Managing Human Resource

RUNNING HEAD: Managing human resource 0
Managing human resource

Managing human resource 1
Contents
Introduction...........................................................................................................................................2
Evaluation of the effectiveness of using traditional interview process to select high-quality candidates
for vacant posts......................................................................................................................................2
Conclusion...........................................................................................................................................10
References...........................................................................................................................................11

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Introduction
The interview approach depends on various factors comprising job type and company size.
The traditional interview process comprises hypothetical, cognitive and personality kind of
questions. It requires answers to broad questions. The interview process gives both
interviewer and interviewee an opportunity to meet and conclude any mutual fit. The
traditional interview facilitates interviewer and candidate to institute a rapport and they also
get to know each other in the less stressful environment. This report comprises the broad
theories and processes related to selecting new employees from the external labor market.
The traditional interview process is evaluated for selecting a high-quality candidate for vacant
posts in this report. The report also includes the way predictive validity of the interviews
should be increased.
Evaluation of the effectiveness of using traditional interview process to select high-
quality candidates for vacant posts
The interviews are an important part of the selection process in an organization. The wrong
selection made in the interview can result in the employ the employees are not going to meet
the expectations of the organization (Bondarouk, 2016). The traditional interviews are the
out-dated and are the significant method of employing employees in the organization. The
questions are asked directly in the traditional interview. The interviewer asks directly about
the current situation to the candidate. The beliefs are stated evidently and precisely. The
traditional interview is all about gathering background information about a candidate. It gives
an inclusive sense of the candidate. The questions in the traditional interview cover the
candidate’s work history, personal interests, education along with the career goals. The
questions of the traditional interviews do not fit into the behavioral and hypothetical
categories. The traditional interview requires less time for preparation and analysis. It is

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generally calmer and allows interviewee and interviewer to define if there is a communal fit.
The traditional interviews are also identified as unstructured interviews. It is because they
follow a loose framework and used in the brainstorming sessions, discerning focus group
participants and in the job interviews (Schaverien, et al. 2018). The common questions to be
asked in the traditional interview are:
 Tell about yourself
 The reason behind leaving the last company? Did you get fired?
 Where do you see your career after five years?
 What are your biggest strengths and weaknesses?
 What motivates you to put forward your greatest strength?
 What are the accomplishments of your earlier job?
 What are your career goals?
 Why do you want to join this company?
The traditional interviews provide interviewer and interviewee with sufficient information to
conclude whether the applicant’s qualification and skill sets are appropriate for the job. It also
helps to discern whether the values of candidates are closely aligned with the organization’s
values and philosophy. Both company and applicant have an essential role in the decision-
making process conveyed by effective interviewing (Brown and Capozza, 2016). The
effectiveness of using the traditional interview process to select high-quality candidates can
be judged from the following points:
More complex issues can be investigated: The traditional interviewer allows the interviewer
to construct better rapport with the interview due to the casual conversation. The traditional
interviews are mainly useful when the candidates are asked about personal experiences. The
interviewer can discover significant information in the traditional interviews which can even