of informational interview originates from the fact that the success of the interview
depends largely on the willingness of the interviewee to offer information. Normally the people who
possess information do not apply for a chance to provide the needed information. They provide the
information upon request of the interviewer and agreement between the news seeker and news provider.
Therefore, it is the role of the news seeker to ask for the information and create situations for obtaining
such required information from the news owner. In other cases, the hardship in the collection of the
required information begins from the mechanism of obtaining reliable respondents and then expands to
the willingness of the respondents to provide correct information. Further, sometimes informational
interviews involve some cost in terms of money and resources in the whole process of searching for
information. This hinders smooth success of informational interview.

When you obtain willing interviewees, you (as an interviewer) still need questioning skills and endurance. If
you use a telephone to interview your respondents, for example, expect that your respondents may be
occupied with responsibilities, hence not ready to provide you the information at the time. Also, the
interviewee may need to know first who you are and the reasons for which you need that information. It is
therefore, a good idea as an interviewer to introduce yourself clearly and explain to your respondent the
purpose and ethics for the information sought. Politeness is a key to your success.

The following two instances may help you as an informational interviewer to get started for telephone
interview:

Instance I (Journalist): Hello, my name is Jacob Ngasanga, a journalist for Radio Umoja. I am told you are a
Director of Uvinza Salt Dealers. May I know in five minutes why you have dismissed five employees...?
Instance II (Researcher): Hello, my name is Josiah Meshack working with the Private Civil Resource
Mobilizers (PCRM). I am researching on why there is mass poverty in the country. I understand that you
may be occupied now, but I should be grateful if you allow me spend at most your ten minutes
interrogating you as the Minister of Civil Development about your plans to deal with this problem.

In both instances, it is shown that, among other things, the informational interviewer has always to be
polite in begging for the willingness of the interviewee to offer information. On the other hand, it is
important for the interviewee of informational interview to show cooperation. The interviewee has also to
be polite when he or she is not willing to offer information or is occupied with other tasks. The following
example shows how a cooperative but very much occupied respondent would respond to the journalist or
the researcher in both instance I and II above:

Response: Hello, I am sorry I am busy. How if you call me this time tomorrow, or contact my personal
secretary through +2550225006 for further arrangements!

JOB INTERVIEW

Before getting into deeper crux of the description, let’s clarify first some important aspects that will help us
comprehend fully job interview and succeed in job interviews.

 Job interview is for both the interviewer and the interviewee. That is, it is beneficial or rewarding
and stressful to both the interviewer (job provider) and the applicant (job seeker).
 Job interview is an ongoing process in an organization between the employer and the employee.
 Job interview can be on one - to- one interaction, group or panel interview.
 Job interviews vary tremendously.
 Job interview is fundamental to the effectiveness of an organization.

What is a Job Interview?

A job interview is an interactive dialogue based on questions and answers that are set between the job
provider and the job seeker to elicit detailed information from both parties in order to find out and assess
the suitability or each party to the other in the provision, acquisition and execution of the job. As pointed
out already that a job interview is for both the employer and the employee, it brings a concern to each
party to be involved fully in the process of recruitment and execution of job undertakings.

This book holds the view that job interview is as important to the job provider as it is to the job seeker. The
job provider has to understand exactly the kind and potentiality of the employee he is about to hire, or
whom he has hired already for the successful survival of his company or project; or else the company
burns off. In equally the same way, the job seeker has to be keen enough with the kind of employer or
organization he is about join or he has joined already; or else he becomes the worst of the unemployed.
In this section, therefore, the general notion of job interview is explored in details. Different types of job
interviews are described and different questions on who prepares interview, when and why interview is
important are also addressed. Important requirements for preparing and handling the whole process of
interview are provided. It is therefore hoped that this section will be useful to both new and experienced
employers and job seekers.

PREPARATION OF A JOB INTERVIEW

One of the statements we made in establishing important facts regarding job interview is that job
interview is fundamental to the effectiveness of an organization. This means that job interview is an
essential stage in the recruitment procedures. One way you can ruin your organization is to hire
unrequired employees. Therefore, job interview has to be prepared keenly. It should involve proper
planning and scheming of the interview event so that only the wanted employees are recruited.

Who Prepares a Job Interview?

It is the role of a job provider – the employer to prepare a job interview. This follows the fact that a job
provider is the one who knows clearly about the kind of the job, firm or industry he is running and the
objectives of the whole project or investment. As the owner of the organization, the employer knows
about the capital he invests (input), the process (operation) and the product (output) of the investment.
Therefore, preparing for a job interview is of paramount importance to the employer as it is also important
for him to determine the stance of the organization.

Important Requirements in Preparing a Job Interview

There are many things that the interviewer as an employer has to prepare for a job interview. The
following are important:

 When the interview will be conducted. The employer has to arrange the date, day and time the
interview should be held.

 Where the interview will be held. The employer should plan for the venue (place) of the interview.
This involves preparing the physical environment in which the interview will be conducted.
Normally the place is chosen by considering a number of factors like location, accessibility, number
of interview participants and the nature of the interview. If possible, a job interview should always
be prepared within the same organization.

 Participants of the interview. Some job interviews require different people (interview panel).
Therefore, it is important for the employer to prepare the different people he would wish to involve
 in the interview. These should be the people who can contribute constructively to the prosperity of
the organization. So, apart from having professional qualities important for the interview and the
organization, the group of the interviewers should also possess goodwill to the employer and the
organization as a whole. Besides, they should possess relevant interview skills and experience.

 Interview facilities. The interview session, especially for the interviews that involve many interview
members, needs some facilities or materials. Some of the materials may include sound devices like
microphones, loud speakers, audio visuals like overhead projectors, chairs, water and meals, and so
on, whatsoever important for the interview. All these facilities should be prepared in advance by
interview organizer (employer).
 The manner in which the interview should be held. This involves planning for the interview events
in terms of the order of the events and the formality to guide the interview.

 Interview questions. The interviewer should prepare a list of questions to ask the interviewee.
Interview questions should not be prepared on the sport on the day of the interview. They should
be prepared in advance. They should be filtered and edited to see how they can elicit the required
information from the interviewee in accordance with the purpose of the interview. You shall learn
different questions you should prepare for interview in the subsequent sections in this chapter.

