Interviewing Techniques
Lexie, a marketing manager, regularly interviews candidates for her team. Because Lexie is a
people person, and her department is built on teamwork, when she interviews candidates for a
job, she tries to get to know the candidates as people. She always begins by saying, "Tell me
about yourself," and based on what the candidate says, she lets the conversation unfold for 30
to 60 minutes per session.
i) How does Lexie’s current interview technique limit her effectiveness as an interviewer?

[3 marks]
ii) Lexie also wishes to contact people or organizations as referees for job candidates to fill
strategic positions in the organizations. Discuss two to three limitations of referee reports
placed on management or organizations for job candidates. How do organizations cope
with this burden?

[4 marks]
iii) The human resource department at Lexie’s organization is preparing to formulate a drug
testing policy for all potential job applicants. Discuss why drug tests is a controversial
component of the personnel selection process?

The approach that she used can limit her effectiveness as C. the wide latitude of these nondirective interviews can result in low reliability and often poor validity.

It should be noted the fact that she does the same thing in the interviews will result in low reliability and poor validity. This limits her effectiveness.

A limitation of referee reports is that it doesn't give a true representation of the candidate. Referees typically portray the candidate in good light.

Pre-employment drug testing is a controversial topic. In many states, testing can only be conducted if it's authorized under Federal law. Also, the Fourth Amendment protects employees from drug testing. It's considered an unreasonable search and seizure.

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