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 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.

6 comments:

  1. My firm belief is Interviews can no more be called as interviews, instead should be termed as discussions. Best way to judge a candidate shall be only Scenario Action Planning, whose foundation is situation based interview and process should be comprehensive enough. Difference is interviewer himself taking part in discussion process as on to at times help, at times lead, at times confuse the candidate and all combinations can be thrown in.

    Benefits: Lowering of guard/familiarity with situation should lead to better view of candidate's views, skills, aptitude, team work, listening, and a lot of other activities.

    ReplyDelete
  2. Gaurav, I am in sync with you and if you notice at senior level more often than not, it is already referred to as discussion and during these discussions, situation and behavioral technique plays a critical role

    ReplyDelete
  3. Gaurav, I am in sync with you and if you notice at senior level more often than not, it is already referred to as discussion and during these discussions, situation and behavioral technique plays a critical role

    ReplyDelete
  4. Dr Kumkum Srivastava7:13:00 PM

    These days the interviews are being conducted on telephone and people may not be comfortable. You may lose out on talented people.
    In some UN agencies and international agencies in the development sector they conduct a written exam. They expect to evaluate people ona half to one hour. Yougsters will definitely benefit because they type faster and also they are more computer savvy since they are used to thinking on the computers. If they want to assess writing skills then they can ask the refrence persons. I dont know what the references are for.

    ReplyDelete
  5. I conduct the training programmes on soft skills. "Behavioural Interviewing" is one of the modules that I handle.

    In behavioural interviewing, it is not possible to concoct the answers. I shown to my participants, how in ten minutes flat it is possible to extract maximum information. During my HR days also, I used this method and I was able to separate the wheat from the chaff.

    ReplyDelete
  6. Pavithra10:31:00 AM

    How can we judge on the behavioral aspect in the interview with a short duration of time. In my opinion Best way to understand a candidate is by situation based questions.

    ReplyDelete

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