Reference no: EM133355372

Question: Are interviews really the worst Job Selection Methods?

There are various interview techniques depending on the company. Some of the interviews question the validity of the method. There must be a marketing purpose for an ingenious and unusual interview. Regardless of the way or form, there is only one thing that many kinds of interview techniques aim for. It's to judge who's better among the applicants. It is a pity that the reason for the failure is unknown, so the mistake cannot be improved, and it does not improve, so it is a pity that you will repeatedly fail in subsequent interviews. Document screening or interview screening is the process of determining who is better. So who is a better person? A better person in a company is someone who performs well in their job. In other words, everything goes by 'job performance. Job seekers need to know what characteristics high performers, commonly referred to as high performers, have. Since job competency verification is evaluated as cognitive and technical retention ability, there are relatively objective methods, such as paper-writing and question-and-answer tests, which are not that difficult to judge. However, the part about personality is different. This is a complicated part of evaluating an individual's inner, spiritual, and values. The areas of personality, i.e., a person's attitude, character, personality, values, beliefs, self-image, etc., cannot be easily changed. It's an area that doesn't change personally. In other words, even if you hire someone with poor job skills due to poor judgment in the interview, it may be difficult to change through education. Still, it is not a severe problem, but hiring someone with the wrong personality is a problem for the organization. An interview is the best way to find out an individual's personality.

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