Tag: meaning and steps in selection

When an interviewer judges a person on a single important trait/attribute. i.e., those communicates well can sell the product. Such mistake of the interviewer is called halo effect.This type of mistakes are often done by the applicants while giving interview for a vacant job position. This mistakes should be avoided as they are not appreciated by the interviewer.

Attributing characteristics to individuals based on their inclusion or membership in a particular group is called stereotyping. In simple words, stereotype can be defined as generalised belief about a particular category of people.

The most reliable type of interview is structured. It is also known as formal interview. In this type of interview, the interviewer asks some standard set of questions within a given time period in a standardized way. Cross-questioning the applicant is not allowed in structured interview.

In a behavioral interview, the applicant is confronted with actual work incident. In this type of interview, behavior of the applicant is evaluated by asking the applicant to deal with real work incidents. The way the applicant deals with the incident- forms the base to evaluate his behavior.

Resort to snap judgment, cultural noise, stereotyping , halo effects are types of interview mistakes. This type of mistakes are often done by the applicants while giving interview for a vacant job position. This mistakes should be avoided as they are not appreciated by the interviewer.

The most reliable and valid tests are generally performance test. It is widely conducted for judging the suitability of the candidate which is required to get the job done in a proper manner. Performance tests helps to test the knowledge and kill of the applicants.

Degree to which a test or selection procedure measures a person's attributes is called validity. This test is conducted widely for judging the suitability of the employees in the organization. It also helps to test the skill and knowledge which are possessed by the employees in order to carry out the proper functioning of the organizational activities.

Screening interview planned by large organization to cut the costs of selection by allowing only eligible candidates to go through the future stages in selection. This interview is also known as preliminary interview. The preliminary interview is generally brief and does the job of eliminating the totally unsuitable candidates.

Employment function includes selection. Selection is the process of interviewing and evaluating candidates for a specific job and selecting an individual  for employment on the basis of certain criteria. Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and position.