interview to seek

interview to seek out the user.

Introduction

There is perhaps no more widely used selection procedure than the employment interview. Despite decades of research questioning the validity of the interview and the reliability of interviewers, most organizations still include some type of interview in their selection process. Recent research has investigated a number of different aspects of the interview in an attempt to elucidate the reasons behind their continued use.

In addition, several recent studies have presented new psychometric evidence that provides support for the continued use of the employment interview. Our review of this recent research will bring together a wide variety of studies which, when considered together, may provide a better picture of the employment interview and provide us with avenues for future research.

Interviewing the Candidate

When the pool of candidates has been narrowed down, the most promising applicants are invited for an interview. Sometimes, libraries initially interview candidates by telephone, but, in most cases, telephone interviews a used to narrow a pool of candidates and to choose those who will be invited for a personal interview. The job interview is the single most important tool in the selection process.

Although few libraries use tests in selecting employees, almost all interview the candidate. In may libraries, multiple interviews are held, thus allowing a wider participation in the selection process.

Purpose of Interview

The purpose of the interview is to supplement information obtained through other sources. The interviewer uses this opportunity to find out more about the applicant’s technical and professional knowledge, experience and personal characteristics.

The applicant finds the interview useful to learn more about the job itself, to clear up any uncertainties about the position or the organization and to be introduced to the staff that he or she would work with if hired.

Focus of Interview

The sole focus of the interview should be job requirements and questions should be designed to provide information about an individual’s suitability for the job that is being filled. It is important to remember that all questions asked during an interview should be job related.

The EEOC has forbidden the use of interview questions that are not related to job requirements. Candidates may not be asked questions about race, religion, gender, national, origin, age, r handicaps. Specific questions that are prohibited are listed in Table.

Table: Permitted and Prohibited Questions in Employment Interviews

Topic	Permitted	Prohibited
Marital status	None	Are your married? Are you planning to get married? What does your spouse do? Do you have children?
Sexual Orientation	None	Do you live alone?
National origin	None	Where sere you born?
Citizenship	Are you a citizen of Pak? If hired, are you able to prove eligibility to work in the Pak?	What country are you a citizen of? Are you a naturalized Pakistani Citizen?
Religion	None. If you wish to know if an applicant is available to work on Saturday or Sunday, ask about working on those days and ask the questions to each applicant.	Do you go to Mosque?
Race	None	What is your race?
Criminal History	Have you ever been convicted of a crime?	Have you ever been arrested?
Age	If hired, will you be able to provide proof that you are at least 18 years old?	How old are you?
Disability	Are you capable of performing those essential functions of this position with or without reasonable accommodation?	Are you disabled? Do you have any health problems?

Skills Improved with Practice

Interviewing is a skill that can be improved with practice. To start, interviewers should prepare for the interview. They should be familiar with the information provided by the candidate on the application form. An interviewer should plan an online of questions to be asked and specify the information needed to be obtained. The interviewer should also arrange a place for the interview that will be private and free interruptions.

Rules of Interviewing

On the first rules of interviewing is out put the applicant at case. A relaxed applicant will display a more normal behavior pattern than a tense applicant. The candidate should be encouraged to talk, but the interviewer must maintain control of the interview and remember that the objective is to gather information that will aid in the selection process. The best interview is one in which the applicant does most of the talking.

Interviewer

The interviewer must listen carefully and note pertinent facts. He or she should refrain from excessive note-taking, however, because it will inhibit the applicant. Questions should be phrased correctly. Open-ended questions elicit the best answers because they force a candidate to think through a situation. The interviewer should avoid leading questions, that is , questions that signal the desired answer: instead of asking, “you wouldn’t object to weekend work, would you? Say, tell me how you feel about working weekends.”