Describe interview as a technique of selection.
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Interviews are a fundamental technique in the selection process for identifying the most suitable candidates for a job position. During interviews, candidates are assessed in person to evaluate their qualifications, skills, experience, and overall fit for the organization. Here are the key aspects of interviews as a selection technique:
Face-to-Face Interaction: Interviews provide an opportunity for recruiters to meet candidates in person, allowing for a direct and immediate assessment of their communication skills, demeanor, and presence.
Structured or Unstructured: Interviews can be structured, with predetermined questions and a standardized scoring system, or unstructured, allowing for open-ended discussions to gauge a candidate's personality and cultural fit.
Behavioral Questions: Behavioral interviews focus on past experiences and ask candidates to provide specific examples of how they handled situations relevant to the job, providing insights into their problem-solving abilities and behavior.
Assessment of Soft Skills: Interviews assess soft skills such as interpersonal skills, communication, teamwork, adaptability, and cultural alignment, which are crucial for job success.
Real-time Evaluation: Interviewers can probe for additional information, ask follow-up questions, and assess a candidate's reactions and responses in real-time.
Multiple Rounds: Organizations may conduct multiple interview rounds, including panel interviews, technical interviews, and competency-based interviews, to thoroughly assess candidates.
Legal Compliance: Interviewers must adhere to legal guidelines to ensure fair and non-discriminatory questioning and evaluation.
Interviews provide valuable insights beyond what can be gleaned from resumes or applications, helping organizations make informed hiring decisions. However, they also require skilled interviewers, standardized processes, and careful consideration to avoid biases and ensure fairness in the selection process.