what is a mock interview?
A mock interview is a staged interview that simulates an actual job interview. It is also referred to as a practice interview, as it enables potential job candidates to practice common interview questions asked in actual interviews.
what’s the purpose of a mock interview?
The purpose of a mock interview is to give interviewees an opportunity to rehearse so they understand how to conduct themselves during an actual interview.
how are mock interviews done?
Here are the steps involved in a typical mock interview:
1. choosing an interviewer
The first step in your mock interview is to choose the right interviewer. It’s easy for job seekers to ask friends or family members to act as interviewers.
For objective and honest feedback, however, candidates should consider a professional with experience conducting mock and real interviews. Many career counsellors and career centres offer mock interview services so job seekers can book an appointment with one of them.
Suppose a candidate is not in a situation where they can participate in a mock interview with a career counsellor, a friend, or a family member. In that case, they can utilise an online program or application that’s designed for this purpose.
2. formulating relevant questions
Job seekers should provide the mock interviewer with information about their general career field or the specific organisation they plan to work for. The career counsellor can then create mock interview questions similar to those the job seeker will eventually encounter in the actual interview.
Mock interviews can be done in person, over the phone, or virtually to suit the interviewee’s needs. Interviewers can decide which interview format to use, including individual, which involves only the mock interviewer and interviewee; group, which involves several interviewees with an interviewer all at once; and panel, which involves several interviewers speaking with one interviewee.
Mock interviews usually last approximately 20 minutes. The interviewer(s) may want to record the mock interview to reflect back on later.
4. reviewing and feedback
Once the mock interview is over, the interviewer and the interviewee may review the audio or video footage to assess the interviewee’s performance. The mock interviewer can then provide feedback for the interviewee’s consideration.
benefits of a mock interview.
Job seekers who take part in mock interviews report the following benefits:
reduced stress and anxiety
According to research, 93% of job seekers have had anxiety related to their interviews. Many interviewees are anxious that they won’t be able to answer tough questions or that they will fall short of the interviewer’s expectations.
One of the benefits of conducting a mock interview is that it makes job seekers ready for the challenge ahead. If an interviewee makes a blunder, they can learn from the mistake without the pressure of putting their potential job at stake.
When candidates are more familiar with the interview process and the common interview questions, they can be more confident and less stressed about the actual interview.
In actual interviews, prospective candidates don’t usually get feedback on their performance. Therefore, candidates don’t learn where they went right or wrong.
Mock interviews with career counsellors can be particularly advantageous because they provide job seekers with feedback that can help them hone their interview skills.
improved interview skills
On top of feedback about the mock interview itself, these practice interviews can also provide valuable advice on matters such as:
- Job interview etiquette
- How to prepare for the actual interview
- How candidates should handle their nerves during an actual interview
- The traits recruiting agents in their field are looking for
This advice can equip an interviewee with relevant interview skills that may help them succeed—not just in the upcoming interview but also in the interviews they may attend in future.
how organisations can use ATS software to schedule job interviews.
Figuring out the exact questions to ask potential candidates is not usually easy for HR managers. Knowing what to look for in a real interview is not easy either. Luckily, there’s a solution.
To streamline their recruitment processes, many organisations are using an applicant tracking system (ATS) to schedule job interviews. This is a helpful program that provides helpful tips, sample interview questions, and an efficient scoring system that rates candidates automatically based on their answers.
Many ATS software solutions are equipped with video interviewing features that make it easy for recruiting professionals to carry out video interviews. Upon the completion of an interview, ATS software provides a reference point for notes about the concluded interview and where the interviewee stands in the recruitment process. An ATS also creates candidate profile databases that enable the recruitment team to see how every interview went and whether to schedule future interviews.
find the right ATS software to streamline your interview process.
With the right ATS software, recruitment professionals can conduct interviews efficiently and identify the right candidates to fill vacant positions at their organisations.
If you’re searching for ATS software to make your interview process smoother, look no further than hireful: industry-leading recruitment software that’s designed to help everyday organisations hire better.
Book a demo to learn more about our ATS software and how it can help your organisation streamline its entire recruitment process.