أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
Some of pros/cons are as follows:
Advantages : Flexibility of questioning , Long questionnaires possible, Can help explain questions, Can use visuals.
Disadvantages: High cost, Interviewer bias possible, Time requirements are high
This type is the most common is a personal interview face-to-face with one of the members of the company made to work in them. This person can be a director of the company (but this depends on the size of the company) or the Director of the section that made him or the Director of the Working Group or the human resources manager. Personal interview with the Director of Human Resources is often a way to get closely acquainted with the candidates for the job or with the successful candidates who gave them a personal invitation to attend a second interview with a team that will work with the members.Make sure you are fully prepared for the personal interview (readiness details will be mentioned later) rebounded stylish clothes and wander your opinion a lot to learn about the attendees. Make sure you know the person who will be a personal interview with you, and function of the company (if you were not you know you can make a phone call with the human resources department or with the person who contact you at the beginning of your invitation to attend a personal interview is the one who can give you this information). Be calm and ready for a personal interview and to discuss a wealthy cultural possibly run by the person concerned. Easy to create intimacy relationship and harmony with the person conducting the interview in this kind of personal interviews
If we take into the consideration of the current technology, the cons - Costly and time consuming event of having physical face to face intervew compared to VC interview. Otherwise Pros is by all means.
Thanks
I support you answer dear Mr. Mohammad
Basm allah alrahman alrahim
If you know there will be no cons
If you don't know there will be no pros
agree with ur answer sir .
Thank you for the invitation. I agree with Mr. Ashraf's asnwer.
The three most crucial aspects include: the cost of the selected data collection method; the accuracy of data collected; and the efficiency of data collection
Thanks for invitation
I am agree with your answer my colleague’s Mr Mohammed Ashraf you gives us good answers
I actually did a small research publication on this very subject. I'll offer a brief answer to this question in lieu of my 25 page research. :-)
Often, in face-to-face interviews, it can leave room for bias and prejudice...and eventually discrimination. While someone may sound competent and experienced over the phone to the hiring manager, that same person could walk in for the interview and get denied the job simply based on their appearance. I am not one to discriminate against a candidate based upon their appearance or their religion or ethnicity, but more often than I would like to admit, a lot of employers do discriminate. Gender, age, ethnicity, religion, and race discrimination are all very obvious ways that employers discriminate against candidates for a job. What face-to-face interviews offer in cons, the pros exist as well. The pros of face-to-face interviews is the hiring manager has the opportunity and the ability to read the facial expressions of the person they are interviewing. It offers a bit of insight as to who that person is. It also allows for a few questions to be answered: Is this candidate telling the truth? Are they confident in their abilities?
Facial expressions cannot be read through a phone interview, which is why face-to-face interviews are the go-to interviews for employers. I, on the other hand, prefer phone interviews because I have grown accustomed to closely monitoring changes in people's voices. I can tell whether they are lying, telling the truth, or are confident in their experiences and competencies. I feel that face-to-face interviews can only be fully objective with a panel. When there are more individuals conducting the interview, there is a higher chance of having better insight as to whether or not the candidate is good for the company. There are varying opinions, and that is more necessary than most companies realize.
Thanks for invitation,
Agreed with answers..
