TELEPHONE-BASED INTERVIEW 1
Telephone-BasedInterviewStudent’s NameInstitutional Affiliation
The employment interview has in the recent pastbeen criticized due to its reduced importance in filling jobpositions. Academic research had shown that the interview adds novalue to the process of hiring. It has also been argued thatface-to-face communication is more appropriate because it willprovide a platform for the interviewee displaying his or her socialpose and interpersonal skills. Interviewers have been thought to usethe interviews as a normality to conform with the companies habitsand policies, the ease of conducting interviews and to quench thefeeling of power. This context will thus summarize the studypresented, critique the study and provide nondiscriminatory questionsthat can be asked during a telephone interview.
With time, structured interviews have emergedand gained prominence among all recruiting firms. The structuredemployment interviews are preferred due to their nature to analyzethe interview the interviewee. The interview presents a wide range ofquestions which examine on the interviewee’s behavioral personality(Oliphant, 2008). Job analyst that have it clear that intervieweeswho display the right behavioral personalities in interviewees aremost likely to be productive and loyal. Employers have thus adoptedmeasures to ensure that structured interviews are used to fill jobvacancies at their respective firms. Firms are adopting a four-stepprocess in making the employment interview a success. The firstinvolves the firms setting up focus groups with the excellentperforming employees and the top executives to determine thebehavioral personalities that their applicants should possess. Thesecond step involves the firm performing interviews with salesmen andexecutive personnel to know how each of them works. The third stepwill involve the firm analyzing the behaviors displayed by thesuccessful personnel in the firm and considering them in theirrecruiting process.
The author has conducted the study to show thesignificance of employment interviews in filling job vacancies. Theaudience to this study is the firms that seek to fill vacant jobpositions. He has presented to the readers the earlier notion thatpeople had towards interviews and the latest developments inconducting interviews. This has been articulated well in thetransition of why interviews were undesirable some time back, whystructured interviews are gaining prominence and the latest use oftelephone interviews by the different firms. It is evident thatinterviews are a useful selection tool to fill job positions.Interviewees who display good behaviors in their interviews are morelikely to be productive and serve the respective firm for long. Audiointerviews via telephone present the recruits ability to handlefuture occurrences based on his or her earlier encounters. Thetelephone employment interviews are effective in screening therecruit’s employees to fill vacant position in different workplaces. The study is thus effective to potential employers who arelooking for a selection tool for its employees to be.
I concur with the authors findings becauseother scholars have published books and journals to support the ideaconcerning the importance of employment interviews. The interviewshave been used to fill principal posts in schools in many parts ofthe world (Rosenblum & Louis, 2013).Employers are thereforeadopting the employment interview because it has proven worth inacquiring the employees with the desirable behaviors. The selectiontool is time and cost savings hence it is considered by manyemployers. Behavior based interviews conducted via calls areeffective and bear desirable results. Despite telephone interviewsbeen challenging to some interviewees, those who do not encountercommunication barriers are falling in love with the selection tool.An interviewee who had bad reception or poor network connectivityduring the call is bound to be disadvantaged. Interviewers andinterviewees should thus strive at ensuring that proper communicationexists during the telephone conversation.
The main features of equal employment lawsstate that no job applicant should be discriminated because of his orher sex, color, religion, race, national origin, creed or disability.The context of this interview is thus very friendly because theinterviewer and interviewee do not have to meet personally. Though aphone call is suggestive of one`s dialect that can lead to onepre-assuming the color and gender, some traits of the intervieweeremain a secret to the interviewing body. Excellence dwells more onthan the looks during a phone telephone rather than a face-to-faceinterview. The study in our case involves the interviewing teammaking an audiotape from the telephone call and then handing it to anindependent job analyst who will award scores to the respectiveinterviewees based on the merit of success in the desired behaviorexhibited. The results of the interviewees are thus fair and do notdiscriminate any of the recruits.While conducting a telephoneinterview, the interviewer should ask non-discriminatory questions.The questions should not be offensive to ensure sound and effectivecommunication. Among the questions that an interviewer should ask,include ones name, age, place of residence, academic qualifications,and ones thought on their qualifications regarding the givenemployment position.
In conclusion, employment interviews haveproven to be worth when any firm is seeking to hire. The use ofstructured interviews has been positive in screening the rightinterviewees for the vacant job positions. Telephone interviews havealso proven to be cost and time effective hence the most convenienttool for both the interviewer and the interviewee.
Oliphant, G. C. (2008). A review of atelephone-administered behavior-based interview technique. BusinessCommunication Quarterly , 71(3), 383-386.
Rosenblum, S., & Louis, K. S. (2013).Stability and Change : Innovation in an Educational Context. Boston,MA : Springer US.
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