Ten steps to conducting a selection interview

Abstract

Many research studies show that predictions made at interviews often fail because of bias, failure to obtain the information required, or the inability to interpret information. To minimise these problems, a systematic approach to interviewing must be adopted.

Academic Staff Selection in the Sultanate of Oman – The Case of Colleges of Technology

“…Armstrong (2009) argues that interviews should be planned, timed and prepared well before they take place, since this helps to ensure that they are conducted professionally and favours quality outcomes. According to Pearce (2007), certain steps must be followed at the start of an interview, which should be on time as planned: interviewees should be greeted as soon as they enter the interview room, put at ease, introduced to the selection committee members and have the interview process explained to them. The next step is to allow them to talk about themselves by inviting them to indicate why they have applied for the job (Hackney and Kleiner, 1994).…”

“…Above all, the interview must be a smooth encounter which gives the appearance of a professional exercise. It is important to plan properly, discuss the structure of the interview with all selection committee members and determine what questions to ask and when (Pearce, 2007 The literature emphasizes that all interviewees are entitled to sufficient time to express themselves and that interviews should be brought to a polite and unhurried conclusion for all candidates, whether suitable or otherwise (ibid). The way in which the questions are asked is important, as are any tests which are administered; interviewers should be skilled in listening to the answers provided and in picking up on any particular issues that need to be probed further (Hackney and Kleiner, 1994).…”

“…Salgado (1999) argues that it is better to focus more on past behaviour than on future behaviour when asking questions, since this strategy is more valid in terms of the information it yields. Furthermore, questions should be related to the job and should enable comparison of answers from different candidates, so the same questions should be asked of all interviewees (Pearce, 2007). Cole (2003) argues that the selection interview should lead to a decision as to who is the best candidate for the job.…”

“…The head of the committee is responsible for explaining the plan to the panel members"; but M3 pointed out that this was not always the case: "Sometimes interviews are conducted without any plan; for example, in one interview the head of the panel didn't even attend because he was asked to be at an urgent meeting elsewhere, and the interview was conducted without him, which had a negative effect on the whole process." According to Pearce (2007), certain steps must be followed at the start of an interview. It should be planned to start on time, interviewees should be greeted as soon as they enter the interview room, they should be put at ease, introduced to the selection panel and apprised of the interview process.…”

“…It should be planned to start on time, interviewees should be greeted as soon as they enter the interview room, they should be put at ease, introduced to the selection panel and apprised of the interview process. The next step is to allow the candidate to talk about him/herself by inviting him/her to indicate why s/he has applied for the job (Pearce, 2007;Hackney and Kleiner, 1994). Above all, the interview must be a smooth encounter which gives the appearance of a professional exercise.…”