Using Structured Interview Method For Future Selection

(1) Refer to Appendix and based on the data available, I would recommend that this company should use the structured interview method for future selection because the method has the highest utility compare with the other two selection methods. A higher utility indicates an increased validity of the method used, and this implies that the annual productivity of these selected applicants in average dollar value would increase thereby increasing the financial position of the company (pg.191). Structured interview method which is a standardized technique is the process of asking, collecting, and rating of the interviewees based on the information collected from them (pg.221). All the respondents are asked the same questions in a predetermined format and the essence of this interview method is to know and determine the past experiences and the qualities the interviewees are bringing into the company. When the numbers of applicants are increased to 200, the utility for structured interview increased from 95,080 to 96,680. Utility for the Mental Ability decreased from 75,120 to 73,360. The utility for the work sample decreased from 58,200 to 55,000. The structured interview showed higher validity in the selection method which implies an increase in the average dollar value of annual productivity by candidates that were selected for the positions (Pg.191); however, the utilities for mental ability and work sample decreased thereby showing decrease in average dollar value and inShow MoreRelatedStaffing System For A Job1719 Words   |  7 Pagesin staffing organizations, as it is a method used for assessing aspects within the organization. A system without methods would have no efficient method for determining a framework in the process of selection. 2. 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