Using Selection Processes for Selecting Potential Employees to Maintain Efficiency and Staffing Quotas

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Using Selection Processes for Selecting Potential Employees to Maintain Efficiency and Staffing Quotas The structured interview, to select potential employees, should be used by the company to maintain efficiency and staffing quotas. The structured interview is valid, reliable, and would be effective for the selection needs of this company. A great deal of empirical research has examined the perceived fairness of selection interviews. These data indicate that interviews are generally perceived to be fair (Kravitz et al., 1996). Characteristics of the structured interview that make it an effective and reliable selection system are: Consistency of administration, interpersonal effectiveness of the administrator, two-way…show more content…
Interviewers should provide an open and honest exchange (Bies and Moag, 1986). Third, a structured interview should be used because it provides the opportunity for two-way communication. According to Gilliland (1993), two-way communication is an advantageous characteristic of the structured interview. Effective two-way communication allows the applicant a sense of voice regarding the selection decision. Simply put, two-way communication allows the candidate their "say". Next, the structured interview should maintain propriety of questions. Invasive or improper questioning must be avoided to maintain a valid and reliable interview. The structured interview provides the opportunity for the employer to explain the job requirements and the organization itself. A Realistic Job Preview (RJP) is a good way to do this. An RJP provides the applicant with an honest assessment of the pertinent tasks and the organization in general, even when such information does not reflect well on the company (Gilliland, 1993). A structured interview also allows for feedback. Organizations should offer applicants timely and useful feedback. This specific information has the benefit of differentiating one organization from another (Rynes, Bretz, and Gerhart, 1991). This feedback aids the candidate in making a more informed decision and in return the organization gets a more satisfied employee. The final

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