The Usefulness Of An Interview

The Usefulness Of An InterviewIf we discharge a glance at any fellowship which has gained success in any business atomic number 18a and begin to explore the reasons of this success we go off see that at that place ar more a(prenominal) cistrons that cause this success a flourishing business strategy, high quality organizational management, and of course, well selected employees who get by with their t use ups properly. Choosing the right vista, evaluating their execution of instrument and managing the high quality work are real consequential factors that play a great fibre for the successful action of any company.The main(prenominal) purpose of this appellative is to answer the questions regarding the selection handle of employees, the factors that undermine the avail of an consultation, the priming coat investigation of employees as realm of the project selection a plainly, and the process approximation method compare with the Total reference focus (TQM).a. THE FACTORS AND PROBLEMS THAT CAN UNDERMINE THE USEFULNESS OF AN INTERVIEW.To select employees is a really important management process that requires responsibility and professionalism. Although thither are many ways of managing this process, the main method is taking line of credit interviews. It is really pureeing to find a company that hires employees without interviewing them.In spite of the fact that there are many types and many ways of taking an interview, the main presence of this assignment is to analysis the problems and the factors that bottomland undermine the usefulness of an interview.As I noniced above, selecting rear enddidates is a very essential management t pick out, and without k at presenting how to interview, it is impracti argument to manage this it.Several factors empennage undermine the usefulness of an interview counterbalance impression (Snap judgment)A study has shown that we make favorable or discriminatory judgments rightful(preno minal) or so well-nighone we meet within 14 seconds. (CMR international. How to select ruff candidate. October 2004, p.35)Another research shows that in 85% of the cases interviewers had make up their minds to begin withhand the interview even began (Dessler G., Human choice Management, 11th edition, (2008), p.262)We can regularize that 50% of what an interviewers think close a candidate, 50% of their decision is made in the first 30-60 seconds. 25 percent of what the interviewer thinks about a candidate made in the first 15 minutes. This psychological factor undermines the interviews usefulness a lot.First impression becomes more harmful when the information about the candidate is unfavorable. Often the finding of even a small nitty-gritty of negative information can lead to the rejection of a candidate. Generally, human psychological science is modify more by negative information than the positive one. If the interview begins with negative mood, it is usually herculean to change its posture.For example, many try-outs for orchestras are now held with the applicant actors playing behind a screen. All sexual, racial, and physical characteristics are eliminated so selectors can concentrate on listening for the silk hat musician (http//humanresources.about.com/od/workrelationships/a/blink_effect.htm Access date 30 phratry 2009) salaried attention all these, it can be state that interviewers moldiness not say their persuasion about the candidate before an interview. Because in many cases the first impression can be deceptive. And the candidates must always entertain that there is nothing standardized a good first impression. personify language is very important for the first impression. The candidate must administer him/herself through the unverbal communication, through the behavior.Candidate Order errorThis is one of the factors that can undermine the usefulness of an interview. The physiological incentive plays a great role here. Interviewers are influenced for or against a candidate by the interview of a previous candidate. For example, if a qualified applicant follows an exceptional applicant his or her qualifications tend to pale in comparison. To avoid this mistake it can be useful for the interviewers to take a little break after interviewing nearly(prenominal) candidates.Misunderstanding the JobInterviewers without clear understanding of the patronage or sotimes ask irrelevant questions and make incorrect assumption about the qualifications of the successful job candidate.(http//ftdconsulting.com/docs/CommonInterviewMistakes Accessed date 30 folk 2009)With incorrect stereotypes or impressions, it is very difficult to choose a right candidate. To avoid this, interviewers must get teeming information about the vacant job which they want to fill and they musk ask relevant questions to the job.Nonverbal BehaviorThis is a very important factor during an interview both for interviewers and candidates. Nonverbal be havior is as important as verbal behavior. Psychological studies alike affirm that nonverbal behavior can tell us many things about the persons nature and character. Elements, such as physique, big top, weight, skin color, gender, and clothing send nonverbal messages during interaction. For example, a research into height has generally found that taller people are perceived as be more impressive (http//en.wikipedia.org/wiki/Nonverbal_communication Access date 30 Sep 2009)Candidates can be unnatural of interviewers body language- facial expressions, eye contact and psychic reactions. If the candidates start to see negative nonverbal behavior from their interviewers they can not adjust their answers. The candidates nonverbal behavior can also have an force on his or her rating, because interviewers infer the interviewees personality from the way he or she acts in the interview (Dessler G., Human mental imagery Management, 11th edition, (2008), p.264)Impression ManagementThis is a widely spreaded factor that undermines an interviews usefulness. Candidates persuade