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The four stages of the employment interview

The four stages of the employment interview <jats:sec> <jats:title content-type="abstract-subheading">Purpose</jats:title> <jats:p>The purpose of this paper is to provide a conceptual model of the standard employment interview that practitioners may use to improve their interview skills and the accuracy of their selection decisions.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Design/methodology/approach</jats:title> <jats:p>The dynamics of each discrete stage of the interview model are supported by empirical findings from the research literature on employment interviewing.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Findings</jats:title> <jats:p>An interview transitions through four naturally occurring stages: the initial impression formed in the first few seconds when the candidate and interviewer first lay eyes on one another; a rapport building stage of several minutes to help each party settle in; the body of the interview in which job skills and culture-fit are assessed; and the close, when the interviewer asks if the candidate has any questions about the job or company.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Research limitations/implications</jats:title> <jats:p>Implications for research include providing solutions to the problem of difficult-to-control personal biases (especially during Stages 1 and 2), as well as conducting holistic studies that include the factors that influence decision making across all four stages to determine their relative weights.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Practical implications</jats:title> <jats:p>The four stage model can be used to design interview training programs. By dividing the interview into discrete stages, practitioners can become aware of the pitfalls within each stage and use evidence-based findings to correct mistakes.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Social implications</jats:title> <jats:p>Companies and job candidates benefit alike when selection is based on job skills and person-organization fit rather than on how well job candidates can interview.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Originality/value</jats:title> <jats:p>This is the first paper to propose that employment interviews move through four discrete stages and to support the assertion with findings from secondary empirical research.</jats:p> </jats:sec> http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Evidence-based HRM: a Global Forum for Empirical Scholarship CrossRef

The four stages of the employment interview

Evidence-based HRM: a Global Forum for Empirical Scholarship , Volume 4 (3): 232-239 – Dec 5, 2016

The four stages of the employment interview


Abstract

<jats:sec>
<jats:title content-type="abstract-subheading">Purpose</jats:title>
<jats:p>The purpose of this paper is to provide a conceptual model of the standard employment interview that practitioners may use to improve their interview skills and the accuracy of their selection decisions.</jats:p>
</jats:sec>
<jats:sec>
<jats:title content-type="abstract-subheading">Design/methodology/approach</jats:title>
<jats:p>The dynamics of each discrete stage of the interview model are supported by empirical findings from the research literature on employment interviewing.</jats:p>
</jats:sec>
<jats:sec>
<jats:title content-type="abstract-subheading">Findings</jats:title>
<jats:p>An interview transitions through four naturally occurring stages: the initial impression formed in the first few seconds when the candidate and interviewer first lay eyes on one another; a rapport building stage of several minutes to help each party settle in; the body of the interview in which job skills and culture-fit are assessed; and the close, when the interviewer asks if the candidate has any questions about the job or company.</jats:p>
</jats:sec>
<jats:sec>
<jats:title content-type="abstract-subheading">Research limitations/implications</jats:title>
<jats:p>Implications for research include providing solutions to the problem of difficult-to-control personal biases (especially during Stages 1 and 2), as well as conducting holistic studies that include the factors that influence decision making across all four stages to determine their relative weights.</jats:p>
</jats:sec>
<jats:sec>
<jats:title content-type="abstract-subheading">Practical implications</jats:title>
<jats:p>The four stage model can be used to design interview training programs. By dividing the interview into discrete stages, practitioners can become aware of the pitfalls within each stage and use evidence-based findings to correct mistakes.</jats:p>
</jats:sec>
<jats:sec>
<jats:title content-type="abstract-subheading">Social implications</jats:title>
<jats:p>Companies and job candidates benefit alike when selection is based on job skills and person-organization fit rather than on how well job candidates can interview.</jats:p>
</jats:sec>
<jats:sec>
<jats:title content-type="abstract-subheading">Originality/value</jats:title>
<jats:p>This is the first paper to propose that employment interviews move through four discrete stages and to support the assertion with findings from secondary empirical research.</jats:p>
</jats:sec>

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Publisher
CrossRef
ISSN
2049-3983
DOI
10.1108/ebhrm-11-2015-0045
Publisher site
See Article on Publisher Site

Abstract

<jats:sec> <jats:title content-type="abstract-subheading">Purpose</jats:title> <jats:p>The purpose of this paper is to provide a conceptual model of the standard employment interview that practitioners may use to improve their interview skills and the accuracy of their selection decisions.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Design/methodology/approach</jats:title> <jats:p>The dynamics of each discrete stage of the interview model are supported by empirical findings from the research literature on employment interviewing.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Findings</jats:title> <jats:p>An interview transitions through four naturally occurring stages: the initial impression formed in the first few seconds when the candidate and interviewer first lay eyes on one another; a rapport building stage of several minutes to help each party settle in; the body of the interview in which job skills and culture-fit are assessed; and the close, when the interviewer asks if the candidate has any questions about the job or company.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Research limitations/implications</jats:title> <jats:p>Implications for research include providing solutions to the problem of difficult-to-control personal biases (especially during Stages 1 and 2), as well as conducting holistic studies that include the factors that influence decision making across all four stages to determine their relative weights.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Practical implications</jats:title> <jats:p>The four stage model can be used to design interview training programs. By dividing the interview into discrete stages, practitioners can become aware of the pitfalls within each stage and use evidence-based findings to correct mistakes.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Social implications</jats:title> <jats:p>Companies and job candidates benefit alike when selection is based on job skills and person-organization fit rather than on how well job candidates can interview.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Originality/value</jats:title> <jats:p>This is the first paper to propose that employment interviews move through four discrete stages and to support the assertion with findings from secondary empirical research.</jats:p> </jats:sec>

Journal

Evidence-based HRM: a Global Forum for Empirical ScholarshipCrossRef

Published: Dec 5, 2016

References