What are the different selection techniques used in an interview at the fresher level?

Answer 1

Evaluating Applicants

• Develop the selection criteria by identifying the skills, knowledge, abilities and experience required to do the job. Criteria should be based on what is written in the job description.
• Identify which criteria are required and which are preferred.
• Weight the criteria, some criteria may be more critical than others.
• Select interviewees based on the weighted criteria.

Setting up the Interview

• Give the specific job title when informing candidates who you are and why you are calling.
• Give your phone number and the names of the interviewers.
• Give the interview schedule and the approximate time the interview will take.
• If contacting a candidate at his or her current place of work, do not leave a message as to why you are calling.

Conducting the Interview

• Structure the interview to ensure uniform treatment of all applicants.
• Consider asking the same questions and use the same criteria to evaluate all applicants. Follow-up questions for unclear answers may be appropriate.
• Use questions which elicit responses about the advertised, job-related criteria (skills, knowledge, abilities and experience) only.
• If further information is requested for one applicant, the same information must be requested for all, e.g. reference letters, work samples, etc.

Evaluating Interviewees

• Using weighted criteria previously established, evaluate interviewee on each criteria separately.
• Evaluate strengths and weaknesses.
• Write specific comments about observed applicant behaviors and responses to substantiate your judgments as they relate to the job-related criteria.

Obtaining References

• Obtain permission from the applicant on whom you are seeking the reference.
• Questions asked of a reference must be as job-related and as consistently uniform as the interview questions.
• Inform the reference that if the applicant requests, you will be required to summarize the information received in order to comply with the Information Practices Act.
• Be consistent, if you obtain references for some of your top applicants, do not hire another applicant without checking that person's references.

Selecting the Final Candidate

• Your hiring decision may be challenged by a non-selected applicant and you may be asked to defend your decision in a grievance hearing, a compliance review, or in a court of law.
• Record your reasons for selecting one applicant and not selecting the others on the Affirmative Action Hiring Report using only job-related criteria.
• Selection documentation on the Affirmative Action Hiring Report provides only a brief documentation for recording purposes. You are responsible for keeping more detailed documentation pertaining to the selection decision, including all written notes, interview questions and evaluations for a three year period.