Interview is necessary for measuring factors that can be observed directly. The interviewer evidently can see surface characteristics such as physical appearance, poise and mannerisms; hear language, verbal influence, and talkativeness; feel the impact of the candidate’s personality and sense of quick wit; know whether he likes him; get the details on the applicant’s education and experience; and ask questions to test the candidate’s knowledge.

Interviewer must be aware of the fact that there are some factors which are generally less apparent and must be sought for- factors brought into play by such questions as ‘why is the applicant interested in our company, and in what kind of job? The interviewer has to consider the truth of the answer. A written statement for such answers may give satisfactory results as a verbal answer to the same questions. However, there must be method to assess such answers and are assigned certain weightage.

Perhaps most dangerous- but most important- of the investigation covers deep personal characteristics (as distinguished from the surface characteristics.) These are dependability initiative, stability, skill in dealing with people courage, perseverance, work habits and judgment as well as other factors specific to particular positions, such as the ability to supervise. At this point, the interviewer, in addition to worrying about getting g truthful answers, must make extensive future, to relate information from one situation to another; to sum up the applicant’s strengths and weaknesses, and to integrate personal characteristics with information on age, health education, experience, and intelligence.

One of the frequent errors interviewer tend to commit is that applicant are frequently selected because they are outstanding in one factor (viz. Appearance in the case if salesman). To overcome this error the interviewer should determine only whether the man meets minimum standards, while other factors (viz. Motivation) for which the level of characteristics should also be determined, and are treated on the basis of minimum standards alone.

Factors that can be measured

The following list shows which factors, according to one survey, can be measured well in the interview.

• Appearance; language facility; self reliance; wants or needs of the
Applicant
• Ability to express oneself verbally; motivation; quantity and quality of previous experience; job knowledge.
• Likeability; attitude of the applicant towards the company’s kind of work; outside interests and hobbies; forcefulness; brightness in conversation; some disagreeable mannerisms.
• Ability to get along with people
• Interests; command of language, certain aspects of personality; warmth of personal approach; depth of purpose.
• Poise; perceptiveness, cultural level; personal desires of choice of company or occupational specialty; skill with words organisation and presentation of ideas.
• External portraits of the person
• Attitude; personality(modesty, cockiness, surface characteristics, individuality); carefulness in filling out application; resourcefulness
• (especially in filling out application); grammar; dictation; ability to make small decisions; speed of understanding alertness; nervousness.
• Manner, certain aspects of personality; mental alertness; maladjustments or neuroses; self confidence; coherence.
• Career objectives; personality; personal habits; decorum.
• Sincerity; accuracy of data in files and reports; personal interests such as geographical preference; job preference; availability; salary requirements.
• Certain social skills; interest in company and position.
• Stability; leadership; loyalty; domestic situation.
• Ability to talk and think under pressure, personal likes and dislikes.
• Goals of individual
• Attitude towards self society
• Impact of personality on first appearance
• Relationship with superiors
• Manners and mannerisms
• Aggressiveness, acuteness, sociability, verbal communication skills, ability to express self; talkativeness.
• General physical requirements enthusiasm

Factors that can be measured poorly

The following list shows which factors according to a survey are rather difficult to measure or are measured poorly.

• Level of intelligence; ability to work with others; ability to apply oneself; ability to learn; acceptance of responsibility.
• Ability to adapt education, training and experience to organization’s environment; ability to plan and organize.
• Dependability ; loyalty
• Ability to function under pressure perseverance; business acumen; work ability; effects of anxiety.
• Aptitude
• Honesty; decisiveness; determination; ability to see through a job completion.
• Work habits; creativity; attitude
• Integrity; ability to make decision; leadership capacity; enthusiasm.
• Ability to get along people.
• Motivation; work record; relationship with former employers; character
• Efficiency on job; ability to get things done; steadiness; reliability; sobriety.
• Deep seated neuroses; conscientiousness , originality
• Initiative and aggressiveness; drive
• Applicant’s job interest; attention
• Judgment; energy; temperature
• Creative thinking
• Likelihood that applicant will or will not ‘fit in’ capacity to advance in organisation; ability to carry responsibility
• Willingness to work
• Skills such as numerical ability; verbal understanding’ writing ability; personality quirks which can easily be hidden during interview
• Ability to perform in a group or team
• Actual scope of authority and responsibility in previous jobs;
• Interests for the future (which may change after being hired)
• Potentiality
• Technical competence (where required) dependability; persistence
• Adaptability; supervisory skills
• Probable reaction to supervision.
• Length of time applicant will stay with company

Factors Given Greater Weightage

According to a survey, interviewers give personal characteristics and experience the greatest weight in the interview. The facts given greater weightage are:

• Stability; needs or wants of the applicant ; ability to perform
• Length of service with other companies; reasons for seeking employment
• Probability that candidate will fit into the organisation
• Attitude; maturity(not necessarily age)
• Motivation; alertness
• Past Performance
• Attitude towards organization’s kind of work; absence of disagreeable mannerisms; attitude towards previous employers and kinds of work
• Interest in the type of work of the organisation (where applied) and reasons.
• Maturity and social adjustments
• Explanation of previous education or experience; reaction to former employer and fellow employers; applicant’s long range goals.