Part II Focus on Skills

Interactive Skill 2: Selection Interviewing

In the field of resourcing, the procedure of selection interviewing is quite important. You will find that this is one of the most common as well as unpleasant encounter that you will have in your life. Most of the people in this sector have undergone the experience of getting interviewed as a pilot candidate and then moving on to permanent employment. There are only a few who reflect upon this experience with mirth. The specialists of HR management have a big role to play in cases of selection interviewing. These people actually provide encouragement for practicing proper interviewing. They are very supportive in the training.

The main objectives here include:

1. Reviewing the different ranges of selection interviews present as well as know about its main purpose.
2. Explaining the strategy for interviewing and taking into account the amount of interviews taking place and also how many interviewers are present.
3. The structure of the interview is also explained and the main points behind it discussed.

Varieties of interview

Lots of practices can be seen in case of selection interviewing. In one of extreme points, you will witness men who are looking to get some work in dockyards of London of the Victorian age. The people in the scenario were treated like cattle. The people were made to form queues similar to what is seen in the market for cattle.

These people had to compete against each other for attracting the foremen who did the hiring of the laborers. The conditions were so bad that older men would often be seen dyeing their hair to appear more appealing to the foreman. In the opposite end of the spectrum you would be seeing people contacting absolute strangers and offering them a job in the different studios of Hollywood.

You will see that there are a lot of participations from the various employees during the process of employment which is in relation to the social stature of the people as well as the kind of work that they do.

The conditions prevalent in the docks of London in the 19^th century is not seen today, however the condition for working has not improved by leaps and bound. You will mostly see exchanges between the two parties being limited to discussions regarding the membership in trade unions as well as the number of hours that the people are working. A good example of this is seen when laborers are working in the construction sites as well as extras who are working in the sets of films.

The interviews then move up the ladder of the hierarchy and it is seen that a kind of equilibrium is achieved. The interviewer is seen to become quite accommodative to the questions being posed by the applicant. This applicant will be described as applicant or somebody who is interested to work in a particular position.

For the various senior positions in the office, it is quite unlikely that the positions will be filled by getting responses for advertisements in the newspapers. The different people are approached for these jobs through the help of a representative or sometimes in a direct fashion. The discussions henceforth taking place will be quite complex in nature, with each party trying to highlight upon the interests that will be fulfilled by the job.

The sheer variety in the employment is well determined the presence of so many different titles being used in jobs. The more understanding and humble people use terms such as vacancies whereas people who are ambitious in nature speak of positions, openings etc. the most ambitious of people seem to be using terms such as professional chairs, as if they need a place to settle in.

The purpose of the selection interview

Interview, when taking place, can be regarded as conversation of restrained type and having a definite purpose. You will see lots of dialogues being exchanged in a short duration of time and which is concerned with a particular purpose than that in normal everyday conversations. The selection interview serves the purpose of:

• Gathering information to predict the level of healthiness to which the various applicants would be performing in the job sector, which they have submitted the application. This is measured against criteria which have been set from beforehand.
• The interviews have to be conducted in such a manner that the various applicants have a feeling of being treated in a fair manner.

The selection type of interviewing has been in various times termed as an unreliable way of interviewing. It has been deemed as invalid by many practitioners and also is said to vary according to the subjects.

The criticisms are mainly directed towards choices being made at the end which completely ignores the interview to be a ritual in the procedure of employment. However the recent analysis of this kind of interview has shown that the validity got from here is much more than previously concluded. However the interview has to take place in a structured manner to be quite effective.

The procedure of handling is of prime importance in these interviews. There are lots of advantages being provided here which cannot be provided by the other forms of interviews.

You need to understand that the process of selection interviewing cannot be made better for exchanging of information between different parties and meeting up with the ritualistic properties of the process of employment.

Exchanging information

During the course of the interviews, information is exchanged in a really fast and effective manner on a diverse range of areas. The employer actually gets the opportunity to say good things about the corporation and explain the necessities of the job to the people. The different candidates will also get scope to ask different questions regarding the company and of course about the job.

