Interviewing & Selecting
Interviewing & Selecting of Candidates
An interview is a planned discussion between two or more people during which they respond to questions and exchange ideas (Kapoor, R 2018). Generally, an interview is a process of a face to face conversation between people or parties, where questions are directed and answers are obtained.
The key purpose of conducting an
interview is to gather information about qualities, attitudes, prospectus,
qualifications, experience...etc. In various types of interviews, interviewers
examine the behavior and communication abilities of the candidates (Kapoor, R
2018).
The term "interview" describes a conversation in which one or more people/parties play the roles of the interviewer and the interviewee, respectively, and ask questions in order to gather information. An organized or unstructured interview can be conducted. It is possible to conduct interviews over the phone or via video conferencing, either one-on-one or in groups (Richardson, M 2017).
Types of Interviews
According to Kapoor (2018), there are ten different sorts of
interviewing techniques used in the business sector, which are as follows. The
method adopted in doing an interview might vary from company to company depending
on the needs of the job opening.
A structured interview is pre-planned, precise, and reliable in hiring the candidates. The interview is planned in detail in advance
2. Unstructured Interviews
In terms of the interview questions to be asked and how to get precise replies, the interviewers are not well prepared. In this kind of interview, the efficiency is significantly reduced.
3. Group Interviews
With this approach, a group of candidates or all of the applicants are interviewed simultaneously. This method can save the time and energy of the company when there are a lot of applicants for a small number of openings. group In this scenario, a topic will be provided to the applicants to engage in group conversations, and the interviewer will assess each candidate's inventiveness and group behavior.
4. Depth Interviews
A depth interview is a semi-structured interview, where the candidates have to give detailed information about their educational qualifications, work experience, special interests, skills, aptitude, and so forth. In this case, all the information about the candidate is known first and then the interviewer takes a depth interview and begins analyzing the expertise and proficiency of the candidate. This interview enables the interviewer to acquire detailed information so that the selection process becomes more manageable.
5. Stress Interviews
Stress interviews are used to find out how a candidate should respond under pressure and deal with issues. In this kind of interview, the interviewer will determine whether the applicant can successfully manage the requirements and needs of a challenging job. The applicant who maintains composure throughout a tough interview is typically the best fit for the position.
6. Individual Interview
The interview is conducted in a one-on-one setting. An interviewer and a candidate will converse verbally and engage visually in this scenario. A two-way interview like this one aids in selecting the best applicant for an open position. An interviewer may utilize both open-ended and closed-ended questions in this situation.
These interrogations take place informally. This kind of interview is poorly planned and lacks any appropriate question-asking techniques. It occurs in a friendly manner and is more akin to casual chats between persons.
This type
of interview is also called a planned interview, where the candidate is
aware of the date, time and structure of the interview. So that the
candidate can prepare himself and face the interview successfully. In this
case, the interviewee is supposed to provide accurate answers to all the
questions asked by the interviewer.
The
interview is conducted by a group of people where the final decision is taken
after a discussion with all the members
of the panel. In this type of interview, three to five or three members of the selection committee will be
asking questions from the candidates on various concepts. The final decision of
selecting the right person out of the candidates will be taken by all the
members of the panel collectively.
Employees who desire
to leave the company are done with exit interviews. The purpose of the departure interview is to learn the reasons for leaving the company. The
reviews gained by these interviews are helpful for the better performance and
future plans of the company . Employees quit workplaces for a variety of
reasons, including relocation, health challenges, possibilities for advancement
in other companies, the availability of incentives and rewards in other
companies, family matters, and so forth.
Selecting the Candidate
Two main approaches can be found on employee selection. They are the psychometric approach and the social process approach. The psychometric approach makes the assumption that every profession is made up of several distinct activities. It is that people have stable characteristics, and thus, both job and the individual can be measured independently. It attempts to create and evaluate the selection methods that enable employers to gradually find the applicant whose qualities match the position and organizational needs the most (Bolander, P & Sandberg, J 2013).
When a vacancy is identified in the company, the first chance is given to the internal staff to apply for the position. If there's a suitable candidate found within the company itself he is given priority. If there are no suitable candidates found within the company the vacancy is published in media such as websites, newspapers, social media and other reliable sources to find the right person to fill the vacancy.
Following the completion of the screening and
interviews, the candidate is chosen and appointed to the appropriate position.
Most often, this was carried out by a group of interviewers, and the best
applicant was chosen based on their indications made during the interview.
References
Bolander, P & Sandberg, J 2013, How employee selection decisions are made in practice, Organization Studies, Sage publications.
Collinson, D, Knights, D &
Collinson, M 1990, Managing to discriminate, London Routledge.
Kapoor, R 2018, Journal Article on Recruitment
and Selection, University of Delhi.
Richardson, M 2017, Recruitment
strategies, Managing/Effecting the recruitment process.
