Interviewing Resources

Interviewing is an art, both for the applicant and hiring manager or recruiter. Designing effective interview practices, post interview follow- up processes, and selection and rejection methods are important for both employers and employees. Most see that the interviewing process could use a lot of help: both sides tend to develop inconsistent and sometimes rather inhuman methods of communication. Interviewing is, however, a skill that can be practiced and taught.

Both employers and employees should examine the process and seek to consistently improve it, with an eye on efficiency, engagement and humanity. New interviewing technologies, such as video interviewing, promise to make the process more efficient.

Interviewing is a strategy implemented by prospective employers to appoint a suitable person as an employee in their companies. Interviews are usually conducted as a key step before confirming appointment, either face-to-face, or with a remote-interview format, such as a phone interview.

Questions are asked to identify, confirm and analyze the prospective employee's experience, personal abilities, other credentials and traits that include confidence, diligence, modesty, education, knowledge and aptitude. It is important for recruiter and job seeker alike to avoid any kind of discrimination and bias-inadvertent or not-during interviews.

As for general interviewing practices, there are two major types:

* formal interview with specified predetermined questions, patterns and objectives

* informal or conversational interviewing for which the questions are not predetermined.

Among the formal interviews, there are two popular sub-types:

* test-based interviews; in such interviews, a set of standardized questionnaires are distributed among job seekers. Such interviews are strictly professional and knowledge-oriented.

* standardized interviews. Interviewers who prefer this type lead an open-minded Q & A session with the interviewees. Each candidate is asked to answer the same set of questions for rapid and easy analysis and comparison. Despite its formal framework, this kind of interview can incorporate less structured conversational and free-flowing elements..

Many companies today prefer conducting standardized interviewing, which allows for the aggregation and analysis of standard data, while still leaving time for detailed inquiry and for the applicant to ask questions.

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