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Evaluation of One-on-One Interviews

One-on-One interviews are conducted by most firms in their recruitment and selection process as they reduce the chances of misunderstanding and conflicts that lead to wrongful selection of a candidate. The interview is normally carried out by the person that will be supervising the interviewee or human resource personnel. The interviewer is able to carry out an in-depth interview that leads to selecting the best candidate for the job (Armstrong, 2006 ). The method allows the interviewer to establish a relationship with the interviewee and this is brings in an important contribution to the selection process.

The interviewer easily builds and maintains contact with the interviewee identifying non verbal signals that are important in giving the interviewer a clear picture about the candidate. These signs are also important since they ensure that the proper candidate is selected. The interviewer assesses the candidate from a personal approach and hence gets to identify whether the candidate is the right fit for the job and the organization from his personal qualities, traits and personality (Compton & Nankervis, 2009 ). This kind of assessment is only possible through this kind of personal contact that is provided from this approach.

ii) Advantages of One on One Interviews

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The one on one interviews have several advantages that make them get preferred over other types of interview settings. The major advantage of the interview is the personal contact it ensures between the interviewer and the interview. The two parties are able to easily build a relationship that allows the interview to carry out an in-depth interview gathering more information from the interviewee (Roberts, 1997). The interview process allows the interviewer to ask all manner of questions that relate to the job and get lengthy responses.

The interviewer gets to establish the personality of the interviewee since the atmosphere of the interview is relaxed and flexible. The interviewer can use follow up questions to get clear responses for each of the questions. The interviewee is also able to seek clarity of the questions to ensure that he answers them appropriately (Office of the Auditor General of Canada, n. d). The approach is also easy to formulate and can be arranged with ease. Since the interview only requires one interviewer, the interview can be arranged between the two parties at a convenient time.

It is also very cost efficient as it incurs minimal expenses when being carried out. The interview method allows the interviewer to verify the information about the interviewee easily and efficiently to determine the validity of the information provided. The method also allows the interviewer to measure the quality of the candidate in terms of understanding the questions and the responses given (Armstrong, 2006 ). The interview is preferred by most interviewees over other forms of interview as it allows them to relax since the atmosphere of the interview is friendlier (Opdenakker, 2006).

The interviewee is given the chance to give lengthy responses, ask for clarifications on the questions asked and even add up more information to clarify the answer. The interviewee also gets to make an impression through his appearance, communication and the responses to the questions. The interviewee gets an upper hand in determining the fate of his recruitment and selection process. iii) Disadvantages of One on One Interviews

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One-on-One interviews however have some disadvantages that make the recruitment and selection process irredeemably flawed, erroneous leading to prejudice and favoritism.

The method is very expensive in terms of the time taken to interview several candidates. The process can be very lengthy as each of the candidates takes up a lot of time during the interview (Synovate, n. d). The approach may also lead to selecting a wrong candidate especially when the interviewer lacks proper skills necessary to carry out the interview. The interviewees may also lack skills that allow them to communicate and give the right responses that impress the interviewer. The method can become bias especially when the interviewer gives a judgment based on the personal appearance of the interviewee and the initial reaction.

The interviewer may fail to make an accurate decision and assessment of the candidate as in most interview cases the decisions are reached during the first few minutes of the interview with the rest of the time being used to justify the decision made (HR Guide, n. d). Interviewees at some point tend to give false and exaggerated responses just to impress the interviewer. The interviewer may fail to detect the dishonesty of the interviewee and make a decision based on the false information.

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