If you had a great interview session with your prospective employer and you are very optimistic that the interview was successful with hope to receive an appointment letter or an email for further screening, so you waited so long for the reply, but nothing came up. read on to get insight on the top factors that affect candidates performance during job interviews
THE SELF-PITY SYNDROME THAT AFFECT JOB APPLICANTS
However, you lost confidence in yourself and felt bad about the situation thereby creating an avenue for self-pity and low self-esteem. Probably you not had the thought to forward a follow up letter or further calling through the telephone to request for update on the current status of your previous interviews.
WHAT IS AN INTERVIEW
Interviews are a great and effective way to source out the bests candidates from a list of applications. This has enabled assessments on how well candidates measure up to the job requirements. Interviews are subject to many external and psychological influences which hinders the overall performance of candidates. Interviewers are prone to these influences.
FACTOR TO CONSIDER DURING AN INTERVIEW
- Halo Effect
- Order Effect
- Early judgement/impressions
- Rating tendencies
- Inadvertently influencing the candidates response
EXPLANATIONS ON THE FACTORS THAT AFFECT CANDIDATES PERFORMANCE DURING JOB INTERVIEWS:
- The Halo Effect: This happens when an interviewer form a global, positive impression of a candidate based on characteristic or other information that biases the interviewer’s assessment of the candidate’s qualification.
- Stereotyping: stereotyping is a generalization base on personal or physical characteristics that have nothing to do with the factor being assessed. It affects a candidate rating if it elicits a negative or positive reaction in the interviewer.
- Order Effect: the order in which candidates are interviewed can result in inaccurate ratings. A good candidate who is interviewed after an outstanding candidate may be given a lower evaluation that is merited because of the overshadowing effect of the superior candidate.
- Early judgement/impressions: interviewers should avoid making snap or early judgments based on factors not related to the position such as appearance, voice or handshake.
- Rating tendencies: leniency and strictness errors occur when interviewers gravitate to either extreme on the rating scale and are consistently too generous or too rigid in their scoring. Errors also occur when interviewers rate all candidates as average.
- Inadvertently influencing the candidates’ response: the more you talk, the more you influence a candidate’s response. In the beginning and middle phases, say as little as possible about the position and get back to the questioning and listening.
After going through this article you now understand why interview sessions are successful from the candidate’s perspective but no complementing results to show for it.