This information is required for their personal cause. The interview ultimately becomes a very logical combination of the entire process of employment. Different information from different places such as forms for application as well as tests also comes forward during the course of the discussion.

Human and ritual aspects

During the course of the interview, the assessment that takes place actually cannot be done by any other means. Compatibility check for different people who would be working together is also done during the interview. It is really important that both the parties are engaged in a meeting before they start working together.

This is also a process of tuning in and getting inducted into the whole process of working. Hence the interview is extremely important for both the employee as well as employer. The people appearing for the interviews will also be feeling quite important for being invited to the interview. The person will feel delighted as another human being will be spending some time to listen to them instead of being dealt by a computer.

As the applicants are also allowed to ask some questions, hence their ability to make decisions will also get highlighted. Hence they can also regain some of their confidence and ask what they feel. There are lots of important and great elements present in the interview itself. Different kinds of behaviors are required to be displayed on course of the interview.

The upward mobility will be involving the display of correct type of performance . . . efforts has to be made to go upward . . . have been expressed in accordance to the sacrifices that have been made to maintain an image.

There will be times when some people are quite experienced after appearing in several interviews and display an image of superiority and safety. There are also some people who are quite jittery and wish to make a mark, the second type of people wish to achieve the same kind of confidence which the first type of people have.

The human reasoning will tell you that this kind of behavior is not quite acceptable in the present times as it creates unwanted dependence on the person appearing for the interview. The different books always advice the people not to show off any kind of superiority during the interviews. This is done to put all the interviewers in in a position of ease. The people, who usually show off their superiority, are the eager ones and often take the initiative to do something meaningful.

The candidates are not of course expected to give the interviewers a walkover. In the real life situations, it is seen that the applicants are really eager to get the job and it is the duty of the selector to choose a person among all others. The difference in status that exists between the different candidates is something that can’t simply be ignored. The selection interview can be referred to as a stepping stone into bigger things. There are lots of trials and tribulations that you will go through to get there and you will actually know your worth out there.

 

ACTIVITY II.1

There are some things that you can of course consider if you have attended an interview in the recent past, ether as a candidate or as an interviewer. These things include:

1. What are the features of rituals?
2. In the interview, were any usual rituals missing?
3. Was there any way in which the rituals could be lessened?

There can be many ways present in which the employment procedure can be completed. However the interview always remains extremely important. There have been times when apprehensions have been expressed regarding the about how reliable the interviews are. There is no reason to do away with all these interviews. The interviews however have to be conducted in a careful manner.

 

Interview strategy

The kind of approach that is taken in interviews is a little different from how discussions happen in a liquor service place and what happens in an organized discussion.

 

Frank and friendly strategy

Most commonly it has been seen that the approach taken in the interview is kind of frank as well as friendly in nature. You will see that the interviewer is always making an effort to maintain a kind of friendly relationship with you.

This is complete, as it is believed that the various employees when they don’t feel intimidated will become more open minded and talkative on course of the interview. This is a situation of advantage for both the interviewer and candidate as it will have a good impression upon the business on the whole.

Problem-solving strategy

There are often some variations produced in the frank attitude. This variation gives rise to an attitude for solving problems in an easy manner. The candidates are provided with different hypothetical situations, having different problems. The interviewer will now see the kind of skill that the candidates possess in solving the different problems. The reward for providing with good answers is a job in the company itself.

These interviews can hence also be called situation based interview. The various questions which are asked here, originate from the description of the job. The various candidates need to think of themselves as people who are having a particular job. They need to discuss what they would be doing in different imaginary scenarios of crisis.

This approach or method is extremely effective in knowing about the basic knowledge that the people have. The topics may range from the color code seen in electrical wirings to how much of a specific drug should be taken to treat a commonly occurring disease. This kind of procedure is not quite effective in testing the understanding and capability of the individual.

You will not find any guarantee that a given candidate will behave in a particular manner. The person who can think quite fast will actually be scoring over the individual who can take actions better than answering puzzles. You will find some useful critical analysis of this kind of interview if you look into Latham et al, published in 1980.

