an evaluation of the recruitment and selection policy and practice in ...

The line manager, with assistance of the Human Resource Department, and theselection committee, must review the applicants’ details and agree on a short-listfor interviews.3.6.12 Step 12: Notify the unsuccessful candidatesIn order to ensure that the reputation of the company remains unblemishedthose who are unsuccessful should be notified as soon as possible, and in a wayconstructive to their individual development and moral. The HR department mustnotify the successful and unsuccessful candidates.3.6.13 Step 13: Interview PlanningPlanning the interview process involves:• Prepare the agenda and interview information;• Brief the interviewers and interpreter on the position and needs of theorganisation;• Design questions but be careful not to ask discriminatory questions;• Plan the areas that you will cover and design questions to probe and lookout for during interviews;• Finalise the interview agenda;• Design the interview file/folder/booklet.Swanepoel et al (2000:320,321) define the aim of the interview as to determinean applicant’s degree of suitability for a job matching the information given bythe applicant to the job requirements. Designing the process must thereforeensure that the desired result be attained. Due to the problems associated withinterviewing, especially one-to-one and unstructured interviewing, this selectioninstrument can be very unreliable and of low value. Possible reasons are:• Interviewers’ tendency to compare applicants with their own perceptionof the ideal person.• Interviewers’ tendency to base selection on first impressions rather thanon the information gleaned during the interview.41