Job Interview – A Way Of Selecting Suitable Worker In Industries
(A Case Study Of Emenite Asbestor Nigeria Limited, Emene Enugu)
Job interviews represent a crucial stage in the recruitment process for industries, serving as a pivotal means of evaluating candidates’ suitability for specific roles. They enable employers to assess applicants’ qualifications, experience, skills, and cultural fit within the organization. Interviews offer a platform for candidates to showcase their expertise, communicate their enthusiasm for the position, and demonstrate their ability to thrive in the company’s environment. Employers often employ a diverse range of interview techniques, including behavioral interviews, case studies, and technical assessments, to gain comprehensive insights into candidates’ capabilities and potential contributions to the company. Through structured questioning and observation, interviewers delve into candidates’ problem-solving abilities, interpersonal skills, and adaptability, essential traits for success in dynamic industrial settings. Moreover, interviews facilitate the exploration of candidates’ alignment with the company’s values, mission, and objectives, fostering a cohesive and harmonious work environment. By meticulously evaluating candidates’ competencies and cultural fit, industries can select individuals who not only possess the requisite skills but also embody the ethos and vision of the organization, thereby enhancing productivity, innovation, and team cohesion.
The success and efficiency of any organization depends on having the right in the right job with the right attitude of mind. Therefore the selection of a new person requires careful thought to ensure that this person will fill into the team. This research work therefore embrace job interview as one of the selection methods.
In the first chapter, the research write on the background of the study, statement of the problem that trigger off the research work, scope and need of the study.
The second chapter makes reference to what other researchers has done about this research work and their view on the reliability and validity of this research work.
Furthermore, in chapter three and four the research design and method of study was highlighted stating the source of data and the presentation and analysis of these data in chapter four.
The case chapter treat on the finding of the data analysed, suggested recommendation and conclusion
Title page
Approval page
Dedication
Acknowledgement
Abstract
CHAPTER ONE
INTRODUCTION
1.1 Background of the study
1.2 Statement of the problem
1.3 Objective of the study
1.4 Research question
1.5 Signification of the study
1.6 Scope of the study
1.7 Limitation of the study
1.8 Definition of terms
1.9 Reference
CHAPTER TWO
LITERATION REVIEW
1.1 Early history of management
1.2 The evolution of management through
1.3 Definition and function of management
1.4 Personnel management policy in management
1.5 The employment selection process
1.6 Job interview defined
1.7 Summary of literature review
1.8 Reference
CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
2.0 Introduction to the study
3.1 Research design or methodology
3.2 Area of study
3.3 Population of the study
3.4 Sample and sampling technique
3.5 Instrument for data collection
3.6 Validation of the instrument
3.7 Reliability of the instrument
3.8 Method of collection
3.9 Methods of data analysis
3.10 Reference
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1 Presentation and analysis of data
4.2 Summary of result
4.3 Reference
CHAPTER FIVE
DISSUSION, RECOMMENDATION AND CONCLUSION.
5.1 Discussion of result finding
5.2 Conclusion
5.3 Recommendations
5.4 Suggestion for further study
Bibliography
Appendix
INTRODUCTION
1.1 BACKGROUND OF THE PROBLEM
There are many inputs which an organization need in the production of good or products these input include raw material personnel or the human labors seem to be the most important. This is because, the human labour or personnel is not so easy to get just as you can purchase other factor of production. Successful selection of these personnel for an organization requires the organization to match the ability of the job candidate with the need of Emenite Asbestos. Based on this organization are now faced with the problem of by decision.
Whichever way an organization may chose its own decision, i.e. Emenite Asbestos Nigeria limited, selection of these worker still requires some method which can be either through application reference, interview and testing of all these job interview seems to be the most popular and widely used. Almost all the worker in Emenite Asbestos Nigeria limited is hired through interview. The reason for this is that it is eeriest to ask someone a series of question than to develop a test such as an ability test. Again interviewing makes the selection process more personal and give the interview a general knowledge of the appliance and help him asses if the interview is high person for the job.