TYPES OF JOB INTERVIEW

One of the most misleading ideas and misconceptions among many people about job interview is to think
about it as a set of questions that applicants are asked by their prospective employers before joining the
organization for the applied job. As a matter of fact, job interview is a continuous process. In different large
companies, a number of interviews are in place before an employee is accepted for a job or position
applied for. While in job, an employee also passes through different interviews during probation periods
before confirmation for permanent employment. Moreover, while in actual execution of the offered job or
position, interviews are held to evaluate suitability of both the employer and employee for the offered job.
Different types of job interview are classified basing on when the interviews are held and the purpose of
each interview. Therefore, job interviews are categorized into two broad categories: pre-job interviews
and in-job interviews. Each of the two kinds of job interviews is described in details in turn.

PRE-JOB INTERVIEWS

A pre-job interview is any job interview held before a job applicant is accepted for recruitment into the job
applied for. Different organizations organize only one pre-job interview while other organizations hold
different pre-job interviews depending on the economy, nature and policy governing each organization. In
organizations where the hiring of a new employee involves different pre-job interviews, the interviews are
arranged on different days or times and may be held in different venues depending on the convenience of
the interview organizer (employer). Normally each interview sitting is organized in such a way that the next
interview builds on the previous one(s). When only a single pre-job interview is needed, it is also possible
to section the interview into different sessions involving short breaks before the following interview
session. Each session, as it is for the different interviews, tends to build on the previous and next one.

The Purpose of Pre-Job Interviews

The principle purpose of any pre-job interview is to elicit the foremost information that guarantees the
offering and acceptance of the job between the job provider and the job seeker. Normally an employer
would wish to know more about the applicant beyond the information given in the applicant’s application
letter and a Curriculum Vitae (CV). Meeting the applicant face to face or through telephone enables the
prospective employer to have a preview of the person he is in process to employ. This helps to know
exactly how the applicant fits in the job or position applied for.

In the same manner, a job applicant would wish to learn more about the prospective employer and the
whole organization he is intending to join. This enables the applicant to evaluate in details how he can fit
for the job and how the employer or organization can enable him achieve his career goals.

Therefore, a job is granted by the job provider and accepted by the job seeker upon satisfaction of each
party on the suitability of each party in relation to the job requirements.

KINDS OF PRE-JOB INTERVIEWS

Pre-job interviews occur in different kinds. Three major kinds of pre-job interviews are screening, mock and
selection interview. Other kinds of pre-job interviews fall into these major kinds.

 SCREENING INTERVIEW

A screening interview is the first interview when the job provider and the job seeker meet for the first
time, either face to face or through telephone, usually with the purpose to find out if the job seeker has
prerequisite qualifications for the interview regarding the job to be offered. In this interview, the applicant
also has opportunity to assess the suitability of the job provider to offer the job. Different instances can be
in place for screening interviews to be held. It should be clear that not always job vacancies are advertised.
Also job seekers do not always have to wait until job vacancies are in advertisements. Sometimes a job
provider and job seeker meet by coincidence or through any other procedures like telephone at a time
during which the organization is in need of a worker(s). The moment the two parties meet or contact for
the first time, screening interview occurs by such instance.

Apart from meeting coincidently, some organizations organize screen interview to check out suitability and
willingness of the interviewee for the job. This interview intends to obtain a short list of the interviewees
who qualify to be admitted in the interview.
In any of the cases, screening interview intends to elicit important information prior the day of interview. It
involves the introduction of the interviewee, the interviewer and the job or organization in general.
Beyond mere introduction, the interviewee has to present some information from personal details to
educational background, job experience and reasons for looking for employment as may be guided by the
interviewer. The interviewer checks and confirms for correctness of the information given in the interview
in relation to that appearing in the application letter, a CV, certificates and other documents of the
applicant.

Generally, screening interview intends to find out if the job seeker possesses required qualifications for the
interview (selection interview). We notice here that a job interview is not attended for any job seekers, but
only those who qualify for the interview, who of course, may not qualify for the job. This reminds us that a
pre-job interview has requirements for the job seeker to be interviewed. For example, if the job requires
graduates in Human Resources, all other graduate applicants in different fields will be disqualified and
hence screened out from attending the interview. Likewise, even if the applicants were graduates in
Human Recourses, it may be that not every Human Resources graduate qualifies for the interview and the
job regarding other criteria like age, sex, marital status, physical disability, human relationships, nationality
and many other factors related to the goal and effectiveness of the organization.

The filtering between qualified and unqualified applicants for the interview is useful to the interviewer or
the interview organizer in terms of serving time, resources, space, attention and other aspects that need to
be organized properly before or during the day of interview. Therefore, screening interviews helps the job
provider to have a short list of qualified interviewees who can compete for the job or position.

 MOCK INTERVIEW

Mock interview is a photocopy of the drafts of the real interview as planned by the interviewee. Before
actual interview, the interviewee is required to simulate on the interview. In some organizations, having
known the requirements of the interview, the interviewees are given a chance to simulate on the actual
interview. This includes simulating on entering procedures, sitting in proper seats, facing the camera, using
the prepared interview resources like audio visual materials, time management and so on, as directed by
the interview organizer or in the interview requirements manuscript.

Mock interview occurs in form of interview rehearsal in which disqualified interviewees are screened out.
In some organizations, interviewees are required to practice actual activities and the roles they are going
to play in the job or positions applied for. In schools, colleges and Universities, for example, interviewees
who apply for the teaching posts are required to teach their respective teaching subjects. In other
organizations, interviewees are required to operate different machines that they will be using in their daily
activities in the organization. All these activities must be practiced during mock interview before actual
interview.

Mock interview is therefore an orientation interview based on practice for the actual interview. It builds
confidence into the interviewees and prepares them for the actual interview. Besides, it helps to avoid any
unnecessary damage or any other fault in using the interview materials. Mock interview is very useful to
the job provider because it provides practical evidence in the ability of the job seeker in the execution of
daily responsibilities in the organization than relying on the ability and experiences written in the
certificates, CV and other documents of the job seeker. This is due to the fact that many job applicants
have excellent academic certificates and well contained CVs but cannot demonstrate their skills and
abilities in actual working situation.

