June 25, 2018

Tips for interviewing someone for a job

2018-06-25T13:50:00+05:30

Job interviews has evolved so fast since the launch of technology and this notable evolution of job interviews has not been accounted so far. Evolution of Job interviews has started from the written tests, structures and unstructured face to face interviews. Tips for interviewing someone for a job can help you the most. These tips for interviewing someone for a job can be used at any point of time and is done by HR departments.

Evolution of job interview does not stop there and it has led to phone interview to the new video calling interviews. I am going to discuss how advancement in the technology has changed the interviews process and explain the evolution of job interviews in today's World.

When was the first interview: history of job interviews

The evolution of interviews has started when the famous scientist Thomas Edison conducted the first job interview in 1921. The first job interview was a written test, a series of 150 questions, conducted to evaluate the knowledge of the candidate. This first interview born out of the mind of the intellectual evolved to later known as interviews.

Tips for interviewing someone for a job

For hiring a person, there are few steps that re to be followed. Those are, advertising, shortlisting candidates, scheduling interviews, and many more. Technology has brought about a drastic change in all of this aspect of hiring a person.

A job description lists benchmarks that have to be fulfilled by the candidate including minimum experience years and educational qualifications. Candidates send their CV/Resume with cover letter thinking that they will be selected because they fulfill these criteria. We could say this was the general practice till few years back. 

1. ADVERTISING

Earlier all of the companies that required candidates for a specific designation, used to advertise about it in the local newspapers or magazines. Due to which only a limited number of people used to apply, which resulted in the limited choices of candidates for the hiring team. So as a result, hiring team was left with very few choices of candidates and sometimes they had to compromise with skills of the candidate. Most of the times candidate was either lacked in skills or did not have enough qualification or experience. But hiring team had to hire someone, so in most of the cases, person hired was not suitable for the job.

Evolution of Job Interviews


But these days’ since the evolution of job interviews websites like LinkedIn and social media platforms like Facebook, Twitter, whatsapp and instagram have increased the limits. Now, hiring team can just advertise on these platforms and they can get enough number of applicants to choose from. LinkedIn is the most effective of all. Here, hiring team advertises with the required skill set of the applicant, required experience in the particulate field and the job description. 

The resume is used by HR departments of companies to screen out candidates who meet the benchmarks and not necessarily lead to job interview. Most of the job applications are now via online platforms of the respective companies and are handled by applicant tracking software. Eg: Amazon, the popular E commerce company has an online job application portal called Amazon.jobs.

2. SHORTLISTING CANDIDATES.

Earlier hiring teams used to get limited number of applications and they used to get shortlisted manually. This platform is used by millions who are looking for a job. So interested candidates can apply for the job, they think they are suitable for. With the help of these platforms, hiring team gets hundreds and sometimes thousands of applications. So it becomes easier for them to choose the suitable candidate and they are not supposed to compromise with the quality of the candidates any more.

An online job portal creates smooth job application work flow, saves and categories information leading to more centralized recruitment processes. Auto email, messaging delivery verification software helps to avoid sending emails to dead email addresses and verify the delivered messages. Auto schedule apps and software increase the speed and scale of communication with candidates, allot different date and time to the shortlisted candidates and informs through emails.

3. SCHEDULING INTERVIEW 

Here also technology plays a major role. To schedule the interviews special software’s are designed. This software’s allot different date and time to the entire shortlisted candidates and informs the candidates through emails. This has decreased the work of the hiring team to an extent. Evolution of interviews has called for the automation of interview processes.

4. INTERVIEWING PROCESS

Earlier all the interviews that used to happen only through one medium. That is face to face interviews. So the candidate had to travel all the way to the place of interview. Sometimes candidate used to travel a long distance. 

But these days, after the introduction of the applications like Skype, candidates do not need to be actually present at the place of interviews. Even some of the rounds are telephonic. And only a few rounds that are HR rounds take place face to face. Otherwise all other rounds take place through a telephone or a Skype video call. Which is more preferable?

5. THE CHARACTER TEST

Believe it or not, most of the companies need candidates with good nature and behavior. So candidates have to pass a test called "the character test". So the question arises, who will give you the information about the nature and behaviour of the candidate?

Evolution of job interviews got accelerated with launch of social media platforms like Facebook, snapchat and instagram. Hiring teams check the Facebook and instagram profiles of the candidates to check what they do, where they go, who are their friends and all other stuff required. So it’s always advisable to keep a good profile page.

6. COMPILING ALL THE RESULTS.

As you all know, that there are multiple rounds conducted while hiring a person. For e.g. aptitude test, technical round, HR round etc. and in most of the cases, the panelist in all of the rounds is different. 

The recruitment process now focus around assessment testing and skill based interviews. Use of AI, Response rate trackers, Chat bots, Biometric data and Cloud based hiring are the latest developments in the HR sector.

So this was it. As you can see, technology has brought a tremendous change in the interviewing process. If you found this article on tips for interviewing someone for a job helpful, please share this with all of your team mates, colleagues and with whomsoever you can.

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