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How to Select Human Capital

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University

How to Select Human Capital

I interviewed for a job position as a project assistant last year. I had managed various projects and was confident that I was the best candidate for the position. However, the interview process did not flow smoothly. The interviewers did not seem to understand the job very well. They asked questions that were not related to the responsibilities of a project assistant. I knew that projects assistants would mostly deal with project plan implementation and preparing documents such as reports and proposals. However, I did not hear any question about project implementation. The interviewers asked general questions that I thought were inappropriate. Some candidates might have been able to answer the questions well, but that did not mean they were suited to the position because they were not asked job-specific questions. I did not score well in the interview questions and that meant I would not be selected for the vacancy.

I was not comfortable with the location of the interview. The interviewers asked us to join them in their office and I was uncomfortable being interviewed in such a place. I thought they should have found a board room to interview the candidates instead of calling them to their offices. I think the interviewers had not familiarized themselves with the position because they did not give a lot of weight to the most important questions such as the experience of a person. I also think there was some bias because some candidates were allocated more time to explain themselves while some of us were given a limited time. The interviewers seemed to be willing to listen to only those who were below 40 years old and asked about a candidate’s age immediately he/she started the interview. I thought there were stereotypes against those who were older and maybe they did not want to hire such people.

References

Alonso, R. (2018). Recruiting and selecting for fit. Available at SSRN 3124315.

Ployhart, R. E., Schmitt, N., & Tippins, N. T. (2017). Solving the Supreme Problem: 100 years of selection and recruitment at the Journal of Applied Psychology. Journal of Applied Psychology, 102(3), 291.