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There are various ways (interviews, or questionnaires, for instance) to collect information on a job's duties, responsibilities, and activities. The basic rule is to use those that best fit your purpose. Thus, an interview might be best for creating a list of job duties and job description. The more quantitative position analysis questionnaire may be best for quantifying each job's relative worth for pay purposes. Therefore, interview is the most popular method for gathering job analysis data. It provides realistic information about what job incumbents actually do. Managers use these method for developing job description and job specification.
Based on Wikipedia, the free encyclopedia, an interview is a conversation between two or more people (the interviewer and the interviewee) where questions are asked by the interviewer to obtain information from the interviewee. An interview is more than a discussion. An interview is a procedure designed to obtain information from a person through oral responses to oral inquires. Managers may conduct individual interviews with each employee, group interviews with groups of employees who have the same job, or supervisor, interviews with one or more supervisors who know the job. They use group interviews when a large number of employees are performing similar or identical work, since it can be a quick and inexpensive way to gather information. Whichever kind of interview you use, you need to be sure the interviewee fully understands the reason for the interview. For example, the famous interviews are The Mike Wallace Interview (1957- 1960), 30 minutes television interviews conducted by Mike Wallace and Sarah Palin interviews with Katie Couric ( 2008), Katie Couric interviewing Sarah Palin.
There are ten important rules for the interview that we need to know. First, before the interview, select your outfit. Depending on the industry and position, get out your best duds and check them over for spots and wrinkles. Even if the company has a casual environment, you don't want to look like you slept in your clothes. Above all, dress for confidence. If you feel good, others will respond to you accordingly. Second, be on time. Never arrive late to an interview. Allow extra time to arrive early in the vicinity, allowing for factors like getting lost. Enter the building 10 to 15 minutes before the interview.
Furthermore, we need to do research the company before the interview and learning as much as possible about its services, products, customers and competition will give you an edge in understanding and addressing the company's needs. The more you know about the company and what it stands for, the better chance you have of selling yourself. You also should find out about the company's culture to gain insight into your potential happiness on the job. Fourth, we need to bring along a folder containing extra copies of your resume, a copy of your references and paper to take notes. You should also have questions prepared to ask at the end of the interview. For extra assurance, print a copy of Monster's handy interview take-along checklist.
Moreover, a firm handshake and plenty of eye contact demonstrate confidence. Speak distinctly in a confident voice, even though you may feel shaky. Besides that, one of the most neglected interviewing skills is listening. Make sure you are not only listening, but also reading between the lines. Sometimes what is not said is just as important as what is said.
Seventh, candidates often don't think about whether they are actually answering the questions asked by their interviewers. Make sure you understand what is being asked, and get further clarification if you are unsure. Eighth, one specific example of your background is worth 50 vague stories. Prepare your stories before the interview. Give examples that highlight your successes and uniqueness. Your past behavior can indicate your future performance.
Ninth, many interviewees don't ask questions and miss the opportunity to find out valuable information. Your questions indicate your interest in the company or job. At last, whether it's through email or regular mail, the follow-up is one more chance to remind the interviewer of all the valuable traits you bring to the job and company. You don't want to miss this last chance to market yourself. It is important to appear confident and cool for the interview. One way to do that is to be prepared to the best of your ability. There is no way to predict what an interview holds, but by following these important rules you will feel less anxious and will be ready to positively present yourself.
Basic Types of Interview
There are three main basic types of interview that commonly applied within an organization, which are appraisal interview, exit interview and selection interview. Each of the type of interview serves different purpose and is carried out with different procedures and ways.
