This is the fourth activity on social inclusion. This activity can be used as an immersion on the topic after the warming-up. You can find more activities on social inclusion here.

 

DURATION

90 minutes

NUMBER OF PARTICIPANTS

Between 4 and 16 participants.

MATERIALS

  • A table and two chairs, for similar an office space for the interview.
  • Template with steps to follow in an interview, one per participant.

“Typical questions of an interview” sheet for the interviewer, one per participant.

PREPARATION

  1. Content for the facilitator to communicate to prepare the activity.

We can now understand the meaning of social exclusion as a “social process of separation of an individual or group with respect to the labor, economic, political and cultural possibilities to which others do have access and enjoy.” It is important to point out that people who live processes of social exclusion do not suffer only economic needs, but using the most current types of consideration of social needs, it is understood that the impossibility of autonomously satisfying various deficiencies deprives them of living integrated in their surroundings.

The process of social exclusion causes many people to be separated from the dynamics of social participation that our societies, in theory, guarantee to all citizens.

The origin of the exclusion process can be found in two fundamental axes of the person: the axis of labor and economic integration and the social, family, relational axis.

This preparatory activity to hold conversations between young people and adults simulating the job interview is a useful tool to teach, since at first, it is a situation that generates insecurity and fear in young people.

 

  1. Prepare the space with the table and chairs, simulating an office.
  2. Submit this template to follow the necessary steps in a job interview:

STEP TEMPLATE IN AN INTERVIEW 

Greeting: The first impression is essential.

Interviewee: Introduce yourself naturally and be calm. A good handshake reveals the security you have in yourself.

Interviewer must be neutral.

Introductory Comment

The interviewer tries to break the ice and reduce the tension a bit. It is he who must take the initiative.

Developing

Remember that you come to stage your qualities, the interviewer has no mental powers to know how you are, so you must show yourself, sell yourself. Try to answer “The typical questions of an interview.”

The interviewer will develop the questions he deems pertinent.

Offer and Negotiation

The interviewer explains to the interviewee the position offered and / or is invited to ask something.

The interviewee can ask about the position, company or work conditions, but let the interviewer address the issue of salary.

Farewell

The objective of the interviewee is to know how the selection process will follow. Try that the farewell is cordial.

After the interview

Try to make the experiences help you learn. Draw conclusions with the group, with the person who touched you as a couple in improvisation, and identify which things can be improved and which ones to remember as positive.

 

4- Content sheet for the interviewer:

TYPICAL QUESTIONS OF AN INTERVIEW 

About personality

  • Tell me an anecdote of your life in which you successfully solved a problematic situation.
  • What does the company earn if it hires you instead of another candidate? What differential element do you contribute?
  • Do you like working with people or do you prefer to work alone?
  • Do you consider yourself as a leader or as a follower? Why?
  • Define yourself with five qualifying adjectives. Justify them.
  • What have you learned from your mistakes?
  • Do you finish what you start?
  • If all jobs had the same pay and social consideration, what would you really like to do?
  •  What impression do you think I got from you after this interview?

About the training

  • Why did you study economics, nursing, _______?
  • How did you decide to study ________ What other subjects appealed to you?
  • Who influenced you the most when choosing your career / studies?
  • Which subjects did you like more / less and in which ones did you get better / worse grades?
  • Do you plan to continue or expand your studies in any way?
  • Did you have a representative position during your student time?

About previous experiences or previous work

  • Tell me about your activities outside of your studies
  • Did you do any “student” work (classes, summer jobs, internships …) or volunteering?
  • What did you learn during your previous work? What functions did you play? How much did you get paid?
  • Should you supervise someone’s work?
  • Which of your previous work did you like more / less? Why?
  • How did you get along with your classmates, with your bosses, with your subordinates?

About the job requested

  • What do you know about our company?
  • What attracts you to it?
  • What work environment do you prefer?
  • Do you prefer a predictable job or a changing job?
  • What relationships do you think there should be between a boss and his immediate collaborator?
  • What are your strengths and weaknesses for this position?
  • What do you see yourself doing in five, ten years?
  • Would you be willing to take a training course in charge of the company, before being hired?
  • How much do you want to earn now (and within five years)?
  • When could you join the job?
  • What people from the companies where you have worked before can give us references from you?

Do you participate in other selection processes?

OBJECTIVES OF THE ACTIVITY

  • Experience the frustration you feel when your own limitations do not allow you to move forward as you would like.
  • Empathize with young people who feel less confident than you in themselves.
  • Put into play our skills and our limits to include them in the exercise so that we can achieve the goal.
  • Experience the work in inclusive teams.

DESCRIPTION

All participants will be arranged in a large circle. The facilitator will explain that one of the fundamental elements in a job interview is the “Greeting”. 

Therefore will dedicate 7’ to train the greeting by shaking the hand of each participant, explain and guide them to practice these aspects:

    1. I shake my hand firmly, but without squeezing excessively, without sagging.
    2. I don’t shake my arm too aggressively.
    3. I look into the eyes of the person who I am shaking hands with.

Next, the facilitator will separate the large group into pairs and distribute to each participant a role:

The interviewer: Is the person looking for an employee, this person will adopt a neutral role, without stridency. It is not about overwhelming the interviewee, but it is not a meeting of friends.

The interviewee: He is the person who is looking for a job, we will advise you to “be yourself” and act naturally, avoiding overacting.

The observers: They are the rest of the group, we will ask them to analyze what they see and hear about the interview, looking at two aspects:

  • What should be improved (weak points).
  • What has been very good (strengths).

The facilitator awards 5 ’ to the couples to agree on the position offered, the salary and the basic characteristics, according to what the candidate is looking for.

The facilitator will give the couples the two sheets with information:

  • Template with steps to follow in an interview, one per participant.
  • “The typical questions of an interview” sheet for the interviewer, one per participant.

And he will give them 10 ’to rehearse the interview.

Then the couples will go on to show their interviews, they should not last more than 10 ’each. Immediately afterwards, he will make a 5-minute round of the observations collected.

The facilitator will remember that the observations are to raise awareness of strengths and areas for improvement.

REFLECTION

  • What do you think worries a young man who has suffered social exclusion before a job interview?
  • What strengths can you identify?
  • What areas of improvement?