Recruitment Interviews - Recruitment and Selection

What are Recruitment Interviews?

An interview is a determined discussion of ideas, the answering of questions and communication between two or more persons. Usually, an interview is a procedure of private meeting talk between people, where queries are asked and answered, for gaining information about makings, attitudes, prospectus etc.

An interview mentions to a discussion with one or more people acting as the role of an interviewer who ask queries and the person who answers the question acts as the role of an interviewee.

The key tenacity of an interview is to transfer information from the candidate to the interviewer. Interviews can be either formal or informal, structured or unstructured. Interviews can be carried out one-to-one or in groups; they can be laid over telephone or via video conferencing.


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There are altered meanings of the word “interview”, as different scholars defined the term in your own way. On the other hand, interviews have some simple objectives, which are as follows−

  • Over interviews, recruiters can confirm the information got over application forms and tests.
  • Recruiters can get added information about the candidates, which are not stated in the application forms or resumes.
  • Interviews offers a candidate the information and the needed facts about the job and the organization.
  • Interviews found a mutualluy empathetic between the applicant and the organization.

How to Interview?

Various studies have shown that organizations that apply more time for employment have advanced significantly in the long term. A significant thing to do, when you are preparing for an interview is to think, whom you are interviewing and what kind of data you want from that person. Therefore, you should make a list of questions, which you want to ask, previous to conducting an interview.

Interviewing is both an art and a science. Therefore, how to interview is a method that every single HR professional should learn and try to apply.

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The resultant five P’s must be taken into concern in order to guarantee real selection and interviewing −

  • Prepare − Preparation is the main step of directing an interview. Previous to interview, the interviewer must make sure that he/she comprehends the key elements of the job. And the interviewer should go over the resume of the applicant in understanding his/her qualities and efficiencies
  • Purpose − The interviewer must have information about the purpose of the interview, why he/she is leading it. The interviewer must project the organization as the best place to work to the interviewee, which supports in selecting the right candidate.
  • Performance − An interviewer need classify the attitude, attributes, knowledge and skills of the applicants, who desired for the success of the organization. If the obligation is about singular education and technical skills, then hiring high-performing candidates play an important role.
  • People Skills − The candidate, who comes for an interview, will not be completely transparent. Hence, it is the job of an interviewer to un-mask the applicant and discover the inner qualities and skills during the interview. This good practice of hiring will help in selecting the right candidate for the organization.
  • Process − Every examiner should monitor a structured interview procedure to get improved results. An organized process of interview evades bias and gives equivalent and fair chance to all the applicants. The best way of achieving this procedure is by using the behavioral based queries and situational questions.

Importance of Interview

An interview offers an organization the possibility to learn more about the applicants, who come for an interview, while the candidates get an chance to develop more used to with the stresses of a given position. Interviews enable both the parties to interchange information, ask queries and also help in assessing the potential for founding a professional working relationship with the organization.

Interviews help in assembling a extensive range of information about the candidates’ attitude, feelings and motivations, which in turn help in the decision-making process to hire the right candidates.
The resulting points clarify the significance of conducting interviews −

  • Interviews help in selecting the right applicant from a group of applicants, who applied for a job.
  • Interviews are a intermediate to help gather useful evidence about potential candidates.
  • Information given in the application form or resume is very less. Recruiters can ask the candidates to provide an elaborate explanation during the interview.
  • A good examiner gives good dip about the organization, which in turn arises the kindness of the organization.
  • Interviews also help in raises and handovers of the candidates, as per the requirements of the organization.

Interview Process

Interviewing candidates is the last stage in the employment process. Therefore, to find the right person for a precise position, there should be a correct process, that has to be monitored for the right results.
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A perfect interview procedure for choosing the right candidates is as follows −

  • Regulate the necessities of the job. Conduct a detailed job analysis.
  • Prepare a exact job description and a job specification.
  • Make a plan − how and where to find capable candidates.
  • Collect and analysis requests and continues and from them, select the most possible and capable candidates for further proceedings.
  • Interview the qualified candidates based upon the job account and specification.
  • Verify the candidates’ background with the references provided by them.

Resulting such an interview process, the HR department can hire the best likely candidates for an empty job position.

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