Therefore, the selection of a new person requires careful thought to ensure that this person will fit into the company structure and be an effective member of the firm. The selection interview property carried out play a tremendously importance part in selecting the most suitable candidate for the job. There is no room for error Emenite Asbestos Nigeria Limited which has been carried with an unsuitable or difficult employed know only too well the upset if can cause, the cost of being landed with a “dud” are high and it is often difficult to discharge him.
The assessment of a person qualities and potential, before he is appointed, can never be precise or truly accurate. But the use of a multiple type of interview or selection method is more likely to produce the best results.
The purpose of this research work therefore is to expose to companies, the dangers of selecting wrong the skill, techniques and characteristic required in any interview and the benefit therein.
1.2 STATEMENT OF THE PROBLEM
An interview is the purposeful exchange of ideas the answering of question and communicating between two or more person as given by sloth clothier and Spirogel (1961). Digastrics interview is probably the most important step in the whole selection procedure for all the relevant information is brought into focus at that point often, the final decision to hire an individual is made during that interview. The factor of aptitude, proficiency, and personally, as measured by energy drive, social adaptability emotional control and conscience are related to an employee productivity. This subject should be openly discussed during interview primarily; the interview seeks to ascertain the applicant level of majority, ability to preserve, and degree of self-discipline.
Research (Sgyiaha, 1961) has shown that decision made by individual interview is unreliable because of the market difference between the evaluations of the same applicant by two or more interview.
The problem is that an interview is an occasion for which the interview should be prepared to eliminate subjective view and promote objectivity. There are many problems that can afflict a selection interview
These problems are as follows:
(A) Rapport between the board and the candidate is difficult if not impossible
(b) The candidate’s behavior may not be typical of his conduct under more normal kind of stress.
(c) The interview are hardly expert because they are usually picked to represent interest
(d) With such larger number, it is very difficult for the chairman to agree and control an interviewing plan.
(e) Rival ices and disagreement among member of the board often appear, putting the candidate in a bad position for a board to have adequate knowledge of the requirement
(f) The final assessment of the interview is difficult
(g) Difficulties of the interview in assessment inexperience nature of the interviewers. Then how through what mean can their selection be more effective? And what is the thing needed for one to easily recognize them?
1.3 OBJECTIVE OF THE STUDY
From all that has been written above, it is the aim of this study to take an insight in Emenite Asbestos Nigeria Limited and study the approach of the indecstrices in selection process.
1. To find out the mistakes in personnel selections and the dangers of not applying the appropriate technique of job interview.
2. To identify how this research work will help other researchers and student in the business field to develop knowledge in their discipline.
3. To determine how proper qualified and suitable staff will be selected in an organizations leading to a huger productivity in a company.
4. To identify the method to use in job interview to make sure the right candidate for the job selected.
5. To identify problems encounter by the personnel department.
1.4 RESEARCH QUESTION
1 What is the actual effect of wrong employee in a company occupying the wrong seat?
2 Do the interview has problem in the conduct of the interview?
3 What type of selection method was used
4 Do your organization interview occasions is one of the problem, how does it really affect the successful conduct of interview?
5 If focusing on the interview occasion is one of the problems, how does it really affect the successful conduct of interview?
6 In your opinion, do you feel that non-compliance with laid-down procedure for selection constitutes a problem to productivity?
7 Do you undergo any employment test?
8 What do you think are the strategy of Job interview?
9 Is there any other way by which selection process can be obtained?
10 What selection process or method did the professional used?
1.5 SIGNIFICANCE OF THE STUDY
No good research is without benefits; this study will or is not an exception. The study will be of great benefit to Emenite Asbestos Nigeria Limited in determining the degree of efficiency of Job interview, in introducing a way of selecting suitable workers in industries. It will enable the company to make comparison with other tools of selection process and determine which one will give desirable result if effectively and efficiently used.
Since the success and efficiency of the organization depends on housing the right person in the right job with the right attitude of mind, therefore the need and purpose of this study is to acquaint management of industries both private and public with the importance of job interview, so that industries will benefit as proper, qualified and suitable staff will be selected into their organization, leading to a higher productivity, hence workers satisfaction will be encourage growth in the companies development.
