Beyond Employment Interview Essay
One of the most popular ways of selecting worthy people to be a part of a company or any other team is through the use of interview techniques. It has been evident to have this so-called variation to different techniques used in screening worthy applicants and aspirants to enter a group. That is why, it is no surprise that many of the researches done today is focused on discovering basic techniques and the technicalities involved in doing such way. Although, there are many studies done concerning this topic, a comprehensive analysis on these studies had not been done for a long span of time.
The purpose of this study is to critically analyze not only the objective effects of this system but also the qualitative role it has been doing since its introduction. To be able to analyze the presented data and their effects to the actual application process, rigorous examination and reviews of the previously published studies and written materials had been done. In addition to that, the electronic sources as well as the programs implemented had been examined. The authors of the unpublished journals had been contacted and also, the unpublished written dissertations were included in the basis of
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All the relevant journals had been thoroughly researched. In determining the effects of the interview scheme to the interviewee as well as the interviewer, different factors had been looked in order to arrive at a higher level of perspective in determining the probable outcome of the situation. This includes social and cognitive factors, individual difference factors, applicant characteristics and interviewer characteristics. In the social factors, it is important to test whether certain social elements are affecting the outcome of the result of the interview.
They viewed these social factors in terms of different level of assessment to which certain behaviors define the situation. The similarity between the applicant and the researcher, if the applicant is fit of the organization, the use of verbal and non-verbal communication, the applicant’s impression management and the exchange of information had been seen as the social elements that affects interviews. In cognitive factors, the process of decision making, the pre-interview impression, the confirmatory bias and the applicant and job information are the important aspects that predicts the outcome of an interview.
The individual characteristics of the interviewer and the applicant had been seen as one of the greatest factor that may affect the decision of the application process. It is important to deal with the applicant characteristics. The applicant’s appearance, demographic characteristics, disabilities, training that undergone and his personality is one of the most important key elements in selecting applicants. Lastly, the interviewer characteristics also influenced the outcome of the interview.
The training and experience, his actual behavior and also, all his stereotypes and expectancies matter most in determining whether an applicant is fit to be in the organization. As the result, since interview is the best way to select worthy candidates to be in the company, the reaction that was produced by the series of effects of different factors is important in dealing with the attached meaning of the situation. The interviewer purpose and the legal compliance issues had been found out that have significant effect to the result of the interview.
In doing future analysis, it is important to look at certain factors that may have been overlooked through time. It is also important to equally assess the value of the elements that affecting the interview for a better result of the study. Furthermore, the use of strong theoretical framework is a must for a better outcome and discovery with regards to the topic being studied. Finally, the definition of the context being used in the study is important to have accurate description of the things being done.
Improving Selection Interviews with Structure: Organizational Use of Behavioral Interview Jean M. Barclay, 2001 The primary purpose of the study is to determine and to explain the advantages of using behavior as a basis in conducting interview to select worthy applicants. The process involves analyzing and surveying different UK organizations as they use this kind of technique in their interview process. It has been seen that they use this technique in their selection criteria to determine the possible characteristics and the capabilities of the interviewee.
In analyzing the systems used by the organizations used in the study, the effects of the method in the interview had been seen as effective in the sense that both the interviewee and the interviewer gained benefit from the situation. The interviewee was given a wider venue for him to show his skills and knowledge in doing things as well as his capabilities and expertise. On the other hand, the interviewer gained better skills in perceiving and understanding different kind of people with different kind of personalities.
In effect, they arrived into a better and more concise form of judgment whether that person is eligible in their organization. As a result, behavioral interviewing has a great impact and benefit to the organizations using this technique because of its relevance to the selection criteria being set by the company. Behavioral interviewing undermines the objectivity of the selection process but provides a broader perspective in selecting candidates. It must be seen that the subjectivity of such method can alter the true situation that may lead to false decision and other problems.
By choosing this method, it should be understood that there is no assurance that such behavior can lead to a positive attitude. But on the other hand, this method of asking is one of the best ways to see the potential and the true self of an applicant, which is a vital part of the process. Relational Demographical and Similarity-Attraction in Interview Assessment and Subsequent offer Decision Caren B. Goldberg, 2005 The purpose of this study is to determine the relationship between the demographic characteristics of the recruiter and the applicant.
It examines whether the similarity of their demographic background will affect the decision made. It analyzes certain factors that contributes to this factor such as the sex and age group that describes a larger group where they belong. Different factors were analyzed in order to attain the desired explanation of the phenomenon that they are trying to explain. Through social context, different intervening factors were tested to find out their validity as basis for the recruitment system. The findings were presented to discuss the effects in different situation.