 SELECTION INTERVIEW

Selection interview is the final interview in the pre-job interviews. It is the go-in-job interview. It is the
interview that involves only the applicants who are qualified for the job. Having passed through different
interviews (screening, second, third, mock interview, etc), the employer has a list of applicants who have
merits for the job. Yet, special talents and more personality qualities may be of great value for the
employer to note from the interviewees before the let go - in- job. Cheerfulness, honesty, frankness,
flexibility and the like, add to the personality of the employee, and may win the applicant a job in the
selection interview.

Selection interview is the most awful and fearful interview to interviewees, whether experienced or new
ones. This is because the interview is held at the final stage when the interviewee is at critical point at
which he has either to win or lose the job. In this interview, the interview situation is tense and every merit
or demerit on the part of the interviewee counts greatly. Since it is the final interview, it involves most
challenging questions including those which could not be expected by the interviewee. Therefore, the
interviewee has to demonstrate all possible interview skills and show that he is suitable for the job.

Selection interview is the most common interview among many organizations and job providers. In the
organizations which organize only one interview, the interview is selection interview. Since the interview
involves choosing the required applicants for the job, the interviewer may wish to invite other interviewers
from other trusted organizations in order to obtain the most required employee.

COMMON PRE-JOB INTERVIEW QUESTIONS

Interviews differ from one interview to another depending on the nature of the job and the organization.
However, all employers aim at obtaining very well qualified and competent employees to fit properly in the
required jobs or positions. Therefore, employers (interviewers) should prepare important questions to
meet this purpose. However, the employers are cautioned to be very much careful with the questions they
set to interview their prospective employees. Failure to do so puts the employers at the danger of losing
good employees. The following questions are frequently asked during pre-job interviews. In other words,
as an interviewee, you should learn these and other different questions that are frequently and commonly
asked during pre-job interviews. Familiarizing yourself with these questions helps you to be prepared. It
makes you relax and acquire confidence.
However, as an interviewee, you should not try to memorize these questions and their answers.
Understand that responding to job interview questions does not mean playing back the list of memorized
answers. The same question you know may be asked differently and may require you to respond to it
accordingly. You should therefore be sensitive to the angle point from which the question is asked so that
you may respond to it accordingly.

Pre-job interview questions are categorized into some categories depending on the kind of information to
be elicited. Let’s see each category below:

1. Personal Characters Questions

These questions seek to explore personal qualities of the applicant. They elicit information about the
psychological and emotional part and general behaviour of the applicant. Normally the employer would
like to know in advance how each of his employees would react to different situations. These questions
include the following:

 How can you tell us about yourself?

 What do you consider to be your greatest strengths?
 What is your greatest weakness?
 What do you do when you face undesirable working condition?
 How would you do to resolve conflicts among workers at your workplace?
 Can you tell how you dealt with your client’s complaints?
 Suppose you do not achieve your mission at your workplace, what would you do?
 What is your opinion on strikes as a way of resolving conflicts in an organization?
 How do you deal with colleagues who pull you back in your endeavours?

2. Questions about Education and Training

These questions are asked by the employer or the interview panel on behalf of the employer in order to
learn more about the educational background of the applicant. The information required from these
questions may be partly already supplied to the interviewer through the application letter, the CV and
other documents submitted to the employer in the application. But the employer wishes to see how the
applicant defends the supplied information. Therefore, you should not be hesitant to respond to the
questions even if you know for sure that the answer for the questions is obvious and clear to the
interviewer. These questions include the following:

 Tell me about your present school.

 How do you think the schools, colleges and universities you have gone through have prepared you
become a good citizen?
  What can you comment on the suitability of the curriculum in your studies on producing potential
people for sustainable development of your society?
 Tell us about the strengths and weaknesses of the curriculum in preparing learners for
employment.
 What are your major courses in the most current school you have attended?
 How do you tell about the relevance of your major subjects to the job you have applied for?
 What is the relevance of your major courses in your contemporary society?
 What sort of skills and competences do you think the current curriculum and the educational
system should impart to learners?

3. Ability, Skills and Experience Questions

These questions are asked in order to examine the actual ability, skills and experience of the applicant
to execute daily routines. Also, part of the information to be supplied may be already given in the
documents supplied. But the interviewer desires confirmation and clarity from the applicant. They
include the following questions:

 Why have you applied for this job/position?

 How do you think you fit in the position/job applied for?
 How do you think the performance grades in your certificates reflect your actual ability?
 What skills and experience do you consider necessary to have for a person to fit in the job/position
you have applied for?
 What machine can you actually operate related to this job?
 Which aspect or activity in your profession do you find most comfortable performing? Why?
 Which aspect or activity in your profession do you find most challenging dealing with? Why?
 Tell me about your proudest achievement.
 What do you think is the usefulness of your experience to the present job applied for?
 How would you teach (subject mentioned) to (learner mentioned)?
 What do you think you can do best that other candidates cannot?
 How would you help a running off machine/computer in your office?
 Give one example when you tackled successfully a dilemma or a challenge that other people had
given in. How did you manage?
 What seminars and workshops have you attended? What was your position or roles in the different
seminars and workshops you attended?
 How did the seminars and workshops you attended improve your performance at work?
 How did the different seminars and workshops you attended relate to your major courses and
general life in your society?
 What specifically do you find useful in the different seminars and workshops you attended
regarding the job you have applied for?

4. Questions on Team Work Qualities

Many companies employ a number of employees with different levels of education, academic
performance, backgrounds, beliefs, religion, interests, core values, philosophies and approaches in
attending and performing tasks. The employees also have different goals for joining one organization. All
these disparities need to be compromised in the organization into which the employees choose to join.
Therefore, the employer has necessity to harmonize the different play styles and other characteristics
among his employees to achieve the set goals of the company or organization. The harmonization is
successful if it begins during screening, mock and selection interviews. This helps to get employees who, in
spite of their different characteristics, can also work as a team for the organization. These questions
include the following:

 Do you consider yourself a team player? Clarify!

