Recruiting, Interviewing, Selecting and Orienting New Employees

By Diane Arthur | Go to book overview

CHAPTER 9
Types of Employment Inter views

Nick Dawkins is the HR manager for Clarisse Inc., a communications company with about 900 employees, located outside of Boston, Massachusetts. He currently has several openings to fill, including one for a business office supervisor. Nick has cast a wide recruitment net, using a variety of sources. As a result, he has identified several possibilities, all of whom look impressive on paper. Nick is ready to begin the interview process. He knows that he has to first carefully screen the applicants before bringing them in for interviews. To do this, he plans on conducting either face-to-face exploratory, telephone screening, or video interviews. Assuming there is continued interest, Nick plans on scheduling each applicant for a series of comprehensive interviews. First, there will be the HR interview with himself; next there will be either a departmental interview with the business office manager or a panel interview with the business office manager and other selected managers; finally, there might be a peer interview with business office colleagues and other supervisors.

By selecting a combination of different types of interviews, Nick is confident that he will find the most suitable business office supervisor for Clarisse.


Exploratory Interviews

Exploratory interviews may be conducted under many circumstances, such as during job fairs, at open houses, with applicants responding to an ad, with professional applicants traveling a significant distance at considerable expense (usually yours), during campus recruiting, and with walk-ins. In each instance the objective is the same: to establish continued interest on both sides and to determine preliminary job suitability. Assuming these two conditions are satisfied, the next step is to set up a job-specific interview. Under no circumstances should interviewers substitute exploratory interviews for the in-depth job-specific interview, or make a decision to hire based on the exploratory meeting. On the other hand, exploratory interviews can screen out applicants in whom you definitely have no further interest.

While some exploratory interviews are conducted over the phone (discussed in

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