What Makes for An Effective and Ineffective Interview

One of the companies I interviewed with stood out to me. This is my first time in front of a group. In fact, these types of interviews are not uncommon these days, but that one made me feel terrible. In short, we don’t know who the interviewer is or get any additional useful information about the company or the position during the interview. We get together in a room and talk freely. At the end of the interview, only the representatives from each group saw the interviewers in another room. They could not know whether they had presented the aspects they wanted. After a long time, we all waited at home for the last word. We have yet to hear how long it will take or if we will be rejected. It’s a horrible feeling, and I don’t think it teaches us anything.

In sharp contrast to the first interview, I did it the second time, and the experience seemed more practical. During the interview, I briefly shared my personal information and expected abilities for the position with the interviewer. Although the time was short and the final result could have been better, we clarified each other’s ideas and got timely feedback during the short communication process. Therefore, it was a good interview experience for me.

In light of everything mentioned above, I believe hiring managers need to be aware that interviews are never a one-way business. Employers can get some information about job seekers from big data using contemporary technologies, but it needs to be more accurate and complete. Face-to-face contact is necessary to receive accurate information. Employers assess the company’s culture and atmosphere as they get to know the applicants based on their performance. Employers risk losing out on talent if they view it as merely a business screening procedure. For an interview to be successful, there must be open and honest communication.