{"id":40750,"date":"2015-08-08T19:36:41","date_gmt":"2015-08-08T14:06:41","guid":{"rendered":"http:\/\/vskills.in\/certification\/blog\/?p=40750"},"modified":"2024-04-03T13:13:06","modified_gmt":"2024-04-03T07:43:06","slug":"major-problems-of-interview-as-a-selection-device","status":"publish","type":"post","link":"https:\/\/www.vskills.in\/certification\/blog\/major-problems-of-interview-as-a-selection-device\/","title":{"rendered":"Major Problems of Interview as a Selection Device"},"content":{"rendered":"<p style=\"text-align: center\"><a ref=\"magnificPopup\" href=\"http:\/\/vskills.in\/certification\/blog\/wp-content\/uploads\/2015\/08\/Major-Problems-of-Interview-as-a-Selection-Device.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-medium wp-image-40782\" src=\"http:\/\/vskills.in\/certification\/blog\/wp-content\/uploads\/2015\/08\/Major-Problems-of-Interview-as-a-Selection-Device-300x168.jpg\" alt=\"Major Problems of Interview as a Selection Device\" width=\"300\" height=\"168\"><\/a><\/p>\n<p>Regardless of the type , several problems are inherent in interviews. Selection specialists must be aware of these problems and need to be trained to overcome them. <strong>These problems are :<\/strong><\/p>\n<ul>\n<li>Interviewers have a tendency to be swayed by negative information about the applicants.<\/li>\n<li>Interviews may make snap judgments easily in the interview . consequently , they block out further potentially useful information.<\/li>\n<li>Interviewers do not seek applicants information dimensions needed for successful job performance. Often , they don&#8217;t have a complete job description . Besides , the interviewer often doesn`t know the conditions under which the job is performed .<\/li>\n<li>Interviewer permit one trait or job related attribute to influence their evaluation of the remaining qualities of an applicant . This process , called the <em><strong>halo effect<\/strong><\/em> , occurs when an interviewer judges an applicants entire potential for job performance on the basis of a single characteristic , such as how well the applicant dresses or talk .<\/li>\n<li>Interviewers judgments are often affected by the pressure to favor a particular candidate or fill the position , hence they lower the standards.<\/li>\n<li>Interviewers judgments regarding an applicant often affected by the list of available applicants. A good person looks better in contrast to a group of average or below average applicants.<\/li>\n<li>Some interviewers may give emphasis to educational qualifications while many others give weightage to experience.<\/li>\n<\/ul>\n<p><strong>One of the guidelines for an effective interview are<\/strong> :<\/p>\n<ul>\n<li>Always use the structured form.<\/li>\n<li>Evaluate the interviewee immediately after the interview .<\/li>\n<li>Focus on traits that are most accurately assess in the interviews<\/li>\n<li>Get the interviewee to talk .<\/li>\n<li>Respect the reservation policy of the concerned government .<\/li>\n<\/ul>\n<p><strong>Some of the Do`s and Don`ts be kept in mind by the interviewers .<\/strong><\/p>\n<p><strong>Do`s :<\/strong><\/p>\n<ol>\n<li>Plan the interview .<\/li>\n<li>Establish an easy and informal relationship .<\/li>\n<li>Cover the ground as planned.<\/li>\n<li>Probe where necessary .<\/li>\n<li>Analyse the career and interests to reveal strengths , weaknesses and patterns of behavior .<\/li>\n<li>Maintain control over the direction and time taken for the interview .<\/li>\n<\/ol>\n<p><strong>Don`ts :<\/strong><\/p>\n<ol>\n<li>Start the interview unprepared .<\/li>\n<li>Plunge troo quickly into demanding questions .<\/li>\n<li>Ask leading questions .<\/li>\n<li>Jump to conclusions on adequate evidences .<\/li>\n<li>Pay too much attention to isloated strenghths and weaknesses .<\/li>\n<li>Allow the candidte to gloss over important facts .<\/li>\n<li>Talk too much .<\/li>\n<\/ol>\n<p><a href=\"http:\/\/www.vskills.in\/certification\/Human-Resources\">Click here for government certification in Human Resources<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Regardless of the type , several problems are inherent in interviews. Selection specialists must be aware of these problems and need to be trained to overcome them. These problems are : Interviewers have a tendency to be swayed by negative information about the applicants. Interviews may make snap judgments easily in the interview . consequently&#8230;<\/p>\n","protected":false},"author":1312,"featured_media":40782,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_joinchat":[],"footnotes":""},"categories":[1533],"tags":[1326,5805,4544],"class_list":["post-40750","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management-2","tag-interview","tag-problems-of-interview","tag-selection"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Major Problems of Interview as a Selection Device - Vskills Blog<\/title>\n<meta name=\"description\" content=\"General problems faced in an interview. Apply for a Vskills certification in HR now. 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