![]() ![]() These behaviors may not be directly related to the constructs the interview questions were designed to assess, but can be related to aspects of the job for which they are applying. Interviewer evaluations of applicant responses also tend to be colored by how an applicant behaves in the interview. ![]() Motivation: Applicants' willingness to exert the effort required to do the job.Procedural skills and abilities: Applicants' ability to complete the tasks required to do the job.Declarative knowledge: Applicants' learned knowledge.Training: Job-relevant knowledge derived from prior training.Education: Job-relevant knowledge derived from prior education. ![]() Experience: Job-relevant knowledge derived from prior experience.Interest, goals, and values: Applicant motives, goals, and person-organization fit.Personality: Conscientiousness, agreeableness, emotional stability, extroversion, openness to new experiences.Mental ability: Applicants' capacity to listen, to communicate, to work with a team, to have attention to detail, and to learn and process information,.The third category refers to the knowledge, skills, and abilities associated with the job. The second category refers to job knowledge that the applicant has acquired over time. ![]() The first category refers to relatively stable applicant traits. The job-relevant constructs that have been assessed in the interview can be classified into three categories: general traits, experiential factors, and core job elements. The job-relevant applicant attributes that the questions purportedly assess are thought to be necessary for successful performance on the job. Interview questions are generally designed to tap applicant attributes that are specifically relevant to the job for which the person is applying. Constructs can be classified into three categories: job-relevant content, interviewer performance (behavior unrelated to the job but which influences the evaluation), and job-irrelevant interviewer biases. Research suggests that interviews capture a wide variety of applicant attributes. Researchers have attempted to identify interview strategies or "constructs" that can help interviewers choose the best candidate. Once all candidates have been interviewed, the employer typically selects the most desirable candidate(s) and begins the negotiation of a job offer. Since 2003, interviews have been held through video conferencing software, such as Skype. This is especially common when the candidates do not live near the employer and has the advantage of keeping costs low for both sides. An increasingly common initial interview approach is the telephone interview. Earlier rounds sometimes called 'screening interviews' may involve less staff from the employers and will typically be much shorter and less in-depth. Multiple rounds of job interviews and/or other candidate selection methods may be used where there are many candidates or the job is particularly challenging or desirable. An interview also allows the candidate to assess the corporate culture and the job requirements. It also demands significant resources from the employer, yet has been demonstrated to be notoriously unreliable in identifying the optimal person for the job. The job interview is considered one of the most useful tools for evaluating potential employees. Potential job interview opportunities also include networking events and career fairs. Next, after this screening, a small number of candidates for interviews is selected. The interview is usually preceded by the evaluation of submitted résumés from interested candidates, possibly by examining job applications or reading many resumes. Ī job interview typically precedes the hiring decision. Interviews vary in the extent to which the questions are structured, from a totally unstructured and free-wheeling conversation to a structured interview in which an applicant is asked a predetermined list of questions in a specified order structured interviews are usually more accurate predictors of which applicants will make suitable employees, according to research studies. Interviews are one of the most common methods of employee selection. ( July 2023) ( Learn how and when to remove this template message)Ī job interview is an interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired. Please help improve this article if you can. The specific problem is: to remove material that shouldn't be included, and address tone of voice. This article may require cleanup to meet Wikipedia's quality standards. ![]()
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