Why is interviewing important

Every organization or the company is a statutory body in itself. Or we can say the company is an individual entity. So, every company has some rules that it needs to follow as per the legal approach given by the country. This is the only way by which you can allow end number of potential candidates to work and at the same time whittle down the non-deserving candidates. Every company benefits directly or indirectly through the process of interviews.

This is because if your interview goes fabulous even if you are not hired, you are promoting that company by sharing your good or bad experiences. So, this way the process of interview is not just profitable for the company but also the applicants. Hence building contacts with others. The presence of mind is tested through verbal methods. The speed by which you can answer correctly and at the same time how accurate you can be within the shortest span of time assist the interviewer to recruit the individual.

One can even gather additional information about the candidate as sometimes people do not measure how much they speak and in that contest only they fail to know what is to be spoken and what not. So, sometimes the interviewees intentionally are very friendly with the applicants so as to make them utter everything. The knowledge one possesses also comes to the forefront which simply helps the panel to take a decision of whether to select the person or not.

This can be judged through the written test also but conducting interviews is easy and less time-consuming. This is because the written test has to be set first then checked and then the results are announced, unlike interviews. The process of interview is beneficial not only to the applicant but also to the interviewers as they are able to talk to the individual personally and ask what they wish to.

Also, the interviews are conducted to clarify everything beforehand between the employees and the company. During the interview, one can speak out his or her heart but not in any other method like writing and all. So, when you speak, you need to say all that you have in your mind but not in the case of any other method of interacting.

So, for these above reasons, it is vital to take and conduct the interviews. These are the assessment criteria which needs to be known otherwise the non-efficient employees would take the lead leaving behind the efficient and deserving ones. The process of interviewing is essential to all like the employees, the company and even for the selection process itself. The several reasons for proper selection of employees are:. See our other article: How to prepare for that nerve-racking job interview?

Please allow us two working days to respond. The Importance of Interviews In most companies, the Human Resources Department handles the initial stages of recruitment. Written by Rose. Name of Person-in-charge:. The interview is typically conducted by one or two people from the organisation. Depending on the role, interviews may be followed by second interviews possibly with a selection panel , candidates making presentations, assessment centres and reference checks.

These later stages are very variable and should be tailored to the demands of the job. Some experts say it distracts the interviewer; others say that notes should be made both during and after the interview for documentation purposes.

While there seems to be no consensus on this topic, many experts do advise employers to avoid the practice of writing notes directly on applications or resumes because they might be used to support an applicant's claim of discrimination. Notes about an applicant's skills or experience that are related to the job in question can be recorded on a separate interview evaluation sheet to accomplish the goal of accurately recording information from an interview.

However, notes should never be made about the physical characteristics or appearance of an applicant or any other area of potential legal liability. Note taking should be restricted to unobtrusive commentary about the applicant's qualifications and skills relative to the position. Organizations often bring certain applicants back for second or even third interviews for a number of reasons.

Sometimes the employer may want to confirm that an applicant is the ideal candidate for the position, or the employer may be trying to decide between two or more qualified applicants. An interviewer conducts first interviews to screen applicants based on their general qualifications.

Once the interviewer narrows the selection to specific candidates, he or she then needs to apply additional screening methods at a follow-up interview level to further ascertain a candidate's specific qualities and potential cultural fit. A follow-up interview is also an opportunity for candidates to do further research on whether the company is an organization they want to work for.

During the follow-up interview phase, the interviewer should have specific goals in mind and may want to invite other staff members to take part in the interview. The follow-up interview is usually the final step before extending an offer of employment to a candidate. If the candidate passes muster, the employer will then extend an offer orally and in writing.

Following up with candidates who were not selected for a position, particularly those who were interviewed, is a professional courtesy that should not be overlooked. Providing those candidates with a respectful rejection letter can maintain goodwill and increase the likelihood a candidate will consider future job openings with your company that may be a better fit. You may be trying to access this site from a secured browser on the server. Please enable scripts and reload this page.

Page Content. Overview The candidate interview is a vital component of the hiring process. Business Case Interviewing is an important step in the employee selection process.

