This paper discusses the way a company should prepare for an interview, select potential candidates and execute an interviewing plan to avoid the pitfalls of the interviewing process.
Written in 2006; 2,715 words; 4 sources; APA; $ 81.95
Paper Summary:
This paper explains that a proper interview is conducted with keen preparedness, astute listening, documenting how each applicant answered the interview questions and comparing those answers to select the proper candidate. The author points out that, while there are many questions that could be asked of potential employees, there are also many questions that should never be asked such as age, pregnancy, marital status, ethnicity, disability, religious affiliation, medical history and plans about a family. The paper stress that there are many methods that an interviewer can use to properly conduct an effective interview; therefore, the interviewer should not have a cut-and-dried method, which he or she uses for every interview scenario.
Table of Content
Preparation before the Interviewing Process
Making the Job Known
Be Familiar with the Job
Questions to Avoid
Questioning Techniques
Summaries of a Proper Interviewing
From the Paper:
"Picking a location to conduct the interview is important. According to Wicklander and Zulowski, "the cold, hard feel of the room and the starkness of the surroundings are alienating to a degree that even a veteran interrogator (interviewer) can find uncomfortable." Jacobs concurs with this assertion in stating "Find an appropriate location for the interview. The most important thing is to conduct an interview where interruptions are minimized." A place that is comfortable for the interviewer and the applicant will go a long way in making the interview process more effective and produce better results in employee quality for the long run. It is also important to allow for time when scheduling interviews as well."
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