PSYCH-105 Industrial Psychology

Chapter 16: Psychological Tests

Unit 1

Unit 2

Unit 3

Unit 4

Appendix

Significance of Employment Interview

For interviewer:

1. Information about job-seeking candidate

In an interview, the employer can collect complete information about the job-seeking candidate. Interview collects information about the candidate’s cultural and educational background, work experience, intelligence quotient, communication skills, personality type, interests, social behaviour, etc.

2. Supplements the application blank

Due to some limitations, the job-seeking candidate cannot give his full information or details in the Application Blank for employment. However, an interviewer can collect additional relevant information of the candidate by scheduling a personal meeting with him. During meeting, interview process helps an interviewer to collect that information which is currently not available in the Application Blank. Thus, an interview supplements the Application Blank by collecting and verifying some missing information of the candidate.

3. Interview helps to select a right person

In an interview, the interviewer can see and talk to the candidates. So, he can make a correct decision, whether to select or reject the candidate. Personal interview is the best method of selecting the right person for the right post.

4. Interview collects useful information

In an interview, the candidates discuss about their past work experiences, achievements, research works, etc. Interview helps an employer to collect a lot of useful information from different candidates. The employer can use this collected information to solve problems of his firm and improve efficiency.

5. Good interview increases goodwill

An interview is a public-relation tool. So, it should be conducted properly in a friendly and fearless environment. The candidates being interviewed should be treated with dignity and respect. Whether the candidate is selected or rejected, he / she should feel happy about the employer. This will boost the image of the employer. So, a good interview session always increases the goodwill of the employer.

6. Helps in promotions and transfers

A personal interview also helps an employer to evaluate his staff for promotions, transfers, etc.

For interviewee:

1. Provides employment opportunity

An interview provides an employment opportunity to the job-seeking candidate. It helps an applicant to present and communicate his views, opinions and ideas to the employer. If a candidate performs well at the interview and meets employer’s expectations, then he has a good chance of getting selected for a desired post.

2. Develop confidence in candidates

Fresh job-seeking candidates (young college graduates), generally get nervous during their first few job interviews. However, after attending (facing) multiple interviews, they automatically develop a confidence in themselves. As experience builds up, they subconsciously develop skills to tackle a variety of interviews. Thus, routine interviews develop a confidence in the job-seeking candidates and boost their morale.

3. Helps candidates to accept or reject the job

The job-seeking candidate is provided with information about the job and employer. He is well-informed about the compensation (salary), perks and allowances, working condition, job security, chances of promotions and transfers, other employment benefits, if any, etc. All the doubts of the candidate are cleared by the interviewer. This helps the candidate to make a wiser career decision, whether to accept or reject the job, if offered.

4. Helps job seekers to increase contacts

When a job-seeking candidate attends an interview, he develops contacts with the interviewer and the other candidates. So, if a candidate is not selected at first job searching attempt, then these contacts sometimes help him to succeed at next job-hunting attempts.

Limitations of Employment Interview

  1. Interview cannot judge the skill and the ability of a candidate for the job. Interview can test only his personality.
  2. Success of interview depends on the interviewer also. Interviewer is always not an expert of the situation or of the job to be offered and therefore he may not be in a position to extract maximum information from the candidate which is one of the purposes of the interview.
  3. Interviewers form stereotypes concerning the characteristics required for success on the job 
  4. The technique of interview is not free from bias—The result of interview depends on the personal judgment of the interviewer. The result of interview is decided on the basis of personal judgment of the interviewer which is not always correct. Sometimes interviewer forms a particular view about a candidate which deviates from the objective of purposeful exchange of meanings.
  5. Sometimes interviewer confuses the candidate—Sometimes, the interviewer has not been an expert of the situation and asks the questions of the candidate only to confuse him or to defeat him and not to get the maximum information from him. The questions are directed to the interviewee in such a fashion, as to allow him no time to answer.
  6. Interview is a costly technique—An interview involves the time consuming and expensive technique.

Author – Dr. Niyati Garg

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