There are various ways to recruit in an organization such as current employees based suggestions, by mere word of mount, advertisements, services for government jobs, offices of placement in colleges, posting an announcement of job on boards and through executive consultancies. However, the fairest means by which a person is selected as a recruited candidate is done through Interviews. Recruitment based interviews are significant and there significance lies in the authority that they provide to interviewee and interviewer. A vacant position in a company is filled by the right person only when interview is conducted fruitfully and the process of Interview involves considerable steps (Mc-Namara 2010). Managers who have the ability of using the appropriate tools assisting them in understanding the important role matching of appropriate candidates to the firm plays in the process of recruitment. One of such important tools is the Interview process. Furthermore, this tool has considerable advantages such as appropriate selection of a person in just ways along with having several disadvantages such as not able to determine the ability of a person under pressurized circumstances.
This essay has been formulated to explain the structure of interviews by explaining the interview process structure involved in recruitment. The scope of this essay also lies in producing an Interview based questionnaire encapsulating the professional interviewing conduct standards.
Structure of Interview Process
Such interviewing style does not provide always an important data on which the selection decision is based. The structure inadequacy further makes it problematic for comparing and ranking applicants because they do not response to similar questions. This type of interview generally is not a recommendation. In a semi-structured type of interview, a guide of interview in a specific order is prepared and applied during the process of interview. However, the guide allows the interviewers to remove the questions that were previously answered and to ask only extra questions in an effort to probe extra information from the applicant.