A Look Inside of the Interview Process Essay Example

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Benefits of the Employment Interviews

Interviews are usual employer selection devices that gives an opportunity to showcase the employer’s manners and capacities in a confrontational situation. The employee might be anxious due to the interview pressure, but if a person has the credentials and interest for the employment, the interview is themarketingchance. Employment interviews have benefits such as:

• Personal Interaction
  This is the main benefit of an employment interview. The employees have an opportunity to present him or her in the finest manner possible, with personal demonstration. An employee can utilize individual merits to build relationship with the hiring panel. According to Lipovsky (2012) the usual core thinking for interviewers is whether they would like to work with the interviewee. Also, this is the chance for the interviewee to illustrate his or her communication skills, which are normally amongst the most noticeableeasyexpertise employers, assess when making deciding whom to hire.
• Spontaneity
  The interviews offer employees’ opportunity to showcase their capacity to depart writing and answer queries freely. Mydat, (2013) asserts that the interviewing panel check the clarity of thought through employee reaction, in addition to the specific information they share. Various interview queries are utilized to assess employee creativity and thinking capacities. For example, “how do you handle challenges in your job? Such a question the hiring panel can employ to see the way an employee can analyze previous experience and deliver illustration in a conceivable, but authentic manner.
• Performance
  The way an employee performs in an interview matters a lot. An employee may be the best candidate based on the paper qualifications, but fail to be hired depending on how he or she performed during the interview. This

implies that an employee has to dedicate time to research the firm and position, and hence formulate a plan to position himself or herself ("Prepare for Job Interview Questions", 2016). In case one fails to perform well during the interview to secure the employment opportunity, there might be no other chance to fight for such position.

Types of Interviews

A few decades ago hiring was not complicated as today; an employee was required to just submit the application to the company. Thereafter the manager or the hiring personnel would arrange a face to face interview. After the interview the employee would secure the employment or not. Nowadays an incredible character has escalated on employing, selecting, and contracting skilled applicants (Mydat, 2013). With the added number of people participating in the employing course, there are various kinds of interviews that an applicantparticipate prior securing the employment.

Various types of interviews include:

• Basic background screening
  Some employers do their background screening from other firms. One member of the hiring panel may call or engage one person from the firm that the candidate was

employed to gather information such as academic account, legitimate names, and the position held by the candidate. This is usually a five minute interview.

interview (Mydat, 2013). Contrastingly, some firms conduct a sequence of face-to-face interviews through employing diverse stages of management till the correct applicant has been chosen. Some firms employ both methods: preliminary screening applicants and putting them in various circles of subjective interviews.

Things To Do Prior the Employment Interview

According to Jensen (2014) the more understanding a candidate have about the firm and the position applied, the more composed the candidate will be before the hiring panel and hence the higher chances of securing the vacancy. Therefore, it is important to prepare various things before the interview to raise the confidence to face the panel.

The things to prepare include:

1.  Study the position exclusively
   Dixon (2015) says that a few days before the job interview; the job specification should be the candidate’s closest friend. Studying the position more closely will help to understand the skills the hearing panel may be looking. Prior the interview explores job description and select several most significant roles or skills you have acquired either through the position held before or internship Hathaway (2006) says. This will help a candidate to answer a question like “How will you improve the performance of the company if you will be hired
2. Research the firm
   Even if the candidate learns a lot about the firm during the interview, it is beneficial to explore some things before Hoevemeyer (2006) advices. For example, understanding the firm mission statement and culture through various platforms such as website will increase chances to secure employment. Lipovsky (2012) adds that nowadays firms do not just employ the rights workers, but also the right people. Therefore, being culturally fit will help the candidate to get employment.

and anxieties and hence face the hiring panel more confidently.

