explain the objective important and limitations of interview
Answers
Answer:
Objectives of Interview:
In the selection process, interview serves the following objectives:
1. Verifies the information obtained through application form and t
2. Helps obtain additional information from the applicant otherwise not available.
3. Gives the candidate necessary facts and information about the job and the organisation.
4. Helps establish mutual understanding between the company and the candidate and build the company’s image.
According to Richard Calhoon, employment interview serves the following three objectivesS:
First, it is the only way to see an applicant in action – how he looks, his manner, his bearing.
Types of Interviews:
Four types of interviews for selection have been identified
These are:
1. Preliminary Interview:
The interviews conducted to screen the applicants to decide whether further detailed interview will be required are called preliminary interviews. The candidate is given freedom by giving job details during the interview to decide whether the job will suit him.
One of the drawback associated with the preliminary interview is that it might lead to the elimination of many desirable candidates in case interviewers do not have much and proper experience in evaluating candidates. The positive argument, if any, for this method is that it saves time and money for the company.
2. Patterned Interview:
In this interview, the pattern of the interview is decided in advance. What kind of information is to be sought or given, how the interview is to be conducted, and how much time is to be allotted to it, all these are worked out in advance. In case interviewee drifts, he/she is swiftly guided back to the structured questions. Such interviews are also called standardised interviews.
3. Depth Inter
As the term itself implies, depth interview tries to portray the interviewee in depth and detail. It, accordingly, covers the life history of the applicant along with his/her work experience, academic qualifications, health, attitude, interest, and hobbies. This method is particularly suitable for executive selection. Expectedly, depth interview involves more time and money in conducting it.
4. Stress Interview:
Such interviews are conducted for the jobs which are to be performed under stressful conditions. The objective of stress interview is to make deliberate attempts to create stressful or strained conditions for the interviewee to observe how the applicant behaves under stressful conditions.
The common methods used to induce stress include frequent interruptions, keeping silent for an extended period of time, asking too many questions at a time, making derogatory remarks about the candidate, accusing him that he is lying and so on. The purpose is to observe how the candidate behaves under the stressful conditions – whether he looses his temper, gets confused or frightened.
However, stress-inducing must be done very carefully by trained and skilled interviewer otherwise it may result in dangers. Emotionally charged candidates must not be subjected to further stressful conditions. The candidate should be given sufficient chance to cope with such induced stress before he leaves.
Limitations of Interview:
Research studies have firmly established that, among all selection methods, interview has been the most researched and carefully documented metho
However, interview suffers from some limitations also.
1. Interviewers may not have a clearly defined technique developed. This results in lack of validity in evaluation of the candidate.
2. There is always variation in offering scoring points to the candidate by the interviewer
3. Interview can help judge the personality of the candidate but not his ability for the job.
4. A single characteristic of the candidate found out on the basis of interview, may affect the judgment of the interviewer on other qualities of the applicant. This is called ‘halo effect’.
5. The biases of interviewers may cloud the objectivity of interview.
6. Finally, interview is a time consuming and expensive device of selection.
The above listed limitations or defects in interview underline the need for observing certain guidelines to make interviews more effective.
Guidelines for Effective Interviewing:
Below are given some guidelines, if observed, can make interview more effective
1. The interview should have a definite time schedule known to both the interviewers and the interviewee.
2. Interview should be conducted by the competent, trained and experienced interviewers.
3. The interviewers should be supplied with specific set of guidelines for conducting interview.
4. The interviewers should ensure an element of privacy for the interviewee.
5. A resume for all the candidates to be interviewed should be prepared and the same be made available to the interviewers before the interview starts.
6. The interview should not end abruptly but it should come to close tactfully providing satisfaction to the interviewee.