Analysis of Traditional Interview Techniques for Candidate Selection

This report provides an in-depth analysis of traditional interview methods used in business for candidate selection. It explores various techniques, including face-to-face, phone, and online interviews, evaluating their effectiveness and suitability for different scenarios. The report discusses the concepts of interviews and traditional methods, highlighting the advantages and disadvantages of each approach. It examines the use of phone interviews for initial screening, face-to-face interviews for assessing candidates' personalities and interpersonal skills, and online methods for cost-effectiveness and geographical reach. The report also considers the impact of interviewer biases and the importance of proper planning in the interview process. Ultimately, the report aims to provide insights into how businesses can best utilize traditional interview methods to select high-quality candidates for vacant positions, considering factors such as cost, time, and the need to assess both verbal and non-verbal cues.

Coursework

INTRODUCTION
For every business, it is quite essential to have a correct approach in order to select the
best candidate for the vacant post. That is why a lot of business are also chooses their best option
for conducting the interview process in better way. There are lot of interview methods are taken
by the company in different manner. For the present report, traditional interview is discussed in
which it enables a job candidate to establish a resonance and to get to know each other in less
stressful environment as compared to other interview. Thus, report mainly focus on the
effectiveness of traditional interview method.
Apart from this, the present study also based upon the traditional process of interview
which is going to be used in this in order to identify its effectiveness and suitability for the
vacant seats. For the report mainly focus on the predictive validity under which a score on a scale
or in other terms, a test is predicts for some criterion measures.
MAIN BODY
Evaluating the effectiveness of using traditional interview techniques to select high quality
candidates for vacant posts
Concept of interview: Generally the interview are taken in order to fulfil the vacant seats
of their company and there are many ways through in which the firm will easily provide a chance
to show the ability to speak, present themselves etc. there are a lot of method which are adopted
by the company in order to recruit the best candidate for their firm. Among all, the personal
interview is one of the best technique which is used by most of the firm in order to identify the
calibre and their skills whether they are able to complete the job or not.
Concept of traditional method of interview:
Traditional interview methods are the most common method that helps to select the best
candidate for the business because it provides the interviewer an overall sense of a candidates
while other types of interview are not helpful. Using this interview method, a high quality of
candidates are selected because the interviewer is asked about their skills as well as experience in
order to determine whether a selected candidate are fit for a job or not (Traditional methods,
2019). While on the other side, there are some areas where traditional method is proven
ineffective in certain areas because it takes a lot of time and also rely on the right interview
questions which is being asked so that the interviewer get a clear picture of that candidates.

Moreover, as per the recent Global Recruiting Trends 2018 report, in which a survey shows that
around 9000 recruiting and hiring managers which is based upon their soft skills and this is what
done by using Traditional interview method.
There are many types of traditional interview methods and some of them are as follows:
On the phone call: It is one of the most simple and common traditional interview
method which is basically conducted by the employers in their initial interview round of a hiring
process. The effectiveness of this method is generally measured to screen the candidates
experience, qualifications and salary expectations. It is also used because it saves the employer's
time and also eliminates those persons who are not eligible to meet out the expectations of a firm
(Ruivo, Santos and Oliveira, 2019). While on the other side, it has been critically evaluated that
using a phone call interview did not help an interviewer to judge person's body language.
Therefore, it cannot be establish a rapport in front of the interviewer by using an eye contact. But
this only helps to stand up if a candidate feel this gives an extra dynamism and energy. As this
method only reflect the voice and attitude on a phone while in other normal interviews, a person
overall dress and body structure is also realised.
Apart from this, generally company uses this method because when candidate comes and
analyse the environment, then they feel low confidence and as a result, there performance
become lower. That is why using a telephone interview, a person can easily control the situation
at their own end. On the other side, it has been analysed that using this method will also help to
be confident towards their won work and a person also have enough time to be prepare
themselves in order to present themselves in better way (Mei, 2016).
Face to face interview: It is the method when the interviewer directly communicates
with the person through a prepared question. Further this method also helps to acquire factual
information, their attitudes and consumer evaluation so that all the information are coming out
during the conversation. It has been analysed that it is considered the best form of taking
interview and select the best candidate for their vacant post. Such that it has the best advantage
such that conducting it in a location that also limits the number of many applications and also
helps to see the candidate's body language and their reaction for the questions as well.
Therefore, though it has many advantages but on the other side, it also have some
disadvantages as well. Such that it is limit the sample size and even the cost is one of the major
disadvantages of using face to face interview as well (Jerant and et.al., 2018). Even the personnel

is the highest cost in which a business is occur and therefore, it is also quite difficult to keep the
cost low when personnel is needed. Apart from this, it has been further evaluated that in this face
to face interview method, some interviewers also have their own biases which could impact the
way which they responses. Apart from this, it also has some advantages such as it capture all
verbal and non- verbal questions and it includes to judging body language and the way through
which they response (Parsons, McHugh and Yi, 2018). Apart from this, while conducting the
face to face interview, it also keeps focus and even the interviewer also has a control over the
interview and keep the candidate on track of completion. Thus, it clearly states that its
effectiveness is also measures and have advantages as well as disadvantages too.
Online method: Another one of the most effective and broadly use traditional method
which is used by big firm mostly in order to select the candidate using computer mediated
communication such as messaging, email etc. This method also require some ethical
considerations which are also found in other form of traditional methods as well. The
effectiveness of this method is also measured such as it is carry out some interviews with some
geographically dispersed populations, even this method also reach a target audience and even
these interviews are taken in public online venues as well (Christen and et.al., 2018). This online
method of interview is considered one of the best method for selecting the best candidate for
vacant position because it provides saving in cost to the researcher and also helps to record the
data quickly and effectively.
Apart from this, it has been further analysed that online method are to cost effective but
on the other side it makes a difficult to maintain a level of trust between researcher and
participants and did not help to achieve a long term commitment by the participants. Sometimes
this method is also not applicable to maintain attention because the researcher is not had proper
control over distraction which may interrupt the engagement of interviewee. Sometimes the
privacy become another major issue for using online research method. Thus, it has been critically
evaluated that the method have both advantages and disadvantages but it depends upon the fim
that how it uses in order to achieve the defined goals of the firm (Lawrence, 2016).
Effectiveness of traditional method: From the above it has been critically evaluated by
the types of traditional interview method. Such that it provides a decent idea which helps to
analyse how the candidate present themselves and answers questions. Generally, there are many
aspect of traditional one to one, face to face job interview and even it is considered an effective