Since the Covid-19 epidemic, this process has become more apparent. Prior to the epidemic, organizations conducted one-on-one interviews; but, during the outbreak, video and telephone interviews have taken their place. The organizations have continued to use these as the new standard even after COVID-19. since it is both time and money efficient.
ReplyDeleteThank you for your comment Piumi. Yes, the COVID-19 pandemic has certainly accelerated the adoption of remote interviewing methods such as video and telephone interviews. It has also highlighted the benefits of these methods, such as time and cost efficiency. As a result, many organizations have continued to use remote interviewing even after the pandemic. However, it's important to note that there are some potential drawbacks to remote interviewing as well, such as the inability to fully gauge body language and nonverbal communication, so it's important to weigh the pros and cons and choose the best method.
DeleteThe article discusses the definition of an interview and its key purpose of gathering information about the candidates' qualities, attitudes, qualifications, and experience. It mentions ten different types of interviews used in the business sector, including structured, unstructured, group, depth, stress, individual, informal, formal, panel, and exit interviews. The article also highlights two main approaches to employee selection, the psychometric and social process approaches. The psychometric approach assumes that individuals have stable characteristics, and the job and the individual can be measured independently to find the best match for the position and organizational needs. The article further explains how the candidate selection process takes place in a real-life context.
ReplyDeleteThank you Hansika for your positive feedback. It's great to hear that you found the article informative. If yo have any specific questions or thoughts on the different types of interviews and selection approaches discussed in the article, please let me know.
DeleteThis article gives vary of interviews to get better understanding inside the people & organization. it's the process a hiring team follows with a job candidate to give them all the information they need in order to make a decision on selecting who to hire. It involves steps such as the screening call and the in-person interview through to the background check and ultimately, the job offer itself. The selection process can be defined as the process of selection and shortlisting of the right candidates with the necessary qualifications and skill set to fill the vacancies in an organization. The selection process varies from industry to industry, company to company and even amongst departments of the same company. The exact steps will vary by company, but the basics include announcing the job, reviewing applications, screening candidates, interviewing, final selection, testing, and making an offer. Depending on how many roles you are filling and the size of your hiring teams, some of these steps may be combined or repeated.
ReplyDeleteThank you Nilushika for your feedback. You are correct in stating that the selection process varies depending on the industry, company, and department. The article highlights the general steps in the selection process, including announcing the job, reviewing applications, screening candidates, interviewing, final selection, testing, and making an offer. It is essential to note that the steps can vary based on the position's level, the number of positions to be filled, and the hiring team's size. The selection process's ultimate goal is to shortlist the best candidates with the required qualifications and skill set to fill the vacancies in the organization.
DeleteThis is a good article to get an understanding regarding different methods of interviewing candidates. This will be useful to people looking to go into the area of Talent Acquisition.
ReplyDeleteThank you for your comment Malindra. Yes, understanding different methods of interviewing candidates is an essential skill for those working in the field of Talent Acquisition. It can help them to make more informed decisions when selecting the right candidates for a particular job, and can also help to ensure that the hiring process is efficient and effective.
DeleteThis is a useful resource for HR professionals and hiring managers looking to improve their interviewing and selection process. You did an excellent job of providing practical tips for conducting effective interviews and selecting the best candidates.
ReplyDeleteI suggest you discuss the potential pitfalls of relying too heavily on behavioral interviewing, such as the risk of overlooking other important candidate qualities or skills. Hope to see some of those in your coming articles!
Thank you for your feedback and suggestion Prasadi. It's important to recognize that while behavioral interviewing can be a valuable tool, it shouldn't be the only method used in the selection process. I will certainly keep your suggestion in mind for future articles.
DeleteGreat article overall. Selecting the right candidate through a well-planned interview process is a vital aspect of organizational success (Bauer & Erdogan, 2018). Adequate preparation is key, including developing a clear job description and a structured interview process that evaluates the candidate's skills, experience, and cultural fit. To gain further insight into the candidate's qualifications and work history, asking behavioral-based questions and conducting reference checks is valuable (Bauer & Erdogan, 2018). Ultimately, the interview process should identify the best candidate for the job and the organization, someone who can contribute to its long-term success.
ReplyDeleteThank you for your comment Praveen. You have highlighted some important aspects of the interview process, such as adequate preparation and a structured approach to evaluating candidates. Asking behavioral-based questions and conducting reference checks are great ways to gain further insight into a candidate's qualifications and work history. And you're right, ultimately, the goal of the interview process should be to identify the best candidate who can contribute to the organization's long-term success.
DeleteThank you for your insightful article. The process of interviewing and selecting candidates. It explains the different types of interviews, including structured, unstructured, group, depth, stress, individual, informal, formal, panel, and exit interviews. The article also highlights the importance of selecting the right candidate for the job and the two main approaches to employee selection - the psychometric approach and the social process approach. The blog emphasizes the significance of the selection process in achieving organizational objectives and handling future challenges.
