job+interview

= The Job Interview =

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The job interview remains the tool you can use to get to know your candidate on a more personal basis. The job interview process helps other employees own the new employee when he or she joins your organization. The job interview is a powerful factor in the employee selection process. The job interview is a key tool employers utilize in hiring. The job interview questions asked are critical in magnifying the power of the job interview to help you select superior employees.

Your starting point, before scheduling a job interview with a candidate, is to review each candidate's: During the job interview, help the candidate demonstrate his or her knowledge, skills, and experience. Start with small talk and ask several easy questions until the candidate seems relaxed. Then, hold a behavioral job interview. A behavioral job interview is the best tool you have to identify candidates who have the behavioral traits and characteristics that you have selected as necessary for success in a particular job. Additionally, behavioral interviews ask the candidate to pinpoint specific instances in which a particular behavior was exhibited in the past. In the best behaviorally-based interviews, the candidate is unaware of the behavior the interviewer is verifying. In addition to the candidate's verbal responses during the job interview, you'll want to notice all of the nonverbal interaction, too.
 * resume cover letter
 * resume




 * useful for determining if the applicant has requisite communicative or social skills which may be necessary for the job
 * interviewer can obtain supplementary information
 * used to appraise candidate's verbal fluency
 * can asses the applicant's job knowledge
 * can be used for selection among equally qualified applicants
 * enables the supervisor and/or co-workers to determine if there is compatability between the applicant and the employees
 * allows the applicant to ask questions that may reveal addition information useful for maiking a selection decision
 * the interview may be modified as needed to gather important information




 * subjective evaluation
 * decisions tend to be made within the first few minutes of the interview with the remainder of the interview used to validate or justify the original decision
 * interviewers form stereotypes concerning the characteristics required for success on the job
 * research has shown disproportionate rates of selection between minority and non-minority members using interviews
 * negative information seems to be given more weight
 * not much evidence of validity of the selection procedure
 * not as reliable as tests




 * Minimize stereotypes.** To minimize the influence of racial and sex stereotypes in the interview process, provide interviewers with a job description and specification of the requirements for the position. Interviewers with little information about the job may be more likely to make stereotypical judgements about the suitability of candidates than are interviewers with detailed information about the job.
 * Job Related.** Try to make the interview questions //job related//. If the questions are not related to the job, then the validity of the interview procedure may be lower.
 * Train Interviewers.** Improve the interpersonal skills of the interviewer and the interviewer's ability to make decisions without influence from non-job related information. Interviewers should be trained to:
 * avoid asking questions unrelated to the job
 * avoid making quick decisions about an applicant
 * avoid stereotyping applicants
 * avoid giving too much weight to a few characteristics.
 * try to put the applicant at ease during the interview
 * communicate clearly with the applicant
 * maintain consistency in the questions asked

Source
HR Guide to the Internet: Personnel Selection