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Interview in Human Resource Management
Contents:
1
...
Meaning and Definition of Interview
3
...
Principles of Interviewing
5
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Most Common Interviewing Techniques/Types
7
...
Limitations of Interview
9
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Measures to Make Effective Employment Interview

I
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It was the most

useful selection method
...
Also, it was widely
known for the job seeker because it is use as one of the process in selecting the
right candidate for the job
...
It is party
based on the performance of the candidate in different test and party on his
performance in the final interview
...
But it has been criticized because of the scope for bias
...
In an unstructured interview,
the questions will be changed to match the specific applicant, for example the
questions about the candidate’s background related to their resume can be used
...

It may seem that the latter is the best option to know more about the
candidate because interview is specifically about finding the right candidate for
the job
...
In structured interview there is already an expected answer
ahead of time, that allows the interviewer to rate the response of the candidates
...


II
...
An interview about
gaining information from the candidate about his sustainability for the job
under consideration
...
The employer or interviewer will acquire the
needed information regarding to the candidate’s capabilities and interest and
to inform them about organization through face-to-face communication, and
this will create a trust and confidence in the mind of the candidate
...

There is give and take between the interviewer and interviewee and much
of the interaction between these two is carried on by gestures, postures,
facial expression and other communicative behavior
...

• “An interview is a purposeful exchange of ideas, the answering of
questions and communication between two or more persons
...


III
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To get an opportunity to judge on applicant’s qualifications and
characteristics as a basis for sound selection and placement
...

2
...
, to help
them decided if the job or the company is for them
...
To establish a mutual understanding and confidence, between the personnel
department and the applicant who is to be employed
...
To promote goodwill towards the company whether the interview culminates
in employment or not
...

5
...

6
...
Such interviews are
also termed as counselling interviews
...
To know more about the candidate, observe his appearance, mannerisms,
confidence, and typical ways of reacting to questions of various sorts
...
To find out why an employee is leaving the company and seeking job
elsewhere
...
The interview is known as costly, time consuming, inefficient and non-valid
for selection process
...

Base on Richard Calhoon the interview makes three unique contributions
to the selection process
...
Second, it is the only way to
witness how he interacts and how he responds, his way of thinking, the effects
of his personality on another
...


IV
...
Expert, Skilled, Experienced and Trained Interviewers:
The interviewer should be an expert, skilled, experienced and trained for
interview
...

They must be knowledgeable in Behavioral Science, because it can help
them to judge the different personality traits of the candidates
...

❖ Principle # 2
...
There shouldn’t
be disturbances, phone calls, noise, visitors and there must be a good atmosphere
for the interviewee Full privacy should be provided for conducting the

employment interview
...
Specific and healthy atmosphere
should be deliberately created for interview purpose
...

❖ Principle # 3
...
Treating
them nicely as soon they step in the company will give a good impression in the
mind of the candidate appearing for the interview
...
Comfort and Ease:
These help the interviewee feel at-ease and willing to give you the facts
about himself
...
The interviewer must be straight forward and frank rather than clever,
because it will give a comfort and ease to the candidate and he will give you facts
about himself
...
Skillful and Tactful Questions:
The questions that will be ask in the interview should be understandable to
the applicant
...

Because it will lose the objective of the interview about getting more accurate
information about the candidate
...
While the direct
and personal questions should be asked tactfully
...

❖ Principle # 6
...
Even if the candidate is the right person for the job, the
organization should not beg to him
...
But the interviewer can use his skill to impress the candidate so that he
himself accepts the job
...
Be Courteous towards the Candidate:
The interviewers should be courteous towards the candidate and let him
feel at home, so that he or she can say everything about her/himself with an open
and free mind
...
Encourage the Candidate to Talk:
Interviewing is for the particular candidate to shine; they must be given a
full opportunity to talk more
...
The best interview is
usually one in which the interviewers talk the least
...
Attentive and Patient Listening:
The interviewer must listen attentively and patiently to the interviewee
during the interview
...
The information from the
applicant can be elicited only when the interviewer gives him a patient, prolonged
and skillful hearing
...
Objectivity in Decision Making:
The Interviewer must rely on the principle of objectivity rather than
subjectivity
...
They should understand the interviewee’s point
of view and has to keep himself away from the bias, prejudice, personal
judgement and whims
...
Closing the Interview:
The interview will be done when the interviewer became sure that hi
already collected sufficient information and make sure the candidate has the
personality traits that required
...


