Selection Interview Protocol

This document discusses the importance of selection interview protocols in ensuring effective and fair recruitment processes. It explores theories of human resource management and provides recommendations for improving the validity and reliability of selection interviews. The document also highlights the weaknesses of the current recruitment and selection policy at Happy Dogs and suggests protocol recommendations for conducting successful selection interviews.

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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

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the essential requirements and the highly desirable requirements. Additionally, it specifies the
type of group questions that should be asked in order. In as much as they have put in place an
appropriate recruitment and selection process, there are several factors that influence the
recruitment policy of the organization (Castilo, 2016).
 Budget and financing of the organization
 Competitor’s recruitment policy
 Conditions of the job market
 Organization’s specific needs
 Regulations of the government
Weakness of recruitment and selection policy at Happy Dogs
The weakness of the current recruiting policy that one interviewer carries out the interviews
leads to unfairness. The interviewer might conduct inconsistent examination of the candidates.
Research and further investigations shows that using several interviewers ensures perfection of
interviewer examinations of the candidates since they are encouraged to deal with information of
the candidate and judge according to the evidence having in mind that he/she will have to share
with fellow interviewers. Happy dogs should therefore put in place a policy that all selection
interviews should be carried out by more than one interviewers who at the end share and
compare candidate evaluations.
Traynor the human resource manager at happy dogs says that their current policy has a weakness
as the recruitment process costs so high. He specifies an increase of 45 percent in their dog
walker advertising, recruitment, training and orientation costs. The organization cannot conduct
any reliable selection interviews because they are being limited by the budgetary and financial
status. The manager argues that they recently hired many employees and all of them are now
booked to capacity. The policy of recruiting for individual positions at specific times increases
the sessions of orientation leading to increase in the cost of management.
Protocol recommendations for conducting successful selection interview at Happy Dogs
A professional interviewer knows the right questions and how to ask them in right order. The
recommendations match with the policy goals of the organization. The organization should carry
out fair selection interviews whereby similar. This is ensured by questions are pre-defined and

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used to access all the candidates. All the applicants who apply for the job vacancies should be
interviewed. Interviewers should also be trained on how to conduct consistent interview. This
could be done by giving them a session to discuss and review the pre-defined interview
questions. At the end, it is important to notify all the candidates who participated in the interview
about the results.
Here I write an interview protocol which gives the methodologies that should be put in place to
make sure that Happy Dogs carry out selection interviews which are consistent, valid and
reliable.
Questions should be guided by research
Before putting down the research questions, the interviewer should research on the type of
candidates they expect. Knowing some information about the candidates from other scholars
help in coming up with questions based on the literature obtained from research. This also helps
to narrow down the questions to only specific and important ones. Interviewer should follow the
prepared format of questions so as to be consistent with the flow of the interview. (Ebrary,
2014).
Begin and end the interview with a script
This enables the interviewer to share the critical information about what he/she is doing and what
is expected from the candidate. The script facilitates the states of informed consent between the
interviewer and the candidate. Additionally, this can be used at the end of interview to remind
the interviewee about any other subsequent information. Interviewer should be consistent with
the type of questions directed to each interviewee for consistency and reliability.
Using open-ended questions
This is preferable to close-ended questions because they allow the candidate to give additional
information and expand the answers unlike the close-ended which are limited to yes or no
answers. Interviewers are trained on short term memory and documented skills to increase the
validity and reliability of the interview. The short term memory enables them to recall important
information from the candidates.
Begin with basics

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Allow the interviewees to express their views and background information in their own terms as
a process of warming up the interviewee.
Start with simple questions and proceed to more controversial questions
This enables the interviewee to build trust and confidence with the interviewer
The best way to start a question is using the phrase “tell me about,,,,,,”
This is the suitable phrase to invite the interviewee to give a story and command the interviewee
to start expressing herself/himself. The Phrase “tell me about” eliminates the chances of asking a
question that might be too difficult, too detailed or too complicated to answer.
Use prompts
Use of prompts for every question helps the interviewer to be on track. They also help the
interviewer to remember questions and allow him/her to ask the emerging ones. It is advisable to
put the prompts in form of points and use them to reach at pre-planned specifics that they had not
mentioned (Conte, 2009).
Be flexible to make instant changes on the interview protocol
This is necessary so as to cover important questions that emerge during the interview
This interview protocol when documented enables the interviewer to prepare interview questions
before the interview and take down critical information from the candidates. This makes the
interview to be more valid and reliable. The protocol helps seek candidates for vacancies as a
happy dog walker who is committed to the values and goals of the company. The well-structured
protocol help unleash the other side of the interviewee and show how best one is suited for the
job. The protocol created is consistent with questions touching on Happy Dog’s strategic culture
and directions (Udavis, 2018).
Conclusion
The method of interviewing ensures effective recruitment and selection processes which include
screening basing on accurate qualification, minimized turnover and raised morale, strong pool of
qualified applicants and alignment in proactive strategies which are aligned with the goals of the
company. This also enhances consistent employment which is based on the competence of the

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candidate. The system which is competence based helps in predicting future performance and
give a criteria which can be simply translated into feedback of the candidate after the recruiting
and selection process (UKEssays, 2018).
Ethical issues are the most challenging to deal with in an organization’s human resource
management. The issues arise in industrial relations, employment, safety and health, employee
responsibility, performance appraisal, race and disability, remuneration and benefits,
restructuring and layoffs. To manage some of these challenges, the human resource managers
can ensure that they reward the employees accordingly to bring the best out of them. The human
resource managers can also ensure fair rotation of workers over the day and night to avoid
overstressing of some workers (Maylett, 2009).

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References
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