Comparing Selection Methods for Minority Representation in HR Roles

This report examines the effectiveness of face-to-face and telephonic interview methods in the context of human resource executive selection, with a specific focus on increasing the representation of aboriginal people in the workforce, aligned with the goals of CERA. The report defines and compares the merits of both selection methods. Face-to-face interviews are presented as a popular method due to their ability to assess candidates through verbal and non-verbal cues, facilitating relationship development and in-depth analysis. The advantages include the ability to assess body language, immediate feedback, and control over the interview process. Telephonic interviews, on the other hand, are highlighted as cost-effective and time-saving, particularly useful for initial screening and reaching a wide geographic area. The report emphasizes the importance of asking about nationality during both methods to achieve CERA's objectives, while also mentioning the benefits like time efficiency and the ability to assess basic candidate information. The report concludes by suggesting that both methods can contribute to achieving organizational goals related to workforce diversity.

Selection Methods And Minority Representation In CERA

Selection method & minority representation
In this present paper, we will discuss the job category, namely, human resource executive in
order to examine the merits of face to face interview and telephonic interview method which
helps to increase the representation of aboriginal people in the workforce.
Face to face selection
It is the defined as the selection method which is used to check the capabilities and knowledge of
an individual verbally (Storper et al., 2004). It is the most popular method which is used widely
because it allows knowing the person while keeping eyes on the body language. It is the most
effective form of assessment method because it enables to develop the relationship with an
individual who cannot be developed through other methods. The thorough assessment of an
individual can be done easily which enables to take the decision of selecting the individual for
the desired position with the specific period of time. It helps to achieve the aim of CERA which
is to increase the representation of aboriginal people in the workforce through asking the
background information of an individual at the time of conducting the face to face interview.
Following are the merits of face to face selection method:
1. It allows in-depth analysis of interviewer which helps to judge the capabilities of an
individual through one to one conversation.
2. The confident, body language and individual capabilities can be judged through face to
face selection.
3. The face to face interview helps to check the knowledge, body language through using
visual aids.

4. In face to face interview, the interviewer has great control and focus on the interviewee
which enables to judge the capabilities of an individual to perform the specific roles and
responsibilities in an effective manner. (Irvine et al., 2013)
5. The immediate effect of the words can be received with the reaction of an individual
which enables to check the ethics and morals of an individual which needs to be
considered at the time of selecting the individual for any job role and responsibilities.
Telephonic interview
It is defined as the interview through a telephonic conversation between the interviewer
and interviewee. It is the best method for short listing the candidates on the basis of
eligibility criteria selected for recruiting the candidate within the particular time period. It
is the method which minimizes the expense and time of conducting the recruitment
process successfully. It also helps in achieving the aim and objective of the recruitment
process by short listing the right candidate for the right job and at the right time which
enables to add value to the organization (Szolnoki et al., 2013). The time is a very
precious element, so the telephonic interview saves the time by conducting the interview
through the telephone. The aim of CERA is to increase the representation of aboriginal
people in the workforce which can be successfully achieved by asking the nationality of
an individual through a telephonic interview and it enables to save the time as well as
expense for conducting the recruitment problem. It helps to analyze the knowledge, basic
introduction of an individual which enables to determine the nationality of an individual
which leads to achieving the goals and objective of the CERA. The benefits of the
telephonic interview are described below:

1. The telephonic interview enables to access the wide geographic which helps to check the
nationality of an individual through taking the brief information about the individuals
(Wald et al., 2000).
2. The telephonic interview is cost and time effective because the recruitment process
includes high cost but the telephonic interview is conducted on telephones which help to
select the individual for the final round on the basis of telephonic interview.
3. The telephonic interview has the limited complexity of questions due to one to one
conversation which helps to achieve the objective of CERA within the short time period.
4. It helps to list the candidates for the particular position short through on the basis of
eligibility criteria which reduces the efforts and time for selecting the desired candidate
for the right job.
5. It helps to achieve the objective of recruitment process by analyzing the capabilities and
skills of an individual within the short period of time (Trier-Bieniek et al., 2012).
Both the selection methods help to achieve the organizational goal of representing the aboriginal
people in the workforce.

References
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Wald, J., & Taylor, S. (2000). Efficacy of virtual reality exposure therapy to treat driving phobia:
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Irvine, A., Drew, P., & Sainsbury, R. (2013). ‘Am I not answering your questions
properly?’Clarification, adequacy and responsiveness in semi-structured telephone and face-to-
face interviews. Qualitative Research, 13(1), 87-106.
Szolnoki, G., & Hoffmann, D. (2013). Online, face-to-face and telephone surveys—Comparing
different sampling methods in wine consumer research. Wine Economics and Policy, 2(2), 57-66.
Trier-Bieniek, A. (2012). Framing the telephone interview as a participant-centred tool for
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