There are multiple purposes of an interview serving as a crucial component in various academic and job settings. The interview is a structured conversation where the interviewer asks questions and the candidate provides answers. However, the purpose of the interview goes beyond this simplistic definition. Here we highlight in detail the significance and the purpose of the interview.
The most important purpose of an interview is to examine the qualifications of a candidate, whether it is in an academic environment or a job setting. The interview is used to find out if the candidate really possesses the experience and abilities required for the position.
In job interviews, employers verify the claims made by job seekers in their resumes or CVs. They want to ensure that the candidate has the technical skills and experience necessary for the job. For example, a software development position may require specific programming skills or the ability to solve problems. Through interviews, employers can evaluate whether the candidate truly possesses these skills.
In academic interviews, interviewers gauge the candidate's academic prowess, abilities, and passion for the subject matter.
Understanding personality and behavioral traits is another crucial purpose of an interview. These aspects are particularly important because technical skills, education, or degrees alone are often not enough for success in many roles. Employers seek individuals who possess the right personality traits.
These interviews focus on how candidates handle difficult or stressful situations in the past. In behavioral interviews, questions are asked about past challenging situations to understand how candidates handled them and to assess their problem-solving abilities.
During behavioral interviews, personality tests or informal conversations may be included to determine whether a candidate's personality aligns with the organization. For example, a company that values innovation may look for a candidate who possesses traits such as open-mindedness or creativity.
Cultural fit can influence a candidate's satisfaction within an organization. The purpose of evaluating cultural fit is to ensure that the candidate's values and beliefs align with the organization.
Every organization has its own culture and practices. During the interview, interviewers determine whether the candidate can integrate smoothly into the organization's culture. For example, a company with a fast-paced, high-pressure environment may look for individuals who can handle stressful situations easily and are highly motivated.
In academic settings, institutions look for candidates whose research interests and techniques align with their own goals. For instance, a university with a strong focus on arts prioritizes candidates who are creative.
Interviews help decision-makers make informed choices. The information gathered during an interview provides a comprehensive picture of the candidate, enabling better decision-making.
Interviews also facilitate comprehensive analysis between candidates. By asking questions, interviewers can more easily compare candidates. The results of the interview help in deciding the best candidate.
Interviews provide candidates with the opportunity to elaborate on their skills, which may not be possible in written applications. This can be particularly advantageous for individuals whose strengths may not be immediately apparent from their resume.
Another important purpose of the interview is to build a relationship between the interviewer and the candidate. Establishing a relationship can be beneficial for both parties in the long term.