5.Limitations of Interviews
Introduction
Interviews
are a key form of the selection process; however, it inherits its own
limitations. Kvale (1983) denotes that purpose of interviews is to gather
descriptive information about the candidate vision and the background. Each
individual follows a process or a technique to face interviews and conducting.
Therefore, limitation occur due to differences in the scope of view. Main
reasoning is the magnitude, synchronic communications in the time space (McGraw-Hil,
2010). With that biasness derives out with questioning or the interviews may go
beyond set time frame, planned questions, even off topics. The process of
interviews can be time consuming and limit number of people will be interviewed
with the time boundaries. Moreover, limited amount of information collected
denotes that large number of individuals have been missed out and the views are
not reflected.
Limitations of Interviews
As
briefed above interviews are verbal connections and there is no proper method
of recording these conversations. Therefore, lack of evidence or inability to
keep a track or to recall the events (Maharjan, 2018). However,
it will not be deciding factor since these sessions are incapable of extracting
the relevant information about a candidate. For instance, if the organization
is requiring a content writer or technical expert the candidate should be
tested using skills necessary for the job role. Also, incomplete information
gathering where interviews are a great method of data gathering but due the
moment both interviewer and the interviewee might forget to ask relevant
questions or clarify doubts (Maharjan, 2018).
There
can be instances where the candidates may face a mentally disturbing phase due
to questioning methods or different interview techniques. Also, interviewers’
temperament or the mood have a direct impact on the interview (Businesstopia, 2019). Interviewers
who are friendly in nature or in better mood could ask relatively relaxed
questions and tend to select less skilled applicants without additional attention.
On the other hand, if a firm or more challenging interviewers may discard even
skilled applicants. Apart from that judgement of interviewers may also be a
common factor that will affect the selection process. Such as use of preferred
wordings, qualities or the appearance may influence the decision-making process
of the interviewer which is not ideal when selecting the best candidate and
this showcase the boundaries of interview process (Breaugh, 2000).
Interview method positions a
major demand of cost, effort and time. Effectiveness of interviews be
contingent on training and ability of assessors. As humans there can be certain
biasness towards certain attributes such as halo effect or horn effect. Therefore interviews will carry adverse
effects in most cases. There can be instance where the interviewer advert and
inspire candidates to a stage where unreal details are presented with the
reasoning to create an interest. This could lead expressive participation with
the interviewer and provide responses where candidate believe it would assist
to mark a good score in the interview. This emphasis that the respondent will
hesitate to provide replies freely or correctly assuming it could affect
adversely (Desai, 2021).
As mentioned above the cost
could be higher if the organization is using interviewers that are experienced
and where there is extra area to be enclosed. Time consumption of personal
interviews and long hours means the smooth movement of replies will not be
captured and interrupted understanding (Scribed, 2020).
In announcements the efficient
interview accepts relationships with applicants and monitoring of discussion in
a method that would simply easy reposing. This carries a major weight due to
obligation, since it requires time ability and possessions. Moreover, it is not
constantly probable for the interviewer to decide whether the discussion arena
required to build a good relationship with the candidate (Scribed, 2020). As
individuals’ interviewers also tend to make certain mistakes. Many interactions
conducted are not easily articulated, though it is possible to observe closely.
Few of the fundamentals that safeguard effective questioning. Though the superiority
of each and every interview will be varied based on the individual. Though many
trainings conducted or techniques were taught final output will be eventually
based on the individual and the background of the interview. There are many
scenarios that provide proof where the most talented interviewers unable to
gather relevant information from the candidate (Desai, 2021).
References
Breaugh,
J.A. (2000). Research on employee recruitment: so many studies, so many
remaining questions. Journal of Management, Vol. 26, pp. 405-34.
Breaugh,
James A (2013). Employee recruitment. Annual review of psychology, 64
(2013): 389-416
Desai,
R. (2021). The Interview Method: Advantages and Limitations/Social Research [Online].
Available at
https://www.yourarticlelibrary.com/social-research/the-interview-method-advantages-and-limitations-social-research/92801.
Accessed on 19th Aug 2021.
Galanaki,
E. (2002). The decision to recruit online: a descriptive study. Career
Development International, 7(4), 243-251. 19).
Gatewood, R.D., Gowan, M.A., and Lautenschlager, G.J. (1993). Corporate Image, Recruitment Image, and Initial Job Choice Decisions. The Academy of Management Journal, 36, 414–427.
Kvale, Steinar (1983). The qualitative research interview: A phenomenological and a hermeneutical mode of understanding. Journal of Phenomenological Psychology, 14, 171-196.
McGraw-Hill, (2010). Advantages and disadvantages of interviews as a research method [Online]. Available at https://www.yourarticlelibrary.com/. Accessed on 19th Aug 2021.
Maharjan,
P. (2018). Strengths and Limitations of Interview [Online]. Available at https://www.businesstopia.net/human-resource/strengths-and-limitations-interview.