ReplyDeleteThank you for your comment Hadhil. I'm glad you found the article insightful and informative. Yes, selecting the right candidate for the job is crucial for an organization's success, and there are various approaches and types of interviews to consider. If you have any further questions or comments, feel free to let me know!
DeleteI found this article on Interviewing & Selecting to be extremely helpful and informative. As someone learning about HR, I appreciated the clear and concise explanations about various HR topics such as recruitment, training and development, and performance management. The examples and case studies in the article helped me better understand how these concepts are applied in real-world scenarios. I highly recommend this article to anyone interested in learning more about HR.
ReplyDeleteThank you for your positive feedback Tharinda. I am glad to hear that the article was helpful in providing a clear understanding of HR concepts and real-world applications. If you have any further questions or topics you would like me to cover in future articles, please let me know.
DeleteHi Kasun great writing and very useful for readers to know about what are the types of interviews exist for SHRM. Employers must be aware of state and federal laws that forbid specific questions from being asked during job interviews. Interviewers with some fundamental standards to follow in order to prevent accusations of prejudice or discrimination in recruiting, as well as examples of questions to avoid asking job applicants.
ReplyDeleteHR specialists and recruiting managers can maximize job interviews and get the information they require by carefully preparing. Selecting an interviewing technique, creating meaningful questions, appropriately wording questions, and honing listening skills are all examples of preparation processes.
Thank you Janaka. for your valuable input on the importance of complying with state and federal laws during job interviews to prevent accusations of prejudice or discrimination. You rightly emphasized that HR specialists and recruiting managers should carefully prepare for interviews to maximize the information they can gather from job applicants. This includes selecting an appropriate interviewing technique, creating relevant questions, using appropriate wording, and honing listening skills.
DeleteGreat blog post! I completely agree with your perspective on the importance of conducting effective interviews and selecting the right candidates for a job. As Briscoe, Schuler, and Tarique (2012) mention in their book, International Human Resource Management, the selection process is crucial for multinational enterprises in order to ensure the right person is placed in the right role. This can prevent costly mistakes such as cultural misunderstandings or lack of alignment with company goals.
ReplyDeleteFurthermore, the use of structured interviews, as you mention, can greatly improve the selection process by providing a clear and consistent approach to evaluating candidates (Kew and Stredwick, 2016). In addition, the use of depth interviews, as highlighted by Dickmann and Baruch (2011), can provide a more thorough understanding of a candidate's qualifications and experience, which can aid in making a well-informed hiring decision.
Overall, I believe that your article provides valuable insights into the various types of interviews and their benefits, and serves as a great resource for anyone involved in the hiring process. Thank you for sharing your knowledge on this topic!
Thank you for your kind words and thoughtful comment Hassaan. I agree with you that selecting the right candidate for a job is crucial, especially for multinational enterprises. I appreciate you referencing Briscoe, Schuler, and Tarique's book on International Human Resource Management, as it provides valuable insights on the importance of the selection process.
DeleteI'm glad you found the use of structured interviews and depth interviews beneficial for the selection process, and I hope that my article serves as a helpful resource for those involved in the hiring process. Thank you for taking the time to read my post and for sharing your thoughts!
Hi Kasun. Thank you for sharing this informative article. Job analysis interviews might be informal or more formal, with hundreds of specific things to tick off. Managers may do one-on-one interviews with every employee, group interviews with teams of workers doing the same task, or supervisor interviews with one or more managers who are familiar with the position. When a lot of employees are doing the same or comparable tasks, use group interviews since they can be a rapid and affordable approach to acquiring information. Usually, the immediate supervisor of the employee will be present during the group session; if not, you can interview the supervisor privately. The interviewee should be aware of the purpose of the conversation. Whether correctly or not, employees have a propensity to interpret such interviews as "efficiency evaluations." Interviewees might hesitate to accurately characterise their jobs if this is the case.(Dessler, G. & Varkkey, B. (2018). What might typical interview questions include?
ReplyDeleteThank you for your comment Kumara. You raised a great point about the different types of job analysis interviews and how they can be conducted, including one-on-one, group, and supervisor interviews. It's also important to ensure that interviewees are aware of the purpose of the conversation to avoid any misunderstandings or misinterpretations.
DeleteRegarding your question about typical interview questions, job analysis interviews may include questions about the tasks and responsibilities of the job, the required knowledge and skills, and the work environment. For example, some questions may include as follows,
1. What are the main tasks and responsibilities of your job?
2. What knowledge and skills are required to perform your job?
3. How does your job fit within the larger organizational structure?
4. What are the physical and environmental demands of your job?
5. How do you prioritize your tasks and manage your time?
6. What challenges do you face in your job?
7. How do you interact with other employees and departments in your job?
8. What training or development opportunities do you think would benefit you in your job?
Of course, the specific questions asked will depend on the job and the organization conducting the interview. I hope this helps answer your question!