 When do you find important working most alone?
 Do you find necessity extending responsibilities to other people if you would do it all alone?
 When do you find yourself intolerant to group and team play style?
 What is your play style as a team player?
 How do you handle mismatches during team work?
 Who would you like to be in a team work? Why?
 Who would you like to work with in team work?

5. Questions about Relationship with Former Employer

Employers are aware that employees terminate employment with former employers for different reasons
to join new employment. As an employer, knowing why the applicant terminated his job with the previous
employer may be useful in learning why most employees terminate, and hence devise a mechanism for
successful employees’ retention for the betterment of the company or organization. On the other hand, it
helps the employer avoid the risk of employing an applicant who was dismissed from former employment
because of some misconduct. As a matter of fact, sometimes misbehaviour may be transferred from
organization to organization by stubborn employees. Therefore, employers should avoid hiring employees
who signal more likelihood to set the organization at risk because of their misconduct. The best way is to
work on the matter during interview. The questions for this purpose include the following:

 Where have you worked before applying for this job in this company?
 Why did you terminate your employment with your former employer?
 Do you find any usefulness of your experience with the former employer to the present
employment you are applying for?
 How would you use your experience with the former employer to bring change to the organization
you are applying to join?
 Is there any special case you would not wish to experience in the job applied for as it constituted
your decision to terminate you job with the previous employer?
 Do you feel proud of being identified as an ex-member of the previous company?
6. Questions on Career Motives

Normally employees who secure job in their careers and fields of specialization enjoy work. Unfortunately,
not all job seekers, especially in lowly developing countries secure job in their careers and areas of their
interests. Evidence shows that some employees join different careers apart from their careers and fields of
specialization due to various reasons including lack of training in specific fields of their interest or lack of
employment in their careers. Most of the employees who work in different areas than their careers and
fields of specialization do not show interest in their work. Their performance is also poor given the fact that
they lack necessary skills and experience in the work they do. This has negative implication on the
productivity and development of the companies or organizations in which they work.

Therefore, many employers would like to know more about career interest and motives of the employee
for applying to join particular job in the organization. The questions which are commonly asked for this
purpose include the following:

 Why did you join this career/field?

 What challenges do you face joining this career? How do you overcome the challenges?
 How do you feel working in this career?
 How do you feel being called a teacher/nurse/storekeeper?
 What are your career motives?
 How do you find your career relevant to the position/job you have applied for?
 Tell about your career development plan.

7. Extra- curricular Activities and Hobbies

One should not deny the fact that what somebody does or is interested to do outside workplace affects
personality of the individual in life generally. Normally, what you believe in and do in life has noticeable
effect on what and how you do and behave at workplace. Simply, what people do outside workplace has
significant consequence on what and how they do at work. Therefore, it is important for the employer to
have in advance a clear picture of the employee he is about to hire. The following questions are frequently
asked to explore interests and hobbies of applicants:

 What do you normally do after work?

 What do you normally do when you have a break or when you don’t have so much to do at your
workplace?
 How do you find your hobbies related to the work you have applied for?
 To what extent do you think putting first personal interests before organizational goals suicidal to
the organization?
 In your opinion, do you find it important to entertain personal interests in an organization? Why?
 How would you explain the necessity to fulfill personal desires and interests in an organization?
 Do you think that it is possible to achieve fully organizational goals in the environment where
personal goals of the organizational members are not met?
  What mechanisms would you suggest for the organization to set forward in order to accommodate
personal interests and goals of employees for the betterment of the organization?

8. Questions on Salary and other Benefits

To many employees, salary is the most motivator! It is therefore a good idea for the employer to learn in
advance the feeling of the person he is about to employ on the matter related to salary and other benefits.
Some of the questions you should set for the applicant are the following:

 What salary do you think a person doing the job you are applying for should be paid? Why?
 A number of reports indicate that there are different cases of payment problems to employees
among government and private sectors, how do you explain about this?
 What is your comment on other payments given to employees apart from salary in doing different
activities tied to the employee’s prescribed or not prescribed tasks?

9. General Knowledge Questions

In fact, there are things that a learned person is likely to know even just as an ordinary unlearned person
would do. These are general life skills that are provided within the culture and environment in which an
individual grows and his interaction with the general world. General knowledge is also very important in
the manipulation of daily routines in the organization in which an employee is employed. Commonly asked
questions include the following:

 Why do you think that maintaining peace and harmony is important at workplace?
 What would you do to ensure understanding among the people you supervise and other members
of the organization?
 Is it necessary for the organization to relate with the community around? Why?
 What is the necessity of having some rules and regulations for the organization like this for which
you are applying to join?
 Is it relevant for a current organization to take into consideration gender issues in its recruitment
procedures? Why?
 Do you find any importance of harmonizing personal interests, organizational goals and national
policies of the country? Why?
 What would you consider the qualities of a good leader in an organization?
 How could the community benefit from the organization you are applying for?

10. Questions on Current Affairs

Informedness is a quality that the world would wish every living person to have. When it comes to
employment, employers would strive for the well informed employees to suit in the context of rapidly
changing world. In regard to this, the following questions are frequently asked by employers during
interviews:

 How do you think the ……….......... (Current world event mentioned) would be beneficial or
calamitous to our organization?
 What do you think should be our concern to the present……………? (Current world event mentioned)
 How would you address the problem of ………… (Current global problem mentioned) to the
community around our organization? Do you see any reason as to why we should take part in the
problem?
 What would you suggest for this organization to do in order to safeguard the affairs of its workers
from the effects brought by ……………….? (Current world event mentioned)
 What kind of organizational leadership would you propose for the organization found in the
community where the ………………. (Current affair mentioned) has become a concern of the
majority?

