Emplyment interviews Essay Example | Topics and Well Written Essays - 750 words

Emplyment interviews - Essay Example The main disadvantages are high cost and lack of anonymity. Still, this type of interviews is crucial for effective recruitment because it allows certain standardization of description. To effect the standardization and control for which procedures are designed, they are presented in a specific format conveying information for a particular action to be taken (Sammar et al 2009). The second type is a structured interview. During this interview, the action may be only one step in a series of steps or the entire series. Once formalized in this manner, procedures need to be followed explicitly to achieve their objectives. Hence the rigidity of bureaucracy. Sometimes exceptions may be made to a formalized procedure, but in that case the manner of making an exception is also formalized. In a systems context, a procedure is like a hard-wired circuit. It ensures predictability. The main advantages are high reliability and level of control. The main disadvantage is a law level of personal involvement of an interviewer. The third type is behavioral interviews. Much of the workers' knowledge is conscious, obtained in schools, training, and / or on the job. But much of it is also subconscious, a distillation of experience in which personal solutions to problems encountered in the course of the workday may or may not have worked. The main advantages are the possibility to measure attitudes and accurate reflection. The main disadvantage is subjectivity (influenced by age, income level, race, etc.). The forth type is situation interview. The environment created within the focus group is one in which the conscious knowledge of the participants comes together, and insights are expressed that may be new or may have only existed under the surface. As he or she leads the workshop, an emerging pride is evidenced by the participants in the interview analysis they use to do their jobs to the standards required for quality performance. The advantages of this type are low variation in answers, a possibility to find a right candidate at the short period of time, and it is easy to come up with questions about specific situations. The main disadvantages are that it does not ensure further development of skills and knowledge of a candidate. Also, it is easy for a person to predict and find the right answer for all questions asked during the interview. The panel interview reflects an increasingly common phenomenon, management willingness to go beyond descriptions to achieve greater efficiency and higher productivity. The main advantage is effective tool for measuring communication skills and ability to socialize. The main disadvantage is that the interview can be confusing and a candidate can be taken aback. The computer interview will help companies to save time and analyze data with the help of computer programs. The main disadvantage is lack of personal interaction and communication. The video interview proposes great opportunities to save time and resources of the organization, thus it can be stressful and very subjective. The notion that every little thing that needs doing in order to get work done must appear in a job description is, of course, quite impractical and ultimately can destroy initiative (Sammar et al 2009). The best type