Interview Process

 

Interview Process

 



 

Interview is the first formal meeting of a candidate and the organization’s representative. This is the most familiar method of selecting the appropriate candidate of the vacancy from the good old days.

 

This is a quick and the simple way to collect information about the candidate, including the information not appearing in the application. Further a skilled interviewer can go deeper in to the candidate and find out, measure the levels of working ability, intelligence, personal characteristic, aptitudes and language fluency, (Armstrong, 2014)

 

Interview will open space to interact of bath parties concern over the job and responsibilities, the candidate will get opportunity to ask questions regarding his/her responsibility and the interviewer will analyze the capabilities of the candidate.

 

There are many ways of interviews in today’s HR world, starting from telephone interviews, Skype call interviews, One way video call interview, and physical one to one interview, furthermore there are one to one and group interview as well, (Dressler,. 2013)

 

Most of the local companies are recruiting on physical interviews and the overseas companies does interviews over the telephone, and skype call, The Virgin Air lines conduct one-way video recording interviews for air stewards and attendants.

 

Dr Daniel Tunkelang worked as a high Class consultant in Google from 2009 to 2010. He says that Google had a unified hiring process for engineering. Candidates interviewed for Engineering, not for any particular team. Engineers in the interviewing pool were randomly assigned to candidates, both for phone screens and on-sites.

 

Advantages of Interview

 

1.     Enable organizations to describe the job, duties and responsibilities in details

2.     Provide space and time for candidate to ask questions she/he on her role and organization.

3.     Enable face to face encounter to evaluate the analyze and vice versa.

(Dressler, 2013)

 A short guideline for an interview

 

1.     Initially quick establish rapport with the interview.

2.     Call the candidate by his/her  name.

3.     Review the purpose of the interview.

4.     Explain how the candidate was selected to this interview.

5.     Prepare of short list of questions that you needs to ask.

6.     Speak on a way that the candidate can understand.

(Dressler, 2013)

 

References

 Armstrong, M., 2014.Armstrong’s Hand Book of Human resource Management Practice. 13th ed. Philadelphia, Kogan Page

 Gary Dressler,. 2013 Human Resource Management, 13th Edition., Florida International University.  Pearson .

Comments

  1. Buddhika Jayarathna28 November 2021 at 22:52

    An important part of the process of hiring is the candidate interview. Human resource professionals and hiring managers should be well in how to conduct successful interviews in order to recruit the best candidates (Shrm, 2021).very important topic Discussed her Thanks

    ReplyDelete
  2. Thushara Wattegedara8 December 2021 at 19:54

    Good article and HRM needs to take ownership of the interview process and should thoroughly monitor because most of the time most of the managers use to let down the candidates and demoralize. Which is not ethical. Thank you.

    ReplyDelete

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