Reference no: EM133837310

Question

The employee selection process allows employers to determine if a candidate is a good fit for the role in the organization. It also provides a prospective candidate with whom to determine if the organization is a good fit for them. Employers use the employee selection process to determine if a person's strengths and opportunities make them the ideal candidate. Determining if a candidate has the skills and qualifications for the position and culture fit is vital to the selection process. Analyze how the two employee selection methods of your choice can impact the achievement of organizational objectives. Unstructured interviews can be beneficial in learning a candidate's strengths and weaknesses and showcasing a candidate's personality; since these interviews are less structured in their questions, candidates may highlight their ability to be flexible in how they answer questions. Since these are not as scripted, it can be easier to explore more in-depth subjects, but it may also veer off-topic if control of the interview is lost. The drawback to unstructured interviews is the lack of consistency in questions between potential candidates, leading to bias and possible discriminatory accusations. A review of federal court cases between 1978 and 1997 involving charges of discriminatory hiring demonstrated that unstructured interviews were challenged in court more often than another selection device, and 41% of those cases were found to be discriminatory in nature (Youssef, 2015). Panel interviews consist of two or more people conducting the interview.