11. Stress Questions

The other kind of questions, but least recommended questions that interviewers ask are stress inducing
questions. These questions create fear and anxiety among interviewees. They aim at finding out the ability
of the interviewee to overcome stressful working conditions. It is not the intention of any employer to
create fearful working conditions to his own employees, but as a matter of fact, actual working conditions
encompass uncertainties, which if not attacked bravely, may leave the organization at perish. Reality is that
only very few employees can persist nuisance at their workplaces. They quit quickly. In most cases
employers would like to employ workers who are persistent to irritations and unfavorable working
conditions when circumstance is in roll. The following ways are used by employers as techniques to
implement stress questions:

i. Asking odd and bizarre questions. Why did you think wearing such a red loosely hanging necktie
would conform to our organizational dress code? Do you think a man of your kind would suit for a
serious job like this you have applied for?
ii. Asking questions too quickly giving no or very short time for the interviewee to respond.
iii. Confusing the interviewee by setting ambiguous and unclear questions involving misleading
instructions. How do you prove that you like the job you have applied for than us? In two words,
how would you relate your experience to the job you have applied for?
iv. Interrupting the interviewee’s market yourself.
v. Responding to the interviewee’s questions ruthlessly. Don’t you think you are not serious asking
such question to your employer? Why shouldn’t you think that such little experience disqualifies you
from the job?
vi. Inattention to the interviewee. For example, some members of the interview panel may involve in
discussing a different matter while the interviewee is presenting.
STAGES AND ESSENTIALS OF PRE-JOB INTERVIEW

So far we have seen that the job provider is responsible for arranging and preparing job interviews. He
decides on the date of the interview, the venue, materials, interview procedures and a list of questions to
ask the interviewee. This goes without saying that it is essential for the interviewee to prepare for a job
interview. Normally, any job interview involves three major stages: before interview, interview stage and
after interview stage. Each of these stages encompasses specific essentials for the interviewee to prepare.

Stage I: Before Interview

This is the first stage before the day of interview. Except for impromptu interview, the date of the
interview is made known to the interviewee several days before the interview. Therefore, the following are
the essentials for the interviewee to prepare before actual interview:

Know when: As an interviewee, you should be sure of the actual date, day and time when the
interview will be conducted. Knowing when enables you to organize yourself before the day of
interview. If the interview involves travelling a far distance taking several days, it reminds you to
settle family affairs, getting permission of leave (if employed), arranging for transport, and so on.
You should learn that ‘last minute strugglers hardly win’.

Know where: Normally the longest way you can travel in life is the way to the unknown destination.
It does not matter how fast runner or swift rider you are, you never hurry on unfamiliar pathway.
When preparing for a job interview, it is important to research the place where the interview will
be conducted. Knowing the place sometimes may not be enough. Therefore, you should know the
actual hall or room – the interview venue. Usually this information is provided by the interview
organizer when advertising for the job, or it may be informed to you when you are called for the
interview.

Know the means to get there: Plan ahead the means through which you should arrive to the
interview. Ask yourself, “Will I walk, use a bicycle, or a car?” Whether you have your own car or you
have to hire one, the important thing is that you should settle transport problem before the day of
the interview. A good means of transport makes you comfortable on the interview day. You should
note that walking a long distance is tiring and holds back your attention during the interview.

Get there on time: When you know when, where and the means, you should be in place on right
time. Thirty (30) minutes before commencement of the interview is appropriate for you. Be sure
from the receptionist if there are procedures to follow soon as you arrive. Sometimes you may be
required to sign in the attendance list upon arrival at the interview place. Also, you should be sure
of where you sit while waiting for the interview. Therefore, you should be well informed. You will
feel comfortable when you are certain that everything is in order before the interview. You should
also note that arriving at the interview too early may make you keep wandering over here and
there making yourself preoccupied and distracted unnecessarily, which in turn makes you lose
focus on the target activity of the day – the interview.

Research for the details: Researching means finding out necessary information on various factors
or aspects related to the job you have applied for. Research for the details about the organization.
That is, the nature of the organization, its culture and policy, headquarter, affiliated branches,
sections, departments and units, recruitment procedures, salary range, leadership, and any other
information useful for understanding the organization. Also, research for the details about the job
or position you have applied for. Try as much as possible to know the actual activities and
responsibilities of a person doing the job or holding the position you have applied for. In some
organizations, general responsibilities may be enumerated in the job advertisement. But, actual
activities and responsibilities on daily routine basis are known clearly in the organization.

Further, research about the people who will be involved in the interview. Knowing your
interviewers will credit you if you mention them by their names during the interview. You can get
the details by visiting the actual interview place through the interview organizer, asking other
people who are familiar to the place, searching from the website of the organization or from any
other sources.

Generally, having enough information about the organization and the people in the organization is
very important. First, it creates to interviewer and the employer an impression that you are
concerned about the organization. This backs you up because most employers would like
employees who show concern with the organization. Also, it makes you feel confident and
comfortable being interviewed by the people whose ABC’s you know about.

Plan for appearance: You should have your image on how you would wish to look like on the day of
the interview. You should not ignore the fact that your personality is sharply expressed through the
dress you put on, your hair style, the perfume you spray with, your face make up and general
physical external appearance. Since you should dress neatly to appear well groomed, you should
prepare for your appearance properly. But be careful that you do not exaggerate. The first way you
can plan your appearance is to know the dress code of the organization or the position you are
seeking to hold. This will give you clues in deciding for the appearance to conform to the code.
Second, choose a dress from your daily collection that you understand makes you look good before
other people, and for which you also feel comfortable. Note that appearing in purely new dress
may pull you down because you create an impression that you dressed just for the interview, which
implies you are not real.

Master the skills: You should know the how before the day of the interview. Be like a driver. A car
driver does not need to plan how to escape from the unanticipated accident, which is also
unknown. But, he has the skills for different possible traffic encounters (break failure, crossing
animals and careless pedestrians, and so on). When any breakdown or accident is encountered, a
competent committed driver has on his finger tips the skills for any emergence. As the interviewee,
you should know different interview procedures and encounters. Learn the skills before, so that you
may, like the driver apply the skills on the day of interview. Learn the BEs and NEVERs of job
interview for more interview skills (See Page …).

