Read below and choose one of these mistakes and discuss how it can hurt an organ
ID: 423915 • Letter: R
Question
Read below and choose one of these mistakes and discuss how it can hurt an organization.
As the HR manager, what advice/coaching would you give to a brand new non HR manager, before they interview job candidates for important open roles, so that they don't make this mistake?
1. Snap Judgments — One of the most consistent findings is that interviewers tend to jump to conclusions about candidates during the first few minutes (perhaps seconds) of the interview.
2. Negative Emphasis — Interviewers tend to have a consistent negative bias and are generally more influenced by unfavorable than favorable information about the candidate.
3. Not Knowing the Job — Interviewers who don’t know precisely what the job entails and what sort of candidate is best suited for it usually make their decisions based on incorrect or incomplete stereotypes of what a good applicant is.
4. Pressure to Hire — Pressure to hire can undermine an interview’s usefulness.
5. Candidate-Order (Contrast) Error — means that the order in which you see applicants affects how you rate them. Psychologists refer to this as the effects of “primacy” or “recency”.
6. Influence of Nonverbal Behavior — Non-verbal behaviors can have a surprisingly large impact on an applicant’s rating. Inexperienced interviewers may try to infer the interviewee’s personality from vocal and visual cues, such as energy level, voice modulation, and level of extraversion.
7. Attractiveness — Interviewers have to guard against letting an applicant’s attractiveness and gender play a role in their rating.
8. Effect of Personal Characteristics: Attractiveness, Gender, Race
Attractiveness, gender, disability, or race may distort assessments. For example, people who are considered
to be more attractive are assigned more favorable traits and even successful life outcomes.
9. Race — In a study examining racial differences the authors found, in the primarily white and balanced panels, white interviewers rate the white candidate higher, and black interviewers rated black candidates higher.
10. Ingratiation — Agreeing with the interviewer’s opinions and self-promotion to create an impression of competence are techniques used by clever interviewees in order to manage the impression they present.
11. Nonverbal Implications — Interviewers should endeavor to look beyond behavior to who the person is and what they are saying, as candidates are trained to “act right.”
12. Applicant Disability and the Employment Interview — Research findings suggest that interviewers tend to avoid addressing the disability, and therefore make their decisions without all the facts.
Explanation / Answer
Interviewers are supposed to independent individuals who are supposed to hire the best candidates for achieving the organizational goal. Employees are the assets of the company and therefore they must be invested carefully to the advantage of the Company. A selection based on these personality criteria not only harm the very purpose of interview but also considered to be impartial. This sort of appointments tends to exploit the organization culture and de-motivate the other not so attractive people. Many employees may lose their promotion if this would be the organization culture.
Therefore, an HR Manager is advised while interviewing he should not refer the gender, caste or outlook of the person rather whether he or she holds the qualifications and skills required for hiring. Thereafter his/her will and confidence for such job and can he/she add value to the company.
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