Conducting a job interview is the most widely used selection tool. It has proved most reliable and the employers rely on it in preference to any other tool. It is a process designed to predict future job performance by candidate's oral responses to oral inquiries. For having a better comprehension of Job interviewing it is proper will to go through the definitions of interview and job interview.
An interview as defined is a conversation between two people (the interviewer and the interviewees) where the interviewer put questions to the interviewees to get information from him. Job Interview on the other hand is generally defined as a conversation between an employer and a job candidate, where the employer evaluates a candidate for prospective employment in the organization. The two definitions show that an interview is a general term used for all kinds of interview, it gives out the broad outlines of the term interview. Job interview on the other hand is specific to a particular area namely employment. But, this is a common misconception that job interview is a unilateral process which, is not the case. The above definition of Job interview is very similar to definition of Job Interviewing, but not that of job interview as it does not give the full picture and is incomplete.
For objectively defining job interview it is important to know about the purpose of a job interview.
Job Interview Purpose
The purpose of job interview is eliciting information. If on the one hand the interviewer wants to know about the candidate in great detail including about the intangibles like his qualities, potential, attitude and teamwork, the candidate wants to know about the financial health, working environment, plans of th...
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...viewer should avoid distraction in the interview area and during the interview. Interventions by anybody or of any kind can distract the interviewer and candidate and may affect the process, resulting in adversely affecting the chances of a good candidate or choice of a wrong candidate.
6) The interviewers shall be trained in interviewing and know how to avoid illegal questions and errors such as talking too much and making hasty judgments.
7) Interviewers must strictly follow the planning and preparation earlier made for conducting the interview. Any deviation will jeopardize successful interviewing. Repeating the questions already asked, putting questions at the same time, contradicting one another are examples of either bad planning, insufficient preparation or lack of both bringing bad name to the interviewers and lowering the prestige of the employer.
Finally, the interview is an important source of information about the candidate. It can be unstructured, wherein the interviewer is free to pursue whatever approach and sequence of topics that might seem appropriate or structured where each candidate receives the same set of questions, which have pre-established answers. NG seems to favor a mix of both approaches. This gives the Human Resource manager the most relevant information for making a knowledgeable decision about which candidate will fulfill the needs of the organization.
Interviewing is a procedure which recounts to a controlled situation in which one person asks a chain of questions to another person, relating to a specific field (Sommers-Flanagan and Sommers-Flanagan, 2008, p. 18). Interviewing skills are pivotal in making an interview more effective, as it is an overall judgement of candidate’s capabilities (Interviewing skills, 2002, p. 8). The process of Interviewing is divided into five phases i.e. Introduction, opening, body, closing, and termination (Sommers-Flanagan and Sommers-Flanagan, 2008, p. 144). According to Sommers-Flanagan and Sommers-Flanagan (2008, p. 145-154), introduction also named “initiation”, is the initial phase in which the interviewer explains his role, confidentiality policy, rules and regulations, and the purpose of the meeting. Also a person is put at ease and a short informal talk, develops a therapeutical relationship. Then the opening commences with the first question which is more about the person’s current concern (Sommers-Flanagan and Sommers-Flanagan, 2008, p. 154-160). The body or “exploration” phase is the main section of interview as major information regarding the ...
Trevithick, (2005, p144-145) argue that interview preparation is essential in order to identify the needs and / or expectations of all parties involved. Prior to the interview I was given a scenario which described in detail the background of a service user, Michelle, and the issues that needed to be addressed. Michele’s girlfriend, Charlie had suffered a stroke and was recovering ...
