Selection Interview Protocol

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Student’s Name
Name of Course
Professor’s Name
University
City
Date

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Selection Interview Protocol
Introduction
For effective and successful human resource management practices in the global market, the
human resource manager should be strategic while carrying out company’s activities. Good
communication between the managers and the other workers ensures proper recruiting,
interviewing and hiring of qualified employees to give better services and products. There are
theories of human resource that help in keeping in line all human resource activities with
objectives and goals of the company (Tara, 2009).
Theories of human resource show how structures and behaviours of management can impact the
behaviour of an employee. Through learning and understanding of theories of human resource,
business owners can fully utilize the creativity and productivity of employees, and cut down the
turnover of employees. Human resource theories of performance aim at achieving more effective
and efficient performance at job, and high motivation of workers. Henri Fayol, one of the
theorists argued that more efficient management practices facilitate more efficient functioning of
workers. Theory of Frederick Taylor’s led to designation of jobs to need less movements and
piece-rate pay system for workers (Hashaw, 2019).
Abraham Maslow came up with one of the theories that motivates workers. In his theory, he
explains the need by human beings to have their needs organized in form of a pyramid as a
hierarchy. The needs include food and shelter at the bottom, safety, love, sense of
accomplishment and self-actualization at the top of the pyramid. Meeting these needs at each
level before workers move higher along the pyramid makes them focus on better goals of
performance. Policies of human resource and value for workers is a good business investment by
itself.
Every theory of management has a value on the requirements of management. Most human
resource managers combine several theories to enhance success in management. This has
enhanced introduction of more efficient models of organization. Effective and productive method
of management is the main factor in every business. It is significant to choose theories and
practices of management that are sustainable.

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When the principles of human resource are put into action appropriately, they make the activities
of the managers to be transparent, trusted and relevant forever. Such principles insist on valuing
human beings than machines. It is through these principles that human resource manager ensure
that workers go home happily and come back to work stations with the same excitement.
Employees are company’s ambassadors, therefore respect and care for them facilitates timely
accomplishing and achievement of goals and objectives of the organization (Rao, 2016).
Improving validity and reliability of selection interviews
Recruiting processes in companies to find suitable employees is always challenging to follow
and make sure that all necessary steps are followed to ensure that every interviewer takes similar
reliability and validity. Carrying out best selection interviews gives equal and fair opportunities
and therefore employment of the most suitable and qualified workers.
Selection interviews mainly constitute an applicant interacting with one or several employees
from the company who have been chosen accordingly to carry out the selection process.
Interviews mostly happen in one of the three structures namely; structured, unstructured and
semi-structured. The difference between the three is the variation in the amount of prior
preparation for the interview regarding the questions and answers that are expected (Jones, et al.,
2014).
Interviews have been noted to be unreliable in that they do not follow the same criteria of
evaluating each specific interview. It has also been realized that the interviewers concur with the
final decisions on different levels, varying criteria, and change in the capacity that the end
decision is subjected to upon the initial intended criteria (Stacy & Furgerson, 2012).
Using natural instincts for a first impression is a critical factor in ensuring that an interviewer
makes unbiased decisions which follows the initial criteria of selection. It is important to make
decisions without judging any specific candidate basing on disability, gender, appearance and
race. This is ensured by offering each interviewee open and fair opportunity selection criteria
(Competency , 2014).
The existing Happy Dogs recruitment and selection policy is quite concise and it can lead to
employment of the best candidate. The policy gives a clear procedure and proper match of job
descriptions that are needed. The Happy Dogs recruitment and selection policy clearly indicates