behind conducting interviews is to provide common ground for interaction
and employee to determine suitability between job and candidate. A
perfect match results in successful selling of the organisation to
the candidate by the employer. The candidate on the other hand, if
attracted by the job, has to also convince the employer that he is
the right choice.
organisation has its own Interview selection process. The type of
interview varies based on the level, position and nature of job.
Normally, the HR person may carry out a preliminary interview to
check out the prima-facie suitability of the candidate. Then the
technical experts conduct an in-depth technical interview. Either
the behavioral experts or senior persons may see the candidate to
evaluate his/her fitment to the overall organisational structure.
In this process, he has to meet the authorities from HR, concerned
functional heads and finally the person of the highest authority
- the CEO or equivalent.
on the kind of information the employer is looking for, it is possible
to classify interviews into various types. Read on for more information.
objective is to collect information so that the employer gets
a general description of the candidate and can decide if the profile
can be matched with that of the job.
is a highly focused interview, where the employer attempts to
find out the strengths and weaknesses of the candidate, his/her
intellectual abilities, motivation, knowledge and other personality
factors relevant to the job.
interview may be structured or unstructured.
a structured interview, a series of questions click
here for more information on questions
been already decided. It aims in measuring specific skill sets.
interviews are unstructured and follow the conversational
style, laced with questions aimed at evaluating the candidate’s
suitability for the job. The base document for questions is usually
the resume of the candidate.
style is usually preferred during the initial screening process.
An executive of HR department may conduct the interview.
group of specialists from HR and Technical areas may form the
interview panel. Each member of the panel asks questions from
his/ her area of specialisation.
is usually preferred when the job involves a high amount of stress.
The ability of the individual to handle ambiguity and stress is
measured. This is conducted only for special jobs where there
is a large amount of job stress involved. Example: The post of
Industrial Relations Manager in a factory. Click
here for more detailed information
the interviewer asks questions relating to a specific skill that
will require the candidate to reflect on past incidents to answer
the question. Behavioral dimensions such as his or her values,
team work, leadership skills, interpersonal skills are evaluated.
It is important to be honest and genuine with answers. Some candidates
also talk about learning from past mistakes. In some companies,
the HR specialist plays the role of a behavioral interviewer.
Nowadays, some companies hire psychologists to do some behavioral
interviewing. The choice of questions used will always be in terms
of behavioral aspects critical to the job.
is the usually the last stage in the recruitment process. The
CEO or Functional Head usually conducts this interview. The candidate
would have successfully passed the previous stages of selection.
His/her abilities and attitude have been checked in the initial
stages of the job interview process. The final choice of selection
among the final list of candidates is left to the head or CEO.
other cases, once the candidate is selected, he/she is asked to
interact with the CEO in the form of an informal interview. This
may be a mere formality, where the CEO gets to know the candidate
and vice versa. This is just to get the final stamp of approval.
CEO or Founder of the organisation in some cases uses this opportunity
to share the values and the vision of the organisation with the