Evaluating A Good Candidate For Their Organization

I am now going to look at five types of interview and approaches that can be taken for different reasons;

Interviews involves the direct questions or formal questions asked to the participants to get jobs, college and

Specific purpose associated with some agreed subject matter. Therefore, the interview is a highly purposeful task that goes beyond ordinary conversation and involves several approaches (Johnson & Christensen, 2008). This study will use a type of interview called the interview guide approach or semi-structured open-ended interview. In an interview guide approach, topics and issues to be covered are specified in advance in outline form, and the interviewer decides sequence and wordings (Johnson & Christensen, 2008).

A structured interview can improve the process by asking the same questions to each candidate.

Research questions are formulated in a study to inquire about variables, both independent and dependent variables, and the relationship between them. Research questions are categorized into two, that is, qualitative and quantitative research questions. Qualitative questions are used in qualitative research like case studies, surveys and action research where the approach is non-numerical and analyses special phenomena that occur in nature. Quantitative research on the other hand is more of a systematic approach with measurable numerical quantities that go through analysis to prove a hypothesis. Finally, the research hypothesis is either approved or disapproved with regards to the results of the analysis (Laureate Online Education B.V.

but there is usually a chairperson to co-ordinate the questions, a specialist who knows about the job in detail and a personnel manager. I will be using this type of interview for the position of HR officer as it would enable us as an organisation to gain a broader insight into the interviewee and take a wider view on the suitability, as there are more people to comment. Each person could focus there questions on a different part of the person specification in order for each area to be covered fairly. Selection Methods

Unstructured interviews are not made up of prepared questions. The interviewer will ask more open questions about board topics and then use follow-up questions to gain more answers in further detail. This method of interview is time-consuming however it enables the interviewee to answer questions in more detail and depth. It is possible that audio-recordings can be

The interviewer must be skilled and ask the proper questions in order to get the appropriate answers in order to get the full scope of the job duties of this position and to effectively do the appropriate job analysis.

For this assignment, you will pretend that you have an upcoming interview for the job of your choice, working for the organization of your choice. You will then answer the below questions in attempt to prepare for your interview.

Interviews are “a selection procedure designed to predict future job performance on the basis of applicants’ oral responses to oral inquires” (HR Guide to the Internet, 2001). Once the candidate is selected to interview, the hiring manager should determine the interview format, (unstructured, structured, situational, behavior description, or comprehensive), based on job requirements. Both LL and CCC should match interview methods with job specific requirements and have a prepared outline for each job description.

Structured Interviews where the rater is trained to consistently use the same rating scales to evaluate the responses results in a reliable and valid assessment method and is weighted at .6. Properly implemented structured interviews can reduce adverse impact and annualized turnover.

I have never given a formal interview. An interview is a two- party interaction in which at least one party has a specific purpose to seek out information (book). There are many important components to consider when developing an effective interview protocol. The first thing to do is establish goals (lecture). Taking into account the team organizational analysis paper in this class, my team will want a overview of Hudl’s organization, including its history, mission, organizational culture, and communication patterns.

Additionally, Harvey makes an argument for the type of questions and the sequence of those questions. Close-ended questions restrict the answer on behalf of the elite. This does not give the elite the opportunity to explain their reasoning, nor their thought process. This question type provides qualitative data. Closed-ended question provides qualitative data in some cases. The interviewer is typically in search of both data sets. To achieve both, the sequencing is important to not upset the interviewee and achieve the goals of the interviewer. Tough and very personal questions are also recommended to be asked during the middle of the interview. This gives the interviewee time to relax and the relationship with the interviewee to be established. The final point made by Harvey is the format of the interview. Interviews can be conducted face-to-face, over the phone, or through a questionnaire. Each has their respective strengths and weaknesses. Face-to-face interviews provide the opportunity to analyze body language, and tone among other visual cues. However, the interviewee is restricted by timing and geographical constraints.

I structured this paper by giving you the insight about all the question I asked and the responses I received, ending it off with the list of facts I learned and knowledge I gained throughout the interview.

As suggested by Giordano and Rich, “interviews should be structured so the same open-ended, job-related questions are asked of each applicant.” An interview guide should be included in the process as a separate document that would define how to construct and ask the right questions. Additionally, a list of inappropriate and potentially illegal topics would be beneficial. Giordano and Rich further suggest that each applicant completes a form detailing their experience and training activities relevant to the position. (Giordano and Rich, ch