Beside, the study will help managers of companies as it will point out to them some of the mistakes to be avoided in personnel selections and the dangers of not applying the appropriate technique of job interview. And lastly the study is also aimed at helping other researchers and students in the business field as the project will acid to their knowledge in the discipline.
1.6 SCOPE OF THE STUDY
This study is restricted to Enugu metropolis where a survey of the Emenite Asbestos in Enugu who use job interview as a way of selecting suitable worker in an industry will be carried out.
This study evaluates the performance of selection process with particular qualification of the employee.
1.7 LIMITATION OF THE STUDY
Due to certain factors which the researcher has as a student, such as this factors. Lack of money, scarcity of statically data and information, the moral sample of the study was not used. The researcher has therefore used only Emenite Asbestos Nigeria Limited as the case study and so this may affect the result of the study.
The reader should therefore take note.
1.8 DEFINITION OF TERMS
1. PERSONNEL: These are the applicant needed to be recruited into the industries.
2. MATCH: Comparing employees with the job specification
3. HUMAN RESOURSE: The personnel’s (workers) inputs that is required for production
4. INTERVIEW OCCASION: Certain thing or behaviours that takes place during interview
Job interviews are indeed a fundamental part of the hiring process in many industries. They serve as a way to assess a candidate’s qualifications, skills, experience, and cultural fit within an organization. Here are some key points on how job interviews are used to select suitable workers in industries:
- Screening and Shortlisting: Job interviews often come after a preliminary screening of applications and resumes. This initial step helps to narrow down the pool of candidates to those who meet the basic qualifications for the job.
- Assessing Qualifications and Skills: During the interview, employers can delve deeper into a candidate’s qualifications and skills. They can ask questions to verify the information on the resume and explore how a candidate’s qualifications align with the specific requirements of the job.
- Behavioral Assessment: Interviews can assess a candidate’s past behavior as an indicator of future performance. Behavioral interview questions prompt candidates to share specific examples of how they have handled situations in the past, providing insight into their problem-solving abilities, teamwork, and adaptability.
- Cultural Fit: Assessing cultural fit is crucial for many organizations. Interviews provide an opportunity to evaluate whether a candidate’s values, work style, and personality align with the company culture and the team they will be working with.
- Communication Skills: The ability to communicate effectively is vital in most industries. Interviews assess a candidate’s verbal communication skills, including their ability to articulate ideas clearly and engage in meaningful dialogue.
- Technical Competence: For technical roles, interviews often include technical assessments or coding challenges to evaluate a candidate’s technical competence and problem-solving abilities.
- Motivation and Enthusiasm: Interviews can reveal a candidate’s level of enthusiasm and motivation for the position and the company. Employers look for candidates who are genuinely interested in the role and the organization.
- Assessing Soft Skills: Soft skills such as teamwork, leadership, time management, and adaptability are critical in the workplace. Interviews allow employers to evaluate a candidate’s soft skills through behavioral questions and situational scenarios.
- Clarifying Expectations: Interviews provide an opportunity for both the candidate and the employer to clarify expectations about the role, responsibilities, and company policies. This helps ensure that the candidate fully understands what the job entails.
- Two-Way Evaluation: Interviews are not just for employers to evaluate candidates but also for candidates to assess the company and the role. This two-way evaluation helps candidates make informed decisions about whether the job and organization are a good fit for them.
- Legal Compliance: Employers must conduct interviews in a legally compliant manner to avoid discrimination and ensure fairness in the hiring process. Questions should be job-related and non-discriminatory.
- Assessment Tools: Some industries and positions may use additional assessment tools, such as personality tests or skills tests, in conjunction with interviews to gain a more comprehensive understanding of a candidate’s suitability for the role.
In conclusion, job interviews play a crucial role in the selection of suitable workers in industries. They provide a structured way to assess a candidate’s qualifications, skills, and cultural fit while allowing candidates to evaluate the job and the organization. Employers should design interviews carefully to ensure they gather relevant information and make informed hiring decisions.