HRM/People Study Note Home | Latest HRM Resources from the tutor2u Blog | HRM/People Revision Quizzes

Recruitment - interviews

Author: Jim Riley  Last updated: Sunday 23 September, 2012

Recruitment interviews - selecting the candidates

An interview is the most common form of selection and it serves a very useful purpose for both employer and job candidate:

For the Employer:

• Information that cannot be obtained on paper from a CV or application form
• Conversational ability- often known as people skills
• Natural enthusiasm or manner of applicant
• See how applicant reacts under pressure
• Queries or extra details missing from CV or application form

For the Candidate

• Whether job or business is right for them
• What the culture of company is like
• Exact details of job

There are though other forms of selection tests that can be used in addition to an interview to help select the best applicant.  The basic interview can be unreliable as applicants can perform well at interview but not have the qualities or skills needed for the job. 

Other selection tests can increase the chances of choosing the best applicant and so minimise the high costs of recruiting the wrong people.  Examples of these tests are aptitude tests, intelligence tests and psychometric tests (to reveal the personality of a candidate). 

Managers selecting candidates for a high level post in an organisation may even send applicants to an assessment centre.  In such centres candidates undergo a variety of tests, role-plays and simulations for a number of days.

Once the best candidate has been selected and agreed to take up the post, the new employee must be given an employment contract. This is an important legal document that describes the obligations of the employee and employer to each other (terms and conditions) as well as the initial remuneration package and a number of other important details.

Add your comments and share this study note:

Search tutor2u

Related study notes

HRM Strategy
HRM introduction
HRM objectives
HRM influences
Hard & Soft HRM

Organisational Structure
Org charts
Delayering Span of control
Centralisation & decentralisation
Matrix structures

Motivation at work
What is motivation?
Theory - Maslow
Theory - Herzberg
Theory - Taylor
Theory - McGregor
Financial motivation
Pay Package
Time rate
Piece rate
Commission
Performance pay
Share options
Job rotation
Job enlargement
Delegation & empowerment

Recruitment & Training
Recruitment intro
Internal / external
Job descriptions
Interviews
Job analysis
Job advertising
Person specification
Training - intro
Induction training
On-the-job training
Off-the-job training

Workforce planning
Workforce planning
Flexible working
Benefits & issues
Labour supply
Workforce roles & workload
Annual hours
Job sharing
Temporary staff
Teleworking

Communication
Overview
Barriers
Benefits
Employee Representation

Download for Android

Download for IOS