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Talent Acquisition & Interviewing Techniques – Do’s & Don’t – Part II
In continuation to my previous post on Talent Acquisition & Interviewing Techniques - Do's & Don't, now, let me touch upon interviewing skills...
Raj GuptaLeadership · HR · Career
In continuation to my previous post on Talent Acquisition & Interviewing Techniques - Do's & Don't, now, let me touch upon interviewing skills and Types of Interviews.
I am sorry I am not a good Interviewer or I need to brush up my interviewing skills...have you heard people saying this often, I have not. People in Operations / in HR functions other than recruitment tend to feel that job of recruitment is with Talent Acquisition Team and it takes time away from their REAL Job. Also at times we in Operations particularly people at Managerial level, do not bother to understand what to ask or what is allowed to ask. Majority of Managers take interviewing skills for granted and do not feel that they need a specialized training to be an effective interviewer. This results in creating a wrong impressions amongst the interviewee resulting in a trust / brand deficit which is not healthy for organization positioning and thus impact their ability to attract quality resources. Let there be no doubt that Interviewing is an acquired skill and it is imperative that people who conducts interviews whether technical or behavioral rounds are certified to do so.
There are various types of interviews as enumerated below in brief.
Unstructured Interview: Involves a procedure where different questions may be asked for different applicants.
Structured behavioral interview: This technique involves asking all interviewees standardized questions about how they handled past situations that were similar to situations they may encounter on the job.
Comprehensive structured interview: Candidates are asked questions pertaining to how they would handle job-related situations, job knowledge, worker requirements, and how the candidate would perform various job simulations.
Situational Interview: Candidates are interviewed about what actions they would take in various job-related situations.
Behavior Description interview: Candidates are asked what actions they have taken in prior job situations that are similar to situations they may encounter on the job.
Oral Interviews: This technique entails the job candidate giving oral responses to job-related questions asked by a panel of interviewers. This technique may not be feasible for jobs in which there are a large number of applicants that must be interviewed.
In my next Post, I will touch upon on WHAT TO DO / NOT TO DO while conducting or preparing for an interview.