Guidelines for Effective Interview

Guidelines for Effective Interview

An interview is a procedure design to obtain information from a person through oral response to oral inquiries. (Garry Dessler). It is a formal consultation usually to evaluate qualifications (as of a prospective student or employee). Under these processes, job seekers invited to appear at the interview board with their relevant academic and other qualification records.

Guidelines for effective interview: For anyone who interviews prospective job candidates, whether as a recruitment in HRM or in any other capacity, there are several suggestions we can offer for improving the electiveness of interviews:

Obtain detailed information: When such information is unavailable, you may tend to rely more on factors less rein ant to the jobs, allowing bias to enter into the assessment. You should, therefore, at a minimum, have a copy of the recent position description as an information source. You are now ready to structure the interview.

Structure the interview: Reliability is increased when the interview is designed around a constant structure. A fixed set of should be presented to every applicant.

Review the applicant: This step helps you to create a more complete picture of the applicant in terms of what is represented on the resume/application, and what the job requires. This will help you to identify specific areas that need to be explored in the interview.

Put the applicant at ease: Assume that the applicant will be nervous. For you to obtain the kind of information you will need the applicant will have to be put at ease.

Ask your questions: The questions you are asking should be behaviorally based. Such questions are designed to require applicants to provide detailed descriptions of their actual job behaviors.

Conclude the interview: Let the applicant know that all of your questionings is finished. Summarize what you have heard from the applicant, and give the applicant an opportunity to correct something that is unclear, or discuss anything that you may not have addressed in the interview.

Complete a post-interview evaluation form: Along with a structured format should go a standardized evaluation form. You should complete this item by item form shortly after the interviewee has departed – while the information and your notes are still fresh in your mind.