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"If interviews are so ineffective, why are they used so much, and why is little emphasis placed on tests?"

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"If interviews are so ineffective, why are they used so much, and why is little emphasis placed on tests?" Employment interviewing is the most crucial responsibility of any organisation; as it is through employment interviewing those businesses find such highly skilled people. When we look at why one business is more successful than another, factors including profitability, responsive to consumer demands, more efficient and less costly to operate than competition, are factors, which make the business a success. However the success of an organisation suggests that people constitute the business, from secretaries to executives within the business. The employment interview continues to be the most popular method used for selection. However research has found interviews to be poor predictors of future performance in a job, (Makin and Robertson, 1986). This is also known as a "low validity". Companies usually use the method of one to one interviews, however it is not seen as the best method for the selection method. One reason could be due to equal opportunities. When one person conducts the interviews, mistakes occur because of individual perceptions. Everyone makes up their own judgment about one person and this judgment doesn't really test the skills of a person but is merely a perception of the individual. ...read more.


Secondly the interviewer will find more positive information to confirm their first impression. This is called the "Hallo Effect". This can also happen as a negative impression. This is described as the "Horns effect" and this is when the interviewer looks for negatives in the candidate, continuing from the first impression. As the fist impression counts a lot for an interview, it is said that within the first five minutes interviewers make up their mind. This shows how interviewers are not taking the opportunity to draw out a wide range of information provided from the candidate but using the perceptual process as a method of choosing the suitable candidate for the post. When interviewers interview candidates, they are always looking for people that are like themselves. It is innate human tendency to identify with people who are like us, and share characteristics. These characteristics might relate to the ability to perform in the job however it is harmful to a company to have only like-minded people on its staff. Interviewers are said to be hiring their own image. This relates back to discrimination, as if you are hiring people like yourself then it could equate to racial or sexual discrimination. ...read more.


However some companies use the test format as part of recruitment and selection. Tests which are described as "testing is essentially an attempt to achieve objectivity, or to put it more accurately, to reduce subjectivity in selection decision making" (Lewis, 1985). Tests are not just used to measure the candidate's ability. It is important for candidates to be given adequate information so that they can too make a decision about weather the job is suitable for them or not. One type of testing used is called "Psychological Tests". It is a method of acquiring objective information about a range of individual abilities. Within the "Psychological Tests", interviewers can test candidate's ability using the ability test. Ability tests focus on specific mental abilities and produce separate scores for the different skills. Ability tests asses skills and knowledge that have been acquired through experience and learning. Another type of test is aptitude test. This test measures individual's potential to develop ability. There is not any major distinguishes between ability tests and aptitude tests. There are specific aptitude tests for specific occupations such as word processing, and test batteries that produce a profile for the candidate over a range of abilities. Asha Pankhania 1 ...read more.

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