{"id":159,"date":"2019-07-10T16:25:21","date_gmt":"2019-07-10T16:25:21","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&#038;p=159"},"modified":"2024-04-25T01:23:10","modified_gmt":"2024-04-25T01:23:10","slug":"interview-approaches","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/interview-approaches\/","title":{"raw":"Interview Approaches","rendered":"Interview Approaches"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>Discuss various interviewing approaches<\/li>\r\n<\/ul>\r\n<\/div>\r\nThe objective of the interview process is to identify the \u201cright\u201d person. Of course, what\u2014or, rather, who\u2014constitutes the \u201cright\u201d person depends on the organization. And the approach the organization takes to the interviewing process says as much about an organization\u2019s culture and values as a candidate\u2019s interactions say about him or her.\r\n\r\n<img class=\"alignright wp-image-1735\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/07\/15170230\/nik-macmillan-YXemfQiPR_E-unsplash-1024x683.jpg\" alt=\"Photograph of two people sitting at a table. \" width=\"400\" height=\"267\" \/>Traditional interview approaches include one-on-one, panel and series:\r\n<ul>\r\n \t<li>The most common interview approach is a <strong>one-on-one interview<\/strong>, with the interview conducted by a Human Resource representative or the hiring manager.<\/li>\r\n \t<li>The <strong>panel interview<\/strong> is a standard practice in academia and fairly common in business. In a panel interview, a committee composed of several interviewers meets with the candidate at the same time. When using this format, interviewers generally ask an established set of questions in order, taking notes and, in some organizations, filling out a corresponding evaluation form.<\/li>\r\n \t<li>In a <strong>series interview<\/strong>, a candidate is evaluated in a series of one-on-one interviews with multiple interviewers. Different organizations and interviewers may also seek to stage the interview differently\u2014creating, for example, a situation that may range from conversational to stressful.<\/li>\r\n<\/ul>\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/7023eacb-1e66-4a88-85c0-b853b2d09d41\r\n\r\n<\/div>\r\nRegardless of the format used, those involved in the interview process should be trained in effective interviewing techniques\u2014for example, active listening\u2014and, critically, what questions are prohibited. For best results\u2014and to avoid litigation\u2014interview questions should relevant to the position, consistent across candidates and reflect the realities of both the position and the business environment. To be specific, questions should focus on the job duties, relevant skills and qualifications and related success factors. As alluded to above, it\u2019s important for the interviewer to recognize that her or she is not only discussing the position but representing the company.\r\n\r\nAn interview is a two-way assessment; the candidate is also making an assessment to determine credibility, desirability and culture \u201cfit.\u201d This is particularly true in our current labor market, which favors employees.\r\n<div class=\"textbox examples\">\r\n<h3>Google Hire<\/h3>\r\nThe Google Hire article referenced earlier also showcased a creative merger of sourcing and selection.[footnote]The Hire Team. \"<a href=\"https:\/\/hire.google.com\/articles\/creative-candidate-sourcing-strategies\/\" target=\"_blank\" rel=\"noopener\">10 Creative Candidate-Sourcing Strategies from IKEA, Spotify, Deloitte, and More<\/a>.\" Hire by Google. February 2, 2019. Accessed July 26, 2019.[\/footnote] When searching for a content marketing manager, email marketing platform Mixmax posted the job description across the web\u2014job boards, social media and company website\u2014but required candidates to find the president\u2019s personal email address in order to submit their application. Finding the email address required applicants to use specialized email marketing tools and techniques, ensuring that every candidate who successfully applied had the skills and knowledge required for the role.\r\n\r\n<\/div>","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Discuss various interviewing approaches<\/li>\n<\/ul>\n<\/div>\n<p>The objective of the interview process is to identify the \u201cright\u201d person. Of course, what\u2014or, rather, who\u2014constitutes the \u201cright\u201d person depends on the organization. And the approach the organization takes to the interviewing process says as much about an organization\u2019s culture and values as a candidate\u2019s interactions say about him or her.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-1735\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/07\/15170230\/nik-macmillan-YXemfQiPR_E-unsplash-1024x683.jpg\" alt=\"Photograph of two people sitting at a table.\" width=\"400\" height=\"267\" \/>Traditional interview approaches include one-on-one, panel and series:<\/p>\n<ul>\n<li>The most common interview approach is a <strong>one-on-one interview<\/strong>, with the interview conducted by a Human Resource representative or the hiring manager.