 

The biographical strategy

The biographical method of interview is also quite alike to the fore mentioned problem solving method. The focus here is mostly upon the performances that the candidate has given in an earlier time. Many say that it is a safe way to know what quality of performance the person is going to give in the coming future. The candidates are asked about situations and asked to state about their actions and why they did so.

They need to state what other options they had in their hands and how they came to their decision. In order to make this method a success, the analysis of the job has to be done, going into depth and how competent the person is, also needs to be realized. You need to always keep in mind how important structures are on course of the selection based interviews. Some people have praised the biographical method to be absolutely excellent.

Stress strategy

If the approach of stress is applied, then the interviewer has to be a really aggressive one. The duty of these interviewers is to discourage the candidates by behaving in a strange manner. The candidates usually go in a defensive line out here. Through this method the strengths and weaknesses of the people come to the fore quite clearly.

The disadvantages associated with this method are that proper analysis of behavior under a great deal of stress is not quite ideal. The people who will not go through to the next round will believe ill of the entire company itself. The value which is got from this kind of stress interview is actually limited in nature.

It can also not be mentioned at all. It has a kind of fake appeal to different managers too. These managers think that by injecting some amount of strain into the candidate will bring to the fore what they are capable of. According to most candidates, they have to say that the procedure is itself extremely stressful.

Number of interviewers and interviews

You will find two wide trends present in deciding the number of the interviewers. Some people have to say that one is to one interviews are best for the frank discussions. On course of the interviews, there must always be a condition of fair play prevalent. There should never be any kind of discrimination of favoritism. A complete panel of assessors needs to go forward with the interview, there are lots of differences present out here.

Individual interview

On course of individual interviews, you will get the best chance of beginning some rapport with the interviewer. A kind of mutual trust also develops between the two people. The face to face encounters are mostly favored by the candidates because they have to deal with just one person. The candidates are hence always satisfied by appearing for these interviews. Your focus will be on one person only instead of many different people.

The candidate himself or herself can also ask a lot of questions on course of the interview. It becomes quite difficult to give answers to six different people at the same time as there will always be cross questions. This interview type is very much less formal in nature. The one disadvantage that people place on this type of interview is that whether a company is ready to trust just one person choose the right candidate for them.

This can however be got rid of by organizing many individual interviews. The element of ritual is completely missing from this type of interview. Often people are known to say that they think they have not fared properly in these interviews. In case of petty jobs, the individual interviews are quite famous especially with the manager who provides with the jobs directly. However when it comes to white collar jobs, this is not quite popular.

Sequential interviews

In sequential interviews, you will find a series of distinct interviews taking place. In the series will be present 2 interviews for white collar job and two for blue collar jobs. You will get interviews with the manager as well as the people of HR department. If you are applying for the post of a manager, then there will be many interviews for you.

On course of the sequential interviews, you can get an idea about the candidate himself. The organization of the sequential interviews has to take place in a proper manner. It is important that the interviews all take place on the same day. The different candidates need to come together once prior to the interview and speak of how they will be contributing to the job.

Meetings are also required to be held after the interview. The candidate needs to put in a lot of commitment as they would often be required to answer same type of questions again and again. Fatigue may also occur for the candidate which may bring down the performance level after each interview.

Panel interviews

In the panel method of interviewing, many members are present. Hence it can be said to be a method for sharing of ideas as well as saving some time. This is because all the interviewers are working together at the same time. The quick decisions regarding selections or rejections taken here are often favored by the candidates. The ritualistic approach of the interview is also approved by many. When this kind of interview takes place, the condition of favoring one candidate in expense of other is removed completely. No violations of personal rights also take place. As the candidate will be seen by people from all decisions, hence he or she in a way becomes acceptable in all departments, if selected. There is a hint of a tribunal formation on course of this kind of interview. The people are actually not having any kind of talk with the candidate. They are simply going through the documents which serve as evidence. There is absolutely no chance of developing some kind of connection between the two parties. There is not going to be much interaction between either the panel or candidate or among the panel members themselves.

