of the applicant that may lead to turnover and other various aspects. The interview is also more effective than biographical inventories (biodata). Biodata lack job relevance and may pose legal liabilities for the organization. In summary, the interview serves two major purposes that set it apart: the organization is able to effectively evaluate the candidates suitability for employment and the candidate is able to evaluate whether the company and the job are right for them. The interview has high validity and high reliability, thus increasing the organization’s productivity and reducing its liability. To further reduce its liability and increase its productivity, the organization should base its selection process on a job analysis. A thorough job analysis will document the tasks performed on the job, the situation in which the work is performed, and the human qualities needed to perform the job. Use of the job analysis will reduce misunderstandings and help identify the knowledge, skills, and abilities required to perform a job. It also reduces an organization’s liability by helping make sure that the company is in compliance with civil rights legislation. The job analysis justifies the job relatedness of the HR practices responsible for discrimination. In conclusion, this organization should use a well-structured interview based on a thorough job analysis to effectively select high quality applicants for employment. ...
