The Effectiveness of Selection Interviews Essay

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The Effectiveness of Selection Interviews

Evaluate the relative effectiveness of selection interviews as an indicator of likely candidate suitability in the case of a selected business, making recommendations for improvements in procedure.

D1

The interview is the final stage of the Recruitment and Selection process. Candidates can be classified as the applicants for a vacancy that they have seen advertised. The chosen business for this question is M&S. It is here at this stage, the M&S employee (who is the candidate) and the employer are generally in the meeting situation. An interview is a form of test or assessment. However, it is also clarified as a formal discussion, especially one in which an employee assess, n
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This process is known as perceptual selection. What that person selects is determined by theory own experience, personality, attitude and motivation. This means that people are focused on certain aspects of environment and ignore other which they thing is irrelevant. A person’s own experience may lead him or her into focusing on inappropriate stimuli in some circumstances and ignoring information that if the opposite. a number of perceptual errors have been identified, and those most relevant the selection process is described in detail below

The “Halo effect”

The Halo effect is sarcastically used to represent good attributes, while the Horns effect represents the bad or negative attributes. Some candidates for an interview would make a strong impression and a smart but presentable appearance and on the interviewers as soon as they appear for an interview. For example, an applicant applies for an M&S vacancy, arrives at that branch or the interview and would therefore be well-dressed and attractive, have a firm handshake and a very confident manner. Interviewers have an initial good impression of a candidate which has two effects.

1. The good impression tends to positive t on the interpretation of everything else that
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