Prepare documents: Make sure that you prepare important documents. The most important
documents include your CV, copies of your academic certificates, copy of your letter, identity cards
and other cards like business cards, driving license, etc. These documents provide evidence in
support of the details you provided in your application and during the interview. In other
organizations, you may be asked to perform practically certain activity. Therefore, a driving license
may prove you a driver and may give both of you (interviewer and interview) confidence to try
driving before your interviewer if you applied for the post of a driver.

Prepare materials/tools: A notebook, a pen and a list of questions to ask your interview are
important materials you should not forget to carry with you when going for a job interview. Use
your notebook and a pen to record some questions, if found applicable during the interview. You
should remember as pointed out already that interviews vary tremendously. In one interview
occasion, you are asked a question and given time to answer. In another interview, numerous
questions are set to you and you have to respond to each question accordingly. In the second case,
you may fail to remember the questions if you did not write the clues for the asked questions and
important points as raised in interview which may be useful during the interview. Noting down
some points during the interview also shows that you are active and attentive to the interview.

Rehearse the occasion: To rehearse is to practice the event or an activity as it would be done in
actual situation. Before going for interview, think about the occasion and the manner in which the
interview will be conducted, and then practice the interview events as they would actually be done
in really situation. Rehearsing the interview enables you identify your weak areas and find out
solutions. In turn, rehearsing improves your interview skills and makes you confident. The
following aspects are important to rehearse over before the day of the interview:

a. Practice opening and closing the door behind you when entering or leaving the interview
room.
b. Rehearse carrying your documents and greeting the interviewers. It is recommended
that you carry your documents in the left hand and use your right hand for handshake.
c. Rehearse answering the interview questions. You should learn the most common
questions that interviewers ask (See Page …). But note that you should not memorize
the answers.
d. Rehearse asking questions to the interviewer. As we have noted already, among the
things that you should prepare is a list of questions to the interviewer. (See Page … for a
list of questions you should ask the interviewer).
 e. Practice positive body language: How you move around, how you sit on the chair, how
you move your eyes around, and so on.
f. Rehearse how to thank the interviewer before leaving the interview room.

You can ask the people you live with in your family like your wife, children, parents, friends, or any
other people who can willingly accept to act as your interviewers. Tell them the purpose of the
interview and if possible assign them with different roles like asking different question to you. If
possible again, supply them with commonly asked questions. You can use one of the rooms in your
house or any other place convenient for the rehearsal. Allow your acting interviewers to comment
on the interview, and then improve the weak areas identified. If possible, you should have a camera
and record a video. After the rehearsal get time to go through/watch the video and improve your
weaknesses.

Find peace: Throughout the days before the interview (of course throughout your life), create
peace for yourself. Get rid of any psychological upset and emotional chaos. Be mentally healthy
that you can perform better your interview.

Make the day before: The day before the interview day is very important for you to be successful in
the interview. Therefore, it is important for you to consider the following one day before the
interview:

- Have a rest. Even though you might be a too busy person, you should have enough rest the
day before the interview for your brain to be fresh on the day of the interview.
- Go to bed early and sleep well and comfortably.
- Select carefully the kind of food and drinks that you take. Be sure of all that you eat and
drink so that the stuff doesn’t conflict with your health condition. Take only the stuff that
suits your stomach. Your experience will show the kind of foods and drinks appropriate for
you.
- Go through your interview checklist to satisfy yourself if you have packed everything for the
interview.

Value last minutes: As noted already, you should be at your interview station at least 30 minutes
before the interview. These are the final touch minutes in which you should ensure that everything
for the interview is in order. Look at yourself and confirm that you are made up well, top – down!
Hair, sues, belt, handkerchief - all in order (especially if you travelled on foot or some other means
that might require you to remake and reorganize for the final touch). You may also wish to check up
for a short call to feel relaxed. Upon satisfaction, switch off your mobile phone (or at least set it on
silent mode, but not vibrations), and then wait comfortably for the interview according to the
procedures arranged.

Stage II: The Interview Stage

This is the second, but very important stage of your job interview. It is the stage of actual interview.
Remember that all the preparations you have made may melt off only few minutes of the actual interview.
You should therefore understand that at this stage, you have only one thing to do – to show your
interviewer that you suit in the job or position applied for.

The following aspects are essential considerations to make during the actual interview session:

 When you are called in the interview room, greet the people (interviewers) you meet in. A formal
greeting is always appropriate. Be sure that you do not confuse when to say Good morning, Good
afternoon or Good evening, and so on. The informal greeting ‘Hi…’ or ‘Hi there…’ should be strictly
avoided.
 Listen carefully and attentively to the instructions that follow, such as directives on where to sit or
stand (if this information was not made clear to you before).
 Respond to all the instructions accordingly.
 Show sense of being time conscious, but do not be in hurry or delay to respond to the instructions
and questions.
 Answer the questions briefly keeping to the point.
 If you don’t get clearly the question, ask for a pardon for the speaker to repeat. Use polite and
formal expression to present your request, such as, ‘I beg your pardon’, ‘I am sorry’, ‘Could you
repeat that?’ In case the question is not clear and seems to attract multiple interpretation, be free
to ask for clarity so that you may respond to it appropriately. Use polite language!
 Take time to think before responding to the questions. But think quickly and do not show that you
are trying to memorize the answers. Make your responses fresh and natural.
 If the question is clear, but you do not have the answer for it, be sincere to admit lacking the
answer to the question, and relax! Never try to cheat! You already know that no one in the world
has the answers to every question.
 Demonstrate positive and promising non-verbal signals (the art of body language). Keep a natural
smile on your face, but do not pretend! Gesture appropriately as you speak – It adds to your verbal
messages value. When circumstance and situations permit, move around as you speak. Maintain
positive eye contact and ensure that you can see everyone. But never gaze at one face. Control you
voice and maintain a polite tone.
 Note that some questions are tricky and can be asked to mislead you. When you find a misleading
question, show the different positions or point angles from which the matter can be looked at and
try to focus only on the part that seems most relevant and important according to the nature of the
interview at hand. You may bravely and intelligently criticize some of the misleading and weakly
formed matters regarding the questions, indicating how you think the matters would be handled.
But, be careful enough that you do not imply that the interviewer is such ignorant for the
misleading and mispresentation. Use the following expressions: ‘I suppose you mean…’, I think you
are suggesting that…’, If I understand you properly, …’, etc.
 For the questions that need you to tell about yourself, focus only on your strengths. This is the only
opportunity for you to market yourself fully. If time and occasion allow, you can even assign your
interviewers with quick tasks to perform either individually or in group. For example, if you
 demonstrate certain activity in relation to the question, be confident to involve your interviewers in
the task. When you do so, handle the activity as a facilitator. This will help you show your ability to
perform different tasks and will draw your image as a group organizer or supervisor. However,
make sure that the tasks are directly relevant to the job or position you have applied for.
 At the end of the interview you will be given an opportunity to ask some questions to the
interviewer. When this opportunity is given, ask the questions you have prepared already. Normally
you will have these questions in your note book.

