Exam 6: Selecting Employees and Placing Them in Jobs

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In order to avoid the pitfalls of using interviews as a selection method,human resource staff should keep the interviews narrow,structured,and standardized.The interview should focus on accomplishing a few goals,so that at the end of the interview,the organization has ratings on several observable measures,such as ability to express ideas.The interview should not try to measure abilities and skills-for example,intelligence-that tests can measure better.Situational interviews are especially effective for doing this.Organizations can prevent problems related to subjectivity by training interviewers and using more than one person to conduct interviews.Training typically includes focusing on the recording of observable facts,rather than on making subjective judgments,as well as developing interviewers' awareness of their biases.Using a structured system for taking notes or scoring responses may be helpful for limiting subjectivity and helping the interviewer remember and justify an evaluation later.Finally,to address costs of interviewing,many organizations videotape interviews and send the tapes (rather than the applicants)from department to department.