The Effectiveness of Selection Interviews Essay -- Business Interviews

The Effectiveness of Selection Interviews Evaluate the relative effectiveness of selection interviews as an indicator of likely candidate suitability in the case of a selected business, making recommendations for improvements in procedure. D1 The interview is the final stage of the Recruitment and Selection process. Candidates can be classified as the applicants for a vacancy that they have seen advertised. The chosen business for this question is M&S. It is here at this stage, the M&S employee (who is the candidate) and the employer are generally in the meeting situation. An interview is a form of test or assessment. However, it is also clarified as a formal discussion, especially one in which an employee assess, n applicant for a job. Interviews are always conducted and arranged for all sorts of other jobs, particularly retailing jobs such as M&S.At times the employer has the process of going through letters, CVs, application forms, and examination of references, which will mean that only a few number of applicants are more unlikely to be interviewed for the job. This is because interviews take up time of senior managers who have to carry them out, and this will be also costly for the business. Apart firm this, there are however good and bad statements to be made on selection interviews. Depending on the attitudes and relationships between the interviewee and the interviewer, there can be good and bad turnouts that could effect M&S. The process of selection interviewing Almost every employer includes a face-to-face interview as part of the selection process. The initial selection interview might be delegated to a recruitment agency or a local job center, but most employers would be more reluctant to take on new employees without having met them in person. The interview, however, continues to be the most popular and frequently used method of selection, even though it is thought that research studies have found interviews to be poor predictors of future performance in a job. This is referred to as low validity. The poor validity of interviews means that they don not test what they intend to test. For example inside at M&S, it would mean the ability to do well. The reasons for this mainly lie with interviewer concerns number of interviewer errors contribute to the low validity of interviews, and awareness of th... ...le when assessing intelligence, interest in the job applied for, motivation and personality. The producers of such tests have stated that they are accurate and completely unbiased. They are supposed to be particularly good at assessment of personality. For example, they can show if a candidate would work well in a team or would be more effective working alone. The following of theses tests are of the following:  · performance tests  · knowledge tests  · aptitude tests  · intelligence tests  · personality tests Assessment centers tests Job applications are subjected to a wide range of assessments over a whole day or two. They are required to participate in group exercises, psychometric tests, aptitude tests and traditional interviews. By using a mixture of assessment this process is claimed to produce more accurate result. the applicants are given longer to prove themselves and there fore become more relaxed and more nataul.however recent development now mean that these assessment centre exercises can be videoed and then sent to a team of independent experts to be properly analysed.this insures that the candidates have their performance assessed objectively.