interviewers to like them by employ ingratiation and praising. Applicants attempt to create a favorable impression. somewhat characteristic examples of impression management during interviews include verbal self-promotion (I am very warm worker), adjustment of nonverbal behaviors (Smiling, welcoming, body posture), and looking the part (wearing professional clothing). (Journal of Management, 33(5),752-773). therefrom, interviewers must be very careful about not being affected by these impressionsEffects of Personal natureisticsSometimes interviewers rely on applicants psychic appearance or attractiveness for making judgments about their suitability. For example, interviewers move on more attention to people with favorable traits than people with unfavorable traits. The interviewers are affected by candidates gender, attractiveness and race.Besides these factors, which we have noticed abo ve, there are some more factors that can undermine the usefulness of an interview. These factors are sick worded questions, illegal questions (the legislation prohibits to ask private questions), and similar-to-me factor (interviewers tend to give a high ratings to a candidate who has similar characteristics as themselves).Hiring and retentivity good workers begins with the job interview. Interviews are one of the roughly important and extensively used hiring tools available to employers to identify the best candidate for a company. It is a great opportunity to meet several candidates and screen them to find the ones just about suitable for the organization. Therefore, the interviewers must get as much benefit as they can from this opportunity.b. IS IT IMPORTANT TO CONDUCT PRE-EMPLOYMENT BACKGROUND INVESTIGATION?Forming a successful interview is not enough to choose a right candidate. It is just a part of the job selection process. There are some more methods that employers use to hire people.The next method of job selection process is to conduct pre- engagement range of a function investigation. Many employers use this method before hiring people. A pre- utilization background investigation is frequently performed to help companies learn about a potential employees background. The main aim is to correct the information provided by the applicant and to discover the information that can be harmful for the company (criminal records, for example)Before a background investigation performed the employer must get a written and signed authorization from the employee. This informs the employee what type of background investigation of employment will be done. If the employer wants access to candidates medical records or wants to talk to his or her friends, co-workers, then two additional consent forms are required. concord to the privateness Rights Clearinghouse, areas of scrutiny consist ofCriminal recordsSex offender listsState licensing recordsCharacter refe rencesEducation recordsProperty ownershipCourt recordsCredit recordsSocial security system numberPast employersNeighbor interviewsMedical recordsVehicle recordsMilitary records captivity recordsDriving recordsBankruptcyPersonal referencesWorkers compensationDrug test records point of reference http//www.you-can-learn-basic-employee-rights.com/employee-background-check.html (Accessed 25 Sep 2009)Sometimes people find themselves in a situation where they wonder if it would be stamp down to do a background investigation about someone. It is not always easy to decide what the appropriate might be to do such a check. More much an emotional process takes place which prevents a person from doing that investigation. But cryptograph wants to choose the treat candidate. To avoid this, usually it is necessary to do this investigation.In the following example we can see the importance of doing pre-employment background investigationJoe Smith hired by ABC Inc. as a cable TV installer enrap tures and a rapes a female customer while position cable service in her home. The employee had a criminal record of assault and drug abuse. A court could rule that the cable company was derelict because it should have found out about Joe through a pre-employment background investigation or an employee criminal background check.The family of the female customer crush and raped by Joe of ABC Inc. sues his former employer 123 Inc. for only providing ABC Inc. with whats called a standard reference. This means 123 Inc. only gave basic information to ABC Inc.No detailed data involving Joes physical fights with co-workers while at 123 Inc. and his on the job drug abuse. Why? A lot of businessman and organizations are disinclined to share offensive and sensitive information because they are worried about being sued for defamation of character by former employees (http//www.you-can-learn-basic-employee-rights.com/pre-employment-background-investigation.html Accessed date 25 Sep 2009)From this example we can say that, doing pre-employment background investigation is not causeless. Researches has shown that up to 20 percent of job applicants give false or misleading information on their applications for employment (http//www.you-can-learn-basic-employee-rights.com/pre-employment-background-investigation.html Accessed date 25 Sep 2009)One more example, Bell Souths security director estimates that 15% to 20% of applicants conceal a secret in their application forms (Dessler G., Human Resource Management, 11th edition, (2008), p.280)Some of common areas of misleading involveFalse dates of employmentCriminal historyUntrue reasons for leaving previous employmenthouse servant violence or abuseProblems with credit history and etc.Hiring wrong person by not doing pre-employment background investigation could destroy eitherthing a business owner or manager has built. Background investigation is a very important search tool todays business climate. Hiring without an accurate pre-employment check could result in serious problems. It is the employers responsibility to know the employee. So every employer should approach this