Interviews are a widely used recruitment tool however they should not be prioritized over other recruitment methods. Research has shown that interviews are undermined with many potential traps and legal pitfalls.
Fundamentally, when you closely examine the interview process you need to account for its obvious flaws. The flaws and legal pitfalls interviews exhibit are expectancy effect, first impressions and stereotypes. This is consequently made from the interviewer as they may have perceptual flaws and/or demonstrates bias behaviour, thus interviews are not the best selection tool.
A main contributing factor is expectancy effect. That is perceiving people in which you want them to be and not necessarily how they actually are. E.g. By an …show more content…
It evidently proves bias elements exist. Stereotyping is allocating or placing a bias and undoubtedly unfair perspective on someone because they belong to a particular group (race, religion, gender) or assuming they are not capable to uphold the requirements of the highly demanding job position. Example: Not many women are seen being interviewed or given high managerial jobs due to Stereotypical Interviewers.
The efficacy of interviews through selection of candidates has been subject to intense scrutiny due to countless reasons stating interviews are poor predictors of job performance. Primarily the designed objective of interviews are seen lacking in the final outcome as they are persuaded to conform to society and perform artificially in these situations and only act out the role that is expected of them. Initially Interviews can predict prominent behaviours early on but generally speaking it will not accurately predict the candidates behaviour or performance based on a minor and insignificant interview.
Research has failed to provide conclusive evidence that interviews significantly add to the validity of the personnel selection
Fundamentally, when you closely examine the interview process you need to account for its obvious flaws. The flaws and legal pitfalls interviews exhibit are expectancy effect, first impressions and stereotypes. This is consequently made from the interviewer as they may have perceptual flaws and/or demonstrates bias behaviour, thus interviews are not the best selection tool.
A main contributing factor is expectancy effect. That is perceiving people in which you want them to be and not necessarily how they actually are. E.g. By an …show more content…
It evidently proves bias elements exist. Stereotyping is allocating or placing a bias and undoubtedly unfair perspective on someone because they belong to a particular group (race, religion, gender) or assuming they are not capable to uphold the requirements of the highly demanding job position. Example: Not many women are seen being interviewed or given high managerial jobs due to Stereotypical Interviewers.
The efficacy of interviews through selection of candidates has been subject to intense scrutiny due to countless reasons stating interviews are poor predictors of job performance. Primarily the designed objective of interviews are seen lacking in the final outcome as they are persuaded to conform to society and perform artificially in these situations and only act out the role that is expected of them. Initially Interviews can predict prominent behaviours early on but generally speaking it will not accurately predict the candidates behaviour or performance based on a minor and insignificant interview.
Research has failed to provide conclusive evidence that interviews significantly add to the validity of the personnel selection