Such as, race is significant in determining the possible approval of an applicant especially in people with American-Hispanic background as well as the whites. On the other hand, contrary to common belief, based on the results, female recruiter tends to prefer male applicants. Lastly, age group does not matter as long as the above qualifier and the other factors involved had been satisfied. These factors affecting the outcome of an interview had been seen as based on the perceived characteristics of the applicant.
The better the physical appearance of the applicant, the higher the chance he will be picked. Above all these factors, it has been discovered that these factors were greatly influenced by the perceived likeliness of the recruiter to the applicant. In using this context, the application process really varies from the first impression made by the appearance of a person in their first interaction. This will mark the good interpersonal relationship where a person can relate himself.
It has been discovered that the more similar you are to person, the higher the chance that you get attracted to him giving him an edge to other applicants. Both sides of the Employment Interview Interaction: Perceptions of Interviewers and Applicants with Disabilities Therese Macan & Theodore Hayes, 1995 This study aimed to discuss the correlation between the perceptions of the applicants with disabilities to the application process which involves the appearance of the interviewer and the interviewee.
In this study, the relations between the disabilities of the applicants were incorporated to their performance in their interview in response to the interviewer who does not have disabilities. It has been looked upon if there are any effects or any relationship that will form from the interaction of the two in which the possible influence of the interviewer is seen to the performance of the applicant through out the interview. It has been found out that there is an effect to the applicant the environment in which the applicant is trying to locate himself in serving the goal of the interview process.
In dealing with people in which he saw as superior being and looked at himself as a less fortunate being, the relationship that was forged by the characteristics involved is astounding. However, aside from these factors, the level of association of the interviewer to the applicant and the job he is applying for had been seen to be greatly affected by the pre-impression that was made by the interviewer in assessing the applicant. Primarily because of his disabilities, that are why, certain judgments had been made in order to attain the level of self-ego satisfaction and the sudden look of assurance in their company.
But on the side of the applicant, he sees the opportunity as the venue to discuss his job options and the environment in which he is willing to work. He defines his limitation and wants to talk about the information regarding his disabilities and its effect to his future works. In viewing this, this level of assessment to the applicants with disabilities might likely produce a higher level of understanding of them, in which they were given a venue of higher level of projection of worthy applicant that is fit to enter and work as a part of their organization.
Looking Good and Lying to do it: Deception as an Impression Management Strategy in Job Interviews Brent Weiss & Robert Feldman, 2006 In this study, the use of deception and lies in interviews had been seen as the primary way of the applicants to bridge the demands of the company and also, to make them worthy for he decision the company has to make. So in assessing this kind of social desirability bias, the researchers have to make a dummy interview in which they videotaped the whole duration of the interview.
Then, as a usual interview routine, they asked many questions to the applicants ranging from personal up to professional questions. Then after the interview, they were informed that they are being monitored and they just participated in a study wherein they watch the video of their own interview and points out the situation and the question in which they are forced to tell lies to make them look better in the eyes of the interviewer.
Although, there is no explanation about the use of the videotaped materials in assessing the lies that were made by the applicants, it has been found out that the continuous interaction of the interviewer and the applicants provide a stressful environment in which the applicant tend to make things just to please the interviewer thinking that by doing so, he will have a higher chance of being accepted.
The conformity of the people to the job they want shows that there are many opportunities in which people tend to manipulate things on their hands to gain for their personal interest. Interestingly, if you will look at the data presented, almost all of the respondents admit that at some point of the application and the interview, they say some lies in order to eliminate bad characteristics and also to exaggerate some of their characteristics that define them.
It is also found out that the more extraverted the person is, more likely, he will be the one who will tell a lie. So in using this context, those people who have been observed as more talkative and noisy in the group tend to deliver more lies than any other else. In analyzing this situation, I just don’t agree to the way the experiment had been done because they played on the people who were in need of job and wants to have it. Because of the experiments done, their chance to find another job, their time and effort were defied by the researchers.
My question is, what happened to their job hunting after the experiment with them? Behavioral Interview Deborah Bowers & Brian Kleiner, 2006 Assessing the company’s situation in the business world, where they faced many organizational and structural problems, it has been found out that most of them do not recognize the value of their workforce as one of the biggest assets of the company wherein they contribute almost 35% of the total revenue that the company has.
It surpassed the record of the tangible and other asset in which they record lesser proportion compared to the human force. But, contrary to what is expected, this branch of their asset is the most disorganized asset because of the many personal interests that keep on mingling to the result of the company’s selection process. Different kinds of favoritism and biases arise from what is really the standard of the company.