<\/li>\n<li>The <strong>panel interview<\/strong> is a standard practice in academia and fairly common in business. In a panel interview, a committee composed of several interviewers meets with the candidate at the same time. When using this format, interviewers generally ask an established set of questions in order, taking notes and, in some organizations, filling out a corresponding evaluation form.<\/li>\n<li>In a <strong>series interview<\/strong>, a candidate is evaluated in a series of one-on-one interviews with multiple interviewers. Different organizations and interviewers may also seek to stage the interview differently\u2014creating, for example, a situation that may range from conversational to stressful.<\/li>\n<\/ul>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>\t<iframe id=\"assessment_practice_7023eacb-1e66-4a88-85c0-b853b2d09d41\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/7023eacb-1e66-4a88-85c0-b853b2d09d41?iframe_resize_id=assessment_practice_id_7023eacb-1e66-4a88-85c0-b853b2d09d41\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe><\/p>\n<\/div>\n<p>Regardless of the format used, those involved in the interview process should be trained in effective interviewing techniques\u2014for example, active listening\u2014and, critically, what questions are prohibited. For best results\u2014and to avoid litigation\u2014interview questions should relevant to the position, consistent across candidates and reflect the realities of both the position and the business environment. To be specific, questions should focus on the job duties, relevant skills and qualifications and related success factors. As alluded to above, it\u2019s important for the interviewer to recognize that her or she is not only discussing the position but representing the company.<\/p>\n<p>An interview is a two-way assessment; the candidate is also making an assessment to determine credibility, desirability and culture \u201cfit.\u201d This is particularly true in our current labor market, which favors employees.<\/p>\n<div class=\"textbox examples\">\n<h3>Google Hire<\/h3>\n<p>The Google Hire article referenced earlier also showcased a creative merger of sourcing and selection.<a class=\"footnote\" title=\"The Hire Team. &quot;10 Creative Candidate-Sourcing Strategies from IKEA, Spotify, Deloitte, and More.&quot; Hire by Google. February 2, 2019. Accessed July 26, 2019.\" id=\"return-footnote-159-1\" href=\"#footnote-159-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> When searching for a content marketing manager, email marketing platform Mixmax posted the job description across the web\u2014job boards, social media and company website\u2014but required candidates to find the president\u2019s personal email address in order to submit their application. Finding the email address required applicants to use specialized email marketing tools and techniques, ensuring that every candidate who successfully applied had the skills and knowledge required for the role.<\/p>\n<\/div>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-159\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Interview Approaches. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Specific attribution<\/div><ul class=\"citation-list\"><li>Untitled. <strong>Authored by<\/strong>: Nik MacMillan. <strong>Provided by<\/strong>: Unsplash. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/unsplash.com\/photos\/YXemfQiPR_E\">https:\/\/unsplash.com\/photos\/YXemfQiPR_E<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Unsplash License<\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-159-1\">The Hire Team. \"<a href=\"https:\/\/hire.google.com\/articles\/creative-candidate-sourcing-strategies\/\" target=\"_blank\" rel=\"noopener\">10 Creative Candidate-Sourcing Strategies from IKEA, Spotify, Deloitte, and More<\/a>.\" Hire by Google. February 2, 2019. Accessed July 26, 2019. <a href=\"#return-footnote-159-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":17,"menu_order":14,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Interview Approaches\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc-attribution\",\"description\":\"Untitled\",\"author\":\"Nik MacMillan\",\"organization\":\"Unsplash\",\"url\":\"https:\/\/unsplash.com\/photos\/YXemfQiPR_E\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"Unsplash License\"}]","CANDELA_OUTCOMES_GUID":"47bb1329-4fcc-48dd-a680-d396befffd7e, 10cbd38e-4a04-43b0-b2c2-1e841782895c","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-159","chapter","type-chapter","status-publish","hentry"],"part":145,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/159","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/users\/17"}],"version-history":[{"count":11,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/159\/revisions"}],"predecessor-version":[{"id":3348,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/159\/revisions\/3348"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/parts\/145"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/159\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/media?parent=159"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapter-type?post=159"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/contributor?post=159"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/license?post=159"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}