Ending the Interview

End the Interview as happily as happily as it began without creating any awkward situation for the interviewee. Here, avoid communicating through unpleasant gestures such as sitting erect, turning towards the door, glancing at the watch or clock etc. Some interviewers terminate the show by asking do you have any final questions? At this point inform the applicant about the next step in the interview process which may be to wait for a call or letter. Regardless of the interview performance of the candidate and interviewer’s personal opinion, the applicant should not be given any indication of his prospects at this stage.

Evaluation: After the interview is over, summarize and record your observations carefully constructing the report based on responses given by the applicant, his behavior, your own observations and the opinions of other experts present during the interview . Better to use a standardized evaluation form for this purpose.

Medical examination:

Certain jobs require physical qualities like clear vision, acute hearing, unusually high stamina, tolerance of arduous working conditions, clear tone of voice etc. medical examination reveals whether or not a candidate possesses these qualities. Medical Examination can give the following information:

1) Whether the applicant is medically suitable for the specific job or not,
2) Whether the applicant has health problems or psychological attitudes likely to interfere with work efficiency or future attendance
3) Whether the applicant suffers bad health which should be corrected before he can work satisfactorily (such as the need for spectacles)
4) Whether the applicant’s physical measurements are in accordance with job requirements or not.

Reference checks:

Once the interview and medical examination of the candidate is over, the personnel department will engage in checking references. Candidates are required to give the name of two or three references in their application forms. These references may be from individual’s who are familiar with the candidate’s academic achievements, or from applicant’s previous employer, who is well versed with the applicant’s job performance and sometimes from co-workers. In case the reference check is from the previous employer information in the following areas may be obtained. They are: Job title, job description, period of employment, pay and allowances, gross emoluments, benefits provided, rate of absence, willingness of the previous employer to employ the candidates again etc. Further information regarding candidate’s regularity at work, character, progress etc can be obtained. Often a telephone call is much quicker. The method of mail query provides detailed information about the candidate’s performance, character and behavior. However, a personal visit is superior to the mail and telephone methods and is used where it is highly essential to get a detailed, first hand information which can also be secured by observation. Reference checks are taken as a matter of routine and treated casually or omitted entirely in many organizations. But good reference check, when used sincerely will fetch useful and reliable information to the organizations.

Guidelines for seeking information about a candidate from references

1) Request job related information only in a written form so that you can justify the reasons behind your hire or no-hire decision,
2) Obtain job applicant’s written permission to check references prior to doing so.
3) Make no subjective statements
4) Evaluate the credibility of the source providing the reference material.
5) Seek opinions from those who are familiar with the candidate and his actual performance on the job.
6) Always verify aspects of an applicant’s previous history including the reasons for leaving a job.

  • After a long time I am coming across an article written from employers (HR’s) perspective. Thumbs Up..!! Other than that I want to notify you of the mistake in the first line. You have written “as happily” twice. ;-)