IMPORTANCE OF INTERVIEWS IN THE SELECTION OF EMPLOYEES
The interview is the most important part of the selection procedure. It is a device, which is being used most commonly in an organisation for selecting employees at all levels. The interview is perhaps the oldest device of the selection procedure. Although the candidates provide very valuable information in their application forms these forms do not provide a complete set of information required about the candidates. Although psychological tests assess the mental ability and intelligence of the candidates these are also unable in testing the nature, behaviour and personality of the candidates. The interview provides the facts that cannot be provided by the application forms and psychological tests. The importance of interviews in the selection of employees may be judged from the following facts:
1. Helpful in the Selection of a Suitable Candidate:
The most important purpose, perhaps the only purpose of an interview is to select a suitable candidate for the organisation. The interview helps in measuring and judging the qualities and capabilities of the candidates from all angles.
2. Verification of the Facts:
The interview provides an opportunity to verify the facts mentioned by the candidate in his application form. Sometimes the information provided by the candidate in his application form is not correct. The interviewer may verify all the information given in the application form at the time of the interview.
3. Collection of Information:
The interview helps the interviewer in collecting information that is not provided by the candidate in his application form and that has not been tested by the psychological tests. These pieces of information help the interviewer in assessing the suitability of a candidate for particular work.
4. Providing Knowledge to the Candidate about the Organisation:
An interview is a two-way information by communication. It is not only a technique of collecting interviewer from providing information to candidates only but, also a technique of the candidates relating to the job and the organisation for which they are being interviewed, whether or not they are selected.
5. Helpful in Getting Advice and Information:
An interview is also helpful in solving a problem being faced by the organisation. Sometimes the situation arises when the management is unable in finding a solution of a problem. This problem may be put before the interviewees and the management may get a solution of this problem because the candidates give different views while answering and solution of the asked problem from different angles.
6. Helpful in Formulating and Amending Personnel Policies and Programmes:
The interview provides an opportunity for the management to formulate and amend its personnel policies and programmes with the help of the interview. Sometimes the management has wrong impressions about the organisation or sometimes personnel policies of the organisation are defective. The management comes to know the real position at the time of the interview and thus, gets an opportunity to amend the personnel policies and programmes accordingly.
RELATED TOPIC
Characteristics of Human Resource Management
Objective of Human Resource Management
Scope of Human Resource Management
