C. (1987), Job interviews are considered to be the most important part of the Selection Process of any organization. Most organizations, both local and Multinational, tend to make their candidates go through a testing process up to some extent,…
The available data on the subject was analyzed and interpreted to briefly explain the details and technicalities which are used in conducting these resources and later on through the course of this report, two types of interviews that are most popular amongst organizations are discussed and explained. Their advantages and disadvantages of the usage of these two interview types are discusses along with a compare and contrast of the latter.
Because of the physical presence of the candidate, job interviews tend to be the best way for communication. A candidate’s body language, confidence level, expressions, and communication skills can be most visible in his/her physical presence, it is believed that job interviews can play a major role in helping the organization to decide whether the employee can be a good fit for the organization or not.
Interviews can either be conducted in a structured way with questions framed prior to the interview by the interview, or in an unstructured way where questions are asked according to the course of the conversation. Different types of Interviews are The Screening Interview, which are used to filter-out the best possible candidates based on general attributes such as confidence, stress management, previous work experience, adaptability etc. Then, Stress interviews are used to gauge how much stress can a person tolerate. Then comes behavioral interviews what gauge the past behavior of the employees. Meal-time interviews are held for positions which involve frequent interaction with the organization’s stakeholders to see how a candidate would act as a host and a guest (Dessler 2003). Group interviews are also used later in the Selection Process to get a complete picture of the personality and abilities of the candidates. Discussed following, are the compare and contrast, and advantages and disadvantages of Group Discussion Interviews and Group Panel Interviews that are ...
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The need to detect deception is hardly a twentieth-century phenomenon; humans have always needed to distinguish between the trustworthy and the untrustworthy. The final interview should be conducted when the references have been verified, the educational back-ground have been checked and the actual competency claimed tested.
The Selection Process.
There are six steps in the selection process. They are:
1) obtaining complete application forms,
2) conducting initial and follow-up interviews,
3) giving employment tests,
4) conducting background investigations,
5) obtaining results from physical exams,
This is through hiring efficient employees who can deliver the required input for organizational goal achievement. The most essential objective of any selection tool in an organization is to identify the best match between the candidate’s profile and qualities needed for the job.
A higher weighting indicates a higher degree of importance.
Construct a table, with the considerations or aspects of the qualities of a skilled customer service representative listed on the extreme left column. Leave a column for the weighting of each consideration.
r gain expertise in the process of interviewing a candidate for a job; similarly, a mock interview serves to improve an interviewee’s technique, knowledge and confidence for facing a real interview successfully. On the part of the interviewer, according to Dilley (2000,
The job selection matrix is a valuable hiring instrument since it provides the same employment opportunities to all candidates while advocating for the integrity of the organization by ensuring the decisions made are solely due
The mission statement of the organization is stipulated in its website as "To provide compassionate patient care with seamless coordination and to advance medicine through unrivaled education, research, and outreach in the many diverse communities we serve" (Mount Sinai, 2015).
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