Recruiting, Interviewing, Selecting and Orienting New Employees

By Diane Arthur | Go to book overview

CHAPTER 4
Interview Preparation
A commonly held but erroneous belief is that interviewing does not require any real preparation. The perception is that an interview is little more than two people sitting down together, having a conversation. As they talk, one person—the interviewer— asks questions, while the other—the applicant—answers the questions. Whether a job offer is extended depends on just how well the applicant answers the questions. Such an impression is largely based on observations of interviews being conducted by seasoned interviewers who certainly can make employment interviews seem like effortless conversation. It is, however, an inaccurate observation because these interviewers have actually put a great deal of work behind this casual front by completing a number of preparatory steps before meeting the applicants.
Job Analysis
The process of interview preparation begins with a thorough job analysis. This includes a review of the position's responsibilities, requirements, reporting relationships, environmental factors, exemption and union status, salary, benefits, and growth opportunities. This important task provides necessary answers to four key questions:
Am I thoroughly familiar with the qualities being sought in an applicant?
Are these qualities both job-related and realistic?
Can I clearly communicate the duties and responsibilities of this position to applicants?
Am I prepared to provide additional relevant information about the job and the company to applicants?

Duties and Responsibilities

Job analysts (typically HR specialists) should make it a point to spend time in the department where openings exist, observing and conversing with incumbents as they perform various aspects of the job, as well as talking with supervisors in charge about

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