Job Interview Reflection using Gibbs’s Reflective Model

Gibbs’s Reflective Model is a structured framework for reflection that encourages learning from experiences. Developed by Graham Gibbs in 1988, the model provides a systematic approach to examining experiences, particularly in professional development and education. It consists of six stages:

1. Description: Focuses on objectively describing what happened during the experience without adding interpretations or judgments.

2. Feelings: Reflects on the emotions and thoughts experienced during the event, both at the time and afterward.

3. Evaluation: Analyzes what was good and bad about the experience, identifying what went well and what did not.

4. Analysis: Digs deeper into understanding why things happened the way they did, using knowledge, theories, or past experiences to explain outcomes.

5. Conclusion: Summarizes the key learnings and explores what could have been done differently to improve the outcome.

6. Action Plan: Develops a strategy for dealing with similar situations in the future, applying the insights gained from the reflection.

Gibbs’s Reflective Model helps individuals gain deeper insights into their actions and decisions, ultimately fostering personal and professional growth.

Using Gibbs’s Reflective Model for Improving Your Job Interviews

Here’s a step-by-step application of the model to reflect on the interview experience:

1. Description

What happened?

Start by recounting the details of the interview objectively:

• Who was involved in the interview? (e.g., HR manager, department head)

• Where did it take place? (e.g., in-person at the company’s office or via Zoom)

• What were the key questions asked?

• How long did the interview last?

• Were there any specific moments that stood out, such as a difficult question or a technical test?

2. Feelings

What were you thinking and feeling?

Reflect on your emotions before, during, and after the interview:

• Were you nervous, confident, or calm going in?

• How did you feel while answering the questions? (e.g., anxious, self-assured, hesitant)

• Were there moments you felt you performed well or poorly?

• How did you feel when you found out you were not selected? (e.g., disappointed, frustrated, relieved)

3. Evaluation

What was good and bad about the experience?

Assess the interview objectively by identifying what went well and what didn’t:

• Good: Did you handle certain questions well? Did you manage to establish a good rapport with the interviewers? Were you able to highlight your relevant skills and experience effectively?

• Bad: Were there questions you struggled to answer? Did you feel underprepared for specific topics? Did you notice any negative body language or reactions from the interviewers?

4. Analysis

What sense can you make of the situation?

Analyze why things happened the way they did, drawing from specific examples:

• Why did you feel unprepared for certain questions? (e.g., lack of research, nerves, unclear understanding of the role)

• What led to the positive aspects? (e.g., strong knowledge of the industry, effective communication skills)

• Were there any cues or feedback from the interviewer that suggested areas of weakness?

• Did your answers align with the company’s values, culture, or specific needs for the role?

5. Conclusion

What else could you have done?

Reflect on alternative approaches and strategies:

• Could you have prepared better by researching more about the company and its culture?

• Could you have practiced answering potential interview questions more thoroughly?

• Could you have asked more insightful questions to the interviewers to better understand their expectations?

• Was there a way to better manage your nerves or build a stronger connection with the interviewers?

6. Action Plan

If it arose again, what would you do?

Develop a concrete plan for future interviews:

• Set aside more time for company and role-specific research to tailor your responses better.

• Practice common and challenging interview questions, perhaps with a mentor or friend, to build confidence.

• Work on body language and non-verbal cues to appear more engaged and confident.

• Plan a set of questions to ask interviewers that demonstrate your interest in the role and understanding of the company.

• Consider seeking feedback from the interviewer (if possible) to gain more direct insights into what can be improved.

Final Thoughts

Reflecting on a job interview where you did not get selected using Gibbs’s Reflective Model can help identify specific areas for improvement and develop strategies to perform better in future opportunities. This method encourages a deep dive into both emotional and factual aspects of the experience, ultimately helping you grow and refine your interview skills.

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