Name Professor Module Date Selection Interview Evaluation Selection systems are processes that apply measurement techniques to assess, understand and predict the possession of work related skills, capabilities and characteristics of potential employees. They apply tools meant to assist organizations to achieve the set goals and priorities…
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The paper below discusses the relevance of interview as a form of selection tool in organizational personnel management with reference to Changing Mind’s article on a selection system that works. The discussion will focus on general information and application of the process, factors considered when undertaking it, psychometric properties, advantages, limitations and conclusion. General Information and Applicability Selection interview is a significant selection tool that assesses a candidate’s suitability for a post. It involves a personnel selector interacting with a candidate to determine whether he/she is interested in the stipulated post and is competent for the obligation (Changing Minds 5). An interview describes the job requirements to the candidates. Interviews set expectations on both parties involved in the process and allow discussion on any potential challenges that may arise. This enables the candidates to decide whether they want the obligation or not. According to the article, proper interviewing and conduction of reference checks save an organization the agony of dealing with future consequences related to poor personnel selection. The main objectives of an interview are assessment of candidate’s suitability, providing information on obligation requirement to the candidate and presenting the values of the company to the applicant. Factors Considered During An Interview Process Past Behavior. The candidate’s past behavior enables the interviewer to predict whether the candidate will contribute to the growth of an organization or not. Behavior assessment is significant in ensuring that the candidate measure up to the ethical standards of organization (Changing Minds 10). Past behavior is crucial in positions that require higher authority, for instance, managerial and supervisory positions. This is because behavior affects the decisions made. Some of questions that an interviewer can use to predict interviewee’s past behavior are; if I spoke to your previous boss, which are some of the areas he can recommend improvement? Tell me about your strengths? Describe an experience where you had to deal with a difficult customer or you found the cashier’s safe open with no one else in the office? Past Experience. Candidates with a wide experience on the job will deliver more efficiently compared to inexperienced ones. Hiring experienced candidates saves the organization the training costs as the hired candidates already possess the required skills. Information on past experience helps to signal the possible future performance. This helps the interviewer to decide on the suitability of the post. This measure is applicable in all job positions in most contemporary organizations (Changing Minds 10). Most contemporary organizations bank on the experience factor when selecting new staff. Interviewer’s Intuition. The opinion of the interviewer with reference to the first impression created by the candidate may be used to predict the suitability of the interviewee in relation to job qualification. However, perception should not conclude the candidate’s suitability as the first impression may be deceiving. Accurate results on the candidate’s suitability are portrayed by a combination of the individual traits obtained during the full process (Changing Minds 2). Organizations that the interviewer’s perception to determine the right candidates may experience future challenges
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