Interviewing - My experience with recruitment interviewing has shown me that it does not deserve its popularity. Discuss.

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Introduction

Business Enterprise Year 1 OFB Assignment (Term 1) "My experience with recruitment interviewing has shown me that it does not deserve its popularity." Interviewing is a technique used by almost all firms in the process of recruitment selection. This process of recruitment involves other elements depending on the type of position, number of candidates for the job, and the difficulty of the position. In this report I will be pointing out the advantages and disadvantages of interviewing as a process of recruitment as well as drawing on my own experiences of interviewing. For many years employers have seen the interview process as the most vital stage of recruitment selection. The industrial relation service carried out a survey showing that "80 per cent regarded the formal selection interview as the most important source of evidence in making the final decision." (Price, 1997) In past years experts have began to question the interview with the traditional interview given poor reviews (Cowling/Mailer, 1998). This enhances the view interviews do not deserve their popularity as a form of selection. The traditional method of interviewing has been dismissed by Cowling and Mailer they are quoted "information about candidates is often inconsistent and interviewers frequently rate the same candidate quite differently." (Cowling/Mailer, 1998). Another method of interviewing used by firms is the structured interview this is thought to be a much better method of interviewing but it does have disadvantages.

Middle

A clever applicant can persuade the interviewer that they are the right person for the job emphasizing strong points and covering up weak areas this may lead them to being successful when they maybe be inappropriate for the job (Price, 1997). The way an interview is set out is important too. Interviewing is a poor method of selection if the room layout is wrong and if there are not the right amount of interviewers. For example a large table between the interviewer and candidate can create a barrier and make the candidate feel intimidated. A large number of people on your interview board may also intimidate a candidate. They're maybe too many people on your board, which may ask irrelevant questions which lengthen the interview and increase the unease of the candidate (Bennett, 1994). An interview board may only consist of one person known as the singleton interview. This can make an interview unfair as you may make a better impression on other people and personal prejudice may resolve who gets the job (Price, 1997). The way an interview is marked can disrupt a candidate I noticed in my role play assessment that the candidate was wondering what I was writing and that shifted her attention from the interview which was not a good thing because she wasn't concentrating on the questions asked.

Conclusion

When questions are prepared you can see what answers different candidates gave to the same questions and see who came up with the best answers under pressure (Cowling/Mailer, 1998). With other many other methods of selection you can't put candidates in the same pressure situation and with unstructured questions you can't compare candidates as well. Using a panel or board although possibly intimidating for the candidate it lets leaders of all departments in a large firm see where there prospective employee fits in within there department. This gives all parties involved with the employee position to see him/her at one time and save time for people in the firm. Other factors supporting recruitment interviewing are its relatively inexpensive and its expected and accepted by virtually all candidates in fact they might think something is wrong with a firm that doesn't conduct interviews. With using interviews as a form of recruitment there are many things you have to think about to get the interview perfect for the selection process. This is why using the interview is not always the best way to recruit someone for example in a job involving manual labour. It probably doesn't deserve the popularity the interview has but it will always be around and the best way forward for it is to improve it and it would become a really good tool in the selection process.

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