Interview Process

A Synopsis Submitted
In Partial Fulfillment of the Requirements
For the Post Graduation Diploma of
Human Resource and Administration
In
Tata Institute of Social Science (Vocational School)

By

Shiv Kishor
 Synopsis
1. Introduction

The interview process is a multi-stage process for hiring new employees. The
interview process typically includes the following steps: writing a job description,
posting a job, scheduling interviews, conducting preliminary interviews, conducting
in-person interviews, following up with candidates, and making a hire.

Before hiring an applicant for a job position, an organization goes through a step-by-
step process to find the most qualified candidate to fill the role. Though a search can
take time, a rushed hire can lead to additional staff turnover and missed opportunity
costs. By investing in a thorough and detailed hiring process, a hiring staff can make
the right decisions and bring in talented professionals who will help the company
grow.

According to Strauss & Sayles, “An interview is a selection technique which enables
employer to view the total individual and directly appraise his behaviour. It is the
method by which an idea about the applicant’s personality can be obtained by a face
to face contact.”

Scott Clothier fie Spriegel write “An interview is a purposeful exchange of ideas, the

answering of questions and communication between two or more persons.” Yet

another definition given by Biengham, Bruce and Mooris is, “It is a conversation with

a purpose and the purpose may be to get information, to give information and to
make a friend.”

According to L.P. Alford and H.R. Beaty, “The employment interview is for the

purpose of determining the suitability of the applicant for the job and of the job for

the applicant. In simple words, interview is an attempt to secure maximum

information from the candidate in a face to face dialogue. The interview gives an

opportunity to judge the qualifications and characteristics of an applicant and

provide the basis for selection.
2. Objective of Interview Process

Some of the objectives of interview Process are discussed as follows:

1. Judgment of Applicant:

Interview gives an opportunity to the interviewer to know about the applicant. The

information gathered from application- blank and tests is verified by talking to the
candidate.

It provides a chance to know whether the information (about previous experience

and training, etc.) supplied by the candidate is justified by him or not. The

appearance, ability to communicate, attitude, nature, etc. of the applicant are also
judged at the time of interview.

2. Give Information to The Applicant:

Interview is undertaken not only to know about the applicant but also to use it as an

opportunity to give him information about the company and the job. Applicant is

given full information about the nature of job, hours of work, medical facilities, and

opportunities for advancement, employee benefits and services, etc. Thus, the
applicant can make a decision of joining or not joining the new job.

3. Promote Goodwill:

An interview also gives an opportunity to create and enhance goodwill of the

company. The interviewee should be treated with curtsy. If not selected, then
reasons for the same are explained offering constructive suggestions.
3. Methods & Approaches

15 Steps of the Hiring Process

1. Identify hiring need

Before a position can be filled, it must be identified as available. Positions are either
newly formed or recently vacated. In either case, the hiring staff should meet to
generate a prioritized list of job requirements including special qualifications,
characteristics, and experience wanted from a candidate.

2. Plan

It’s important that all those involved in the hiring decision agree to the hiring
process, steps, and communication channels to be used. The plan should include a
timeline, recruitment plan, criteria for initial candidate screening, selection
committee, interview questions, and instructions for taking notes.

3. Create a job description

The agreed-upon job requirements form the basis for the job description. Other
necessary information includes essential functions to be performed in the role and
the advantages of working for the company (i.e., workplace environment,
compensation and benefits, perks, etc.).

4. Post and promote job openings

The job listing should be advertised internally so current employees can apply and
make referrals. Other avenues for promotion are the company’s website, online job
boards, social media, job fairs, and industry publications.

5. Recruiting

Beyond passive recruitment via job posts, the hiring staff should seek out qualified
candidates via LinkedIn, social media, and industry events. This will ensure that
some applications from potential candidates who are not actively searching for new
jobs but who may be perfect for the role are received.

6. Applicant screening

As job applications arrive by email or via an applicant tracking system (ATS), the
hiring staff reviews résumés/CVs and cover letters based on the criteria established
in the planning step. Unqualified candidates’ applications are withdrawn from the
applicant pool. Qualified candidates are informed of next steps beginning with a
screening interview.

