well as the flexible aspects such as hobbies, interests, hopes, desires, aspirations, goals etc. This is a time consuming and costly approach best suited for executive selection rather than blue or white collar workers, its major advantage is in getting a complete, detailed understanding of the candidate but the price paid in terms of time and money need to be carefully weighed. Problems in Interviews Despite the wide spread use of the employment interview, it continues to be the source of a variety of problems of the selection process. There is no doubt that problems of reliability can develop in the use of interviews when they are less structured or conducted by relatively untrained interviewers. Following is a list of some sources of errors in the interview process.
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a.Contrast effects or Hallow effect:The order of interviewees’ influence ratings. For instance, Strong candidates who succeed weak ones look even stronger by contrast. b.Similarity to interviewer:interviewee’s similarity in sex, age, ethnicity, religion and or attitude to interviewers may lead to favorable evaluation at the expense of the expectations of the job. c.Non-verbal signals: interviewers often fall in to the trap of using non- verbal behavior patterns as a basis for reaching a decision. Factors such as how a candidate looks, sits in the chair , maintains eye contact, fidgets or his or her facial expressions may be allowed to become overriding criteria and this can easily in by –passing competent candidates d.Interviewer lack of knowledge:Where this happens there is almost invariably a miscarriage of justice. The interviewer’s lack of familiarity with job requirements prevents him or her from identifying those characteristics in the candidate that makes him or her suitable for the job. Instead, he or she might well be eliminated for the wrong reasons. e.Over –emphasis on negative characteristics:quite often, there is a natural human tendency on the part of interviewers to succumb to the pitfall of assigning undue emphasis to one or two negative qualities of the applicant. Many good aspects suited to the job at hand may be ignored in the process, the interviewer must consciously attempt to look beyond small drawbacks in the candidate and take an objective, broad –based view. f.Snap judgment:there is a tendency for the interviewers to make up their minds on the first impression of the candidate. Based on the first observation of the applicant and the first few minutes of discussion, a judgment is arrived which in fact, may be quite erroneous. Too often, interviewers from an early impression and spend the rest of the time looking for evidence to support it. The attempt, on the other hand, should be to collect comprehensive information about the candidate and reserve judgment until various aspects and areas have been probed. 5. Reference Checks The applicant is asked to mention in his application form the names and addresses of two or