The purpose of the interview is the most important part in the hiring process in discovering if a candidate matches what was presented by their resume and to determine whether they can fit into your organization. A person can tailor their resume so that it matches all the points mentioned in the job posting but all the qualities a company wants may not be indicated there. A background check can be performed in order to verify that the technical aspects of a job applicants resume match the advertised requirements but that does not provide enough detail in order to make a hiring decision. Since the job interview is the last and the most important line of defense to evaluate whether a candidate has the qualities necessary for success in the position
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If it was one properly, the job description should provide the following key elements: a job summary; required skills, abilities and education, role within a team, reporting relationships, and any physical demands. It has been found that when companies regularly update their job descriptions with timely and accurate information on the job duties and responsibilities, the HR department will have clear direction about the company’s expectations for a position. (Siddique 2015) By regularly performing a job analysis, unnecessary job requirements, area of conflict and dissatisfaction can be removed from the job description and the process that the skills and education requirements still meet the needs of the position. It is always best to consult with the hiring manager about which duties and skills are most important for a prospective candidate to possess. This will help in identifying qualities or attributes that are required but are missing from the job description. Some of these qualities might refer to physical issues related to the work environment such as requiring frequent visits to a noisy factory floor or the need to travel to various locations within up to an hour any from their primary locations. Information like this may not make it to a job description with enough emphasis that it is a key part of the position. In addition, current employees can provide information on …show more content…
By use of a structure format, interviews can be more fairly compared based on the ratings to the responses provided by the applicants along with any notes made by one or more interviewers to those responses. (Levashina, et al. 2015) In comparison, an unstructured interview will have different questions posed to each applicant, may allow for prompting by the interviewer or follow-up answers from the applicant, and disruption of the interview schedule when an interview extends beyond its allocated time. An unstructured interview is unfair to the company because it does not ensure that the applicant has all the required qualities being sought nor is it fair to the applicant in that it doesn’t give them the opportunity to prove that they have those same qualities. By using a structure interview, the company will have the best chance to ensure that the chosen applicant has all the qualities they are looking
If it was one properly, the job description should provide the following key elements: a job summary; required skills, abilities and education, role within a team, reporting relationships, and any physical demands. It has been found that when companies regularly update their job descriptions with timely and accurate information on the job duties and responsibilities, the HR department will have clear direction about the company’s expectations for a position. (Siddique 2015) By regularly performing a job analysis, unnecessary job requirements, area of conflict and dissatisfaction can be removed from the job description and the process that the skills and education requirements still meet the needs of the position. It is always best to consult with the hiring manager about which duties and skills are most important for a prospective candidate to possess. This will help in identifying qualities or attributes that are required but are missing from the job description. Some of these qualities might refer to physical issues related to the work environment such as requiring frequent visits to a noisy factory floor or the need to travel to various locations within up to an hour any from their primary locations. Information like this may not make it to a job description with enough emphasis that it is a key part of the position. In addition, current employees can provide information on …show more content…
By use of a structure format, interviews can be more fairly compared based on the ratings to the responses provided by the applicants along with any notes made by one or more interviewers to those responses. (Levashina, et al. 2015) In comparison, an unstructured interview will have different questions posed to each applicant, may allow for prompting by the interviewer or follow-up answers from the applicant, and disruption of the interview schedule when an interview extends beyond its allocated time. An unstructured interview is unfair to the company because it does not ensure that the applicant has all the required qualities being sought nor is it fair to the applicant in that it doesn’t give them the opportunity to prove that they have those same qualities. By using a structure interview, the company will have the best chance to ensure that the chosen applicant has all the qualities they are looking