Executive Summary

Among methods of hiring and selecting potential employee, interview is arguably is the most powerful method for employer to select potential employee. Well, hiring qualified employees should be the primary focus for a company and organization. If a manager does not have a good interviewing skill or perhaps chosen the wrong selection method, he may ended up with hiring someone who might not able to fit the job position and therefore, the job could never be done nicely and perfectly. Thus, choosing a right method of recruitment and selection process has been known as an art as well as science within a business cultural. However, the hardest part of conducting an interview is for the manager to makes the applicant able to open up and willing to gives them the real answer of the question.

What is employee selection? Employee selection can be explained by; it is a process of putting and selecting the right person on a right job position. In order to get a right person, selection process has to be done nicely so that it would match with the organization’s requirement as well as with the skills and qualification of the applicant. However, an effective selection process could be done or complete if only there is effective of matching. The organization has to look into the qualification of the applicant in order to select the best candidates. By putting the right person in a right job, it would definitely benefit the company by providing best quality performance and also lead advantages such as saving time and cost, will face less of absenteeism as well as lower down the rate of employee turnover.

Table of Contents Pages
EXCECUTIVE SUMMARY ………………………………………………………………..1

1. INTRODUCTION ……………………………………………………………………3 1.1What is Recruitment? …………………………………………………………. 3 - 4

2. EXPLAINATION ON THE TOPIC ………………………………………………..4 2.1 What is Interview? …………………………………………………………. 2.2. Different method approaches for selection ………………………………… 2.2.1 Face-to-face Interview……………………………………………. 2.2.1.1 Types of face-to-face interview…………………………. 2.2.2 Telephone Interview and E-mail Interview………………………. 2.2.3 Agree with the Interview is the best method in employee selection ………………………………………………. 2.3 Advantages and disadvantages of using interview …………………………

3. JUSTIFICATION ………………………………………………………………… 3.1 The Use of the Interview in Selection ………………………………………
3.2 Survey conducted for the use of interview in employee selection ………….

4. CONCLUSION & RECOMMENDATIONS…………………………………… 4.1 Summarize and understanding of the topic …………………………………. 4.2 Personal opinion and recommendations ……………………………………..

5. REFRENCING (Harvard Referencing System) ………………………………

Question:
2. Interview is the best method in selection of potential employees. Do you agree or disagree with the above statement? Provide justifications for your answer.

1. Introduction:
The purpose of this report is to evaluate whether interview is the best selection method for potential employee about (i) what is recruitment and why recruitment is important in employee selection, (ii) definition of job interview in order to bring out a clear statement of how interview is known as the best method in selection potential workers. Beside, in this report, it also contained (iii) types of interview being used, advantages and disadvantages of conducting an interview. Finally it also attached with researches and table which support interview is the best method in selecting potential employee.

In this report, it has divided into two sections which are finding section that consist in all information regarding to job interview and a conclusion section which comes along with recommendation that provide some opinions and specific suggestion in explaining why interview is the best method to fill a right person to a position.

1.1 What is recruitment?
Businesses usually rely on their employees and productivity to be successful. No company or businesses can ever afford to make hiring mistakes! Bad hiring decision can hurt a company with all type of sectors. In order to form a successful business, hiring the right and potential employee always is the key and critical factors. No matter which field of businesses people are running or any organizational, employees are still the main factor to lead successful, especially for those company which running small business and only depended on few employees.

Bringing the wrong person into an organization will not only lead harm like wasting time and money, but more than that. With hiring mistakes, it would negatively affect the daily business and productivity of an organization with different kind of aspects and also creates negative ripple impacts to every employee as well. So, a right recruitment and selection skilled is needed in order to get the right person.
Recruitment and selection are usually known as one particular process. They are bonded to each other. Recruitment is a process that identify the organization is having a vacancy and the human resources department have the responsibility to interview someone up for the particular position which their application form has been submitted. After done with the recruitment process, selection process should be followed up. The process of selection is to select and choose the best candidate among applicants to fill in the position. Therefore, selecting a right employee is among one of the most important and hardest decision for manager to makes. Getting a potential employee and right person to a right job position is a key and crucial for business success.

2. Explanations on the topic
2.1 What is interview?
The interview and selection process always played as an essential role and it is a very significant part in employee selection. Interview is used widely by both parties which is the human resources specialist as well as the line manager which involve in hiring. It does not matter of either the party is as sole method of selection or perhaps it is in conjunction with others assessment, job interview is widely used in universally in order to select potential employee.

