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Recruitment and Selection A Process

Recruiting and selecting can be a time consuming and costly process as it includes a lot of processes like reviewing the applications, interviews, etc will be discussed further in detail. This is a very important phase of for any organisation because if they use any shortcuts to recruiter they might be making a very big mistake resulting in the hiring of a candidate who is less effective less efficient and who poses even more time consumption problems, which can lead in more recruits and to get rid of the previous employee becomes a bit difficult which will also effect the budget of the organisation and will cost them more to train, recruit and replace than norma

It takes a number of stages or phases to recruit and to select the right and appropriate person for the job and one of the most common techniques used in the process is interviewing.

Interview

Interview is the most common technique used worldwide.

'An interview is a controlled conversation with a purpose'

There are many types of interviews such as an interview ca be biographical i.e. following the components of the initial application form or it can be based on the key requirements and competencies needed for the particular job. with the passage of time interviews have lost a bit of their reputation and are considered to be a poor Assessment tool for future performance predictions, they are considered to be interviewer bias, as a result of the bad reception over the years now many organisations are now focusing on more and more formally structured interviews with less subjective selection tools like psychometric tests and work sampling.

'There are different types of structured interview, but they have a number of common features'

The interaction is standardised as much a possible.

All candidates are asked the same series of question.

Replies are rated by the interviewer on preformatted rating scale.

Dimensions for rating are derived from critical aspects of on the job behaviour.

Interviews can be classified in two techniques, the behavioural technique and the situational technique. The difference between the two is that the behavioural interviews are based on the 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。