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Interviewing is key method in selecting new employees in the company

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Interviewing is key method in selecting new employees in the company.

Recruitment and selection of the new employees is one of the most important activities of the Human resource managers, and as a method for selection in employment is the interview, which as a method helps to select the most suitable candidate who will fit the criteria for the job by the organization as an employer .

The interviewers are the ones who are responsible for the complete organization and realization of the interview, who with their professionalism and expertise should make the selection of the best candidate for employment through the interview, which is an important resource for fulfilling and realizing the set goals of the organization. The whole interviewing process depends on the interviewer whether he will be successful or not, but also whether he is competent enough to bring the best candidate for the job.
The “best candidate” is not always his only responsibility, because the process starts in the Branding of the organization itself, through which the best candidates are keyly attracted, and then comes the selection process that is sometimes done by the same people who interview.

The human resources management in each organization has its own policy and criteria according to which the selection of new staff in the organization itself is organized, implemented and functioning. In addition to hiring the most suitable candidate, the goal of human resource managers is to check through the job interview all the information they have previously received about the candidate through personal biography, to get to know the candidate what he looks like, how he behaves, how he communicates, thinks and how much experience. has knowledge of the job who applied. At the same time, a mutual interaction is established between the organization (between the interviewer as its representative) and the candidate for employment. In this interaction, the human resources manager has the opportunity to present his organization to the candidates and create a good image of its operation and functioning.

In addition to employment, the interview in an organization has a wide range of applications, which through face-to-face interviews or the use of questionnaires are used to evaluate the performance of employees, obtain additional information about the problems they face, as well as counseling. and obtaining problem-solving information, information about employee satisfaction with work, and motivation to work and perform tasks. The interview is a special form of conversational practice, which has evolved in everyday life for centuries regardless of the topic, purpose and use. In the last few centuries, interviews have been used in a variety of institutionalized forms for professional use and purposes. purpose. An interview is an interactive process, in which a person asks questions in order to obtain necessary and specific information. While Actinson explains the interview as a kind of obtaining information from the narrated form of the respondent, in the story of the respondent, in a story that gives a narrative account of his opinion, knowledge, experience, experience or occurrence.

The interviewer is focused on using the constructive narration of the respondent and selectively using the information obtained during the interview.

Today the interview is often used in social life in various forms such as media interviews, job interviews, interviews for evaluation and evaluation and interviews for scientific research purposes. Regardless of the concept and the need to use it, the interview is a form of consultation where the interviewer is trying to extract and obtain the necessary information to find out more knowledge that he has formed and prepared questions that he uses as a tool to get the answers he needs and necessary. All types of interviews are different in form, construction, content and purpose of their use, but have common features such as the information received by the interviewee, as well as the functioning of the interview
with varying degrees of formality or expediency in conducting. The interview as an employment tool used in many companies is an exchange of information between the interviewee and the candidate who applied for a certain job.

Types of interviews
Job Interview – Interview process

* Before the interview phase
This period of preparation means gathering enough information about the candidates which is of great importance for the interviewer and the whole concept of conducting the interview. In this phase, a short list of candidates will be made who will be called for an interview, usually from the results of tests that were conducted before the interview was scheduled, and they are conducted depending on the character of the job can be cognitive ability tests abilities, for physical preparation, character test, technical knowledge and the like.

* Interview phase
The first role of the interviews is that of the host, the interviewer, with the importance of creating a favorable impression. It is also important to create an atmosphere for the interview, ie breaking the ice so that the candidate will feel comfortable from the very beginning. At the beginning of the interview, the interviewer should describe the selection process (how many interviews will follow and what type of interview, testing, etc.) then the next detailed description of the organization, the following company values, organizational structure, and of course the position and job responsibilities for which the candidate applied as well as a more detailed explanation of what will be expected from the candidate if
he is selected for the specific position.

The following questions are usually divided into several groups:
– General questions
– Problem solving questions
– Questions for teamwork
– Integrity indicator questions
– Motivational issues

* Post interview phase
The decision phase in the interview process consists of activities that follow the interview. This is a critical stage in the interview process. Human resource managers need to follow certain tactics for this phase to be effective. They must evaluate how suitable the candidate is for the particular position, how well that candidate will fit into the team, and how well the candidate's personal characteristics match the company’s values.