HR and the Interview Process Essay - 275 Words

HR and the Interview Process (Essay Sample) Content: HR and the Interview ProcessNameInstitutionHR and the Interview ProcessIn the last job that I held, the selection was solely based on the academic qualifications. Before being hired, I had applied for the advertised job by dropping my academic papers into the organizationà ¢Ã¢â€š ¬s offices. After two weeks, someone from the organization had called me to notify me that I had been selected based on my strong academic qualification, and then invited me for an interview. The interview itself was nothing but presenting my original academic documents and being asked several questions about the company operations. The main challenge with that kind of evaluation is that it is impossible to learn about a personà ¢Ã¢â€š ¬s job performance based on their academic qualification (Whetzel, et al. 2003).In the future, the company should try using behavioral interview questions as using the criteria of school rank is not a good predictor of getting the job done. Before going for the interview, I thought it was necessary to have sufficient background information for that particular post as this would have helped me to ask the relevant questions. One of these questions would be on the expected duties for that particular position. For the recruitment itself, the company used its top managers to conduct the recruitment process. The main advantage of this is that using managers to conduct an interview is critical as they are able to select candidates whom they feel comfortable working with. However, the managers might not have the right knowledge to select the best candidate for the job. The metrics for evaluating the costs, selection, and acceptance is measured by the ability to get the right candidate for the job (Weiss, Feldman, 2006).In order to get a better outcome for the job, the organization that I am currently working for should hire consultants to carry out the recruitment process instead of relying on top managers. The only risk with this approach i s that consultants might not have the inside knowledge that is critical to getting the right candidate for the job. Most recruitment agencies use a job tryout method of recruitment, and this ends up being expensive for the or...