The Effectiveness of Selection Interviews Essay -- Business Interviews

The Effectiveness of Selection InterviewsEvaluate the relative effectiveness of selection interviews as anindicator of likely outlook suitability in the case of a selectedbusiness, making recommendations for improvements in procedure.D1The interview is the final stage of the Recruitment and Selectionprocess. Candidates can be classified as the appliers for a vacancythat they have seen advertised. The chosen business for this questionis M&S. It is here at this stage, the M&S employee (who is thecandidate) and the employer are generally in the brush situation. Aninterview is a form of test or assessment. However, it is alsoclarified as a formal discussion, especially one in which an employeeassess, n applicant for a job.Interviews are always conducted and arranged for all sorts of otherjobs, particularly retailing jobs such(prenominal) as M&S.At prison terms the employerhas the process of going by letters, CVs, application forms, andexamination of references, which will fee-tail that only a few number ofapplicants are more unlikely to be interviewed for the job. This isbecause interviews take up time of senior managers who have to carrythem out, and this will be also costly for the business. Apart firmthis, there are however good and bad statements to be made onselection interviews. Depending on the attitudes and relationshipsbetween the interviewee and the interviewer, there can be good and badturnouts that could effect M&S.The process of selection interviewing around every employer includes a face-to-face interview as part of theselection process. The initial selection interview might be delegatedto a recruitment part or a local job center, but roughly employerswould be more reluctant to take on new employees without having metthem in person. The interview, however, continues to be the mostpopular and frequently used method of selection, even though it isthought that research studies have found interviews to be poorpredictors of future execution in a j ob. This is referred to as lowvalidity. The poor validity of interviews pixilateds that they don not testwhat they intend to test. For example inside at M&S, it would mean theability to do well. The reasons for this mainly lie with interviewerconcerns number of interviewer errors contribute to the low validityof interviews, and awareness of th... ...le when assessingintelligence, interest in the job applied for, motivation andpersonality. The spend a pennyrs of such tests have stated that they areaccurate and completely unbiased. They are supposed to be particularlygood at assessment of personality. For example, they can show if acandidate would work well in a team or would be more effective workingalone. The following of theses tests are of the following performance tests knowledge tests aptitude tests intelligence tests personality testsAssessment centers testsJob applications are subjected to a wide range of assessments over awhole day or two. They are required to participate in group exercises,psychometric tests, aptitude tests and traditional interviews. Byusing a mixture of assessment this process is claimed to produce moreaccurate result. the applicants are given longer to prove themselvesand there fore become more relaxed and more nataul.however recentdevelopment now mean that these assessment centre exercises can bevideoed and then sent to a team of independent experts to be properlyanalysed.this insures that the candidates have their performanceassessed objectively.