Appraisal interview in an organization is where all employees are invited to an appraisal interview with their line manager once a year. The interview comprises an evaluation of the interviewee's performance over the past year, and a review of the tasks and objectives for the year ahead. The appraisal interview is used as a management tool for the Personnel Department and for managers when planning future training programmes. After the appraisal interview, manager will finalize and document the appraisal, follow up on all commitments, blend with tour one to one process, and set expectations for the coming year after the review of end of year. Other than appraisal interview, there is also an interview which called performance appraisal interview. This is an interview that conducts between HR dept or manager and employee per year, six months, or three months and the employee is able to get useful feedback information about how effectively and efficiently he is able to discharge the assigned duties. It also gives the opportunity to employee to explain his views about the ratings, standards, rating methods, internal and external causes for low level of performance. The purposes of holding performance appraisal interview in an organization is to provide an opportunity for employees to express themselves on performance-related issues, to help employees do a better job by clarifying what is expected of them, to let employees know where they stand, to strengthen the superior-subordinate working relationship by developing a mutual agreement of goals and to plan opportunities for development and growth.
Exit interview is typically a meeting between at least one representative from a company's human resources department and a departing employee. The departing employee usually has voluntarily resigned versus getting laid off or fired. The HR representative might ask the employee questions while taking notes, asks the employee to complete a questionnaire, or both. The purpose for Human resources departments to conduct exit interviews is to gather data for improving working conditions and retaining employees. However, a hidden purpose is to help employers avoid costly litigation down the road that caused by "disgruntled" employees. In other words, the particular employee's comments and the notes an HR representative takes during the exit interview might be used against the employee in court, should the employee decide to sue his former employer.
Selection interview is a situation in which a personnel selector, through personal contact provides him with behaviour to observe, in order to assess the candidate's suitability for a post and whether that perticular person should be offered a job. Such interviews typically last 15 to 60 minutes although they can be shorter or longer. The objective of the selection interview is to predict the candidate's probable behaviour in a particular job situation. The only way this can be done with any accuracy is by obtaining a sample of his behaviour sufficiently typical to act as a basis for forecasting what he/she will do in the future. A major problem is that the behaviour we observe during the short period of the interview may be uncharacteristic. A rather ponderous individual, for instance, may well be able to give the impression of being quite dynamic if he/she has only to keep it up for half an hour. Thus it is necessary to supplement the behaviour which can be observed directly in face-to-face contact. By eliciting as much as possible of the candidate's life history the main aim of the selection interview should therefore be to look at say, twenty or thirty years behaviour, much of which is bound to be highly characteristic of the individual concerned. There are three main aim of the interview, which are to assess the candidate's suitability for the position, to give information to the candidate and to present the company in a good light to be applicant.
The Importance of Selecting Interview
Interview are one of the most important hiring tools available to employers, used extensively to judge how appropriate a prospective candidate to fill a role with an organization. The jobs and careers industry is blooming and expanding by leaps and bounds. Almost every individual - experienced or fresher is on the look out for building a satisfying and successful career. In such a scenario, many a times, most good companies receive a plethora of applications for just 1 single position making it difficult to narrow down to 1 most eligible candidate. In such cases, selection interviews help:
The Interview provides an opportunity to meet several candidates and screen them to find the ones most suitable for the organization.
Helps to evaluate a person's skills, capabilities and personality trait.
Provides tremendous insight into a candidate's confidence level and ability to handle a pressure situation.
A chance to communicate the Company's policies, beliefs, work culture and expectations from the prospective employee.
Finally, narrow down, select and hire the best talent to fill the job vacancy. This should ideally be a person who is focused, skilled, confident and excited.
Selection Interview Structure
The structure of an interview is based on the degree of control exerted by the interviewer as to the predictability of what questions are asked and what information is sought. When there is specific informational needs, then a more structured approach may be used.
Unstructured interviews are unplanned, non-directed, uncontrolled, unformatted, bilateral communications and flexible. They require skills in questioning and probing.
Semi-structured interviews are pre-scheduled, directed but flexible, major topic areas are controlled and there is a focused flow.
Structured interviews are pre-planned, interviewer directed, standardized, pre-formatted and inflexible. They have a full structure and use highly-designed, closed questions. They assume a consistent format will get consistent responses.
