Hrm - Interview as the Best Selection Method

TABLE OF CONTENTS

1.0 INTRODUCTION 1

2.0 THE SELECTION METHOD CONCEPTS 1

3.0 THE JOB INTERVIEW 4

* 3.1 RELIABILITY AND VALIDITY OF THE JOB INTERVIEW 6

* 3.2 STRUCTURING THE CONTENT OF THE INTERVIEW 7

4.0 IMPLEMENTATION - INTERVIEW IS THE BEST SELECTION METHOD? 8

5.0 CONCLUSION 10

6.0 LIST OF REFERENCES 11

1.0 INTRODUCTION

Workforce planning is a systematic process in which the organization identifies the human resource needs and have it aligned to meet the organization’s goals, visions and missions. Comprising of several diverse roles in the Human Resource function itself, it is the core duty for every personnel department to manage it’s staffing effectively by recruiting, delivering and developing the people as well as the internal environment appropriately for the organization (Rees and French, 2010). The process of recruitment involves putting the right person in the right position at the right time as it contributes to a large portion of the sustainability and profitability of a company (CIPD, 2013). Thus, the need of Human Resource Management.

The hiring process of a good candidate for a job involves three basic steps; recruitment, selection and socialization. It is very costly for an organization when poor hiring decisions are made (ACAS, 2012). Problems deriving from poor hires are largely high cost of rehiring and retraining, friction amongst staffs as well as resentment of other better workers. Recruiters have mentioned that the cost of replacing an employee will cost 2.5 times the existing employee’s salary (Yager, 2013).

Selection is basically the process of making a “hire” or “no hire” decision regarding each applicant for a job (Anderson and Shackleton, 1993). There are several methods established by Human Resource (HR) experts when it comes to selecting the best candidates for any job positions. Methods include work simulation, psychometrics tests, situational...