The panel based interviews have been called to be tough ones by many people over the years. It is not at all just a formality but is indeed the most complete one ritual wise. The benefits associated with this kind of interview can however be made to increase. The people taking the interview require training too. There needs to be some planning for the interview and the presence of a structure.

 

ACTIVITY II.2

You need to state the number of interviewers and interviews that take place in your organization. You have to speak of the effectiveness of the approach being adapted and what should be done to bring about improvements.

The selection interview sequence

Preparation

Here it is assumed that the preliminary steps of analysis of the job as well as recruitments have got completed and the interview would be starting shortly. In order to prepare for the interview, the interviews need to undertake some steps. In the beginning, the interviewers would be required to explain themselves about the thing.

They need to undertake some studies regarding the job for which they would be interviewing people and knowing about the different specifications. They should know about the qualities that the company would like to have in the person. They also have to look at the CVs of the people. When there are too many individuals to be cross-examined, timetable for interviewing needs a lot of work.

If a tough timetable is made, then it will be difficult for both the involved parties. They would be quite frustrated, if interview is being held within a stipulated time and is closed off abruptly. The people however have to understand that it is not right to keep the different people waiting.

There are many personal experiences of candidates who think that the interviewers feel that candidates are paws in their hands. These people usually made candidates wait for time period more than usual. Most of the candidates will often have calls for other interviews too present in a tight schedule and hence they cannot keep waiting at one center only. If period of waiting is quite long, then it can become really harrowing for the people.

You may be angry on people for keeping you waiting, after the wait is over, even then if the activity you were to engage in does not bring any success, then you are bound to be furious. The candidate needs to keep his concentration and perform properly at the end of a certain period.

WINDOW ON PRACTICE

In the experience shared by Barbara Trevithick, she had applied for the post of a constable at particular hospital and the call for interview was 2 pm. When she went there, she was kept waiting in a room for 5 others. The first candidate was called at 2.20 pm. The next one at 3, at 3.45 remaining 3 people went to ask about what was happening.

The presiding secretary told she had no idea and that the members of panel had gone for a coffee break. The candidates as you realize were being called in an alphabetical order of their names. The third person was called at 4.10, one of the candidates left the premise as she had a train to catch home.

At 4.45 Barbara was called. She went and saw that 2 members of that panel had left already. Hence she was questioned by remaining two people. After that interview she inquired about the outcome and got the reply that it would be made known shortly after consultation with the two others next morning. Three week passed without a reply and then Barbara rang up the company to find that the job had been given to the first candidate right after coffee break itself that day.

In the ideal timetables, the coffee breaks are offered only after the interview with a most vociferous candidate. If applicants are told that they would be called upon in an hourly basis, then the interviews can be conducted with gaps of one hour between each candidate. This kind of procedure would mean that the interviews began and ended according to a schedule. In that period of time the candidates could brush up on their requirements.

Reception

The various candidates would go into a business house for interview and wish to find out whatever is present there as evidence that would give more idea regarding the business. They will observe how the people are in the company and how they move around. It is quite likely that the interviewers would be meeting more than one people from the company itself before meeting up with the interviewer.

The first person to notice would be the receptionist present. There are also people from HR department who would be escorting you from the waiting room to the interview hall. Both these people can tell you a lot about the company and its working. These people are usually extremely outgoing and cheerful in nature and will help you.

The assessor is the person, whom the candidate would be wishing to meet most. He is a person who is unknown to the candidate and quite powerful in nature too. Lots of things actually depend upon this person, when viewed from the point of the interviewee. As the applicants have provided their CV and other details to these people, so the interviewers know more about the people than the vice versa case.

The interviewers are not much reciprocating in nature. Hence it becomes imperative for the various candidates to make some connections with each other while waiting in line. The interviewers can also come and speak to these people so that the tension in the situation reduces a bit.

