Importance of Interviews in Selection Process

The assignment discusses the significance of interviews in selecting the best candidate for a company. It highlights the use of traditional interview processes, predictive validity, and recommends technologies to improve efficiency. The study also touches on the problems faced by companies related to staff turnover and expansion of business worldwide.

Managing human resource

INTRODUCTION
Human resource management is the process of controlling and managing workers in an
organisation. It involves and play some functions like hiring, training, motivating, controlling
employees. This study will show about the methods of recruiting and selection of candidates
within the organisation (Alonso and Moscoso, 2017). HR adopts the best selection process in
order to achieve the best candidate for completing the given task and effectively doing the job.
This report also shows about effective structure and writing skills that are required for employees
and students. Traditional method of interview consist of all oral questions and oral response that
are required for interviewer in order to selection candidates.
TASK 1
1 Evaluation the effectiveness of traditional interview processes to select high quality candidates
Human resource play an important role in any organisation as its main work is to hiring,
recruiting, training etc. In order to achieve organisational goals HR focuses on recruiting and
selection processes for hiring the best candidates for the company. It mainly concentrates on the
skills and ability which are required for the vacant job in for completing the task effectively.
There are various methods and processes of recruitment and selection of candidates for the
company such as: Internal recruitment, external recruitment, traditional method of interview for
selection, behaviour interview, stress interview, structured interview and unstructured interview.
Selection is the process oh hiring and selecting the best candidate based on their qualifications
and capabilities out of all in order to fill the job. Interview process in selection are:
Meaning of interview: Interview is the first step in selection process. It is the process of
collecting information and all the details about candidate for selection and hiring. In this step HR
eliminates all those candidates which are not appropriate for the job or do not have the qualities
according to given job. In this step HR check the qualities, qualifications, family background,
their interest towards working with the company and ask all the necessary information face to
face (Barnett and et.al., 2015).
Types of interview: There are several types of interview that different company follow for
different types of vacancies.
The telephone interview
Face-to -face interview

Formal and informal interview
Group interview
The panel interview
Traditional interview
Behaviour interview
The lunch and dinner interview
The sequential interview
Interview which are based on competency
Stress interview
Traditional interview: The questions which are asked in traditional interview tend to be
straightforward questions. It focuses on personality of candidates and the way of interacting with
others. In this style of interview, HR also see the way of handling situations and hypothetical
problems. These questions make enables to candidates and interviewer to get to know each other
in a stressless environment. This process and method of interview help interviewer to know
about confidence level of candidates. This help in eliminating stressful environment than case
interviews.
Significance of traditional interview: The main importance and characteristic of this interview
is in this type interviewer and candidates meet face-to-face. Interview get to know capability and
special characteristic of candidate in order to meet organisational goals and requirements of
given job and post. Interviewer maintain eye contact and ask all the questions and provide
answer of candidate's questions. Interviewer and managers carefully review selection and
recruiting processes in order to ensure that selection methods of employees not only help to
contribute in enhancing organisational image but also predicts future job performance.
Advantages of traditional interview: There are some importance and advantages of using
traditional interview.
Personal interaction: While conducting this interview, participants and candidates can connect
with interviewer. Interviewer can feel the feeling of candidates whether they are getting or not.
When candidates feel safe and understand all the things then it becomes easy for interviewer to
tom open up and share emotions. On the other hand online survey and online interviews are not
able to capture emotions (Fernandez, 2018).

