Effectiveness of Traditional Interviews in Recruitment and Selection

Desklib provides past papers and solved assignments. This essay analyzes traditional interview processes in HRM.

Managing Human Resource
1

Introduction
Traditional interview process is having a major significance, which helps in selecting high
quality candidates in a detailed manner. It has been found that traditional interview process
involves mostly pen and paper tests, which are important for understanding the ability of the
candidate perception and thinking ability. Moreover, panel interview process is done in the
traditional process where two to three people interview candidate simultaneously which helps
in understanding the consistency level. This essay aimed at having a brief understanding of
effectiveness of traditional interview process for fill the vacant position of the organizations
in order to increase the predictive validity of interviews.
Thesis statement: Use of traditional interview process is highly effective for grabbing the
right and high potential candidates in order to vacant the post and increase the validation of
interview process.
2

Discussion
Based on the perception of Brace (2018), employee performance is the fundamental
components, which need to be assessed by the Human Resource team. In traditional interview
process, it is observed that use of scorecards is done which helps in understanding the
performance level of the employees. A hiring score card helps in providing marks based on
the key criteria of the employee selection process. The result in this system is having
consistent approach, which help bringing improvement in the hiring process. On the other
hand, Stephenson-Famy et al. (2015) opined that use of structured interview is another
process in traditional interview system where human nature can be determined. As for
example, in structure interview system, every candidate is ask same questions and based on
that scores are provided. Here, use of panel group along with structured interview represents
as a great way for reducing the human bias during the process of hiring. The hiring process
should be given effective time in order to understand the characteristics and traits of the
candidates, as these are important for selecting the right candidate for the job. Besides this,
committed HR managers do not hurry during the selection process, as they are well aware of
the costs of hiring the wrong employee in the business.
Next is the reward system, which decides to understand the perceptions of candidates to fill
up the vacant position in the organization. As opined by King et al. (2018), reward system in
the business helps in changing the thinking level of the employees towards the organization.
In UK organizations, it is observed that HR managers try to attract the employees in the
traditional interview process by offering rewards and incentives to them. As per his words,
creating motivation is helpful to getting the successful business result, and here the
motivation factors that might help in grabbing employee turnover are reward system. Another
factor is recruitment and selection process in traditional interview process where job
description and personal specifications are provided in a suitable manner. For example,
traditional job description format may include place of work, total working hours, roles and
responsibilities, team associate details and others. These enable the candidates to know about
their work beforehand, which is important to crosscheck the interest level of the candidates.
Devotta et al. (2016) has investigated that selection process are mainly designed for gathering
detail information and assess every candidates minutely, otherwise hiring wrong candidates
can decrease the efficiency of business.
3

In this case, traditional interview process is highly important, as HR, managers are able to
read the state of minds of the candidates by observing the facial expressions and actions in
interview sessions.
In the traditional interview process, candidate relationships get strong as they get chance to
communicate among themselves. In accordance to John (2019), traditional interview session
is highly effective than digital interview as the nature of the candidates can be easily
understand as there is direct communication among candidates and management team.
Employee participation and their involvement have a major role in understanding the nature
of candidates. As pointed by Snider et al. (2015), without understanding the capacity of
employee involvement and employee participation, the management cannot decide if the
candidate can work in team or not. As for example, group interview is a form of traditional
interview, which is conducted among different candidates that helps in understanding the
involvement level. In this case, wide range of skills of the candidates are assessed which
helps the managers to compare the technical as well as managerial skills effectively. Another
method of developing employee relation is face-to-face interview, which is the major type of
traditional interview. Allowing candidates to directly contact with the managers help in
understanding the body language and personality level. Hence, it can be said this technique in
interview process aids in building effective relationship with the candidates.
In context of traditional interview process, it provides an equal opportunity to every candidate
to present his or her viewpoint. This develops a sense of belongingness and trust among the
candidates towards the company. This creates urgency among the candidates to join the
company, which is beneficial for managing the vacant post effectively. Not only that, this
also helps to understand the requirement of the candidates which would help the managers to
decide if they can meet the demands of the candidate and provide recruitment in their
company. As stated by Snider et al. (2015), every organisation is in search of hiring the
candidate based on their capabilities to do the job in a right manner. In this case conducting
flip learning session in interview process can act as an alternative approach to assess the
candidate ability and talent. Here, problem solving activities and discussion on learning
materials are done with peers. This aids the employees to analyse the lecture notes and
understand the working process of the company.
As asserted by King et al. (2018), flip learning session is a modern approach of traditional
interview process, which can help the managers to understand the IQ level of candidates that
4

can help them to choose the right candidate to fill the vacant post. In this flip learning
session, demonstrating the videos of John Timpson and James Timpson can create motivation
of the candidates to join the company.
According to Okun (2015), it is important that employees are treated equally at the workplace
so that they feel more inclusive in the work culture of the organisation. Employee
encompasses several perspectives such as equal wage pay, no colour discrimination,
elimination of harassment, stopping bullying and producing equal opportunity. For there to be
fewer activities like this to occur, positive and remedial action must be taken when instances
like this take place. In order to do this, one of the most effective solutions is to hire people
with diversified background and skills that have abilities in more than one area. This would
not only strengthen the work pool of the enterprise, it would there to be higher productivity
and profit.
As postulated by Cohen (2017), in order for employees to become more able in performing a
task, they must be provided with a proper set of training skills that would enable that would
enable employees to more effectively fulfil their job role. While conducting hiring session it
is important that potential candidates are communicated that they would have these benefits
when they come on board in the organisation. While training helps in being better at the
current job, development helps in becoming better at future job roles as well through focus on
soft skills. There are many perspectives through which the training process can be
approached; this includes perspectives such as performance perspective, humanist
perspective, and others. There are many times of learning strategies that might be
implemented, some of the best include horizontal strategic alignment and vertical strategic
alignment. While one focuses having, skills from a higher position another focuses on having
the same skills as that of people in the same department.
As per the view of Ford (2014), one of the best skills through which the recruitment process
can be performed in a much simpler manner is the systematic training cycle. Through this
process the organisations needs for conducting the training is analyzed, after which the design
training and development intervention is created. Following which, the design is delivered
and evaluated so that employees are better managed.
As demonstrated by Brougham and Haar (2017), when hiring new employees it is important
to inform the basis on which, they can be eliminated in the workplace. Several factors are
present that make any employee more effective in the organisation, these factors include their
5

