selection

Examples of selection methods

Interviews

Telephone screening

Short listing from applications and cv’s

 Interviews – on average interviews is a hiring decision, of the candidate. An interview is a tool used, to decode the candidate, to get a better insight of which the candidate really is, a job interview is seen as the most efficient tool of knowing potential candidates.

Pros of interviews

Interviews give the company a better insight of the candidate

Cons

The interviewer may influence the candidates answer

Interviews are time consuming

Interviews may portray the candidate in the wrong way due to pressure.  

Interviews may only last for a short period of time, which prevents getting to know all about the candidate.

Telephone screening

 Telephone screening helps break down candidates to prevent unnecessary candidates coming for an interview.  These interviews also take place if the candidate is really far away.

Pros

It saves time by reducing candidates that don’t qualify

Cons

It can prevent worthy candidates from qualifying, due to the wrong impression gathered by the interview

The candidate may not be able express themselves that good.

Short listing from applications and cv’s

This is when, the interviewer , goes through cv’s and applicants to decode, candidates who they think, are fit for the job, and then called in for an interview.

Pros

This helps to cut down candidates

This method can also, get a little insight from the cv to know a bit more about the candidate

Cons

Candidates are judged even before they are spoken to

This method is time consuming

This method can be expensive, because ads have to be posted before, candidates can hear about the job.

An interview I took part in was for a job at phones4u, before I had the face to face I went through different stages, such as feeling out an application online, of which I was completely honest about everything I wrote, however when i had the phone interview, i just told the interviewer what, i thought he wanted to hear. After that i was offered a face to face interview, of which was effective, only in the way of me portraying myself in the character they were in search for.

I recommend , that companies make more use of face to face interviews, to find out about their candidate more, instead of prejudging them on a telephone interview, this could help to select the best candidates possible

To conclude, even though I disagree with most other interviews, minus face to face interviews, it does help to save time, and cut off candidates who do not meet the companies’ standard by judging them on limited information.

Mullins (2004) management and organisational behaviour.  (8^th edition).