Effectiveness of Traditional Interview Process for Selecting High Quality Candidates

This essay discusses the traditional interview process for selecting high quality candidates for vacant posts and ways to improve it. It explains the process of traditional interview, different types of interview, and ways to change the traditional interview process. It also highlights the importance of effective recruitment process and the predictive validity of the interview process. The essay is relevant for human resource management courses in colleges and universities.

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“Effectiveness of using traditional interview processes to select high quality candidates for
vacant posts. The ways in which ‘predictive validity’ of interviews is increased”
The purpose of the essay is to enlighten the reader about the information of using traditional
interview process to select high quality candidates for the vacant posts in the business. This type
of recruitment style critical ensures that the predictive validity of the interviews system in
increased. Further, before analysing the information and critical need and importance of
traditional interview process, it is important to understand the process in which the interview is
conducted. Traditional interview is most common type of interview that consists of series of
questions asked by the panel to the basis of which the candidate is judged and hired by the
company (Noe, et. al., 2017). Traditional interview involves asking question from the candidates
on the basis of their knowledge and expertise as well. In this type of interview, the candidate sits
in front of the panel of reputed people of the company who asks different types of questions
including personal as well as professional questions to gather information about the candidate
and understand that whether the candidate is fit enough to work with the organization. The below
mentioned paper highlights information about the traditional interview recruitment process along
with the ways to improve such process (Holm 2010). The paper also explains ways and theories
with the help of which one can improve the traditional process of recruitment. More details about
the paper are discussed below:
Recruitment is one of the most important tasks for the business that helps them to hire competent
people for the business and grow effectively in the target market. Employees are an integral part
of the business so recruiting new people to take the growth of the organization forward is a tough
job for the human resource manager of the company. Traditional recruitment method of human
resource management process includes local paper advertisements, local employment office
posting, temp agencies and internal hiring (Sills 2014). Earlier, the companies used these types
of approaches to hire people in the business. Traditionally, the interview was conducted
physically but with the changing time, introduction to technology has helped the people to
conduct interview online as well. Various social media platforms are used by the organization to
attract candidates and conduct interview as well. Video conferencing facilities are initiated to
conduct interview. Also, on call interviews are also held by many companies to reach towards
the candidate who lives far away. The modern type of interview process helps both candidate and

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the team to efficiently conduct the interview without giving stress to any person (Berman, et. al.,
2019).
Traditional interview is also called face to face interview under which one on one conversation is
initiate between the candidates and representative of the company. Human resource personnel
including human resource manager, department head, manager etc. conduct the interview. The
objective of such interview is to assess the personality of the candidate, analyse their
communication skills and test their basic knowledge as well. Further, this type of interview probe
into achievements and accomplishments mentioned in the resume and delving in depth into skills
or experience listed in the resume (Lievens, and Chapman 2010). This type of interview helps
the panel to understand the outlook and orientation of the candidate and evaluate whether they
are befitting for the organization or not. Under this type of interview process, the candidate is
assessed by HR manager on the basis of their level of knowledge, visual cues like eye contact,
speech type, dressing sense and general rapport that the candidate establish. Traditional
recruitment interview process is mainly differentiated in two ways that are structured and
unstructured (Torres, and Gregory 2018). A structured interview makes the interviewer to
prepare a list of various questions to ask from all the candidates and then compare and the rate
them on the basis of the answers that they provide. Whereas, unstructured interview is more of
conversational type of interview under which the interviewer asks different types of questions
from the candidates based on their background, skills and capabilities. In this type of interview,
questions are built one by one on the basis of conversation (Atherton 2018).
Further, the fact should be noted that there are ways to change the traditional interview process
and convert them into modern one. Initially, the company should begin with making use of
innovative social media marketing strategies to promote the image of the company in the target
market. In this way, the company would be able to attract more and more candidates in the
recruitment and selection process of the company. Displaying prospectus on social media
platform like Facebook, WhatsApp etc. will help the company attract more and more efficient
people for the business (Zheng 2017). After promoting the recruitment process of the company
through social media tools, the company should then conduct telephonic interviews and ask the
candidates to fill survey forms so that the management can attain their basic information and
time is not wasted in the review process. Further, it is also believed that the interview process

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should neither be completely structured nor it should be completely unstructured. The personnel
should ask certain questions from the candidates that should be fix, so as to know different views
and perspectives of the candidates on certain things (Stone, et. al., 2015). Further, then the
personnel should subsequently go on asking questions on unstructured basis so as to gather a
wider view about the knowledge and personality that a candidate possess. By shortlisting the
candidates for personal interview on the basis of telephonic interview will reduce the judgement
on the basis of looks and appearance of the candidate. This will eliminate the problem of racism
and discrimination among candidates and the make the process more fluent for the eligible
candidate (Bratton, and Gold 2017).
The fact should also be noted that effective recruitment process translates great employees who
help the company to succeed in the target market. E-recruitment process is also called online
recruitment process under which candidates are hired for the vacant job position using the
electronic devices and particularly internet. Now a days, companies make use of internet to reach
to large number of job seekers and hire the best human resource for the company at a lower cost
as compared to physical or traditional interview recruitment process (John Attupuram, Sequeira,
and Gopalakrishnan 2015). The process of e-recruitment includes the entire process of finding,
assessing, interviewing and their hiring the prospective candidate for the job. Through this
process, recruitment is conducted in more effective and efficient manner. Further, it should be
noted that this type of recruitment process increases the quality of selection for the organization.
This process hires the employees at low cost than traditional recruitment process. It also covers
wider boundaries of the world as compared to physical recruitment process (Shen, et. al., 2018).
This process gathers efficient people from different parts of the world and then selects them to
increase the competence of the business. This process is beneficial for both the job seeker and
the employee.
The interview process is the direct process of recruitment apart from which there are two
different types of recruitment process that are indirect and third party recruitment process. The
indirect process of recruitment constitutes of advertisements in online websites, newspapers,
radio and television as well. This type of recruitment process is initiated to target a wider
segment present in the market (Lindgren, and Österlind 2018). This type of recruit process is
comparatively more efficient than the traditional recruitment process as it helps the organization

