Critique of the Article
A Review of a Telephone-Administered Behavior-Based Interview Technique
The article titled “A Review of a Telephone-Administered Behavior-Based Interview Technique” has been reviewed and critique of the article has been done so that the main purpose, arguments, and practical implications of the article can be known. The article was written by Gary C. Oliphant, Katherine Hansen, and Becky J. Oliphant and authors have presented valid arguments related to the topic and proved that telephone administered behavior-based interviews are effective. The intended audience of the article seems to be organizations because the article has been written targeting them. Recruitment and selection process present in course books is related to the contents of the article as the interview is part of this process. Authors have favored the practice of interviews, and it is despite the fact that academic research does not find the effectiveness of interviews with hiring. The article has found that behavior-based interviews via telephone are cost-effective and efficient, and organizations can conduct interviews to hire relevant workforce for the organization. The authors have provided valid arguments in favor of the findings of the article, and this aspect has made the article effective (Oliphant, Hansen, & Oliphant, 2008).
Main Points:
Main points of the authors in the article were to highlight the importance of behavior-based interview via telephone. The authors have served this purpose by first highlighting the importance of behavior-based interviews as past behavior of an interviewee can reflect effectively into his future behavior at the workplace. Secondly, the authors have found that telephone administered interviews lead to effective hiring of employees.
Agreement with Authors’ Findings:
The article is based on findings throughout 29 months. Therefore, the findings are valid, and one should agree with the findings. Moreover, the practice of behavior-based interviews has been adopted by many companies as authors have highlighted. Therefore, the findings of the article have helped the literature and practice by making valid and authentic claims.
Which Evidence Supports Findings:
Although, the article has given references for the claims made in the article to support findings yet there is one study by Bowers and Kleiner (2005) which also supports these findings that behavioral interviewing is an effective method of interviewing, but it is important to look into the article’s references which have proved that research is based on valid arguments and facts. Moreover, the authors have bravely noted that academics usually do not accept that interviews are effective, but then, they have taken the research on the topic as well (Bowers & Kleiner, 2005).
Interviews for Employment:
Interviews for employment are done, and this article has shed light on the importance of interviews for employment. The article has noted that academic literature has not found the clear link of the effectiveness of interviews, but companies do this. It may be because of the importance of face-to-face interaction of interviewer and interviewee. Moreover, the interview should be considered as part of the whole recruitment process, and it adds value to that process. It is an opportunity to have a contribution from the applicant in the process. Therefore, employment interviews are done by organizations and businesses.
The effectiveness of Behavior-based Interview via Telephone:
The article focuses on this aspect that behavior-based interviews via telephone are effective, but this can be divided into two parts. First, behavior-based interviews are effective because they hire employees based on their past behaviors and these past behaviors are looked into future expectations and needs of the organization. In the re4sult, behavior-based interviews are effective. Moreover, the use of the telephone has been made comprehensively as the article has discussed how a process was undertaken to analyze interviews taken on the telephone. Therefore, telephone interviews are very effective as they are cost effective.
Features of Equal Employment Law and the Article:
Equal employment law is all about discrimination. It states that no employer should discriminate against employees and job applicants based on their age, gender, color, and any other prejudice or bias. The article doesn’t mention any of such issues, and the focus has been made on the effectiveness of interviews. Thus, it can be assumed that the authors would know these features of equal employment law and they have considered them well. Moreover, interviews conducted on the telephone may be considered as a hurdle on the way of discrimination because one cannot be evaluated physically over the telephone and hiring would be based on capabilities of job applicant only.
Conclusion:
The article critique concludes that the authors have made valid arguments in favor of the objectives of the article. It is a very effective sign because this has made this research valid and authentic. The authors have also included that generally, academic research does not find the effectiveness of interviews, but authors have favored the practice of researching interviews. Behavior-based interviews via telephone are very effective and useful, and the article has offered valid evidence in this article. It is recommended to do further research in this field so that new insights can be investigated and explored.
Interview Questions:
- How do you know about this job?
- Do you have relevant experience or knowledge for this job?
- In what situations have you demonstrated organizational and management skills?
- Do you know the job description of the job which you have applied for?
- Give me one and the most valid reason why you should be chosen for this job.
- Are you available immediately after selection or are you currently doing a job somewhere?
References
Bowers, D., & Kleiner, B. H. (2005). Behavioural Interviewing. Management Research News, 28(11/12), 107-114.
Oliphant, G. C., Hansen, K., & Oliphant, B. J. (2008). A Review of a Telephone-Administered Behavior-Based Interview Technique. Business Communication Quarterly, 383-386.
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