Important Questions to the Interviewer

While the interviewer prepares some questions to ask the interviewee, it is a custom in well organized
interviews for the interviewee to be given a chance to ask his interviewer some questions. Therefore, as an
interviewee, you should prepare a few questions to your interviewer. The questions should relate directly
to the organization with regard to the job or position applied for, and should indicate that you really want
the job. Usually, applicants who are interested in a job would wish to ask important questions to clear their
doubts before taking decision to sign for the deal. This is because, as we noted already, interview is one of
the important things you can use to study clearly the kind of organization or employer you want to join. It
is your time to obtain important information about the job and the organization before you join it.

Always remember that applicants who make themselves desperate for a job and fail to interview their
interviewers are likely to join the employers and organizations that do not suit them. You should not join
any job or organization because you applied for it or because you want the job. We noted that sometimes
you can join a job to become the worst of the unemployed. You should study closely the organization and
ask important questions to your employer before you sign in for the job. In fact, employers are also aware
that applicants who are serious with their choices in employment and life in general should ask important
questions before accepting the job. The failure to ask the questions that you are expected of, may be a
quick indication that you are not determined in your employment, hence disqualified immediately under
that ground.

The following questions are important for the interviewee to ask the employer (interviewer) during pre-job
interview:

 May I know the structure of the organization and how this position typically fits in the general goal
and mission of the organization?
 What specifically do you consider the merits of a person holding this position?
 What outcome does the organization expect from the contribution of the person in this position?
 Is there a system that ensures a link among the different organs in implementing the objectives of
the organization as whole?
 How and when could my role in my office/position be important in other organs, departments,
units and sections in this organization?
 Was there any person holding this position/job before me? Why did he quit from the position/job?
 How are the procedures for improving career development among workers in this organization?
  May I know what is expected of me to the community around this organization?
 When do you expect to employee for this position?

While these questions help you know the kind of questions you should ask your interviewer, they are not
exhaustive. You should be able to prepare more different questions that you think are useful in relation to
the nature of the organization you want to join and the position or job applied for.

THE BEs and NEVERs of the Pre-job Interview

Knowing who and what you should be in a job interview is important. But knowing this only may not be
enough until you also know who and what you should not be. Simply, there are important things that both
the interviewer and the interviewee should do, and the mistakes that they should not commit during job
interview. In other words, a successful job interview depends, among other things, on the behaviour that
both the interviewer and the interviewee demonstrate and those which they do not demonstrate. This
section therefore presets important qualities that both the interviewer and the interviewee should
demonstrate and those aspects they should not demonstrate.

The BEs for the Interviewer

Be … positive to your interviewee.

Be … encouraging.

Be … tolerant to a variety of behaviour among interviewees.

Be … rational.

Be … fair.

Be … patient.

Be … helpful.

Be … loving.

Be … considerate.

Be … humble.

Be … interested.

Be … probing.
Be … consistent.

Be ... appreciative.

The NEVERs for the Interviewer

Never … interrupt your interviewee, unless something is urgent for clarity.

Never … involve yourself in any other business than listening to your interviewee.

Never … refer to such weakness as physical disability of your interviewee.

Never … provoke insults in failure of the interviewee.

Never … sleep while the interviewee markets himself.

Never … ask about questions that violate human rights like religion, nationality, political party, and tribe.
Note that, if you ask an interviewee about his religion and you do not employ him because of his religion,
you may be violating human rights, unless your organization is clearly identified and you indicated it in the
job advertisement.

The BEs for the Interviewee

Be … positive.

Be … confident.

Be … yourself.

Be … smiling.

Be … relaxed.

Be … flexible.

Be … listening.

Be … truthful.

Be … smart.

Be … happy.

Be … hopeful.

Be … effective.
Be … focused.

Be … obedient.

Be … calm.

Be … comfortable.

Be … curious.

Be … optimistic.

Be … courageous.

Be … systematic and orderly.

The NEVERs for the Interviewee

Never … proud yourself.

Never … pretend.

Never … smoke, drink (except water if need be), chew gum or nuts.

Never … wear black glasses, unless you are sick.

Never … slouch in your chair.

Never … lean on the interviewer's desk.

Never … rotate o n your chair.

Never … ask about payments like salaries, duty allowances, overtime allowances, and so on.

Never … ask about how long it will take you to be promoted.

Never … cross your legs in your seat or when you stand up.

Never … cross your arms on your chest.

Never … show anger for embarrassing behaviour of your interviewer (if shown).

Never … interrupt.

Never … look down, up the roof or stare at anything.

Never … rub you hands.

Never … use your mobile phone.

Never … scratch or tinkle.

Never … ask about how the organization/employer will do for you on Christmas, Easter, etc.

Never … ask anything that shows that you were not listening attentively.

Stage III: After the Interview

This is the last stage in a per-job interview. This stage is important as it occurs after both the interviewer
and the interviewee having provided and responded to their respective interview questions, usually after
satisfaction of both parties on the interview. Precisely, it is the concluding part of the interview session.

Notes to the Interviewer

The following aspects are important for the interviewer to remember in this stage:

 Appreciate the interviewee for the attendance, time management, concern for the interview and
performance on the interview in general.
 State whether the interviewee has to attend more interviews and specify when.
 State when and how the interviewee should expect for feedback of the interview.
 Show that the interviewee has a chance to win the job.

