Human Resources Management - Selection And Induction
Selection Interview - Selection And Induction
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The next step in the selection process is ‘employment interview.’ Interview is the widely used selection method.
Selection Interview
The next step in the selection process is ‘employment interview.’ Interview is the widely used selection method. It is a face-to-face interaction between interviewer and the interviewee. If handled properly, it can be a powerful technique in having accurate information of the interview otherwise not available.
1. Verifies the information obtained through application form and tests.
2. Helps to obtain additional information from the applicant otherwise not available.
3. Gives the candidate necessary facts and information about the job and the organization.
4. Helps to establish mutual understanding between the company and the candidate and build the company’s image.
Four types of interview for selection have been identified. They are:
This process would be initiated to screen the applicants to decide whether a further detailed interview will be required. The candidate is given freedom by giving job details during the interview to decide whether the job will suit him. This method saves time and money for the company.
In this type of interview, the pattern of the interview is decided in advance. What kind of information is to be sought or given, how the interview is to be conducted and how much time is to be allotted, all these are worked in advance. In case the interviewer drifts he or she is swiftly guided back to structural questions. Such interviews are also called as standardized interviews.
Under this method, the interviewer tries to portray the interviewee in depth and detail. Accordingly the life history of the applicant along with his or her work experience, academic qualifications, health, attitude, interest and hobbies are also analysed.
Such interviews are conducted for the jobs which are to be performed under stressful conditions. The objective of stress interview is to make deliberate attempts to create stressful or strained conditions for the interviewee to observe how the applicant behaves under stressful conditions. The common methods used to induce stress include frequency interruptions, keeping silent for an extended period of time, asking too many questions at a time, making derogatory remarks about the candidate, accusing him that he is lying and so on. The purpose is to observe how the candidate behaves under the successful conditions – whether he looses his temper, gets confused or frightened.
1. The interview should have a definite time schedule. This should be let known both to the interviewer and interviewee.
2. Interview should be conducted by the competent, trained and experienced interviewers.
3. The interviewers should be supplied with specific set of guidelines for conducting interview.
4. A resume for all the candidates to be interviewed should be prepared and the same be made available to the interviewers before the interview starts.
5. The interview should not end abruptly but it should come to close tactfully providing satisfaction to the interviewer.
6. The interviewers should show their sensitivity to the interviewees sentiments and also should be sympathetic towards him or her.
The next step in the selection process is ‘employment interview.’ Interview is the widely used selection method. It is a face-to-face interaction between interviewer and the interviewee. If handled properly, it can be a powerful technique in having accurate information of the interview otherwise not available.
Objectives of Interview
1. Verifies the information obtained through application form and tests.
2. Helps to obtain additional information from the applicant otherwise not available.
3. Gives the candidate necessary facts and information about the job and the organization.
4. Helps to establish mutual understanding between the company and the candidate and build the company’s image.
Types of Interview
Four types of interview for selection have been identified. They are:
1. Preliminary Interview
This process would be initiated to screen the applicants to decide whether a further detailed interview will be required. The candidate is given freedom by giving job details during the interview to decide whether the job will suit him. This method saves time and money for the company.
2. Patterned Interview
In this type of interview, the pattern of the interview is decided in advance. What kind of information is to be sought or given, how the interview is to be conducted and how much time is to be allotted, all these are worked in advance. In case the interviewer drifts he or she is swiftly guided back to structural questions. Such interviews are also called as standardized interviews.
3. Depth Interview
Under this method, the interviewer tries to portray the interviewee in depth and detail. Accordingly the life history of the applicant along with his or her work experience, academic qualifications, health, attitude, interest and hobbies are also analysed.
4. Stress Interview
Such interviews are conducted for the jobs which are to be performed under stressful conditions. The objective of stress interview is to make deliberate attempts to create stressful or strained conditions for the interviewee to observe how the applicant behaves under stressful conditions. The common methods used to induce stress include frequency interruptions, keeping silent for an extended period of time, asking too many questions at a time, making derogatory remarks about the candidate, accusing him that he is lying and so on. The purpose is to observe how the candidate behaves under the successful conditions – whether he looses his temper, gets confused or frightened.
How to Make Interview Successful?
1. The interview should have a definite time schedule. This should be let known both to the interviewer and interviewee.
2. Interview should be conducted by the competent, trained and experienced interviewers.
3. The interviewers should be supplied with specific set of guidelines for conducting interview.
4. A resume for all the candidates to be interviewed should be prepared and the same be made available to the interviewers before the interview starts.
5. The interview should not end abruptly but it should come to close tactfully providing satisfaction to the interviewer.
6. The interviewers should show their sensitivity to the interviewees sentiments and also should be sympathetic towards him or her.
7. The interviewers should also evince emotional maturity and a stable personality during the interview session.
Tags : Human Resources Management - Selection And Induction
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