process with a great responsibility to avoid get along unpleasant events.c. TAKING A TQM-BASED APPROACH TO THE PERFORMANCE APPRAISALpresent competitive market requires a high quality from the companies. Therefore, companies always try to raise the quality in all musical notes of an organizational process. The main aim of the quality movement is to get the best carrying out and move from the employees of the organization. There are some ways to realize the quality movement. The most widely used methods are Total Quality Management (TQM) and slaying idea methods. But there is an opinion difference about the applying of these methods. Some experts suggest that taking a TQM is an approach to the surgical process appraisal, but some of them have a opposed opinion. In this paragraph of an assignment the contrary among the experts wi ll be discussed. But before this, it necessitate to be explained what TQM and appraisal methods are.TQM is a method to raise a quality throughout the organizational process. It is not a programme but a systematic look of work. The main aim is to raise the quality of goods, service and all organizational process. Performance appraisal method is used to evaluate the job work of an employee. The aim is to facilitate communications between employees and administration and to identify employees rearing needs. But both TQM and performance appraisal methods are focused of change magnitude the productivity of the organization. They both help the systematic management of all the process in the organization.Some of the benefits of both the performance appraisal and TQM are good of the performance of the employeesBrings quality consciousnessBetter utilization of resourcesCommitment of higher technology(http//appraisals.naukrihub.com/tqm-and-performance-appraisal.html Accessed date 26 Sep 2009)As it is noticed above, there is an argument among the experts about the usefulness of appraisal methods as a part of TQM. Many defenders of TQM criticize performance appraisals. For example, Peter Scholtes say there is no data, no research to demonstrate that performance appraisal does any good. There is nothing to indicate that a company which uses performance appraisals does any break out than it would if it did not use performance appraisals. (http//www.baldrigeplus.com/Exhibits/Exhibit%20-%20Performance%20appraisal.pdf Accessed date 26 Sep 2009) They insist on performance appraisals undermines groupwork. Some experts refute the compatibility of the TQM and performance appraisals. According to them both TQM and Performance appraisals differ in their fundamental nature, characteristics and requirements making it unachievable to combine them.Some fundamental differences between the two areTQM is team based whereas performance appraisals are designed for individuals. It und ermines teamworkTQM focuses on customer whereas performance appraisal method focuses on individuals.In TQM the main aim is to reach the standards but in appraisal method standards are sometimes enforce on the employeePerformance appraisals generally results in some awards, like increase pay, promotions and etc. but TQM whitethorn or may not outcome visible results.Nevertheless, other TQM experts defend Performance appraisals saying that this is a very important part of management programme including quality movement. They say that performance appraisals are very necessary for every organization and it must be approached in the frames of TQM. Because, as a result, the performance appraisals method is an important step to raise a work quality.Although there is a contrariety among the experts about the applying of performance appraisal methods, the benefits of these method is obvious. Of course there are some factors that can undermine the usefulness of performance appraisals (luck of preparation, unclear performance standards, and ect.).But for my opinion if it is applied faultless many problems can be eliminated in an organization. In every company there can be some insufficiencies, employees may need motivation and to eliminate these insufficiencies it is very useful to use performance appraisal methods. I want to give an example about my school. a couple of(prenominal) days ago we had been given appraisal papers to identify our needs and insufficiencies, and as a result I saw its benefit. It was a like a communication between the students and the administrators. I dont agree with the experts who say performance appraisals are useless. Maybe in some cases this method is useless but it does not mean that performance appraisals are always useless.CONCLUSIONAs a result, it can be said that the interviews are very important job selection process for the both employers and employees. Interviewers must be very careful and they must avoid the problems that can unde rmine the usefulness of an interview. It was also shown that the good interview is not enough to choose the right candidate, therefore it is very important to do pre-employment background investigation. By doing this investigation the rising unpleasant events can be avoided. In the last part of an assignment we looked through the performance appraisal methods in the frames of TQM and it can be said that although there is no common opinion about the usefulness of the appraisal methods, for my opinion performance appraisal methods are very useful.REFERENCESDessler G.(2004) Human Resource Management 11th editionJournal of Management (2007) 33(5)CMR international. (2004 October) How to select best candidate. p.35http//appraisals.naukrihub.com/tqm-and-performance-appraisal.htmlhttp//www.you-can-learn-basic-employee-rights.com/employee-background-check.htmlhttp//www.you-can-learn-basic-employee-rights.com/pre-employment-background-investigation.htmlhttp//www.baldrigeplus.com/Exhibits/Exh ibit%20-%20Performance%20appraisal.http//humanresources.about.com/od/workrelationships/a/blink_effect.htmhttp//ftdconsulting.com/docs/CommonInterviewMistakeshttp//en.wikipedia.org/wiki/Nonverbal_communication