Lauby’s (2018) definition of the interview is: “It’s a conversation about a job and a person’s interest in and qualifications for the job.” Lauby (2018) emphasizes the word conversation. It is the hiring agent’s responsibility to create an environment for a two-way conversation so that enough information is solicited from the candidate to determine if he/she is the right person for the role. It is also an opportunity for the candidate to determine if the organization is the right fit for him/her. Yes! The organization is also being interviewed. This is a very personal point of the hiring process.

Write a 600 word paper describing key elements of the interview process. Describe best practices for the hiring agent including the type of interview questions that are important to include, important aspects of the conversation during the interview, the various interview formats and why you would prefer one over another, and how you would determine the values - competency match through the interview.

Use APA format for in-text citations and the reference list. A minimum of two sources are required.

 

ANSWER

Interviews

An interview is a structured formal meeting where the interviewer seeks to find out
more about the interviewee through questions. An interview has five critical elements,
including introductions, small talk, information collection, answers, and conclusion. An
introduction involves making a great first impression for both parties, where each party aims
to present themselves in a positive light. Transparency is crucial at this point. Small talks help
build rapport and healthy working relationships (Deterding & Waters, 2021). The interviewer
should not ask serious questions at this point to ensure that the conversation does not become
messy. The talk should remain positive because one only gauges if the interviewer is good for
the job and help one view oneself working at the organization.
During information gathering, the interviewer tests the interviewee's capability to
think on their feet because the latter gives their elevator pitch. The candidate's answers will
help determine what kind of people they are. During the question-answer stage, both parties
can ask questions; however, the interviewer asks more questions (Deterding & Waters, 2021).
They learn more about each other at this level, including strengths and weaknesses. Wrapping
up is the last element which involves handshakes and showing gratitude for their time. One
can also show the interviewee around. A follow-up email is vital to show courtesy and
appreciation for one's time.
There are tips for the best practices for the hiring agent. First, the interviewer must
respect the candidate's value by interviewing on time, viewing them as the next great hire,
and giving them full attention. The interviewer should also avoid unnecessary small talk
(Deterding & Waters, 2021). The questions must be legal and appropriate. One should never
stress the interviewee by being overly combative or too judgmental. Moreover, the
interviewer should never hold the conversation hostage by asking irrelevant questions and
ensure they remain attentive to avoid losing focus and make the most of the worthwhile

3
opportunity. The questions a competent interviewer asks are behavioral, competency-based,
and situational.
There are various significant aspects of conversations to consider during interviews.
For example, the interviewer must be a good listener because it builds rapport, making the
interviewee more comfortable; hence, they will provide the best answers. Being confident is
also crucial since it makes a good impression encouraging interviewees to share more (Joshi
et al., 2020). They should also show the candidates empathy during the conversations since it
is a chief element of emotional intelligence; thus, it enhances results in the best talks and
ensures positive results.
There are six main interview formats: traditional, panel, group, presentation,
screening, and meal interviews. Traditional interviews are one-on-one meetings and can
include more people or one candidate. They effectively build rapport and make the hiring
process less challenging (Joshi et al., 2020). Conversely, in a panel interview, many
interviewers interview one candidate. They are good because they enable many individuals to
concurrently evaluate a candidate's qualifications and know-how. Group interviews involve
interviewing several interviewees together. Through these interviews, an interviewer can
observe every interviewee in action.
During presentation interviews, the interviewer asks the candidate to make a brief
presentation concerning a subject associated with the post they seek. Presentation interviews
are good because they provide a more comprehensive overview of the candidate's potential.
Contrariwise, during meal interviews, both parties can have a dinner where they discuss
relevant issues and qualifications (Joshi et al., 2020). It allows the interviewer to understand
one's social skills better and personality. Interviewers use the screening format to assess an
interviewee's capability to do well quickly. The queries should concern job-specific duties. It
allows the interviewer to focus only on significant issues.

4
The best way to determine the competency match through the interview involves
having well-defined selection criteria, developing relevant questions, and conducting a
structured interview course. One can create well-defined selection criteria by listing the
requirements in urgency sequence and ensuring that the standard is concise and realistic
(Deterding & Waters, 2021). The interview should also determine the best way to word every
question and structure them to make it easier for the interviewee to give particular examples
of every competency. The interviewer should also structure an effective competency-focused
interview and ensure that it has well-defined objectives by remaining focused and disciplined.