As you go through the interview process with candidates, what kinds of decisions would you need to make? What kinds of tools/strategies could you use to select the best candidate? What are some of the consequences you could face if you followed the wrong strategy?

Interviewers have to make decisions quickly about whether or not to continue an interview and whether a candidate would be a good fit for a position. Many interviewers determine an “ideal” candidate ahead of time to keep them focused. Interviewers also follow a particular strategy during an interview, like collecting data from a candidate, asking problem-solving questions, and encouraging candidate questions.

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When interviewing candidates for a job, the interviewer has to think quickly and be ready to make decisions based on the candidate's demeanor, behavior, qualifications, responses, and questions. For one thing, an interviewer must be a good judge of character and try to see beyond a candidate's nervousness to their personality and skill set. Throughout the course of the interview, interviewers will have to decide first, whether or not to continue the interview at any given point. If a candidate makes a poor impression or really does not seem qualified for the position, for instance, the interviewer may decide to end the interview early.

As the interview process continues, interviewers need to determine how close a candidate comes to the “ideal” candidate for the position. This, in fact, is a key tool or strategy to help prepare for an employee search. Listing the skills and traits of the ideal candidate ahead of time will provide a handy checklist for an interviewer and a way to remain focused on the company's goals and needs.

Of course, the ultimate decision involved in the interview process is whether or not to hire a candidate. This decision should be made upon close examination of the candidate's educational qualifications, experience, skills, personality, and interview performance.

During the interview itself, many interviewers prefer to start with small talk and then move into a description of the position. From here, many follow the strategy of collecting data from the candidate by asking questions related to the job description and the candidate's resume. Some interviewers also like to ask decision-making or problem-solving questions that give them an idea of a candidate's ability to think quickly and handle situations. Sometimes interviewers also ask about a candidate's goals to try to determine how fitting the position might be for that person. The interviewer will also encourage the candidate to ask questions about the job and the company.

If all this goes well, the interviewer may spend some time describing further details about the company and the job as well as the wages and benefits involved. This may allow the candidate to come up with further questions and lead to a dialogue that gives the interviewer a more in-depth view of the candidate's personality.

If the interview process breaks down, a company may miss out on hiring a good, qualified candidate. Further, if the interviewer lacks a vision of the ideal candidate, they might miss qualities in a candidate that either would or would not be desirable for the job. Finally, the worst consequence that might arise from the wrong kind of interview or hiring strategies would be hiring the wrong candidate, someone who either is not qualified or suited for the position.

Last Updated by eNotes Editorial on
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