?Existing club members parade their superiority and position before subordinates who are dependent on their patronage. This perspective indicates why we still use interviews even though they are so subjective and unreliable.
1.The interview plays a key part in differentiating between candidates for the same job.
2.The interview serves the employing organization as a social entity. Owners/members want to determine with whom they are going to be working. Selectors have positions of power within the organization. In their decisions they want to appoint the most competent person technically but not someone who will not “fit into the culture”. Will the candidate become a loyal contributor according to their perception of what is important to the organization?
3.The interview – for candidates who are short-listed – provides a setting in which documented information, test measurements, and interpersonal, social value judgments are made.
4.Factual information is exchanged and clarified by both sides at an interview. For example; what did the applicant decide on a specific career move? What expertise does he have in a given area? What is the evidence for this?
5.The interview brings together data from several sources – application forms or curriculum vitae, test results, and job data. One must ask oneself, would this person fit into the team (given what we know of its expectations and behavior?).
6.Applicants want to present themselves rather than be judged mechanically (on the basis of a clinical test or form).
Even though the interview is known to be unreliable, it still dominates and is unlikely to be abandoned. It is, however, now the subject of increasing external inspection by the courts.
The selection process emerges as a matter for human rights. The managerial response is likely to be more defensive in terms of seeking to improve the processes which generate evidence that the selection decision was based upon job criteria and measurable data. Are all of these processes subjective? Some would say ?Yes?. If these techniques are used in conjunction with others it does cut down on mistakes when the final hiring decision is made. Are all of these tests and processes used in today?s world? Not likely, because most companies use a few of the techniques and most do nothing more than hand out an application and then proceed with an interview. As stated earlier, the interview has problems with subjectivity, interpersonal judgement, interpretation, and mis-interperation. By using the techniques listed throughout this paper you will have a better understanding of job analysis, job requirements, recruitment, and testing for the right candidate. Using all or some of the tests may or may not work for every situation, but having this guidance will ensure that you will attract and attain the very best.
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