Dear Fariha,
The definition of talent is, a person who possesses unusual innate ability in some field or activity. Therefore, to assess a job candidate possesses innate ability or not, companies design various recruitment tests. Those who pass these tests are called for the interview.
The purpose of the job interview is to understand the mindset of the candidate, his/her approach towards his/her career or even life itself or the thinking style. By asking indirect questions and also by making the interview conversational, a seasoned interviewer tries to gauge the psychology of the candidate.
If the interviewer spends the time in assessing whether the candidate has talent or not, then the interviewer may not have time to understand the psychology of the candidate. In that case what if the candidate possesses the talent but may not match with the organisation's culture? Then there could be a mismatch and the price of the wrong selection could be hefty.
Should there be a Focus on Talent or Average+ IQ?: - I have given the definition of talent. Nevertheless, the talented candidates are a few and far between. The inborn qualities cannot be developed even after spending years or decades in a specific industry. Therefore, hunting or spotting for talent requires a company to have a national or international brand image and also robust recruitment practices. However, small and medium enterprises may look for average+ IQ and industry experience. This should suffice their purpose.
Thanks,
Dinesh Divekar
From India, Bangalore
7855The definition of talent is, a person who possesses unusual innate ability in some field or activity. Therefore, to assess a job candidate possesses innate ability or not, companies design various recruitment tests. Those who pass these tests are called for the interview.
The purpose of the job interview is to understand the mindset of the candidate, his/her approach towards his/her career or even life itself or the thinking style. By asking indirect questions and also by making the interview conversational, a seasoned interviewer tries to gauge the psychology of the candidate.
If the interviewer spends the time in assessing whether the candidate has talent or not, then the interviewer may not have time to understand the psychology of the candidate. In that case what if the candidate possesses the talent but may not match with the organisation's culture? Then there could be a mismatch and the price of the wrong selection could be hefty.
Should there be a Focus on Talent or Average+ IQ?: - I have given the definition of talent. Nevertheless, the talented candidates are a few and far between. The inborn qualities cannot be developed even after spending years or decades in a specific industry. Therefore, hunting or spotting for talent requires a company to have a national or international brand image and also robust recruitment practices. However, small and medium enterprises may look for average+ IQ and industry experience. This should suffice their purpose.
Thanks,
Dinesh Divekar
From India, Bangalore
Different interview methods for what exactly?
Members could help you more effectively if you gave us some background information about your organisation, your recruiting process, etc etc.
Who are you interviewing, shop assistants, factory workers, sales staff, rocket scientists or cleaners??? How you interview people depends on WHO you are interviewing and for what position.
Finally, too many organisations get bogged down in fancy interview techniques and methods, not to mention stupid game playing. If your recruitment process stinks, or worse still, is non-existant, there is no interview method that will save you from the disaster and wasted expense of a wrong hire.
From Australia, Melbourne
Members could help you more effectively if you gave us some background information about your organisation, your recruiting process, etc etc.
Who are you interviewing, shop assistants, factory workers, sales staff, rocket scientists or cleaners??? How you interview people depends on WHO you are interviewing and for what position.
Finally, too many organisations get bogged down in fancy interview techniques and methods, not to mention stupid game playing. If your recruitment process stinks, or worse still, is non-existant, there is no interview method that will save you from the disaster and wasted expense of a wrong hire.
From Australia, Melbourne
Hello Fariha,
As mentioned by Aussiejohn, your question seems incomplete.
Anyways, interview methods often vary for different job profiles. But, here are some of the common types of interviews you should know about:
Behavioural interviews: In this interviews, employers try to understand how a candidate has dealt with certain situations in the past.
Case interviews: In this, candidates are usually given a situation and asked for a solution.
Stress interviews: In this type of interview, employers try to check how well a candidate handles stress by asking tricky questions.
Group interviews: In such interviews, multiple candidates are interviewed at the same time.
Panel interviews: In this, many interviewers interview a candidate.
There are more but these are the most common interview methods.
Hope this answer helps you.
From India, Noida
As mentioned by Aussiejohn, your question seems incomplete.
Anyways, interview methods often vary for different job profiles. But, here are some of the common types of interviews you should know about:
Behavioural interviews: In this interviews, employers try to understand how a candidate has dealt with certain situations in the past.
Case interviews: In this, candidates are usually given a situation and asked for a solution.
Stress interviews: In this type of interview, employers try to check how well a candidate handles stress by asking tricky questions.
Group interviews: In such interviews, multiple candidates are interviewed at the same time.
Panel interviews: In this, many interviewers interview a candidate.
There are more but these are the most common interview methods.
Hope this answer helps you.
From India, Noida
Although there are various ways to carry out interviews, there are some core methods that almost all organizations follow. Here are a few strategies you should be aware of when it comes to talent selection:
In-person (Live Interview):
In-person or live interviews are the most common ones. Two or more pairs of recruiters usually interview a candidate. The main focus of conducting a live interview is to see the candidate’s confidence, focus, and communication.
Phone Interview:
Part of a Virtual Interview, the Phone interview is as crucial as an in-person interview. It mainly focuses on verbal communication, etiquette, and manners.
VC or Skype Interview:
During the pandemic era, VC or Skype Interview was at its peak, and now the world has finally adopted them as an official interview method. It helps candidates who live in different cities or overseas. Skype Interview focuses on communication and posture.
Taped Interviews:
Taped interviews are rare, and the chances are you might not have encountered them at all. However, when a company wants to hire five hundred or thousand employees, they conduct taped interviews as it saves time.
It is just a fraction of Interview methods, and it can go on and on. But, these are the most common interview methods. Hope this answer will be helpful.
From India, Noida
In-person (Live Interview):
In-person or live interviews are the most common ones. Two or more pairs of recruiters usually interview a candidate. The main focus of conducting a live interview is to see the candidate’s confidence, focus, and communication.
Phone Interview:
Part of a Virtual Interview, the Phone interview is as crucial as an in-person interview. It mainly focuses on verbal communication, etiquette, and manners.
VC or Skype Interview:
During the pandemic era, VC or Skype Interview was at its peak, and now the world has finally adopted them as an official interview method. It helps candidates who live in different cities or overseas. Skype Interview focuses on communication and posture.
Taped Interviews:
Taped interviews are rare, and the chances are you might not have encountered them at all. However, when a company wants to hire five hundred or thousand employees, they conduct taped interviews as it saves time.
It is just a fraction of Interview methods, and it can go on and on. But, these are the most common interview methods. Hope this answer will be helpful.
From India, Noida
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
5 How to submit the entries for Talent Share 2008.jpg
Using Employer Brand to Attract Talent.ppt
Staff Selection Techniques Handbook.pdf