Effectiveness of Selection Process and Interviews: HRM Report

This report delves into the critical aspects of human resource management, specifically focusing on the selection and recruitment processes. It examines various types of interviews, with a detailed analysis of structured and role-play interviews. The report highlights the importance of a well-planned and structured interview process to identify potential candidates effectively. The study evaluates the impact of interview strategies on candidate performance and concludes that structured interviews, when implemented ethically and without bias, are a valid and effective selection tool. Furthermore, the report emphasizes the significance of interview techniques in the overall success of the selection process.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
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ABSTRACT
The field of human resource management has taken a great toll in the organisation. The
strategies and techniques has been evolved throughout the years. The following report
emphasis on the effectiveness of selection process and interview conducted for employees.
The study focuses on interview strategies and approach towards interview so as to get an
effective selection process of the employees. At last the study concludes that the interview
which was conducted had a positive impact on the candidate as interview strategies were
incorporated which was valid and ethical as a selection tool.

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Table of Contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................4
A. Types of interview.......................................................................................................4
B. The Role-play interview..............................................................................................4
C. Critical Evaluation of the Interview............................................................................5
Conclusion..................................................................................................................................6
Reference....................................................................................................................................7

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Introduction
The human resource management domain is a very vast concept which comprises of
number of concepts the one core concept of human resource management is selection and
recruitment process (McIntosh et al., 2017). The following report describes the effective
interview process for the selection of the candidate. After recruitment the interview is the first
process to be followed for the further selection process (Braun et al., 2019). Therefore the
paper gives a brief analysis of interview process conducted and its impact on the candidate to
perform better.

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Discussion
The Recruitment and Selection process are the steps to employ or select a candidate
for the potential job. The selection process comprises of different types of interviews which is
practised in the organisations.
A. Types of interview
Structured Interview or Panel Interview-
Structured interviews are generally formal and well organised and generally include
several interviewers hence also known as panel interview. In structured interviews it possess
more structure style and generally begins with an “icebreaker” questions. The icebreaker are
commonly used to ease the candidate before asking some serious or tough questions (Adams-
Quackenbush et al., 2019).
Unstructured Interview-
As the name implies unstructured interviews are generally informal, usually in this
type of interviews there are open ended questions.
Behavioural Interview
This type of interview includes experience based interviewing to predict the future
behaviour of the job.
Stress Interview
This type of interview style is used by the interviewers who needs to hire for a
position of high level of stressful job on a daily purpose.

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B. The Role-play interview
The type of interview which was conducted in the role-play was structured interview.
The interview conducted was in panel that is there were four interviewers interviewing the
candidate. At first general questions were asked to the candidate like how the traffic was and
whether the candidate found it difficult to find the place. These were the icebreaker questions
to ease and make the candidate comfortable.
Next the interviewer one asked the candidate to give an introduction, after the
introduction the interviewer gave a glance about the company and the position, the
interviewer also described about general company philosophy and the day-to-day
responsibilities. The interviewer two then asked about a couple of question on the
qualification, work experience and co-curricular activities.
There were questions asked on the field of study, critical thinking questions were also
asked to the candidate. At first the candidate was little bit nervous but gradually the interview
became more intense and subjective. The candidate was confident about the answers and
tactfully answered all the questions. Finally the interviewer asked the candidate whether the
candidate have any questions to ask them. The candidate asked couple of meaningful
questions which included the clear description on the job profile, the salary and incentive
structure of the job of the candidate. After the interview the candidate got selected for giving
excellent performance.
C. Critical Evaluation of the Interview
The Structured interview is better to practice in the organisations as it very formal and
unbiased the candidate can showcase their overall capabilities and the interviewer can get
best candidate through this type of interview. Structured interviews are very tough to tackle
and only the potential candidates can tackle this type of interviews.

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Conclusion
It can be inferred from the above discussion that the interview must be done in a
planned and structured way in order to get the potential candidates for the organisation. The
structured interview that was conducted was found to be very effective as it is unbiased as it
unbiased it is valid and ethical as a selection tool in the interview process (Alonso et al., 2017).

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Reference
Adams-Quackenbush, N.M., Horselenberg, R., Hubert, J., Vrij, A. and van Koppen, P., 2019.
Interview expectancies: awareness of potential biases influences behaviour in
interviewees. Psychiatry, Psychology and Law, pp.1-17.
Alonso, P. and Moscoso, S., 2017. Structured behavioral and conventional interviews: Differences
and biases in interviewer ratings. Revista de Psicología del Trabajo y de las Organizaciones, 33(3),
pp.183-191.
Braun, V., Clarke, V., Hayfield, N. and Terry, G., 2019. Thematic analysis. Handbook of Research
Methods in Health Social Sciences, pp.843-860.
McIntosh, M.J. and Morse, J.M., 2015. Situating and constructing diversity in semi-structured
interviews. Global qualitative nursing research, 2, p.2333393615597674.