“Federal Human Resources”: its use according to the type and level of the vacancy

Employment.. 5 types of “job interviews” that determine the most appropriate for “government agencies”

Job interviews aim to collect information about the applicant and his suitability for the job.

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A government guide has identified five approved types of job interviews in ministries and federal government agencies, enabling its users to identify the most appropriate employee and the most worthy to get the job opportunity or the available vacancy, most notably “structured interviews” that give equal opportunities for all candidates to express their experiences, and “behavioral interviews.” , which puts the candidate for the job in front of practical situations that he must interact with to measure his experiences and skills.

In detail, a guideline for the Federal Authority for Governmental Human Resources confirmed that job interviews are used to explore important aspects of employers, which help determine the extent to which candidates match jobs, with the nature of the institution's requirements, explaining that there are five types of job interviews, which institutions can use, according to the nature or type The vacancy, the job level or the time required for the recruitment process.

The guide, which is called the "Guide to Attract and Maintain Employees", indicated that the first type of approved job interviews is "structured (directed") interviews, in which the interviewer asks the same questions to all job applicants, with the possibility of a difference in sub-questions. , based on the job applicant’s answers, but the interviewer completely controls the course of the interview, which allows the same information to be collected from all applicants, and gives equal opportunity to all candidates to express their experiences, and also helps a fair comparison between the abilities and skills of different candidates.

In this type of interview, the interviewer can use different types of questions during the interviews, but he must ask the same questions to all applicants, so it is sometimes called repeated.

According to the guide, the second type of job interview is “unstructured (undirected) interviews”, in which the interviewer conducts a dialogue with the candidate for the job on a specific and specific topic, but without asking any questions, so that the interview depends on the method of open discussion, provided that The interviewer then asks questions based on the answers provided by the candidate.

The guide pointed out that the third type of job interview, called "behavioral interviews", in which the interviewer focuses on how the applicant handles previous practical situations (which include real experiences, not assumptions), and based on the candidate's responses to the job, the interviewer asks specific questions, to determine The candidate possesses the minimum qualifications and behavioral competencies associated with the position.

The government manual stated that the fourth type of interview is “competency-based interviews”, in which the interview official asks questions based on a realistic case related to competence, and the candidate for the job is also asked to explain an example of a case during which he applied that competence.

The "Guide to Attracting and Maintaining Employees" stated that the last approved types of employment interviews are "group interviews", in which one candidate or a group of candidates is interviewed by a group of interviewers at the employer, noting that there are three main ways to conduct a "group interview". The first is what is known as “sequential interviews”, in which the candidate for the job is interviewed by a group of interviewers individually, including a representative of the Human Resources Department. This interview usually begins with a meeting with the direct person responsible for the job, then a meeting with the director of the concerned department, and then the interview is conducted. Interview of the final candidates by the representative of the Human Resources Department, based on the recommendations of the line manager and the concerned department manager.

According to the guide, a mass employment interview can be conducted in the manner of the “interview committee”, which is a committee composed of a group of managers in the employer (the job applicant), including a representative of the Human Resources Department. This committee asks questions to the candidates, each in his field of competence, and a committee may be formed Interviews for each job from those concerned with the vacant job. At the beginning of each year, some entities form a committee of members appointed on the recommendation of the Human Resources Department.

While the last method of group interviews is called “aquarium interviews”, it is a type of interactive interview, where a group of candidates is brought and put into a real practical situation, and the interview officials monitor their behavior and the way they work within the team through a group of interviewers, or they may A candidate is brought in and placed with a group of existing employees of the organization in the working situation.

The guide confirmed that this type of interview helps measure the candidate's analytical capabilities and his ability to work within a team, and helps identify leadership competencies, in addition to the technical and specialized competencies he possesses.

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