Preliminary Interview

Definition

A preliminary interview is an initial screening process used in the employee selection process to evaluate and assess a job applicant's qualifications, skills, and fit for a specific role. It serves as an early step in the hiring process, helping employers determine which candidates to consider further for the position.

5 Must Know Facts For Your Next Test

1. The preliminary interview is typically shorter and more focused than a full-length job interview, often lasting 30 minutes or less.
2. The main purpose of the preliminary interview is to quickly assess an applicant's basic qualifications and determine if they should move forward in the selection process.
3. Preliminary interviews can be conducted in-person, over the phone, or through video conferencing, depending on the employer's preferences and the stage of the hiring process.
4. Employers use preliminary interviews to gauge an applicant's communication skills, problem-solving abilities, and overall fit for the role and company culture.
5. Feedback from the preliminary interview is often used to identify the most promising candidates to invite for a more comprehensive, in-depth job interview.

Review Questions

• Explain the purpose and key objectives of a preliminary interview in the employee selection process.
  • The primary purpose of a preliminary interview is to efficiently screen and evaluate job applicants to determine which candidates have the necessary qualifications and fit for a specific role. Employers use the preliminary interview to quickly assess an applicant's skills, experience, and overall suitability for the position, as well as their communication abilities and alignment with the company culture. The key objectives are to identify the most promising candidates to move forward in the selection process and eliminate those who do not meet the basic requirements for the job.
• Describe the typical format and structure of a preliminary interview, and how it differs from a comprehensive job interview.
  • Preliminary interviews are generally shorter in duration, often lasting 30 minutes or less, and are more focused on assessing an applicant's basic qualifications and fit for the role. They may be conducted in-person, over the phone, or through video conferencing, depending on the employer's preferences and the stage of the hiring process. In contrast, a comprehensive job interview is typically longer, delving deeper into the applicant's skills, experience, and suitability for the position, as well as their fit with the company culture. The preliminary interview serves as an initial screening step, while the comprehensive interview provides a more thorough evaluation of the candidate.
• Analyze the role of the preliminary interview in the overall employee selection process and its impact on the hiring decision.
  • The preliminary interview is a crucial early step in the employee selection process, as it helps employers efficiently identify and evaluate the most qualified candidates to consider for a specific job opening. By conducting these initial screenings, employers can quickly eliminate applicants who do not meet the basic requirements, saving time and resources in the hiring process. The feedback and insights gained from the preliminary interview are then used to determine which candidates to invite for a more comprehensive, in-depth job interview. The preliminary interview, therefore, plays a significant role in shaping the hiring decision, as it helps employers narrow down the pool of applicants and focus their attention on the most promising candidates who are likely to be the best fit for the position and the organization.

Related terms

Job Interview: A formal meeting between an employer and a job applicant to assess the applicant's suitability for a particular position.

Applicant Screening: The process of reviewing and evaluating job applications to identify the most qualified candidates to consider for an open position.

Employee Selection: The process of identifying and hiring the best-qualified candidate for a specific job opening, based on the candidate's skills, experience, and fit with the organization.