Job Offer Depends on the interviewer's mood than your talent

| Introduction |  Consultancy charges | They Have Large numbers of Application for the same profile | Operational Managers firing round | Firing in training | Firing in Corporate job after selecting job offer and clearing training program | Objective and Structured Interview Techniques | Structured Interviews and Standardization | Training of Interviewers on Awareness of Bias | More Interviewers and Panel Interviews | Pre-employment assessments and tests | Continuous Feedback and Improvement | Conclusion |

Introduction              

        Hello and welcome my friends to the new tutorial of new article in this article we will discuss about the 5 bullet points why the job offer is depends on a mood of the interviewer than your talent . 

 In this article I will share my core job interview experience that i gave in past 5 years. 
first of all, We understand why the job offer is important  job offer is an legal agreement between employee and the employer that we agreed the terms and policies. 

 Consultancy charges 

Many companies now a days don't go for directly hiring but they sign the contract with consultancies and consultancies bring the candidates in bulk for them but the companies have to pay the high amount to the recruiting firm so this is the main reason companies are rejecting your profile despite of being you have answer all there question in interview still they will see We will get back to you. or will share the feedback.

They Have Large numbers of Application for the same profile

The 2nd major reason for rejecting your profile is because they have large numbers of application for the same role and the company or the management will try to hire low cheap labor force for there requirement. This is another reason they are not selecting you despite of being your interview was good. So the my suggestion to you is create your USP on the job and learn the skills 

Operational Managers firing round :

 If you have cleared all the interview round and your last round is with ops . There are many companies if you have cleared all the round still in ops round or the client round you will be unable to stand far because they fire the candidates for silly silly reasons like you have gap in the career if they will fire you for stability issues .

Firing in training : 

If you think that you have cleared all the interview rounds you got the offer letter . You tell your family , friends and relative that you got the offer letter and now you have a job but your wrong my friend there are many corporate companies who can fire you in training as well if you have not cleared there training program you will lose your job and your 2 months of training period will goes in vain with nothing in your pocket some companies have paid training program. however there will have gap in your career . 

Firing in Corporate job after selecting job offer and clearing training program :

 There are firing going on even if you clear training program . Like a PIP culture that is performance base firing still your not safe in corporate no matters how talented you are , How much hardworks you do . your performance totally depends on your managers feedback . And definetely there will be favorism and politics in corporate jobs . 

Objective and Structured Interview Techniques - 

So that the interview process be as fair and unbiased as possible, as the impact of the mood of an interviewer should be minimized in reaching a final decision. Let's see how structured interview techniques coupled with awareness about biases can solve this problem with Examples and scientific research.

 

Structured Interviews and Standardization

Examples: Anurag- The HR manager of a Amazon designed the process of interviewing in such a manner that different applicants who came to post were all made to face the same questions. This too was rated through a standard rating scale. In this way, the mood swings of the interviewers would have a minimum influence over selection parameters. In addition, the replies of the applicants were rated follows and objectively. 

Scientific research: Journal of Applied Psychology concludes that structured interviews are much more reliable and valid as compared to unstructured interviews. Standardization of questions and standardization of criteria for evaluation reduce biases and mood swings, henceforth doing consistent and merit-based hiring decisions.

 

Training of Interviewers on Awareness of Bias

Examples; Tanya is the top recruiter in Mahindra & Mahindra. He organizes, with his team, an awareness workshop on bias. In this case, there is personal bias and emotion-based recruitment by the recruiters in hiring interviews; hence, it even more affects their judgment and thus increases objectivity and fairness in hiring.

Scientific research: Harvard Business Review research states that Bias-Aware Training for Interviewers will let them become objective in interviewing through their awareness of all sorts of moods and biases. They prepare themselves for an evaluation of the candidate based on his qualifications and performance rather than on his personal feelings.

 

More Interviewers and Panel Interviews

Example: Vidhiti was a hiring manager in wipro ltd., where he used panel interviews with the same candidates. He made sure that different candidates asked one or two questions to several members of the team. This way, different individual biases or moods were able to balance themselves, so there would be totally inclusive assessment of every candidate.

According to Journal of Occupational and Organizational Psychology, cross-use of different interviewers may improve both reliability as well as validity of the interview. Panel interviews would provide a general outlook, therefore reducing the impact of mood or bias of a particular interviewer at the time of taking the final decision.

 

Pre-employment assessments and tests

Example: Shweta, during the hiring process, establishes pre-employment assessments that enable an objective decision over technical and problem-solving skills of applicants. These tests also offer information on the cultural fit of the candidate through data-driven sources, which is beyond the hiring interview process.

Scientific research: Pre-hire testing would make hiring decisions more valid since it includes objective information regarding the potential candidates, as discussed in the International Journal of Selection and Assessment. Structured interviews would complement this assessment while making it more comprehensive and basing less on subjective judgments.

 

Continuous Feedback and Improvement

Example: Tejas is the head of human resources. Tejas started a process of feedback wherein interviewers at regular intervals would discuss their appraisals with others. The process brought in self-insights rather than mistakes. Through the process, the interviewers many times discovered prejudices and fine-tuned methods for appraisals.

 A high rate of giving feedback and self-evaluation can push the level of interview decisions to a considerably much higher level, according to the Journal of Business and Psychology. Reviewing and discussion of the assessment done by other interviewers regarding the interviewing candidates that he had will make interviewers have an idea of where they need improvement. Other interviewers ensure that their decisions are very just and objective.

Conclusion

Finally, natural emotional and biases in humans also constrain one's rationality while decisions are being taken. Still, an usual problem of interviewer's mood in job offers is of a significant issue, and these tools will be helpful in reducing such influence. Structured interview processes; bias awareness training; multiple interviewers will effectively help minimize this problem. Pre-employment assessments and continuous feedback would also help answer this problem.

Such practices would lead toward a genuine procedure in the selection of individuals . In such a way, the companies will benefit with the appropriate deals in consideration of the real talent and qualifications of the candidate rather than being dependent on the temperaments of interviewers.

These strategies will further strengthen the fairness as well as the accuracy of the hiring decisions. General candidate experience will also be improved because the applicants will be more surely assured of their skills as well as qualifications being justly appraised in the entire hiring process.

In this regard, these best practices can be added to hiring processes within your organization, so talent acquisition results can be much better and the balance of work also much better. Identifying and working towards biases and moods marks the journey toward a fairer hiring process, moving into more objective hiring practices. This way, the companies will go on with developing diverse, talented, and motivated workforces that bring success as well as innovation.