2.2 Different method approaches for selection
Selection of interview can be conducted in several different ways; however the models which are most popular and widely used by both personnel professionals as well as organization are as below. * The Face-to-face Interview * The Telephone and E-mail Interview

2.2.1 Face-to-face Interview
Face-to-face interview is discussions that purposefully refer between two or more people that can help organization enable to gather valid and reliable data which is relevant to the research objectives of an organization. [Kahn and Cannel, 1957].

Face to face interviews are conducted when there are two or more people exist. It is form by personal communication and it helps an interviewer able to gather as much information as they need in order to select an appropriate candidate. The researches interview is also known as the general term for certain types of interview. Some of the interviews’ conversation might be highly structured and formalized, and of course there are also interview conversations that are informal and unstructured.

2.2.1.1 Types of Face-to-face Interview
Following are the researches based on the types of interview that are most commonly used during face-to-face interview.

* Semi Structured
Semi structured interview is usually conduct with a semi structured questionnaire. According to the researches, this type of interview are known as very loosely in structured and it only consist on open-ended question which only define the chosen topic and question that being asked. Therefore, in order to pursue an answer which is more detail, the interviewer or interviewee may need to be slight stray into the question.

* In-Depth Interview
In-depth interview is known as the interview which is focuses on using in-depth interview questionnaire. In-depth interview is usually covered with one or more issues in great details and asked question which depended on what’s interviewee answered or say. In depth interview is known as the interview which is least structured compare with semi-structured interview and structured interview.

* Structured Interview
Structured interview refers to interview that conduct by using structured questionnaire. Organization that used this type of interview usually trained their interviewer to ask fixed choices of question in a consistent format. Yet, it also consists of administering structure questionnaires.

2.2.2 Telephone and E-mail Interview
Telephone interview are usually being used when the interviewer and candidates are not able to meet each other due to certain reason. Well, due to the asynchronous communication of places, telephone interview has the advantages and priority to able to extend access to participants compares to face-to-face interview. Telephone interview is wide geographical access. Therefore, people from different countries and states are allowed to interview the position as long as they have telephone.

Besides, telephone interview also bring a lots of convenience to those populations which is difficult to reach. It allows the interviewer or researcher to have the opportunity to approach those who might difficult to come for a face-to-face interview. For example, a mother has to be home with small children, people who have disabilities, computer addicted, and etc. Telephone interview also allow applicants who is at close site access and those who are in sensitive accounts get the chance to apply even it might be far away from them. This indicates to those applicants who might have limited access for interviewer to interview them face-to face, such as applicant who is admitted to the hospital, prisoner, military and etc.

It is a fact that telephone interview has brought lots conveniences to interviewer and the applicant which allow them to interview those who are not easy to access, but one of the main disadvantages of telephone interview is it the reduction of social cues. Through telephone interview, the interviewer cannot see the body languages, behavioral and facial expression of the applicant and therefore there is no interaction between them. Another disadvantages of telephone interview is, interviewer could not see where the interviewee is situation during the interview. Thus, due to these factors, interviewer could not create a good interview ambience with the interviewer. In this case, face-to-face interview are preferred. Face-to-face interview can always make more useful on standardization of the situation. (BURKE & MILLER, 2001).

Basically, email interview is almost alike with telephone interview. What is different between them is email interview allow interviewer enable to interview the applicant even there is a huge different in time zone , such as they might living in different parts of the world therefore they might need to be collaborate with the time zone of the particular country. However, email interview is very time consume as the both parties could not reply and answer the question immediately, they must wait until each party respond in order to reply. Therefore, the interview might need a longer period to be done.

As a summary, method like email interview and telephone interview are mostly preferable to be used when a company or an organization does not see social cues of the interviewee as a very important factor. The social cues of the applicant are not very important for them to collect the information sources from the applicant. Well, it’s actually depending on the research problem. Sometimes, Telephone interview is preferable to those interviewers who only has small budget and does not have extra time for travelling or perhaps for those company that thinks standardization of an interview’s situation is not key point and it is less important.

2.2 Agree with Interview is the best employee selection method
Interview always is the best method in selection of potential employees. Well, a job interview is actually a process taken by a company in order to select candidates who is the most efficient and suitable to fill a job position. Though interview, it helps interviewer to be able to analyzed and understand the interviewee in different criteria by asking them question and giving text. For example, educational level, working experience, communication skills and etc.

Selection procedure could never be done without forming an interview. Therefore, an interview has played an important role in job selection. Without forming a proper interview, job selection would be more difficult for manager to make decision in who is the right candidate to fill the position. Interview is known as a bridge that able to link the interviewer and candidates together. It would be much easier for interviewer to select the best candidate during selection procedure through an interview. So, an interview is very essential for a company to select potential employee.

