Situation interviews

The first questions to be considered when designing a control panel are what information is required and how much of it will be appropriate. Too little information may increase the amount of inference that the worker is required to make to predict the state of process parameters that are not directly displayed. This is especially important for emergency situations where the human information processing system is taxed heavily with many tasks. On the other hand, too much redimdant information can overload the worker. It is essential, therefore, that the information needs of the worker are identified through some form of task analysis and worker interviews. 

Believe it or not, we made several more attempts to have the interview. Just when we thought we were finally situated, the smell of pesticides drifted our way and we had to make another move. Finally, Carolyn had the presence of mind to realize that the interview should be discontinued because she was so ill and so exhausted from the whole ordeal. Extremely disappointed and feeling that she had somehow failed, she apologized profusely. 

This interview yields the static relationships and attributes10 shown in Figure 1.11. (The analyst decided that CourseRun and Vacation are both kinds of InstructorOutage—that is, situations when that instructor is not available.)... 

In some of the interviews they would offer me the job if 1 understood my place. I interviewed atXompany (in the Northeast). 1 was taken to the Research Director s office. He told me that I had an excellent record and I got along well with people. He said that we have a touchy situation which has nothing to do with you. He explained that there were no blacks on the professional staff and 1 would be the first one. He said the problem was that many of the (white) employees were prejudiced. Then, he explained that there was a black man who worked at the plant but not as a professional. He told me that every Christmas he would invite the employees over but the black guy and his wife would have to come at a separate time than the whites. I told him that 1 could not accept employment under those conditions. 

Most often I do this interview with the drug user s consent. I ve actually said in no uncertain terms [to the parent of the drug user] if certain things happen then it s your duty to abandon ... So that very often one has had situations which are clearly bad for everyone, the drug user included, because of the continued support or rescue of the drug user in... 

The chief s interview may also include situational questions like those typically asked by an oral board, or you may be facing an oral board in addition to your interview with the chief. 

Whether you are facing an oral board or an individual interview, think about your answers to questions you might be asked. You might even try to write your own oral board questions and situations. Write down your answers if you want. Practice saying them in front of a mirror until you feel comfortable, but don t memorize them. You don t want to sound like you are reciting from a book. Your answers should sound conversational even though you ve prepared in advance. 

Interview panels often ask questions in which they describe a firefighting situation that raises certain ethical or professional dilemmas. They want to get a sense of how you may respond in such a situation. Some departments ask these kinds of questions almost exclusively. Some don t ask them at all, feeling that it is hard to imagine a firefighting situation until you have been in one. 

Scenarios are also used to hypothesize emergency conditions You arrive at the site of a fire call and find a woman in hysterics, screaming and gesticulating out of control, in the street. What do you do If you are unfamiliar with such situations, being confronted with one, even in an interview, can be stressful. And that s the point. Stress is an occupational hazard in firefighting. Questions that produce stress let the panel see firsthand how you handle it. This is one reason why many jurisdictions give preference to candidates with EMT or military experience. The ability to perform under conditions of stress is one of the key worker traits in the firefighting profession, and it is important that you develop and be prepared to demonstrate this ability. 

The oral interview is a crucial step on your way to becoming a firefighter. You can and should prepare for it. So, do some research both on the life and work of a firefighter. And do some research on yourself—your background, opinions, strengths and weaknesses. Self-awareness leads to self-confidence, especially in an interview situation. Seek experience in areas where you think you need it. Practice interviewing skills. Demand the best from yourself. The panel and the profession certainly will. 

Typically includes elements of cognitive-behavioural therapy, e.g. in dealing with cravings and trigger situations, and motivational interviewing... 

Both on your resume and during an interview situation, be prepared to provide specific examples of how you have applied these skills. Certain skills, such as being bilingual or computer literate (with knowledge of specific software applications), are definitely worth listing on your resume. 

The use of charts, graphs, and other graphic elements do not belong on a resume. Although these visual aids can be used during a job interview, the majority of the time, they re simply not appropriate for use in a job-search situation. 

You ll want to adjust your deportment to the particular situation, but it usually doesn t hurt to smile a lot and generally act like a person that other people want to work with. If you got an interview, they probably feel good about your technical abilities now you have to sell the "sizzle" as much as the steak. Be ready to get into the nitty-gritty also, and if you haven t had much interview experience, get a friend to dry-run it with you. Get a book of interviewing questions and do some practicing. 

Refrain from including any references to your past earning history (salary) or how much you re looking to earn. Compensation can he discussed in a joh interview situation once you re offered the joh or the employer expresses a strong interest in hiring you. 

Never insult the interviewer. It s common for an interviewer to ask what you might perceive to be a stupid or irrelevant question. In some cases, the interviewer is simply testing to see how you will respond. Some questions are asked to test your morals or determine your level of honesty. Other types of questions are used simply to see how you will react in a tough situation. Try to avoid getting caught up in trick questions. Never tell an interviewer you think a question is stupid or irrelevant. 

For example, if you re someone who taps your foot when you re nervous, make sure you re aware of your habit so you can control it in an interview situation. 

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