Companies have the never-ending task of interviewing, choosing and hiring employees. However, regardless of the repetitiveness and skill of a company's human resources department, choosing the right individual for a job is immensely challenging. Making the wrong decision can also be pricely (Small business, 2011). The employee selection process usually involves notification or advertising, analysing, screening, interviewing, testing then selecting the best applicable candidate. The employee selection process generally begins with a manager or boss commissioning human resources to fill a new or unfilled position. The manager must first decide what qualifications she desires in a job candidate. Review resumes and match each candidate's background to the job demands (Siop, 2012). Companies sometimes get hundreds of CVs for an ad. However, human resources may only examine a half dozen. During dreadful economic stages, a number of candidates may have an education and experience that exceed the qualifications for the job. The employment selection process may actually include a screening interview, notably if a job candidate lives out of town. Human resources will usually perform the screening interview over the telephone. A telephone interview also helps a company determine if the candidate has the necessary qualifications to warrant flying him in for an interview. The employee selection case can also
Before people buy a new house they will tour it. If they decide they want the house, they have an inspector make sure there is nothing severely wrong with the house. Instead of buying car at first glance, people will test drive it to make sure they like how it rides. Companies will bring candidates to their offices and question them about their background and skills. But can a company truly get the sense of their abilities without testing those abilities. One of the largest costs of an organization is its personnel. It is crucial to find the right employees who fits the company culture and are well qualified for the job. Interviews are a good way to decide if someone is the right fit, but people can lie. It would be better if the company could see how the person would function with on the job tasks. This is a “try it before you buy it” way of thinking. Companies should utilize job simulations, in addition to interviews, to actually test candidates on their skills and abilities.
A concern for is any interviewers helping in finding a suitable person for any position is to make sure the questions you ask are clear, ethical, and legal.
The employment interview has been the key element used for determining a candidates’ worthiness in filling an open position. Organizations rely on employment interviews as a way to predict the future job performance and work-related personality traits of interviewees. Over the years validity of the employment interview has been under scrutiny, so it is no wonder that is has been the topic of many research papers. The definition of the employment interview is “a personally interactive process of one or more people asking questions orally to another person and evaluating the answers for the purpose of determining the qualifications of that person in order to make employment decisions” (Levashina, Hartwell, Morgeson, and Campion 2013, p. 243).
(2002) indicates “Interviews are a distinct form of social encounter. They differ from ordinary conversation and the more coercive process of interrogation by dint of the institutional framework in which they occur and the specific protocols or guidelines that structure them.” (p. 120) This statement couldn’t be any truer, in a regular conversation you can debate your own opinions, but the way it works in an interview, for your interviewed to trust you and share their thoughts with you, the formulation of questions must be well thought out.
Interviewing is the main aspect of getting a job. Interviews are simple communication devices used to feel out the potential prospect. As I read through the article, important information grabbed my attention immediately. The basic of them all is preparing. Things that goes behind preparing for an interview is practicing in the comfort of your home questions, appearance, and research on the company you with t work for.
As an interviewer there are numerous techniques, and styles an interviewer can utilize to get the most information from an interviewee during an interview. Recently tasked with watching an interview of a person who, was the victim of a robbery where the individual stole her handbag. The interview was, An overview of investigative interviewing [Video file]. (1998). Tasked with analyzing the interview there is a variety of components of the interview to analyze: strengths, weaknesses, and, my own observations or perceptions of the result of the interview.
An interview is a conversation between two or more people where questions are asked by the interviewer to elicit facts or statements from the interviewee (respondent). Direct face to face interview is needed to know in depth what was actually happen within the company. Interview helps researcher get better comprehension of what is really going.
There are many aspects that make up a successful interview or interrogation. An investigator does not become a skilled interviewer or interrogator over night. Training and experience are vital to becoming skilled at interviewing and interrogation. Experience is the best teacher, conducting interviews and interrogations is the only way to become more skilled. In this paper I will explain all the aspects that make up a successful interview. I will also explain the difference between an interview and an interrogation.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
Job description is a sum up of a job that is in the recruitment, in this description, employees will write down the job title, so applicants will able to understand what the job is about. Also, the department, applicants should know where would they work if they were going to work in that organization. Next i...
Most people find that going to a job interview can be one of the most stressful events in a person’s life. For some, a job interview is vital to one’s future, therefore the outcome of the interview can be of great importance to that person’s life. However, with a few helpful steps, a job interview can be quite simple. In order to succeed at a job interview you need to: conduct research on the employer and the job opportunity, review common interview questions and prepare responses, dress for success, arrive on time for the interview and be prepared, ask questions, make good first impressions, and thank your interviewer(s) in person and by email or postal mail.