The
talent selection process can be considered as a process where the employers do
try to find out the most suited person for a particular job vacancy in an organization
while fulfilling all the desirable criteria. In order to implement this
process, there are several approaches (D'Silva, 2020).
(2) Sometimes, unnecessary weightage can be rendered to different types of critical situations 😒.
(3). Sometimes the stereotypic nature of the interviewer may influence the decisions 😔.
(4) Interviewer finishes the formal interview at a much early stage of the interview and the rest of the time is utilized to find more relevant information 😐
Video interviewing is famous
as a cheaper method of employee selection procedure as allowing long distance
applicants to be viable, lessening both travel and administration cost. However,
some information (e.g., eye contact, the handshake, and other body signals) may
be restricted or missing due to technological barriers. Video interviewing only
requires three components to conduct an interview: access through a device,
internet, and camera. Video interviewing allows applicants to conduct
interviews during their own time. Therefore, issues that may arise with time
zone differences are eliminated. This
makes it very convenient for both employers and job candidates
Furthermore, some
applicants have increased nervousness when they are videotaped. Because of
that, they may be more nervous during an online interview. Applicant reactions
may change over time as candidates gain experience with the technology or they
may change depending on the stage of the selection process that the technology
is used. Another important to highlight
is that the COVID-19 Pandemic has brought the online interviews as a common
practice, and nowadays companies actively use it to select individuals
As I work for a leading technological
equipment supplying company in Sri Lanka, I know that they do not tend to hold online
interviews other than face-to-face interviews. The management think that
face-to-face interview is a more powerful and efficient selection tool.
There are several
benefits and shortcomings of assessment centers as an employee selection method
such as providing information to the company regarding the employee’s
management abilities, participated employees receive high-quality feedback and
the chance to discuss and build a development plan, staff people get fair
opportunities to display their skills, helpful to understand which employees
and the departments need a training and development, based on the employees
performances and HR department can take efficient HR decisions. On the other
hand, assessment center is a costly selection method, it is a time consuming
lengthy process and it is difficult to manage as there are large number of
people there
Work sample tests can be
used only with applicants who are already familiar with the task through
experience or training The validity of the physical fitness tests is moderate
to high, while development and administration cost is also high
In nutshell, various
recruitment and selection methods are still actively followed to hire the best
employee to a company. Moreover, a significant rise can be seen in the use of
electronic mediums for recruiting and selecting procedures
References
Armstrong, M. & Taylor, S., 2014. Armstrong's handbook of human resource management practise. 13 ed. s.l.:Kogan Page
Limited. [online] Accessed on 14th December 2023
D'Silva, C. (2020).
A Study On
Increase in E-Recruitment and
Selection Process. International
Journal of Research in Engineering,
Science and Management, 3(8), 205-213. [online]
Accessed on 09th December 2023
Geetha, R., & Bhanu, S. R. D.
(2018). Recruitment through artificial intelligence: a conceptual study. International
Journal of Mechanical Engineering and Technology, 9(7), 63-70. [online] Accessed on 11th December 2023
Guchait, P. & et
al, 2014. Video Interviewing : A potential selection too; for hospitality
managers- A study to understand applicant perspective. International
Journal of Hospitality Management, pp. 90-100. [online] Accessed on 14th
December 2023
HMoud, B. & Laszlo,
V., 2019. will Artificial Intelligence Take over Human Resources Recruitment
and Selection?. Network Intelligence Studies , 7(13), pp. 21-30.
[online] Accessed on 09th December 2023
Joshi , A. & et al,
2020. Video Interviewing : A Review and Recommendations for Implementaion in
the Era of COVID-19 and Beyond. Academic Radiology, 27(9), pp.
1316-1322. [online] Accessed on 12th December 2023
Toldi, N. L., 2010. Job applicant reactions to the use of video interviewing as a selection tool. [online]
Accessed on 14th December 2023
Tripathi, R., 2016.
Assessment Centers: Benefits and Shortcomings. International Journal of
Emerging Research in Management &Technology , 5(2), pp. 30-34. [online]
Accessed on 14th December 2023
Recruiting people for an organization is very important process because it involves high cost of recruitment, such as interview expenses, advertising expenses, etc. I think the selection method depends on the job role of the employees. What do you think? Because there are some job roles we really do not required face to face interviews or assessment tests. What do you think about situational tests? Is this suitable for the selection ? this is referred to as scenario-based assessment. This type of assessment is especially helpful when trying to fill roles that frequently feature challenging situations and require specific character traits. Think about a sales position. We can get an idea of how the candidate will behave in real-time. Can they handle rejection? Can they quickly and effectively come up with alternative approaches and different strategies? What is your idea about this method?
ReplyDeleteI am totally agree with you Mahesh. Selection methods are situational according to the vacant job position. Therefore, the recruiter has to decide the best selection method by evaluating the importance, pros and cons of each and every selection method. Further, the employer can select situational judgment tests to test the applicant's behaviour as you said. Recruiter offers the applicant a scenario and ask to demonstrate react for that. This technique helps the recruitment team to understand the candidate's response in real-life situations. This assessment may be especially beneficial in the recruiting process for managerial positions, as these roles require specific judgment and interpersonal abilities. When the candidate faces to the physical interview, the hiring manager can conduct these tests (Selase, A. E., 2018)
Deleteyes Sanjula I agree because if you choose the right candidate as an employer can be confident in running the company even with the eyes closed , well done
ReplyDeleteThank you Rehan
DeleteAgreed and believe screening Interview is better for Initial interview process as it saves both the candidates and the interviewer's time.
ReplyDeleteAgree with you Chamila since Screening Interview can help to understand a little more about the candidate, his experience and objectives as a applicant. The initial screening is usually conducted over the phone as the first conversation or occasionally through video conferencing (Harvard Business Review, 2022).
