Perception of selection interview, selection test and employee performance: An empirical analysis

Abstract

Unlike in the past, a critical success factor for organizations in this 21st century in achieving and sustaining a competitive advantage is by combating the challenge of improving quality and service delivery. This study using the ex-post facto design critically analyzed the role of selection interview and selection test on employee's performance. One hundred and ninety (190) (males = 96 {50.5%}; females = 94 {49.5%}) participants whose age ranged between 20 and 55, were involved in this study. Three hypotheses were tested using the t-test and ANOVA, the findings showed that female university employee unlike males favourably perceived the link between selection interview, selection test and employee performance t (188) = 3.86, p<.05. The result also revealed that university employees who are singles, more than the married, reported more favourable perception of the link between selection interview, selection test and employee performance t (188) = 6.43, p<.05. It also showed that university employees in the age range of 20-25 years reported the highest mean score on perception of the link between selection interview, selection test and employee performance. Therefore, selection interview and selection test are good predictors of employee performance, if conducted in a standardized form.

Selection Strategies and Organizational Management in the Private Sector: Applying the Matching Theory in the Recruitment Process

“…In line with the model designed for the study, the contributions from the subvariables of selection strategies on organizational management/performance is mathematically demonstrated as follows; Hmgtp = 1.144 + 0.497Jrcr+ 0.270Wt + µ These findings are supported by the studies of (Omisore and Okofu, 2014;Cheng, 2014;Mustapha et al, 2013;Opayemi and Oyesola, 2013;Mitrovic et al, 2016;Adams et al, 2016;Akuamoah et al, 2016;Uzuegbu et al, 2012 ;Ekwoaba et al, 2015) indicating that selection strategies are critica land supportive to the management and performance of organizations. Ekwoaba et al, (2015) asserts that selection criteria affect the performance of the organization.…”

“…Ekwoaba et al, (2015) asserts that selection criteria affect the performance of the organization. Opayemi and Oyesola (2013) study concludes that interviews and tests are good predictors of organization performance. The study of Cheng (2014) confirms that selection stage gives organizations the room to match candidates' qualities in terms of age, academic, work experience, and personality characteristics with organizational objectives and culture, The "matching theory" strongly advocates the need to match potential employees' attributes, credentials and competence with job requirements , organizational goals and culture.…”

“…In this study, interview is synonymous with selection interview. Scott in Opayemi and Oyesola (2013) defines selection interview as a purposeful exchange of ideas, the answering of questions and communication between two or more persons. Selection interview is a conversation where candidates are induced to talk freely with their interviewers about their experience and careers (Opayemi and Oyesola, 2013).…”

“…Scott in Opayemi and Oyesola (2013) defines selection interview as a purposeful exchange of ideas, the answering of questions and communication between two or more persons. Selection interview is a conversation where candidates are induced to talk freely with their interviewers about their experience and careers (Opayemi and Oyesola, 2013). Interviewing process has been seen as a subjective method which results may be unreliable if intended for evaluation purpose ( Mustapha et al, 2013) because excessive weight is given to unfavourable information and interviewers are so much affected by appearance and non-verbal clues that has little to do with job performance.…”

Evaluation of the Use of Biodata System for the Hotel Employee Selection

“…In addition, they ensure that organizations can get the suitable employees who can do the job more efficiently (Boella & Turner, 2005). On the other hand, wrong selection process can cause adverse effects on the organization as loss of productivity, cost of hiring and training, poor performance, low quality products or services and dissatisfied customers (French & Rees, 2010;Opayemi & Oyesola, 2013). Opayemi and Oyesola (2013: 96) defined recruitment as the process of generating a pool of capable candidates applying to an organization for employment" and selection as "the process of hiring; offering jobs to one or more candidates from the applications received through recruitment; managerial decision making process through which suitable persons who are likely to perform on the job are identified and selected from the pool of applicant".…”