Job Interviewing
Job interviewing is a crucial part of the recruitment process, allowing prospective employees to showcase their qualifications and assess the fit between themselves and a potential employer. Interviews can take various forms, including one-on-one discussions, panel interviews, or even remote sessions via video conferencing. The structure of interviews can differ as well; some are highly scripted with standardized questions, while others allow for a more casual exchange. Preparation is key for both applicants and employers, involving an understanding of the job responsibilities, the company's culture, and potential interviewers' backgrounds.
Historically, interviews have evolved significantly, beginning with informal processes during the Industrial Revolution to more structured approaches seen today. The rise of technology has influenced modern interviews, with advancements such as artificial intelligence being used for candidate screening. Common interview questions often probe a candidate's skills, professional goals, teamwork abilities, and problem-solving experiences. Moreover, candidates are encouraged to ask thoughtful questions about the role and the organization, allowing them to evaluate if the opportunity aligns with their career aspirations. As the job market continues to shift, an emphasis on diversity, equity, and inclusion has also become increasingly important in the interview process.
Subject Terms
Job Interviewing
The interview can be one of the most pivotal elements of the recruitment process. For the prospective employee, the interview provides an opportunity to present their best professional and personal qualities. Also, they can learn more about the company, the staff, and the position’s responsibilities than a job posting and company profile can reveal. To prepare for an interview, an individual should research the company or organization to which they are applying and, if possible, should also study the professional background of the person conducting the interview. A candidate should also anticipate and prepare answers to several common questions and prepare their own questions about the job and organization. A successful interview can help distinguish a candidate and earn a job offer in a pool of competitive candidates.
Brief History
During the Industrial Revolution, when demand for jobs surged, especially in factories, direct personal contact between a prospective employee and an employer was often utilized. If workers did not have a contact to help them find work at a factory, they would frequently stand in front of the factory, hoping to meet a foreperson or manager who could recommend them for employment.
Famed inventor Thomas Edison created one of the first professional interview programs. Edison, whose factory jobs were extremely hard to find, expressed frustration that too many applicants were unqualified to work for him. In 1921, he created a 146-question employment "test," which consisted of complicated and often obscure math, science, geography, and general knowledge questions. When confronted by a Chicago newspaper, Edison and his son (a Massachusetts Institute of Technology graduate and an Edison plant employee) reported they failed to test themselves.
Designing comprehensive and effective interview questions continued to be a challenge for companies in the Digital Age. Internet giant Google introduced an interview process laden with extremely difficult brainteasers, riddles, and trivia questions. It was later revealed that Google’s initiative was to gauge the intelligence of prospective employees without relying solely on school test scores and college transcripts. Laszlo Bock, senior vice president for people operations at Google, told Adam Bryant for the New York Times the program was pulled because the brainteasers were "a complete waste of time." Google’s initiative underscored the increasing desire among employers to seek a more effective profile of recruits in a highly competitive job market. While they may not be similar to Google's initiative, some form of interview questions or test became the norm at many companies.
Overview
Job interviews vary in style and substance based on the type of position the employer seeks to fill. Some interviews are conducted one-on-one, while others involve more than one interviewer. Technology also plays a role, as interviews may be conducted over the telephone or via Internet-based video conferencing. Additionally, some interviews are scripted, with an employer utilizing a standard set of questions they will ask each candidate; other interviews may be less structured and provide both parties with a casual environment to learn more about each other. Furthermore, the number of interviews themselves may vary—some employers conduct one interview with each candidate and make the decision immediately after that, while other employers hold multiple interviews with different stakeholders throughout the recruitment process.
A job interview serves an important purpose in both the recruitment and job search processes because it gives both the applicant and the recruiter the opportunity to meet directly and evaluate one another beyond what appears on a résumé, job description, school transcript, or corporate website.
The key to any successful job interview is preparation: the employer must be prepared to ask questions that will help determine whether the applicant is qualified and a "good fit" for the position and the business. The employer must also have a strong understanding of the responsibilities of the job itself as well as the company’s priorities, structure, and goals. The applicant must also be prepared and, before the interview, should study the job description, company, and, when possible, the professional background of the individual or individuals conducting the interview. The applicant must also be prepared to present their qualifications and ask relevant questions clearly, articulately, and professionally.
With the rise of technology and changes in the job market, the interview process remained integral but also evolved. Companies increasingly used artificial intelligence and machine learning to screen candidates before and during the interview process. Prospective employers often focused more on skills and experience rather than education and earned degrees. Having a portfolio of one's work became increasingly important in many industries. There was also a growing emphasis on diversity, equity, and inclusion in the interview process. Finally, with the rise of employment networking sites, such as LinkedIn, the pool of employment candidates expanded, making it increasingly vital for individuals to distinguish themselves through the interview process.
Common Interview Questions
Although how interview questions can be asked varies, there are several common questions that many candidates are asked. The recruiter or potential employer will often ask questions about the candidate’s specific skill set, the applicant’s professional goals, and interest in career development opportunities. Candidates may be asked if they feel they work well in a team and consider themselves self-starters. Candidates are often asked to provide examples of challenging situations they encountered in a previous job, how such the situation was handled, and whether they would have handled it differently in hindsight. Some employers will also ask applicants to provide a verbal list of their professional strengths and perceived weaknesses.
The interviewee must also be prepared to ask questions, and it is common practice for an applicant to ask specific questions about the duties of the job and the overall structure of the department or company. Candidates also ask sensitive questions, such as why the position is open, if it is not a newly created position, and why the previous employee is no longer in that position. They may also ask an interviewer about the company’s short- and long-term goals. These questions may help the potential employee choose whether the job and the company are compatible with their own professional goals. It may be appropriate to ask about salary and benefits during a job interview. However, timing is important. If possible, it may be advised to wait until a subsequent interview in the process.
Bibliography
Baur, Jean. The Essential Job Interview Handbook: A Quick and Handy Resource for Every Job Seeker. Pompton Plains: Career, 2013. Print.
Blakemore, Erin. "Would You Pass Thomas Edison’s Employment Test?" Smithsonian. Smithsonian Institute, 13 Mar. 2015.
Bolles, Richard Nelson. "Sixteen Tips about Interviewing." What Color Is Your Parachute? 2012: A Practical Manual for Job-Hunters and Career-Changers. Berkeley: Ten Speed, 2012, pp. 115–40.
Bortz, Daniel. "How to Ace the New Job Interview." Money, vol. 43, no. 9, 2014, pp. 90–94.
Bryant, Adam. "In Head-Hunting, Big Data May Not Be Such a Big Deal (Published 2013)." The New York Times, 19 June 2013, www.nytimes.com/2013/06/20/business/in-head-hunting-big-data-may-not-be-such-a-big-deal.html. Accessed 13 Oct. 2024.
"How to Interview in the 21st Century." Fifteen4, fifteen4.com/how-to-interview-in-the-21st-century. Accessed 13 Oct. 2024.
"The Impact of Technology on the Hiring Process." 360 Talent Avenue, 14 Aug. 2023, 360talentavenue.com/the-impact-of-technology-on-the-hiring-process. Accessed 13 Oct. 2024.
"Interview Trips Up Job Candidates." USA TODAY, May 2014, pp. 6–7.
Manual, Gladine. "The Future Of Recruitment: How Technology Is Changing The Industry." eLearning Industry, 22 Aug. 2023, elearningindustry.com/future-of-recruitment-how-technology-changing-the-industry. Accessed 13 Oct. 2024.
McKay, Dawn Rosenberg. The Everything Job Interview Question Book: The Best Answers to the Toughest Interview Questions. Avon: Adams Media, 2014.