The one-way street:
Conventionally, the word ‘interview’ conjures in one’s mind the belief that the interviewer asks questions, and if the corresponding answers fall in line, a candidate is selected. On the other hand, if the candidate’s answers are way beyond the expected, it implies a goodbye and better luck elsewhere. This makes the interview seem like a one-way street. This view is confirmed by one of the three definitions in the Oxford Learners advanced dictionary, the first of which is ‘…somebody is asked questions to see if they are suitable for a particular job…’. This definition is unquestionably limiting.
Whereas, from our study, we believe that an interview is meant to be an easy two-way flowing street. Hence, let us reshape the conventional concept of the interview being a one-way street and make it adaptable to our new understanding of the term.
What is an interview?
In the first place, let us refer to a ready source such as the internet word finder that gives three definitions for an interview; the first of which we have already dealt with, and the remaining two are ‘A meeting (often a public one) at which a journalist asks somebody questions in order to find out their opinions.’ Finally, the third definition is, ‘a private meeting between people when questions are asked and answered.’
Let us redefine:
Integrating the three above-given definitions helps us conclude thus: ‘an interview is a one-to-one, in other words, a person-to-person, or, a- face-to-face interaction between two or more people representing two sides to determine the suitability of a person, a product, a service or an institution for a common purpose.’
When we expand:
To elaborate on the definition, an interview can take place for a specific reason, when people representing two sides of interest are physically brought together/come together/meet on a certain day, at a specific time at a mutually agreed place to discuss a matter of common interest.
Alternatively, an interview can also happen when people, for a specific reason, representing two sides decide to connect at a specific time through a device such as a telephone or a computer. In the latter case, each can visually ‘see’ and ‘hear’ the other as they discuss the matter on hand.
Zeroing in on purpose:
Furthermore, the objective of each side is to always ascertain the suitability of the other to fulfill an interest. For example, a candidate for a job, or the admission of a student to an educational institution, or an aspirant’s desire for a membership to a prestigious club or association, or in traditional arranged marriages as in India, to determine the compatibility of the bride and groom and the mutual suitability of their respective families.
Additionally, in contemporary times, an interview takes place when an adult introduces a boyfriend or a girlfriend to their respective parents for an unspoken assessment before acceptance. This has become a necessity for mutual peace on both sides.
What do we deduce:
Whatever be the purpose, surely, after an interview, there is an outcome that is either positive or negative. Whereas, both sides, before the interview, are equally desirous that the interaction is smooth and concludes on a positive note of mutual acceptance.
The two sides to a job interview:
On the one side, is the interviewer or interviewers representing the organization. On the other side, are the candidates who believe they have the required criteria to meet the job requirements.
The employer’s objective:
The objective of the employer represented by the interviewer is to identify suitable candidate/candidates who fit the requirements of the job. In some cases, there may be more than one interviewer. For example, in the large corporates such as the IT sector, where recruitments are voluminous, several interviewers are drawn to assess candidates from different angles. Some of them are from specific divisions or teams in the organization where vacancies are required to be filled. In addition, there are those from the Personnel or Human Resources division added to the interviewing panel depending on the need. These experts possess unique skills to assess candidates.
The candidate’s objective:
The basic objective of a candidate is to be gainfully employed after graduation, that being the logical step besides other things. First is the urge to discover whether a certain prospective employer is the one for them. Next, they investigate the work environment. In other words, they probe to find out whether it is free from politicking and discrimination. Third, provision for opportunities to use their natural talent and learned skills to the maximum without wasting time on other skills outside their field of expertise. Further on they explore if the managers and team leaders are of encouraging nature and give credit where due instead of usurping it for themselves. In addition, they inquire if the company offers opportunities to learn through regular training be it inhouse or external. Besides, the prospective appointee also wishes to learn that if they prove their mettle, would their career be fast tracked through promotions and greater responsibilities. All said and done, candidates undoubtedly seek attractive remuneration and alluring bonuses, year after year, with their improved performance and increased responsibilities.
The Aha moments
Both sides have enough on their plates to learn about the other their respective intentions to match with their personal needs.
Both sides do their homework in advance. The employer of a small or medium sized business, examines, evaluates, and shortlists the CV’s either by himself/herself or with a little help from a partner or colleague. Whereas, in a large organization, with a high volume of staff, a dedicated team makes an assessment in advance from the received CV’s and determines the candidates’ eligibility for the interview.
The candidates, particularly the sharp ones like you would have done a great deal of homework as a prerequisite to the submission of a CV.
In any interview, the prospective employer is suitably represented by a panel of interviewers. The panelists seek relevant additional information to determine the candidates’ suitability.
Before the acceptance of a job, candidates too may want first-hand knowledge on key aspects of the post they apply to. Therefore, for both sides, an interview becomes the ideal platform for mutual discovery.
Hence, it is essential that interviewers shelve the traditional view that they alone will do the asking of questions and accept the redefinition that calls for answering of questions raised by prospective candidates without brushing these aside due to of lack of time.
Importantly, all questions from all candidates irrespective of a worthy or unworthy candidate, should be addressed to. A good interviewer will invite more questions from candidates bearing in mind that the answers are always transparent.
Finally, an intelligent interviewer is one who has the talent to evaluate the calibre of a candidate from the nature and the type of questions she/he puts forth.
Interview is a two-way street: Hence, from the points of view of both the prospective employer and a prospective appointee, the concept of ‘interview’ is unquestionably a two-way street, wide enough to accommodate the needs of both sides to seamlessly converge to a unified mission and a larger fulfillment.
Therefore, the third definition of the Oxford dictionary that ‘a private meeting between people when questions are asked and answered’ is closest to the truth in the context of this article. Interview is therefore a two-way street! As a prospective appointee make the best use of asking questions and be aware that it is your right to do so.
Best wishes
Ash Nan
About the Author
As a multifaceted mentor, Certified Life and Career Coach, and Counsellor, Ash Nan serves as a guiding light for individuals of all ages, including children.
With certified expertise in Hypnotherapy, Neuro-Linguistic Programming (NLP), and Emotional & Thought Freedom techniques (EFT/TFT), & soon mastering Counselling, Ash Nan empowers individuals to achieve exceptional success in their personal pursuits.
As a certified Kundalini Yoga Third-Eye Practitioner, he skilfully blends ancient wisdom with modern strategies.
Dedicated to supporting first-time job seekers, Ash created the transformative program "Finishing Touch," which has guided numerous students toward fulfilling careers.
He is also the author of two insightful books, “Mirror your mega success image” and his latest, "Becoming Recruitable."
To learn more about his work, visit:
www.ash-nan.com
and
www.ashnan.cts.com.