The Advantages and Disadvantages of Selection Interview
Since interview is a selection procedure designed to predict future job performance on the basis of applicants' oral responses to oral inquiries. There are to be some advantages and disadvantages:
useful for determining if the applicant has requisite communicative or social skills which may be necessary for the job
interviewer can obtain supplementary information
used to appraise candidates' verbal fluency
can assess the applicant's job knowledge
can be used for selection among equally qualified applicants
enables the supervisor and/or co-workers to determine if there is compatability between the applicant and the employees
allows the applicant to ask questions that may reveal additional information useful for making a selection decision
the interview may be modified as needed to gather important information
subjective evaluations are made
decisions tend to be made within the first few minutes of the interview with the remainder of the interview used to validate or justify the original decision
interviewers form stereotypes concerning the characteristics required for success on the job
research has shown disproportionate rates of selection between minority and non-minority members using interviews
negative information seems to be given more weight
not much evidence of validity of the selection procedure
not as reliable as tests
Interview content or types of question that interviewer will asked to the candidates can be divided into situational interview questions, behavioral interview questions, job-related interview questions and stress interview.
Situational interview question means the candidates are interviewed about what the action they would take in a given situation. This type of questions is designed to draw out more of candidates' analytical and problem-solving skills, as well as how they handle problems with short notice and minimal preparation. For example, an interviewer might ask an applicant for a customer service manager position: "How would you handle an angry customer who was promised delivery of the product on a certain date, but because of manufacturing delays, the company was not able to deliver on a timely basis? The customer is demanding some kind of compensation for the unexpected delay." Besides that, the key to preparation and success in situational interviews is simply to review candidates' past work experiences and review the steps candidates took to resolve problems and make corrections. An additional, the advantages of situational interview are getting reliability information about candidates and improving performance at all levels of the organization by selecting the best candidate for the role. The disadvantage of situational interview is more time-consuming in this interview questions.
Behavioral interview questions means the candidates are interviewed how they reacted to actual situation in the past. This type of interview is based on the idea that the best way to predict candidate's future performance is to examine candidate's past and present performance in a similar situation. It is focuses on experiences, behaviors, knowledge, skills and abilities that are job related. For example of behavioral interview question is an interviewer want a candidate to describe a time when he or she were faced with a stressful situation that demonstrated he or she coping skills. Besides that, the advantages and disadvantages of the behavioral interview question are same as situational interview question on the above.
Job-related interview question means that the interviewer asks the candidates about relevant pass experiences. It is focusing on relevant past job-related behaviors. The questions that interviewer will ask to the candidates such as "which courses did you like best in business school?" The advantage of this type interview question is the interviewer can draw conclusion about the candidate's ability to handle the job and can select the best candidate. Besides, the disadvantage is more time is consumed during the interviewer asking the questions.
Lastly, the stress interview is one where an uncomfortable situation is deliberately created to test how the candidate reacts under pressure. The aim is supposedly to spot sensitive candidates and those with low or high stress tolerance. Example for this interview is the interviewer challenges candidate's answer by disagreeing with him or her. Under normal circumstances, if the candidate response with a reasonable explanation, then the interviewer will pursue another topic. On the other hand, if the candidate reacts explosively with anger and disbelief, the interviewer will deduce the person has a low tolerance for stress. The advantage for stress interview is it can help the interviewer to analysis out ability of the candidates to handle the stress.
Ways Administering the Interview
Employers also administer interview in various ways, which are unstructured sequential interview, structured sequential interview, panel interview, phone interviews, video or web-assisted interviews and computerized interviews.
Unstructured sequential interviews are not specifically formatted. The interviewers generally ask the candidates questions as they come on mind. The candidates are encouraged to express himself or herself on any topic of his or her interest, expectations, background and so on. Besides that, the interviewer will look for candidate's trait of character and nature of his or her strength or weaknesses and potential. The advantage for this type interview is will help interviewer in assessing the clarity of thoughts of the candidate, whereas the disadvantage is the information about candidate is less reliability.