Notes to the Interviewee

The following aspects are important for the interviewee to note after the interview:

 Thank the interviewer on the interview.

 Indicate that you expect a positive response.
 Indicate willingness to visit the organization for feedback or any other purpose as the organization
shows itself a good place for different functions.
 Indicate willingness to offer your service when needed by the organization even if you may not be
employed in the job or position applied for. (But study the occasion for you to say this).
 For a single interviewer or small interview panel, shake hands with your interviewer(s) before
leaving the interview room. (Also study the occasion for applicability of this technique).

INTERVIEW FOLLOW-UP
When you (the interviewee) leave the interview room, you should know that getting a job is not an easy
task. The task does not end with the interview. Instead, it continues to making follow-up of the interview.
Never give in; continue showing the job provider that you are interested in getting the job and that you are
the only one who deserves the job. Therefore, it is appropriate to write a thanks-giving letter to the
interviewer for considering you for the interview. This continues drawing a positive image about you to
your interviewer (job provider).

Besides, if it was stated that only the selected candidates will be informed, it costs you little or nothing at
all calling or visiting your employer to remind him about your demand for the job. You should understand
that not all candidates who win the interview turn back for the job. Also, even those candidates who
demonstrate merits to be selected for the job, may fail in the whole process of admission into the
organization. Moreover, learn that being not selected for employment does not always mean that you do
not possess required qualifications for the job. Sometimes, only one candidate has to be selected out of
two or more qualified candidates. Many interviewees have won jobs in the last minute when the selected
candidate falls. Therefore, you may stop asking the job provider about the job only when you are assured
to your satisfaction that the position is filled or you miss important qualifications for the job or position.

Watch out! When you make a follow-up to your interview, you should be careful that you should
not be considered as trying to rob or bribe the interviewer outside the interview
room.

The Encouragement: Note that failing in one interview is not the end of hunting for a job. You stop seeking
for a job when you have secured one (that which you admire most). After the
interview, reflect on your preparations for the interview and your performance
during the interview. Reflecting on the interview enables you identify where you
failed so that you may improve in future interviews.

IN-JOB INTEVIEW

The preceding part has dealt with one kind of job interview – a pre -job interview. It has been shown that a
pre-job interview is one that is important to enable the job provider hire the required employee for the job
or position in an organization or a company. In addition, as we noted previously, the whole notion of
interview is not limited to the job provider getting a required employee or the job seeker getting the job
applied for. Job interview is an ongoing activity within the organization. Therefore, this part deals with
different interviews held within an organization while the employee is in the job already. Precisely, in - job
interviews have nothing to do with passing in or obtaining new employees or employers, but are
conducted between the available employers and employees in the organization. In-job interviews intend to
elicit more information on the progress of the company or organization. The in-job interviews are also
called during-job interviews.
In-job interview includes stay - in - job interview and job exit interview. A stay -in - job interview is a kind
of interview held to probe certain information in the organization without intention or any other alarming
factor to terminate the employee from job. The information acquired is useful to make some necessary
changes to improve efficiency in the organization or at job place. In contrast, a job exit interview is an in-
job interview held for the purpose to terminate employment contract between the employer and the
employee. In some cases one or both parties show desire to terminate employment contract. Before such
decision is effected, a job exit interview is held between the two parties to negotiate and examine the
matter and the situations in which the rights of each party have to be considered.

Different circumstances lead to the necessity for in-job interviews. These are:

a. Need of the employer to know the commitment of the employee on bases of daily responsibilities in
the organization

Normally performance of the organization or industry is not wholly measured basing on the
products (outcome) only. Instead, a number of factors and indicators should be considered to
determine productivity and progress of the organization. For example, an organization can be
producing well but not in time, and may also be employing different procedures, methodology and
philosophy than the ones primarily planned to guide performance in the organization. The different
procedures may arise from the employees in the actual execution of the activities, which may
drastically effect the organization in the future. In this case, some employers would always like to
interview their employees on the execution of their daily responsibilities entrusted to them
regardless the desired outcome. Therefore, the employer conducts an in-job interview to see if the
employee abides by the code of performance in line with vision and mission of the organization.
Thus the in-job interview enables the employer to identify the shortfalls of the employee before
any undesirable situation arises in the organization.

b. Inefficiency in the organization or company

Sometimes the organization or company fails to produce the desired outcomes, in spite of
previously set mechanisms. It is the primary role of the employer to study the performance of the
organization. When the employer sees that efficiency and productivity of the organization is at
stake, among other things, he conducts an in-job interview to his employees to study the situation.
This enables the employer to devise relevant measures for remedy.

c. Fault in the organization

A similar case to inefficiency in the organization is the emergence a fault in the organization. In any
organization, different events occur, some of which require special attention by the employer. They
may include damage or loss of property. When a fault occurs in the organization, especially on the
part of the employee, the employer may wish to interview the employee on the matter. In this
case, an in - job interview is sought to gather necessary information useful to settle a dispute in an
organization. This may involve demanding the employee to offer written explanation for the fault
depending on the nature of the fault and the organization in general.
 d. Change or review of contract
Different factors lead to the change or review of a job contract signed between the employer and
the employee in an organization. Different procedures may be undertaken, some of which may take
a form of an in - job interview. The conversation held between the two parties may involve
questions that elicit information that indicate willingness or unwillingness of either one or both
parties to change or review the contract.

e. Appointment to a different position

It is a common practice for some employers to interview their employees when need arises to
appoint the employee to a different position or assigning the employee to different responsibilities.
In some organizations, like colleges or universities, you may find that a tutor or lecturer is
appointed to assume the responsibility of the head of department, dean of faculty or research,
consultancy and publications coordinator. Before the appointment, an in - job interview may be
held for the employer to find out the suitability of the employee in the new position. This also gives
an opportunity for the employee to interview the employer about the position.

Outcomes of an In-Job Interview

In - job interviews result into a number of outcomes including the following:

a. Appointment of an employee to a new position

b. Warning to the employee for the fault committed or inefficiency identified
c. Termination of the employee from job (job exit interview)
d. Signing or review of a new job contract
e. Change in work procedures

[Testing Your Skills]