Effectiveness of Traditional Interview Process for Selecting High Quality Candidates

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Managing Human Resource
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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