Effectiveness of Traditional Interview Process

Managing Human Resources

INTRODUCTION
Human resource management is referred as a strategic approach for effective
management of people within the organisation which can help an organisation to maintain
smooth functions and increase the performance of the organisation (Arni, Mehta and Kotasthane,
2019). Managing the human resources in an organisation refers to the act of providing functions
to employees from the human resource department. Human resource management forms an
important part of the organisation as human resource department helps in aligning the employees
to specific tasks which are assigned within an organisation (Susan, M. H, 2019). Human resource
manager has to be tactful and ethical sometimes it is important to protect an individual and but
sometime he or she has to put an organisation first. One of the main aspects of managing human
resource is to select right people which could prove beneficial for an organisation (Nair, 2015).
MAIN BODY
Effectiveness of Traditional Interview Process
Recruitment
Recruitment is an advantageous procedure of attempting to find potential personnels and
influencing them to apply for the jobs in the organization. Moreover,while more employees
practice for jobs then there could be a extent for recruiting better individuals (Culbertson,
Weyhrauch, and Huffcutt. 2017).Moreover, there are two types of recruitment names as internal
recruitment and external recruitment. Internal recruitment is a process which is conducted within
an organisation that increases the motivation of employees. Further, internal recruitment is
conducted through various sources like promotion, transfers etc. that eventually increases the
productiveness of the employees. On the flip side external recruitment is a procedure which is
conducted outside an organisation , further there are different sources of external recruitment
namely: employment at factory level, advertisement, institutions, recommendations etc. that
helps to make the employees effectively trained and achieve the objectives of an organisation
according to the given instructions.
Selection
selection is system of picking out appropriate personnel for vacant role within an organization.
Interview

Interview means formal communication among individuals, wherein change of information is
undertaken with a view of evaluating applicant's willingness for job. There are certain objectives
of an interview like to assess candidates capability,to acquire statistics from candidate,to offer
general facts about the organization to the candidate,to create an amazing image of the
corporation among candidates which are being interviewed.
Moreover, interview is an effective method for recruitment. Further, it's a two way
process among interviewer and interviewee, wherein the former seeks data with the help of
questions and the latter provides the answers through their responses. However, conversation
between them flows in each directions (Ekwoaba, Ikeije, and Ufoma.2015). Thus, through
interview,employer get to know about candidate and the applicant get an opportunity to
recognise about an organization.
Interview Types
Personal Interviews: This interview include selection of personnels, development of
employees,Termination and retirement of personnels (TYPES OF INTERVIEWS 2018). Thus,
this type of interview is formed to acquire records through meetings and measuring about how
well interviewer will carry out on process.
Evaluation Interviews: This type of interviews take place yearly to critique then
performance of employee and it is conducted among supervisors and subordinates. However, the
principal goal of this interview is to discover the capability and imperfections of the personnel.
Structured Interviews: This type of interviews tend to observe formal approaches and the
interviewer follows a predetermined schedule or questions.
Unstructured interviews: This type of interview does now not observe the formal
guidelines or tactics. The interview will be loose-flowing and can shift unexpectedly form one
concern to another relying on the hobbies of the applicant and the interviewer.
Counselling interviews: This interview will be held to discover what is been distressing
the employees and why a person has now not been operating (Culbertson, Weyhrauch, and
Huffcutt.2017).
Disciplinary interviews: Disciplinary interviews are happening when an worker has been
defendant of breaching the business enterprise’s guidelines and methods.
Strain Interviews: This interview is framed to bring the applicant in a pressure situation
on the way to examine the interviewee's response.