An interview is a procedure designed to obtain information from a person through oral responses and oral inquiries; a selection interview, is a selection procedure designed to predict future job performance on the basis of applicants’ oral responses to oral inquiries.
Since the interview is only one of the several selection tools. The interview is the most widely used personnel selection procedure. While not all employers use tests or even reference checks, it would be highly unusual for a manager not to interview someone before hiring them. Interviewing is thus an indispensable management tool.
The interviewer may ask follow up questions and pursue points of interest as they develop. Interviewees for the same job may or may not get the same or similar questions. A few questions might be specified in advance. This type of interview could even be described as little more than a general conversation.
The interviewer sometimes follows a printed form to ask a series of questions, such as how was the person’s present job obtained etc. Comments printed beneath the questions (such as he / she had impressed the interviewer in getting his / her jobs?) then guide the interviewer in evaluating the answers.
All interviewers generally ask all applicants the same questions. Partly because of this, the interviews end up being more reliable and valid. Standardizing the interviews also increases consistency across candidates.
I strongly feel and latest studies also confirm that the validity of the interview is greater than previously believed and that the interview is generally a much better way to judge the performance of an interviewee. It has to be the final activity before inducting them into the organization.
Interviewers may ask interviewees to describe how they reacted to actual situations in the past.
Most interviews probably fail to unearth the best candidate because the interviewer is unprepared, or overconfident, or just plain lazy. General questions useful may be like, what are your main strengths? Or why did you leave your last job? But what interviewer must really do is go into the interview with a set of specific questions that focus on the skills and experience an ideal candidate needs for that job.
Remember it’s essential that as an interviewer, you know the duties of the job, and the specific skills and abilities you should be looking for. Go into the interview with an accurate picture of the traits of an ideal candidate and know what you’re going to ask. As an interviewer be prepared to keep an open mind about the candidate and to keep a record of the answers, and review them after the interview to make a decision.
The main point of the interview is to find out about the applicant. Do not interrogate the applicant as if the person is a criminal and don’t be patronizing, sarcastic, or inattentive and don’t monopolize the interview or let the applicant dominate the interview.
Perhaps the most consistent finding is that interviewers tend to jump to conclusions – make snap judgments about candidates during the first few minutes of the interview (or even before the interview starts, based on test scores or resume data).
Interviewers who don’t have an accurate picture of what the job entails and what sort of candidates best suited for it usually make their decisions based on incorrect impressions or stereo types of what a good applicant is. They then erroneously match interviewees with their incorrect stereo types.
At the interview it is not important to be always well dressed but rightly dressed. A careless attitude towards the dress code can be interpreted as lack of seriousness. Dress code is directly linked to the candidate’s image and he or she must pay attention to it.
While most of the candidates for the interview get it right while dressing, here are some pointers to be kept in mind:
One must not overdress or under dress for the interview. The clothes you wear reveal your attitude and hence you should be rightly dressed.
It is said that the first five minutes of an interview are very crucial because interviewers tend to draw a first impression of the candidate. But many a times, candidates stumble over the very first question. Can you tell me a little about yourself? And lose their confidence. Interviewers, usually ask this question to break the ice since the answer is obvious and easily known to the candidate.
Also it tests the verbal communication skills, level of confidence and articulation skills of the candidate. While answering most people give details about their education, job experience, interest, family background etc. But a person does not have to give out the same information, already systematically mentioned in the CV. The interviewer expects to know from the candidate things that aren’t reflected in the resume.
The answer should be in alignment with a person’s career objectives. The answer must reflect a person’s strengths, leadership skills, willingness to learn etc. Meanwhile care has to be taken to make sure that the reply is brief and not very elaborate. A candidate must write an ideal answer to this question and practice it well before attending an interview to make it sound perfect. Include only those points in the response around which the candidate can expect the next set of questions. A well thought answer puts the candidate in a positive light and enhances his/her confidence for the rest of the interview.
Start with a brief introduction, talk about skills that are relevant to the position applied for. Demonstrate how your experience and skills are transferable to the position available. Briefly mention the contributions you have made in your position with the previous employer.