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Interviewing Strategy

As an interviewer, we would like to see the punctuality and the behavior of the applicant as we envision them as potential workers of our company so the job interview is very important. The applicant will aim to set a first positive impression to the company thus it does not entail his or her hiring. A proper interview strategy should eliminate this scheme by the applicant. Before the job interview, the applicant will surely confirm the dates and location. The company interviewer can test if the applicant is computer literate by saying that the applicant can check the time, date and location of the interview in the company’s site.

By then, the interviewer can assume that the applicant is computer literate or not. Second, is that the interviewer should not tell what to wear so that the applicant will be dressed as themselves and not to impress the interviewer. Basically the approach would be based on Socratic reasoning. The initial questions should be about the applicant’s profile but not what is written in the profile. The answers to every question should be subjective so that we can determine the how rational and intellectual the applicant is. Third is the analysis of requirements. The certified copy of grades should not be only basis of hiring.

Grades show the work ethic of the applicant. Achievements do not necessarily mean that the applicant is an asset already. The interview strategy would be conceptualized to eliminate the notion of human capital. The problem about human capital is that the applicants would feel that they would be exploited or will be alienated as workers. Due to this, the policy makers and the management would adjust the company’s standards in order to increase the job satisfaction of the employees. Basically, the company has the disadvantage over this. The company standard of a good quality member is now being threatened.

It is has become a double-edge sword for the company wherein it loses the company standard and also the workers job satisfaction. The job interview would be lively rather than the usual formal interview wherein there are three interviewers and the applicant. By outnumbering the applicant, he or she feels inferior and may not perform like he or she actually does. So try a different approach by empowering them. Have a group dynamics or a group activity so that applicants would get to know each other and not only that you will be able to see how that applicant work within group level.

With this, alienation from its human potential and fellow workers are being annihilated. It may sound sociological but the essence of the strategy is that to find who will stand out among the applicants. A Weberian concept called “Verstehen” would define my approach by stating “the whole is completely different from the sum of its parts, in terms of function” (Elwell 1999). It means that the person alone is nothing compared to a group effort. Why? Sociologically speaking, the collective effort which took part from the group activity exposed the natural interconnectedness of man.

In addition to that, Emile Durkheim’s concept of organic solidarity exemplifies what I am trying to say. Organic solidarity is the interconnection of people regardless of their differences. With these key concepts of “Verstehen” and Organic solidarity, it has been a great effort to eliminate or eradicate the alienation and exploitation within the labor force. On the interview, we would try to point out these kinds of situations and issues among the possible workers of the company. We do not want them to feel that we hinder them from knowing these kinds of stuff.

Honesty to applicants and making them knowledgeable on what to expect on the company does not only flatter them also it will give them the sense of security and comfort in the company. A part of the interview must also comprise of the sharing of the company vision and mission. Why? The vision and mission of the company tells how sincere and dedicated the company is. It shows that the company is not only profit-driven but also it is socially aware and makes effort to reach out. Explaining them the programs held by the company towards social development will surely make them interested.

From an epiphany, there would be no sure effective interview strategy. It only serves as a guideline to those who want to test and find quality employees. The basic thinking of people when it comes to an interview is that they are being tested. Yes, this is true but the consequences of this duly process might have some negative implications on applicants and also the aspiring to be applicants. People who have not finished their schooling may feel inferior to other applicants since they do not meet the qualifications.

Due to this, they lower their self-esteem and would be eventually develop as delinquents of the society. We do not want this to happen. The interview strategy is one way to prevent social issues and also be a gauge for quality workers. Free use of language must be possible. The interviewee must be talking most of the time because we want to know more about them rather than us. To summarize the approach, the interview must start with the applicant’s profile but not what is written in the date sheet rather ask for the intangibles and ask for subjective questions. Ask for the level of determination.

Ask for his or her price if he or she will be bought by the company. The rationale of this is to see how he or she perceives him/herself as an asset. Lastly, ask for the thing that he or she can impart to the company. There is no right or wrong answer by the way this only to see how the applicant justifies his or her answer. Through this, we can be able to see how the applicants think. There is no better way to end the interview with a great hand shake and also a big smile. With this, they will feel that they have done well and will not regret the interview process.

Though, they were not to be hired, they will pursue other companies because they have learned something from the interview that we had. Make the interview a learning process for the applicant. An interview is not basically to terrorize the applicant but to learn more about them and make them part of us.

References

Elwell, F. (1996) The Sociology of Max Weber, Retrieved on December 6, 2007 from: http://www. faculty. rsu. edu/~felwell/Theorists/Weber/Whome. htm Elwell, W. (2003) The Sociology of Emile Durkheim, Retrieved or December 6, 2007 from: http://www. faculty. rsu. edu/~felwell/Theorists/Durkheim/index. htm

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