Reference no: EM133042007

Jason is an outlet manager with Toys R Asia, a company that operates a chain of toy shops in Singapore and Malaysia. As outlet manager he oversees all hiring for his particular outlet, although some support is provided by the company's centralised HR department.

Jason has recently become frustrated with the difficulties he has encountered in trying to recruit the right staff. Many of his recent hires have turned out to be poor performers, and as a result he is seeking the advice of the company's HR officers on how he can improve his assessment and selection practices.

In conversations with the HR team, he has revealed that he interviews all candidates personally. These interviews take the form of casual chats lasting between fifteen and twenty minutes. The questions he asks vary substantially from one interview to the next Suppose he finds common ground between himself and the candidates, such as having gone to the same university, or having the same hobbies, he will ask the candidate a bit more about those commonalities that they share. He also admits to relying heavily on first impressions, claiming that "you can tell a lot about a person on the way he she dresses and talks".

(a) Distinguish structured and unstructured interviews and apply these concepts to Jason' s Situation.

(b) Why might he be having difficulty identifying future high performers?

(c) Analyse the different types of structured interview. Refer to TWO (2) different varieties in your answer