The job interview is an essential aspect of the applicant selection and hiring process. During my experience, I went through several interviews, which I may assess, given the existence of information learned during the course. As a result, this post will reflect on my experiences with job interviews and how effective they were.
The first interview appeared to be inefficient. I can note several shortcomings that were in this procedure. First, the interview felt stressful. Five individuals were representing the firm in addition to HR, and I had to answer their questions quickly. It lowered the reliability and trustworthiness since the tense situation made it difficult to deliver meaningful replies. The meeting lasted an hour, and the time I had to ask questions was restricted, so I could not ask everything that piqued my interest. Moreover, the staff made little effort to analyze my knowledge or abilities, reducing the interview’s value.
The second interview was more efficient. The interviewer and I got equal time to express our questions and replies. In addition to the interviewer and myself, there were two other persons who managed to establish a safe and polite environment and gave each other ample opportunity to express themselves. Thus, I felt like a full-fledged participant in the discourse. It boosted the credibility of the interview significantly since I felt calmer. The interviewer provided me with topics for reflection, which substantially impacted the interview’s usefulness.
If I could give interviewers guidance on how to conduct an interview better, I would emphasize the following points. I would suggest enlivening the conversation with creative tasks. It will make the conversation more engaging and effective, providing the interviewer with how qualified a person is. A crucial feature is establishing an environment in which the applicant will answer questions without anxiety or haste (HR University of Michigan). The presence of too many individuals might limit the interviewee’s ability to express themselves and may shorten the session’s entire duration (Knight). The final point is scheduling the interview convenient for both parties involved and proper time management to discuss all of the subjects (HR University of Michigan).
Thus, an efficient working interview must possess particular reliability, validity, and utility characteristics. The audiences I encountered varied in their efficacy. The primary things I would tell my interviewers are to create a polite and equal environment, pay close attention to assessing candidates’ knowledge and practical abilities, and correct time management.
Works Cited
HR University of Michigan. “Conducting a Successful Interview Process.” Human Resources University of Michigan, 29 Apr. 2010.
Knight, Rebecca. “How to Conduct an Effective Job Interview.” Harvard Business Review, 23 Jan. 2015, hbr.org/2015/01/how-to-conduct-an-effective-job-interview.