However, structured sequential interview means an interview in which the candidate is interviewed sequentially by several persons and each interview rates the candidate on a standard form which using standardized questions, such as an interviewers ask the candidate to describe a situation in which he or she attempts to communicate with someone were ineffective. The advantages of structured sequential interview are more reliable and valid as all candidates are asked the same questions and also enhance consistency across candidates. Besides, the disadvantages for this type interview is can make it difficult for interviewer to examine complex issues and opinions and more time consuming during interview.
The panel interview is an interview conducted by a group of people, not just by a single interviewer. The interviewer can be the supervisors, HR representative and some other team members. Generally, candidates will be asked the same questions so that their answers can be compared. Besides that, the advantages panel interviews are the information is more reliable, interviewer can make their decisions on the same sample of behavior and less time-consuming. However, the disadvantages are the interview can be more stressful since several interviewers are involved and the interview questions may be more rapidly paced.
Phone interview is an interview for employment conducted on the phone when it is not convenient to meet in person. These can actually be more accurate than face-to-face interview for judging application intelligence and interpersonal skills. Besides that, the advantages of this type interview are less time and cost consuming, interviewer can test the application verbal communication skills and also test ability to cope with the unexpected. The disadvantage is non-verbal cues or body language cannot be read by using this type of interview.
Video or web-assisted interview means the firms use the web to do selection interview. The disadvantages are Web-assisted interviews do reduce travel and recruiting expenses and make thing easier for candidates. However, the disadvantages are it can be difficult to limit the amount of applicants and wasting valuable time through applications which not qualified for the position.
Lastly, computerized interview is one which a job candidate's oral or computerized replies are obtained in response to computerized oral, visual, or written question or situations. Generally, the computerized interview presents the candidate with a series of question regarding his or her background, experience, educations, skills and work attitudes in a multiple -choice format. The candidate has to respond to the questions on the screen by pressing a key. Besides that, the advantage of computerized interview is less time and cost consuming. The disadvantage is the information of the candidate is not reliability.
Research on Similarities and Differences of Interview Session in Western Country and Eastern Country
As a matter of fact, there might be different factors which define the interview usefulness among different countries all around the world. This is due to different cultures and behaviors of the people. Some of the countries might centralize the importance of first impression of interviewees' physical appearances while others might centralize the importance of interviewees' aptitude and attitude towards the job they applied. In this section, two main developed countries will be discussed, that are the western countries of Australia and USA, and eastern country of Japan.
Based on studies, these first impressions are mostly impossible to be reversed or undone, making first encounters to be extremely vital for them to set the tone for the all the relationships that follows. For instance, interviewees must be punctual, gain self-awareness, self-confidence, courteous and be attentive during the interview. Besides that, appropriate dressing and grooming such as a clean and tidy appearance will help in making a good first impression besides allowing candidates to feel more calm and confident.
First of all, western country for example, Australia focuses on first impression of interviewees before interview session begins. First impression of the interviewees includes their physical appearances and their manners portrayed before, during and after the interview session. As for the Australians, dress code is the very basic aspect that should be taken notice on. For instance, male interviewees are often required to dress up neatly and professionally with black or navy suit, white, long-sleeved shirts with suitable color of ties which will enhance their looks. As for female interviewees, appropriate dresses or blouses and skirts are normally chosen to be worn.
Moreover, there are some common methods for the interviewees to express their manner towards the interviewers as well as the interview session itself. Those methods are known as nonverbal behaviors. Indeed, the interviewee's nonverbal behavior eventually influences the rate of interview itself. In interview session, there are mainly two groups of candidates which are the group with less eye contact and low level of energy, as well as the group with more eye contact and high level of energy. According to research, the second group of candidates will normally be called for the second interview as normally shows their confidences and participations in interviews and such attracts the interest of interviewers.