Since the introduction of human resources as one of the most stable source of the income of a company, it has been viewed that by looking into it, many opportunities had been created and also, the effect on this to the company’s financial aspect lies within the advantages it has to the system of developing potentials and gaining profit from their other branches. So, it is important to develop a competitive guideline in selecting worthy candidate for a position that he will hold.
Because of the rising demand that the continuous cycle of business that was made, it is important to a company to secure a higher level of security in which they can protect their own interest that will not make any effects or implication to the other part of the company. It is interesting to look at how different companies value their labor force. Due to some technical difficulties, behavioral assessment is one of the major basis on the recruitment policies because in one way or another, it helps on determining the possible attitude of one worker in the company.
Conclusion: In analyzing these research papers regarding interviews, I was amazed how certain factors of application process really influence the possible outcome of an interview. From the objective part of it like physical appearance, language spoken and capabilities, to the subjective part of it like the way the people understand the interview process as a whole, the implication of such factors really affects one’s perception towards the dynamic system of recruitment policies.
If I were to choose from the different topics I analyzed, my interest was really caught by the study of Weiss and Feldman in which they analyze the deception and the fake behaviors of the applicants just to be in a company. This really proves that the drive of a person will really manipulate him to do unexpected task to make himself acceptable in the eyes of others. So, in critically analyzing the things that were presented, the use of deception in many situations really helps especially if we want to impress other people or make ourselves at least acceptable to their eyes.
But the caveat on this part is that due to the system that we are following, the use of such deception will only manifest on the job proper itself as we continuously mingle and interact with other people. Our co-workers will be the first one to discover the lies we made and the deception we used in order to attain the position we want. Although, it seldom happens, the opportunity for some people to prove himself worthy enough will be a great deal of problem especially in dealing with his own insecurities and shortcomings in his own life’s deal.
However, I deeply relate myself to this article because as of now, I am a Human resources Specialist and my task is to interview applicants in our own company. It is important for me to screen the applicant that best fit the ideals and the qualifications of the company’s for us to have the optimum level of service and production and for us to also have a fair and just system of selection. As much as possible, we do not want the applicant to fool us or make lies because it will greatly affects the decisions we made.
In addition, the use of this kind of impression management will most likely alter the essence of the interview, to screen the worthy and the ideal applicants from those who were not. As my career will go on, in few years time, I visualize myself as a Human Resource Manager. In this job, it is also important to continue assessing the points of weakness of the interview scheme as well as the social desirability bias made by the applicants in order to enter the company.
In looking to the possible part or member of our company, it is important for me to find ways in minimizing errors and flaws to our current scheme of selecting and screening applicants, therefore, it will lead to a better labor force that will contribute to the entire production of our company. And after years of working in our company, I see myself as the CEO. When this happens, I will assure that our company will be a venue of equal opportunities to those who really have the capacity to work and the knowledge of the company even though they have disabilities.
I will make sure that their disabilities will not hinder their working environment in the company. In a way, I can help them in realizing that there is more than having disabilities in our body. The essence of working is not the person who do the action but the output of the works. The article of Macan and Hayes made me realize that there are still many people in the world who put a bigger prejudice and bias to our fellowmen with disabilities or some problems in their body.
As the CEO of the company, I will make sure that this problem will not arise, and in a way, I can influence the world to open their eyes in dealing and interacting with our own brothers as they faced a greater deal of problem than us. If we can not help them physically or anything, the best that we can do is to understand them and give them the respect and the opportunity they deserve. Since I want to have an egalitarian company in which we deal with our employees with care and we let them understand that work and personal life is different but working is an excellent way to develop personal relationship with others.
For further research and study development, the trend is to look at the reaction of the interviewer to the social desirability bias made by the applicant to persuade him to accept him to the company. In this sense, the development of using further research method in understanding it will give way to the explanation how the company handles them and how the company checks the reliability and the validity of the information given by the applicant. If I will be the one who do my own research, based on what I read on the articles, it is interesting to know the reaction of the applicants once they know that they were not accepted in the job.
I want to know how they handle stress and most of all how they handle the burden that the rejection gives them. I will make a fake application process in which I will turn down all the applicants after they passed the entire necessary test and exams and just the final interview. I would like to see how they handle these severe failures and how they attached meaning to the rejection they experienced. After that, I will debrief them that they only participated in my research and asked those several questions that affected their feelings and their perception of the things they undergone.
I choose this topic because I really wonder how the people who think that they are suited in the job suddenly failed and be rejected by the company they are applying for. I want to know the effects of the rejection to their next career and also to their next application process. This will give me a greater preview of their experiences as job hunters who did not qualify to some of the requirements being set by the company. In effect, I can have a complete background of their thoughts and derived meaning to the experience they had.