Question

Question 3
3.1 Interviewing is part of a process and successful interviews are a
result of a certain procedure. Discuss this procedure. (14)
3.1.1 Define a favourable finding. (3)
3.1.2 Define an unfavourable finding (3)
[20]
Question 4
4.1 The report should give an overall opinion and report findings in detail
Discuss the conclusions to which the auditor can come regarding the
performance of the unit manager. (8)
4.2 Discuss internal auditor's objectives with recording information (12)
[20]

Answer 1

Answer 3.1:

The interview process is a multi-stage process for hiring new employees. The interview process typically includes the following steps: writing a job description, posting a job, scheduling interviews, conducting preliminary interviews, conducting in-person interviews, following up with candidates and making a hire.The time allocated to the interview is necessarily limited.

an effective interview is one that optimizes the perceived communication objectives of the individuals involved, with time as the principal constraint and successful interviews are a result of a certain procedure, which are described below-

1.Have a clear picture of your ideal candidate

Before you start interviewing, you need to have a clear picture of your ideal candidate. This is why you need to create your candidate persona. Have a clear idea of this person’s characteristics, skills, knowledge and experience, as well as motivation and interests.

2. Prepare your questions

Before you meet candidates face-to-face, you need to figure out exactly what you’re looking for in a new hire so that you’re asking the right questions during the interview.

3. Reduce stress

Candidates find job interviews stressful because of the many unknowns. What will my interviewer be like? What kinds of questions will he ask? How can I squeeze this meeting into my workday? And of course: What should I wear?

Your goal is to “make them comfortable” so that you have a productive, professional conversation.

4. Develop a rating system

Develop a rating system with precise criteria for each and every one of your selected job interview questions. This is extremely important! Many recruiters skip this part, but that is a big mistake. Without it, you won’t be able to assess your candidates’ answers in an objective and transparent way.

5.Create an interview timeline

Outline the course of your interview. Will you start with a warm welcome and informal chat? Or you plan to conduct a more formal introduction? You should walk in every interview knowing exactly which questions you will ask, in what order and how long each should take to answer.

6. Involve (only a few) others

When making any big decision, it’s important to seek counsel from others so invite a few trusted colleagues to help you interview.It is recommended to have three people interview the candidate: “the boss, the boss’ boss, and a senior HR person or recruiter.”

7.  Research job candidates

Make sure you have thoroughly researched every candidate that comes in for an interview. Go through every line of their resume and cover letter. Carefully study their portfolio, work samples and/or assignment. Make notes if you want to address some interesting points during the interview.

8.Prepare your pitch

Make sure you have prepared a compelling pitch for selling your employer brand and your company’s culture, perks and benefits.

9.Schedule the interview

Good interviewers always schedule the interview on time! The best practice is to send 3 emails to candidates. First, send a customized interview invitation email which includes a few different day and time options, location, interview type and an approximate duration of the interview. After you receive your candidates’ response, send the interview confirmation email.

10.Give a warm welcome

A good interviewer sets the stage for a successful interview by giving a warm welcome to your candidates. Make sure that your body language is positive, that you have a firm handshake and a big welcoming smile on your face.

11.Make an introduction

Shortly introduce yourself, your company and the position. Don’t assume that candidates know everything about your company and position. A good interviewer makes everything clear by highlighting the most important information.

12. Conduct structured interviews

13.Take notes

Don’t assume that you will remember everything your candidate said - take notes! Don’t use a laptop because it creates a physical barrier between you and the candidate, which is off-putting. Also, don't write on their printed resumes.

14.Watch the body language

Good interviewers pay attention to candidates’ body language. Candidate’s body and face send many different nonverbal cues that can provide extremely useful insights. However, avoid making assumptions unless you’ve studied good practices for reading your candidates’ body language. Keep in mind that your body sends out signals as well!

15.End the interview in the right way

Good interviewers always end the interview in the right way. Leave enough time at the end of the interview and give candidates a chance to ask questions. Describe the next steps and provide an expected timeline. If possible, give your candidates a short office tour to provide them with a glimpse into your company culture.

Answer 3.1.1 : Favourable findings of process of Interview, are-

1. It provides flexibility to the interviewers
2. The interview has a better response rate than mailed questions, and the people who cannot read and write can also answer the questions.
3. The interviewer can judge the non-verbal behavior of the respondent.
4. The interviewer can decide the place for an interview in a private and silent place, unlike the ones conducted through emails which can have a completely different environment.
5. The interviewer can control over the order of the question, as in the questionnaire, and can judge the spontaneity of the respondent as well.

Answer 3.1.2 : Unfavourable findings of process of Interview, are-

1. Conducting interview studies can be very costly as well as very time-consuming.
2. An interview can cause biases. For example, the respondent’s answers can be affected by his reaction to the interviewer’s race, class, age or physical appearance.
3. Interview studies provide less anonymity, which is a big concern for many respondents.
4. There is a lack of accessibility to respondents (unlike conducting mailed questionnaire study) since the respondents can be in around any corner of the world or country.