There are a few examples of nonverbal behaviors that are applied by Australians throughout interview sessions. In Australia, it is found that the panel job interviews with two or three people are often being practiced. Firstly, an interviewee should have a firm hand-shake with everyone present in the interview room before the interview session starts and before he or she leaves the room. Secondly, interviewee has to maintain eye contact while talking to the interviewers as such shows respect to them. Next, interviewee should never sit down until the interviewers invite them. It will be very disgrace and impolite for them to sit down before the interviewers.
These are almost similar to US Americans on how the interviewers evaluate the interviewees. As a norm to them, they prefer informality whereby the first-name basis with others is practiced among themselves. In their perspectives, they feel such way makes the environment friendly and less tense up. Unlike eastern countries such as Japan and Malaysia, addressing last name is preferable as such shows more respect to the other parties. For instance, bow while greeting has become a norm in Japan. In their opinion, the lower they bow, the more respect they show. In US culture, time is gold and thus they are very particular with punctuality. Therefore, being punctual is the first criteria for the interviewees to follow and this will enhance their first impressions.
In addition, gender roles perspectives in interview sessions differ between the western countries and eastern countries. In eastern countries, biases in the aspect of gender often found within a portion of interviewers. They think that men are more qualified to get the job vacancy than women, even though both are having the same level of academic qualification. Even women possess the same level of position as the men, they still get a lower income and lesser career-related opportunities such as opportunities of career-progressing transfer. Conversely, in the western countries, a higher position of job or qualifications will have more power in the organizations. Due to the diversification of interviewees, interviewers should always be neutral, fair and just to them throughout the interview session.
Apart from those, the level of how the interviewees show their interests to the interview as well as to the job applied affects the outcomes of the interview, whether or not they are being offered to that particular job. In other words, being punctual to the interview is one of the basic ways for interviewees to express their interests towards the job applied. Hence, it is advisable for every interviewee to reach the interview destination at least half an hour prior to their interview sessions. For instance, in Japan, the employers prefer the interviewees to arrive much earlier and such can definitely enhance their impressions to the employers.
Furthermore, in Japan, the employers would also like to know the interviewee's family backgrounds especially his or her parents. Normally, they would like to know whether or not the interviewee's parents have succeeded in society such as positive behavior in workplace. This is because they believe that the good behavior might be passed down to the interviewee from his or her parents. Moreover, having a good lifestyle will be another advantage for the interviewee to be more likely employed in the company.
In conclusion, no matter it is a western country or an eastern country, most companies apply the similar factors that affects the usefulness of interview. Nevertheless, there are still a small portion of people who are not hired. This might be due to poor personal appearance, overbearing attitude, lack of confidence, maturity and knowledge to the job applied, and most of them emphasize too much on the salary. These factors will absolutely decrease the impression to the interviewers. In short, each and every interviewee should be prepared physically, mentally and psychologically before the interview session.
Example of company in Malaysia
There are several examples of company in Malaysia using different types of interview method such as partner interview, competency based interview, selection interview, and technical interview.
Partner interview focus on more discussion than formal competency based interview .Normally, senior manager would ask the candidates to describe how they will act if given a particular situation. For instance, a question from PricewaterhouseCoopers Company in Malaysia (PwC) for the candidates, asking that if you were senior partner at PwC, what would keep you up at night? Besides that, partner interview also focuses on commitment to career and commercial awareness competencies in PwC. Commitment to career is a capability should enable candidates to illustrate in job interviews. Interviewers will always try to investigate how much the candidates know about their organization. For example, the position they apply for, the industry they will work in and what they will be doing if they are employed. Hence, commitment to a career is a highly valued capability to employers because they can determine whether a candidate is a good investment. Furthermore, commercial awareness is the competency to observe the scenario from a commercial or business perspective. It follows what makes a business successful by the purchasing and trading of goods and services and the factors that affect success.
