The purpose of the thesis was to explore the experiences of job applicants during job interviews for Company X. The goal was to point out targets for development of the interview process and to define applicants’ expectations of job interviews. Methods for developing interviewers’ skills were assessed based on the development targets and expectations of applicants, that arose as a result of the study. The need for such a study is rooted in an intensified labor market situation, where competition for skilled and suitable applicants has increased considerably. The modern labor market can be seen as the applicants’ market, and a successful recruitment process and focus on applicants are central competitive factors as applicants choose employers.

The theoretical frame of reference for the thesis was built around experientiality, job interviews as well as interviewers’ competence. In the review of experientiality the main concept was customer experience, through which applicant experience and more precisely interview experience were introduced. The section on job interviews focused on the interview as a tool for personal assessment, as well as interview execution and the applicant-orientation of the situation. Interviewers’ competence was reviewed through general interview competence and through a lens of subjectivity, as experiences are dependent on the individual. The theory also included a section on legal factors regarding interviews.

The thesis combined aspects of qualitative and quantitative studies. The chosen data collection method was an anonymous e-survey conducted in Webropol. The survey was half structured and was carefully planned based on existing theory and in collaboration with the client company. The survey was sent to a total 59 people who all had applied for positions within Company X, in the time between 1.5.2022 – 31.7.2022. The response rate was 32%.

The survey helped to form a guiding overall perspective on interview experiences within Company X. Results showed applicants were mainly pleased with the interviews. Results for the five-tiered Likert-scaled questions were between 3.9 – 4.8. Only one question yielded an average result below a score of 4. The results show that interviewers’ skills should be improved regarding offering sufficient information as well as in the closing stages of the interviews. Applicants’ expectations focused mainly on genuine and personal encounters and informativity.