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Ghulam Abbas

from Shorkot City (Jhang)

GAsad@facebook.com

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Recruitment and selection process
Interview
Definition:
Direct interaction between parties to discuss various issues under consideration  Direct interaction  Parties  Issues under consideration

Selection Interview:
Direct interaction between an employee and candidate to determine the suitability of that individual for job/organization

Issues while conducting the interview:
Factors that affect the usefulness of interview:

i.

First impression BIAS (SNAP judgment)
The interviewer should consider evaluating a candidate based on its overall behavior and knowledge about the contents of the job instead of making assessment regarding the candidates based on snap judgment or first impression.

ii.

Non-verbal behavior: (Impressions Management)
The interviewer must be vigilant (careful) about the non verbal communication including body language, gestures, eye contents, that may affect its performance in the interview and that may create false impression of the candidate regarding its job performance.

iii.

Job understanding:
The interviewers must be appointed who can be considered as subject matter experts and who are familiar about the requirements of the job, understand the duties and responsibilities and know about the human specifications required to perform the job activities.

iv.

Contrast Errors/Candidate Order Error:
The interviewer should consider the overall performance of a candidate instead of under acting or over acting that person because of the specific order in which the candidate appears in front of the panel and by making comparison of the candidates with each other.

v.

Personal Characteristics Bias:
The interviewer must consider the job related knowledge and other behavioral characteristics of individual instead of selecting or rejecting