INTERVIEW PROCESS

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INTERVIEW PROCESS:

There are many steps that are taken in order to perform the Interview process correctly. MUSTAPHA, Adeniyi Mudashiru 2013 study mentioned these common methods that are used : 

Initial or preliminary interview: This initial interview is usually quite short and has as its objective the elimination of the obviously unqualified. In many instances it is a standing interview conducted at a desk or railing.MUSTAPHA, Adeniyi Mudashiru 2013 

Application Blank: One of the general principles of hiring procedures is to assign each step information objectives that can be best obtained by the methods of that particular step. Factual information should be obtained by means of an application blank, MUSTAPHA, Adeniyi Mudashiru 2013

References: The purpose of the reference check is to obtain information about past behavior of applicants and to verify the accuracy of information given on the application blank, MUSTAPHA, Adeniyi Mudashiru 2013

Psychological Tests: The next step in the procedure outlined above is that of testing. Most of the larger companies that can afford to have a more detailed and accurate selection procedure do utilize some form of employment testing, MUSTAPHA, Adeniyi Mudashiru 2013

Interviewing: Interviewing is probably the most widely used single method of selection. A substantial amount of subjectivity, and therefore/ unreliability, is to be expected from interviewing when used as a tool of evaluation, MUSTAPHA, Adeniyi Mudashiru 2013

According to Humphrey (2010). According to the (Bernard Oladosu Omisore, Ph.D 2014) study, the interviews are divided into two types : 

Directed interviews In this style of interview, direct questions requiring definite answers are used. This style is especially appropriate for school leavers, for applicants with complicated job histories and when there is a suggestion that “facts” are in dispute. (Humphrey (2010)

Non-Directed interviews Open questions that allow the candidate to choose an answer should always be relied on. Inother technique is for the interviewer to keep silent, thus building pressure on the interviewee, who usually cannot resist the need to fill the vacuum by continuing to talk, trying to establish his/her point (Humphrey 2010).

According to the study (MUSTAPHA, Adeniyi Mudashiru 2013), the last step will be Approval by the Supervisor: Following the outlined procedure, we should now be of the opinion that a candidate who has successfully completed all steps thus far should be hired.

We now come to mention some of the factors that have an impact on the recruitment process, as mentioned in the (Sintheya Rahman 2011) study There are some common factors that have affect on every organization’s selection process. These factors are: 

Organizational Hierarchy: This has an obvious affect on selection process. At first the selection process for entry level employees and for upper level employees are not the same. The higher the job post is the more critical the selection process(Sintheya Rahman 2011)  

Speed of Decision Making: Making a correct decision in a very short time is very difficult(Sintheya Rahman 2011)  

Employee Pool: The greater the number of employee for the selection, the number of choices organization gets to select the right person for a vacant position is better. To facilitate the selection process, the Robi Axiata Ltd. stores many CV in their CV bank.(Sintheya Rahman 2011) 

References:

  • Bernard Oladosu Omisore(2014), Ph.D and Bernadette Ivhaorheme Okofu (Mrs.) Staff Recruitment and Selection Process in the Nigerian Public Service.
  • G van der Waldt (2014)A RECRUITMENT AND SELECTION PROCESS MODEL: THE CASE OF THE DEPARTMENT OF JUSTICE AND CONSTITUTIONAL DEVELOPMENT (2014)
  • MUSTAPHA, Adeniyi Mudashiru (Ph.D)(2013) and others The Impacts of well Planned Recruitment and Selection Process on Corporate Performance in Nigerian Banking Industry(2013)
  • Neeraj Kumari(2013) A Study of the Recruitment and Selection process: SMC Global (2013)
  • Stoilkovska (2015) and others Equal employment opportunities in the recruitment and selection process of human resources(2015) 

Comments

  1. Hiranka MBASeptember 1, 2022 at 12:04 PM

    Effective approach to recruitment and selection can help an organization to maximize the competitive advantages by choosing the best pool of candidates quickly and cost efficiently (Kleiman, 2005). considering on face-to-face interview one of the best way and there are some disadvantages, interviews are costly and the quality of data you receive will often depend on the ability of the interviewer.

    Reply

    ReplyDelete
    Replies
    1. Rinosha PrasannaSeptember 18, 2022 at 9:02 AM

      The processes of recruiting employees in any
      organisation are very dynamic and sensitive (Bate et
      al., 2000). Potential employees need to be handled
      and managed with care in order not to impact their
      labour rights, the policy and procedures for selection
      of the company and also laws governing employment
      relations. Instances of where interviews have led to
      bad selections and appointments abound, and these
      are reflected in the numbers of the recruitment
      processes being challenged in courts by the aggrieved
      applicants (Proctor et al., 2008).

      Delete
  2. Asitha GalhenaSeptember 18, 2022 at 8:18 PM

    In Job interviews, candidates often face the same questions. This is especially true with experienced recruiters, who often feel confident enough in their interview skills to wing the interview, and, consequently, use the same tried and tested questions time and again.
    Every interview should tailor to the appointment and a series of questions that connect especially to that position should draw up in advance. Additional aptitude or psychometric tests can also form part of the process should the role require them (Partington,2001).

    ReplyDelete
    Replies
    1. Chathuranga PereraSeptember 20, 2022 at 12:22 AM

      Hi Asitha, Open questions that allow the candidate to choose an answer should always be relied on. It is the best way of searching or developing a candidate’s views on any subject. Prompting is a useful technique. Another technique is for the interviewer to keep silent, thus building pressure on the interviewee, who usually cannot resist the need to fill the vacuum by continuing to talk, trying to establish his/her point (Humphrey 2010).

      Delete

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