By forming an interview, it first helps the managers to analyze the communication skill of the candidate by asking them question and the way they answered it. A candidate who is good in academic result does not mean that he or she has a good communication skills and interpersonal skill. Communication skill is very important for an employee especially for those candidates who is interviewing sales person or marketing position. A manager must make sure that the candidates should have well persuasive skills in order to increase company’s sales. By conducting an oral interview, the standard of communication of the candidate would be simple to be accessed by the interviewer. Beside, through this oral interview, interviewer could easily access and analyzed the oral response as well as attitudes and behavior of the candidates by pay attention or noticing the way of how the candidates answer the question and how they behave themselves during the interview.

An interview also help interviewer to have the opportunity to look through the knowledge of the candidates. Sometime, a potential employee might not necessary must be excellent in academic, common senses, job skill and personal knowledge are important as well. It actually depends on what kind of position the candidate is applying. With the different scope of work field and different type of criteria, some skilled are required for certain job position. Interviewer could ask question which is related to the position scope and decide whether an applicant’s education and technical aspects has meet the requirement of the position or not. Therefore, it has make an interviewer job to be more easier in selecting the best potential candidate among those applicants upon to the candidates subject and technical knowledge.

In the other hand, due to interview is using conduct with face-to-face, interviewer and candidates could freely discussed according to their own expectation as well as the company’s expectation such as working hour, job benefits, willing to travel etc. They can freely tell out what they expect and what they do not. This would be easier and save time for both parties who might have any further question in the future. Hence, interview is very important and it is definitely the best way to select potential employee to an organization.

2.4 Advantages and Disadvantages of Interview
However, interview does have its advantages and disadvantages as well. Interview that conduct by face-to-face allow the manager to able to observe the facial expression and the body languages of the candidates. This is important to an interviewer because through this, interviewer could easily know and has a clearer indication toward the honesty, sincerity as well as the feeling and emotion of the candidates. Another advantage of conducting a face to face would be that the candidate is able to pass clearer information of themselves to the interviewer and the interviewer also can pass a clearer judgment of the candidates since they are face-to-face. [WENGRAF, 2001].
Somehow, forming a face-to-face interview are usually very time consuming and as a interviewer he or she will always have to consider of all kind of ethical and legal issues as well as the requirement request by the company during conducting an interview. Thus, it is time consuming again.

3. Justification
3.1 The Use of the Interview in Selection
The survey below states that UK confirmed that interviews are very widely being used for employee selection.

3.2 Survey conducted for the use of interview in employee selection
The British Market Research Board conducted a survey (on behalf of SHL) in November 2003. This survey has questioned 450 companies which employing 1000 even more employees based on their selection practices.

Table 1 below indicates the use of the interview compared with other selection techniques.

Table 1 Assessment Methods Used in the Last 12 Months
(Based on 450 companies) Method | Private Sectorn = 350 | Public sectorn = 100 | All Sectors | Interview | 98% | 100% | 98% | Tests | 65% | 71% | 66% | Questionnaires | 55% | 42% | 52% | In-Tray | 21% | 39% | 25% | Any Behavioral Simulation | 46% | 60% | 49% | Handwriting Analysis | 2% | 0% | 1% | Group Exercise | 34% | 39% | 35% |

4.0 Conclusion and Recommendations
As a conclusion, needless to be mentioned that job interview is arguably main method in order to select and hire potential employees. It is also known as a powerful factor within the employee selection process for most of the organization. No one would disagree that doing the right interviewing and hiring the right person would benefit the organization. In facts, in order to lead a firm to a successful pathway, it actually depended on which type and quality of employee they hired. It’s always the main aspect for a company to be successful or failure in return. For a company, nothing is more valuable than the employee who is well trained and conscientious employees. Good employee will increase the productivity and therefore the goals of the organization will meet.

The human resources department is known as the department that responsible for screening all of the applicant then verify whether the information of the candidates are real or whether their requirement are being met or not. Once the verification process is done, they will pass those qualified candidates to the manager of different department in order to let the manager to interview them.

Apparently managers are not able to be certain whether the personality of the applicant could meet their business philosophy or not or perhaps questions like how long the applicant would work for them by just spending an afternoon with them. Therefore, manager could only form a right selection process with considering the need of the position and business then filled in the position with the right person. Accordingly, following recommendations are made:

Well, as a department manager or supervisor, they must always be careful in hiring employees as the person is working closely with them. Therefore, doing a right choices or bad choices will directly reflect on the manager. Thus, as a manager, their decision of hiring also indicating their ability of selecting, they must make sure that the new candidates are not only enable to do the job well, but also able to fits well and get along with other colleagues of the department as well as the department manager itself. So, conducting an effective and efficient hiring process is always an essential to a company and a business to be successful and thus conducting an interview is very important in order to select the best and potential employee for the company.

5. References and Recommendation