Introduction:
An interview is a conversation between two or more people (the interviewer and the interviewee) where questions are asked by the interviewer to obtain information from the interviewee. An Interview is a procedure designed to obtain information from a person through oral responses to oral inquires. A selection interview, which we will focus on in this article is area selection procedure designed to predict future job performance on the basis of applicant’s oral responses to oral inquires. The interview is only one of several selection tools. The interview is also by far the most widely used personnel selection procedure. For instance, one study of 852 employers found that 99% used interviews for employee selection. The point is that while not all companies use tests, assessment centers, or even reference check, it would be highly unusual for a manager not to interview a prospective a prospective employee. Interviewing is thus an indispensable management tool. However, recent reviews have been more favorable and an interview at least one done properly can be a much better predictor of performance than previously thought and is comparable with many other selection techniques. Managers use several types of interviews in the work setting. For example, there are selection, appraisal, and exit interviews. An appraisal interview is a discussion, following a performance appraisal, in which supervisor and employee discuss the employees rating and possible remedial actions. When an employee leaves a firm for any reason, HR often conducts an exit interview. This interview aims at eliciting information about the job or related matters that might give the employer leaves a firm for any reason; HR often conducts an exit interview. We can classify selection interviews according to
1) How structured they are.
2) Their content the types of questions they contain.
3) How the firm administers the interviews.
An interview is a conversation between two or more people (the interviewer and the interviewee) where questions are asked by the interviewer to obtain information from the interviewee. An Interview is a procedure designed to obtain information from a person through oral responses to oral inquires. A selection interview, which we will focus on in this article is area selection procedure designed to predict future job performance on the basis of applicant’s oral responses to oral inquires. The interview is only one of several selection tools. The interview is also by far the most widely used personnel selection procedure. For instance, one study of 852 employers found that 99% used interviews for employee selection. The point is that while not all companies use tests, assessment centers, or even reference check, it would be highly unusual for a manager not to interview a prospective a prospective employee. Interviewing is thus an indispensable management tool. However, recent reviews have been more favorable and an interview at least one done properly can be a much better predictor of performance than previously thought and is comparable with many other selection techniques. Managers use several types of interviews in the work setting. For example, there are selection, appraisal, and exit interviews. An appraisal interview is a discussion, following a performance appraisal, in which supervisor and employee discuss the employees rating and possible remedial actions. When an employee leaves a firm for any reason, HR often conducts an exit interview. This interview aims at eliciting information about the job or related matters that might give the employer leaves a firm for any reason; HR often conducts an exit interview. We can classify selection interviews according to
1) How structured they are.
2) Their content the types of questions they contain.
3) How the firm administers the interviews.