Interviews

After a short-listing process, interviews are very widely used in the selection process, as demonstrated by our successive surveys of recruitment practices (CIPD, 2021). Selection interviews can be face-to-face, oral, or observational techniques of evaluating an applicant's suitability for a specific position (Opatha, 2009). Interviews vary widely from brief one-to-one meetings to a succession of panel interviews (Leech, C. 2005).

 

As per the CIPD, (2021) latest resourcing and talent planning survey, interviews can be categorized as competency-based interviews and content of CV’s and application forms.

 

Interviews can be two types (Armstrong M. 2014).

·         Structed Interviews– uses set of standard questions that are asked from all the candidates (Opatha, 2009).

·         Unstructured interviews– unstructured interview is an interview that does not have a predetermined set of questions (Opatha, 2009).

 

Further, Opatha, 2009 highlighted below types of interviews as well.

·         Individual interviews

·         Panel interviews

 

Despite their popularity as a selection process, evidence shows that traditional interviews have flaws and can be biased. (CIPD, 2021).

Further, Anderson and Shackleton highlight the frequent flaws of interviews based on a variety of studies (CIPD, 2021).

·         Self-fulfilling prophecy effect - Interviewers may offer questions to corroborate candidates' first impressions, which they may have formed prior to or during the interview.

·         Stereotyping effect - Interviewers frequently believe that certain characteristics are shared by all members of a group. Decisions made on the basis of sex, color, handicap, marital status, or ex-offenders are frequently illegal. The effect, however, happens in all types of social groups.

·         Halo and horns effect - When interviewers rank candidates as 'good' or 'poor' in some areas, they frequently repeat their judgment across the board, resulting in imbalanced conclusions.

·         Contrast effect - Interviewers can allow the experience of interviewing one candidate to affect the way they interview others who are seen later in the selection process.

·         Similar-to-me effect - Interviewers sometimes give preference to candidates they perceive as having a similar background, career history, personality or attitudes to themselves.

·         Personal liking effect - Interviewers may make decisions on the basis of whether they personally like or dislike the candidate.

 

 

 

 

Referencing

Armstrong M. (2014), Armstrong’s Handbook of Human Resources Management Practices, 13th edition, Hong Kong: Jellyfish.

Armstrong M. (2006), Armstrong’s Handbook of Human Resources Management Practices, 10th edition, UK: Cambridge University.

DeCenzo, D. and Robbins, S. (2005), Fundamentals of Human Resource Management (8th edi), USA: Wiley

Greer, C. R. (2001), Strategic Human Resource Management (2nd Edi), USA:Peason

Leech, C. (2005), Positive Recruitment and Retention, Burlington: Elsevier Butterworth-Heinemann

Opatha, H.(2009), Human Resource Management, Sri Lanka: Author

Torrington, D. & Hall, L. & Taylor, S. (2008), HUMAN RESOURCE MANAGEMENT (7th edi), Spain: Pearson

Web article: CIPD, 2021, Selection Methods, Date viewed: 6th May 2022, https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/selection-factsheet#7275

 

Comments

  1. ManjulaMay 13, 2022 at 8:02 PM

    Hi Hasitha . This post ,Interview questions play the major role, two different types of structured interview questions (i.e., experience-based and situational) under tightly controlled conditions. The experience-based interview questions required that how they had handled situations in the past requiring skills and abilities necessary for effective performance on the job.Situational questions,provided interviewees with hypothetical job-relevant situations and asked them how they would respond if they were confronted with these problems. The experience-based interview questions yielded higher levels of validity than the situational questions. (PULAKOS,SCHMITT.1995)

    ReplyDelete
  2. Melanie MalcolmMay 18, 2022 at 8:52 AM

    Hi Hasitha, Did you also know that with some advantages in Panel interviews there are also some disadvantages these interviews can create. It is possible during a panel interview one interviewers feedback or reaction can affect the thinking process of the rest in the panel which can result in a bias situation. This can be easily avoided if each interviewer critically examine the candidate with their own personal thought process (Glassdoor, 2021).

    ReplyDelete
  3. Dileksha Harshani Magedara VithanageMay 19, 2022 at 12:56 AM

    Hi Hasith, The interview is the most familiar method of selection (Amstrong and Taylor, 2014)

    ReplyDelete

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