The various candidates often are found to wait for quite some time to get a shot at the interview. The time that is provided before the interview, actually prepares the person for what is to come. The candidates can do some introspection regarding the company as well as all the expenses that are getting into the scene.

Setting

The setting of the interview is quite important too. This has to be proper from a ritualistic viewpoint. The interview has to ensure that a completely frank exchange takes place between the various people involved. Now, practically it is tough to conglomerate the2 things. Many people often speak of the horrors associated with interviews taking place in absolutely wrong conditions.

There have been experiences of people who have had to give interviews while appearing on a particular stage while the number of people sitting in front of him was in double digits. There are cases when if the candidate had even moved his chair by a few inches, there would be noises of disapproval from the other end.

Some of the suggestions regarding the setting have been provided here:

• The location has to be good enough for private talks to take place.
• Often desks would be present in between the two people the interviewer has to ensure that the desk stops being a barrier as less as possible. This would allow communication to take place freely.
• No visitors or phone calls should be allowed on course of the interview. This would very much disrupt the privacy as well as frankness.
• The candidates have to be told clearly where they might sit down.

Interview structure

The interview for the employees has to be completely structured in nature. The use of the CV for judgment must also be made mandatory.

• The candidate coming for the job would think that the interviewer knows best what he is doing and interview is happening following a good structure.
• This would ensure that the interviewer knows which areas are to be studied and which is to be avoided.
• The entire structural approach looks really professional.
• The structural nature will ensure that the interview has some meaning.
• Application form can also be an aid that the interviewer uses for judging a particular candidate.
• This approach will make comparison easy.

The interview

A lot many ways are there in which the interview’s structure can be made. It is recommended to make use of the table 11.1. The table makes a division of the activities as well as the objectives which are wanted to be achieved. There are three stages of division ad include the beginning stage, the middle one as well as the closing one.

There may exist few alternative measures for conducting of the start and ending of interview. The intermediate part can be conducted in a variety of ways. It all depends upon circumstances. A particular interviewer requires working in a systematic manner and proceeds through the arrangement which has been deliberated from beforehand. The way of interviewing may deviate from the preferred path if the candidate is looking to answer questions differently.

On course of opening of interview, a mutual initial assessment actually takes place. During this stage, the interviewer will be able to trace out a plan according to which the interview would take place. It should be fitting in well with the total scheme of employment.  The application form would be providing with a topic which is completely free from controversies.

The two concerned parties should get involve in some verbal exchange. Hence in that manner the two people would be able to receive each other better. The two people will also become comfortable in presence of each other.

If the two objectives have been achieved, then the interviewers will be able to make a relationship where the candidate would trust whatever the interviewer says. Hence the candidate would be speaking in a really carefree manner.

This is the development of a kind of rapport between the two people. The amount, by which the interviewer would be effective, will completely depend upon how skilled he is in this matter.

It is assumed that the candidates will generally be behaving in a really good way. The interviewer would convince them that entire process was quite fair in nature. Some of the candidates, who behave weirdly, have also been called psychopaths having white collars to show for. This type of candidate is quite rare to find.

These people are usually really immaculate in their presentation and do whatever is being asked for. They actually create the truth and speak of their experience. Psychologists have the case of Ron as an example who was appointed at a company of pharmaceuticals.

Ron actually wreaked havoc in the company itself. He changed the sales figure and made payments to prostitutes using the account of the company. When he was examined about his doings, he made use of his charm and nearly had the head of the company fired.

According to doctors, these psychopaths found motivation to do these things as they were seeking some thrill, playing a game with the people around and wishing to hurt people really. When such people are admitted to an office, they would be building networks which have a lot of influence and can even get into the management sector.

If you are to consider the middle part of interview, then taking biographical approach is best for the company. During the period of interview, these people are what they have been doing all their lives. In order to know more about candidate, interviewer has to look into the past of the candidate.

There must be talks regarding the different phases of the life of the candidate. The company should know more about the education received as well as if there had been employment previously elsewhere. The benefit of this related to everything that is made clear by this kind of interview, there is no presence of some kind of evilness anymore owing to this frank discussion.