Types of Interviewing In implementing an accurate and fair selection method, the employer can select from a variety of interviewing techniques. The most widely used types of interviewing are: The telephone prescreen interview.

The direct one-on-one interview, which can take a behavioral, competency-based or situational approach. The panel interview. Telephone prescreen interview A telephone prescreen interview can be useful for assessing whether an applicant's qualifications, experience, skills and salary needs are compatible with the position and the organization. Telephone prescreen interviews can help the employer: Assess the applicant's general communication skills. Clarify unclear items on the applicant's resume.

Ask about frequent job changes or gaps in employment. Have a candid conversation with the applicant about salary requirements. Direct one-on-one interview The traditional face-to-face interview with the candidate can be structured or unstructured, and it can be approached in one of several ways, depending on the types of information the interviewer seeks.

Following are some examples of behavioral questions: Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way. Describe a time when you were faced with a stressful situation that demonstrated your coping skills.

Give me a specific example of a time when you used good judgment and logic in solving a problem. Give me an example of a time when you set a goal and were able to achieve it. Tell me about a time when you had to use your presentation skills to influence someone's opinion.

Give me a specific example of a time when you had to conform to a policy with which you did not agree. If answers seem to be thin on detail, the interviewer can ask follow-up questions: What exactly did you do?

What was your specific role in this? What challenges did you come across? Why precisely did you do that? Why exactly did you make that decision? Following are some examples of competency-based questions: Tell me about a time when you had to encourage others to contribute ideas or opinions. How did you get everyone to contribute? What was the end result? Tell me about a situation in which your spoken communication skills made a difference in the outcome.

How did you feel? What did you learn? Tell me about a situation when you had to persuade others to accept your point of view when they thought you were wrong. How did you prepare? What was your approach? How did they react? What was the outcome? The following are examples of situational interview questions: You have been hired as the HR director in a employee company and are struggling to perform the necessary HR administrative work by yourself.

Your manager, the CFO, tells you that you need to be more strategic. How would you handle this situation? You learn that a former co-worker at your last company is applying for an accounting position with your company. You have heard that this person was terminated after admitting to embezzling funds from the company but that no criminal charge was made. You are not in HR. What, if anything, would you do? You are applying for a customer service position in a cable television company.

If a technician visits a home to make a repair and afterward you receive a call from the customer telling you that the technician left muddy footprints on her new carpeting, how would you respond? Group Interviews There are two types of group interviews—a candidate group and a panel group.

Preparing for the Interview To help ensure the validity and effectiveness of employment interviews, the interviewer must prepare in advance. Before implementing the interview process for a given position, the HR professional who will be asking the questions should complete the following preparations: Determine the critical success factors of the job.

Rank—according to the job specifications—the most important qualities, experiences, education and characteristics that a successful candidate would possess. Make a list of qualities, skills and types of experience to use to screen resumes and job interview candidates. Select specific questions to determine whether an applicant possesses the critical success factors.

Decide the type of interview process that will be used. Review beforehand the job description and the resume of each candidate to be interviewed.

Schedule a planning meeting with the appropriate attendees, such as co-workers, an indirect but interested manager or internal customers of the position. Determine who will interview the candidates. Plan the interview and the follow-up process. Decide on the applicant screening questions for the telephone screens.

Identify the appropriate questions for the post-interview assessment of candidates by each interviewer. Framing the Questions For both the employer and the candidate to get the most out of an interview, it is essential to carefully consider the type of questions to ask.

Following are some examples of open-ended questions: Tell me about your past work experience. What are you looking to gain from your next position?

Why do you want to work for our company? Why did you leave your last job? Tell me about your relationship with your previous manager: How was it productive? How could it have been improved? Why was math your most difficult subject in school? Please describe your management style.

But such questions can have drawbacks: They do not encourage candidates to elaborate on their feelings or preferences toward particular topics.

They limit candidates' ability to discuss their competencies. They can leave situations unanswered or unclear. They can be frustrating for candidates who may want to explain or state relevant information. Following are some examples of closed-ended questions: How many years of experience do you have as a team leader?

Have you ever worked from home? When did you leave your last job?