The interview is considered to be an extremely important part of recruitment process because it is a one-on-one discussion with candidate through which he can be judged well and interviewer can ask questions based on job profile and also allow candidate to ask questions. However, this result in proper communication with the job-seeker through which the interviewer can judge the attitude, characteristics, physical outlook as well as speaking power. (Khan, 2010)
It is essential that the interview should be conducted in a room that is peaceful, and the chances of frequent interruptions are minimized. Before the candidates walk-in, an interviewer should read his resume and cover letter along with details of his expertise, job duties, required skills and characteristics required for the job. This should well match the job description that has been designed for a particular job. (Armstrong, 2012)
Next stage of an effective interview is that when the candidate walks in, the interviewer should put him at ease and make him feel comfortable with the environment.
Then already well-prepared open-ended or close-ended questions should be asked which will help in evaluating the backgrounds, skills, traits, experience and personal characteristics of the candidate. Similar questions should be asked from all the candidates, and the interviewers should be well-trained and experienced too. A well-structured interview form should also be incorporated in this process, and multiple interviews can also take place for detail analysis of the candidate if the job is for senior designations. The interview should close at positive note, and the candidate should be informed that the results will be informed later. Candidate should be given an opportunity to ask any questions if he has regarding the interview before he leaves the workplace.
References
Armstrong M. (2012) Armstrong’s Handbook of Human Resource Management Practice 12th Ed. Kogan Page, p.20
Khan, K. U., Farooq, S. U., & Ullah, M. I., (2010) “The Relationship between Rewards and Employee Motivation in Commercial Banks of Pakistan” Research Journal of International Studies, 14, 37-52