The developments taking place from there onwards would be quite logical in nature. This will provide some aid in the process of recalling of events by the candidate. The candidates when answering questions such as why they chose to take certain Level A subjects would automatically begin recollecting the events of the university and why something was chosen.

The answers to the questions would be coming back to them by the next interview. For all the interviewers lacking in experience, taking the route of biography is the best way out. Here you will be able to make your discussions from the data submitted in the CV or application form.

Some of the most commonly discussed categories include, education of the individual, training as well as previous employment. Two more categories on which things can be asked include the kind of work being offered in the company as well as the concept of organization on which this thing is built upon.

The structuring of the intermediate of interview can take place in various ways. Talks can happen regarding job description as well as specifications regarding the person himself. To determine whether a person is competent enough for a job, their competency is often tested.

In the beginning of the briefing, interviewer would be asked to prepare some notes on things that have to be added to their plan. These things include checkpoints and key issues.

The key issues are some things that really stand out in the CV and call for more elaboration. These issues can be really diverse in nature. It may be asking about the kind of responsibilities that the person had in the earlier job.

The things which were learnt in the course of training as well as the reactions to the earlier employments would be spoken of. The things that will appear to the interviewer to be striking in nature will be asked for more examination.

The checkpoints are those things of detailed nature which will require further examination. The grades that a person secured in examinations as well as the previous income and appointment date would be discussed.

When the interview ends, some explanations are needed about the steps which are to follow. The end resultant of interview is importance for every applicant and they wait really eagerly for the result. There are cases where they will not want a particular position but still hoping to see their name.

This actually gives them more confidence to deal with some other high profile employer. These things serve as morale boosters. The big advantage of public conventions is that the candidate to be selected is informed before the others make their way out. They have to answer affirmative or negative to the offer then and there.

In private sectors, it is not quite common to get the offer for employment right after the interview. Hence the delay present will make the candidates search for other options. The frustration of the candidates will grow as the mind begins to play games and they keep telling themselves of them not getting the job.

Sometimes people tell themselves that they don’t want the job themselves too. When offers are being given, the interviewer has to be really precise in what he or she wants. The candidates find it better to hear about their fate beforehand rather than later.

The interviewer needs to bring forward five main aspects of the method.

• The rest of the evidence that is being looked for will be provided by listening to the candidate. Hence the interviewer will need to be extremely attentive in nature. He should not only be listening to answers being given but also when the person is pausing or changing the tone or pace of speaking.

Amount of time for which the two parties would be talking has to be more or less equal. If any kind of imbalance occurs somewhere, then it would mean either the applicant has not spoken enough or the assessor has not asked enough. When people stay silent in a deliberate fashion, then it provides the chance to fill in those gaps and hence one person speaks more than the other. During the course of silence too the person needs to be attentive.

• Some of the data regarding the candidate can be got by simply observing him. Different notes are made regarding the candidate, his appearance, voice, dress as well as height. The mood of the candidate can be observed by the clues that the person provides without speaking of anything. The study of the body language of the people has actually achieved great improvement in the past two decades.

This has happened usually to determine the approach of the reverse gender in different social functions. The different books regarding the subject, is for the common people, however the interviewer can also make good use of it.

• In order to know and hear certain things, the candidate has to be directed by the interviewer himself. This is achieved by asking questions to the candidate and encouraging them to speak up, in this manner the assessor can learn as much as possible.

The way in which this thing is done, depends upon the approach of the assessor. He will have a technique in possession and know what is exactly happening in interviews. The interviewer should be having an idea regarding the different categories of questions asked. In the part 1 explanation has been provided regarding the use of various questions.

• The interviewer can be making his notes on application form or the CV of the candidate. In this process, they can be related to the information being provided in the document. The interviewers are known to make use of shorthand while writing down all the information.

After all the interviews are over, the reviewing of the different evidences take place and the one piece of paper becomes really handy then. Notes can also be made on the planner for the interview. Here structures can be found based on the job description the competence of the person at the job etc. it has been seen in practice, that the different interviewers are quite reluctant to take down different notes.

