• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

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

Extracts from this document...


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. ...read more.


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. ...read more.


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. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. Human Resource Management: Development, Activities, Planning and Recruitment

    (for further advice, contact Human Resources) * An Application Registration Card issued by the Home Office stating that the holder is permitted to take employment. * Please note that a National Insurance number is not evidence that an individual is eligible to work in this country.

  2. Recruitment and Selection

    Human Capital is a very important theory as it regards employees as value adders and thus places a high importance to their satisfaction, both as individuals and in the workplace. Thus, candidates need to be presented with a very clear description of the job they will potentially fulfill in the

  1. The aim of the report was to analyse the recruitment and selection method of ...

    Attraction of candidates In this stage of recruitment the aim is to collect the most suitable candidates for position. * Internal or external source The first question is if internal workforce can fulfil the job or not. In our case, there are equal opportunities for the internal candidates; they can also apply for the advertised jobs.

  2. Human Resource Management - Recruitment and selection.

    in Illinois, USA, he found, to his own surprise, that every change that he made to lighting, processes, work breaks (up or down) resulted in an increase in productivity. The conclusion drawn was that involving people in ideas and changes, improves morale and productivity.

  1. Recruitment & Selection

    Usually, a skills gap analysis is carried out to check all of the staff's skills and then measures it against the skills required. This will enable the Met to see if the staff already in the organisation has what it takes to cut it in the job they are advertising.

  2. Entrepreneurship, my bachelor project is to analyze the situation of the ethnic female entrepreneurs ...

    to take advantage of them and initiate appropriate action to ensure success. Entrepreneur is an individual responsible for the operation for business including choice of the product, mobilization, of resources decision on product, price and market employment of labors expanding or reducing the scope of his businesses.

  1. 'In what ways, and to what extent do males and females have different experiences ...

    "Citizens advice Scotland say there is still a long way to go in closing the gender gap - despite equal pay legislation which was introduced 25 years ago." {BBC News. Women 'still playing catch-up'Friday, 29 December, 2000. Http://news.Bbc.Co.Uk/hi/english/uk/scotland/newsid_1091000/1091688.Stm} This is certainly true for this sample.

  2. The Recruitment & Selection Process of The Canadian Armed Forces Vs. Scotiabank

    Once they have spark attention with the use of AIDA. The forces website is very well designed, it is clear that they have invested a great amount of resources into designing a great user-friendly website in order to facilitate job browsing.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work