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Productive Employee Interviewing
Author(s) -
Battle Ethel H.
Publication year - 1987
Publication title -
aorn journal
Language(s) - Uncategorized
Resource type - Journals
SCImago Journal Rank - 0.222
H-Index - 43
eISSN - 1878-0369
pISSN - 0001-2092
DOI - 10.1016/s0001-2092(07)65876-1
Subject(s) - interview , active listening , psychology , applied psychology , process (computing) , personality , social psychology , medical education , computer science , medicine , communication , political science , law , operating system
The hiring interview is a widely used method of identifying qualified applicants to fill the needs of an organization. Careful planning and organizing before the applicant arrives can minimize the risks of gaps in information and poor impressions of the institution. One-to-one or panel interviewing can be conducted, but using structured questions and scoring in a consistent manner are essential for validity. Questions should be job-related and standardized. Scoring the responses to questions provides a mechanism for evaluation and comparison. To enhance the interview process, attention should be given to the overall environment and initial greeting of the applicant. Listening to implicit as well as explicit messages helps the interviewer develop opinions and impressions that can be explored by further discussion or additional questions. Assessment of skills, knowledge, motivation, and personality traits provides a composite of applicant potential and suitability. Although it may not offer a 100% guarantee of success, interviewing can be a rewarding experience for both you and the applicant.