Advantage And Limitations Of Interview

Introduction On this paper we are going to discuss the effectiveness of the interview as a method of selection. However we are also going to look at the problems facing the interviews, and also how we can improve them. They are so many types of interviews that the employers can use to interview people, for example screening interviews. These interviews are conducted in person, over the phone, or via video. Another example of an interview is one on one interview which involves face to face talking and also focuses on questions to assess the interviewee skills and knowledge. However there is also another type of an interview which is panel interview. These involve three or more people, or it’s more like group interview were they

While Armstrong (2006) described an interview as a conversation with a purpose. He went ahead and explains it is a conversation because candidates are able to talk freely with their interviewers about themselves, their experience and their careers. We agree on both of them because interview is truly more like obtaining information from the interviewee, and it is involved in a conversation as Amstrong said in 2006. Advantages of interview Through the interview, both parties will have some advantages and they are as follows.

 Interviews allow more focused discussions and follow up questions. Armstrong (2006) stated that interview is a conversation with a purpose. It is conversation because people get to interacting to each other; the interviewees might be talking about their experience, career objectives, their strength and weakness and the interviewers get to know if the competences match the job. However he also stated that interviews also provide a valuable opportunity for an exchange of information, which will enable both parties to make a

Organisations can use psychometric tests, they are designed to asses an individual’s reasoning abilities or to be able to check out their behavioural responses to a variety of situations. By testing a candidate in these areas, you can compare their score and the results can support their decision making process during recruitment. Organisations can also use application forms, whereby the form states the questions related to the requirement of the job i.e. questions on the skills and experiences required for the position. A lot of organisations tend to use application form as a method of selection; however they tend to use the same application form for many different positions rather than creating an application form which questions the skill, competencies and knowledge required for the advertised job. Organisation should always use different types of method of selection because it’s good they will able to obtain a lot of information from the candidate hence they will able to know him or her better. On the other hand they might get information that the organisation will be able to benefit from it and therefore they might