Stick to the script if your candidate makes a bad

 Stick to the script. If your candidate makes a bad first impression, don’t give up on
them and try to speed your way through the rest of the interview. Be fair, be consistent
with your interview process and give them a chance to win you over.
 Bring someone into the interview with you. It could be that your unconscious biases
are causing you to make snap decisions. If this is the case, then a panel interview
could help you to make a clearer and fairer decision.
If you do give them a chance and they fail to impress throughout the entire interview, then at
least you can say you tried! Anthony Hughes, (2016)
Ask better questions, of course…
 Make a real effort to ease your candidate into the interview before bombarding them
with a bunch of difficult questions.
 Remember, stress interviews won’t work for your nervous, shy or confidence-lacking
candidates (but that doesn’t necessarily mean they’re not right for the job).
 Don’t ask ridiculously difficult interview questions that you know your candidates
won’t be able to answer. It’s pointless. Anthony Hughes, (2016)
 It’s really important to ask some fresher and more challenging questions as well as the
bare necessities like ‘what’s your greatest weakness?’

 Try not to be over-scripted. A great candidate will be able to improvise and have a
natural conversation with you, so give them a chance to do just that.
 Do NOT attempt to discuss any of the following: age, sexual orientation, marital
status, cultural issues, disabilities, illness, criminal convictions, innuendos,
inappropriate jokes. Anthony Hughes, (2016)
Make sure you follow up with every single one of your job candidates…
 Let unsuccessful candidates know why they weren’t chosen.
 Keep successful candidates in the loop about how the process is progressing, what the
next stages will include and be clear and honest about time-scales.
 Let your candidate know ASAP when you decide to hire them (and don’t take long to
make that decision in the first place). Anthony Hughes, (2016)
Show that you love them and they’re much more likely to wait around for you.
PART 2
Review the implication of performance appraisal bias and errors on individuals, organisation
and the performance appraisal system.
Definition of Performance Appraisal is the systematic evaluation of the performance of
employees and to understand the abilities of a person for further growth and development.
Prachi
Juneja, (2018)
The process by which a manager or consultant (1) examines and evaluates an employee’s work
behavior by comparing it with preset standards, (2) documents the result of the comparison and
(3) uses the results to provide feedback to the employee to show where improvements are
needed and why. Performance appraisals are employed t determine who needs what training,
and who will be promoted, demoted retained or fired. (
)
Performance appraisal is generally done in systematic ways which are as follows:
1. The supervisors measure the pay of employees and compare it with targets and plans.
2. The supervisor analyses the factors behind work performances of employees.
3. The employers are in position to guide the employees for a better performance.