In addition, the interview in PwC will also have a competency based interview conducted by their Manager from the line or service Senior Manager to which candidates had applied. It is given approximately 45 minutes to conduct the interview. It will focus mainly on candidates' resumes and previous experiences. Candidates will be evaluated on core competencies. PwC have judged are vital to all employees to possess. These are commitment to career, commercial awareness, teamwork, motivation, initiative, flexibility and communicating with impact. Interview questions that will be provided for graduate candidates at PwC, just like the others of the Big 4 Company, are standardized. They normally will be asked some interview questions like, "What are your development areas?", "What do you think is your strengths?", "What is the reason that make you want to leave your present job?" and many more.
Candidates should withstand PwC's Global Core competencies in mind during their interviews as what they will be tested on. At interview, they are expected to be able to give examples on how they show these efficiencies in the previous organization. Moreover, they will be supposed to give responses according to the experiences within university years such as work, education and extracurricular. Generally, PwC interview will more on flowing conversation between candidates and interviewer. Although the interview will be competency based, however, the examples graduate candidates are asked by manager may be related to their resumes or general discussion about their accomplishment. However, speaking in English fluently also makes the candidates easy to communicate with the interviewers to deliver their messages efficiently.
The other example of company in Malaysia is Bank Negara Malaysia (BNM) shows a procedure of hiring and recruiting for public view, which is known as selection interview. The hiring process and procedures will be available for applicants in BNM's official website. While, there is no apparent evidence that states the steps are properly adhered and executed, demonstrating like the right choice for employer in a sequence of work passes from initiation to completion, and delivers the right message to the candidates that the company conducts the hiring process seriously. The BNM is looking for the employees that possess the ability of passionate, high achievers, k-workers like those who have the knowledge and creativity to face challenges and team spirit.
The above illustration shows the interview and recruitment process. Normally, for those who applying for a position in Bank Negara, they will experience a few recruitment processes, which are divided into 3 sections. Firstly, the Filtering or the Preliminary step will be involved more on resume screening, which screening is made on the candidate's working experience, academic qualification and professional requirements. Candidates may be called up for the first round interview. Next, for the professional positions, as prior condition, candidates are required to achieve 3.0 CGPA, which mean 2nd Class Upper or equivalent, in the tertiary education, as well as scoring a Credit in Bahasa Malaysia and English in SPM. Once the candidates pass the initial screening, they will call up for the next screening process, which implicates paper assessment, and as well as a behavioral interview. Behavioral based interview is more likely assessed in the personality, character and communication skill rather than their technical skills. Finally, for those candidates who pass the interview and assessment will be hired by Senior Manager and get confirmation from the management department, Human Resource and the hiring division. Therefore, an offer will be prolonged and the offer letter will be sent to the succeeded candidates.
KPMG in Malaysia also conducts technical interview in their firm. This is a kind of interview that representively significant questions to the role candidates have applied for, brain teaser or numerical reasoning questions, or both. Technical interviews are commonly used to assess candidates for specialist graduate job positions. For example, jobs in Information Technology, Engineering and Science rather than common graduate schemes. Candidates should have the computerized skills; demonstrate personal skills, ability to face the stress in order to achieve the organizational goal. Besides that, communication skill is important when they are requested to present their proposal during the interview.
For example, in the KPMG accounting firm, candidates will be asked in detail about the technologies that were applied on the project and the processes employed .Candidates are required to explain their role was to ensure the system work smoothly. Furthermore, if candidates managed a team then they will be asked about their management style and how they ensured their team worked effectively and the progress they had made. Sometimes candidates may be asked about specific investment products that they have worked with, if it is on their resumes, they can use these ideas in the position that they are applying for.
Interview is the most common method for a company to gather job analysis data. It provides those realistic information about what actually job incumbents do. Most of the company managers use these method for developing job description as well as job specification. An interview is a conversation between two or more people where questions are asked by the interviewer to obtain more information from the candidate through oral responses to oral inquires.
There are several kinds of interviews that apply in the work setting of an organization. For instant, there are appraisal interview, exit interview and selection interview. There are also three types of selection interview structure such as unstructured interviews, semi-structured interviews and structured interviews.