Clothing and Attire

First impression talks a lot about a candidate, hence dressing appropriately is a bargaining tool for the post applied. The dressing itself shows how responsible and cautious a candidate can be depending on the situation at hand ("GSA Employment Interview Service", 2006). Therefore, when choosing how to wear the following should be put into considerations:

1. Firm culture
   Mostly the firms have established a culture that new employee should be willing to emulate immediately after employment. For example, it would appear awkward for a candidate to wear t-shirt and jeans while the employees are used to suits. All the same, it is inappropriate to wear suits when attending an interview in firm that employees are used to casual wear (Jensen, 2014). Also, the nature of work should be taken into consideration when deciding what to wear for an interview. For example, dressing code for construction workers is not similar to that of health workers.
2. Match the interviewer
   Mostly the interviewer will dress according to how they expect their employees to wear. Therefore, when planning things to before the interview it important to research how the interviewers expect their employees to wear. Hathaway (2006) asserts that the dressing mode is not just meant to impress the interviewers, but also gives a candidate confidence if he believes he is groomed the way he is expected.
3. Appear neat
   A candidate should ensure clothes are clean and well ironed. If the clothes are wrinkled or dirty they would attract interviewers to other finer detail or invoke the poor impression and feeling. Wearing clothes that are well fitting helps a candidate to be

comfortable and appear in an interview more relaxed. Also, a candidate should clean and shave hair well or have a manageable hair style. Lipovsky (2012) says that perfumes and aftershaves are not prohibited when attending an interview, but he advises they should be used sparing.

Employment Interview Analysis and Methodology

Although there are various ways of acquiring employment analysis data and selecting and selecting ways that are most suited depends on the requirements of the position available. Usually the ways focus on work-related information, but when various methods are employed candidate that is most suited is selected. Choosing an appropriate work analysis method is dependent on the organization of the firm, management structure, nature of the vacancy available and pros and cons of the vacancy (Smith, 2010). There are various employment analysis methods as discussed below:

1. Observation method
   Interviewee panel observes an interviewer in terms of performing and unperformed duties, presentations, academic qualifications, experiences among other observable things. It may appear the most simple analysis method, but it is the hardest, reason being each person has a unique

way of observing things. Everybody is influenced by his or her dislikes and hence any inclination on various matters (Dixon, 2015). However, work analysts may induce equal observing capacity through training.

What To Expect After the Interview and Steps To Follow

Only several job seekers are hired immediately other are contacted later. The time to receive the response depends on the nature and the complexity of position and number of applicants. However, an applicant should give himself or herself a reasonable period to expect the feedback. If no feedback after that period, the applicant can go back to the firm to inquire his or her fate. More so, is advisable that an applicant should ask when and how to expect the feedback before leaving the interview room (Dixon, 2015).

Immediately or few days after the interview it is good to send a brief thank you note to the interviewee. Thank you note will serve as a way of expressing interest with the post. Most applications do not send thank

you note, hence any applicant who sends it stands a chance to defeat others. If there is no any reply after the given period or self-set period. It is advisable to call firm or the interviewee, but it should not the first day after the interview (Hathaway, 2006). In case the firm does not reply to the call follow, there is a chance they are not interested in hiring the applicant, hence he or she should focus on the job hunt to other companies rather than being discouraged.

When following up an applicant should be clear he wants to know about the applied vacancy and if informed the chance was given to another person he should express gratitude for being chance to attend an interview. Being positive can give an applicant a chance to be considered if an opportunity arises. Lastly, the applicant should request the interviewee to tell him why he was not selected. This will help to know the weaknesses and focus to eliminate them in future interviews ("GSA Employment Interview Service", 2006).

In the past one decade job interview researches have been going on and giving the impression that ‘structured’ interviews are more productive than ‘unstructured’ ones (Smith, 2010). From this perception, it is clear this research have focused on various components of employment research. However, to have a wider perception of employment interviews the research may include features such as the ones that show how the interviewer's decision may be measured, applicants’ effects after both failing and passing the interview, and the concept of interviewer to the interviewee.

References

1. Dixon, D. (2015). How to Nail the Job Interview. The ASHA Leader, 20(5), 32.
2. Farr,
   

J. (2005). Next-day job interview. Indianapolis, IN: JIST Works.