❖ Principle # 12
...
They should be very rational regarding to the final selection
of the candidates for the job
...

Then the decision will be conveyed to the concerned candidates in a clearcut and simple language with the terms of employment by timely sending them
the appointment letters
...
The interview
programmed should be scientifically implemented, so that it will helps in the final
selection of the most suitable, competent and right employees for the jobs in the
organization
...
Guidelines for Successful Interviewing
Some of the important guidelines of successful interviewing are as follows:
1
...

2
...

3
...

4
...

5
...

6
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7
...

8
...

9
...

10
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Some Do’s and Don’ts in Interviewing

‘Do’s:

Don’ts:

1
...


1
...


2
...


2
...


3
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Oversell the job
...


4
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Outline clearly the requirements of

interview
...


5
...


5
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Repeat questions already answered

employment
...


6
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Develop a ‘canned’ interview

opportunities, and so on
...


7
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Give opinions, just answers
...


9
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Guide the interview
...


9
...


10
...


10
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Use a phony excuse for turning

tone
...

12
...


11
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Announce your decision or
explain your next step
...
The interviewers should have higher status, calibre, necessary skill and
knowledge
...

2
...

They should develop a friendly and cordial relationship with the candidates
...

3
...

4
...

5
...

6
...

7
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They should not put awkward, unwanted, unconcerned, humbug
and irrelevant questions to the candidates
...
All the interviewers should use a specific set of guidelines while interviewing
the candidates
...
The interviewers should have patience
...

10
...


VI
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Traditional interview
...
It consists of the interviewer and the candidate, and a series of
questions are asked and answered
...
Preliminary Interview:
It is also called screening interview
...
In
this interview focus on past work experience, education and motivation people
that is sometimes involve people from the areas where the applicant is finally
going to be placed
...

❖ # 3
...

❖ # 4
...
Stress is induced by not allowing him to complete his

answers or too many questions are asked in quick succession
...
This interview will be useful in
jobs where emotional balance is a key requirement
...
Telephone interview
...
It can be used to determine salary requirements or other
data that might automatically rule out giving someone a traditional interview
...
Depth Interview:
The main purpose of this is to get a total information on the applicant, to
develop a complete profile that is based in the depth understanding of the
candidate’s personality
...

❖ # 7
...
A topic of discussion
is assigned to the group of applicants and their performance is evaluated by the
observers
...

❖ # 8
...
That is why, most of the
organizations invite a panel of experts, specialized in different disciplines, to
interview candidates
...
This type of
interview is done usually for a higher position such as supervisory and
managerial
...
Meal interviews:
Many organizations offer to take the candidate to lunch or dinner for the
interview
...
The interviewer might be
able to gather more information about the applicants, such as their manners and
treatment of waitstaff
...

❖ #10
...
This can be cheaper especially if one or more of your candidates are
from out of town
...

❖ #11
...
The advantage to conducting
these types of interviews is the ability to find great people ahead of a job
opening
...
For
example, you can conduct phone interviews, then do a meal interview, and
follow up with a traditional interview, depending on the type of job that was
needed
...
Interview Process
An effective interview involves the following steps:
❖ Step # 1
...

The following arrangements should be made before the interview begins:
a)

Determining the objectives of the interview
...


c)

Acquainting oneself about the candidate
...


e)

Selecting the right interviewers
...

g)

Finalizing the interview assessment forms
...
The Physical Setting:
This is where the interview will take place and it should be private and
comfortable, neat and clean
...
The
candidates should be properly received and should be guided into the interview
room
...

❖ Step # 3
...