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to attract competent people from wider market base. The third way of recruitment and selection
process is third party method under which the organization makes use of private employment
agencies, consultancies, trade union, data banks etc. to initiate contact with the job seeker in the
market. In this type of recruitment process, the person is employed in the organization either on
contract basis or with the help of third party so the employees might get paid through third party
only (Nikolaou, and Oostrom 2015).
According to David Ulrich's HR Model, an organization is not build upon the employees of the
company but it is built upon the roles and management of the business process. Under this type
of human resource management process, an organization is not concerned about changing the
process according to specification of the employees of the company but they change the
employees according to job description of the organization. Further, it should be noted that the
recruitment process of an organization is linked with various models and theories of human
resource management (Nikolaou, and Oostrom 2017). Under the model of recruitment, the
organization needs to initially analyse the job and then develop recruitment resources to circulate
the information about vacancies in the environment. Further, the organization needs to conduct
interview through physical or virtual means. Lastly, selection process is initiated considering the
capabilities of prospective candidates present with them. In this way, the recruitment and
selection process is conducted in the environment.
The predictive value of the recruitment and selection process is increased through traditional
recruitment process because of the physical attention of people in the interview. Although the
fact is true that virtual or modern interview process eliminate the initiation of activities like
racism and discrimination in the society but it has various drawbacks as well (Slavić, Bjekić, and
Berber 2017). The tradition interview recruitment process helps the organization to choose right
type of candidate for the job in terms of appearance as well as knowledge. For instance, an
organization needs to hire a compliance officer for the business. The job role of compliance
officer requires visiting various centres of the organization and inspecting that all the activities
are conducted under the regulations of the business. So, while conducting a telephonic or video
conferencing interview, the candidate looked fit and fine for the job with adequate knowledge.
Due to which, the panel hired the candidate, but when the management go to meet the recruit in
person that time they realized that the employee is very shabby and unfit for the compliance

Managing Human Resource 5
officer job. Thus, it resulted in a major issue for the company (Shenoy, and Aithal 2018).
Whereas, if the organization would have conducted traditional interview process then they would
have easily got to know about the personal interests and appearance of the candidate. Also, they
would have easily caught him if he would have lied by looking at his face.
The predictive validity of the interview process is improved through traditional interview
recruitment and selection process as this process ensures that no false person is recruited by the
organization. This process ensures that the job description of the organization properly matches
to the person description due to which predictive validity is subsequently increased (Swider,
Zimmerman, and Barrick 2015). The process of interview provides efficiently help the
organization in the selection process as it provides a clear picture of the candidate about their
personalities and skills. The interview process also adequately helps the management to analyse
the skills and efficiencies of the candidate and interact to them by looking at their body language
as well. Under the interview process, the organization gets to interact with the candidate clearly
and specify them their expectations from them. This helps in providing clear information to
company as well as the candidate. This type of recruitment process effectively helps the business
attract the person according to the job requirement (Reddy, Mamatha, and Balaram 2018).
Validity of the selection process is increased when the right type of person joins the organization.
Also, it should be noted that many times holding traditional activities can act as a good thing for
the organization. So, it can be said that the interview process helps the organization to meet the
candidate that is expected for the job that subsequently increase the predictive validity of the
interview process in the environment.
Interview is very valuable to recruitment process as it increases the efficiency of the business to
hire right type of candidate. The process of interview helps the organization by letting the
interviewer to identify a better person so as to attain best output for the job. This process is
efficient because it lets the interviewer to know that who is efficient for the job and who is not.
This process also helps the business to get to know about different traits of the applicant and
attain various sideliner people who can help if any of the candidates resigns from the job (Uzair,
Majeed, and Shakeel 2017). The company need not to conduct the interview process again and
again as in one time only the organization get ample of CVs of efficient candidates. Further, it
should be noted that the interview process helps in assessment of the employees so as to know

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the potential of people. Further, as discussed above that it is one of the best selection and
recruitment procedure that let the organization hire people based on their skills and capabilities.
The process of interview also forms link between the sender and receiver to initiate
communication and fill all the gaps as well. The process of interview also helps the interviewer
to initiate effective communication between both the parties. This process helps in getting
information about the speaking skills of the candidate that cannot be known through writing.
Body language, social behaviour and confidence level etc. facts that are known to the interviewer
while conducting interview with the candidates. Further, it should be noted that a legal approach
is followed in the interview process due to which company’s image is also improved. A legal
format provides an easy approach for the organization to hire the people in the right manner.
Also, it should be noted that this is the only one way by which you can allow end number of
potential candidates to work and at the same time whittle down the non-deserving candidates.
Thus, in the limelight of above mentioned events, the fact should be noted that the above
mentioned paper highlighted information of the interview process traditional initiated in the
organization. The paper evaluates information about the traditional interview recruitment process
and ways in which in an organization can improve it. Further, it also evaluates e-recruitment and
ways in which the business can improve the quality of the selection method. Thus, the fact
should be noted that traditional interview process is one of the most effective and efficient
process initiate by the business that helps them to target and select the right type of candidate for
the business.

Managing Human Resource 7
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