INTERVIEW
Do you know anyone who has gotten a job without at least one
INTERVIEW?
Interview is one of the most commonly used selection device. This enables the employer to assess the
candidates and decide who is best among the called candidates after their applications scrutiny and short listing the candidates. The interviewer can assesses the candidates for some of the following characterstics,
Knowledge
Consistent with experience and Quality of experience.
Decision making and Problem solving
Communication skills
His tackling of work related problems in the previous companies
Personality
Nature of experience to assess suitability for the present job.
There is little doubt that the interview is the most widely used selection device that organizations rely upon to differentiate candidates . Few employees are
hired without one or more interviews. We can also say that the interviews seems to carry a great deal of weight .That is not only is it widely used ite result tend to carry a disproportionate amount of influence in the selection decision .The candidate who performs poorly in the employment interview is likely to be cut from the
applicant pool regardless of his or her experience,,test scores , or letters of recommendation,.
People in an organization are always judging each other. Managers must appraise their subordinates’ performance. We evaluate how much effort our co-workers are putting into their jobs. When a new person joins a department he or she is immediately “sized up” by the other department members .In many cases this judgement have important consequences for the organization.
A major input into who is hired or rejected is from the employment interview. Its fair to say that few people are hired without an interview. But the evidence indicates that
interviewers make a perceptual judgments that are often inaccurate Additionally interrater agreement among interviewers is often poor; that is, different interviewers see different things in the same
Candidate and thus arrive at different conclusion about the applicant.
Interviewers generally draw
early impressions that become very quickly entrenched. If negative information is exposed early in the interview it tends to be more heavily weighted than if that same information were conveyed later. Studies indicate that most interviewers decision change very little after the first four or five minutes of the interview. As a result information elicited early in the interview carries greater height than does the information elicited later, and a “ good applicant” is probably characterized more by absence of unfavorable characteristics than by the presence of favorable characteristics.
In more professional companies interview is preceded by an IQ test and if any candidate is not able to score the minimum performance set by the company he is not even called for interview. However the minimum performance mark will be told to all before the IQ test.
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