Research Paper on:
Performance Predicted by an Employment Interview

Unformatted Sample Text from the Research Paper:
fingers. In todays economy, finding a job is tough and perhaps the greatest hurdle that applicants realize they must get over is the first job interview. First impressions are  everything and in fact there are numerous books and firms devoted to creating an image for an out of work executive. Aside from the ordinary recommendations of dressing well,  maintaining a clean and neat appearance, and arriving on time, there is much advise about what to say, and what not to say. An individual is often under stress because  what he or she wants to project may not come across and an individuals future is often riding on one interview. However, while the interviewee is rather nervous, the prospective  employers interviewer is also reluctant to make a mistake and may also have his or her head full of dos and donts. While that is the case, it is unfortunate  that many interviews turn out badly. Good candidates are rejected because the feel is not right and some who do well on an interview do not always work out after  they begin the job. In the field of human resources it is well known that the interview is really not the best technique on which to make hiring decisions,  but in todays world it is perhaps the one that is put at the top. In fact, there has been a lot written on this subject. The validity of the  the interview as a selection tool comes into question and some even regard it as being so subjective as to be totally worthless ("Purpose," 2001). Why? There are a  host of reasons why not to rely on job interviews to make hiring decisions. These include Interviewer bias, prejudice and a halo or horn effect that undermines the decision-making meeting