Models for Job Interviews
Frankly as managers, we face a difficult task of hiring people, moreover firing the same candidate we initially hired for the job. If our hiring decisions are wrong; it will look bad on us. Why did we make wrong decisions? Because we didn’t use the right interview models to discover more about the candidate and lack of information causes us to make bad decisions. The bottom-line is, how can we exploit that short-time spend with various candidates to widely gain information.
There are various types of commonly interviews used in the hiring process for the purpose of selecting the most qualified candidate for the job. I will discuss the major types commonly used by major organisations and the advantages and disadvantages of each. I will also provide some tips for success.
Mutual Exploration
We are all aware that the primary purpose of a job interview is mutual exploration. It works both ways for the benefit of the employer and candidate. The employer wants to discover more about an applicant’s qualification for the job and the applicant wants to discover more about the employer, as well as the opportunity that the employer has to offer. The exploration is a learning process for both parties, each of whom develops understandings and expectations.
As an interviewer you can use several interview formats to benefit your interview. Each format is designed to elicit specific information about a candidate’s qualifications for the job while affording the candidate an opportunity to ask pertinent questions of the employer. However, the formats differ significantly in the way we accomplish these goals. As a result, the type and quality of information obtained can vary from format to format. Therefore, as an interviewer it’s very critical to choose the best format because using the right format is crucial to hire the right person for the job. Remember, we don’t want to end up sacking people and most managers would prefer to avoid such situations. I know I would.
I will gradually discuss about the following six major types of job-interviews which are commonly used in my upcoming posts.
The common traditional interview;
Telephone interview method;
Stress interview;
Team interview – which are becoming increasingly popular;
Situational interview – a hypothetical approach; and
Structured behavioural interview – which will be discussed in 2 parts.
There are various types of commonly interviews used in the hiring process for the purpose of selecting the most qualified candidate for the job. I will discuss the major types commonly used by major organisations and the advantages and disadvantages of each. I will also provide some tips for success.
Mutual Exploration
We are all aware that the primary purpose of a job interview is mutual exploration. It works both ways for the benefit of the employer and candidate. The employer wants to discover more about an applicant’s qualification for the job and the applicant wants to discover more about the employer, as well as the opportunity that the employer has to offer. The exploration is a learning process for both parties, each of whom develops understandings and expectations.
As an interviewer you can use several interview formats to benefit your interview. Each format is designed to elicit specific information about a candidate’s qualifications for the job while affording the candidate an opportunity to ask pertinent questions of the employer. However, the formats differ significantly in the way we accomplish these goals. As a result, the type and quality of information obtained can vary from format to format. Therefore, as an interviewer it’s very critical to choose the best format because using the right format is crucial to hire the right person for the job. Remember, we don’t want to end up sacking people and most managers would prefer to avoid such situations. I know I would.
I will gradually discuss about the following six major types of job-interviews which are commonly used in my upcoming posts.
The common traditional interview;
Telephone interview method;
Stress interview;
Team interview – which are becoming increasingly popular;
Situational interview – a hypothetical approach; and
Structured behavioural interview – which will be discussed in 2 parts.
Basically, this discussion will benefit both the employer (managers) and in a way create awareness for candidates seeking jobs.
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