DeleteAs per my experience in my previous company, after shortlisting the candidates they did a telephone interview to mainly know how much they are expecting and their notice period.
ReplyDeleteBased on that further interviews are conducted. It helps both the candidates and the employer because the interviewer knows that all the candidates who are scheduled for interviews are suitable to the above two criterias I mentioned. Also it's convenient for the candidate because after facing many interviews and if the candidate is not satisfied with the package provided by the company, the time and cost spent for facing interviews would be a waste.
Thanks for sharing your experience. Most of the companies conduct a screen interview prior to a face-to-face interview as you mentioned and it benefits both parties (Hmoud & Laszlo, 2019)
DeleteIn-person interviews facilitate a more direct and intimate exchange between the interviewer and the candidate, which enables a more thorough evaluation.
ReplyDeleteFace-to-face interviews allow for a better observation of non-verbal cues like body language and facial expressions, which can provide further insight into a candidate's suitability. How does your organization strike a compromise between the advantages of in-person interviews and the affordability and practicality of video interviews?
How do you make sure that the drawbacks of video interviews—like technical difficulties and fewer nonverbal cues—are lessened during the hiring process?
According to my point of view. There are some drawbacks in video interviews as you said. However, the companies can overcome them by conducting a face to face interview if the candidate is suitable for the position. This is very important when hiring for the management positions (Eva, 2018).
DeleteVideo interviewing while it is beneficial, if someone who is being interviewed from long distance, wouldn't this still be an issue after the employee is hired? Traveling issues may arise depending on the country situation and that might not let the employee come into work.
ReplyDeleteYes Reza. Fully video interviewing selection method may suitable for the full time remote staff people as per my point of view
DeleteRecruiting and selecting the best talent is crucial for organizational success. Understanding the pros and cons of various employee selection methods is essential as it allows companies to leverage diverse approaches to find the right fit. However, it's important to note that no single method is foolproof. While some methods like structured interviews or psychometric tests offer reliability, they might lack the depth of assessing soft skills or cultural fit. On the other hand, relying solely on informal interviews or gut feelings can introduce bias or overlook essential qualifications. Thus, a balanced approach that combines multiple methods can yield better results, ensuring a comprehensive evaluation while mitigating individual method limitations.
ReplyDeleteHi Heshana. Totally agree with you and recruiter cannot fully depend on single selection methods as I have mentioned in my post that there are both pros and cons in each and every selection technique.
DeleteThank you for the share. I'm a fan of face to face interviewing and not towards video interviewing. While it's convenient I feel it lacks that human touch that allows the interviewer to engage better with the interviewed.
ReplyDeleteThanks Rehana for sharing your personal view
DeleteExplanation of cons on the video interviews is great. Since there is no physical interaction between the recruiter and the applicant, the conversations tend to limit between both parties or don't go on a free flow, which is a major miss during an interview.
ReplyDeleteAgree with you Roger
DeleteThe post does a good job of summarizing the complexity of employment selection processes and illustrating how things are changing as more people turn to internet media. Employers and job seekers alike may navigate the complexities of the talent selection process with the help of this thorough analysis.
ReplyDeleteThank you Oshada
DeleteIf an organization has not recruited the right people, it will create a long-term liability for the organization. After recruiting someone it is difficult to ask them to leave the job, if they are not performing according to required standards. Therefore, right recruitment methods should be followed for the betterment of an organization.
ReplyDeleteYes Eranthi
DeleteAs per (Mer, 2023) It takes serious rethinking to make the remote onboarding process enjoyable. Because of the shift to a remote/virtual working environment caused by the pandemic, the traditional method of onboarding has been altered; the onboarding procedure for new hires must also be accommodated in the new environment. In order to have an effective remote onboarding process, HR need to establish a clear and concise plan, which usually includes.
ReplyDeleteSametime, the difficulties can mitigate by proper strategies into practice (eg: warm welcome and introduce new employee to the company, send IT/relevant equipment to new employee along with proper paperwork completion, setting goals and expectations, remote employee team building, training the remote team, regular check-in calls, organizing in-person meeting if feasible) , and activity can provide remote workers with a seamless and pleasurable onboarding experience, laying the foundation for their success within the organization
Yes. There are many organizations world wide who use proper strategies when having virtual working environments such as Accenture, Experian, GoDaddy, Hilton, Ideas Collide, Workiva, Voya Financial, Axon and KUBRA (Harvard Business Review, 2018).
DeleteI agree with your comments, personally I have attended both technical and traditional (face-to-face) interview methods, I agree that work sample testing can only be used with candidates who already know the job through experience or training. , because I felt very uncomfortable when I started this, they also have to consider the time period given, but somehow now we are in the AI gen era, technology can't be denied,
ReplyDeleteThanks for sharing your experience regarding this Shri
DeleteGood read Sanjula. Your comprehensive exploration adeptly covers the diverse selection methods, considering their advantages and drawbacks. It's a comprehensive guide, highlighting the nuances of each approach. Your insights into technological advancements shaping recruitment are particularly insightful and valuable for modern HR practices.
ReplyDeleteThanks Hazam
DeleteSelecting the appropriate interview process depends on the role trying to be filled. Interviewing an entry-level is different from directors or executives. However, the company still needs to hire the right candidate. The cost of hiring the wrong candidate can be devasting. Therefore, companies must perfect employee selection by balancing between comprehensive, nuanced, and role-specific selection techniques (Molarius, 2023).
ReplyDeleteReference:
Molarius, S. (2023) '13 Employee Selection Techniques and Methods', Contract Recruiter, 12 December. Available at: https://www.contractrecruiter.com/employee-selection-techniques-methods/ (Accessed: 20 December 2023).