LIMITATION OF INTERVIEW IN HRM

LIMITATION OF INTERVIEW IN HRM

 

LIMITATIONS OF INTERVIEW  OR   "INTERVIEW IS NOT  A VALID TOOL FOR SELECTION”


The interview is the most important part of the selection procedure. It is the device most commonly used in an organization for selecting employees at all levels. An interview is perhaps the oldest device used for the selection procedure. The interview is a technique to assess the qualities, capabilities, nature, behavior, and character of the candidates to be selected, but this technique is also not free from limitations and criticisms. The important limitations of the interview are as under:


1. An interview can help in testing only the personality of the candidates. It cannot judge their skills and ability. 


2. Interview is an art and the desired fruits of the interview can be obtained only when the interviewer is an expert of this art. If the interviewer is not an expert in this art, he may not be in a position to collect desired information from the candidates at the time of the interview.


3. The time of the interview is too short that the nature and personality of a candidate cannot be tested thoroughly and completely. It has been the experience that the candidates who are capable, get disappointed and nervous at the time of the interview and are proving unsuccessful.


4. The technique of the interview is not free from bias. The results of the interview depend to a large extent upon the personal judgment of the interviewer and being a social person, he may be biased. Sometimes interviewer forms a particular impression about a candidate and thus, the results of the interview are not as reliable.


5. Sometimes, the interviewees are not given the full opportunity of answering the questions. Sometimes the interviewer asks only irrelevant and unconcerned questions from some candidates. The object of asking such questions is only to confuse and defeat them.


6. Sometimes the interviewer has pre-determined answers to the questions to be asked in the interview. If the answers given by the candidate are the same as that of an interviewer, the candidate is declared successful. If the answers given by a candidate do not tally with that interviewer, he is rejected, not standing the fact that answers are supplemented and supported by valid arguments.



RELATED TOPIC



Tags