Throughout the past couple of years, I have been in many forms of interviews. Ranging from various positions such as internships, full time roles, and part time positions, I gained comfortability through these often times tedious interviews.
There are many possible attributes that can contribute to the success of an interview and make it an effective process. First off, the type of candidate one may be interviewing with can play a critical component in the success of an interview. When dealing with an internal employee, there is a strong advantage, as you are previously familiar with their work ethic, skills, and overall commitment. However, when dealing with an external employee, you may see an increase in diversity and may introduce new ideas to the company.
A strong way to ensure an interview goes well, is to view the recruitment methods. Choosing the proper methods will allow for an increase the diversity of the workplace, as you tailor specific methods to specific labor markets. Additionally, the interviewer should come into these meetings well prepared and informed. They should know and understand the company brand, and what the organization has to fully offer that can relate to the interviewees wants and needs. (Recruitment, pg. 2)
A potential way to have an ineffective and unsuccessful interview may be to give little thought to the methods of recruitment. Using generic or “convenient” methods, rather than ones tailored to the labor market, can potentially limit workplace diversity. Additionally, from an interviewer standpoint, one who comes into these meetings unprepared or uniformed is not likely to run a successful and proper interview. (Recruitment, pg. 3)
If I were to discuss improvements with prior employers on their interview processes, I would advice them to be extremely intentional with their recruitment process. They should use methods that are specific to various markets, rather than relying on a method that is generalized, as this may limit diversity and quality of candidates.