Capture non-verbal cues: Body language play a vital role in communication that is done by
without words. There are some non-verbal cues that can be captured only by face-to-face
interview and traditional interview.
Experience in real life: If there is a company who manufacture several products and they want
to hire an employee for manufacturing process then it becomes easy and beneficial for candidates
as they can feel, touch the products which company is going to sell and they will require selling
and produce. They can also visit company at the time of traditional interview. Interviewer can
achieve and build deeper level of engagement while talking to candidates (Berkelaar and
Murphy, 2017).
It also becomes easier for interviewer to arrange a session with one person.
Disadvantages of traditional interview: There are some disadvantages also which interviewer
have to face at workplace.
Data processing: For starting face-to-face and traditional interview, interviewer need to make a
plan for data processing and data collection. They have to make plan and process plan and need
to collect many data and information and they have to find out which data they want to collect
like audio, video, notes etc.
Higher cost: Traditional interviews and face-to-face interview take too much cost as compared
to online interview. These cost includes paying travel cost, interview rooms cost etc. For
example if there are some candidates who come at office and company by long distance then
company have to bear and transportation cost so it can increase overall cost of company. With
the higher cost it is time consuming process also because it requires one to one and individual
attention and individual interview. For example, if a company requires a large amount of
recruitment then they give advertisement in newspaper or in radio which can increase their cost.
Many of the candidates' comes up by the advertisement and then interviewer have to take
interview for all and Hence it consumes lots of time and they can not focus on their another work
by which they have to suffer another problems.
Key elements of traditional interview: There are some key elements of traditional interview
that are as follows:
With one person: A traditional interview is often with one company recruiter or the manager. If
interviewer want to research about that person on the company website then it may get
information in order to interject during conversation (Cao and et.al., 2015).

Straight forward questions: The main importance of this interview process is interviewer asks
common questions like what the reason and why do you want to work here? What qualification
you have which make you special and successful in this career? It is beneficial for candidates as
they can be prepare for the interview as questions can be anticipated in advance. Most of the
interviewer work from resume and documents in order to generate questions.
Build rapport with interviewer: Rapport refers the close relationship in which people and
candidates and interviewer understands each others' opinion, feelings and ideas and communicate
better. It is the important key of getting success by creating a positive and comfortable
connection between interviewer and candidate. Candidate can feel themselves free in asking the
related questions and tell them that why they are good match for the given position. For building
a good connection body language skills play an important role and with the help of this skill
candidate can show their confidence level, their interest towards company. In traditional
interview process interviewer concentrate on posture, way of talking, body language and exude
confidence in voice tone etc.
Assessment of qualification and experience, ability for the job: For finalizing the candidate
and final selection of the best candidate, interviewer not only assess higher qualification but also
assess fitness and ability with an organisation. For example, if a candidate have higher
qualification but do not possess capability or experience for the job and another candidate have
enough qualification but not higher qualification but have capability and fit with an organisation
then that time interviewer will choose the second one candidate for the job and organisation. So
It is important for candidates to be pleasant and respectful to everyone (Huffcutt and et.al.,
2017).
There are many types of questions are being asked in traditional interview like, questions about
candidates experience, questions about goals of candidates, questions related candidate's
expectations from company, questions related interpersonal skills, questions about qualifications
of candidates, about the role or company etc.
Validity of interview: Everyone knows that interviews are very flexible method of assessing
candidates. In assessment interviewer assess knowledge, skills of candidates.
In ancient time, methods of interviews was face-to-face interview. Nowadays there are many
methods has been developed and are being used by the interviewers like online interview, panel
interview, telephone interview. There are some advantages and disadvantages of using these

methods. In the type of online and telephone interview, interviewers can not be able to see
candidates and their body language and confidence. Sometimes candidates can influence
interviewer in online and telephone interview.
The best method of selection process in face-to-face interview because in this type, people and
candidates can not influence interviewers and they have to give appropriate answers.
Predictive validity: Predictive validity is the extent in which tests predicts and assume some
future outcomes, for instance on the job performance and behaviour of candidates related work.
This validity plays an important role in recruitment and selection process. This predictive
validity is measured by the scores and effectiveness. A validity is a correlation between
effectiveness and criteria measures. It predicts the tests after performance of candidates which
can be related to criteria. It is also helpful in predicting and find out the differences among
various group and different groups. Criteria related validity can be either predictive or
concurrent. The main difference between them and distinguish factor is the time when
interviewer collects criterion and predictor data.
There are many ways of validating interviews like to compare measurement of interview with
another measure that has been already shown to be valid. The importance of predictive validity
of interview is answers can be developed further, interviewer can ask further questions.
Face validity: According to employer branding theory, employer main focuses on public image
through its policies and activities that is important for attracting potential candidates and
employees to the company. It directly influences behaviours and attitudes toward the company. It
has the potential of eliminating the actual predictive value and utility of procedure of selection. It
is important to know that test is a valid measure. Validity means tests are accurately measured
that is supposed to measure (King, Horrocks and Brooks, 2018).
Importance of face and predictive validity: Any organisation want to attract and retain
employees as much as possible. Predictive validity helps in measuring the reliability and utility
of a selection process as a HR strategy. In ease selection process with the selected candidates'
performance in order to enhance the efficiency of these methods. In order to improve predictive
validity, interviewers can make and use the several and effective techniques to maximize the
utility and reliability of the process. It is important for company to maintain a good and positive
image during interview. The main aim and importance of face and predictive value is it concerns
with many selection method in order to pick and select the best candidate for maximizing

