This paper discusses an interviewing strategy for a company that has had a high turnover rate, which may have been caused by improper interviewing of potential employees.
Written in 2004; 1,230 words; 1 sources; MLA; $ 41.95
Paper Summary:
The paper explains that, possibly, the high turnover rate is due to too much leading within the context of the applicant interview in which managers accidentally lead applicants to answer one way or another. The author points out another possible bias in an applicant interview situation is that the manager might automatically make inferences about a candidate's situation and jump to conclusions based on these inferences, which can harm an applicants chances for further consideration; therefore, it is recommended that two individuals be present in order to record information and first impressions about an applicant's responses. The paper relates that rarely does a manager engage an employee in questioning related to their long-term goals with the potential employer, such as "Tell me why you left your last employer and how long you were with them"?
From the Paper:
"There are many different types of interviews that can be conducted within an organization. The type of interview strategy proposed for CWH is an intense and open ended employment interview. The interview process in and of itself should be an intensive communication transaction "designed to obtain or share predetermined information" in this case information about a candidates skills, qualifications and abilities. In an employment interview the interviewee should attempt to gather knowledge about the strengths and weaknesses of the organization and the person being interviewed attempts to share only their most popular qualities with the interviewer."
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