EVALUATING AND APPLYING 'BEST PRACTICE'
...ion methods used by systematically, rather than rely on intuition (Bach and Sission, 2001). The selection interview has been the on method that is always used, but research evidence seemed to suggest that this was a very ineffective way of making decisions (Bach and Sission, 2001, pp123). Untrained interviewers projecting a poor public relation image of the organization to prospective employees and the use of inadvisable lines of questioning may lead to claims of sex or racial discrimination (Martin and Jackson, 2002). Different questions are asked of each candidate even by the same interviewer. Under these circumstances it is almost inevitable that subjective biases make the interview both unreliable and invalid (Bach and Sission, 2001). Therefore, even the experienced interviewers should be explained the organisation¡¯s mission, objectives or strategies that are changing frequently and be trained in terms of advance interview technique as well. However, employers seem more aware of their limitations and are trying to use them more carefully by a variety of other selection techniques, such as psychological testing, which has gained in popularity in UK, especially for graduate and management-level candidate (Bach and Sission, 2001). Psychometric tests are designed to measure mental ability, attitude, personality and general inte...