Behavioural Interviews
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Name of the Article: Improving Selection Interviews with Structure: Organizations’ Use of “Behavioral” Interviews
Author: Jean M. Barclay, Gaslow Caledonian University, Gaslow, UK
Article taken from: http://www.emerald-library.com/ft
ABSTRACT
This article speaks about the merits of conducting an employee selection process by “Behavioral Interview” method. A behavioral interview or behavioral event interview, also called a competency-based interview is a type of interview based on the notion that a job candidate's previous behaviors are the best indicators of future performance. In these interviews, the interviewer asks candidates to recall specific instances where they were faced with a set of circumstances, and how they reacted. This provides better quality information which thereby improves the selection process. Both the interviewer and the candidate are positive about this process as there are better opportunities for the candidate to explain himself as well as his skills better. However there were a few concerns regarding there were concerns regarding the training, practice, time required, scoring procedures and, limitations of few exceptional candidates. In a nutshell the behavioral interviewing method was considered good in spite of few limitations it possessed.
BRIEF SUMMARY OF THE ARTICLE
To begin with, I would like to define a few terms used in this article summary. Employee selection is the process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria. It can range from a very simple process to a very complicated process depending on the firm hiring and the position. A job interview is a process in which a potential employee is evaluated by an employer for prospective employment in their company, organization, or firm. During this process, the employer hopes to determine whether or not the applicant is suitable for the job. A common type of job interview in the...
Author: Jean M. Barclay, Gaslow Caledonian University, Gaslow, UK
Article taken from: http://www.emerald-library.com/ft
ABSTRACT
This article speaks about the merits of conducting an employee selection process by “Behavioral Interview” method. A behavioral interview or behavioral event interview, also called a competency-based interview is a type of interview based on the notion that a job candidate's previous behaviors are the best indicators of future performance. In these interviews, the interviewer asks candidates to recall specific instances where they were faced with a set of circumstances, and how they reacted. This provides better quality information which thereby improves the selection process. Both the interviewer and the candidate are positive about this process as there are better opportunities for the candidate to explain himself as well as his skills better. However there were a few concerns regarding there were concerns regarding the training, practice, time required, scoring procedures and, limitations of few exceptional candidates. In a nutshell the behavioral interviewing method was considered good in spite of few limitations it possessed.
BRIEF SUMMARY OF THE ARTICLE
To begin with, I would like to define a few terms used in this article summary. Employee selection is the process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria. It can range from a very simple process to a very complicated process depending on the firm hiring and the position. A job interview is a process in which a potential employee is evaluated by an employer for prospective employment in their company, organization, or firm. During this process, the employer hopes to determine whether or not the applicant is suitable for the job. A common type of job interview in the...