Why is interview the best selection method?
Since interviews provide you with an opportunity to analyze a potential employee's experience, skills and professional background, they can help you discover the candidates who are best qualified for the position. This may assist you in choosing the right candidates to advance to the next stage of the hiring process.
Experts say that assessing general mental ability, also referred to as cognitive ability, is the top way to predict how someone will perform on the job. A highly effective selection technique, general mental ability tests are a simple way to anticipate performance at all job levels and across industries.
The most popular method used by organisations to select employees is the interview method. Despite this popularity, scientific evidence shows that the interview method is the most unreliable way to select employees.
Because structured job interviews are more efficient than semi-structured or structured interviews when it comes to predicting job performance. Meta-analysis research shows that structured interviews are up to twice as effective at predicting job performance than unstructured ones!
As you get to know their assets, it may help you determine how they best leverage their abilities in the company. The interviewee may also discuss the areas they are working on improvements. During an interview, you may also get to know yourself better as a professional, such as your leadership and management style.
An interview is one of the best ways to find out how much you know about the industry. Interviews are beneficial for both parties, the employer and the applicant. It allows an employer to assess all of the applicant's skills and knowledge to decide whether he or she is a good fit for the company.
The of the most effective, valid methods of employee selection will be described below in detail. They include: General Mental Ability. Structured Interviews.
Their meta-analysis found that the three combinations with the highest predictive validity (in decreasing order) were: GMA plus an integrity test, GMA plus a structured interview, and GMA plus a work sample test.
Cognitive Ability Test
One of the most critical types of pre-employment testing, they are an indicator of a person's intelligence quotient (IQ). The test results predict on-the-job performance and assess current and potential employees across job levels. They also test role-specific IQs across multiple job functions.