7. Screening interview

Initial interviews with applicants are typically phone calls with HR representatives.
These interviews determine if applicants have the qualifications needed to do the
job and serve to further narrow the pool of candidates. HR may also explain the
interviewing process during this step.

8. Interviews

Depending on the size of the selection committee, several interviews are scheduled
for each candidate.

 Early interviews are typically in-person, one-on-one interviews with

applicants and the hiring manager and focus on applicants’ experience, skills,
work history, and availability.
 Additional meetings with management, staff, executives, and other members
of the organization can be one-on-one or panel interviews, formal or relaxed,
on-site, off-site, or online (Skype, Google Hangouts). These interviews are
more in-depth; in some organizations, each interviewer focuses on a specific
subject or aspect of the job being filled to avoid overlap between interviews
and to discover more about the applicants.
 Final interviews might be conducted by the company’s senior leadership or
an interviewer from a previous round of interviews. These latter-stage
interviews are generally extended to a very small pool of top candidates.

9. Applicant talent assessment

Before, during, or after interviews, hiring staff often assign applicants one or more
standardized tests to assess personality type, talent (also called pre-employment
tests), physical suitability for the job, cognition (reasoning, memory, perceptual
speed and accuracy, math, and reading comprehension), and/or emotional
intelligence. Some organizations also require applicants to take tests or complete
assignments to demonstrate professional skills applicable to the open position.

10. Background check

One of the final steps prior to making a job offer is conducting background checks to
review candidates’ criminal record, to verify employment history and eligibility, and
to run credit checks. Some organizations also check social media accounts
(Facebook, Twitter, etc.) to make sure potential employees are likely to represent
the company in a professional manner. Drug testing may also be warranted,
depending on the nature of the job.

11. Decision

The hiring staff confers and evaluates applicants based on the interviews, job
experience, skills and talent assessments, and all other relevant information
(recommendations, e.g.). A top choice should be identified and agreed on. A backup
candidate selection should be made, as well. If no candidates meet the hiring
criteria, the hiring process should start over.

12. Reference checks

Once a candidate has been selected for the position, his or her professional
references should be contacted. Reference checks can verify candidates’
employment details including job performance, strengths, and weaknesses. A typical
question to ask references is “Would you rehire this person?”

13. Job offer

Offering the job includes providing an offer letter stating the position’s salary, start
date, and other terms and conditions of employment that are based on the
agreement between the company and the candidate. It should be clear that the
candidate understands the terms of the offer. The candidate may agree and sign,
initiate negotiations (typically focusing on salary), or turn down the offer.

14. Hiring

Once the candidate accepts the job offer, he or she is hired. This kicks off a phase of
filling out and filing paperwork related to employment including eligibility to work
forms, tax withholding forms, and company specific forms.

15. Onboarding

A comprehensive onboarding process is a crucial step in the hiring process. This

should involve making the new employee feel welcome even before he or she
officially joins the organization. Preparing his or her workspace, providing necessary
access credentials for work applications and networks, and outlining an orientation
and training schedule can significantly speed up the new hire or employee.
4. Conclusion

The interview process is a multi-stage process for hiring new employees.

The interview process typically includes the following steps: writing a job
description, posting a job, scheduling interviews, conducting
preliminary interviews, conducting in-person interviews, following up with
candidates and making a hire.

Finding candidates who have the right skills and who are also great culture fits
with the ability to weather adversity, manage stress, deal with ambiguity, work
constructively as part of a team and demonstrate resourcefulness will serve you
well in both the short and long term. Proper Job Advertisement and job
description are the perfect tool to attract high-quality candidates to make your
interview process more productive. After you attract high-quality candidates, it
takes a little planning ahead — choosing which interview format you’ll use, what
questions to ask and who will ask them — but the payoff is high.

5. Bibliography

Websites:
www.google.com
www.wikipedia.org