Telephone-Administered Behavior-Based Interview Essay

The article, “A review of a telephone-administered behavior-based interview technique”, by Oliphant, G. C., Hansen, K., & Oliphant, B. J seeks to give a better understanding of why employment interviews are widely used in the hiring process of many businesses. The problem being addressed is whether or not the interviews are relevant and predictive when evaluating potential employees. According to, (Oliphant, Hansen, Oliphant, 2008) interviewing represents the most popular employee selection method among practitioners. The authors conducted this study to show how the job interview is still the best way to acquire and potentially keep employees. Through research the authors seek to show both future employees and employers the importance of getting the interview process right.

I tend to agree that interviewing candidates for employment is the best way to evaluate possible performance once hired. Interviews can be over the phone, face-to-face, or within a group setting with other potential employees. All of these techniques provide their own special advantages and disadvantages. Employers normally possess a list of specific questions to ask candidates and their responses are recorded and later reviewed. The idea is to capture whether or not a candidate is the right fit for the job their being

The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit (Laws Enforced by EEOC, 2017). These laws protect people from businesses turning them away for any or no reason at all. For example, veterans with disabilities are covered because of injuries they can easily be discriminated against. There are more specific laws for those with disabilities but the equal employment laws apply