The Effectiveness of Selection Interviews

The Effectiveness of Selection Interviews

Evaluate the relative effectiveness of selection interviews as an

indicator of likely candidate suitability in the case of a selected

business, making recommendations for improvements in procedure.

D1

The interview is the final stage of the Recruitment and Selection

process. Candidates can be classified as the applicants for a vacancy

that they have seen advertised. The chosen business for this question

is M&S. It is here at this stage, the M&S employee (who is the

candidate) and the employer are generally in the meeting situation. An

interview is a form of test or assessment. However, it is also

clarified as a formal discussion, especially one in which an employee

assess, n applicant for a job.

Interviews are always conducted and arranged for all sorts of other

jobs, particularly retailing jobs such as M&S.At times the employer

has the process of going through letters, CVs, application forms, and

examination of references, which will mean that only a few number of

applicants are more unlikely to be interviewed for the job. This is

because interviews take up time of senior managers who have to carry

them out, and this will be also costly for the business. Apart firm

this, there are however good and bad statements to be made on

selection interviews. Depending on the attitudes and relationships

between the interviewee and the interviewer, there can be good and bad

turnouts that could effect M&S.

The process of selection interviewing

Almost every employer includes a face-to-face interview as part of the

selection process. The initial selection interview might be delegated

to a recruitment agency or a local job center, but most employers

would be more reluctant to take on new employees without having met

them in person. The interview, however, continues to be the most

popular and frequently used method of selection, even though it is

thought that research studies have found interviews to be poor

predictors of future performance in a job. This is referred to as low

validity. The poor validity of interviews means that they don not test

what they intend to test. For example inside at M&S, it would mean the

ability to do well. The reasons for this mainly lie with interviewer

concerns number of interviewer errors contribute to the low validity

of interviews, and awareness of th...

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...le when assessing

intelligence, interest in the job applied for, motivation and

personality. The producers of such tests have stated that they are

accurate and completely unbiased. They are supposed to be particularly

good at assessment of personality. For example, they can show if a

candidate would work well in a team or would be more effective working

alone. The following of theses tests are of the following:

· performance tests

· knowledge tests

· aptitude tests

· intelligence tests

· personality tests

Assessment centers tests

Job applications are subjected to a wide range of assessments over a

whole day or two. They are required to participate in group exercises,

psychometric tests, aptitude tests and traditional interviews. By

using a mixture of assessment this process is claimed to produce more

accurate result. the applicants are given longer to prove themselves

and there fore become more relaxed and more nataul.however recent

development now mean that these assessment centre exercises can be

videoed and then sent to a team of independent experts to be properly

analysed.this insures that the candidates have their performance

assessed objectively.