Hi Bindia,
Presently job market is very high, High calibre incumbent are hardly available in the JOB MARKET.For that it becomes very crucial to formulate the selection procedure keeping all pros and cons in mind.
What is required during the employee selection interview in particular is interviewer discipline. Discipline to work out what it is that interviewer (or more appropriately what the organization) is looking for and why is he looking for it;
· to consider how he will recognize it when he sees it;
· how he will judge whether it is there in sufficient quantity;
· and to assess each employee or potential employee strictly in terms of the qualities and attributes he has described, rather than in terms of his own likes and dislikes.
This discipline can only be achieved with effort. It is after all, much easy to say "I just did not take to him", but you may have lost the organization an effective worker or even potential savior. So we start with discipline and the embodiment of this will be found in the stages of preparation for employee selection interviewing that will be described shortly.
Self discipline is but one factor. It would be foolish to discount the power of gut instinct. If at the end of a detailed and objective assessment the interviewer finds that there is something that just does not fit, he / she should beware. He / she should reevaluate his / her data, search his / her inner self afresh to be sure that it is not the accent with which the interviewee speaks, or the way he parts his hair that is reminiscent of someone who holds unfortunate associations for him / her.
If he / she is still not satisfied, if there is still something he / she cannot quite put his / her finger on, he / she should either seek a second opinion, through references or a second interview with an unprepared colleague or, if neither of these is feasible, write a polite letter rejecting the candidate.
Correct selection is therefore of crucial importance. And correct selection must mean that both parties to the selection decision, interviewer and interviewee, are satisfied, in all circumstances, the right decisions has been made. The candidate who has been subjected to a battery of tests, however thoroughly validated, will not necessarily feel this if he / she has never had a chance to talk to a member of the organization.
Similarly, the interviewer who has never met the candidate cannot be sure that the approved ingredients detected by the tests do really go to make up an acceptable whole whose appearance and impact on others match his / her test scores and whose tenacity and motivation augur well for success in the job.
There are many more things can be added to the selection procedure which is more important in as the job market is very high.
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Thanks
Chander Shekhar