Effectiveness of Job Interviews
The job interview is a tool used by organizations to fill job openings. There are several types of job interview, and they differ among employers. An applicant might interview on the phone or in person first. He might speak with one person or a group. Effectiveness of job interviews depends on whether interviewing conversations and procedures result in the best candidate getting the job.
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Candidates Are Prepared
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Job interviews, even those that follow all procedures, don't always produce the best person for the job. Applicants might feel nervous, stressed or apprehensive about meeting strangers for a formal interview. Some organizations ensure that interviewees feel prepared by such means as sending a position description to the applicant or having a recruiter speak with a candidate first over the phone. This information sharing can help a candidate feel more relaxed at a formal interview.
Interviewers Are Prepared
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Effectiveness of job interviews depends on the preparation of recruiters and hiring managers. Their job is to gather information before they choose their best pick. They must communicate in ways that put candidates at ease and encourage them to share information not evident in application documents. Using training for interviewers and using people with lots of experience in interviewing help an organization get better results from job interviews.
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Process
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Organizations have different processes that affect the effectiveness of job interviews. Rizvi notes that public organizations possess a simple interview with routine questions. Private companies tend to use different levels of interviews, meaning that successful candidates first participate in screening interviews and may meet with recruiters and managers later in the selection process.
Situations
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The effectiveness of an interview also depends on the questions asked. Interviewers should include at least some behavior-based questions so that applicants discuss behaviors and actions they've used in past experiences, such as solving a problem. According to Steven T. Hunt, PhD., author of "Hiring Success: The Art and Science of Staffing Assessment and Employee Selection," behavior-based interviews are considered very useful in a structured interview. There is a drawback, Hunt notes, "But because behavioral-based questions focus on past experiences, they may be less effective for determining people's ability to do things they have never had an opportunity to do before."
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