assessment strategy or a waste of time that is depended upon the interview which is managed by
a person only. Moreover, by using face to face method, the firm finds an easier to assess
someone's personality and their interpersonal skills but it also helps to identify how the person
basically perform even under the pressure (Strömbäck and Smolak, 2017). It has been analysed
that traditional methods are well known because of determining body language, facial expression
and other non- verbal speech.
Further these methods also help to access how the person will be fit in the environment as
well as their culture. In face to face interview method as a traditional interview also assist or a
better way to appraise the true level of the candidate's interest in a given position. The method
also helps to save time and widen up the pool which is consider one of the biggest advantage of
using traditional interview methods. Such as using face to face interview, it has been analysed
that the cream rises to the top and even there is an increased chances to compare the applicants
side by side (Huffcutt and et.al., 2017). Apart from this, it has is also realised that using
telephonic interview methods, the interviewer can also make better use of notes and even the
interviews are also recorded in order to draw more complete observation regarding the
candidate's response as well.
While on the other side, it has been critically evaluated that all the individual have biases
and sometimes the person also did not able to select the best candidate because of its biasses.
Even the telephone interview also have some drawback which sometimes did not meet out the
effectiveness of the selection of new candidates. Such that in this process, it is quite hard to
express to analyse or establish a rapport through a call even though the interviewer is not able to
judge them, or it can be more difficult to fairly assess their true meaning. Apart from this, the
traditional interview method also have another disadvantages such as the interviewer have less
time to get to know that particular candidates and it is not sure that all the personality type will
shine with such a simple telephonic call.
Beside this, face to face interview also have an advantage such as empathy and personal
interaction but it is also considered one of the most high cost method among all (Fontana and
Prokos, 2016). The method sometimes did not helps to provide the exact conclusion and thus
proper planning should also be carried out in order to select the best candidate of their vacant
seats. The face to face interview also experience the products in real life, that is why it is
considered one of the biggest advantages of this. While on the other side, it has been critically

evaluated that sometimes the method is also neds a lot of time and this is not possible to pay a lot
of in it for big firms. Thus, it has been analysed that for the firm this method may be good for
particular situations.
Moreover, it is further evaluated that online traditional interview methods are further
used by most of the firms in order to select the best candidates for the company because it
requires a less time as compared to other method. This shows the effectiveness of the interview
method. Such that many of the interviewer also uses webcam and Skype in order to select the
right person by taking online interview. Through this a participants needs to have the correct
technology and this also limit the population because this equipment are not easily available for
everyone. But on the other side, by using this method, sometimes the most eligible candidates are
not selected because of not having such equipment (McAndrew, Ellis and Valentine, R.2017).
Apart from this, it has been further analysed that a firm may have a great option to chooses a lot
of candidates as per the requirement but sometimes this also leads to recruit them in bulk
quantity.
Moreover, the predictive validity is the degree in which a test or some questionnaire
basically predicts some future outcomes and this validity also provides the importance in some
personnel selection and development. Generally this is measured by the correlation between the
test score and exact criteria as well. This also helps in interviewing method as well because it has
been analysed that many test during the time of traditional method of interview also helps to
improve some predictive efficiency which clearly shows correlation with the defined criteria. In
the same way, it has been critically evaluated that the predictive validity of interviews might be
increased such that every answers is given by the candidates and this is rated separately through
multiple rating scales (Ruivo, Santos and Oliveira, 2019). It is also used by many firms in which
interviewers basically took a note of candidate performance and they used those rating scales
which cleared shows the rating points for a particular candidates. Therefore, this specifically
shows different rating criteria for each individual in some specified manner.
CONCLUSION
By summing up above report, it has been concluded that traditional method are
considered one of the best and effective interview methods but it also has some disadvantages as
well. The report concluded three different types of traditional interview method and their
effectiveness as well. But it has been realised that high quality of candidates are attracted by

using effective method of interview. Among all, the online method of traditional interview are
considered as the best method because it is one of the most cost effective strategy and
interviewer also determine the person's skills whether they scored better in the test or not.
Further the report also concluded that every method have their own advantages and
disadvantages but it is depended upon the company which method is the best suitable in order to
recruit the candidate as per the vacant situation.
Apart from this, present report also concluded that using traditional method of interview
are quite suitable such that their effectiveness helps to determine the best suitable candidate for
the vacant seats as well. Apart from this the report further concluded that the predictive validity
of interviews is also increased and overall evaluations of a candidate in a firm is determined by
summing up all the scores which is obtained by the interview. Beside this, it has been concluded
from the present study that traditional interview method are effective and good but sometimes
this are not exactly meet out the defined goals of the firm in order to choose the best candidate
for the firm. Thus, it is further analysed that using best interview method will help to select the
right choice for a business and its effectiveness clearly states that as per the situation, this
method is good and sometimes it is not for many firms.

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Online

Traditional methods. 2019. [Online]. Available through:
<https://smallbusiness.chron.com/differences-between-structured-traditional-interviewing-
approaches-32808.html>.