Experiences and learning from the group interview

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The interview process is important as it demonstrates the interviewee’s ability to tackle a given task, fit into a given atmosphere and deal with various conditions as they emerge. Though the interview is designed to measure these qualities, it is through the interview that the right candidate is determined. This paper illustrates lessons learnt during the group interview process. This is done with reference to good interview tips and skills and interviewee’s preparations prior to interview.

Through the interview, I have learnt that it is important to carefully do research on an organization. The analysis of the position starts with thorough job analysis. This entails the review of the position being interviewed for, responsibilities and requirements among other factors. According to Groat and Wang (2002), the interviewee should be aware of the qualities being looked for in an interview. Though the interviewee had a clue about Primark, but the information was not sufficient considering the position being interviewed for (Hollowitz and Wilson, 2003). The interviewee was therefore able to convince us that he has an outgoing personality.

Knowing oneself before the interview is also of great importance for the interviewer. The interviewee carefully and successfully indicated his last position and role prior to the interview (Trochim, 2002). The roles were in line with the job being interviewed for and so the relevance of the information provided. The reason for job application was provided as well. According to Hollowitz and Wilson (2003), the interviewee needs to identify appropriate educational and prior experience, this was done successfully. The interviewee could identify the skills and knowledge needed to successfully perform the primary duties and responsibilities of the job.

In reviewing the duties and responsibilities of an opening, interviewer should determine if the interviewee is realistic in relation to other factors for instance previous experience and education. The interviewee could condense his experience and life (Pantakhy, 2012). Equally important is determining the interviewee is relevant to the overall job function, and if they overlap with the responsibilities of other jobs. The interviewee should have in-depth knowledge of the job requirements and extensive experience. In conducting an interview it is important also for the interviewer to determine the interviewee’s proven ability, familiarity, and degree relevance (Kvale, 2007). The interviewee in this case had a relevant degree and extensive past experience making him the right candidate for the human resource position.

The interviewee apart from educational experience and degree held should have the ability to get along with other co-workers, management, employees and customers. In cases where two job seekers have similar degrees, intangible job-related criteria are important in making the final decision (Trochim, 2002). The interviewee though answered the question of how to deal when conflicts results, the result was unsatisfactory. This showed the interviewee’s inability to fully tackle a conflict.

In conclusion, the interviewee demonstrated an understanding of the job requirements and skills needed to tackle the task. Furthermore, the experience shown to the interviewer was relevant and sufficient. The interviewee based on my judgment and understanding had an outstanding quality for the job being interviewed for and so deserved the position (Kvale, 2007). However, based on the interviewee’s response, there is an urgent need for him to improve his conflict resolution techniques.

References

Foddy, W.(1993). Constructing Questions for Interviews. Cambridge University Press.

Groat, L & Wang, D. (2002). Architectural Research Methods, John Wiley & Sons, Inc.

Hollowitz, J. & Wilson, C. (2003). Structured Interviewing in Volunteer Selection. Journal of Applied Communication Research, 21, 41-52,

Kvale, S. (2007). Interviews: An Introduction to Qualitative Research Interviewing, Sage Publications.

Trochim, K. (2002). Types of Surveys. Research Methods Knowledge Base.