Job Interview

A Job Interview is an employment assessment process that evaluates job candidates through structured conversations and behavioral assessments.

• AKA: Employment Interview, Candidate Interview, Hiring Interview.
• Context:
  • It can typically contain Job Interview Questions to assess job candidate qualifications.
  • It can typically evaluate Job Candidate Skills through job interview assessment methods.
  • It can typically assess Job Candidate Cultural Fit via behavioral job interview techniques.
  • It can typically determine Job Candidate Technical Competence through technical job interview challenges.
  • It can typically measure Job Candidate Communication Ability during job interview interactions.
  • ...
  • It can often incorporate Behavior-based Job Interview Questions using STAR techniques.
  • It can often include Technical Job Interview Assessments for role-specific job interview evaluations.
  • It can often involve Multiple Job Interview Rounds in comprehensive job interview processes.
  • It can often utilize Job Interview Panels for collaborative job interview decisions.
  • It can often feature Job Interview Case Studys to evaluate problem-solving job interview skills.
  • ...
  • It can range from being a Screening Job Interview to being a Final Job Interview, depending on its job interview process position.
  • It can range from being a Structured Job Interview to being an Unstructured Job Interview, depending on its job interview format standardization.
  • It can range from being a Technical Job Interview to being a Behavioral Job Interview, depending on its job interview focus area.
  • It can range from being a Brief Job Interview to being an Extended Job Interview, depending on its job interview duration.
  • It can range from being a Single-Interviewer Job Interview to being a Panel Job Interview, depending on its job interview participant count.
  • It can range from being an Entry-Level Job Interview to being an Executive-Level Job Interview, depending on its job interview seniority level.
  • It can range from being an In-Person Job Interview to being a Remote Job Interview, depending on its job interview location format.
  • ...
  • It can be part of Worker Recruitment Tasks within talent acquisition job interview frameworks.
  • It can lead to Job Offers following successful job interview outcomes.
  • It can follow Résumé Reviews in standard job interview sequences.
  • It can precede Job Candidate Reference Checks during hiring job interview processes.
  • It can utilize Video Conferencing Platforms for remote job interview conducts.
  • ...
• Example(s):
  • Technical Job Interviews, such as:
    • Software Engineer Job Interviews, such as:
      • Front-End Developer Job Interview for front-end job interview positions.
      • Backend Engineer Job Interview for backend job interview positions.
      • Full-Stack Developer Job Interview for full-stack job interview positions.
    • Data Science Job Interviews, such as:
      • Data Scientist Job Interview for data scientist job interview roles.
      • ML Engineer Job Interview for machine learning job interview positions.
      • Data Analyst Job Interview for data analysis job interview roles.
    • Engineering Job Interviews, such as:
      • NLP Engineer Job Interview for natural language processing job interview positions.
      • DevOps Engineer Job Interview for DevOps job interview roles.
      • Security Engineer Job Interview for security job interview positions.
  • Business Job Interviews, such as:
    • Management Job Interviews, such as:
      • Product Manager Job Interview for product management job interview roles.
      • Project Manager Job Interview for project management job interview positions.
      • Executive Job Interview for C-level job interview positions.
    • Sales Job Interviews, such as:
      • Sales Representative Job Interview for sales job interview roles.
      • Account Executive Job Interview for account management job interview positions.
  • Specialized Job Interview Formats, such as:
    • Take-Home Coding Challenge for asynchronous technical job interview assessments.
    • Phone Screening Interview for initial job interview evaluations.
    • Video Conference Interview for remote job interview interactions.
    • Assessment Center Interview for comprehensive job interview evaluations.
  • ...
• Counter-Example(s):
  • Exit Interviews, which assess departing employee experiences rather than job candidate qualifications.
  • Performance Reviews, which evaluate current employee performance rather than prospective job candidate ability.
  • Informational Interviews, which provide career information rather than job candidate assessments.
  • Customer Interviews, which gather customer feedback rather than job candidate evaluations.
  • 1-on-1 Meetings, which facilitate employee communication rather than job candidate selections.
• See: Worker Recruitment Task, Job Interview Question, Résumé, Job Offer, Corporate Culture, Job Offer Negotiation, STAR Technique, Worker Hiring Task.

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References

2017

• https://www.nytimes.com/guides/business/how-to-hire-the-right-person
  • QUOTE: after years of interviewing countless job candidates, they’ve learned the best approaches to help them get right to the core of who a candidate is and how he or she will work with a team. … beyond the polished résumés, pre-screened references and scripted answers, to hire more creative and effective members for your team. And if you’re on the other side of the job hunt, you can gain insight on what your interviewer is really looking for in a candidate. …
    • Is the person genuinely interested in the work of the organization?
    • Do they treat people as equals, regardless of their title?
  • … Things to pay attention to:
    • Are they asking questions about what everybody does and how things work?
    • Are they curious?
    • Do they treat everyone they meet with respect, and show interest in what they do?
  • … Things to pay attention to:
    • Are they polite to everyone who is serving them?
    • Do they look people in the eye (a sign of respect)?
    • Are they irritated or flustered by problems?
    • Can they keep a conversation going, with smart questions?
    • Do they barrel through the restaurant, or let others go first?
  • … INTERVIEW QUESTIONS TO ASK
    • WHAT IS YOUR NATURAL STRENGTH? ...
    • WHAT KIND OF ANIMAL WOULD YOU BE? AND WHY? ...
    • WHAT QUALITIES OF YOUR PARENTS DO YOU LIKE THE MOST? ...
    • WHAT IS THE BIGGEST MISPERCEPTION PEOPLE HAVE ABOUT YOU? …

2015

• (Wikipedia, 2015) ⇒ http://en.wikipedia.org/wiki/job_interview Retrieved:2015-8-28.
  • A job interview is a type of employment test that involves a conversation between a job applicant and representative of the employing organization. Interviews are one of the most popularly used devices for employee selection. Interviews vary in the extent to which the questions are structured, from totally unstructured and free-wheeling conversation, to a set list of questions each applicant is asked. Research has shown that structured interviews are more valid than unstructured, that is, they are more accurate in predicting which applicants will make good employees. A job 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 job 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 and/or other candidate selection methods may be used where there are many candidates or the job is particularly challenging or desirable. Earlier rounds sometimes called 'screening interviews' may involve fewer staff from the employers and will typically be much shorter and less in-depth. An increasingly common initial interview approach is the telephone interview. This is especially common when the candidates do not live near the employer and has the advantage of keeping costs low for both sides. Since 2003, interviews have been held through video conferencing software, such as Skype. Once all candidates have been interviewed, the employer typically selects the most desirable candidate(s) and begins the negotiation of a job offer.

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