capability, conduct, reasoning ability and others. All these factors help the new employees
that are being selected through the interview process to be better fit with the organisation, the
better their capability and rationale is the more superior they can perform at the job they are
selected for. Irrespective of employees’ qualifications, these factors are the ultimate factors
many times when it comes to a subordinate staying within an organisation or not. When
conducting the interview process, it is important that these factors must be communicated to
the potential candidates so that they raise their standards and do not become prone to
redundancy. The more redundancy there is within an the more the costs of the organisation
goes up as the company has to implement more recruitment methods through various
marketing strategies that elevate the visibility and need of the organisation is highlighted in
the market.
As posited by Morrison (2014), traditional interview process is highly effective as it helps in
analyzing individuals people and getting an in depth understanding how they think and react
to situations. This helps in knowing how they would react to other employees within the
organisation and would assist assisting the type of employees’ relations they would create.
Another advantage is that it helps in there bringing more employees that are talented to
family of an organisation through this recruitment process than any other else. The
disadvantage of traditional interview process is that it is very time consuming process and
takes a lot of time to assess and understand each subordinate. Furthermore, this process is
extremely expensive to implement as for this to take place multiple recruitment methods must
be utilized such as online marketing, television advertisement, word of mouth promotion and
others.
As depicted by Treweek et al. (2018), several ways are present through which predictive
validity might be increased within an enterprise. The managerial heads of the company must
create standardized testing systems through which the physical, critical, and psychological
aspect of a candidate is assessed. The criteria in these testing might include how quickly they
can respond to the situation or problem with which they are presented or their presence of
mind when a large chunk of data is being provided to them and they must assimilate the data
in a quick and easy manner. When it comes to assessment of the physical ability of a
candidate in an interview their vision ability to read text, their agility through movement
might be assessed. All these above-discussed methods are sure methods through which
through the work pool of an organisation becomes more fortified and the company is able to
6

get employees who are more skilled that increase the productivity and output of the
enterprise.
7

Conclusion
In the above report, various aspects have been targeted to obtain an understanding of how
traditional interview process can be utilized so that employees with high calibre are recruited
along with which critical analysis on predictive validity has been conducted. In the initial
stages of this report, the way in which the performance of the candidates that are being
selected will be assessed along with which the multiple styles of reward system such as
incentive, bonuses, and others will be discussed. Following which recruitment and selection
methods for better employee hiring is assessed. After which the importance of equality and
diversity has been highlighted through better selection process without discrimination along
with which the various learning and development methods through which new employees can
grow has been detailed. Finally, the advantages and disadvantage of traditional interview
process and methods through which predictive validity might be performed is detailed.
8

Reference List
Brace, I., 2018. Questionnaire design: How to plan, structure and write survey material for
effective market research. Kogan Page Publishers.
Brougham, D. and Haar, J., 2017. Employee assessment of their technological
redundancy. Labour & Industry: a journal of the social and economic relations of
work, 27(3), pp.213-231.
Cohen, E., 2017. Employee training and development. In CSR for HR (pp. 153-162).
Routledge.
Devotta, K., Woodhall-Melnik, J., Pedersen, C., Wendaferew, A., Dowbor, T.P., Guilcher,
S.J., Hamilton-Wright, S., Ferentzy, P., Hwang, S.W. and Matheson, F.I., 2016. Enriching
qualitative research by engaging peer interviewers: A case study. Qualitative Research, 16(6),
pp.661-680.
Ford, J.K. ed., 2014. Improving training effectiveness in work organizations. Psychology
Press.
John, J., 2019. Effective recruitment strategy to improve your hiring process. ZENITH
International Journal of Multidisciplinary Research, 9(3), pp.352-357.
King, N., Horrocks, C. and Brooks, J., 2018. Interviews in qualitative research. SAGE
Publications Limited.
Morrison, J., 2014. The first interview. Guilford Publications.
Okun, A.M., 2015. Equality and efficiency: The big tradeoff. Brookings Institution Press.
Stephenson-Famy, A., Houmard, B.S., Oberoi, S., Manyak, A., Chiang, S. and Kim, S., 2015.
Use of the interview in resident candidate selection: a review of the literature. Journal of
graduate medical education, 7(4), pp.539-548.
Swider, B.W., Zimmerman, R.D. and Barrick, M.R., 2015. Searching for the right fit:
Development of applicant person-organization fit perceptions during the recruitment
process. Journal of Applied Psychology, 100(3), p.880.
9

Treweek, S., Pitkethly, M., Cook, J., Fraser, C., Mitchell, E., Sullivan, F., Jackson, C.,
Taskila, T.K. and Gardner, H., 2018. Strategies to improve recruitment to randomised
trials. Cochrane database of systematic reviews, (2).
10