Some of them feel that it makes the whole process of interviewing less smooth in nature. This is of course a bogus concern as the candidates themselves would be looking for a discussion which would by all means be professional and business like in nature. The taking of the notes is required to be informal in nature.

The taking of the notes, happen in form of jotting down things by the interviewer. Some people say that the interviewer appears to be a cop during those times, much to their amusement.

• The exchange of the data brings about a change in the pace of the interview. Developing a rapport between the two people is not quite fruitful. The exchange of data on the other hand is very much logical in nature and assess or requires controlling the pace at which the different data gets exchanged.

Till the point that the interviewer is in control, the applicants will be quite responsive in nature. If a little rapport develops, then they would be even more responsive. The different interviewers, who are skilled in nature, often are seen to close off the areas of conversation and bring forward new ideas.

The matters which have not been dealt in details during the interview get the required attention in these times. The control can never be lost form the discussion. If the candidate feels that he should be asking some questions as well, they need to do so after getting permission from the interviewer.

The candidate has to make use of words such as please and can while asking for permission. He should show an eager ness to know but in a polite manner of course.

• The starting as well as the ending of the interview has to be done quite skillfully. Most of the times the interviewers are told to encourage speaking in a manner which would guarantee a response. However there are times when the candidate keeps babbling nonsense after getting too comfortable.

Hence a large number of people actually found it difficult to shut out the interview. The process of braking actually helps in slowing down the pace at which the candidate speaks. There are five steps involved in this kind of process of braking and they have been discussed here.

1. 1 or 2 questions can be asked in the middle in order to get clarification on certain points, this slows down things.
2. The changing of facial expressions, such as making the brow a little furrowed shows that the person is getting disinterested or does not wish to continue further with the topic. The stopping of nods as well as disappearance of a supportive and reassuring behavior also speaks out loud.
3. The glazing away of the eyes of the interviewer will tell that the focus of the person has really shifted elsewhere. Hence the interviewer can be worrying about his lunch rather than listening to you.
4. During the conversation, taking a look at the watch also indicates that the tie misrunning out. This signal is quite strong and makes the candidate aware of the situation. Other less stern ways of looking uninterested include searching for the spectacles as well as peering over the notes or simply looking outside window.

The interviewer can also pretend to be interested is something else completely such as the things that the other person is wearing and pretend to put on the glasses and looking at it carefully and even enquiring

1. If all the above mentioned things fail, which is quite unlikely, then you have to intrude the person. The closing of the interview has to be smooth in nature. The actions which would be taking place later on, needs to be clarified well. The way in which the interview is closed, signals a lot to the candidate. The procedure being used is quite simple in nature:
2. The first signal would be use of mouth as well as the papers. Interviewer can be using some common closing phrases to signal an end to the interview. You also are getting the confirmation from the candidate that the interview has ended. Ding some activity with papers can also signal the end, meaning that you can be stacking up some papers lying on the table or closing a notebook.
3. The next signal is telling the candidate that few more people are left to be interviewed and that he would be notified within a specified time about the result.
4. The final signal that can be given is when the interviewer himself rises. This is the last act to signal the closing of the interview. This will force applicants to stand up too. The next things that follow include shaking of hands as well as exchanging complimentary smiles.

 

Links of Previous Main Topic:-

• Planning jobs and people
• Strategic aspects of resourcing
• Contractors and their contracts with consultants
• Recruitment
• Selection methods and decisions
• Staff retention
• Ending the contract
• Written statement reasons
• Constructive dismissal
• Compensation for dismissal
• Wrongful dismissal
• Retirement
• Notice in ending the contract
• Summary propositions ending the contract
• General discussion topics ending the contract
• Reading contract ending the contract

Links of Next HR Management Topics:-

• Practical exercise in selection interviewing
• Review part ii
• Part ii case study problem
• Strategic aspects of performance
• Organisational performance
• Individual performance management
• Team performance