EMPLOYMENT INTERVIEWS…………
What is selection Interview?...............
Basically, it is a conversation or a discussion between
two or more parties where answers are given to the questions asked by the
interviewer.
When it comes to employment, we call it job
interview and the interviewer is trying to choose the most suitable person out of
other candidates, who is with the highest qualifications related to the nature of
the required field. Selection interviews are used to gather and assess information
about the interviewee towards the prediction of his / her future performances. Normally
job interviews are being carried out as face to face conversations and the same
type of standard questions are used for all candidates in the interview.
The nature of the interview depends on the nature of
the specific job fields. At the initial stage of the conversation, an interviewer
inquires details of the interviewee such as personal details, educational qualifications, and others according to the curriculum vitae submitted by the interviewee.
Gradually questions are moved into topics related to the specific job role.
Normally interviewers ask open-ended questions allowing candidates to talk free
and openly.
Other than the qualifications and experiences, characteristics
and behaviors of a person are very important factors which are mainly considered
in interviews.
In my view, I think commonly most of the
candidates who applied for a specific job are equipped with a similar type of qualifications and the key point of selection
is depend on the personal satisfaction of the interviewer during the process of
interview.
· * Structured interviews
– The same type of preset
questions are being used for all candidates.
· * Unstructured Interviews
- Standard and prepared questions are not being used. Type of questions depend on the response of the interviewee
- Standard and prepared questions are not being used. Type of questions depend on the response of the interviewee
· * Situational Interviews
-Some kind of a behavioral interview. Interviewees are asked questions to asses their ability to solve problems in a practical situation
-Some kind of a behavioral interview. Interviewees are asked questions to asses their ability to solve problems in a practical situation
· * Behavioral Interview
- Questions are asked to predict the future performances of candidate based on their past experiences/performance.
- Questions are asked to predict the future performances of candidate based on their past experiences/performance.
“What are the limitations of interviews?
•
Interviewers:
1. May stereotype
interviewees based on some common interest/membership (halo effect)
That means pre-categorizing of people based on common factors like gender/ethnicity/characteristics etc.Due to these important facts like actual skills and existing experiences or the job related qualities may not judge. This may course to reduce the effectiveness of the interview.
That means pre-categorizing of people based on common factors like gender/ethnicity/characteristics etc.Due to these important facts like actual skills and existing experiences or the job related qualities may not judge. This may course to reduce the effectiveness of the interview.
2. May stereotype
interviewees based on some personal experience or assumption (horn effect)
3. Are prone to
comparing one interviewee with the next interviewee. Tend to make decisions very early in the interview.
4. May recruit people who they deem are “similar to me”, thus undermining
diversity/inclusivity of the process
5. Personal nature of interviewees may be over-valued”
6. Lack of
knowledge
Due to the lack of knowledge of interviewers, they may fail to choose the most suitable person for the specific job vacancy. (Herath.2019)
Due to the lack of knowledge of interviewers, they may fail to choose the most suitable person for the specific job vacancy. (Herath.2019)
Although interviews are usually taking place as face to face
conversations, with the modern communication technology it has become much
easier like video conferencing, telephone interviews etc. These kinds of
e-interviews are widely used when parties are separated geographically.
However since priority is giving to ethical considerations
in selections, still traditional face to face interviews are being used all
over the world than e-interviews.
References
Herath D. (2019) The Global Context for HRM [Lecture] People
and Organisations: Principles and Practice in Global Contexts MN7181, Esoft
Metro Campus,
Available at - https://slideplayer.com/slide/5770331/
[Accessed on 15.06.2019]
A job interview is an interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired. Interviews are one of the most popularly used devices for employee selection.
ReplyDeleteInterviewing is an integral part of the hiring process. It provides small business owners with their primary opportunity to learn about a candidate's work experience, education, and interpersonal abilities, as well as characteristics—such as enthusiasm—that are rarely conveyed in resumes; similarly, the interview process often provides would-be employees with their best opportunity to inquire about various aspects of company operations and expectations.
ReplyDeleteInterviews are one of the most popularly used devices for employee selection.[2] Interviews vary in the extent to which the questions are structured, from a totally unstructured and free-wheeling conversation, to a structured interview in which an applicant is asked a predetermined list of questions in a specified order.
ReplyDeleteStandard and formal interviews are mainly based on quantitative search methods and standard and similar types of questions are being asked from candidates. Commonly close-ended questions are used and they are not flexible and deviate according to the answers received.
DeleteDue to the pre-decided nature of questions, there are some limitations and restrictions to have a free and open conversation with the interviewee and it is a barrier to have a qualitative analysis and overall measurement of the candidate.
Multiple rounds of job interviews and/or other candidate selection methods may be used where there are many candidates or the job is particularly challenging or desirable. Earlier rounds sometimes called 'screening interviews' may involve fewer staff from the employers and will typically be much shorter and less in-depth. An increasingly common initial interview approach is the telephone interview.
ReplyDeleteThere are various types of job interviews, and you should be aware of them before facing them. You can also inquire about the type of job interview you will be facing so that you can prepare and get the best out of it. Don’t be afraid to ask the recruiter regarding the type of job interview you need to face. This will help you and the interviewer both. Below are six common types of job interviews discussed that you should know as a candidate to face it like pro. Take a look at them:
ReplyDeleteWith the globalization, types and techniques of interviews have spread into various areas. Due to the emergence of social media, people use to post their information in public networking sites and employees can search and select people according to matching criteria of vacancies held.
DeleteMeetings are a standout amongst the most prevalently utilized gadgets for representative selection. Interviews fluctuate in the degree to which the inquiries are organized, from an absolutely unstructured and free-wheeling discussion, to an organized meeting where a candidate is posed a foreordained rundown of inquiries in a predefined request.
ReplyDeleteInterview is one of the most important step in the staff selection procedure. Interview proves important because it connects both the employers as well as job seekers. ... It also helps job seekers to present their job skills and acquire a desired position on merit.
ReplyDeleteInterviewing future employees is not a particularly difficult task, but in order to get quality information out of the interview, you have to prepare well. ✔
ReplyDeleteYou also should approach the interview systematically, using the same procedures if not the same questions for each candidate. 😊
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ReplyDeleteAn interview is the initial part of the HRM process and it allows an opportunity for both interviewers and interviewees to exchange their information which helps to make a decision regarding the employment.
ReplyDeleteIt is a decisive screening process that used to hire the best candidates since the future success and sustainability of an organization depends on the decisions taken on recruitment today.
Many organizations uses interviews as a way of selecting the required people for organizations. Now a days things such as "Stress interview, informal assessments" are being used as part of interviews.
ReplyDelete