Analysis of the Hiring Process in Business Administration

Introduction

As a group, we decided to base our research on comparing the recruitment experiences of two recent recruits within the “Big 4” accounting firms. The group agreed on this method so we could analyze the differences between the two processes and also the similarities as the companies work within the same industry sector. Also, to gain a more extensive view we chose to select two different types of recruit. One member of the team interviewed a Postgraduate employee and another asked questions of a direct entry employee. We chose these interviewees as it is a relevant area for our team and it was insightful to see the recruitment process they went through considering we may engage in a related process in the near future.

Review of Literature

Interview

Once a candidate is selected, it is the responsibility of the recruiter to determine the method necessary to select the ideal employee for a given position. There are a number of techniques that can be utilized for this assessment, the primary ones being interviewing, psychometric testing, and provided work samples or references. The type of evaluation chosen must take into account the nature of the position, the expectations of the company, and how accurately it will provide insight into a candidate. The success of this process hinges on the ability to accurately compare all candidates on many levels. Finding a method that is both standardized and minimizes bias provides a greater opportunity for successful recruitment.

The interview is a complex method of the recruitment process. While this method is the most commonly utilized assessment, the flexible design offers more opportunities for bias. Interview techniques range from casual to highly structured, and multiple techniques may be used in conjunction to assess a candidate. While it is important to carefully select the interview design, it must also be noted that the right assessor is critical to the success of the process The person conducting...