دانلود رایگان مقاله تاثیر بالای مصاحبه و پیدا کردن فرد مناسب برای این کار

In the workplace, interviews are used for many purposes including determining whom to hire for a job, whom to promote, and whom to let go. They are used to decide which employee shows potential and should be trained, and which ones should be put on the fast track. Ultimately, interviews are used to identify the right person for the right job, regardless of level of position, nature of the organization, or type of industry. Interviews are typically categorized in one of two ways, namely, as traditional or structured. Traditional interviews consist of a set of questions that are developed by the manager who is searching for a new employee as well as doing the interviewing. A number of problems exist with traditional interviews. The first problem isthatthe questionstend to be developed by the manager, hence they reflect knowledge, skills, and information that the manager perceives to be important. How the manager determines that they are important is based on that individual’s experience, education, and knowledge ofthe job. Assuch, two managers conducting interviewsforthe same job may perceive a mix of similar and much different information to be important. They may ask different questions and as a result, gather different information about the candidates. The candidates are then evaluated based on the information collected. As the information gathered varies, the candidates are evaluated differently, without knowing which evaluation is accurate for the actual job. A second problem is that the traditional interview may not focus on the truly critical or necessary job requirements. The manager may not have accurate and complete information as to the knowledge, skills and abilities that are needed to do the job well, and as a result, the manager may gather unnecessary information that does not shed light on the candidate’s suitability for the job. However, a decision will still be made regarding whom to hire

KEY LESSONS

When asked to identify key business goals, most executives include recruiting and hiring the right people as a critical, ongoing challenge for their organization. Learning how to increase the likelihood thatthe right person will be selected, and that person will remain in the organization as an effective performer, is critical to ensuring an organization’s success. Traditional interviews have been found to be less than effective in identifying who is the right individual for the position, or who to train for more responsibility. Several important questions need to be asked. One such question is, how do we identify who will be an effective performer for a specific role? Another question concerns how to identify whose performance will align not only with the required knowledge, skills and abilities but also with the organization’s values, goals and culture. The situational interview provides a clear and straightforward way to identify the candidates who have the knowledge, skills and abilities required by the role, as well as the values and culture that guide the organization.