The Interview Process document outlines the purposes and structures of job interviews from both the organization and applicant perspectives. It discusses how interviews can be structured or unstructured and conducted by a single interviewer or panel. Common criticisms of interviews like lack of preparation, talking too much or too little, and biases are also covered. The document concludes with factors considered in making a final selection decision.

1. The Interview Process The Interview Process http://flickr.com/photos/desiitaly/2304874364/

2. Main Purposes Organization gains information and impressions about the applicant Applicant gains information and impressions about the organization Start of the process of selection (by both parties) Opportunity for applicant to also decide if this the place and these are the people they would choose to work with

3. Interview Structures Questions prepared Interviewer knows how well applicant meets person profile Applicant has chance to ask about organization and job Unstructured Interviewer provides no guidance Applicant encouraged to do most of talking Focus on the person/job fit

4. Interview Panel Interview Conducted by two or more interviewers Should be representative of client group Same questions addressed to all applicants Panel members should all take notes and assess responses Notes are combined at conclusion

5. Common Criticism of Interviews Lack of preparation Interviewers who do not understand the requirements of the job to be filled Applicants have not carried out enough research Talkativeness Interviewers who talk to much and listen too little Stereotyping Set idea what candidate should look/be like Spend interview comparing with theoretical model Halo Effect Interviewers allow one aspect/characteristic to colour judgement

6. Interviews Inconsistency Interviewers need to apply same standards and same importance to attributes and characteristics, as they do to obvious qualifications Just like me Interviewers become aware of similar biographical data to their own and let it affect their judgement Negative information Not influenced by some negative aspect of application Cultural difference Different body language, ways to show respect, name conventions, language

7. Selection Decision Physical makeup Any defects of health or physique which may be of occupational importance Attainments How well has the applicant done educationally? General intelligence How much did they display Special aptitudes Has the applicant any? Figures, music, drawing

8. Selection Decision Interests Are they intellectual, practical/constructional, physically active, social, artistic, analytical? Disposition How acceptable does the applicant seek to be to other people? Do they influence others? Are they self-reliant Circumstances What are these? (Human Rights Act)

9. Making the Appointment Verification of qualifications, references Formal job offer Letter of appointment http://flickr.com/photos/paulworthington/82648702/