[THE VALUE OF FACE TO FACE INTERVIEWS FOR DETERMINNG PERSON FIT IN THE SELECTION PROCESS]

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Chapter -1 INTRODUCTION

Outline of the Study

This study will be based on the topic “The Value of Face To Face Interviews for Determining Person Fit in the Selection Process”. The first chapter will provide an introduction to the topic including the background of the study. The second chapter will present a review of relevant literature, highlighting the previous research carried out in this field. The third chapter will cover the methodology for this study. The fourth chapter will conclude the study, providing implications and useful recommendations for further research.

Background of the Research

The Social psychologists view their discipline as an attempt to understand and explain how thoughts, feelings and behaviour of individuals are influenced by the actual presence, imagined or implied of other human being. The interview is one of the basic research methods in the behavioural sciences. The interview is considered by the interviewer asking more or less formalized questions. When tested, correspond to the questions contained in the notification to him or given a questionnaire, this technique is called a poll (Lievens & Chapman, 2009, pp. 135-55).

In sociology, we can distinguish several types of interviews:

Free interview

Focus group

Biographical interview ,

Telephone interview

computer-assisted interview

Face to face Interview

Poll

Sometimes the interview technique and questionnaires are opposed to each other as separate research methods, due to the relationship with the respondent. In the case of the interview the researcher or interviewer has direct conversation with the respondent, while a survey questionnaire completed the test itself, without any direct contact with the researcher or interviewer (Kumar, 2009, pp. 115-63).

In the case of questionnaire surveys and interviews, the researcher uses a standardized questionnaire; in the case of semi-structured interviews the researcher will only produce instructions for the interview (Lievens & Chapman, 2009, pp. 135-55).

The interview is the main test for any recruitment process and it can be defined as a formalized communication between two or more parties in which one party is presented alone against the other seeking to gain adequate and useful information for through questions and answers, demonstrations, presentations, simulations or technique to categorize and assess the suitability of a candidate for a job. Once under way, the recruitment process and the organizations already have candidates meeting the qualifications required to concentrate on preparing for the interview face to face. There are several points to consider preparing the appropriate interview (Iddekinge & Chad, ...