Recruitment and Selection According to Phillips and Gully (2015), the workforce

Question

Recruitment and Selection

According to Phillips and Gully (2015), the workforce planning process is an essential component of successful business practices. The ability to find the right individuals for each position is a strategic process that must be adequately analyzed to ensure successful alignment. A key component of aligning correct individuals is through the interview process. Phillips and Gully (2015) further note that interviews are one of the most commonly utilized staffing practices and when done correctly, can enhance the selection process.

However, interviews that are not conducted correctly can result in evaluation errors which can impact the effectiveness of the selection process. Select International posted a compiled list of the top 5 specific interview errors that can influence employer judgement during the interview process (Parr, 2016).     

Halo Error: Halo error is bias that can occur while an interviewer is evaluating an individual's performance. The interviewer rates the interviewee based upon their overall impression, rather than on their actual performance in various categories. For example, an interviewer may think “oh, he seems very nice” rather than focusing on actual performance abilities.

Assumed Relationship between Characteristics: Assuming is never a good idea but assuming that an interview candidate possesses a specific characteristic just because they possess another related characteristic can be detrimental to the selection process. For example, the interview candidate is a fantastic communicator so the manager assumes the candidate must possess the ability to influence those around them. However, just because the candidate communicates well does not make them a great leader that is able to influence those around them.

Contrast Effect: Refers to the comparison of previous interview candidates during a current interview. A previous interview candidate may have been superb; however, comparing all future candidates to the previous candidate creates bias. The current candidate is not being evaluated on their specific abilities; rather they are being rated against a previous candidate.   

Overemphasis of Unfavorable Information: During the interview process, a candidate may provide unfavorable information. However, the information has no relevance or bearing to the candidate’s ability to adequately perform the job duties. When the interviewer focuses too much attention on the unfavorable information is can create an evaluation error.

Leniency/Severity Effect: An interview evaluation error can also occur if the interview rates the candidates too harshly or too easily instead of applying a set standard to all individuals interviewing.

There are a number of prevention methods mentioned on the Selection Interview site to combat some of these evaluation errors. As an interviewer, what are some methods you can incorporate into the interview to reduce an evaluation error?

http://www.selectinternational.com/blog/bid/192426/Interview-Errors-that-Cloud-Your-Judgment-of-the-Talent-Pool

Have you ever experienced an interview (as a candidate) in which it was obvious that one of the evaluation errors listed above was occurring? Or have you been the interviewer and allowed one of the errors listed above to influence your selection decision? What was the result of either of those scenarios?

Phillips, J. M., & Gully, S. M. (2015). Strategic Staffing. Hoboken, NJ: Pearson.

Explanation / Answer

Yes i had experienced as a candidate it was obvious that the evaluation errors occured where personal opinion was taken rather having the correct approach they happen to make the decision by assumption and links/sources. This generally happens when one candidate knows the person who is interviewing and have been relative with him. The points listed above are some part of the decision making where these criterias are also the part of decision making process. No none of the stated points influenced my decision i have been always a transparent and clear person who believes in the principle of candidates intelligence and ability it was a very clean process followed by me where i was fair in my judgement process. The result of both the scenarios varies from time to time and are influential in making decision in other words these sitautions occur in the first instance the decision is purely link base where the selection process is not fair and has several loopholes whereas in the 2 problem the sitaution is clear and truly based on the candidates merit once selection is done.

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