Accessed on 19th Aug 2021.
Sribed. (2021). Limitations of interviews [Online]. Available at https://www.yourarticlelibrary.com/. Accessed on 19th Aug 2021.
Agreed. Select and recruit correct candidate for a job this process is usually done to identify each other. Interview is main part of selection process by most of employer. Reserchers as shown that interviews are included 90% selection process that In word wide take place (P.Maharajan, 2018). there are some limitation available in interviews Incomplete information, incomplete process, mentally disturbing, Snap judgment extra..
ReplyDeleteAgree to the point made, interviewee may hesitate to face the interviewer freely and confidently due the existing pressure (Desai, 2021)
DeleteAccording to Ali A. (2014) limitations of interviews are practical issues, evaluation methods, ethical issues.
ReplyDeleteThe interviewer also must familiar with interviewing techniques to make the process a success (Bouce and Neale, 2006)
DeleteIn verbal interviews there is no clear right or wrong answer in many cases. The results are subject to interpretation by the interviewer and thus can have a high possibility for error, depending on the questions asked, the answers given and the interviewer’s own personal bias (Gusdorf, 2008).
ReplyDeleteMaharjan(2018) says that the enviorenment developed at the time of interview may lead to irrelavant question.
DeleteAgree with you Udaya. FtF (Face to Face) interviews, are characterized by synchronous communication in terms of time and location. Because of this simultaneous communication, FtF interviews may take use of social cues like no other interview style. The interviewee's social cues, such as voice, intonation, and body language, can provide the interviewer with a wealth of additional information that can be added to the interviewee's verbal response to a question. (Raymond, 2016)
ReplyDeleteIn addition, temperament and the attitude of the interviewer may influence the confidence of the interviewee (Businesstopia, 2019).
DeleteThe importance of exit interviews points out by Johns and Gorrick (2016). Exit interviews are a crucial tool for monitoring and analyse employee turnover. ‘Exit-Voice-Loyalty-Neglect’ model support the determination of the efficacy of the exit process.
ReplyDeleteIn addition to the employee turnover, exit interviews shall be used as a feedback to isolate the problems in the organization (Knouse, Smith and Smith, 2001)
DeleteAgreed, biasing of interview with first impression will be long term negative effect to the organization(Salazar, 1990). The aim is for the interviewer to elicit from the interviewee or respondent all manner of information. (Bryman, 2008). Deep-interviewing can overcome limitation as well(Bell & Hartmann, 2007).
ReplyDeleteAgreed Furthermore , According to Kapoor (2018), an interview is a planned exchange of ideas, questions, and dialogue between two or more people. In most cases, an interview is a private dialogue between two people during which questions are posed and responses are gathered. The primary goal of the interviews is to gather information about qualities, attitudes, and the prospectus, among other things. Interviewers analyze candidates' behavior and communication abilities in several types of interviews.
ReplyDeleteYes, An interview entails a face-to-face conversation. Individual interviews, rather than panel interviews, provide the best opportunity for the interviewer and the candidate to develop personal contact - rapport – facilitating the gathering of information regarding the prospect's suitability and how well he or she would fit into the business (Armstrong and Taylor, 2014).
ReplyDeleteYes. However we have to agree that the interview serves a public relations role and a recruiting role other than the selection role with identification of potential trade-off between the psychometric properties and user reactions (Campion et al., 1997)
ReplyDeleteAgreed. As per the Susan (2008) cost is a major disadvantage for face-to-face interviews. They require a staff of people to conduct the interviews, which means there will be personnel costs. Personnel are the highest cost a business can incur. It’s difficult to keep costs low when personnel are needed.
ReplyDeleteAgreed and also, according to (Lunen, 2012,) Interviewers tend to weight negative information supplied by the applicant more heavily than positive information. On occasion, the interviewer may change his or her mind, but the change tends to be from positive to negative rather than vice versa. In fact, in most cases, interviews tend to be a search for negative information.
ReplyDeleteAgreed. Although F2F interviews are very effective, this type of interview can be costly and time consuming. F2F interviews require a significant amount of time on the front end to identify, recruit, and schedule the interview as well as the travel time and costs to meet the respondent in person (Marshall, 2016).
ReplyDeleteagreed with your point and Such a format is an effective way to keep the interview tightly focused on the target topic(Bryman, 2008). It also makes the interview comparable among interviewees. However, this type of interview lacks richness and limits the availability of in-depth data. The variation among responses is limited due to the strict interview format that is used. Therefore, the flexibility of the interviewer in terms of being able to interrupt, and the interviewee to elaborate, is restricted. It has been highlighted in the literature that
ReplyDeletethis type of interview is suitable for researchers who know exactly what kind of information they are seeking
(Dörnyei, 2007).
The selection of interview questions and the level of inspection can depend on interviewer’s mood and his personality. Interviewers who are easygoing or in good mood can ask questions that are comparatively easier and can even select candidates who are less capable of further consideration(Maharajan,2018).
ReplyDelete