Question

Employee selection methods introduced in Ch. 6 of Fundamentals of Human Resource Management include applications, employment tests, interviews, background investigations, and medical or physical examinations. Select the method that you feel is most useful, and discuss the reliability and validity of the method you select. Discuss what the strengths and weaknesses of the selected method are. Since there is no one universally better method, frame your answer in terms of a specific company or industry.  

Answer 1

“An interview is a procedure designed to solicit information from a person’s oral responses to oral inquiries”, (Dessler & Gary, 5th Edition, p. 168). If performed correctly, I feel this is a useful method of employee selection. In my opinion, for interviews to be valid and reliable they should be structured identically for each candidate. They should be performed by someone who has intimate knowledge of the behaviors and competencies that are required for success in the position seeking to be filled. In my experience, the most consistent and effective method of interviewing is what is referred to as the Situational Interview. This method is utilized at most major retailers whereby affording each candidate the opportunity to orally answer the same questions, in the same order, and in a scheduled amount of time. The Home Depot and Lowes utilize this interview method.

There are several strengths of interviewing. In my opinion, the structured situational interview aims to eliminate bias and what I refer to as the personality contest of interviewing. This interview method helps the interviewer envision the candidate performing the job or solving a problem. However, it still comes down to how the candidate performs. Whether it is how they answered the question or their nonverbal behavior. The actual time spent in an interview is where both the interviewee and the interviewer access each other both professionally and personally. Both parties can learn more about each other, the company, culture and possibly the benefits of working for company X.

Likewise, there are several weaknesses of interviewing. Before most interviews are scheduled, there is a screening phone call. It is also my opinion that the same person performing the interview should be the screener. Consistency is key in performing fair and equitable interviews. Another weakness is not adhering to the scheduled time. This shows a disrespect for the candidate and can send the wrong message. Likewise, avoiding interruptions during the interview. The interviewer loses focus, may not remember where they left off, is a sign of poor time management and respect. Interviews need to be performed in a quiet space, away from all distractions.