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.


Selection involves 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 personnel’s 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 reasons.


Preliminary interview

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 performances.

(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 his job.


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 attitude tests:
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 candidate’s interest in a particular kind of work.

Characteristics of a good test:

Ø Consistency
Ø Assessment of the candidate in all aspects.
Ø Suitability.
Ø Standardization.
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.


Procedures for an interview:

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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