In this blog series pulled from our eBook - Using an Interview to Select Frontline Job Candidates, we discuss types of interviews, delivery methods, and effectiveness. In part 1 of blog series, we discussed types of interviews. In part 2, we discuss ways to deliver an interview. In part 3, we review standard benefits and challenges associated with the interview process. But how helpful is the interview in the selection process?
Does the interview add value?
If structured correctly, the interview can provide value. Choice of interview format is the critical first decision. Research and practical results suggest that the structured behavioral interview is the right interview form to use. In addition, interviewers must receive consistent, constant training on interview administration. And, interviewers must undergo frequent quality assurance testing to make sure that the variance between interviewers is controlled.
In addition, including the interview, via phone or in-person, adds an ideal opportunity for candidate engagement. Technology is allowing significant improvements to the hiring process. From removing cost, speeding processes, and improving overall hiring results, the gains from technology cannot be disputed. However, recruiting is still a contact sport. Candidates expect some type of personal interaction.
Technology also allows disgruntled job candidates to post comments about negative experiences, blast unfriendly hiring processes, and quickly join forces against some companies. The interview, by allowing interaction with the job candidate, creates an opportunity to diffuse some of those issues and engage the candidate.