In these activities are follows:
a)

Establishing rapport with the candidate and gaining his

confidence exchange of a smile, offering seat to the candidate, etc
...


c)

Ask open-close question
...


e)

Recording the observation – Such notes will indicate the

interviewer’s interest in the candidate and thereby encourage him to talk
freely
...

❖ Step # 4
...
The
interview is a trying situation for the candidate
...

❖ Step # 5
...
It is based on observation impression and information
collected during the interview
...
Recruit new candidates
...
Establish criteria for which candidates will be rated
...
Develop interview questions based on the analysis
...
Set a timeline for interviewing and decision making
...
Connect schedules with others involved in the interview process
...
Set up the interviews with candidates and set up any testing procedures
...
Interview the candidates and perform any necessary testing
...
Once all results are back, meet with the hiring team to discuss each
candidate and make a decision based on the established criteria
...
Put together an offer for the candidate
...
Major Limitations
There are some limitations of the interview process
...
Interview is a widely used method of employee selection
...
Personal bias – In this error the likes and dislike of the interviewer can cause
it and affect their judgment
...

2
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For example, an interviewer may
conclude that a poorly groomed candidate is stupid or alternatively, he may
overrate the candidate’s qualifications just because of his pleasing personality
...
Constant error – This can happen if the interviewer unduly influences by the
last applicant because he is very brilliant
...

4
...

Therefore, he is likely to select candidates that resemble him in terms of
manners, background, voice, etc
...
Leniency – It is when the interviewer gives high score because he lacked
confidence and interest in rating
...

6
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The written test is more important than the interview
...
Lack of attention – Interviewing needs much attention and focus to have good
result
...
That cause in lack of information collected
...
Disappointment – If the interviewee feels disappointed because interviewer
keep on asking unrelated questions to the job, it can cause in neglecting a
suitable candidate
...
Time consuming – It can happen in preparation for the interview, taking
interviews and interpretation of the responses required much time, which makes
the interview method time consuming
...
Costly – Generally interview method is expensive and requires substantial
expenses
...
Inefficiency of the interviewer – Interview is a systematic process of data
collection
...
Interviewer being
inefficiency can lead to misleading results
...
But it is also the most
complex selection technique because it includes measuring the entire relevant
characteristics, integrating and classifying all other information about the
applicant
...


IX
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1
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Age
3
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Religion
5
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Criminal record
7
...
Just ask questions that show the strengths, weaknesses,
experience and skills that is be fitting to the job and avoid the questions that will
label as discrimination and will focus on the candidate personal life
...
Make an Employment Interview Effective
i
...

ii
...
While structuring, interview, emphasis should
be laid on asking similar or identical questions to various candidates, and on
developing well-defined rating scales for the use of the interviewers
...


Establishing Congenial Environment:

Establishing a congenial environment to conduct the interview where candidates
can feel comfortable is also helpful for making the interview more purposeful
...


Creating Rapport:

Before asking questions, it is desirable to establish rapport by greeting the
candidate, that can help putting him at ease, asking a few general questions such
as those related to his travel, weather and place of stay
...


Asking Mainly Relevant Questions:

As far as possible, interviewers should concentrate on asking mainly such
questions which are related to job knowledge, and situational and behavioral
aspects pertaining to job requirements
...


Taking Down Notes:

It is desirable that interviewers take down brief notes or remarks about the
information given by the candidate to ensure objectivity in assessment
...

vii
...
It is advisable
that before the interview is closed, offer some time to the candidate to ask some
question, if there is
...


Making Review:

After the candidate leaves, the interview notes must be reviewed, and the final
score will be determined
...


My References:
• Business Management Ideas, Interview in HRM, by Sarpita S
https://www
...
com/human-resource-management2/interview-process/interview-in-hrm/20406
• Libraries, Human Resource Management 5
...
lib
...
edu/humanresourcemanagement/chapter/5-3-interviewing/
• Economic Discussion, Interview in HRM, By Moyna P
https://www
...
net/human-resource-development/interviewin-hrm/interview-in-hrm/31987



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