he selector is influenced by individual characteristics such as dress and appearance, the application form is a databased method. It is more objective.It is save time. It can filter out the distinctly unsuitable candidates and make the further selection focus on the most promising candidates. Therefore, it will save the time of further selection. It provides human resource backup. Even if some applicants are not selected, they may more suitable for another job that is not recruited this time. Therefore the organization can set up a Human Resource Bank to keep and sort those forms for a period. When that job needs recruit, the Human Resource Bank can provide suitable candidates immediately, especially in the case of emergency recruitment.Comparison Of WeaknessesSelection interview is a subjective selection method: Early information from application form or reference has a disproportionate influence on the final outcome. Some interviewers make their decisions very quickly. Occasionally interviewer only needs few minutes to make the decision on whether accept or reject a candidate. The remainder time of the interview they will use to seek some evidences to confirm that their first impression was right. Interviewer seldom changes his/her tentative opinion formed from the application form and reference or the appearance of the candidate. Interviewer places more weight on evidence that is unfavourable than favourable for the candidates. When interviewer has made up his/her mind very early, his/her behaviour betrays the decision to the candidate. That will influence the candidate's confidence.It always has an ideal applicant stereotype in the interviewer's mind to compare with candidates. That will heavily influence the search for information and decision-making. The stereotype and the related concept of implicit personality theory will substitute to seek specific information from the candidates.Generally, the applicant's non-verbal behaviour ...
