INTERVIEWING STRATEGIES IN THE HIRING PROCESS

Interviewing Strategies in the Hiring Process

Interviewing Strategies in the Hiring Process

Introduction

Individuals and organizations are engaged in a continuous process of mutual attraction. In the same way they attract and select individuals to organizations, informing and making their opinions about them, the organizations seek to attract individuals and obtain information about them to decide whether or not to admit interest (Campion, 2002). Recruitment is a set of procedures designed to attract qualified candidates potentially able to occupy positions within the organization. It is essentially an information system by which the organization provides market reports and human resources employment opportunities are to be filled.

To be effective, recruiting must attract a sufficient number of interviewees to supply adequately the hiring process. In addition, the recruitment function is to provide the basic raw material hiring (candidates) for operation. The recruitment is-from data on future and current needs of the organization's human resources-related activities in research and the intervention of the sources capable of providing the organization with a sufficient number of people it needs to achieve their goals. It is an activity whose immediate goal is to attract people from which future members will be selected by the organization (Eder, 2003).

Discussion

The interview is a bilateral process in which the employer learns more about you and what you bring to the company, and you, in turn, learn more about the company, department and office. As you go through the process should remember that the most qualified candidate does not always get the job. Often it is the person who offers the best interview the recipient. Interviews can be defined as an evaluation or research that precedes any form of assistance to decision-making process, the adoption of interactive format, given the nature of the document and because it is part of the ongoing evaluation of intervention.

Interviews for employment are one of the most common methods used by organizations to screen, recruit and choose candidates. Few hired without passing at least one interview. Usually defined, the interview is the interpersonal exchange between the candidate and one or more representatives of organizations trying to assess work experience relevant to the candidate and the skills, knowledge, other features and abilities (KSAOs) to take a personal decision. While a typical interview face to face interaction between the candidate and the interviewer, the interview of alternate methods, such as video and telephonic conferencing are becoming more common(Posthuma, 2002).

Types of Interview

Selection Interview

This is usually the first interview and can be made ??by phone or in person. If the candidate performs well in this interview it is likely that he/she can proceed in the further in the interview process.

Depth Interview

A hiring manager or something rank in the institution usually carries out this interview to determine if the candidate has the necessary skills for the job. The manager will focus on the specific requirements of the job and try to determine if the candidate can meet them. The interviewer would also try to see if there is ...