Selection interview have pros and cons. In the pros view, we can determine whether the candidate has the requisition necessary for the job a not, interviewer can obtain supplementary information, and etc. For the cons view, a subjective evaluations can be made in which decision tend to be made within the first few minutes of the interview and the remainder of the interview used to validate or justify the original judgement, and etc.
Interviewer can classify interviews based on the content or types of questions to ask the candidates. There are situational interview questions where the candidate being interviewed to describe about the action they will take in a given situation. Another type would be the behavioral interview where interviewer asks the candidate to describe how the candidate reacted to actual situations in the past. There are also job-related interview questions where the interviewer asks the candidates about questions that are related to job that focus on relevant past job-related behaviours. Besides, there are also stress interview which an uncomfortable situation is deliberately created during the interview in order to test how the candidate is going to react under pressure. The aim is supposedly to spot sensitive candidates and the degree of stress tolerance of candidates.
Every company have different ways administering the interview of their company such as using unstructured sequential interviews which interviewers ask the candidates questions as they come on mind, using structure sequential interview which the candidate is interviewed sequentially by several persons and each interview rates the candidate on a standard form, using the panel interview where interview conducted by a group of people and not just by a single interviewer, using phone interview where interview for employment is conducted on the phone when it is not convenient to meet in person, using video or web-assisted interview which the firms use the web to do selection interview, and using computerized interview.
There are similarities and differences among countries all over the world in assessing the interviewees. In Australia, the interviewers emphasize the first impression that the interviewees portray before the interview session begins, during the interview and after the interview session ends. The first impression includes both the physical appearances and non-verbal behaviours of the interviewees. The interviewees are expected to dress neatly and properly when attending an interview. Interviewees are also advised to have more eye contact and show high level of energy in an interview session as this may help them to succeed in the first interview. The non-verbal behaviours that interviewees in Australia show are shaking hands with everybody in the interview room before interview begins and before the interviewees leave the room, maintaining eye contact with interviewers while talking and sitting down only after the interviewers invite them to do so. These non-verbal behaviours are almost same as Americans. People, in western countries such as America, prefer addressing people with first name while people in eastern countries such as Japan and Malaysia prefer last name basis in greeting. Punctuality is important in interview as it show that the interviewees are interested in the job that they applied. Biases in the aspect of gender in found in a portion of interviews in eastern countries. In western countries, people emphasize on the higher position of job and qualifications. However, most countries apply similar factors when assessing the interviewees.
In Malaysia, PricewaterhouseCoopers Company apply partner interview and competency based interview in interview session. Partner interview focus more on discussion, commitment to career and commercial awareness competencies. Competency based interview emphasize the candidates' resumes and previous experiences. Candidates will be evaluated on their core competencies. Candidates may respond to interview by relating the answers to their previous experiences. The type of interview that Bank Negara Malaysia applied is selection interview. Interviewees have to undergo a few recruitment processes. The preliminary step is resume screening. After this, candidates may be called up for first interview. After candidates pass initial screening, they will be called up for paper assessment and behavioral interview session. Finally, those candidates who pass the interview and assessment will be hired and get confirmation. KPMG conducts technical interview, which is used to assess candidates for specialist graduate job positions. Candidates will be asked about the technologies applied and process employed.
Although there are several types of interview that companies can apply, an effective interview is the most important aspect for the companies to hire the best candidate that are applying for the job. The interviewers are expected to prepare for the interview, formulate questions to ask the interviewees, conduct the interview and match the candidates to the job that suits them. The interviewers should make sure that the candidates know the requirements of the vacancy such as job description, experiences and skills that are required. The candidates' details and application data are read and any questions or clarifications concerning the details are prepared before conducting the interview. Questions relating to the skills, experiences, and knowledge should be asked too. Interviewees should also be prepared for the interview, uncover the interviewers' needs and relate the answers to their needs, make good impression by arriving on time and dress neatly, think before answering and ask questions relating to the organization or job.