Fishing in the right Talent Pool
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Interviews2.pdf
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Chapter 6: Employee Selection: 6.3b Methods for Administering Interviews Book Title: Managing Human Resources Printed By: Cedric Turner ([email protected]) © 2016 Cengage Learning, Cengage Learning
6.3b Methods for Administering Interviews
Most interviews take place in person. However, they can be administered in other ways to broaden the talent pool and make interviewing easier, faster, and less costly.
Video and Phone Interviews
In an independent study of 500 HR managers at U.S. companies, six in ten of them said their firms often conduct video interviews (Interviews conducted via videoconferencing or over the web) via webcams and services such as Skype. Video interviews are attractive because of their convenience and low cost and because they makes it easier to interview people in different geographic areas, thereby expanding the talent pool. However, a study by DeGroote School of Business at McMaster University in Ontario, Canada, found that candidates interviewed via video came across as less likable. Some candidates may be more comfortable on camera or using the technology than other candidates. The researchers suggested that at a minimum all candidates be treated the same in terms of the methods by which they are interviewed.
In The Internship, Vince Vaughn and Owen Wilson’s characters illustrate what can go wrong when you don’t know how to do a live video interview.
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Phone interviews can be effective and actually help expand a company’s pool of talent as well. Via phone, Pacific Islands Club, a resort in Guam, is able to recruit people from around the world who want to work for the resort. Rebecca Cummings, a young woman living in the United States, went to work for the Pacific Islands Club as an activities director after successfully interviewing via phone. A face-to-face interview would have been cost prohibitive.
Computer-Administered (Automated) Interviews
Nike, Safeway Cigna Insurance, and Pinkerton Security are among the many companies that have used computer-assisted, or automated, interviews to gather information as well as compare candidates. In a computer-administered (automated) interview (Interviews in which the questions are administered to applicants via computers. The interviews can be conducted at a firm’s facilities, using kiosks, online or via phone) , the questions are administered to applicants via a computer. The interviews can be conducted at a firm’s facilities using kiosks, online, or via phone. Some firms use automated video interviewing services like Vidcruiter or Job-applications.com. Applicants are invited to interview by e-mail, given passwords to log onto the sites, and then given questions to answer, which are then recorded and sent to the hiring firm.
Managers can then watch the interviews at their convenience. A drawback is that they can’t ask candidates follow-up questions based on their answers. Consequently, organizations have used automated interviews mainly as a complement to, rather than as a replacement for, live interviews. Highlights in HRM 3 lists some of the blunders made by job applicants in interviews.
Highlights in HRM 3
Hiring Managers Reveal Mistakes Candidates Make during Job Interviews
Hiring managers often share the most memorable blunders that caused them to pass on a particular candidate. Below is a sample of some of them.
“The candidate spoke no English, so he brought his mother to translate for him during the interview. It was for a customer-service position.”
“She kept telling me about her marital problems.”
“The candidate knew nothing about the job being offered or our organization.”
“One guy ate a sandwich.”
“The candidate asked me to hurry up because she left her child in the car.”
“He told me the only reason he was here was because his mother wanted him to get a job. He was 37.”
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“One candidate did not wear shoes to the interview.”
“Body odor so bad I had to excuse myself midinterview and put lip gloss in my nose in order to get through the rest.”
“One guy mentioned his arrest during the interview after stating on his application that he had never been arrested.”
“One guy asked if we drug-tested and if we gave advance notice (we are a drug treatment facility).”
Sources: CareerBuilder.com, Reader’s Digest.
Chapter 6: Employee Selection: 6.3b Methods for Administering Interviews Book Title: Managing Human Resources Printed By: Cedric Turner ([email protected]) © 2016 Cengage Learning, Cengage Learning
© 2020 Cengage Learning Inc. All rights reserved. No part of this work may by reproduced or used in any form or by any means - graphic, electronic, or mechanical, or in any other manner - without the written permission of the copyright holder.
