Employment practices and regulations make it increasingly difficult and pricey to correct wrong appointments. This is why business schools and MBA programs have devoted attention to improve methods of interviewing, to ensure that far better decisions might be made. The case interview technique has won some favor as a approach of assessing candidates for employment.
It can be fairly a sophisticated method, and by its nature time consuming and expensive. Therefore it tends to be used to place people today in top jobs. Even so, when considering the really old methods of apprenticeship you can find interesting points in common. The master would take on an apprentice, and watch him in action over a period of time. Within the course of a long time the master would become familiar with his apprentice’s potential, abilities and failings. In due course he would either employ him, or pass him over to someone else. We have many more Job Interview Help Articles Now Available.
The case interview system is predicated on the attempt to place a candidate in a situation which simulates the work scene, and assess how he performs in action. Interviewers will indeed not have the chance to acquire the identical depth of knowledge as the old fashioned master, but something approaching it.
The procedure aims to penetrate the outer shell of behavior that may mask candidates’ demeanor, and expose what lies beneath. Applicants are given roles, or tasks, that approximate the sort of challenges that they could face within the actual work environment, and asked to deal with them, vicariously. How they respond in such situations can be recorded and analyzed.
Traditionally a job interview took place in a room. A nervous candidate sat at one end of a table faced by a bank or strangers whose identities may well or may not be explained. Some could be kindly, other people cruel. Quite generally they would make a total hash of the one sided procedure, rejecting long lists of the most beneficial people, and employing a total dud.
One apparent shortcoming of the traditional interview is the superficiality of the method. Candidate may well have been short listed after submitting comprehensive resumes and lists of references, but throughout the actual interview method numerous superficial elements could be pushed into prominence. The significance of a candidate’s personal appearance, and deeply rooted prejudices with the ranks of the interviewers could have an undue influence on the outcome.
The case review system permits for additional objectivity. The interviewers supply themselves with the time to stand back from interaction, and watch the candidates in action. In some instances candidates are asked to interact with each other, and then assessors can start to see much more deeply into the talents that are on offer. They can think objectively about whether or not those talents are the ones needed for the job that needs to be done. We have many more Job Interview Help Articles Now Available.