productivity and utility of the process. It is important because it focuses on the best decision-
making process related choosing the best candidate and for this it should involve managers,
leaders of the company and should keep all the factors in the mind. Inappropriate decision
process reduce company's effectiveness and development strategies become unfair which distress
managers and by that they have to deal with unsuitable employees.
Improvement of predictive validity of interview: For improving the validity of interviews
interviewer can develop job related interview questions, Train interviewers and use panel
interviews. For increasing predictive validity it can use face-to-face interviews in place of
telephone interviews. By developing job related interview questions and clear definition of job
analysis for successful job performance. All the questions should be job related. By providing
enough training to interviewers, company can improve and increase predictive validity of
interview. It can also establish standard process of evaluation. With the use of panel interview it
can increase the validity of interview (McAndrew, Ellis and Valentine, 2017). Panel interviews
are expected and seemed more effective and help in increasing reliability and validity. During
interview process, interviewers can take notes for evidence with company policies in order to
minimize and reduce conflicts. It is important of choosen method to be high as of predictive and
face validity because it predicts future job performance and enhance organisation's image. For
high predictive and face value selection process should be effective, reliable and reliable.
Recommendation for future improvement: As we know that there is a significance importance
of interviews in any type of organisation whether it is small size, medium size and large size.
There are various type of interviews that involve online, telephone, face-to-face, traditional
interview. The best type of interview is traditional interview as it has many advantages. It helps
in providing all the specific information and data. On the other hand it has some disadvantages
also as it is time consuming process when there is a need of recruiting in higher level. It is cost
increasing process. For eliminating these problems company should adopt any two types of
interview when company needs higher amount of recruitment. For example if there are 100 of
candidates come to the company that time company can invite only few candidates in the
company. Rest of the candidates can give interview from the home via video calling. Company
can distribute candidates into two parts first is those who will give interview from home and
another one who will give interview by coming in the company. This distribution will be on the
basis of home location distance if candidates come from long distance then they should be given

flexibility by giving interview from home. The another recommendation for future improvement
is leaders and managers should provide clear information related policies and rules about
company. For example if company wants to make shifting or day shift and night shift after some
days then it should clear to all candidates and tell about the policies and changes for retaining
candidates and employees in the company. If company and managers do not tell about all the
policies to the candidates then it leads in increasing staff turnover and also decrease employees
morale. For these problems company also have to suffer many problems like it can decrease their
value and decrease the sales of company. Company face another problem related expanding
business around the world (Schmidt and et.al., 2017).
CONCLUSION
From the above study it has been concluded that interview plays an important role in
selection process. The best method of selecting the best candidate out of all company chooses
and follow traditional interview process in which it tries to collect all the necessary data from the
candidates. Predictive validity of interviews help managers and interviewers in predicting
importance of interviews methods. In order to improve efficiency and predictive validity it used
better technologies and also provided recommendation for future improvement.

REFERENCES
Books and journals
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Berkelaar, B.L. and Murphy, M.L., 2017. Interviews/Interviewing. The International
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Cao, X. and et.al., 2015. A comparative study of environmental performance between
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Fernandez, L., 2018. Qualitative Interview Analysis: The Use of Systemic Functional Linguistics
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Huffcutt, A.I. and et.al., 2017. The influence of cognitive ability on interviewee performance in
traditional versus relaxed behavior description interview formats. European
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King, N., Horrocks, C. and Brooks, J., 2018. Interviews in qualitative research. SAGE
Publications Limited.
McAndrew, R., Ellis, J. and Valentine, R.A., 2017. Does a selection interview predict year 1
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Schmidt, E.M. and et.al., 2017. Predictive validity of a quality measure for intensive substance
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