Page 50 - Communication in Organizations Basic Skills and Conversation Models

The selection interview 39

In a selection interview the interests of the company are the central points. That does not
mean that the interests of the applicants are not involved. It is also of great importance
that the latter ends up in a position where justice is done to both their capacities and
interests. The fact that the selection committee acts in the interests of the company or
organization means that the company’s interests determine the structure and themes of
the interview. Within the interview structure and themes the committee has to allow
applicants to present themselves as well as possible. This entails making them feel at ease
at the beginning of the interview and taking a relaxed and inviting attitude. However, one
also has to obtain the required information within a limited period of time. This means
working in a businesslike and goal-oriented way with the applicant, including even
having to be strict in getting precise answers when they are not clearly answered.
Depending on the phase of the interview and the applicant’s way of answering, the
emphasis will either be on using an inviting tone or on using a persistent way of
questioning.

Skills in the different phases of the interview

Now we discuss the different phases of the interview, together with the most important
skills for the selection committee. Successively we discuss: the start of the interview,
providing information about the organization and the vacancy, the interview itself and
enabling the applicant to ask questions, summary of the follow-up procedure, and closing
of the interview.

The start of the interview
Usually the applicant will be waiting in the foyer or waiting room. The chairman of the
committee will get the applicant and introduce himself. Next they proceed to the place
where the interview will take place. The applicant is introduced to the other members of
the selection committee and invited to be seated.
When applicants look very nervous, the chairman can make them feel at ease by
making a few remarks: for example: ‘Were you able to find the building easily?’ Perhaps
a cup of coffee or tea may be offered, after which the actual interview begins. The
chairman gives information on the amount of time for the interview and its specific goal:

In the first place this interview is meant for us to provide you with some
information about our organization and about the department for which
we are looking for a new employee. You can then form an image of our
company and may be able to judge if you might feel at home within it.
This conversation is secondly meant for us to get information from you
about your capacities for this function. We will mainly look for
experiences in your present and previous jobs, and will ask most questions
about this subject.

At the same time he describes the global structure of the conversation: