Pros and Corns of the interview
Through the history different companies competed for the primacy in their market industry. Moreover, employers started to associated clever, fair and hard work of employees with the success of their company. That is the reason why interview today is an essential part of the market industry. Employees face with this competition each time when they try to get the job, because workers are trying to choose the best from the best in order to make their company more successful and advantageable compare to other organizations. Despite the importance of interview some people started to argue about the efficiency of it. That is why this essay will investigate the strong and weak sides of nowadays interview and concluded whether they are efficient in nowadays word.
Once, Merriam Webster defined interview as: “a formal consultation usually to evaluate qualifications (as of a prospective student or employee)”(Webster,2018). While Kvale who was a psychologists by the profession defined the goal of interview in his book “The qualitative research of interview” as:” "an interview, whose purpose is to gather descriptions of the life-world of the interviewee with respect to interpretation of the meaning of the described phenomena"(Kvale,1983,p184). Other words, the main goal of the interview is to assess the suitability of worker to the job. Nowadays, employers can find a great variety of different types, strategies, tests of interviews. Moreover, they can be done in different ways for example the most old fashion way is face to face(FTF) interviews, different tests, and the most innovative method is computer mediated communication(CMC) because recently a lot of different technologies and programs were developed to support this type of communication.
According to Bregg there are four common ways of interviewing. The first one is structured. This interview is organized by asking a different straight question into which the interviewees should answer immediate “yes” or “no” responses. That is why both participants of this communication has a small freedom. The second type is unstructured one. Gubrium & Holstein pointed out that unlikely structured interview this type of survey is one of the most open and flexible for both participants of interview interviewer and interviewee with regard to planning organizing and implementing content and questions (Gubrium & Holstein, 2002). The third type is semi structured interview which is more flexible variant of structured one. This type of interview helps to expand the thoughts and responses of the interviewee. Usually scientists recommend to use basic checklist or plan that helps to cover all areas of the interview. At last the fourth type of interview is a group base interview. This is one of the most difficult and time consuming interview. According to Schostack: “…is not a simple tool with which to mine information. It is [rather] a place where views may clash, deceive, seduce, enchant” (Alshenqeeti, 2014, p40). However, this type of interview helps to understand how people behave themselves in the groups and how they can strengthen their arguments protecting their views. In spite of the big difference all these four types of interview have only one goal to help the interviewer to understand whether the person fits to the position that he applied.
Moreover, sometimes companies use different psychometrics testing systems in order to measure workers intelligence their attitudes. Using this method big companies often shifts big number of interviewees in order to save their time and to choose the most intelligent, sociable, original to name but few. Usually scientists isolate seven main types of tests. The first one is data checking this test goal is to candidate’s attention to different details. The second one is spatial ability this test shows how candidates can visualize different 3D images. The third test is abstract reasoning it shows the skills of interviewee to spot rules and trends within sets of data. The fourth one is verbal test this type of test that shows the level of language of candidate. The fifth is work sampling test shows the knowledge of area in which candidate will work. The sixth is numerical reasoning this test shows how well candidates know math. The last test is mechanical reasoning this type shows us how candidates can apply different technical ideas to problem solutions.
After considering all four common types of interview and psychometrics tests that interviewees often face with. Summarize their general pluses and minuses in order to understand their efficiency. The first pluses that can be given to interview is interviewer can assess the knowledge of candidate in certain area. Moreover, according to MC Daniel interview helps to know the past experience of the worker. (Mc Daniel,1986). He thought that interview helps to show persons traits, feelings to name but few. Sometimes interview can help to understand the persons openness and his treatment to the work. For example, after the using of machine what you have to do with it and many other simple questions. That questions can show worker treatment to the work. Sometimes interviewer watch on people’s body language. It was found that body language shows people’s real intentions and their thoughts. According to Alan Piz sometimes body language can even show when person lies or tells the truth. He says that when people lie they try somehow to close their organs of perception like eyes, nose, ears to name but few. He described this information details in his researches mainly in the book “Body language”(Piz, 1988). The interviewer can easily evaluate persons communication skills and physical appearance. For example good communication skills and appearance is essential part for sellers. Moreover, thankfully to technology nowadays interviews may have a wide geographical access. People from all around the world can be interviewed though the phone and many different programs like skype, messenger to name but few. Moreover, interviewer can have an access to different political and economically unstable zone because the interviewer can interview though the phone with people who live there. Undoubtedly, interview has a great number of different pluses that can be named uncountable number of times.
Despite the pluses interview has also different minuses. The first minus that can be told is the results of the interview. It is not always reflect how the given task would be performed. Moreover, according to Dougherty, Ebert, and Callender different types of interviews make different influence on people (Dougherty, Ebert, Callender, 1982). Other words, the interviewer should fit the type of interview to the personality of interviewee. Of course many different organization is not doing this. As a results companies choose workers which is not fit required position. In spite of many different theories about how to make good interview and communication process that will reflect the real personality of interviewee the main general minus of all these hypothesis is they not always related to real world.( Popovich & Wanous, 1982). Sometimes interviewers start to judge people base on their previous experience of their personal lives or different stereotypes. As a result they start to follow against the criteria that certain job requires. Moreover, some interviewers can discriminate people. There are a great number of situations when gender biases influenced on women. Thus they did not get the job. For example, Petra Wilton, director of strategy at the CMI says” There are lots of cultural barriers to women’s progression. The behavior of senior leaders and line managers are holding back the progression of gender equality”( Higginbottom, 2018). Sometimes, people can be not stress resistant over worried as a result it can influence on their performance during the interview and they can not show their real skills and personality.