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 PSY 655 Topic 8 DQ 1 question
question
What are some of the challenges that an interviewer faces when conducting a CIT interview? How might these challenges be overcome?
answers:
What are some of the challenges that an interviewer faces when conducting a CIT interview?
Interviewer bias
Humans are prone to biases; it’s a sad, yet unavoidable element of our makeup!
We’re hard-wired to look for shared characteristics and interests in others, which could lead to the recruitment process being hindered by our own favoritism.
solution:
Humans are prone to biases; it’s a sad, yet unavoidable element of our makeup!
We’re hard-wired to look for shared characteristics and interests in others, which could lead to the recruitment process being hindered by our own favoritism.
Interview fatigue
Interview weariness is a serious issue that can undermine your chances of getting a job.
Assume you’ve set aside a whole day to conduct candidate interviews. Is it true that the final candidate will receive the same amount of attention as the first?
This is a true issue in many interview processes, and it can lead to you dismissing otherwise excellent prospects.
solution:
Allowing yourself to become tired is not a good idea!
Schedule regular breaks between each interview, allowing you to put down your immediate ideas while also relaxing before the next prospect.Limit yourself to no more than three or four interviews every day.Panel interviews can also help you gain a more objective and clear picture of all of your prospects.When making plans, it’s usually a good idea to think about when you’re most (and least) productive.
Lack of preparation
I’m sure you expect all of your prospects to do a lot of homework before coming in for an interview.
Do you, on the other hand, follow suit?
If you try to “fly it,” you won’t know what kinds of questions to ask or what kinds of responses to expect. Making an informed and fair decision will be nearly difficult.
Your candidate, on the other hand, will not be impressed!
solution:
You should have… before going into the interview.
Read the candidate’s CV thoroughly, making a note of anything you’d like your applicants to elaborate on.Make a list of specific criteria for what you want in a candidate, such as abilities, experience, personality, and cultural fit. Having a checklist that you can cross off as the interview progresses can be beneficial.
General inconsistency
It’s all too simple for interview inconsistencies to creep into the process by inadvertently.
We’re only human, and even the slightest of circumstances can affect our judgment, from scheduling interviews at different times of the day to entering the room in a foul mood due to a personal issue.
Consistency, on the other hand, is critical to a robust and effective interview process.
You don’t want to miss out on a great prospect because you were suffering from a severe headache, were exhausted, or were in a foul mood when you interviewed them.
solution:
There are a few things you may do to avoid this problem…
Set up a grading system that will properly evaluate everyone, based on your expectations for the winning candidate.Ensure that each candidate is interviewed by the same person at each level of the process.Any personal feelings should be left at the door. Take a break between interviews to relax, unwind, and let go of any bad emotions.
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