Selection is the process of recruiting suitable potential candidates from a pool of applicants that meet the specific requirements of the job that is being hired for (Harrison, 1993). The interview is currently one of the most common methods of selecting future employees in firms, as they can be used to gain more information on shortlisted candidates, however there can be error in the interview process if managers are unfamiliar with how to effectively interview the applicants for the job. In order to make sure that the most suitable applicant is hired, managers and employers must have the relevant knowledge on how to identify these candidates and ensure that there is no error in their recruitment process that could cause their judgement to come into question.
When a firm is recruiting a new employee from a pool of applicants it is important for managers to be knowledgeable on some of the wider issues involving recruitment and selection decisions, such as legislation and good practice, as well as being skilled in interviewing and assessing potential employees. It is also important for managers to increase the reliability and validity of their interviews to ensure that the most suitable candidate is offered the job, they can do this by having at least two people interviewing on a panel in order to reduce personal bias and have more than one opinion on the candidates that are being interviewed. A good interviewer needs to keep an open mind, try to suspend as much judgement as possible and ensure that they focus on what the candidate is saying within an objective framework included in a set of structured questions which are the same for each employee. In order recruit the most suitable candidate for the position available, it is extremely crucial that their selection choice has resulted from a completely thorough and systematic process which has given every applicant the same opportunity to prove that they are the most suitable choice for the