Job Interview | HR Tutorial

A job interview is a process in which a potential employee is evaluated by an employer for prospective employment in their company, organization, or firm. During this process, the employer hopes to determine whether or not the applicant is suitable for the role.

Role of Job Interview

A interview typically precedes the hiring decision and is used to evaluate the candidate. The interview is usually preceded by the evaluation of submitted résumés from interested candidates, then selecting a small number of candidates for interviews. Potential interview opportunities also include networking events and career fairs. The job interview is considered one of the most useful tools for evaluating potential employees. It also demands significant resources from the employer, yet has been demonstrated to be notoriously unreliable in identifying the optimal person for the job. An interview also allows the candidate to assess the corporate culture and demands of the job.

Multiple rounds of job interviews may be used where there are many candidates or the job is particularly challenging or desirable. Earlier rounds may involve fewer staff from the employers and will typically be much shorter and less in-depth. A common initial interview form is the phone interview, a job interview conducted over the telephone. This is especially common when the candidates do not live near the employer and has the advantage of keeping costs low for both sides. Once all candidates have been interviewed, the employer typically selects the most desirable candidate and begins the negotiation of a job offer.

Practice Questions

Q1. What is the purpose of a job interview in the HR hiring process?
a. To gather information about the candidate’s qualifications and experience
b. To assess the candidate’s fit for the job and the company culture
c. To determine the candidate’s salary requirements
d. All of the above
Correct Answer: b. To assess the candidate’s fit for the job and the company culture

Q2. Who is typically involved in the job interview process?
a. HR personnel
b. The hiring manager
c. Potential coworkers or team members
d. All of the above
Correct Answer: d. All of the above

Q3. What is the difference between a screening interview and a selection interview?
a. A screening interview is conducted by the HR department, while a selection interview is conducted by the hiring manager.
b. A screening interview is used to narrow down the candidate pool, while a selection interview is used to make the final hiring decision.
c. A screening interview is conducted over the phone or via video, while a selection interview is conducted in person.
d. A screening interview is used for entry-level positions, while a selection interview is used for higher-level positions.
Correct Answer: b. A screening interview is used to narrow down the candidate pool, while a selection interview is used to make the final hiring decision.

Q4. What is a behavioral interview?
a. An interview that focuses on the candidate’s job-specific knowledge
b. An interview that focuses on the candidate’s personality traits and characteristics
c. An interview that asks the candidate to provide specific examples of past behavior in order to assess how they might act in the future
d. An interview that asks the candidate hypothetical questions about how they would handle certain situations
Correct Answer: c. An interview that asks the candidate to provide specific examples of past behavior in order to assess how they might act in the future

Q5. What is a panel interview?
a. An interview that is conducted by a single interviewer
b. An interview that is conducted by a group of interviewers
c. An interview that is conducted over the phone or via video
d. An interview that is conducted in a casual setting, such as a coffee shop
Correct Answer: b. An interview that is conducted by a group of interviewers

Q6. What is the purpose of a reference check in the job interview process?
a. To verify the candidate’s employment history and credentials
b. To evaluate the candidate’s job-specific knowledge
c. To assess the candidate’s fit for the company culture
d. To negotiate the candidate’s salary requirements

Correct Answer: a. To verify the candidate’s employment history and credentials

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