The secrets behind the HR interview - Part I
In most of the High-tech companies, as a part of the selection process, it is acceptable to carry out a number of interviews. Those interviews are one of two kinds: Professional interviews conducted by professional managers, and HR interviews conducted by human resource members. While the Professional interview is structured and it is very clear how to succeed in it- this is due to the fact that it contains a knowledge test and/or logic test which have an unambiguous objective answers- the HR interview is fuzzy and unclear with no correct/wrong answers. For this reason, when we are applying for a job in a high-tech company, it will be useful to know how to be successful in this kind of interviews.
What are the HR interviewers looking for when they are interviewing for a job? (And I should know as a candidate)
Beyond the known elements of impression formation (for more details see: www.prospects.ac.uk/links/Appsbodylang or http://jobsearch.about.com/od/interviewsnetworking/a/interviewimpres.htm), The interviewer is searching for a matching between the characteristics of the candidate and the properties of the organization, and between the personality and the abilities of the candidate and the quality of the designated job. To find out about the personality of the candidate, the interviewer is using the curriculum vitae (C.V) and a different set of questions as a part of a depth interview.
Matching between the candidate and the organization
The interviewer is trying to find out how the candidate will be integrated into the organizational surroundings: the organizational culture, the atmosphere of the appointed team, the character of the supervisor et cetera. For instance, if we are applying for a job in a small startup company, which has frequent changes, we should emphasize the ability to cope with those changes and even to want the challenge and excitement. On the other hand, if we are trying to be accepted into a large established organization, we should emphasize the aspiration for a job security and our ability to cope with the routine. As a candidate you probably don’t know much about these subjects, but try to do your best in achieving this information (for example: via the company web site or via acquaintance who work there). But more than likely, you would have some information and influence on the job characteristics (because it is easy to guess). Thus, the next article will explore the matching between the candidate and the job characteristics.
The writer is an organizational psychologist working at a large selection agency in Israel