Face to Face Interviews

The Value of Face to Face Interviews for Determining Person Fit in the Selection Process

Acknowledgements

I would like to express appreciation to my mother who has persuaded and supported me throughout my life. Special thanks to my beloved family for their support, understanding and endless patience through the duration of this course. My gratitude is expressed to fellow students and lecturers, who have been very supportive throughout the course and especially to my supervisor without whose support & assistance this report would not have been possible. She supported me from the very beginning helping to choose the right topic for my report and directed me till the very end of this report.

Abstract

One of the most important priorities of the organization is people. To have a right person for the right position is the vehicle for the successful business. Fossas (2006) states that a firm's success is due to resources & capabilities which an enterprise owns and which makes it different from its competitors. But organizational staffing is one of the hardest tasks for the management. Sometimes management does not pay enough attention the interview methods they are using to get the right people on board. As Paul Iles (1999) states that people with relevant knowledge, skills and abilities for the positions need to be identified attracted and placed appropriately. And Philip Schofield (2000) believes that best practice recruitment can increase significantly the chance of a good catch. Face to face interview is a traditional method to recruit personnel. But do we realize the value of that method?! The aim of the report is to examine how important the human touch and face to face interview process is in selecting the right person for the organization. According to Arvey (2011) face to face meetings are playing important role in the organizational life. Professional face to face interview solves the problem with high staff turnover and reduce the problems with other types of interview methods. It is intended to analyze the selection process and to identify any advantages that the management of a company may derive from using face to face interview during the selection process. This report will list the advantages and disadvantages of the method. The researcher adopted the realism approach for the current paper as the researcher strongly believes that the knowledge we acquire can give good indications of what should be done. Using information from primary research such as interviews and questionnaires within organization, as well as secondary research from different books, internet and management journals, the report will analyze the application of face to face interview. Even though the report describes the value of face to face interview it also highlights that the companies might have some problems using face to face interviews and the report will give recommendation to such problems.

Table of Contents

CHAPTER ONE5

Research Objectives5

CHAPTER TWO6

Understanding Face to Face Interview?6

Person Environment Fit and Importance of Face to Face Interview7

Link of Social Exchange Theory to Face to Face Interviews8

Psychological Contract and Face to Face Interview9

Types ...