Is interview a right method of testing an applicant
qualities and skills?
Interview is one of
the major aspects of hiring a technically qualified person for a particular
job in the business enterprise. Interview is a selection tool of major
importance for nearly all jobs. In many enterprise interview is the only
tool used in selecting the candidates, which is necessary in filling skilled
and technical candidates.
Selection of candidates starts when the characteristics of the job are
specified such as, what are the qualifications needed, and any relevant
work experience needed. Once an enterprise has determined the number and
kinds of personnel needed by the enterprise and the sources from where
it could them, it could take steps to get them. Experts say interviews
are invaluable as means of evaluating a candidates qualities, abilities,
experience, whether he is suitable for this job or not, establishment
of friendly relationship between the candidates and the enterprise.
careful screening and testing of candidates who have put himself or herself
as a good candidate for the job specified by the enterprise. Why there
is need of selection plays key role in hiring personnels are: first,
many of those who applied for the job may not be suitable for the job
in the enterprise; secondly, even when all the applicants for the job
are qualified and experienced the enterprise would not have that much
vacancies to absorb them. Selection process would differ from job to job,
and from enterprise to enterprise. Before getting into interview of the
candidates the applications should be scrutinized i.e., everyone who applies
for the job in the enterprise would not have the required experience or
qualifications so they must be eliminated from list called for the interview.
But those applications that are considered should be informed about the
The main objective of the preliminary interview to see whether the applicant
is appears to be physically and mentally suitable for the job. Questions
asked in this interview basically concerned with qualifications, interest,
age, residence etc. Then comes filling of blank application forms, there
are different application for different jobs. This is because of different
qualifications and skills are required for different jobs. The forms also
should follow certain conditions: Brevity, this seeks maximum details
of the applicant care should be taken that the applicant should not write
each aspect in a detailed manner. Relevance, the application could ask
only information relevant to the job in the enterprise. This has some
advantages, instant test device, helps in building confidence among the
candidates, basis for the main interview, help in preparation of waiting
list of the candidates.
There are different
types of tests..
1. Proficiency tests:
It seeks to measure the skills and abilities, which the candidate already
possesses at the time of testing. These tests determine the claims made
by the candidate about his skilled and abilities proved by actual test
(a) Achievement tests:
This aims to measure the knowledge and proficiency the candidate already
posses in his field.
(b) Dexterity tests:
How quickly and efficiently the candidate can learn about the nature of
2. Aptitude tests:
It measures the skills and abilities of the candidate that may develop
later. These tests assess the potential of the candidate. The main aim
to find out the capacity and capability of the candidates.
(a) Intelligence test:
This usually contains a long list of questions to be answered and problems
to be solved within certain period of time. The number questions answered
correctly within a specified period of time determines the intelligent
quotient of the candidate.
(b) Personality or
These test project non- intellectual characteristics of the candidate.
It brings out strong characteristic possessed by the candidate such as
courage, cowardice, and initiative. The aim here is to analyze the temperamental
and emotional characteristics of the candidate.
(c) Movement tests:
These seek to measure the speed and accuracy of the candidate.
(d) Interests test:
The object of these tests is to measure the candidates interest
in a particular kind of work.
Characteristics of a good test:
Ø Assessment of the candidate in all aspects.
Ø Establishment of standards.
Tests and preliminary tests play a vital role in interviewing process.
Because the candidates who are not suited for this job should be eliminated,
which helps in minimizing the time spent on interviewing. Therefore tests
are key aspect of interviewing is concerned.
Ø Interview should be effectively planned and executed properly.
Ø Getting information about his background.
Ø Formulating a question plan.
Ø Candidate should be made comfortable during the interview.
Ø Drawing the best from candidates.
Ø Concluding the interview.
Different types of interviews:
(a) Direct interview:
This form of interview is a brief but straightforward, face-to-face question-answer
session between the interviewer and the interwee. No in-depth analysis
of the candidate ability skills is done. Characteristics or attitudes
can be possible find out in such an interviews. But if carefully planned,
some of these limitations can be avoided.
(b) Indirect interview:
No direct questions are asked to the candidate, he is encouraged to express
his views about any topics. And how he rates the enterprise and the job
applied for him. The interviewer in such cases will be a patient listener
either disrupting the thoughts of the candidate.
(c) Patterned interview:
In this type, of interviewing a set of standard questions will be framed
in advance. Ideal answer will also be framed before itself. Then the answers
given by the candidate will be analyzed with the prepared pattern.
(d) Stress interview:
In such an interview, the candidate is analyzed how he reacts to the situation
under considerable stress and strain. The candidate should not get irritated
or get angry; he should be cool and confident in his answers.
(e) Board or Panel interview:
In this type, there will many interviewers each would be focusing on certain
areas. The candidate is selected or rejected by the combined performance
rating of the interviewer.
(d) Group interview:
Under this method, many candidates are interviewed at the same time. A
situation will be given to them and all the candidates are asked to participate
in the discussions.
These types interviews
would help the enterprise in selecting candidates who has right temperament,
exposure to working environments. Hence interviews play a vital role in
finding a suitable person for the job in the enterprise. All the positive
and negative qualities of the candidate should be analyzed. The time consumed
for this process might be more, but the end result will a profitable one
for the enterprise. Because the enterprise has found Right person
for the right job
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