The term "observational interview" refers to a process of passive employee observation in the workplace wherein their skills and job responsibilities are evaluated to obtain information for the employee's future evaluation and insight.
An observation interview is a type of job interview an employer or recruiter may conduct before hiring a new employee or elevating an existing employee. Additionally, it makes it possible for a manager or hiring manager to monitor and evaluate other employees. To report the candidate's performance to the hiring manager or human resource officer, the interviewer will record the conversation. A few businesses utilize this observation interview to determine which candidates will be qualified for the position, and others use it to determine whether employees are deserving of promotions.
a. Direct observation:
In this fire of interview, the interviewee is aware that the performance is being observed and graded. Direct observations can be of two different kinds:
i. Continuous monitoring:
Continuous observation of the person's actions or body language is necessary.
ii. Time allocation:
It enables a researcher to choose a location and a specific time for observation at random.
b. Unobtrusive observation:
In this form of an interview, the interviewee is unaware that they are being watched and observed during the interview.
Many businesses use these interviews to determine what candidates will bring to the table. Instead of going through several interviews, a candidate demonstrates his/her skills, expertise, and education in a single, quick interview. Companies can determine whether current employees can handle their job responsibilities and whether they would be successful in a supervisory or management role by observing them in action.
The Hawthorne Effect may occur if employees are informed in advance about the interview. They work harder and behave more productively than they would on a typical day because they are aware that others are watching them. Due to the legal difficulties with the interview, an employee may assert that it violates his or her civil liberties and negatively affects their ability to fulfill their duties as a whole.